-*

Sl No Contents

1 Introduction to HRM

2 Company Profile

Review of Literature
3 (Introduction of Training &
Development )

4 Analysis & Interpretation

5 Findings & Suggestions

6 Bibliography
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Human resource management is the process which develops and

manages the element of an enterprise i.e., recruit; select, trained develop
members of an organization, not only management skills but also the
attitudes and aspirations of people. Human resource management is
concerned with integration getting all the members of the organization
involved and working together with a sense of common purpose. HRM
is proactive rather than reactive, qualitative improvement of people who
are considered the most valuable assets of an organization.

Today Human Resource occupies, more than ever, the center

stage of all economic activities. It is alarming time for all those
organization that wish to be successful in global markets to gear up and
implement desired shift in their prevailing.

HRM is that branch of management that deals with managing one of the
resources of the organization-Human Resources.

The function of Human Resource management is to acquire train,

develop and retain the human resources of the organization.

Objectives of HRM:

 To ensure effective utilization of human resources. All other

organizations resources will be efficiently utilized by the human
resources.
 To ensure respect of human beings by providing various services and
welfare facilities to the personnel.

EVALUATION OF HRM
Human resource management is a relative title for all aspects of
managing people in an organization. It represents a broad based
understanding of the problems of people and their management in view
of the development of behavioral science knowledge.

The American society of personal administration (ASPA), the

largest professional association in this field of management, changed its
name to the society for Human Resource Management (SHRM). Since
then, the expression is gradually replacing the term “PERSONNEL
MANAGEMENT”.

It represents a broad based understanding of the problems of people and

their management in view of the development of behavioral science
knowledge.

Growth in the businesses, competition and increasing size during sixties

and seventies and led to the need for attraction and retaining talented
people. Hence formulation policies on human resource planning,
recruitment and selection, training and development, performance and
potential appraisal, internal mobility and compensation management
etc., also become apart of the functions of the welfare officer (W.O).

Thus, in this management all the M’s-Money, Materials, Markets,

Machine and Men the “MANAGEMENT OF MEN” is most
fundamental and dynamic as will as a challenging task. It is the men, not
machines, materials, money and markets who make the organization.
Therefore, personnel management against utmost important in obtaining
effective results through commitment as well as accomplishment of all
desired goal.
With the increasing recognition of the important of human resources and
their contribution to the survival of the organizations, personnel function
has now been called as Human Resource.

Today the HRM function can be seen as

HRM department in BCCPL is a centralized system, which takes care of

recruitment, selection and induction, manpower planning, employee
benefits, payroll administration, employee retention plan, statutory
compliances, administration.

HR department has recognized more important to cater the growing

requirement of company.

In order to retain the high turnover professional division in human

resource is required to maintain proper systems, policies and retention of
employees.

Based on above points HR department has evolved, growth and

achievements of this department is remarkable.

Functions and Objectives of HRM

The primary objective of HRM is to ensure the availability of a

competent and willing to an organization. There are mainly four
objectives
 Societal objectives: To be ethically and socially responsible to the
needs and challenges of the society while minimizing the negative
impact of such demands upon the organization.

Organizational objectives: To recognize the role of HRM in bringing

about organizational effectiveness.

Functional objectives: To maintain the departments contribution at a

level appropriate to the organizations needs.

Personal objectives: To assist employees in achieving their personal

goals, atleast in so far as these goals enhance the individual’s
contribution to the organization

HR PRACTICES

1. HUMAN RESOURCE MANAGEMENT

Human resource management means employing people, developing

their resources, utilizing, maintaining and compensating their services in
tune with job & Organizational requirements with a view to contribute
to the goals of the organization, individual and society.

2. JOBDESIGN

Job design is defined as the process of deciding on the content of a job

in term of duties and responsibilities of job holders on the methods to be
aged in carrying out the job in terms of techniques, system & procedures
on the relationship that should exist between the job holder & his
superiors, sub ordinates and colleagues.

3. JOB ROTATION

Job rotation refers to the movement of an employee from one job to

another jobs themselves are not actually changed; only the employees
are rotated among various jobs. An employee who works on a routine
job moves to other job and backs up to the first job.

4. JOB ENLARGEMENT

Job enlargement means adding more and different tasks to a specialized

job to provide greater variety. This process is called job loading or job
enlargement. It is a horizontal slice of the organization.

