A

SUMMER INTERNSHIP PROOJECT

ON

TRAINING AND DEVELOPMENT

AT
GOLDY PRECISION STAMPINGD PVT.LTD.

F84/85, M.I.D.C., SATPUR ESTATE

422007-NASHIK-INDIA

Submitted to

SavitribaiPhule Pune University

In the Partial Fulfilment of the Course

“MASTER IN BUSINESS ADMINISTRATION-HUMAN

RESOURCE DEVELOPMENT”
Submitted By

Mr. Krishikesh Bhanudas Deshmukh

Under The Guidance Of

Prof.Dr.G.M.Ahire

M.V.P.’S

INSTITUTE OF MANAGEMENT AND RESEARCH

TECHONOLOGY, NASHIK

(YEAR 2018-19)

1
 Acknowledgement

I have pleasure in successful completion of this project report titled “Training and Development”

I would like to take this opportunity to express my sincere thanks and deep gratitude to

The IMRT, Nasik and the director of the institute DR. D.K MUKEDKAR for providing

Us a platform for conducting this research.

I sincere thanks to my college guide, Prof.Dr.G.M.Ahire for guiding, how to prepare

Project as well as evaluating and here helping us throughout the whole process

Of the project.

I am also like to Thank MISS RUPALI BHAGUL MANAGER HR OF GOLDY PRECISION

PVT.LTD for following me to work under his guidance as trainee. Without her guidance

And valuable suggestions, this work would have not been completed.

I also pay my sincere thanks to all those who have directly or indirectly helped me that

Completion of my project till preparation of this report. My gratitude to my parents,

All my friends my teachers for their supportive role.

Date:-

Place: -

Signature

KRISHIKESH .B. DESHMUKH

2
 DECLARATION BY THE STUDENT

I Mr. KRISHIKESH DESHMUKH conducted project report titled

“Training and Development “

AT Goldy Precision Stamping Pvt Ltd Nasik in partial fulfilment of MBA (HRD)-II DEGREE

Course of Savtribai Phule University of Pune is my own work and submitted by me under

The guidance of Prof.Dr.G.M.Ahire.

I hereby assure that the information gathered during period shall be strictly utilized

Only for the project which is to be completed as per the pursing Professional course

In IMRT

I honestly express that the information is not collected with any commercial intention

And motivation

I have prepared this report independently and I have gathered all the relevant information

Personally. I have prepared this project for MBA (HRD)-II curriculum 2019-2020

Date Signature

Place, Nashik (IMRT) Name: Krishikesh .B.Deshmukh

3
 Declaration by GUIDE

This is to certify that Mr.Krishikesh Deshmukh has completed the project report titled

“Training and Development” at GOLDY PRECESION STAMPING PVT LTD

Nasik under my guidance and supervisor and has submitted the report as per

The norms laid by SAVTRIBAI PHULE UNIVERSITY, Pune. The material has been Obtained
from the source it daily acknowledged it the report

It is further certified that the work or its part has not been submitted to any other

University for examination under my supervision. I consider this work award of

The agree of MBA (HRD)-II the partial fulfilment of the curriculum.

Date:

Place:

Signature

(Prof.Dr.G.M.Ahire)

4
 INDEX
SR NO CONTENTS PAGE
NO
CHAPTER INTRODUCTION
-1
1.1 Objective of the Project 12
1.2 Introduction ( Selection of the topic) 13
1.3 Objective of the study 14
1.4 Scope of the study 15
1.5 Rationale/Contribution of the study 16
1.6 Limitation of the study 17

CHAPTER RESEARCH METHODOLOGY

-2
2.1 Methods of the study 19-24
2.2 Sampling 25-28
2.3 Data collection 29-33
2.4 Presentation of data, Tools of Analysis and interpretation 34-35

CHAPTER PROFILE OF THE COMPANY

-3
3.1 History and general information 37
3.2 Organizational structure 38-39
3.3 Products and activities 40-47

CHAPTER REVIEW OF LITERATURE

-4
4.1 Meaning and concept of the topic 49-54
4.2 Basic theory of the topic 55-57
4.3 Review of Research of the selection 58-67
CHAPTER DATA ANALYSIS PRESENTATION AND 69-72
-5 INTERPRETATION(1)
CHAPTER DATA ANAYSIS PRESENTATION AND 74-110
-6 INTERPRETATION (2)
CHAPTER CONCLUSION AND SUGGESTION
-7
7.1 Findings of the study 112
7.2 Result/conclusion 116

7.3 Recommendations and suggestion

Reference/bibliography 125
Research Article 126

5
 LIST OF TABLE
SR.N List of CONTENT
O table PAGENO
.
1. 6.1 Is your organization conducting the training programs 74
2. 6.2 have you attended any training program 75
3. 6.3 how many training programs are conducted in a year 76
4. 6.4 How many training program have you attended 77
5. 6.5 Do you feel that training session have helped to improve your 78
work efficiency
6. 6.6 Are you satisfied with the information provided by the trainer 79
during the Training program
7. 6.7 Statement 80-84
8. 6.8 Will the training session involves only theory concept or even 85
practical
9. 6.9 Does your trainer clear your doubts regarding the 86

topics
10. 6.10 Does your trainer clear your doubts regarding the 87

topics
11. 6.11 How long will it take to implement the trained process 88
12. 6.12 Which type of training is provided by your 89

organization to its employees

13. 6.13 Are you utilizing the training skill and knowledge 90

acquired through training programme

14. 6.14 How often the training programs are conducted in 91

your organization
15. 6.15 What are the skills that trainer should posses to 92

make the training effective

16. 6.16 What type of training is being imported for new 93

recruitments in your organization

17. 6.17 Do you think training and development program 94

increase the efficiency of employees

18. 6.18 Training is essential for increasing 95
19. 6.19 Was there any enhancement in your pay or 96

6
 promotion often each training program
20. 6.10 What are the conditions that have to be improved 97

during the training sessions

21. 6.11 Is your career growth based on various training 98

program you attended

22. 6.12 Does the training method focuses on developing 99

team work and leadership skills

23. 6.13 Does the development activity helps the management 100
in identifying, analyzing forecasting and planning
changes needed in company’s HR area
24. 6.14 Statement 101-104
25. 6.15 Does training helps to improve employer-employee 105

relationship
26. 6.16 Your organization considers training as a part of 106

organization strategy, do you agree with this

statement
27. 6.17 Does the induction training is a well planned 107

exercise in the organization

28. 6.18 Rank the following aids used for training 108
29. 6.19 Are you satisfied with present training method of 109

selection of candidate for training

30. 6.20 Suggestions 110

LIST OF GRAPH
SR.N List of CONTENT
O Graph. PAGENO.
1. 6.1 Is your organization conducting the training programs 74
2. 6.2 have you attended any training program 75
3. 6.3 how many training programs are conducted in a year 76
4. 6.4 How many training program have you attended 77
5. 6.5 Do you feel that training session have helped to improve 78
your work efficiency
6. 6.6 Are you satisfied with the information provided by the 79

7
 trainer during the Training program
7. 6.7 Statement 80-84
8. 6.8 Will the training session involves only theory concept or 85
even practical
9. 6.9 Does your trainer clear your doubts regarding the topics 86
10. 6.10 Does your trainer clear your doubts regarding the topics 87
11. 6.11 How long will it take to implement the trained process 88
12. 6.12 Which type of training is provided by your organization to 89
its employees
13. 6.13 Are you utilizing the training skill and knowledge acquired 90
through training programme
14. 6.14 How often the training programs are conducted in your 91
organization
15. 6.15 What are the skills that trainer should posses to make the 92
training effective
16. 6.16 What type of training is being imported for new recruitments 93
in your organization
17. 6.17 Do you think training and development program increase the 94
efficiency of employees
18. 6.18 Training is essential for increasing 95
19. 6.19 Was there any enhancement in your pay or promotion often 96
each training program
20. 6.10 What are the conditions that have to be improved during the 97
training sessions
21. 6.11 Is your career growth based on various training program 98
you attended
22. 6.12 Does the training method focuses on developing team work 99
and leadership skills
23. 6.13 Does the development activity helps the management in 100
identifying, analyzing forecasting and planning changes
needed in company’s HR area
24. 6.14 Statement 101-104
25. 6.15 Does training helps to improve employer-employee 105
relationship
26. 6.16 Your organization considers training as a part of 106
organization strategy, do you agree with this statement
27. 6.17 Does the induction training is a well planned exercise in the 107
organization

8
28. 6.18 Rank the following aids used for training 108
29. 6.19 Are you satisfied with present training method of selection 109
of candidate for training
30. 6.20 Suggestions 110

LIST OFD FIGURES

Sr.no Product name Page.no

1. Company Page no. 38
History(milestones)
2 Electronic component Page no40
3. Precision ABSORBER Page no.41
VALVES
4. Continuous improvement in Page no. 42
production
5. ISO CERTIFICATE OF Page no.43
GOLDY PRECSION
6. Production department Page no.44
7. Finance department Page no.45
8. Training Need identification Page no 69
staff
9. Training attendance Page no 70
10. Training evaluation and Page no 71
feedback form
11. Annual training calendar - Page no 72
staff

9
 CHAPTER: 1

INTRODUCTION

10
1.1: Objective of the topic:-
As a part and parcel of the syllabus of MBA (HRD)-II under the curriculum of Savtribai

Phule Pune University the subject of summer internship project is included as a core

Subject. The students have to undergo training period of two months. Learning

Through books by teachers or by reading is not enough to get complete knowledge

About a particular things. It needs practical knowledge which can be obtained

From the project work.

Project provides the opportunity to develop attitude conductive effective interpersonal

Relationship. Project increases the sense of responsibility. Project help in acquiring

Good work habits.

Project work area is the internship was to conduct survey in the given area and

Fill the prescribed form the same. It started with getting formal training about

The survey, designing a questionnaire and then goes for data collection.

11
1.2: INTROODUCTION (Selection of the topic):-
My project topic “Training and Development” attracted me because training is a
route to improve effectiveness. The scope of training is no longer limited to developing
knowledge & competencies in individuals.
Training and development is one of the most important concepts in Human Resource
Management. It is one of the crucial topics in Human Resource Management. This topic
gave an opportunity to study how the training program are planned effectively &
efficiently delivered in companies.
Topic under study Employee Training and Development is selected due to above reason.
Training helps to develop specific skill, Knowledge, in the employee that enables them to
succeed in their current job and develop for the future. Training helps the organization in
creating over force that is able to cope up with the change, meet the increasing demands of
market and prepare the future leadership in the organization.

12
1.3 OBJECTIVE OF THE STUDY:-
1) To study and understand the concept of training and development.

2) To study various training methods adopted by GOLDY PRECISION PVT.LTD.

3) To study the training process at GOLDY PRECISION PVT.LTD.

4) To study the effect of training on employees and organization.

5) To Study the various formats concern with Training and Development.

