A STUDY ON TRAINING AND DEVELOPMENT

INTERNSHIP REPORT

CONTENT

CHAPTER TITLE PAGE.NO

NO
1 INTRODUCTION 1

2 COMPANY PROFILE 11

3 REVIEW OF LITERATURE 23

4 RESEARCH METHODOLOGY 25

5 DATA ANALYSIS & INTERPRETATION 28

6 FINDINGS, SUGGESTIONS 43

AND CONCLUSION

7 APPENDICES 46

QUESTIONNAIRE
 8 BIBLIOGRAPHY 50

LIST OF TABLES

S.NO CONTENT PAGE.NO

1 DISTRIBUTION OF RESPONDENTS BY THEIR AGE 28

2 DISTRIBUTION OF RESPONDENTS BY THEIR GENDER 30

3 DISTRIBUTION OF RESPONDENTS BY THEIR 31

EDUCATION QUALIFICATION

4 DISTRIBUTION OF RESPONDENTS BY THEIR 32

DEPARTMENT

5 DISTRIBUTION OF RESPONDENTS BY THEIR GRADE 34

6 DISTRIBUTION OF RESPONDENTS BY THEIR 35

MARITAL STATUS

7 DISTRIBUTION OF RESPONDENTS BY THEIR 37

EXPERIENCE
 8 DISTRIBUTION OF RESPONDENTS BY THEIR 39
MONTHLY INCOME

9 CHI SQUARE ANALYSIS BETWEEN QUALITY OF 41

MATERIAL AND TECHNICAL METHODOLOGY

10 RELATIONSHIP BETWEEN QUALITY OF MATERIAL 42

AND TECHNICAL METHODOLOGY

LIST OF CHARTS

S.NO CONTENT PAGE.NO

1 DISTRIBUTION OF RESPONDENTS BY THEIR AGE 29

2 DISTRIBUTION OF RESPONDENTS BY THEIR 33

DEPARTMENT

3 DISTRIBUTION OF RESPONDENTS BY THEIR 36

MARITAL STATUS

4 DISTRIBUTION OF RESPONDENTS BY THEIR 38

EXPERIENCE

5 DISTRIBUTION OF RESPONDENTS BY THEIR 40

MONTHLY INCOME
 CHAPTER-1 INTRODUCTION

TRAINING AND DEVELOPMENT

In an International level, every organization has the training and development as

appoint of its function. The organization must motivate the employees and
trainees in positive way to obtain the goal of the organization. In our India the
training and development plays a vital role in growth of the organization .Of
each organization take part in the economic development of the country.

TRAINING AND DEVELOPMENT IN NATIONAL AND

INTENATIONAL LEVEL

A major study was conducted on as based publicity traded firms during

1996,1997 and 1998.American societies for Training and Development found
the organization have invested $680 or more in the training programme was
found that the organization have invested an average $1,595 per employee for
training.,
In Indian organization did not demonstrate much interest in updating
employee‘s knowledge and awareness about the business through training and
development until 1991.Government of India introduced its new industrial
policy on July 24, 1991 by liberalization.

This trend can be seen not only in us and India, but also in most of the
developed and developing countries.
MEANING;
Training is a process of learning a sequence of programme behavior. it is an
application of knowledge .It gives people an awareness of rules and procedures
to guide personal behavior.
Development is a relational and rational process. It covers not only those
activities, which improve its performance, but also those, which about the
growth of the productivity, helps individual in the progress towards maturity and
actualization of this potential capabilities.

1.1 Training and Development Process

Determining training needs

↓
Decide the purpose of training

↓
Choosing appropriate/Suitable training
↓
Evaluating training effectiveness

On the job training methods are used for the employee’s welfare.

Reasons behind Training

• Increase the use of technology
• Arising labours turnover
• Promotion within the organization
• Needs of additional hands with increased production of product and
services
 • New employees need of training because of inexperience.
• Old employees need of training for refreshing
• Reduce working time ,Supervison, spoil Wastage, Produce and improve
production and reduce learning time
• Reduce grieveness, accident rates and raising morale.

1.2 PLANNED TRAINING

Identify training needs

↓
Define learning requirements
↓
Planned Training programme
↓

Techniques Facilities Location Trainers

↓
Implement Training
↓
Evaluate training

Essentials of Good Training Programme

1. clear purpose
2. Training needs
3. Relevance
4. Individual differences
 5. Appropriate incentives
6. Management support
7. Balance between theory practice

Methods and Techniques of Training

Some of the methods and techniques of training as follows:

ON-THE-JOB TRAINING

Under this method, the workers is given training at his workplace by his
immediate supervisor. They include learning by doing.