5. JOB ENRICHMENT

It loads the job vertically. It means adding duties & responsibilities that
will provide for skill variety, task identity, task significance, autonomy
and feedback on job performance.

6. HUMAN RESOURCE PLANNING

 HRP means deciding the number & type of the human resources
required for each job unit.

7. RECRUITMENT

Recruitment is defined as a “process to discover the sources of man

power to meet the requirements of staffing schedule & to employee
effective measures for attracting that man power in adequate number to
facilitate effective selection of an efficient work force.

8. SELECTION

It is an intention to choose the best qualified & suitable job candidate for
each unfilled job.

9. PLACEMENT

Placement is the determination of the job to which an accepted

candidate is to be assigned & his assignment to that job. When
thecandidate reports for duty, the organization has to place him initially
in that job for which he is selected.

10. INDUCTION/ORIENTATION

It is the process of receiving & welcoming an employee when he first

joins a company & giving him the basic information so that he can settle
down quickly & happily start work.
11. PERFORMANCE APPRAISAL

Performance Appraisal is the systematic evaluation of individual of

his/her performance towards the job.

12. TRAINING

Training is the act of increasing the knowledge and skill of an employee

for doing a particular job. It is a short term educational process.

3. 1 REVIEW OF LITERATURE

INTRODUCTION TO TRAINING AND DEVELOPMENT

Organization and individual should develop and progress simultaneously for their
survival and attainment of mutual goals. So every modern management has to
develop the organization through human resources development. Employee
Training is the important sub – system of human resources development Employee
Training is a specialized function and is one fundamental operative functions for
human resources management.
TRAINING :

Training is a short term educational process and utilizing a systematic and

organized procedure by which employees learn technical Knowledge and skills for a
definite purpose.

Training is a planned process to modify attitude, Knowledge or skilled

behavior through learning experience to achieve performance in any activity or
range of activities.

It’s purpose in the work situation is to develop the abilities of the individual and to
satisfy the current the current and future needs of the organization.

DEVELOPMENT:

Management development is a systematic process of growth and

development by which the manages develop their abilities to manage. So it is the
result of not only participation in formal cources of instruction but also of actual job
experience. It is concerned with improving the performance of the managers by
giving them opportunities for growth and development.

It is any attempt that improves managerial performance by imparting

knowledge, changing attitudes, or increase skills. It thus includes in – house
programs like courses, coaching and rotational assignments. Its focuses more on
the employee’s personal growth.
DEFINITIONS :

“The learning experiences which are mainly concerned with actual job
performance”

“The process of teaching new employees the basics skills they need to
perform their jobs”.

Training is a systematic process to increase the knowledge and improve the

skills of people performing various specialized parts of overall tasks of the
enterprise.

The purpose of training is to bring the hidden skills of individual upto a

desired standard for present and future assignments. In a more general sense,
training improves the skills and provides knowledge and information for carrying
out various specialized assignments, in the total work of the enterprise.

All types of jobs require some type of training for their efficient performance
and there fore all employees new or old should be trained in terms of job security
and greater opportunity for advertisement. Skills thus acquired by the employee
through training is an asset to the organization and employer. Thus establishing a
sound training programme is a necessity for every organization for the development
of the personnel.

The general management development consists of

 Assessing the company needs

 Appraising the managers performance and
 Developing the managers themselves
IMPORTANCE OF TRAINING :

Training is the most important technique of human resources

development. As stated earlier, no organization can get a candidate who exactly
matches with the job and the organizational requirements. Hence Training is
important to develop the employee and make him suitable to the job. And
organizational requirements are not static they are changed from time to time in
view of technological advancement and change in the awareness of the total quality
and productivity management(TQPM). The Objectives of the TQPM can be
achieved only through training as training develops human skills and efficiency.

Trained employees would be a valuable asset to organization. Organizational

efficiency, Productivity, Progress and development to a greater extent depend on
training organizational objectivities like viability, stability and growth can also be
achieved through training. Training is important, as it constitutes significant part of
management control. The management is benefited in the sense that higher
standards of quality are achieved, satisfactory organizational structure is built up,
authority is delighted and stimulus for programme applied to the employees training
heighten the morale of the employees and helps in reducing dissatisfaction ,
complains, grievance, absenteeism, reduces rate of turn over, Further trained
employees make a better and economical material and equipment, therefore
wastage and spoilage are lessened and the need for constant supervision is
reduced.
Need for Training :

Training is not something that is done once to new employees, it is

used continuously in every well – run establishment. Further, technological
changes, automation, require up-dating the skills and knowledge. As such an
organization has to retrain the old employees. Assessing the training needs of
Current employee can be more complex, since we have the added task of deciding
whether or not training is the solution. For example, performance may be down
because the standards are not clear or because the person is not motivated

Management can determine this by answering four questions.

