Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
BACHELOR OF COMMERCE
From the university of Calicut
Submitted by
SHIJI.K.G
Reg. No. DLAPBCM004
Under the guidance of
RESHMA.K
Assistant Professor, Department of Commerce
Sadanam Kumaran College, Pathiripala
DEPARTMENT OF COMMERCE
SADANAM KUMARAN COLLEGE, PATHIRIPALA
2015-2018
SADANAM KUMARAN COLLEGE, PATHIRIPALA
DEPARTMENT OF COMMERCE
Date : principal,
Pathiripala
External Examiner :
SADANAM KUMARAN COLLEGE, PATHIRIPALA
DEPARTMENT OF COMMERCE
This is certify that the project report entitled “ A Study on Training and
Development in Steel And Industrial Forging LTD. Athani , Thrissur ” is a genuine
work done by SHIJI.K.G ,Reg. NO.DLAPBCM004 in partial fulfillment of the requirement
for the award of the Degree of Bachelor of Business Administration from the university of
Calicut during the period 2015-2018 under my supervision and guidance.
Pathiripala
DECLARATION
I,SHIJI.K.G , Reg.No.DLAPBCM004 Sixth semester B.COM student of
Sadanam Kumaran College, Pathiripala, here by declare that the project titled “ A study on
Training and Development in Steel And Industrial, Athani ,Thrissur” is an authentic
record of work done by me , under the guidance of Smt. RESHMA.K ,faculty in commerce
,sadanam kumaran college, pathiripala.
The facts and figures record in the project are true to the best of my knowledge and I
submit this project with confidence to the requirement of B.COM Degree course.
I also declare that no one submitted this project fully or partly for the award of any
degree ,diploma or other similar title of recognition.
Place : SHIJI.K.G
Pathiripala
ACKNOWLEDGEMENT
I am thankful to the almightly , without his grace this project could not have been done
successfully .
We would like to express our sincere gratitude to Mr. Ravikumar , the Director ,
Sadanam Kumaran College , Pathiripala .
I express my gratitude to the management and the staff of Steel And Industrial Forging
.LTD ,Atani ,Thrissur .
I would like to express my sincere thanks to my teachers and friends for their co-
operation in completing the project.
Place: SHIJI.K.G
CONTENTS
CHAPTER NO TITLE PAGE NO
1. INTRODUCTION
2. THEORETICAL FRAMEWORK
BIBLIOGRAPHY
LIST OF TABLES
TABLE NO TITLE PAGE NO
LIST OF CHARTS
CHART NO TITLE PAGE NO
Components of training
2.13
Organizational structure
3.8
Training can be introduced simply as a process of assisting a person for enhancing his
efficiency and effectiveness to a particular work area by getting more knowledge and
practices . Also training is important to establish specific skills , abilities and knowledge to an
employee . For an organization , training and development are important as well as
organizational growth , because the organizational growth and profit are also dependent on
training . But training is not a core of organizational development . It is a function of
organizational development.
IN the field of HRM training and development is the field concern with
organizational activities which are aimed to bettering individual and group performances in
organizational settings . It has been known by many names in the field HRM such as
employee development , human resources development learning and development etc....
training is really developing employees capacities through learning and practicing
In the modern world of technological changes , the need for training is being
increasingly recognized so as to keep the employees in touch with new developments . Every
concern has a systematic training program . Training refers to the process of imparting
specific skills . Development aims to improve the over all personality of an individual . This
term is mostly used on the context of executives only .
1.3REVIEW OF LITERATURE
Barid liayd , grith Darrel iunderson John 2003 . This article focurses on
training and development straleyier require and remodeling due to globalization and fast
moving business . In order to enhances performance with less cost and enveiopment certain
as peers of business .
Paul leuis , hilliam J Rothwell , lindamillar a had osman gani 14/2010 . this
article says that the effective use of human resourses is seen as a perquisite and the training
and development of employees as paramount . The growth of training and development as
academic subject refers its growth in practice .
1.4.2SECONDARY OBJECTIVIES
To know training methods for employees in the organization .
To analyze whether the quality of training and satisfaction of respondents
related .
To analyze whether the employees are satisfied with their current training
methods .
To find out the impact of training program on the employees performance .
1.5METHODOLOGY
1.5.1 SOURCES OF DATA
SECONDARY DATA
The main sources of the secondary data is through the internet and
past records on the research study and materials which have already been further statistical
process .
PRIMARY DATA
The primary data require for research study was collect through
questionnaire . Questionnaires are prepared and personal interview was conducted .