1. Coaching
The supervisor gives direct instruction and guidance to the training. He
demonstrates how to do the job. The advantage here is greater for minimum
adjustment after training.

2. Job Rotation

In this method the trainee is periodically rotated from job to job. The purpose
is to broaden his outlook and give a general background view of the
organization.

3. External Agency:
The trainee is periodically gets the training form the same type of external
agency.
Supervisors Development
“Supervisor development” or management development is a systematic and
continuous of learning and growth, it is designed to create behavioral change in
executives by cultivating their mental abilities and latent potential.

Main features
Executive development is a planned and organization process rather then
haphazard/automatic techniques.
Management development is mainly ‘self-development’ it depends more on
effort of individual executives themselves than on efforts organization.

1.3 Management development

Business strategy → Business environment

Organization capability Management capability

Skills and Knowledge

• Technical Skill
• Human Skill
• Conceptual Skill
Methods of executive development
A large variety of techniques are employed for the training and development
of executives. These techniques may be classified into the following
categories.

1.On-the-job Methods
• Position rotation
• Special projects and task forces
• Committee assignments

2.Off-the job Methods

• Case study
• Role playing

Special Projects
A special project is a highly flexible training device. Under it, a trainee is
assigned a project closely related to his job. For instance trainee will study the
problem and make recommendations.

By performing the special assignment he learns work procedure and

organizational relationships. Some times a task force is created consisting of
several executives from different functional areas. The trainee not only
acquires knowledge about the assigned tasks but also learn how to work with
others.
Committee Assignments

In this technique committee is constituted to study solve specific problems.

Trainees with different viewpoints are included in the committee. By
participating in committee meetings and discussion, every member gets an
opportunity to learn from others. Committee assignments help executives in
acquiring general background and a wider perspective.

Case study
Under this method the trainees are given a problem to discuss and
analysis study is a written account of a real life business event or an imaginary
one. Case studies are extensively used in training personal management, law,
marketing, business policy and human relations.
Case discussion increases the trainee’s power of observation and
analysis. They learn that is not single answer to a particular problem.

Role Playing
Under it is a conflict which is artificially created and the trainees are assigned
different roles to play. No dialogue is given beforehand. The role players then
act out their parts spontaneously. For example, a trainee may play the role of a
salesman and make a presentation to a purchasing agent.
Role playing is used in human relations and leadership training. It helps to
develop insight into ones own behavior and its effect upon others. However; it
is a time consuming and expensive process requiring experience trainers.

TYPES OF TRAINING

1. INPLANT TRAINING
2. REFRESHER TRAINING
3. COMPANY’S TRAINING NEW TECHONOLOGIES
 4. STRESS MANAGEMANT TRAINING
5. SKILL IMPLEMENT KEMP

LIMITATION OF THE STUDY:

• Most of the respondents were reluctant in giving information.

• It was very difficult to connect the trainees and the supervisors, as
they were busy with their regular day to day activities.
• The short period had been given, so the study does not covers the
whole.

SCOPE FOR FURTHER STUDY:

The research study is highly useful to the organization to know that

exactly training needs. The study deals with various aspect of the programme.
It helps the organization to know its development programme level. It also
helps to include new techniques for further improvements
OBJECTIVES OF THE STUDY:

To study the reflection of the training programme

To study about the workers attitude regarding development programme.
To study the involvement of trainees in the programme.

CHAPTER-2 COMPANY PROFILE

INDUSTRY PROFILE

Poultry is a category of domesticated birds kept by humans for the

purpose of collecting their eggs, or killing for their meat and/or feathers. These
most typically are members of the superorder Galloanserae (fowl), especially
the order Galliformes (which includes chickens, quails and turkeys) and the
family Anatidae (in order Anseriformes), commonly known as "waterfowl"
(e.g. domestic ducks and domestic geese). Poultry also includes other birds
which are killed for their meat, such as pigeons or doves or birds
considered to be game, like pheasants. Poultry comes from the French/Norman
word, poule, itself derived from the Latin word Pullus, which means small
animal.

Poultry is the second most widely eaten meat in the world, accounting
for about 30% of meat production worldwide, after pork at 38%.