1. What are the Organizational goals?

2. What task must be completed to achieve these goals?
3. What behaviors are necessary for each job incumbent to complete his or her
assigned?
4. What deficiencies, if any, do incumbents have in the skills; knowledge or
attitudes required the necessary behavior.

These questions demonstrate the close link between human resources

planning and determination of training needs.

Specify, the need for training arises due to the fallowing reasons

 To mach the employee specifications with the job requirements and

organizational needs.
 Organizational viability and the Transformation process.
 Technological Advances.
  Human relations.
 Change in the job assignments.
 Improve organizational growth.
 Minimize the resistance to challenge.

OBJECTIVES OF TRAINING :

After training needs have been analyzed, concrete measurable training

objectives should be set. Objectives specify what are trainee should be able to
accomplish after successfully completing the trainee and the trainer and a
benchmark for evaluating the success of training programme.

 To prepare the employees both new and old to meet the present as well as
the changing requirements of the job and the organization.
 To prevent obsolescence.
 To impart the new entrants the basics knowledge and skills they need for an
intelligent performance of definite job.
 To prepare employees for higher – level tasks.
 To assist employees to function more effectively in their present positions by
exposing them to the latest concepts, information’s and techniques and
developing the skills they will need in their particular fields.
 To build up a second line of competent officers and prepare them to occupy
more responsible positions.
 To develop the potentialities of people for the next level job.
 To ensure smooth and efficient working of department.
 To ensure economical output of required quality.
 To promote individual and collective morale. A sense of responsibility, co –
operative attitudes and good relationships.
 TRAINING TECHNIQUES :

Training Techniques

On – The -Job Training Off –the- Job Training

- Job Rotation - Vestibule Training

- Coaching - Role Playing
- Job Instruction or - Lecture Methods
- Training Through step by Step - Conference or
discussion
- Committee Assignments - Programmed
Instruction

ON THE JOB TRAINING :

This type of training , also known as job instruction training, is the most
commonly used method , the individual is placed on a regular job and taught the
skills to perform that job. The trainee learns under the supervision and guidance of
a qualified worker on instructor, on the job training has the advantage of giving first
and knowledge and experience under the actual working conditions.
JOB ROTATION :

This type of training involves the movement of the trainee from one job to
another. The trainee receives job knowledge and gains experience from his
supervisor or trainer in each of the different job assignments. Through this method
of training is common in training managers for general management positions,
trainees can also be rotated from job to job in workshop jobs. This method gives an
opportunity to the trainee to understand the problems of employees on other jobs
and respect them.

COACHING :

The trainee is placed under a particular supervisor functions as a coach in

training the individual. The supervisor provides who feed back to the trainee on his
performance and offers him some suggestions for improvement. Often the trainee
shares some of the duties and responsibilities of the coach and relives him of his
burden. A limitation of this method of training is that the trainee may not have the
freedom or opportunity to express his own ideas.

JOB INSTRUCTION :

This method is also known as training through step by step this method,
trainer explains the trainee the way of doing the jobs, job knowledge and skills and
allow him to do the job.

COMMITTEE ASSIGNMENTS :

Under the committee assignments, group of trainees are given and asked to
solve as actual organizational problem. The Trainee solve the problem jointly. It
develop teamwork.
OFF- THE – JOBTRAINING TECHNIQUES :

Under this method of training, trainee is separated from the

job situation and his attention is focused upon learning the material related to his
future job performance. Since the trainee is not distracted by job requirements, he
can place his entire concentration on learning the rather than spending his time in
performing it. There is an opportunity for freedom of expression fort he trainees. Off
the job Training methods are as follows.

VESTIBULE TRAINING :

In this method actual work conditions are simulated in a classroom. Material,

files and equipment those are used in actual job performance are also used in
training.

This type of training is commonly used for training personal for clerical and semi
skilled jobs.

ROLE PLAYING :

It is defined as a method of human interaction. That involves realistic

behavior in imaginary situations. This method of training involves action, doing and
practice.