SAMPLING METHOD
In this study researcher has used simple random sampling method.
1.7 LIMITATIONS
This study is restricted to steel and industrial forging LTD
The study is conducted considering the prevailing condition
There may be error due to bias opinion of the employees
1.8 CHAPTERISATION
CHAPTER-1 INTRODUCTION
It includes introduction , research problem , review of literature objective of the
study , methodology , tools for analysis , scope of the study , limitation of study .
REFERENCE.
Employee training and Development by Raymond Noe,2006.
Training and Development : Enhancing communication and Leadership skills, book by
Steven .A. Beebe ,Timothy .P. Mottet and K.David Roach, 2012.
WWW.google.com/training and development
CHAPTER -2
THEORETICAL FRAMEWORK
2.1 INTRODUCTION
The efficiency of an organization depends directly on the capability and talent of its
personnel and how motivated they are. Capability of a person depends on his ability to work
and the type of training he receives. While his personal capability is evaluated trough proper
selection procedure, his training is taken care of by the organization after he has been
employed by the organization.
In the field of human resource management, Training and development is the field concern
with organizational activities which are aimed to bettering individual and group performance
in organizational settings. It has been known by many names in the field human resource
management ,such as employee development Human Resource Development ,learning and
development etc…. Training is really developing employees capacities through learning and
practicing.
The term 'training' is concerned with imparting specific skills for a particular purpose. The
term development refers broadly to the nature and direction of change induced in
employees through the process of training and education.
The purpose of training is to bridge the gab between job requirements and present
competence of an employee.
TRAINING
Training is the formal and systematic modification of behavior through learning
which occurs as a result of education , instruction , development and planned experience .
DEVELOPMENT
Development is any learning activity , which is directed towards future
needs rather than present needs , and which is concerned more with carrer growth
than immediate performance .
It is a long term educational process .
Refers to philosophical and theoretical educational concept .
Managerial personnel .
General knowledge purpose .
Offen takes people away from their job for varying periods of time .
Narrow experience .
3. TECHNOLOGICAL CHANGES
Technological changes are happening at a very speed all over world . New
machines including computers are increasingly used in organization . These fast
changes
require training into new technology .
4. ENVIRONMENTAL CHANGES
Due to globalization and liberalizations new firms are growing with technology
in the field . The existing their position . Apart from this they want to expand , grow and
diversity their products . So the changing environment compels organization to provide
training to employees to me with new changing environment situations .
5.INTERNAL MOBILITY
Employees are transferred from one job to another due to promotion and
transfer . Training is to be provided to employees before they are asked to perform new job .
Skill required .
Qualification of candidates .
Cost of training .
Period of time available .
Depth of knowledge required .
Purpose of training .
Nature and size of the group to be trained .
Nature of the job and types of employees .
Special courses
Special courses are conducted by an organization with the help of experts .
Experts conduct a series of lectures . There lecture are meant knowledge about
performing special tasks .
Conferences
Employees in the same organization or different organizations come
together to discuss the various aspects of a particular topic . Experts are delivering
lectures after discussion .
Case study
In this form of training , a trainee undertakes a case study and learn how
decisions were arrived at in such practical situations . Case studies help in developing
decision making skills . Cases are discussed in a group . Case study helps to develop
power of reasoning , analytical skills , mental capabilities , and finally the decisions
making of an employee . It also increases the trainees power of observation .
Seminars
A trainee presents a paper on a particular topic . Copies among
participants and it is discussed . This participants are able to learn about the topic
through discussion . Sometimes , experts and specialists are invited to read papers
which are discussed in session .
Role playing
Here trainee are required to play the role of supervisor . A problem or
work situation is given which they are expected to tackle in that role . It is a very
useful device to change attitudes of trainees .
Sensitivity training
Groups consisting often to fifteen persons all selected . They can share
their experiences . This type of training is aimed at creating and improving sensitivity
to the feeling of other . It is good technique used to know how others feel . Ones
emotional behavior , action , ideas etc…. If it used carefully , it can be used as a
technique for understanding human relationships .
Lectures
It is a verbal presentation by an instructor to a large audience . It is an
excellent and economic technique for group training . The lecture is assumed to
posses a considerable depth of knowledge of the subject concerned . New policies ,
changes in policies and practices , rules and regulations, can be communicated by
this method .
Audio visuals
It includes televisions slides , video films . Overheads etc . These can be
used to provide a wide range of realistic examples of the job condition and situation
in the short period .