Bird Wild ancestor Domestication Utilization

Chicken Red Junglefowl/Grey Southeast Asia meat, feathers, eggs,

Junglefowl/Sonnerat's ornamentation,leather

Junglefowl

Duck Muscovy various meat, feathers, eggs

Duck/Mallard

Emu various, 20th meat, leather, oil

century

Goose Greylag Goose/Swan various meat, feathers, eggs

Goose

Indian Indian Peafowl various meat, feathers,

peafowl ornamentation,
landscaping

Mute swan Mute Swan various feathers, eggs,

landscaping

Ostrich Ostrich various, 20th meat, eggs, feathers,

century leather
Turkey Wild Turkey Mexico meat, feathers

Domesticated Helmeted guineafowl Africa meat, pest

guineafowl consumption, and
alarm calling

Common Common pheasant Eurasia meat

pheasant

Golden Golden pheasant Eurasia meat, mainly

pheasant ornamental

Rhea Rhea various, 20th meat, leather, oil, eggs

century

Cuts of poultry

The meatiest parts of a bird are the flight muscles on its chest, called
breast meat, and the walking muscles on the first and second segments of its
legs, called the thigh and drumstick, respectively. The wings are also eaten,
usually (in the United States) without separating them, as in Buffalo wings; the
first and second segment of the wings are referred to as drumette (meatier) and
flat when these need to be distinguished, though these are technical terms.

Dark meat, which avian myologists (bird muscle scientists) refer to as

"red muscle," is used for sustained activity—chiefly walking, in the case of a
chicken. The dark color comes from the protein myoglobin, which plays a key
role in oxygen uptake within cells. White muscle, in contrast, is suitable only
for short, ineffectual bursts of activity such as, for chickens, flying. Thus the
chicken's leg and thigh meat are dark while its breast meat (which makes up the
primary flight muscles) is white. Other birds with breast muscle more suitable
for sustained flight, such as ducks and geese, have red muscle (and therefore
dark meat) throughout.

Health

Consumption of large quantities of meat, including poultry, like

overconsumption of any caloric food, has certain adverse effects which can
include: obesity, heart disease, and constipation. In recent years, health
concerns have been raised about the consumption of meat increasing the risk of
cancer. Bird and animal fat, particularly from ruminants, tends to have a higher
percentage of saturated fat vs. monounsaturated and polyunsaturated fat when
compared to vegetable fats, with the exception of some tropical plant fats;
consumption of which has been correlated with various health problems. The
saturated fat found in meat has been associated with significantly raised risks
of colon cancer, although evidence suggests that risks of prostate cancer are
unrelated to animal fat consumption.
USDA claims (see Dietary Guidelines for Americans) that consumption
of meat as a source of protein in the human diet is crucial have been
resoundingly contradicted by recent studies.

The correlation of meat, including poultry, consumption to increased risk

of heart disease is controversial. A survey conducted in 1960 of 25,153
California Seventh-Day Adventists found that the risk of heart disease is three
times greater for 45-64 year old men who eat meat daily, versus those who did
not eat meat. In another studyin 2010 involving over one million people who
ate meat found that only processed meat had an adverse risk in relation to
coronary heart disease. The study suggests that eating 50g (less than 2oz) of
processed meat per day increases risk of coronary heart disease by 42%, and
diabetes by 19%.

Chicken meat contains about two to three times as much polyunsaturated

fat than most types of red meat when measured as weight percentage.

A recent study by the Translational Genomics Research Institute showed

that nearly half (47%) percent of the meat and poultry in U.S. grocery stores
were contaminated with S. aureus, with more than half (52%) of those bacteria
resistant to antibiotics.

COMPANY PROFILE

Over a period of 25 years, Suguna has gone from strength to strength

and has become a Rs. 3200 crore company that makes it India’s No. 1 broiler
producer. Along the way, Suguna’s pioneering efforts in contract farming
helped create thousands of rural entrepreneurs who share the growth
successfully. "Poultry Integration" introduced and pioneered by Suguna in the
country has energized the livelihoods of farmers in rural India.

Suguna ranks among the top ten poultry companies worldwide. With
operations in 11 states across India, it offers a range of poultry products and
services. The fully integrated operations cover broiler and layer farming,
hatcheries, feed mills, processing plants, vaccines and exports. Suguna markets
live broiler chicken, value added eggs and frozen chicken. With the intent to
provide consumers with fresh, clean and hygienic packed chicken, Suguna has
set up a chain of modern retail outlets.
 Today, the company’s brand Suguna Chicken is a household name in
India. With its Suguna Daily Fresh outlets, Suguna Home Bites, Suguna
Anytime processed chicken and four varieties of specialty Suguna value added
eggs, Suguna is the undisputed leader in poultry products. Suguna Home Bites
being the latest in its product range is a new category of home meal
replacements (HMR).

History

Managing Director Mr. B.Soundararajan and Joint Managing Director

Mr. G.B.Sundararajan saw potential in growing the Indian Poultry Industry
through integration, which later came to be known as Contract Farming. This
led Suguna Poultry to pioneer contract farming in India.