The participants play the role of certain characters, such as the production
manager, mechanical engineer superintendents, maintenance engineers, quality
control inspectors, foreman’s, workers, and the like. This method is mostly used for
developing inter personal interactions and relations.
LECTURE METHOD :

The lecture is a method of instruction, the instructor organizes the material

and gives it to a group of a trainees in the form of a talk. To be effective, the lecture
must motivate and create interest among the trainees. Thus, the cost and time
involved are reduced. The major limitations lecture method is that it does not
provide for transfer of training effectively.

CONFERENCE OR DISCUSSION :

It is a method of training the clerical, professional and supervisory personal.

This method involves a group of people who pose ideas, examine and share facts,
ideas and data, test assumptions and draw conclusions, all of which contribute to
the improvement of job performance. Discussions has the distinct advantage over
the lecture method in that the discussion involves two way communication and
hence feed back is provided. The participants feel free to

Speak in small groups. The success of this method depends on the leader ship
qualities of the person who Leeds the group.

PROGRAMMED INSTRUCTIONS:

In recent years this method has become popular, the subject matter to be
learned is present in a series of carefully planned sequential units. These units are
arranged from simple to more complex levels of instructions. The trainee goes
through these units by answering questions or filling the blanks. This method is
expensive and time consuming.
TRAINING PROCEDURE:

Every organization needs to have well - trained and experienced people to

perform the activities that have to done. Many training programs today are aimed at
educating employees about the firm’s most cherished values and convincing
employees that these should be their values as well. So it is necessary to raise the
skills levels and increase the versatility and adaptability of the employees. As jobs
have become more complex, the importance of employees training has increased.
Usually in an organization of training program, Following steps are considered
necessary.

STEPS:

1. Discovering or identifying the training needs.

2. Getting ready for the job.
3. Preparation of the learner.
4. Presentation of operations and knowledge.
5. Performance try out.
6. Follow up.

1.identifying the training needs

organizational analysis centers primarily upon the determination of organizations

goals, its resources and the allocation of resources as they relate to organizational
goals. The analysis of the organizational goals establishes the frame work in which
training needs can be defined more clearly.

Operations analysis focuses on the task or job regardless of the employee doing
job. This analysis includes the determination of what the worker must do; the
specific work behavior required if the job is to be performed efficiently.

Man analysis reviews the knowledge attitudes and skills of the incumbent in which
position and determines what knowledge attitudes or skills he must acquire and
what alterations in his behavior he must make if he is to contribute satisfactory to
the attainment of organizational objectives

2. Getting Ready for the job :

Under this it is to be decided who is to be trained the new corner or the old
employee or the supervisory staff of all of them selected from different departments.

Te Trainer has to be prepared for the job as he is the key figure in the entire
programme.

3. Preparation of the learner :

This step consists of :

 a. Putting the learner at ease so that he does not feel nervous because of the
fact that he is on a new job.
b. Starting the importance and ingredients of the job, and its relationship to
work flow.
c. Explaining why he is being taught.
d. creating interest and encouraging question finding out what the learner
already knows about his job or other job
e. explaining the why of the whole job and relating it to some job the worker
already knows
f. placing the learner as close to his normal working position as possible
g. familiarizing him with the equipment, tools and trade terms

4.Presentation of operation and Knowledge.

The trainer should clearly tell, shows

illustrate and question in order to put over the new knowledge and operation. The
lender should be Told of the sequence of entire job, and why each step in its
performance is necessary. Instruction should be given clearly, competed and
patently, therefore should be emphasis on key points. And only one point should be
explained at a time. For this purpose , the trainer should be demonstrate or make
us of audio visual aids and should be ask the trainer to repeat the operations. He
should also be encouraged to ask the question in order to indicate that he really
knows and understanding the job.

5. Performance tries out :

 As a continuation of the presentation sequence given, the trainee should be
asked to start the job or operative procedure. Some institutions for that the training
explain each step before doing it, particularly if the operation involves any danger.
The trainee, through repetitive practice will acquire more skill.

Follow Up :

The final step in most training procedure is that of follow – up, When people
are involved in any problem or procedure, it is unwise to assume that things are
always constant. Follow – Up can be adapted to a variable reinforcement schedule
as suggested in the discussion of learning principles. The Follow- up system should
provide feed back on training effectiveness and on total value of training System.