6) Suggesting the remedies for improvement in Training and Development programs of the
organization

13
1.4 SCOPE OF THE STUDY:-
The scope of this project report is not too far stretching to the whole of GOLDY
PRECISION PVT.LTD. Rather it only covers the training and development
process conducted by company for its employees in Nasik Plant only. My project
mainly deals with the present method of training and development given at
GOLDY PRECISION PVT.LTD Nasik. This project covers the study of
concepts like pre-training, training programmed, and excludes all other human
resource activities in the company.

This study can be helpful to the management to improve its core weakness by the
suggestions and recommendations prescribed in the project. The need of this study can be
recognized when the result of the related study need suggestion and recommendation to
the similar situation.

14
1.5: RATIONALE/CONTRIBUTION OF STUDY:-

Surveys indicate that training and staff development are the leading issues for most personnel
departments. Staff training is an element in raising morale because it sounds out people for
possible future promotions. The aim should be to train and develop each employee so far as
possible even if that means running the risk of losing them to other organizations. This growing
awareness of the importance of training and development over the past decades is also supported
by reports that employees were spending more in aggregate terms on these activities.
Technological developments and organizational change have gradually caused some employers
to realize that success lie in the skills and abilities of their employees thus this means
considerable and continuous investment in training and development. This has been brought to
light by the rise in human resources management, with its emphasis on the importance of people
and the skills they possess in enhancing organizational efficiency. Such human resource
management concepts such as “commitment” to the company and the growth in the “quality”
movement have promoted senior management teams to realize the increased importance of
training, employee development and long term education intended to mean basic instruction in
knowledge and skills designed to enable people to make the most of life in general. There has
also been increased recognition of the need to complement the qualities of employees with the
needs of the organization. Such concepts require not only careful planning but also greater
emphasis on employee development. Thus human resources development is seen as one of the
major keys to the success of the organization and is emphasized at all levels. Human resources
development program are continuous and shaped to fit the cultural changes in the organization in
relation to the individual’s needs. In this way, training and human resources development
become tools for effecting change.

15
1.6 LIMITATIONS OF STUDY:-
 The data was collected during the working hours; employees were busy in their routine
work so they were less responsive.

 This project has been completed in a short duration of time and hence all the factors may
not be explained in detail.

 Because of heavy pressure of work the managers and employees were not able to give
much time for this study.

 For this study sample size is only 100

16
 CHAPTER 2
RESEARCH METHODOLOGY

17
2.1 methods of the study

REASERCH

DEFINEATION OF RESEARCH

1) KERLINGER
Research is a systematic controlled, commercial and critical investigation
Of hypothetical propositions about the presumed relations among natural
Phenomenon.

It is a systematic and objective attempt to study a problem for deriving general

Principles.
2) ROBERT BURNS
Research is a systematic investigation to find a solution to problems”
3) In WEBSTER’S TWENTIETH CENTURY DICTIONARY

“Research is define as a careful, patient, systematic, diligent inquiry or

Examination in some field of knowledge undertaken to establish facts

Or principles,”

4) P.V.YOUNG
A method of studying, analyzing and conceptualizing social life in order to
Extend, modify, correct or verify knowledge whether that knowledge aids
In construction of theory or in the practice of an art”

18
TYPES OF RESEARCH

ARE AS FOLLOWS:-

Descriptive Research:

Descriptive research includes surveys and fact finding enquires of different kinds.

In this method, researcher has no control over the variables,

Had happened and what is happening. In social research it is called as ex post

Fact of research Descriptive research generally precedes explanatory research for

Example over time the periodic table descriptive of the elements allowed scientists

To explain chemical reaction and make sound prediction when elements were

Combined.

Analytical Research:

In these research facts, information used to make critical evaluation. In analytical

Research detailed analysis of fats is given, Analytical research specializes in the

Provision of detailed quantitative and qualitative research and analysis on Hedge

Funds of funds of the investments industry.

Applied Research:

It is also called action research. It aims at finding a solution for an immediate

Problem facing to the society, business or an organization etc. Applied research

Deals with solving practical problems and generally employs empirical methodologies because
applied research resides in the messy real world. Strict research protocols May need to be
relaxed. For example it may be impossible to use a random sample thus transparency in the
methodology is crucial

19
Fundamental Research:

This is a basic or pure research. It is concern with generalization and with formulation

Of theory. Fundamental research means basis and applied research in science and

Engineering, the results of which ordinarily are published and shared broadly within

The scientific community as distinguished from proprietary research and from industrial

Development design production and product utilization the results of which ordinarily

Are restricted for proprietor or national security reason.

Descriptive Research:

This descriptive research refers that provides an accurate portrayal of characteristics

Of a particular individual situation or group. Descriptive research, also known as

Statistical research.

Experimental Research:

This research is used to demonstrate a cause and effect relationship between changes

In one variable

An experiment requires intentional manipulation experiments also have strengths and

Weaknesses.

Conceptual Research:

The conceptual Research is related to some abstract ideas or theory. Conceptual research

Focuses on the concept or theory that explains or describes the phenomenon being studied what
causes diseases? How can we describe the motions of the planets? What are the Building blocks
matters? The conceptual researcher sits at his desk with pen in hand and tries to solves these
problems

20
Empirical Research:

The researcher is based on experience or observation. It is data based research in which

First hand facts are main source of information. Evidence gathered through empirical

Studies in which first hand facts are main source of information, Evidence gather through

Empirical evidence which is subjected to qualitative and quantitative analysis then used

To answer empirical questions.

Historical Research:

The research in which historical records, documentations, study of past events is used

To prove something.

Longitudinal Research:

From the point of view of time, the research which is carried on several time periods

Is called as longitudinal research.

One Time Research:

It is a research that is related with single time period.

Field Research:

It is a research that is carried in actual domain of problems. Any study conducted in

Person in natural setting out side of laboratory, possibly through interviews, Qualitative

Research in concern with understanding and interpreting another person’s social worldThrough
accessing their lived experiences.

21
Laboratory Research:
Research that is carried on in laboratory is call as laboratory research. Laboratory research

Is research that is conducted in a room or room or building equipped for scientific

Experimentation or research attempt to investigate naturally occurring behaviours

Under controlled condition with manipulated variables.

Exploratory Research:

It is the research in which the development of hypothesis is more important than testing

Investigation into the problem or situation which provides insights to the researcher. The

Researcher meant to provide details where a small amount of information exists. It may

A variety of methods such as trail studies, interviews group discussions, experiments, or

Other tactics for the purpose of gaining information.

Formalized Research:

It is the research which has specific approach, test a specific hypothesis based on

Substantial structure. This research refers to a writing format that is more objective

And scientific community as distinguished from proprietary research and from industrial

Development design, Production and product utilization, the results of which ordinarily

Are restricted for proprietary or national security reason.

22
Conceptual Research:

The conceptual research is related to some abstract ideas or theory. Conceptual research

Focuses on the concept or theory that explains or describes the phenomenon being

Knowing about the better concept.

Qualitative Research:

This research concerned with qualitative phenomenon such as kind. This research aims

At discovering the underlying motives and desires. The quantitative method

Investigates the why and how of decisions making, not just what, where when, Hence

Smaller but focused samples are more often used than large samples or more often

Used than large samples.

Quantitative Research:

This research is based on the measurement of quantity or amount. Qualitative research

Gathers data in numerical form which can be put into categories or in rank order or

Measured in units of measurement. This type of data can be used to construct graphs

And tables of raw data.

23
2.2 SAMPLING

1. Types of sampling

1. PROBABILITY SAMPLING:

With probability sampling methods, each population element has a known (non zero) chance

Of home chosen for the sample the main types of probability sampling methods are simple

Random sampling the key benefit of probability sampling methods is that they guarantee

That the sample chosen representative of the population. This ensures that the

Statistical conclusion will be valid

2. Random sampling:

It is purest form of probability sampling. Each member of the population has an equal

And known chance of being selected. When there are very large populations. It is

Often difficult or impossible to identify every member of the population, so the pool

Of available subjects becomes biased.

4. Systematic sampling:

It is often used instead of random sampling. It is also called a name selection technique

After the required sample size has been calculated, every nth record is selected from

List of population members. As long as the list does not contain any hidden order.

This sampling method is as good as the random sampling method its only advantage

Over the random sampling 25 technique is simplicity. Systematic sampling is frequently

Used to select a specified number of records from a computer file.

24
5. Cluster sampling:

It is a sampling technique used when natural but relatively homogenous groupings are

Evident in a statistical population. It is often used in marketing research. In this technique

Population members.As long as the list does not contain any hidden order. This may

Be done for every element in these groups or as subsample of elements may be

Selected within each of these groups. A common motivation for cluster sampling

Is to reduce the total number of interviews and costs given motivation for cluster

Sampling is to reduce the total number of interviews and costs given the desired

Accuracy. Assuming a fixed sample size the technique gives more accurate results

When most of the variation in the population is within the groups, not between

Them.

6. Stratified sampling:

Is commonly used probability method that is superior to random sampling because it

Reduces sampling error? A stratum is a subset of the population that shares at least

Common characteristic. Examples of stratums might be males and females or

Management and non managers. The researcher first identifies the relevant

Stratums and their actual representation from each stratum represent the population

Have a low incidence relative to the other stratums.

25
2. NON- PROBABILITY SAMPLES

With non probability sampling methods. We do not know the probability that each

Population element will be chosen

Non-probability sampling methods offer two potential advantages convenience and

Cost The main disadvantage is that non-probability sampling methods do not allow

You to estimate the extent to which sample statistics are likely to differ from

Population parameters. Only the extent to which sample statistics are likely

To differ from population parameters Only the extent to which sample statistics

Are likely to differ from population parameters. Only probability sampling methods

Permit that kind of analysis.

Quota sampling:

Is the non probability equivalent of stratified sampling? Like stratified sampling, the

Researcher first identifies the stratums and their proportions as they are represented

In the population. Then convenience or judgment sampling is used to select the required

Number of subjects from each stratum. This differs from stratified sampling. Where

The stratums are filled random sampling

Convenience sampling:

It is used in exploratory research where the researcher is interested in getting an inexpensive

Approximation of the truth. As the name implies, the sample is selected because they are
Convenient this no probability method is often used during preliminary research efforts to Get a
gross estimate of the results, without incurring the cost or time required to select Are filled by
random sampling.

26
Snowball Sampling:

It is special non-probability method used when the desired sample characteristics is rare. It

May be extremely difficult or cost prohibitive to locate respondents in these situations

Snowball sampling relies on referrals from initial subjects to generate additional subjects

While this technique can dramatically lower search costs, it comes at the expense of

Introducing bias because the technique itself reduces the likelihood that the sample

Will represent a good cross section from the population.

Judgment sampling:

It is a common probability method it is based on the judgement and perception of the

This is usually an extension of convenience sampling. For example a researcher may

Decides to draw the entire sample from one “representative” city even through

The population includes the cities. When using this method the research must be

Confident that the chosen sample only representative of the entire population

In summer internship project researcher used simple Random sampling

Method using questionnaire method for collecting information as there

Is large number of employees?

27
 2.3 DATA COLLECTION

MEANING OF THE DATA

Data is the information that has been translated into a form that is more convenient move or

Process

Data in computing are represented in a structure, often tabular, tree or in graph structure

Data as an abstract concept can be viewed as the lowest level of abstraction from which

Information and knowledge derived Data is the lowest level of abstraction from which

Information is necessary for the study of the things. Data give the exact knowledge about

Object Data collection explains the advantages and disadvantages of specifying study and

Research material.