In 1986, Mr. B.Soundararajan and Mr. G.B.Sundararajan set up a poultry

farm with 200 layer birds at Udumalpet. During 1989 - 90, when chicken prices
crashed because of an over-supply of birds in the local market, Suguna saw an
opportunity for business growth by helping the poultry farmers who had
bought feed and medicines on credit and could not clear their dues. To help
them recover their money, these visionaries began to provide feed and health
support to indebted farmers in return for the end product - eggs. The success of
this exercise gave birth to the Suguna Integration Model.

The poultry integration model has set a win-win situation for both the
farmer and the integrator. Farmers are provided with day-old chicks, feed and
health support. Performance is monitored on a daily basis with Suguna field
staff visiting the farms to check on the health of the birds, feed intake, growth
and mortality levels. In six weeks time, the birds are weighed and are ready to
be sold by Suguna. Farmers are paid a handsome growing charge for the birds
at the end of this period. Thus, Suguna takes this success model to the next
level vision of energising rural India benefiting the country, farmer and the
company.

A constant and relentless drive has taken the company's growth and
expansion which covers over 15,000 farmers from 8,000 villages in 11 Indian
states. Impressed by the model and its success, Suguna receives invitations
from many state governments to set up its operations. Many investors and
delegates from across borders visit Suguna’s facilities to study this model and
later adopt in their own countries.

With mastery and success in contract farming, Suguna has shaped the
poultry industry to its current position in India.

Quality and Consistency - these have been the prime factors behind our
growth all the way since 1984. At Suguna, quality is a way of life and is
applied to everything we do. Quality of relationships we build, quality of
people we associate ourselves with, the quality in which we do business, and
the quality of ideas we invest in. It is this belief that encourages us to develop
and deliver the best. This belief has further translated into quality international
partnerships with some of the world’s finest institutions.

Aviagen is the world's leading poultry breeding company in the Broiler

market. Suguna partners with Aviagen for its best-in-line product - Ross 308
grandparent and parent stock chicks. This breed is renowned for its maximum
performance and livability.

Lohmann Tierzucht GmbH is the world leader in primary breeding of

Layer farming. Suguna has selected Lohmann LSL Lite range of birds. These
birds are selected for their high output of saleable eggs, low cost of feed that
made them a huge success in India.

International Finance Corporation (IFC) is the private sector arm of the

World Bank Group. Suguna’s partnership with IFC has resulted in a Rs. 110
crores investment towards expansion and developing international
competencies. This being IFC’s first investment in the Indian poultry sector, is
a perfect match of IFC’s focus to enhance rural productivity and Suguna’s
vision of Energizing Rural India.

Careers

If you have a passion for challenges, an avidness to achieve, a thirst for

knowledge, and a desire to make your career with a company that embraces
innovation, collaboration and rural development, then you are in the right
place.

Started in the year 1984, Suguna is today one of the leading poultry
companies in India with a steadily increasing global presence. Suguna currently
operates in 11 states working with over 15,000 farmers, 25,000 channel
partners and 4,800 employees.

Whether you're an experienced professional or just starting out, Suguna

is a great place to build your career. Come explore different career tracks, and
learn more about the work life at Suguna.
Farmers

With over 15,000 farmers and Suguna’s network is only growing.

Started with the vision to ‘Energise Rural India’, Suguna has successfully
enriched the lives of many a rural households. Pioneering the poultry
integration or contract farming model, Suguna’s presence is well established in
11 states across the country.
Suguna’s focus and its vast experience in the field of poultry operations
brings you in-depth expertise and professionalism. With intent to provide
quality support and deliver quality products to end consumers, Suguna invests
heavily in technology and research and development.

Over a period of 25 years, Suguna has mastered the art of cost and
productivity optimization. Company owned feed mills, research and
development centers, training programs, processing plants, hatcheries, efficient
supply chain management, technology infrastructure are indicators

that you need not look outside when you are part of Suguna’s family of
successful poultry farmers.

Learn about the various offerings we have for you and get set for a
journey of success. With Suguna, you can be sure.

Partner with us

Suguna’s vision to ‘Energise Rural India’ has made it a leader in the

Indian poultry industry. Suguna’s constant endeavor to deliver high quality
products has resulted in it becoming a household name.

This success has only inspired us to seek out more quality partnerships.
With the intent to offer the best products to a large network of over 15,000
farmers and delight consumers with every bite, Suguna is constantly
identifying partners it can build lasting relationships with.