Simulation
It is an attempt to create a realistic decision making for the trainee . For
examples , training to astronauts is done in an artificially created situation which is
the same as they would face in space .
Laboratory training
It is a group training technique . It is useful to improve mutual
understanding , human relationship and interpersonal skills . It involves sharing of
experiences and examination of behaviour , feeling and reaction on them .
3.VESTIBULE TRAING
This is another type of training which is adopted when large number
of persons are to be trained within a short span of time . A special area or a room is set aside
from the main production area . This room is equipped with furnishings similar to those
found in actual workplace . The trainee is permitted to learn and work at this place .
4.APPRENTICE TRAINING
Candidates are selected and appointed as trainee or apprentices . The
selected persons work under experienced workers or supervisors who give guidance and
help while doing the job . The apprentices will get stipend during the training period . They
are offered jobs after completion of training successfully .
5.CLASS ROOM TRAINING
Under this method , training is provided in organizations class room ,
or in educational institution lectures , case studies , group discussion and audio visual aids
are used to explain knowledge and skills to trainees .
6.LEARNER TRAINING
Learners are those persons who are selected for semi skilled job and
they lack even the basic knowledge of industrial engineering . First they are given education
in vocational schools . Then they are allowed to learn operation of machines .
7.INTERNSHIP TRAINING
It is a joint programme of training conducted by educational institution
and business firm . Selected candidates carry on regular studies in an educational
institution . The business firm provide practical training to them in factory to acquire
practical knowledge and skills .
The top management frames the basic training policy and approves the training
programmes and budgets.
Instructional programmes are planned and evaluated by personal departments.
The various development plane are implemented by line supervisor.
The participants are required to provide feedback,revision and suggestions for
improvement of programmes.
6. Selection of training
The number and type of employees who are in need of training is to be
selected. It may be new or old employees unskilled or semi skilled employees ,supervisors or
executives. Various types of training should be designed according to the type of persons
trained.
7.Preparation of training
Preparation of training consist of two stages.
11. Presentation
The trainer tells demonstrates and illustrates in order to provide the new knowledge and
operations. He should explain every point clearly. Key points should be stressed .Audio visual
aids can also be used to demonstrate and illustrate.
13. Follows up
The effectiveness of training programme is to be verified. The feedback generated through
follow up will help to reveal the errors or mistakes done. It will also help in designing future
training programmes.
1.Orientation Training
This types of training is provided to new entrants or employees . A new
employee to be introduced in the organization . The information about the location of
various departmental offices , cafeteria , and other facilities are to be given to newly
appointed employees . He is also to be introduced to superiors and subordinates .
2.Job Training
This types of training is provided to increase the knowledge and skills of
employee for improving the performance on the job . The works are able to handle
machines , equipments and materials safety and correctly through this type of training .
Such type of training helps to reduce accidents , waste and inefficiency . It involves mainly
two methods namely on the job training and off the job training .
3.Craft Training
Training is given to employees in the different crafts by an experienced
craft man . The learning period is comparatively higher . Apprenticeship training is one of the
methods adopted in craft training .
4. Safety Training
This types of training is provided to minimize accidents and damages to
machinery . It involves giving instructions in the use of safety devices and in safety
consciousness .
5.Promotional Training
In this type of training , training is provided to existing employees to
enable them to occupy higher posts . Potential employees are selected and they give
training before giving promotion .
6.Refresher Training
Wide and quick changes are occurring in the field of technology . The
existing employees are to be equipped with new sopshisticated technology to meet the new
circumstances , Refresher training or re-training programmes are conducted for this purpose
.
7.Remedial Training
This type of training is arranged to overcome the short coming in the
behaviour and performance of employees . Some employees are following a particular path
which they think correct . To rectify and follow a correct way remedial training is conducted.
2.12 Difference Between Training And Development
Training is meant for non-managerial personnel . Development is meant for
managerial personnel or executives .
The purpose of training is to develop specific and job related skills in an individual .
The aim of development is to develop the total personality of an individual .
Training is a short – term affair . Development is long term educational process .
Training involves technical and mechanical operation and it is designed for non
managerial personnel . Development involves philosophical and theoretical
educational concept and it is designed for managers .
Training prepares employees for performing present jobs needs . Development is the
preparation of employees to meet future needs .
1.Personal Level
Development at this level includes better understanding of employees .
Self and his role in the organization . It creates an understanding of how personal
behavioural tendencies to problem solving , interpersonal relationships with others and in
fact view of life in general .