There many ways of the collecting data but the mostly it divided into two forms primary

Data and secondary data.

28
Primary data:

The data that are collected for specific research goal it is called primary data. AT

Every occasion primary data is collected; new data is added into the existing

Store of the knowledge the primary data is the collect for the specific reason

The primary data collected by mostly in three ways the experiments the

Survey, interview etc. The primary data collected by mostly in three ways

The experiments the survey, interview etc. These three ways are the most

Popular. The primary data is most trustful comparatively the secondary data

Mostly primary data collected by one person directly and it is reliable

These are main three methods of the primary data collection

a) Observation method
b) Interview method
c) Questionnaire method

2. Secondary data:

The data originally collected for different purpose and reuse for another research

It is called secondary data. Any type of primary data serves as secondary

Data Secondary data mostly collected from the third person. The data is not directly

Use for our object because is make for another purpose which related to our object

The secondary data is not reliable as reliable as primary data. Secondary data is

Collected from preference books. Other subject surveys, information articles Etc.

29
METHODS OF PRIMARY DATA COLLECTION

Primary data are those data which are been collected through the first hand information

Through the original documents and artefacts. Example include newspaper articles

Photographs and diaries. These are the works that are analyzed and interpreted

To create secondary sources. There are the three methods of the collecting primary

Data. These three methods are mention below

Observation method

Questionnaire method

Interview method

Observation method:

This observation method of primary data collection. This is the best way of the collecting

Data. The researcher person makes observation of the subject and collects the point

In this method there is no need to give special effort and this method is less time

Consuming and cost cutting method. These are three types of observation methods

Participating observation unstructured observation structured Observation.

Questionnaire method:

This is method use like the question and answer pattern. This is a very commonly used

Of collecting primary data here information is collected through set of questionnaire

Is a document prepared by the investigator containing a set of questions? The is method use like
interview pattern?

30
INTERVIEW METHOD:

Interview method is very popular method. Mostly give preference to this method. To

This method it is time and cost increasing method than also it is most reliable in all

Of the methods of data collection. For this method many a special team work on

It. And collect the data which required.

Methods of secondary data collection:

Internet:

Using online resources through internet is collected the information is very beneficial for

The project work through the online information.

Telephone:

This is a very common and simple method. The research only needs to have contact

Numbers of sources from where he wants to take information. Telephone method

Gives quick responses 30

31
Library method:

This technique require going through written texts that have already done similar work

And utilizing their researcher for our operations.

For this report, researcher collected information from both Primary Data and secondary

Data for Primary data researcher used questionnaire method to collect relevant data

The important source of secondary data was the organization itself. All details of

Organizations functions, various services regular activities and various initiatives

Taken by the hospital were collected from the project guide and the other staff

Of the organization. Also Secondary Data is collected through Internet, Websites

Of organization etc.

ACTUAL PRIMARY DATA FOLLOWED BY:

Questionnaire Method

Interview Method

Sampling size: 100 Appraise, 5 Appraiser

Sampling Technique: Simple Random sampling

32
2.4 PRESENTATION OF DATA, TOOLS OF ANALYSIS AND
INERPRETATION:
Presentation of research data in the form of charts and diagrams is a method of attracting

The attention of the readers besides, this enables complex facts to be grasped more readily

Bar charts components bar charts, pie diagrams and pictograms are the methods most

Commonly used, Bar charts are useful in comparing two groups of two periods with

Respect to some characteristics. Component bar charts, pie diagrams and pictograms

Are the methods most commonly useful in comparing two groups, each having sub

Strata which are components of the whole. Pictograms have greater appeal and

Represent the data in small symbols or simplified pictures and it useful in comparison

As in the case of bar charts.

Analysis of data may be defined as a process under which the relationship or differences

Supporting or conflicting with the original or new hypothesis, should be subjected to

Statistical tests of significance, to determine with what validity the data can be said

To indicate any conclusion.

Interpretation is establishing continuity in research through linking the results of a given

Study with those of another and the establishment of same relationships with the

Collected data. Interpretation is the device through which the factors that have been

Observed by the researcher in the course of the study can better understood.

33
Data Preparation includes editing, coding, classification process

Editing classification, coding and tabulation are the important stage in research

It is at this stage that mass of data collected during the survey is processed, with

A view to reducing them to manageable proportion. In other words data processing

Which encompasses, editing, coding, classification and tabulation, is the intermediary

Stage between collection of data and analysis and interpretation of data.

Thus these are the three crucial stages in the processing of social survey data.

Analysis is placing the collected data in some order or format so that the data acquires a

Meaning raw data becomes information only when it is placed in a meaningful form

Interpretation involves drawing conclusion from the gather data.

Analysis and interpretation of data are the most crucial aspects of research. It is considered

To be highly skilled and technical jobs. Which should be carried out only by the researcher?

Under his close supervision. The analysis of data requires on the part of the researcher

A thorough knowledge about the data, judgment, skill, ability of generation and familiarity

With the background, objects and hypothesis of the study.

Analytical results underscore the usefulness of data sources by shedding light on relevant

Issues some statistical Canada program depend on analytical output as a major data product

Because for confidentiality reasons, it is not possible to release the micro data to the

Public Data analysis also plays a key role in data quality assessment by pointing to data Quality
objectives. Results of data analysis are often published or summarized in official statistics
Canada Releases.

34
 CHAPTER 3

PROFILE OF THE ORGANIZATION:-

35
3.1 History and general information of the company:-

Goldy Precision stampings Pvt.Ltd. is a leading manufacturer of precision stampings for

O.E.M.

In Automotive, Aerospace, Electrical and industrial industry. The state of the art plant at

Nasik, India today has a capacity of manufacturing 50 million components per month

Goldy is importing the raw material from countries like Germany, Sweden and Japan

Since material of required quality is not available in India. The company stresses on

Productivity and optimum utilization of raw material.

The company has acquired ISO/TS16949:2002 in august 2003 accredited by bureau VERITAS
quality international (BVQI).

36
GOLDY has expanded its business and capacity by commissioning of additional manufacturing
facilities in goa in the name of goldy auto stampings(I) pvt.ltd.in the year 1993 and Goldy
circlips and retainer rings in the year 2002

NASHIK – PLANT OVERVIEW

37
N
IO
9
1
0
2
8
T
P
E
C
5
6
7
4
COMPANY HISTORY:-

WORKING HOURS:-

MONDAY
TUESDAY
WENDSDAY
THURSDAY
FRIDAY
SATURDAY
SUNDAY

38
9am-5pm
9am-5pm
9am-5pm
9am-5pm
9am-5pm
Closed
9am-5pm
3.3 PRODUCTION AND ACTIVITIES

Electrical components

H- BRACKET

E-BRACKET

Mounting frame

Upper bracket

THICKNESS: 0.3 TO 5.5 MM

MATERIA: LOW CARBON STEEL HIGH CARBON STEEL, STAINLESS STEEL

HARDNESS: ¾ HARD, FULL HARD

ADDITIONAL PROCESS: SURFACE COATING CU AG, CU, NI, ZN-FE

39
PRECISION SHOCK ABSORBER VALVES

Plain / Disc valves

Orifice valves

Recoil deflection valves/leak valves

Leaf spring

Thickness- 008 mm to 0.505mm

Diameter- 8mm to 50mm

Material- Spring steel hardened& Tempered (Carbon 0.9 – 1.05%)

Hardness-450HV-610HV

Special Stainless steel hardness 510 HV

Additional Process: Stress Relieving

40
Goldy Precision stampings Pvt ltd believes in continuous improvements. IN

Order to achieve our continuous improvements goals we consider communication

Within the organization at different levels. With suppliers and with customers

Very essential.

We considered our employees, suppliers and customers as strategic alliances

Assurance and control complying with all ISO/TS16949 measures. We also follow

Other quality improvement tools such as 5s, 3c and kaizen we are OPPM at all our

Customer end and are striving hard to achieve 100 PPM at plant

The reason we are 0 PPM at our customer ends is due to high tech advanced

Equipments and statistical process control also quality checks at different levels

Of production process enable us to be a 0ppm vendor. The quality attached to all

The products are the result through planning and stringent testing.

41
Information about the company certificate

Registered in 2004 Goldy Precision stamping Pvt ltd has made a name for itself in the

List of top suppliers of seals. Automotive Parts & Components in INDIA The supplier

Company is located in Nashik Maharashtra and is one of the leading sellers of listed

Products Goldy Precision Stamping Pvt ltd is listed in trade India’s list of verified seller

Offering supreme quality of shim, recoil Deflection valve shock absorber valves etc

Buy seals in bulk from us for the best quality product and service

42
O, 1) Production Department:

The production department is responsible for converting inputs into outputs through

The stages of production processes. The production manager is responsible for making

Sure that raw material are provided and made into finished goods effectively.

1) Production and planning

2) Purchasing department
3) The stores department
4) Technical support department
5) The work department

43
0.2) Finance department:

It much focuses on the financial activities in the organization about the accounts and

The information maintains and accounts budget.

1) Preparing final account as per year ended

2) Keeping records of the purchases and sales made by a business as well as
Capital spending

3) Book Keeping procedure s

4) Profit and loss account and balance sheet s
5) Providing management information
6) Management of wages
7) Management related to the due diligence of financial information about
The company works
8) Management of wages
9) Management of require ongoing financial information to enable them to make
Better decision.

44
0.3) Human resource department:

The role of human resource department is in charge of recruiting, training and dismissal

Of employees in an organization

Training programs

Training programs

Training programs are held by the HRD to improve the employee’s skills as well as

To motivate them

Induction training

On the job training

Off the job training

Manpower planning

Responsibilities of HRD PERSONAL Payroll

He acts as a government correspondence for company matters

He has an authority to take disciplinary activities

Liaison with government officials

To conduct a regular medical check-up arrangement and record.

To look after accidents insurance

To solve the disputes of the matter

To keep the induction training record

Event management and Vehicle maintenance

To give the report to the HOD.

The HR department needs to think ahead and establish the number skills of the workforce

Required by the business in the future.

45
Engineering department:

It much focuses on the proper maintained and proper activities of machinery testing of

Machinery in every month and sell it to the customer.

CSR ACTIVITIES:

Objectives of corporate social responsibility

1. To determine the organization’s corporate objectives for CSR activities provide

Direction advice and responsibility.
2. To develop and effective CSR programmed compassing the environment
Workplace community and marketplace issues that will deliver agreed CSR
Targets.
3. To understand industry standards for measurement and establish ,CSR Performance
Indicators to bring organization in Line
4. To develop and author an annual CSR Report that provides clear direction
Strategy, delivery and performance.
5. To establish charity partnership programmes and develop relationship with
Business contacts within partners.
6. To act as the main point of contact for business in the community
7. To manage the company’s business in the community CR Index submission
8. To engage internal stakeholders and establish a network of CSR within the
Organization.
9. To establish a CSR Steering Group within the organization.
10. To ensure effective communication methods are in place to communicate
Proper ethics, CSR targets and performance.
11. To act as the knowledge leader and expert for CSR,
12. Take an product of the poor women’s and promote them through the company

46
 CHAPTER 4
LITERATURE REVIEW

47
4.1: Meaning and concept of topic

TRAINING AND DEVELOPMENT

Employee Training is distinct from management or Executive Development. While the former
refers, training is given to employees in areas of operations, techniques and allied areas, while
the latter refers to developing an employee in areas of important techniques of the Management
Administration, Organization and allied areas.