If you are a trader, supplier or someone looking to set up your own

business through franchisee models, Suguna is your call for success and
growth. Having grown to a Rs. 3200 crore company, Suguna’s appetite for
growth has only increased.
Brands
Being a pioneer in the poultry industry in India, most of the initiatives
are designed keeping you in mind. Suguna leaves no stone unturned to identify
your needs and concerns about quality poultry meat. With significant
investment of resources, Suguna ensures everyone right from farmers and
suppliers to employees are well trained to maintain the highest of quality and
hygiene factors.

With a vision to build great brands that are well accepted and
appreciated, Suguna is constantly bringing you innovative products. Suguna’s
efforts are well synchronized to offer you meaningful products that provide
complete value, convenience and satisfaction.

Product range: Quick bite with Suguna Home Bites, choicest of chicken
portions with Suguna Anytime, Value Added Eggs catering to the various
needs of the health conscious consumer and Suguna Daily Fressh, a chain of
retail outlets that are pleasing in ambience, and are hygienic and convenient for
the contemporary consumer. Of course, there’s always your favorite Suguna
Chicken – Younger, Tender, Better.

Go ahead, spend some time to know our brands and treat yourself to a
delicious and healthy meal.
Institutional Sales

Suguna offers a wide range of innovative products to its consumers and

its partners. Suguna recognizes the importance of the quality commitment of its
institutional partners and is committed to deliver products of the highest
quality. This commitment is further underlined with the implementation of
HACCP (Hazard Analysis and Critical Control Points) systems.
Suguna is well prepared with its state-of-the-art processing plant to meet
the ever growing demand of its institutional partners. With a current monthly
production of 1500 metric tons, Suguna is all set to launch additional
processing plants to cater to the growing demand. This helps in providing
institutional partners an advantage with continuous service availability along
with cost and product quality benefits.

Suguna’s innovative and popular products range from the best selling
Daily fressh chilled chicken,Suguna Home Bites, Value added eggs like
sausages, salami, stuffed turkey, galantines and Value added eggs to ready-
toeat chicken treats.

Suguna’s layer farms across the country produce value added eggs
catering to the health and wellness conscious consumer. The hens in the farm
are fed with naturally enriched feed that contains various minerals and
nutrients. These eggs are known for their high nutrition quality compared to
other table eggs.

As an innovative player in the poultry food industry, Suguna has

launched a new category of home meal replacements - Suguna Home Bites and
Suguna anytime - a range of ready to heat and eat chicken products. The
recipes are created by expert chefs and are manufactured at Suguna’s own food
processing plants. Suguna Home Bites and Suguna anytime are tasty and
convenient for cooking. The expert recipes ensure every bite tastes right.

These commitment levels to offer quality and innovative products have

made Suguna a brand to reckon with.

Exports

Being a pioneer in the poultry industry in India for more than two
decades, Suguna has successfully made inroads into the international markets.
Today, Suguna has an exceptional track record of exporting frozen chicken to
countries like Saudi Arabia, Kuwait, Dubai, Oman, Bahrain, Afghanistan,
Qatar and Japan.

Partner with Suguna and you will experience that the products supplied
are of the highest quality. With visionary leadership and scientific poultry
management practices, Suguna has successfully incorporated global standards
and is on par with all major international players.

Needless to say, your demands will be met adequately with our efficient
supply chain and a huge network of over 15,000 poultry farmers. Explore a
little to know what Suguna has to offer that will keep your customers delighted
with quality supply of frozen poultry meat.
 CHAPTER-3 REVIEW OF LITERATURE

DEEPA LAKSHMI (2005):-

The project work entitles recruitment and selection procedure of
Suguna Poultry Farm, Coimbatore has made as attempt to study about the
human resource development and training and development process of the
company. As a result of this study the researcher found that the employees are
good respondents, that is the employee are satisfied in the recruitment training
and test procedure followed by the company.

SENTHIL NATHAN.P (2003):-

Human resource is the only asset of an organization that can
create an output more than the input and so is also the most complex too .the
employee has a lot of expectation from the organization for which they work
for and it becomes responsibility of any organization. The study, which has
been conducted in SLK Software Services Ltd; on training and
developmentprocedure of employees helped me to identify the major methods
of training and development procedure.

B.FLIPPO (1984):-
Training is the process of searching for prospective employees
and stimulating and encouraging them to apply for jobs in the organization It
is often formed positive in the scene that is stimulates people to apply for jobs
to increase the hiring ratio ; that is, the number of application of the job.
Selection process is the tents to be negative process, because it is
the process which rejects a good member of those who apply leaving only the
best to be hired.