2.Interpersonal Level
The way individual employees in an organization relate to one another
and to customers can create sustainable competitive advantage . Consultant can help the
organization to create that advantage by developing systems of communication , negotiation
agreements , conflict management , giving and receiving feedback , and handling emotional
situations . These systems of inter personal behaviours and skills help create lasting business
relationship with customers and save time and team the ability to address tough internal
issue effectively .
3.Managerial Level
In addition to personal and interpersonal skills , managers often need
help in clarifying and communicating team missions , goals and structures . consultants
provide manager with expertise in the areas of team development , delegation and
employee involvement employee empowerment , managing performance , coaching and
counseling , mentoring and negotiating inter group agreements .
4.Organisatinal Level
Clarifying and communicating organizational objectives and mission and
alignment its structure and systems with team is critical to organizational success .
Consultans expertise in such areas as performance management , compensation , and
management development systems helps the organization target its effort and create
competitive advantage .
1.Insight
The success of training programme depends on the extent to which trainers and trainees
understand the goal of training and openly share feedback. Employees must know what
needs to be developed and hoe to acquire the knowledge and skills they need. This require
employees to understand and analyze their developmental needs and career vision.
2.Motivation
Employees must be willing to invest time and energy to develop themselves . Unless
employees are self motivated to make conscious effort to develop their skills and
competencies , training and development programmes will yield little result . Motivated
employees actively pursur learning to improve their skills and competencies for improving
overall performance . They will invest more time , energy and effort in training and
development programmes if they know that the competencies they will acquire and transfer
to workplace will be appropriately rewarded .
3.Opportunity to learn
The necessary conditions for systematic development of employees must be provided by the
organizations . Learning provides the much needed skills to improve job related
competencies and employees would acquire competencies for enhanced contribution to the
bottom line of the organization without opportunity for learning , employees skills and
competencies will become obsolete .
5.Follow up
Employees must internalize their new capabilities to actually improve performance and
results . Trainers must conduct follow up studies to examine the degree of transfer of
training skills to job . They should quide employee has difficulty in application of new
knowledge and skills being acquired through training and development programs . Also ,
employees needs to be given positive feedback on progress and improvement made in job
related skills and competencies periodically after training to reinforce continual application
of learning and motivating them to shaspen the skills further .
1.15 Aims Of Training
The main aim of training is to help the organization achieve its objectives by adding
values to its key assets the human resources. Training means investing in human
resources to enable them to perform better and to empower them to make the best use
of their natural abilities. Training and development can be initiated for a variety of resons
for an employee or group of employees. The main aim of training are:-
Untiring efforts of three decades has saddled SIFL firmly in the Forging Industry of India
and abroad with best ratings for its products and services .Forgings with exquisite
designs and shapes ,flawless forms and contours ,broad bands and spectra of metals like
ALLOY STEEL,SUPER ALLOYS,ALUMINIUM and TITANIUM. All in wide range of weights
and unmatched quality have made SIFL the most sought after forging company in the
country for critical components.
SIFL's diverse product mix caters to a wide range of sectors .These include complex and high
precision Aerospace forgings , Specialised Forgings for Defence ,Heavy Forgings for Commercial
vehicles ,Railways and other components for automobiles etc
4. Mature production
Weaknesses
1. Unscientific mining
2. Low productivity
6. Inadequate infrastructure
Opportunities
1. Unexplored rural market
3. Exports
4. Consolidation
Threats
3. Dumping by competitors.
According to SIFL, company is SILK and its subsidiary units. So all norms are written as SILK,
the company. (Source :HR Manual of SIFL)
Website http://www.siflindia.com
Contact No 04872201751
CHAPTER-4
DATA ANALYSIS AND
INTERPRETATION
Table 4.1
Table showing the years of working experience in this company.
Chart 4.1
Chart showing the years of working experience in this company.
PERCENTAGE
INTERPRETATION
The above table shows that 70% of the respondents have a working experience of more than
15 years and 20 % of the employees have an experience of 5 to 10 years and 10% of
employees are in between 1 to 5 years . 0 % are new employees having an experience of
than less than 1 year .
Table 4.2
Table showing employees opinion regarding whether the training helps to increase the
motivation level of employees.
Yes 76 95
No 4 5
Total 80 100
Source :Primary Data
Chart 4.2
Chart showing employees opinion regarding whether the training helps to increase the
motivation level of employees.