Training means to continuously nurture the employees or workers towards better performance in a
systematic way. This can be either at the work spot or at the workshops. This is mainly to improve the
technical skills of the employees or workers.

Development means bringing out the actual potentialities and thus willing to high motivation and
commitment standards towards work. This will be generally with regard to improvement in the
behavioural skills.

CONCEPT OF TRAINING

INTRODUCTION
Every organization needs to have well-trained and experienced people to perform the activities
that have to be done. So, every modern Management has to develop Human Resources
Development. In a rapidly changing society, employee training is not only an activity that an
organization must arrange if it is to maintain a viable and knowledgeable workforce. Training is
thus a practical and vital necessity.

MEANING
Training is the process of increasing the knowledge and skill of an employee for doing a
particular job. Training is short-term educational process and utilizing a systematic and
organized procedure by which employees learn knowledge and skills for a definite purpose.
Training improves, moulds, changes the employee’s knowledge, skills, behavior, aptitude and
attitude towards the requirement of the job and organization.

48
OBJECTIVES OF TRAINING
 Training is mainly job-oriented.
 To impart the basic knowledge and skill to the new entrants and enable them to perform
their jobs well.
 To teach the employees the new techniques and ways of performing the jobs and
operations.
 To prepare the employees for higher level task and build up a second line of competent
officers.
NEED FOR TRAINING
Training is considered as a key input for developing manpower in an organization so as to
improve their job performance.
The need for training arises on account of the following reasons:
 To match the employee specifications with the job requirements and organizational
needs.
 Organizational viability and transformation process.
 Latest technological advances should be adopted i.e., mechanization, computerization
and automation.
 Internal mobility from one job to another due to promotion and transfer to employees.

IMPORTANCE OF TRAINING
Training is an important process of imparting knowledge to the employees. It helps in improving
productive and behavioral pattern. Training is advantageous not only to the organization but also
to the employees. Training is vital and necessary activity in all organizations. It plays a large part
in determining the effectiveness and efficiency of the establishment.
- DALE.S.BEACH

49
BENEFITS OF TRAINING PROGRAMME
A well-planned and executed Training Programme can provide the following developments:
 Higher productivity and profitability.
 Better quality of work and best work methods.
 Less wastage of time during the learning period.
 Improves high morale among the employees
 Personal growth of individuals.
 Low accident rates.
 Improves employer – employee relations.

PRINCIPLES OF TRAINING
The principles, which have been evolved, can be followed as guidelines to trainees. Clear
objectives about the Training Programme are:
 Training policy for designing and implementing the training programme.
 Acquisition of knowledge and new skills through motivation.
 Reinforcement to trainees by means of awards and punishments.
 Organized material should be properly prepared and provided to the trainees.
 Learning periods has to be fixed as it takes time to learn.
 Preparing he instructor who is both good at subject and job.
 Feedback regarding the performance of the trainees in the jobs.
 Practicing the skills taught by the trainee.
 Appropriate techniques related to the needs and objectives of the organization.

METHODS OF TRAINING
Training is essential for the smooth economic timely and efficient service of the organization.
Training methods or techniques represents the medium of imparting skills and knowledge to the
employees.
There are two methods of training:
1. On-the-job training methods
2. Off-the-job training methods

50
ON THE JOB TRAINING:-
This method is also called as “Internal Training Method”. This is suitable for all levels of
employees – workers, supervisors and executives.
In this method, the employee gets training on the job and at the work place itself the trainee
learns while he/she is actually engaged in doing a job. This method is called as “learning by
doing”.
Several methods are used to provide on-the-job training. They are:
 Job rotation
 Coaching
 Job instruction
 Committee assignments

OFF THE JOB TRAINING:-

This method is also called as “External Training Methods”. These methods are designed and
intended to impart training by supplying required knowledge and skill to the employees away
from the job and work place. This is an opportunity for freedom of expression for the trainees.
Several methods are used to provide off-the-job training. They are:
 Vestibule training
 Role – playing
 Lecture method
 Conference or Group Discussion method
 Programmed instruction

51
TYPES OF TRAINING:-
Training is required for several purposes. Accordingly, training programme may be of the
following types:
o Orientation training
o Job training
o Safety training
o Promotional training
o Refresher training
o Remedial training
o Individual training
o Team training
o Business training
o Executive training

ASSESSMENT OF TRAINING NEEDS

Training activities must be related to the specific needs of the organization and the individual
employees. A Training Programme should be launched only after the training needs are assessed
clearly and specifically.
The effectiveness of a Training Programme can be judged only with the help of training needs
identified in advance. In order to identify the training needs, a gap between the existing and
required levels of knowledge, skills, performance and aptitudes should be specific. The problem
areas that can be resolved through training should also be identified.

Training needs can be identified through the following types of analysis:

 Organizational Analysis
 Task or Role Analysis
 Job Analysis
 Man Analysis

52
Training programme, training methods and course content are to be planned on the basis of
training needs. Training needs are those aspects necessary to perform the job in the organization
in which employee lacks aptitude/attitude, knowledge and skill.

The following methods are used to assess the Training Needs:-

i. Organizational requirements/weaknesses
ii. Departmental requirements/weaknesses
iii. Job specification and Employee specification
iv. Identifying the specific problems
v. Anticipating the future problems
vi. Management’s request
vii. Observation
viii. Interviews
ix. Group Conferences
x. Questionnaire surveys
xi. Test
xii. Check lists
xiii. Performance appraisal time

These are essential when technical are special information of complex nature is to be imparted.
The lectures are supplemented with discussion film, case studies and role-playing.

DESIGNING A TRAINING PROGRAMME

In order to achieve the training objectives, an appropriate Training Policy is necessary. A
training policy represents the commitment of top management to employee training. It consists
of rules and procedures concerning training.
A Training Policy is required:
a. To indicate the company’s intention to develop its employees.
b. To guide the design and implementation of the Training Programs.
c. To identify the critical areas where training is to be given on priority basis.
d. To provide appropriate opportunities to employees for their own betterment.

53
4.2: Basic theory of topic

EVALUATION OF THE TRAINING PROGRAMME

The effectiveness of an investment in training in needed to be appraised as so much of money is
invested in a Training Programme. Management needs to be reassured about the effectiveness of
a particular method, instruction, the relation between training cost, proved productivity, general
efficiency and effectiveness of a course.

CONCEPT OF EXECUTIVE DEVELOPMENT

INTRODUCTION
Executives are the most valuable assets of any organization. The manager or executive is the
dynamic life-giving element in an organization. The success and growth of an organization
depends largely on the caliber and performance of its executives. Therefore, systematic and
continues efforts are necessary to prepare executives who can successfully meet the challenges
of the present and future.

MEANING
‘Executive Development’ is also called as Management Development.
It is a systematic approach of learning and growth by which managerial personnel gain and apply
knowledge, skills, attitudes and insights to manage the work in their organizations effectively
and efficiently. Executives learn conceptual knowledge, theoretical knowledge and managerial
skills in an organized manner. It is largely self – development.

54
OBJECTIVES OF EXECUTIVE DEVELOPMENT
The Management Development programs are organized with a view to achieving specific
objectives. They are:
 To improve the performance of managers at all levels in their present jobs.
 To prepare managers for the higher jobs in future.
 To provide opportunities to executives to fulfill their career aspirations.
 To understand the problems of human relations and improve human relations skill.
 To stimulate creative thinking.

NEED OR IMPORTANCE OF EXECUTIVE DEVELOPMENT

Executive Development is the programmed by which executive’s capacities to achieve desired
objectives are achieved. No organization can be successful in the long run without a planned
approach to the development of its managerial persons. The following factors emphasize the
need for Executive Development programs:
 Growth and size of the organizations.
 Technological and social changes.
 Recognition of social and public responsibilities.
 Growth of International Business.
 Re-awakening of ethical and moral values.
PRINCIPLES OF EXECUTIVE DEVELOPMENT
 The Top Management should accept responsibility for getting the policy of executive
development.
 Executive Development programmers must be geared to the needs of the company and
the individuals.
 Executive Development starts with the selection of the right man for the executive
positions.
 A realistic timetable or time schedule for the development of executives should be
prepared keeping in view the present and future needs of the organization.
 Learner’s participation is essential for development. It brings significant growth.
 Feedback should be made available to the learner so that steps can be taken to improve.
 An organizational climate conductive to executive development should be created.

55
TECHNIQUES OF EXECUTIVE DEVELOPMENT
There are mainly two types of techniques by which managers can acquire the knowledge, skills
and attitudes, which make themselves competent managers. They are:
1. On-the-job development techniques
2. Off-the-job development techniques

ON THE JOB DEVELOPMENT

In these techniques, the motivation to learn is high as training takes place in the real job
situation. The important techniques are:
 Coaching
 Understudy
 Position rotation
 Project assignment
 Committee assignment
 Selective readings

OFF THE JOB DEVELOPMENT

In these techniques, the executives have to learn in their work place or office and devote their
entire time to the development objective. The important techniques are:
 Case study method
 Incident method
 Role – playing
 Group discussions
 Management games
 Sensitivity training
 Simulation method
 Conference method
 Lecture method

56
4.3 Review of research on the selected topic:

1. Author Name: Raja Abdual Ghafoor Khan.

Dr.Muhammad Assalam Khan.

Title: Impact of Training and Development on Organizational Performance.

Year: (July 2011)

Abstract:

Training and Development, On the Job Training, Training Design and Delivery style are four of
the most important aspects in organizational studies. The focus of Current study is to understand
the effect of Training and Development, On the Job Training, Training Design and Delivery style
on Organizational performance. The back bone of this study is the secondary data comprised of
Comprehensive literature review. Four Hypotheses are developed to see the Impact of all the
independent variables on the overall Organizational Performance. The Hypotheses Show that all
these have significant effect on Organizational Performance. These Hypotheses came from the
literature Review and we have also proved them with the help of literature Review. Results show
that Training and Development, On the Job Training, Training Design and Delivery style have
Significant affect on Organizational Performance and all these have positively affect the
Organizational Performance. It means it increases the overall organizational performance.

57
2. Author Name: Dr. Nadeem Ahmed Bashir

Title: Training and Development Program and its Benefits to Employee

And Organization

Year: (January 2013)

Abstract:

The purpose of this paper is to present a conceptual study established on the employee training
and development program and its benefits. This paper will inspect the structure and elements of
employee training and development program and later the study present what are the positive
outcomes for employees and organizations. Organizations find it difficult to stay competitive in
recent global economy. Importance of employee development program is growing for the
organizations those pursuing to receive an advantage among competitors. Employees are
esteemed resource of the organization and success or failure of the organization relay on the
performance of employees. Therefore, organizations are financing large amount on employee
training and development programs. Furthermore, in training program it is supportive for
companies to emphasis on knowledge, expertise and ability of employees. There is substantial
discussion among professionals and researchers on the affect that development program has on
Both employee and organization.