Deepa Lakshmi (2005):- The project work done in the year 2005 on the
topic “TRAINING AND DEVELOPMENT”
Senthil Nathan. P (2003):- The project work done in the year 2003 on
the topic “TRAINING AND DEVELOPMENT”
Flippo.B .Edvin (1984):- Personnel management MC Grawhill
Singapore(books)

OBJECTIVES OF TRAINING AND DEVELOPMENT

Training objectivities is to improve the workers performance on the current

job and also prepare them for an intend job
Training helps to provide mastery in new methods and machines.
Training objectives is to improve the defective ways of doing work and to
teach current methods and behavior patterns.
The objectives of development are to improve their performance in job
and also improve personality and skills.

CHAPTER-4 RESEARCH METHODOLOGY

Research:
 ‘Research’ is a systematic and scientific activity to achieve the truth.
Research includes procedures of collecting data, analysis the data and finding the
conclusion or truth.

Research Methodology:
‘Research Methodology’ is a way of systematically solves the research
problem. It is a science of studying how the research is done successfully.

Title of the Study:

The title is the study on ‘Training and Development’ of Suguna Poultry Farm
at Coimbatore.

RESEARCH DESIGN
‘Research Design’ means the exact nature of Research work in a systematic
manner. It involves the information about the research work in view of the
framework of the study, availability of various data, observations, analysis
,sampling etc.,
Descriptive Research Design:
The researcher has followed the descriptive research by using primary and
secondary data collections.
Descriptive studies try to discover answers to the questions who, what, when,
where and sometimes how the researcher attempts to describe or define a
subject, often by creating profile of a group of problems.
People or events such studies may involve the collection of data and the
creation of distribution of the number of times the researcher observes a single
event or chararacteristics or they may involve relating the interaction of two or
more variables.
SAMPLING:
Once the Researcher has clearly specified the problem and developed an
appropriate design and data collection instruments, the next step in research
process is to select those elements from which the information will be
collected. Following sampling methods may collect the required
information in any scientific enquiry.

SAMPLE SIZE:
The researcher takes the sample size as 135

Methods Sample:
The researcher has followed stratified Random sampling method in this
project.

STRATIFIELD RANDOM SAMPLING:

The universe is divided into different strata’s based on certain attributes.
Proportionately, select some –samples from each stratum are called Stratified
Random sampling under Probability Sampling.,

Data Collection Methods:

The Researcher have collected the primary data by using questionnaire and
secondary data from company magazine

Research hypotheses:
• There is a significant association between monthly income of
respondents and various dimensions of Training Effectiveness.
• There is a significant association between age of the respondents
and various dimensions of Training Effectiveness.
Statistical Tool used:
1. Percentage Method
2. Chi-Square Test

CHAPTER-5
DATA ANALYSIS AND INTERPRETATION

Table: 5.1

DISTRIBUTION OF RESPONDENTS BY THEIR AGE

NO AGE NO OF PERCENTAGE
RESPONDENTS (%)

1 20-30 years 72 44
23 31-40 years 41-50 36 15 22 20
4 years 12 14
51-60 years

SOURCE; Primary data

INFERENCE:
From the above results, it is clear that 44% of the respondents are in the age
group of 20-30 years, 22%of the respondents are in the age group of 3140
years, 20%of the respondents are in the age group of 41-50 and the rest of the
respondents are in the age group of 51-60

DISTRIBUTION OF RESPONDENTS BY THEIR AGE

45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
20-30 31-40 41-50 51-60

AGE GROUPS

Table: 5. 2
 DISTRIBUTION OF RESPONDENTS BY THEIR GENDER

S.NO GENDER NO OF PERCENTAGE

RESPONDENTS (%)

1 Male 135 100

2 Female - -

SOURCE; Primary data

From the above table, it’s found the major percentage of the respondents (100%) are males.

Table: 5.3

DISTRIBUTION OF RESPONDENTS BY THEIR EDUCATION

QUALIFICATION
S.NO EDUCATION NO OF PERCENTAGE
RESPONDENTS (%)

1 Technical - -
2 Non Technical 135 100

SOURCE; Primary data

From the above table, it is clear that most respondents (100%) are having non-
Technical qualification.

TABLE;5.4

DISTRIBUTION OF RESPONDENTS BY THEIR DEPARTMENT

S.NO DEPARTMENT NO OF PERCENTAGE

RESPONDENTS (%)

1 Marketing 57 78 34 66
2 Project

SOURCE;Primary data
From the above table, it’s found that 66% of respondents (100%) are
Working in major project department and rest of the respondents are working in marketing
department

DISTRIBUTION OF RESPONDENTS BY THEIR DEPARTMENT

70%
60%

50%
40%
30%

20%
10%
0%
marketing project

DEPARTMENTS
 Table: 5.5

DISTRIBUTION OF RESPONDENTS BY THEIR GRADE

S.NO GRADE NO OF PERCENTAGE

RESPONDENTS (%)

12 A -- --
3 BC 135 100

SOURCE; Primary data

From the above table, we can easily understand that 100% of the respondents are in ‘C’
grade.