100
90
80
70
60
50
40
30
20
10
0
YES NO
INTERPRETATION
The above graph indicates that the 95 % of the respondents says that the training helps to
increase the motivation level of employees and the remaining 5% says that the training is
not helped to increase the motivation level of employees .
Table 4.3
Table showing whether the training programs help to increase the productivity .
Strongly agree 12 15
Agree 68 85
Disagree 0 0
Strongly agree 0 0
total 80 100
Source : Primary Data
Chart 4.3
Chart showing whether the training programs help to increase the productivity
90
80
70
60
50
40
30
20
10
0
Strongly agree Agree Disagree Strongly agree
INTERPRETATION
From the above graph it is clear that 85% of the respondents agree that training program
helps and 15% of the respondents strongly agree with the training programs that helps to
increase the productivity.
Table 4.4
Table showing to whom the training is given more in organization.
Chart 4.4
Chart showing to whom the training is given more in organization
60
50
40
30
20
10
0
senior staff junior staff new staff based on requirements
INTERPRETATION
From the above graph it is clear that 60% of respondents have an opinion that training is
given mostly based on requirements and 20% of the respondents says that the training is
given more in organization for junior staff.
Table 4.5
Table showing how often is the training programs are conducted in your organization.
Chart 4.5
Chart showing how often is the training programs are conducted in your organization.
35
30
25
20
15
10
5
0
every month every quarter half yearly once in a year
Interpretation
From the above graph it is clear that 35% of the respondents says that the training programs
are conducted in half yearly in the organization.
Table 4.6
Table showing employees opinion regarding whether the training program helps to
improve employee – employer relationship.
Strongly agree 20 25
Agree 56 70
Strongly disagree 0 0
Disagree 4 5
Total 80 100
Source: Primary Data
Chart 4.6
Chart showing employees opinion regarding whether the training program helps to
improve employee – employer relationship.
percentage
70
60
50
40
30
20
10
0
Strongly agree
agree
Strongly disagree
disagree
INTERPRETATION
The above graph indicates that the 70% of the respondents says that the training helps to
improve the employer – employee relationship and 25% respondents strongly agree that
training helps to improve the relationship of the employees.
Table 4.7
Table showing the opinion regarding duration of the training program
Sufficient 36 45
To be extended 12 15
Manageable 24 30
To be shortened 8 10
Total 80 100
Source :Primary Data
Chart 4.7
Table showing the opinion regarding duration of the training program
Percentage
45
40
35
30
25
20
15
10
5
0
Sufficient
To be extended
Manageable
To be shortened
INTERPRETATION
From the above graph it is clear that 45% of the respondents says that the duration of
training is sufficient and 30% of the respondents have an opinion that training period is
manageable.
Table 4.8
Table showing the main motive or importance of training program
Chart 4.8
Table showing the main motive or importance of training program
Percentage
80
70
60
50
40
30
20
10
0
i ty al ge ve
c tiv n
go
a sta
a bo
du tio e
ro si a c ew f th
e p n du lo
th rga re Al
se eo To
rea th
In
c
i ng
h i ev
Ac
INTERPRETATION
From the above graph it is clear that most of the employees have the opinion that training
helps to increase the productivity, achieving the organization goal and to reduce wastage.
Table 4.9
Table showing the number of training programs attended by the employee in a year
Chart 4.9
Chart showing the number of training programs attended by the employee in a year
percentage
INTERPRETATION
From the above table it is understood that 100% of the respondents says that they training
programs are attend less than 10 in a year
Table 4.10
Table showing the opinion about present training system
Chart 4.10
Chart showing the opinion about present training system
percentage
50
40
30
20
10
0
Excellent
Good
Average
Below average
INTERPRETATION
From the above graph it is clear that 45% of the respondents report that the present training
system is going on in a good manner and 5% of the respondents says that the training
system is below average.
Table 4.11
Table showing employees opinion regarding the physical organization of training at the
workplace.
Chart 4.11
Chart showing employees opinion regarding the physical organization of training at the
workplace.
60
50
40
30
20
10
0
Excellent Good Average Bad
Table 4.12
Table showing employees expectation from the training and development programmes to
make their carrier aspiration to come true
Chart 4.12
Chart showing employees expectation from the training and development programmes to
make their carrier aspiration to come true
45
40
35
30
25
20
15
10
5
0
g dy es r
in tu ur he
in s d ot
tra ee oc
e
ip egr pr
h
rs ld g
de na etin
Le
a ter e
Ex
a lm
rm
Fo
INTERPRETATION
The above table shows that the majority of the employees 45% says that the leadership
training is the training and development that need to make their carrier aspiration to come
true. The 5% of the employees says that the formal meeting procedures are the training and
development that they make their carrier aspiration to come true.