58
3. Author Name: Srinivas K T.

Title: A study on Effectiveness of Training and Development Programs Adopted

by KPCL.

Year: (January 2012)

Abstract:

The present study is undertaken to know the effectiveness of training and development programs
adopted by KPCL, Bangalore. To achieve the aforesaid objectives data is gathered from 100
respondents randomly. It is found that the most of the employees are satisfied with training and
development programs adopted by KPCL and the training and development programs helping
employees to increase their efficiency in their job, 72% of respondents have rated as good about
Overall Quality and Effectiveness of Training and Development programs. To provide the basic
knowledge and skill to the newly joined people to perform the tasks as designed by the
organization. To develop the existing employees by exposing them to latest concepts,
information and techniques, and there by strengthen their skills. To develop second and third line
executives to strengthen the working links and levels, so that they can occupy higher positions.
To improve the outlook of senior level managers and other policy makers enabling them to look
into new horizons of the organization. To make employees more effective and productive which
increase the image of employees earning power and job security. To mould the employee attitude
with the purpose of achieving a better co-operation with the company a develop loyalty to the
organization. To ensure smooth and efficient working of a department.

59
4. Author Name: Campbell, John P.

Title: Personnel Training and Development.

Year: (June 1970)

Abstract:

A comprehensive review of the literature on organizational training and development is

undertaken in this report. Developments in learning, motivation, and attitude theory are
discussed, with particular attention being paid to the theory and techniques of behavior
modification and to General Systems Theory. Computer-assisted instruction and methods for
training disadvantaged applicants are discussed. The literature of research and evaluation
methodology is noted, along with its lack of innovation. Finally, empirical studies of training and
development outcomes are reviewed; most of these studies are concentrated in three areas:
laboratory education, programmed instruction, and training the disadvantaged. Research in these
three areas has borne fruit, but they are bright spots in an otherwise dismal picture. For example,
although management development is a huge enterprise; we know next to nothing about its
behavioral effects. The report concludes with a discussion of reasons why the state of the art is
what it is and with Recommendations for future research and practice.

60
5. Author Name: Krickpatrick

Title: Personnel Psychology.

Year: (June 1989)

Abstract:

Krickpatricks model (1959a, 1959b, 1960b) of training evealuation criteria has has widespresd
and enduriong popularity.this model propoded four “ level” of training evaluation criteria :
reactions,learning,behaviour and three problematic assumptions of the model may be identified.

1.The levels are arrenged in the ascending order of information provided.

2. The levels are causually linked.
3. The levels are posotivity intercorrelated.

This article erxamines the validity of these3 assumptions,the frequently of each level in
publisged evealuation studies; correlations from the literature in regards to assumptions 2 and 3
are implications for the researchers and training manager.

61
6. Author Name: Bassam Mohsin Mozael

Title: Impact of Training and Development Programs on Employee Performance

Year: (November 2015)

Abstract:

Training is becoming one of the most important functions that have real impact on an
organization’s performance. The aim of this study is to discuss the training method to maximize
the performance of employees. The main findings of this research are that there are several
training methods which are used to enhance employee performance. Based on the significant
result, several new methods are suggested for better employee training. The main contribution of
the proposed solution is in creating new methods which provide employees with practical
training to enhance employee performance and save on organizational cost.

62
7. Author Name: Neelam Tahir, Muhammad Hashim, Dr. Shahid Jan

Title: The Impact of Training and Development on Employees Performance and Productivity

Year: (April 2014)

Abstract:

This paper main objective was to investigate whether training and development has impact on
employees’ performance and productivity. This paper is quantitative in nature. Data for the paper
have been collected through primary source that are from questionnaires surveys. The data have
been checked through statistical software to find the impact of training and development on
employees’ performance and productivity. There were two variable Training and Development
(Independent) and Employees’ performance and productivity (Dependant). Eight united banks
limited were selected for the study. Eighty questionnaires were distributed for the collection of
data. Descriptive statistic tools SPSS were applied on the questionnaire to see the reliability and
consistency. The goal was to see whether Training and Development has an impact on
Employees Performance and Productivity. Data were analyzed and discussed.
The result showed that there was significant relationship between the variables, the Pearson
correlation was used in study and Cronbach Alpha for each questionnaire was obtained.
Frequency distribution was used to see the individual result of the study. Relevant literatures
were also studied about topics related to this research. Recommendation and conclusion form the
last part of this paper.

63
8.Author Name: Herman Aguinis and Kurt Kraiger.

Title: Benefits of training and development for individual and Team Organizations, Society.

Year: (2009)

Abstract:

This article provides a review of the training and development literature since the year 2000. We
review the literature focusing on the benefits of training and development for individuals and
teams, organizations, and society. We adopt a multidisciplinary, multilevel, and global
perspective to demonstrate that training and development activities in work organizations can
produce important benefits for each of these stakeholders. We also review the literature on needs
assessment and pre training states, training design and delivery, training evaluation, and transfer
of training to identify the conditions under which the benefits of training and development are
maximized. Finally, we identify research gaps and offer directions for future research.

64
9. Author Name: Shakila P.

Title: A Literature Review and Reports on Training and Development.

Year: (2014)

Abstract:

This paper aims to provide a synthetic review of the literature on the training and development. 
Review of literature justifiesthe reason for our research. It demonstrates the topic. It narrates a 
brief elaboration of prior studies. Prior researches will helpus to ensure that we have included all 
of our major relevant constructs in our study. It talks about the knowledge of our field
which allows us to identify the gap which our research could fill and also strength’s the topic that 
we chosen for our research.The literature review will help us to find and select appropriate meas
urement instruments. The literature review is neededbecause it is a necessary skill both for resear
chers and for practitioners of a profession which claims to be founded on aknowledge base and a
lso to locate and summarize the findings of research on a given topic not uncritically but assessin
g theevidence and for argument to sustain the conclusions. It is also useful to obviate the need for 
fresh research or to replicate thestudy. Polit and Hungler in the year (2001) stated that the term
“Literature Review” is often used to cover both the process ofsearching for relevant literature an
d the critical reporting of the literature. Cormack in the year (1991) stated that
“Literature Review” means to systematically read, critically appraise, and then synthesize the ma
terial into a coherent, structured, and logical review of the literature.

65
10. Author Name: Bell, Bradford S, Tannenbaum, Scott I, Ford, J. Kevin, Noe, Raymond.

Title: 100 years of training and development research: What we know and where we should go.

Year: (March 2017)

Abstract:

Training and development research has a long tradition within applied psychology dating back to
the early 1900s. Over the years, not only has interest in the topic grown but there have been
dramatic changes in both the science and practice of training and development. In the current
article, we examine the evolution of training and development research using articles published
in the Journal of Applied Psychology (JAP) as a primary lens to analyze what we have learned
and to identify where future research is needed. We begin by reviewing the timeline of training
and development research in JAP from 1918 to the present in order to elucidate the critical trends
and advances that define each decade. These trends include the emergence of more theory-driven
training research, greater consideration of the role of the trainee and training context,
examination of learning that occurs outside the classroom and understanding training’s impact
across different levels of analysis. We then examine in greater detail the evolution of 4 key
research themes: training criteria, trainee characteristics, training design and delivery, and the
training context. In each area, we describe how the focus of research has shifted over time and
highlight important developments. We conclude by offering several ideas for future training and
development research.

66
 CHAPTER-V

DATA ANALYSIS AND INTERPRETATION

DATA (1)

67
TRAINING ATTENDENCE

68
TRAINING EVALUATION AND FEEDBACK FORM

69
FORMAT OF: - ANNUAL TRAINING CALENDER-STAFF

70
TRAINING NEEDS IDENTIFICATION STAFF

71
 CHAPTER-6
DATA ANALYSIS AND INTERPETATION
DATA (2)

72
Q1. Is your organization conducting the training programs frequently?

Table.6.1 is your organization conducting the training programs

Options Response Percentage

Yes 80 80%
No 20 20%
Total 100 100%

Source: Primary data

Graph 6.1:Is your organization conducting the training

programm frequently

20%
Yes
No

80%

Analysis: From respondent 80% says that the organization is conducting the training program
frequently, 20% says No that the organization is not conducting the training program frequently.

Interpretation: Majority of people says yes that organization is conducting the training

Program.

73
Q2.Have you attended any training program?

Table 6.2 have you attended any training program

Options Response Percentage

Yes 75 75%
No 25 25%
Total 100 100%

Source: Primary data

Graph 6.2 Have you attent the training programm

25; 25%

Yes
No

75; 75%

Analysis: From respondent 75% of respondent says yes that they attend
The training program and 25% of respondent they do not attend the training program

Interpretation: Majority of people says yes that they attend the training program

74
Q.3. How many training programs are conducted in a year?

Table no.6.3 how many training programs are conducted in a year

Options Response Respondent

2 20 20%
2to3 30 30%
3to4 40 40%
more than 5 10 10%
total 100 100%

Graph 6.3 How many training are been conducted in a year

response
20%
10%

2
2 to 3
3 to 4
more than 5

40%

30%

Analysis: From respondent 20% says that 2 training program are conducted in a year, 30%
says that 2 to 3 training programs in a year,40% says that 3 to 4 training programs are conducted
in a year and 10% says that more than 5 training programs are conducted in a year.

Interpretation: Mostly respondent says that 3 to 4 training programs are conducted in a year.

75
Q.4.How many training program have you attended?

Table 6.4 How many training program have you attended

Options Response Percentage

2 40 40%
2to3 20 20%
3to4 30 30%
More than5 10 10%
Total 100 100%

Graph 6.4 How many training program have you attended

10

2
2 to 3
40 3 to 4
More than5
30

20

Analysis: From respondent 40% says that they have attended 2 training programs,20% says
that they have attended 2 to 3 training program,30% says that they have attended 3to 4 training
programs and 10% says that they are attended more than 5 training program.

Interpretation: Majority of people says that they have attended 2 training program

76
Q5.Do you feel that training session have helped you to improve your work efficiency?

Table no 6.5 Do you feel that training session have helped to improve your work efficiency

Options Response Respondent

Yes 75 75%
No 25 25%
Total 100 100%

Graph no: 6.5

Graph 6.5 Do you feel session have helped you to improve

your work efficiency
25%

Yes
No

75%

Analysis: From the above analysis of data 75% of respondent says yes that training

Session helped to improve their efficiency 25% of respondent says No that training

Session helps does not help them to improve the efficiency.

Interpretation: It has been found that mostly respondent says

Yes that training session have helped them for improving the efficiency.