Table:5.6

DISTRIBUTION OF RESPONDENTS BY THEIR MARITAL STATUS

S.NO MARITAL NO OF PERCENTAGE

STATUS RESPONDENTS (%)

1 Married 71 62
2 Unmarried 64 38
SOURCE; Primary data
From the above table, its clear that most of the respondents (62%) are married
and the rest of the Respondents(38%)are unmarried.

DISTRIBUTION OF RESPONDENTS BY THEIR MARITAL STATUS

70%
60%
50%
40%
30%
20%
10%
0%
Married Unmarried

Marital status
 Table: 5.7

DISTRIBUTION OF RESPONDENTS BY THEIR EXPERIENCE

S.NO EXPERIENCE NO OF PERCENTAGE

RESPONDENTS (%)

1 Below 5 years 100 80

23 6-10 years 21 14 12
Above 10 years 8

SOURCE; Primary data

From the above table, it is clearly understandable that (80%)of respondent

having below 5 years experience,(12%) of respondent having 6-10 years and
rest of (8%) respondents having above 10 years experience.

DISTRIBUTION OF RESPONDENTS BY THEIR EXPERIENCE

 80%
70%
60%
50%
40%
30%
20%
10%
0%
Below 5yrs 6-10yrs Above 10yrs

YEAR OF EXPERIENCE

Table:5. 8

DISTRIBUTION OF RESPONDENTS BY THEIR MONTHLY INCOME

S.NO MONTHLY NO OF PERCENTAGE

INCOME RESPONDENTS (%)
12 6000-15000 80 20 70
34 15001-25000 11 24 14
25001-30000 30001- 6
40000 10

SOURCE; Primary data

From the above table, it is found that (70%)of the respondent are getting
monthly income between Rs.6000-15000,(14%) of respondent aregetting
between Rs15001-25000,(6%)of the respondent are getting between Rs.25001-
30000,and the rest of the respondents are getting between Rs.30001-40000.

DISTRIBUTION OF RESPONDENTSBY THEIR MONTHLY

INCOME

70%

60%

50%

40%

30%

20%

10%

0%
6000-15000 15001-25000 25001-30000 30001-40000
 Monthly income

CHI-SQUARE TEST

For large sample sizes, the sampling distribution of x2 can be closely approximated
by a continuous curve known as the chi – square distribution

CHI Square analysis between quality of material and technical methodology

S.No Particulars Respondents Percentage

1 Very Good 88 65.185185
2 Good 21 15.555556
3 Fair 9 6.6666667
4 Bad 2 1.4814815
5 Very Bad 15 11.111111
135 100

S.No Particulars Respondents Percentage

1 Very Good 84 62.222222
2 Good 35 25.925926
3 Fair 4 2.962963
 4 Bad 1 0.7407407
5 Very Bad 11 8.1481481
135 100

Relationship
Between A B C D E Total

Quality of material 88 21 9 2 15 135

Technical
methodology
84 35 4 1 11 135

Total 172 56 13 3 26 270

O E O-E (O-E)2 (O-E)2/E

88 86 2 4 0.046512

21 28 -7 49 1.75

9 6.5 2.5 6.25 0.961538

2 1.5 0.5 0.25 0.166667

15 13 2 4 0

84 86 -2 4 0.046512

35 28 7 49 1.75

4 6.5 -2.5 6.25 0.961538

1 1.5 -0.5 0.25 0.166667

11 13 -2 4 0

FORMULA FOR CHI-SQUARE TEST: X2 = (O-E)2 / E

DEGREE OF FREEDOM = (r-1 )*(c-l)
 = (2-l)*(5-l)
= (1)*(4)
= 4°
LEVEL OF SIGNIFICANCE = 5%
Tabulated Value = 5.85

CHAPTER-6 FINDINGS AND SUGGESTIONS

6.1 FINDINGS OF THE STUDY

General Findings:
• The respondent are male
• The respondents are non-technician
• 66% of the respondents are in project department
• The percentage of respondents is in grade C
• 100 respondents are having below 5 years experience.
• 80 respondents are getting monthly income 6000-15000

FINDINGS RELATED TO HYPOTHESIS

• There is no significant association between the age of the respondents

and various dimension of Training Effectiveness.
• There is no significant association between monthly income of the
respondents and the overall dimensions of Training Effectiveness.
6.2 SUGGESTIONS

1. The object of training programme must be

properly
communicated to the workers.
2. Importance of the training must enlightened among the new
comers and inexperienced workers.
3. Advanced technical aids can be used by the management to have
effective results.
4. The organization is suggested to place Indians as the top-level
supervisors for better communications.
5. The trainee can be motivated to use the programs more
effectively in developing others.
6. The management has to conduct training & development
programme in frequent intervals
7. Time allocation is needed so as to make the programme success
8. Different methods can be adopted in a single program to maintain
participation of workers.