Table 4.13
Table showing whether the employees get any compensation during the period of training
Chart 4.13
Chart showing whether the employees get any compensation during the period of
training
54
53
52
51
50
49
48
Yes No
Table 4.14
Table showing the ideal time to evaluate training
Chart 4.14
Chart showing the ideal time to evaluate training
50
45
40
35
30
25
20
15
10
5
0
immediate after training After 15 days After 1 month Can't say
INTERPRETATION
From the above graph it is clear that 50% of the employees mention that there is no fixed
time to evaluate training , but 10% of the employees says that after 1 month, training affect
can be evaluate.
Table 4.15
Table showing various type of training program given by the organization
Chart 4.15
Chart showing various type of training program given by the organization
PERCENTAGE
INTERPRETATION
The above graph indicates that the 12.5% of the respondents get on the job training as a
part of the training program. 43.75% of the respondents get off the job training and 25%of
the respondents get case study training program. And remaining 18.75 of the respondents
get class room training program.
CHAPTER 5
FINDINGS, SUGGESTIONS
AND CONCLUSION
5.1 FINDINGS
In this organization 70% of the respondents says that they are working above 15
years for this company
95% employees says that the training helps to increase the motivation level of
employees
85% of the employees says that the training programs helps to increase the
productivity
The organization give more training based on their requirements (60%)
The training programs are conducted in the organization mostly at every half yearly
70% of the workers agree that the training program helps to improve the employees
employer relationship .
In this organization the duration for training period is sufficient
75% of the employees says that the importance of training is to increase the
productivity ,achieving the organizational goal and also to reduce wastage
The research finds that 100% of the respondents attend less than 10 training
programs in a year
In this organization 45% of the employees says that the present training system is
good
55% of the employees says that the workplace of the training is physically organized
in an good manner.
The leadership training is the major training and development that the employees
need to make their carrier aspiration to come true
In this organization 50% of the employees says that they get compensation during
the period of training
In this organization the majority of the employees can’t say the ideal time to evaluate
training
This organization gives off the job training method to majority of the employees.
5.2 . SUGGESTIONS
The organization should give due attention in the aspect of training to the new staffs.
The organization should collect feedbacks from the employees after each training
course.
The organization should give more emphasize to on the job training method
employees. Because it will help the employees to understand more about the
working environment.
Employees must be motivated to take up Training Programmes regularly to update
their skills and learn new technique to perform their work effectively and efficiently.
Appropriate planning and execution of the training programme will help to
increase the effectiveness of training.
5.3 CONCLUSION
Analysis of all the fact and figures the observation and experience during the training period
give very positive impression regarding the training imparted by steel and industrial foreign
ltd thrissur. The training and development program adopted concentrated on areas like
quality aspects , job oriented training , technical skills and knowledge. Most of the
respondents rated as good and excellent towards the overall quality and effectiveness of the
training and development programs and satisfied with the present training methods. We can
see that the organizational training has great impact on employees. If the organizational
training is not good then it will adversely affect employees. In the study employees shows
great importance to training also they are in the view that training is an important
component for new and existing employees. It increase performance and satisfaction level in
the job.
Training enables the employees to develop their skills within the organization and hence
naturally helps to increase the oranisation’s market value, earning power of the employees
and job security of the employees. Training mould the employees attitude and helps them to
achieve a better cooperation within organization. Training and development programs
improve the quality of work life by creating an employee supportive workplace.
ANNEXURE
1. For how long have you been working for this company ?
employees?
strongly agree
Agree
Disagree
Strongly disagree
Senior staff
Junior staff
New staff
Based on requirements
Organization?
Every month
Every quarter
Half yearly
Once in a year
ship ?
Strongly agree
Agree
Strongly disagree
Disagree
Sufficient
To be extended
Manageable
To be shortened
Less than 10
10-20
20-40
More than 40
Excellent
Good
Average
Below average
11.How well the workplace of the training is physically organized?
Excellent
Good
Average
Bad
Leadership training
External degree study
Formal meeting procedures
Other
compensation?
Yes No
WEBSITES:
Steel and industrial forging ltd
Steel industrial.net
Steel.gov.in
www.ask.com/training and development
www.google.com/training and development
www.training and development.com
www.worldsteel.org
www.wikipedia.com