77
Q6. Are you satisfied with the information provided by the trainer during the training?
Program?

Table no6.6 Are you satisfied with the information provided by the trainer during the

Training program

Options Response Respondent

Satisfied 35 35%
Not Satisfied 15 15%
Average 50 50%
Total 100 100%

Source: Primary data

Graph no: 6.6

Graph 6.6 Are you satisfied with training programm

Satisfied
35% Not satisfied
Average

50%

15%

Analysis: From the above data analysis 35%of respondent are satisfied with information

Provided by the trainer 15% are not satisfied, 50% of respondent are average that are satisfied

With the information provided by the trainer during the training program.

Interpretation: Mostly average respondent are satisfied with the information provided by the

Trainee

78
Q7. Likert scale questions

Statement 7.1: To Increase the productivity?

Table no: 6.7.1

Response Strongly Disagree Neutral TOTAL Mean

agree agree 3
Respondent 45 30 5 20 100
Percentage 45% 30% 5% 20% 100%

Source: Primary data

Graph no: 6.7.1

45%

45%
40%
30%
35%
30%
20%
25%
20%
15%
5%
10%
5%
0%
Respondent

Strongly Agree Agree Disagree Neautral

Analysis: From respondent 45% are strongly agree that training and development helps

To increase the productivity 30% are agree 5% are disagree 20% are neutral

Interpretation: Mean value 3 is strongly agree for the statement

79
Statement 7.2 to help employee’s competency

Table no: 6.7.2

Response Strongly Disagree Neutral TOTAL Mean

agree agree 3
Respondent 45 30 5 20 100
Percentage 45% 30% 5% 20% 100%

Source: Primary data

Graph no: 6.7.2

45%

45%
40% 30%
35%
30% 20%
25%
20%
15% 5%
10%
5%
0%
Respondent

Strongly Agree Agree Disagree Neautral

Analysis: From the respondent 45% of are strongly agree that training and development

Helps for increasing competency 30% are agree 5% are disagree 20% are neutral

Interpretation: Mean value 3 is strongly agree with the statement

80
Statement 7.3to help for the development of the organization

Table no: 6.7.3

Response Strongly Disagree Neutral TOTAL Mean

agree agree 3
Respondent 45 30 5 20 100
Percentage 45% 30% 5% 20% 100%

Source: Primary data

Graph no: 6.7.3

50%
45%
45%
40%
35%
30%
30%
25%
20%
20%
15%
10%
5%
5%
0%
Respondent

Strongly Agree Agree Disagree Neautral

Analysis: From respondent 45% of respondent are strongly agree training and development
Helps for the development of the organization 30% are agree 20% are neutral 5% are disagree

Interpretation: Mean value 3 is strongly agree with the statement

81
Statement 7.4: Training linkage with proper operation among organization operation?

Table no: 6.7.4

Response Strongly Disagree Neutral TOTAL Mean

agree agree 3
Respondent 45 30 5 20 100
Percentage 45% 30% 5% 20% 100%

Source: Primary data

Graph no: 6.7.4

50%
45%
45%

40%

35%
30%
30%

25%
20%
20%

15%

10%
5%
5%

0%
Respondent

Strongly Agree Agree Disagree Neautral

Analysis: From respondent 45% of respondent are strongly agree that training linkage with
Proper operation among organization operation30% are agree with the statement 5%

Are disagree

Interpretation: Mean 3 is strongly agree with the statement

82
STATEMENT 7.5 Induction training is necessary to entire employees

Table no: 6.7.5

Response Strongly Disagree Neutral TOTAL Mean

agree agree 3
Respondent 45 30 5 20 100
Percentage 45% 30% 5% 20% 100%

Source: Primary data

Graph no: 6.7.5

45%

45%

40%

35% 30%

30%

25% 20%

20%

15%

10% 5%

5%

0%
Respondent

Strongly Agree Agree Disagree Neautral

Analysis: From respondent 45% of respondent are strongly agree with the statement that entire
training is necessary to entire employees 30% are agree 5% are disagree 20%

Are neutral

Interpretation: Mean value 3 is strongly agree with the statement

83
Q8.Will the training session involves only theory concept or even practical?

Table no: 6.8

Options Response Percentage

Only theory concept 17 17%
Only practical 23 23%
Both theory and practical 60 60%
Total 100 100%
Source: Primary data

Graph no: 6.8

Response

17%

Only theory concept

Only pratical
60% 23% Both theory and practical

Analysis: from respondent 60% says that training session involves both theory and practical,
23% says that there is only practical session involved and 17% says that there is only theory
concept in the training session.

Interpretation: mostly respondent says that both theory and practical concept are involve in
training session.

84
Q9. Does your trainer clear your doubts regarding the topics?

Table no: 6.9

options response percentage

yes 78 78%

no 22 22%
Source: Primary data

Graph no: 6.9

responce

22%

yes
no

78%

Analyse: From respondent 78% says the doubts are been cleared by the trainer, 22% says that
the doubts are not been cleared regarding the topics.

Interpretation: mostly respondent says yes, that the trainer clear your doubts regarding the
topics.

85
Q10. How does organization excess the impact training?
Table no: 6.10

options response percentage

performance 52 52%

feedback 48 48%
Source: Primary data

Graph no: 6.10

48%
feedback
48

52%
performance
52

0 10 20 30 40 50 60

response percentage

Analyse: from respondent 52% say that the organisation excess the training on the basis of
performance, 48% says that on the basis of feedback the organisation excess the training.

Interpretation: mostly respondent says that the organization excess the training on the basis of
performance.

86
Q11. How long will it take to implement the trained process?

Table no: 6.11

Options response percentage

Less than 1 month 24 24%
1 to 2 month 36 36%
2 to 4 months 30 30%
More than 4 10 10%
Source: Primary data

Graph no: 6.11

40

35

30

25

20 percentage
response
15

10

0
Less than 1 month 1 to 2 months 2 to 4 months more than 4 months

Analyse: From respondent 24% say that it will take less than 1 month to implement the trained
process, 36% say it will take 1 to 2 months, 30% say that it will take 2 to 4 months and 10% say
that it will take more than 4 months to implement the trained process.

Interpretation: Mostly respondent says that 1 to 2 month will take to implement the trained
process.

87
Q12. Which type of training is provided by your organization to its employees?

Table no: 6.12

Option response Respondent

Onn the job 35 35%
Off the job 15 15%
Technical 40 40%
Non-technical 10 10%
Total 100 100%
Source: Primary data

Graph no: 6.12

response
10%
35%

onn the job

off the job
technical
non-technical
40%

15%

Analyse: From the respondent 35% says that onn the job trainings provided by the
organization,15% says that off the job training is provided,40% say that technical training is
provided and 10% people say that non-technical training is provided by the organization.

Interpretation: mostly respondent say that technical training is provided by the organization.

88
Q13. Are you utilizing the training skill and knowledge acquired through training
programme?

Table no: 6.13

option response Respondent

Yes 75 75%
no 25 25%
total 100 100%
Source: Primary data

Graph no: 6.13

25%

Yes
No

75%

Analysis: From the respondent 75% says that they are utilizing the training skill and knowledge
through training program, 25% says that they are not utilizing the training skill and knowledge
through the training programme.

Interpretation: Mostly respondent say that they are utilizing the training skill and knowledge
through the training programme.

89
Q14. How often the training programs are conducted in your organization?

Table no: 6.14

Option response Respondent

Every month 10 10%
Every quarter 32 32%
Half yearly 8 8%
Once in a year 50 50%
Total 1000 100%
Source: Primary data

Graph no: 6.14

response
10%

every month
50% half quarter
32%
half yearly
once in a year

8%

Analysis: From the respondent10% says that the training programs are conducted every month in
the organization,32% say that training prt5ograme are conducted half quarterly,8% say that the
training program are conducted half yearly in the organization and 50% people says that the
training programme are conducted once in a year in the organization.

Interpretation: Mostly respondent say that once in a year the training programme are conducted
in the organization.

90
Q15. What are the skills that trainer should possess to make the training effective?

Table no: 6.15

Option response respondent

Should possess only 46 46%
technical skills
People skills or soft 26 26%
skills are more important
than technical skills
Generalists makes better 20 20%
personnel manager than
specialist
Fond of talking to people 8 8%
Total 100 100%
Source: Primary data

Graph no: 6.15

46%
50%

40% 26%
30% 20%

20% 8%

10%

0%
Respondent

Should posses only technical skills

People skills or soft skills are more important than technical skills
Generalists makes better personnel manager than specialist
Fond of talking to people

Analysis: From the respondent 46% says that the trainer should possess only technical
skills,,26% says that the trainer should possess people skills or soft skills , 20% says that the
trainer should be generalists that makes the better personnel manager than specialist and 8% says
that the trainer should be fond of talking to people.

Interpretation: Mostly respondent says that the trainer should possess only technical skills.

91
Q16. What type of training is being imported for new recruitments in your
organization?
Table no: 6.16

Option response respondent

Technical training 35 35%
Technical skills 25 25%
Management training 10 10%
Presentation skills 30 30%
Total 100 100%
Source: Primary data

Graph no: 6.16

35%
30%
25%
35%
30%
25%
10%
20%
15%
10%
5%
0%
Respondent

Technical training Technical skills Management training Presentation skills

Analysis: From the respondent 35% says that the technical training is imported for the new
recruitments in the organization,25% says that the technical skills is imported for the new
recruitments,10% say that the management training is imported for the new recruitments and
30% says that presentation skills are imported for the new recruitments in the organization.

Interpretation: Mostly respondent says that technical training is imported for the new
recruitments in the organization.

92
Q17. Do you think training and development program increase the efficiency of
employees?

Table no: 6.17

option response Respondent

Yes 85 85%
no 15 15%
total 100 100%
Source: Primary data

Graph no: 6.17

responce
15%

yes
no

85%

Analysis: From the respondent 85% says that training and development program increase the
efficiency of the employees and 15% says that training and development program does not
increase the efficiency of the employees.

Interpretation: Mostly respondent says that training and development program increase the
efficiency of the employees in the organization,

93
Q18. Training is essential for increasing?

Table no: 6.18

Option response Respondent %

Attendance 20 20%

Productivity 40 40%
Skills 10 10%
Enhance company 30 30%
reputation
Total 100 100%
Source: Primary data

Graph no: 6.18

response

20%

30%
Attendence
productivity
skills
enhamce company reputation

10%

40%

Analysis : from the respondent 20% says that training is essential for attendance,40% says that
training is essential for increasing productivity,10% says that training is essential for increasing
skills and 30% says that training is essential for increasing enhance company reputation.

Interpretation: Mostly respondent says that training is essential for increasing productivity.

94
Q19. Was there any enhancement in your pay or promotion often each training
program?

Table no: 6.19

option response Respondent

Yes 80 80%
no 20 20%
total 100 100%
Source: Primary data

Graph no: 6.19

response
20

yes
no

80

Analysis: From respondent 80% says that there is enhancement in their pay or promotion often
each training program and 20 say that there is no enhancement in their pay or promotion.

Interpretation: mostly respondent says that there is enhancement in their pay or promotion
often each training program.