CONCLUSION
 The study was carried out as a part of the course curriculum at
Coimbatore co-operative spinning mills ltd. The study brings out the
effectiveness of the training and development process in the organization.

Some suggestions are made in the course of the project, for the
improvement of the training and development processing the company within
the limits. By considering those suggestions the current process of training and
development can be improved.

Other than the report, yet another benefit received was to have a
practical exposure of the working atmosphere of the public sector organisation
and have gained some practical knowledge about the different types of
activities going on the company.

Majority of the workers are satisfied with the training and development
Programme.

CHAPTER-7
APPENDICES ANNEXURE-1
A STUDY ON TRAINING AND DEVELOPMENT OF EMPLOYEES IN SUGUNA
POULTRY FARM QUESTIONNAIRE

PERSONAL DATA
Name :

Age :

Gender : a) Male b) Female

Education :
Designation :

Nature of job :

Grade :

Department :

Marital Status : a) Married b) Unmarried

Native Place :a) Urban b) Rural c) semi urban
Monthly Income :

QUESTIONNAIRE FOR WORKERS:

(a)Objectives and needs

I. Very good
II. Good
III. Little
IV. Very little
V. Fully useful

1. To which extend you aware of needs and objectives of programme at the time of your
nomination period.
1. 2. 3. 4. 5.

2. To which extend the programme objectives are explained

1. 2. 3. 4. 5.

3. To which extent the conducted programme was in line with your needs
1. 2. 3. 4. 5.

4. To which extent you got satisfaction

1. 2. 3. 4. 5.
(b)Session voice
I. Too much
II. Much
III. Less
IV. Look less
V. Just right

5. Session Duration 1. 2. 3. 4.
5.

6. Quality of material During Training period1. 2. 3. 4.

5.
I. Very good
II. Good
III. Bad
IV. Worst
V. Outstanding

7. Technical methodology 1. 2. 3. 4.
5. 8. Communication 1. 2.
3. 4. 5.
9. Trainee involvement and participation 1. 2. 3. 4.
5.
10. Level of gains (net contribution of session) 1. 2. 3. 4. 5.11. Rate of safety
measures given during 1. 2. 3. 4. 5.
Training period
12. Training circumstance 1. 2. 3. 4.
5.

(c)Practical applicability:
13. How you feel in training period 1. 2. 3. 4.
5. 14. Do you find any deviation between 1. 2.
3. 4. 5.
Initial stage and end stage of programme
15. Usefulness of training in growth and 1. 2. 3. 4.
5.
Development of personal things

(d).training aids:
16. Which aids are used and rate how much 1. 2. 3. 4.
5.
It is used
GENERAL HEADING

I. Very good
II. Good
III. Bad
IV. Worst
V. Outstanding

17. Audio-visual aids 1. 2. 3. 4.

5. 18. Group discussion 1. 2. 3. 4.
5. 19. Slides 1. 2. 3.
4. 5.
20. Charts 1. 2. 3. 4.
5.
2. 3. 4. 5.
21. Lecture 1.
22. Practical session
(e) General:
I. Excellent
II. Good
III. Ok
IV. Bad
V. Poor

23. You should mark the performance 1. 2. 3. 4.

5.
Of the training programme as
Learning experience

24. How is your involvement in the 1. 2. 3. 4.

5.
Programme

25. How was your relationship with other 1. 2. 3.

4. 5.
Participants

26. Overall satisfaction a) High b) Low

If it is low, please specify reason give your kindly suggestion for further
Improvement……………………….
 ANNEXURE-2 BIBLIOGRAPHY

• Michel Armstrong,8th edition 2001,HR Management and Practice

• D.D.Sharma 2001, marketing research.
• Personal Management,C.B.Memoria
• Josh.M.1961, Training Industry, Bombay TATA Institute School of
work.
• Kothrai.C.,2001 research Methodology
• S.C.Gupta and V.K.Kapoor,Fundamental of Statistics
• S.P.Gupta,Statistical Methods