95
Q20. What are the conditions that have to be improved during the training
sessions?

Table no: 6.20

Option response Respondent %

Redesigning the job 20 20%
Reorganizing 25 25%
Remove interference 15 15%
Upgrade the information 40 40%
the material given during
training
Total 100 100%
Source: Primary data

Graph no: 6.20

response

20%

Redesigning the job

40% Reorganizing
Remove interference
Upgrade the information the
material given during training

25%

15%

Analysis: From respondent 20% says that redesigning the job is to be improved during the
training sessions, 25% says that reorganising is to be improved during the training sessions, 15%
says that remove interference during the training sessions and 40% says that upgrade the
information the material given during training.

Interpretation: Mostly respondent says that upgrade the information the material given
during training.

96
Q21. Is your career growth based on various training program you attended?

Table no: 6.21

option response Respondent

Yes 72 72%
no 10 10%
sometimes 18 18%
total 100 100%
Source: Primary data

Graph no: 6.21

response

18%

10%
yes
no
sometimes

72%

Analysis: from respondent 72% says that career growth is based on various training program that
they have attended, 10% says that there is no growth based on various training program and 18%
says that sometimes there is growth based on various training programs that they have attended.

Interpretation: Mostly respondent says that there is career growth based on various training
program that they have attended.

97
 Q22.Does the training method focuses on developing team work and leadership
skills?

Table no: 6.22

option Response Respondent

Yes 95 95%
no 5 5%
total 100 100%
Source: Primary data

Graph no: 6.22

95
100
90
80
70
60
response
50 respondent
40
30
20
5
10 95% 5%
0
yes no

Analysis: from respondent 95% says training method focuses on developing team work &
leadership skills and 5% says that training method does not focuses on developing team work
and leadership skills.

Interpretation: mostly respondent says that training method focuses on developing team work
and leadership skills.

98
Q23. Does the development activity helps the management in identifying,
analysing forecasting and planning changes needed in company’s HR area?
Table no: 6.23

option response Respondent

Yes 53 53%
no 40 40%
sometimes 7 7%
total 100 100%
Source: Primary data

Graph no: 6.23

response

7%

yes
no
40% 53% sometimes

Analysis: from respondent 53% says that development activity helps the management in
identifying, analysing forecasting and planning changes needed in company’s HR area,40% says
no that development activity does not helps the management in identifying, analysing forecasting
and planning changes needed in company’s HR area and 7% says that sometimes it helps in
company’s HR area.

Interpretation: Mostly respondent says that, the development activity helps the management in
identifying, analysing forecasting and planning changes needed in company’s HR area.

99
Q.24 Please tick the following:

1. To increase the quality of product

Table no: 6.24.1

Options Strongly Agree Disagree Neutral Total Mean

agree
Response 57 23 9 11 100 15.35
Respondent 57% 23% 9% 11% 100%
Source: Primary data

Graph no: 6.24.1

60% 57%

50%

40%

30%
23%
20%
9% 11%
10%

0%
Respondent

Strongly Agree Agree Disagree Neautral

Analysis: Mostly respondent 57% are strongly agree for the statement training and
development increases the quality of product 23% of people agree with the statement

9% are disagree with the statement 11% are neutral with the statement

Interpretation: Mean value 15 is strongly agree with the statement

100
2. To motivate the workers?

Table no: 6.24.2

Options Strongly Agree Disagree Neutral Total Mean

agree
Response 57 23 9 11 100 15.35
Respondent 57% 23% 9% 11% 100%
Source: Primary data

Graph no: 6.24.2

60% 57%

50%

40%

30%
23%
20%
11%
9%
10%

0%
Respondent

Strongly Agree Agree Disagree Neautral

Analysis: From the respondent 57% are strongly agree with the statement that training and
Development helps for motivating the workers 23% of people are agree with the statement

9% are disagree 11% are neutral

Interpretation: Mean value 15.35 gives is strongly agree with the statement

101
3. To increase the quality of production

Table no: 6.24.3

Options Strongly Agree Disagree Neutral Total Mean

agree
Response 57 23 9 11 100 15.35
Respondent 57% 23% 9% 11% 100%
Source: Primary data

Graph no: 6.24.3

60% 57%

50%

40%

30%
23%
20%

11%
9%
10%
Strongly Agree Agree Disagree Neautral

0%
Respondent

Analysis: From respondent 57% of respondent are strongly agree training and
Development to increase the quality of production 23% are agreeing with the statement

9% are disagree with the statement 11% are neutral with the statement

Interpretation: Mean value 15 is strongly agreed with the statement.

102
Statement.4 to help for organization growth

Table no: 6.24.4

Options Strongly Agree Disagree Neutral Total Mean

agree
Response 57 23 9 11 100 15.35
Respondent 57% 23% 9% 11% 100%

Source: Primary data

Graph no: 6.24.4

60% 57%

50%

40%

30%
23%
20%

11%
9%
10%
Strongly Agree Agree Disagree Neautral

0%
Respondent

Analysis: from respondent 57% strongly agree with the statement, 23% agree with the statement,
9% disagree with the statement and 11% are neutral with the statement.

Interpretation: mean value 15.35 strongly agree with the statement

103
Q25. Does training helps to improve employer-employee relationship?
Table no: 6.25

Options Response Respondent

Yes 89 89%
No 11 11%
Total 100 100%
Source: Primary data

Graph no: 6.25

Response
11%

yes
No

89%

Analysis: From respondent, 89% says that training helps to improve employer-employee
relationship and 11% says that training does not help to improve employer-employee
relationship.

Interpretation: Mostly respondent says that training helps to improve employer-employee

relationship.

104
Q26. Your organization considers training as a part of organization strategy, do
you agree with this statement?

Table no: 6.26

Options Response Respondent

Yes 79 79%
No 21 21%
Total 100 100%
Source: Primary data

Graph no: 6.26

no
21

Respondent
Response

Yes
79

0 10 20 30 40 50 60 70 80 90

Analysis: From respondent 79% says that organization considers training as a part of
organization strategy, do you agree with this statement and 21% says it does not considers
training as a part of organization strategy.

Interpretation: Mostly Respondent says that organization considers training as a part of

organization strategy.

105
Q27.Does the induction training is a well-planned exercise in the organization?

Table no: 6.27

Options Response Respondent

Yes 53 53%
No 47 47%
Total 100 100%
Source: Primary data

Graph no: 6.27

60 53
47
50

40

response
30 respondent

20

10
53% 47%

0
Yes No

Analysis: From respondent 53% says yes, induction training is a well-planned exercise in the
organization and 47% says No, that induction training is not a well-planned exercise in the
organization.

Interpretation: Mostly respondent says that induction training is a well-planned exercise in the
organization.

106
 Q28. Rank the following aids used for training?

Table no: 6.28

Rank
Responses Total Mean
1 2 3 4 5
Charts and posters 0 3 24 32 41 100 4.1
Models 12 14 11 29 34 100 3.5
White Board 0 0 0 13 87 100 4.8
Computer Projections 0 0 0 26 74 100 4.7
Flip charts 0 0 14 39 47 100 4.3
Graph no: 6.28

Ranking
4.8 4.7
5 4.1 4.3
4.5
3.5
4
3.5
3
2.5
2 Ranking
1.5
1
0.5
0

Analysis: From respondent Mean Value 4.1 ranking is given to Charts and white board, 3.5
Mean value ranking is given to Models, 4.8 Mean Value ranking is given to White board, 4.7
mean value ranking is given to Computer projection and 4.3 mean value ranking is given to Flip
Charts.

Interpretation: Mostly Respondent says that White boards and computer projection are mostly
used for training.

107
Q29. Are you satisfied with present training method of selection of candidate for
training?

Table no: 6.29

Options Response Respondent

Yes 77 77%
No 23 23%
Total 100 100%
Source: Primary data

Graph no: 6.29

Chart Title

23%
No
23
Respoondent
Response

77%
Yes
77

0 10 20 30 40 50 60 70 80

Analysis: From respondent 77% says yes, they are satisfied with present training method of
selection of candidate for training and 23% says No, they are not satisfied.

Interpretation: Mostly Respondent says that they are satisfied with the present training method
of selection of candidate for training.

108
Q30. What is your opinion on training and development? Suggestions if any?

Table no: 6.30

SR.NO RESPONDENT SUGGESTION

1 1 Company should focus on
well advancement of training.
2 2 Company should use best
model for training evolution.
3 3 Training and development
should develop better way for
employee succession
planning.
4 4 Training and development
should be done on the basis of
the performance of the
employee.
5 5 Training and development
record should be kept reserved
by the company
6 6 Training should be based on
the competency and he skills
of the employee
7 7 Training and development
should focus on employee
empowerment and
development
8 8 Company has to introduce
effective training in every
department of the firm so as it
help to learn more knowledge
in the subject.
9 9 Give computer based training
to the employees once in
every three months.
10 10 Making training and
development process and
entirely in the house activity
to reduce cost.

109
 Chapter7

Conclusion and suggestion

110
7.1Finding of the study:
1. 80% says that the organization is conducting the training program frequently, 20% says
No that the organization is not conducting the training program frequently.
2. 75% of respondent says yes that they attend the training program and 25% of respondent
they do not attend the training program.
3. 20% says that 2 training program are conducted in a year, 30% says that 2 to 3 training
programs in a year,40% says that 3 to 4 training programs are conducted in a year and
10% says that more than 5 training programs are conducted in a year.
4. 40% says that they have attended 2 training programs,20% says that they have attended
2 to 3 training program,30% says that they have attended 3to 4 training programs and
10% says that they are attended more than 5 training program.
5. 75% of respondent says yes that training Session helped to improve their efficiency 25%
of respondent says No that training Session helps does not help them to improve the
efficiency.
6. 35%of respondent are satisfied with information Provided by the trainer 15% are not
satisfied, 50% of respondent are average that are satisfied With the information provided
by the trainer during the training program
7. 45% are strongly agree that training and development helps To increase the productivity
30% are agree 5% are disagree 20% are neutral
8. 45% of are strongly agree that training and development Helps for increasing competency
30% are agree 5% are disagree 20% are neutral
9. 45% of respondent are strongly agree training and development Helps for the
development of the organization 30% are agree 20% are neutral 5% are disagree
10. 45% of respondent are strongly agree that training linkage with Proper operation among
organization operation30% are agree with the statement 5% Are disagree
11. 45% of respondent are strongly agree with the statement that entire training is necessary
to entire employees 30% are agree 5% are disagree 20% Are neutral
12. 60% says that training session involves both theory and practical, 23% says that there is
only practical session involved and 17% says that there is only theory concept in the
training session.

111
13. 78% says the doubts are been cleared by the trainer, 22% says that the doubts are not
been cleared regarding the topics.
14. 52% say that the organization excess the training on the basis of performance, 48% says
that on the basis of feedback the organization excess the training.
15. . 24% say that it will take less than 1 month to implement the trained process, 36% say it
will take 1 to 2 months, 30% say that it will take 2 to 4 months and 10% say that it will
take more than 4 months to implement the trained process.
16. 35% says that onn the job trainings provided by the organization,15% says that off the
job training is provided,40% say that technical training is provided and 10% people say
that non-technical training is provided by the organization
17. 75% says that they are utilizing the training skill and knowledge through training
program, 25% says that they are not utilizing the training skill and knowledge through the
training programme.
18. 10% says that the training programs are conducted every month in the organization,32%
say that training prt5ograme are conducted half quarterly,8% say that the training
program are conducted half yearly in the organization and 50% people says that the
training programme are conducted once in a year in the organization
19. 46% says that the trainer should possess only technical skills,,26% says that the trainer
should possess people skills or soft skills , 20% says that the trainer should be generalists
that makes the better personnel manager than specialist and 8% says that the trainer
should be fond of talking to people.
20. 35% says that the technical training is imported for the new recruitments in the
organization,25% says that the technical skills is imported for the new recruitments,10%
say that the management training is imported for the new recruitments and 30% says that
presentation skills are imported for the new recruitments in the organization.
21. 85% says that training and development program increase the efficiency of the employees
and 15% says that training and development program does not increase the efficiency of
the employees.

112
22. 20% says that training is essential for attendance,40% says that training is essential for
increasing productivity,10% says that training is essential for increasing skills and 30%
says that training is essential for increasing enhance company reputation.
23. 80% says that there is enhancement in their pay or promotion often each training program
and 20 say that there is no enhancement in their pay or promotion.
24. 20% says that redesigning the job is to be improved during the training sessions, 25%
says that reorganizing is to be improved during the training sessions, 15% says that
remove interference during the training sessions and 40% says that upgrade the
information the material given during training.
25. . 72% says that career growth is based on various training program that they have
attended, 10% says that there is no growth based on various training program and 18%
says that sometimes there is growth based on various training programs that they have
attended.
26. 95% says training method focuses on developing team work & leadership skills and 5%
says that training method does not focuses on developing team work and leadership
skills.
27. 53% says that development activity helps the management in identifying, analysing
forecasting and planning changes needed in company’s HR area,40% says no that
development activity does not helps the management in identifying, analysing forecasting
and planning changes needed in company’s HR area and 7% says that sometimes it helps
in company’s HR area.
28. . 57% are strongly agree for the statement training and development increases the quality
of product 23% of people agree with the statement 9% are disagree with the statement
11% are neutral with the statement
29. 57% are strongly agree with the statement that training and Development helps for
motivating the workers 23% of people are agree with the statement9% are disagree 11%
are neutral

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30. 57% of respondent are strongly agree training and Development to increase the quality of
production 23% are agreeing with the statement 9% are disagree with the statement 11%
are neutral with the statement
31. 57% strongly agree with the statement, 23% agree with the statement, 9% disagree with
the statement and 11% are neutral with the statement.
32. 89% says that training helps to improve employer-employee relationship and 11% says
that training does not help to improve employer-employee relationship.
33. 79% says that organization considers training as a part of organization strategy, do you
agree with this statement and 21% says it does not consider training as a part of
organization strategy.
34. 53% says yes, induction training is a well-planned exercise in the organization and 47%
says No, that induction training is not a well-planned exercise in the organization.
35. Mean Value 4.1 ranking is given to Charts and white board,3.5 Mean value ranking is
given to Models,4.8 Mean Value ranking is given to White board,4.7 mean value ranking
is given to Computer projection and 4.3 mean value ranking is given to Flip Charts.
36. 77% says yes, they are satisfied with present training method of selection of candidate for
training and 23% says No, they are not satisfied.

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7.2: conclusion of study

1. Majority of people says yes that organization is conducting the training Program.
2. Majority of people says yes that they attend the training program.
3. Majority of people says yes that they attend the training programming 3to4 years
4. Majority of people says that they have conducted 3to4 training program.
5. Mostly respondent mostly respondent says Yes that training session have helped them
for improving the efficiency.
6. Mostly average respondent are satisfied with the information provided by the Trainee
7. Mean value 3 is strongly agreed with the statement.
8. Mostly respondent says that both theory and practical concept are involve in training
session.
9. Mostly respondent says yes, that the trainer clear your doubts regarding the topics.
10. Mostly respondent says that the organization excess the training on the basis of
performance.
11. Mostly respondent says that 1 to 2 month will take to implement the trained process.
12. Mostly respondent say that technical training is provided by the organization.
13. Mostly respondent say that they are utilizing the training skill and knowledge through
the training programme.
14. Mostly respondent say that once in a year the training programme are conducted in
the organization.
15. Mostly respondent says that the trainer should posses only technical skills.
16. Mostly respondent says that technical training is imported for the new recruitments in
the organization.
17. : Mostly respondent says that training and development program increase the
efficiency of the employees in the organization.
18. Mostly respondent says that training is essential for increasing productivity.
19. Mostly respondent says that there is enhancement in their pay or promotion often
each training program.
20. Mostly respondent says that upgrade the information the material given during
training.

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21. Mostly respondent says that there is career growth based on various training program
that they have attended.
22. : Mostly respondent says that training method focuses on developing team work and
leadership skills.
23. : Mostly respondent says that, the development activity helps the management in
identifying, analyzing forecasting and planning changes needed in company’s HR
area.
24. Mean value 15 is strongly agree with the statement
25. Mostly respondent says that training helps to improve employer-employee
relationship.
26. : Mostly Respondent says that organization considers training as a part of
organization strategy.
27. Mostly respondent says that induction training is a well planned exercise in the
organization.
28. : Mostly Respondent says that White boards and computer projection are mostly used
for training.
29. Mostly Respondent says that they are satisfied with the present training method of
selection of candidate for training.

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BIBLOGRAPHY

Books:

 K.Aswathappa-Human Resource and Personal Management.

 Garry Dessler-Human Resource Management.
 David A Decenzo/Stephen P.Robins (2004) Personal and human
resource.
 A Monappa (2004) personal management

WEB SITES:
 WWW.HRMGUIDE.COM
 WWW.GOOGLE.COM
 WWW.GOLDY.IN

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Topic: Training And Development:-

Q1. Is your organization conducting training programs frequently?

A. Yes [ ]

B. No [ ]

Q2. Have you attended any training program?

A. Yes [ ]

B. No [ ]

Q3. How many training programs are conducted in a year?

A. 2[ ]

B. 2to3 [ ]

C. 3to4 [ ]

D. more than 5[ ]

Q4. How many training sessions have you attended?

A. 2[ ]

B. 2 to 3[ ]

C. 3 to 4[ ]

D. more than 5[ ]

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Q5. Do you feel sessions have helped you to improve your work efficiency?

A. Yes[ ]
B. No[ ]

Q6. Are you satisfied with the information provided by the trainer during the
training program?

A. Satisfied[ ]
B. Not satisfied[ ]
C. Average[ ]

Q7. Pls tick the following:-

Statement Strongly Agree Disagre Neutral

agree e
To increase the productivity
To help employees competency
To help for the development of the
organization
Training is based on the proper linkage
among organizational operational
Induction training is necessary to the
entire employee

Q8.Will the training session involves only theory concept or even practical?

A. Only theory[ ]
B. Only practical[ ]
C. Booth theory and practical[ ]

Q9. Does your trainer clear your doubts regarding the tropics?

119
 A. Yes[ ]
B. No[ ]

Q10. How does organization excess the impact training?

A. Performance[ ]
B. Feedback[ ]

Q11. How long will it take to implement the trained process?

A. Less than 1 month[ ]

B. 1 to 2 month[ ]
C. 2 to 4 months[ ]
D. More than 4[ ]

Q12. Which type of training is provided by your organization to its employees?

A. On the job[ ]
B. Off the job[ ]
C. Technical[ ]
D. Non-technical[ ]

Q13. Are you utilizing the training skill and knowledge acquired through training
programme?

A. Yes[ ]
B. No[ ]

Q14. How often the training programs are conducted in your organization?

A. Every month[ ]
B. Every quarter[ ]
C. Half yearly[ ]
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 D. Once in a year[ ]

Q15. What are the skills that trainer should posses to make the training effective?

A. Should posses only technical skills[ ]

B. People skills or soft skills are more important than technical skills[ ]
C. Generalists makes better personnel manager than specialist[ ]
D. Fond of talking to people[ ]

Q16. What type of training is being imported for new recruitments in your
organization?

A. Technical training[ ]
B. Technical skills[ ]
C. Management training[ ]
D. Presentation skills[ ]

Q17. Do you think training and development program increase the efficiency of
employees?

A. Yes[ ]
B. No[ ]

Q18. Training is essential for increasing?

A. Attendance[ ]
B. Productivity[ ]
C. Skills[ ]
D. Enhance company reputation[ ]

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Q19. Was there any enhancement in your pay or promotion often each training
program?

A. Yes[ ]
B. No[ ]

Q20. What are the conditions that have to be improved during the training
sessions?

A. Redesigning the job[ ]

B. Reorganizing [ ]
C. Remove interference[ ]
D. Upgrade the information the material given during training[ ]

Q21. Is your career growth based on various training program you attended?

A. Yes[ ]
B. No[ ]
C. Sometimes[ ]

Q22.Does the training method focuses on developing team work and leadership
skills?

A. Yes[ ]
B. No[ ]

Q23. Does the development activity helps the management in identifying,

analyzing forecasting and planning changes needed in company’s HR area?

A. Yes[ ]
B. No[ ]
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 C. Sometimes[ ]

Q24. Pls tick the following:-

Statement Strongly agree Agree Disagree Neutral

To increase the quality of product
To motivate the workers
To increase the quality of
production
To empower the employees
To help organizational growth

Q25. Does training helps to improve employer-employee relationship?

A. Yes[ ]
B. No[ ]

Q26. Your organization considers training as a part of organization strategy, do

you agree with this statement?

A. Yes[ ]
B. No[ ]

Q27.Does the induction training is a well planned exercise in the organization?

A. Yes[ ]
B. No[ ]

Q28. Rank the following aids used for training?

A. Charts and posters

B. Models
C. Chalk board/White board

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 D. Computer projection
E. Flip chart

Q29. Are you satisfied with present training method of selection of candidate for
training?

A. Yes[ ]
B. No[ ]

Q30. What is your opinion on training and development? Suggestions if any?

124
Research Article Table:

Sr.No Author Name Title Year

.
1) Raja Abdual Ghafoor Impact of Training and (July 2011)
Khan. Development on Organizational
Performance.
2) Dr. Nadeem Ahmed Bashir Training and Development (January
Program and its Benefits to 2013)
Employee And Organization
3) Srinivas K T. A study on Effectiveness of (January 2012)
Training and Development
Programs Adopted by KPCL.

4) Campbell, John P. Personnel Training and (June 1970)

Development.
5) Krickpatrick Personnel Psychology. (June 1989)
6) Bassam Mohsin Mozael Impact of Training and (November
Development Programs on 2015)
Employee Performance
7) Neelam Tahir, Muhammad The Impact of Training and (April 2014)
Hashim, Dr. Shahid Jan Development on Employees
Performance and Productivity
8) Herman Aguinis and Kurt Benefits of training and (2009)
Kraiger. development for individual and
Team Organizations, Society
9) Shakila P. A Literature Review and (2014)
Reports on Training and
Development.
10) Bell, Bradford S, 100 years of training and (March 2017)
Tannenbaum, Scott I, development research: What we
Ford, J. Kevin, Noe, know and where we should go.
Raymond.

125