Employees Employees Training

performance identified Programme
Present job for training

Measurement
of Actual job

Employee for new Employee after

assignments Training
Advantages of Training :

The Contributions of imparting training to a company should be readily

apparent. The Major values are:

- Increased Productivity
- Heightened Morale
- Reduced supervision
- Reduced Accidents
 s4.1DATA ANALYSIS AND INTERPRETATION

This chapter includes how the analysis is done and how it has been interpreted.
The research is formulated by questionnaire with 20 questions, which are simple and
informative. The research has collected the required data. The colleted data was raw data.
The required amount of raw data collected through questionnaire has been corrected and
made into proper meaning.

The meaningful data has been edited and tabulated. The tools like scaling and the
graphs were taken for putting the edited and tabulated data into structural. The
percentage method was used to get the percentages for the tabulated data by the
calculations. The analysis and interpretation has done on the basis of information collected
by me.

The numbering for each table and graph has been given and the suited name was
given to each table and graph .The inferences were given tat the bottom of he page. The
information in the inferences is qualitative and is more meaningful. Chi-square test has
been used to prove accuracy of the statements with the help of hypothesis.

(a) Training is given adequate importance in the company

In every organization training is a major requirements for improving skills in this

question there is identification of whether training is given adequate importance in the
company or not.

Table (a) Importance of training:

Attributes Response Percentage

Strongly Agree 22 20

Agree 78 70

Strongly disagree 3 3
Disagree 7 7

Neutral 0 0

Total 110 100

 Importance of training

100
80
60
40
20
0
Strongly Agree Strongly Disagree Neutral
Agree disagree

Diagram (a) Importance of training :

INTERPRETATION:

From the above analysis it can be stated that 90 Percent of employees feel
that Training is given adequate importance in the organization.

(b)Training is required for

To know about training programme in the company meant for newly selected
person or it is a continuous activity.
Table (b)Requirement of Training:

Attributes Response Percentage

Newly selected person 26 24

A continous activity 82 74

A meaningless exercise 2 2

Total 110 100

 Requirement of training

100
80
60
40
20
0

A continous

meaningles
selected

s exercise
person
Newly

activity

A
Diagram (b) Requirement of Training:

INTERPRETATION:

From the above analysis it can be stated that 74% Percent of employees
strongly agreed that training is a continuous activity

(c)The Relative coverage of various topics was

 The trainers of the company fulfill the coverage of various topics related to training

Table (c)coverage of various topics.

Attributes Response Percentage

Highly inadequate 4 4

Inadequate 15 14

Average 58 52

Sufficient 31 28

ideal 2 2

Total 110 100

 Coverage of various topics

70
60
50
40
30
20
10
0
inadequate

Inadequate

Sufficient
Average

ideal
Highly

Diagram (c) coverage of various topics.

INTERPRETATION:

From the above analysis it can be stated that 98 Percent ofemployees feel
that that relevant topics are covered in the training programme.
(d)Training involvement and participation is encouraged in the training Schedule.With
this question one can understand the participation and insolvement of employees are
encouraged or not when they understand training period.

Table 3.2(d) Involvement and Participation:

Attributes Response Percentage

Low 2 2

Moderate 15 14

Satisfactory 53 48

Good 38 34

outstanding 2 2

Total 110 100

 60

50

40 Low
Moderate
30
Satisfactory

20 Good
outstanding
10

0
Response

Diagram 3.2(d) Involvement and Participation:

INTERPRETATION:

From the above analysis it can be stated that 98 Percent ofemployees feel
that trainee involvement and participation is encouraged in training schedules.
(e)The management and supervisors have very encouraging attitude towards.

To identify the encouraging attitude between the management and supervisors at the
time of training period.

Table 3.2(e)Encouraging attitudes towards training :

Attributes Response Percentage

Strongly agree 6 6

Agree 85 77

Difficult to say 5 4

Little 14 13

Not at all 0 0

Total 110 100

 90
80
70 Strongly agree
60 Agree
50
Difficult to say
40
Little
30
20 Not at all
10
0
Response

Diagram:(e) Encouraging attitudes towards training :

INTERPRETATION:

From the above analysis it can be stated that 83 Percent of employees feel
that management encourages training schedules in the organization.
(f)In this training all facilities are provided by the company

To know the employees opinion regarding the facilities provide by the company during
the training period.

Table (f)Facilities of training:

Attributes Response Percentage

Strongly agree 5 4

Agree 90 82

Difficult to say 7 7

Little 8 7

Not at all 0 0

Total 110 100

 90
80
70
60 Strongly agree
50 Agree
40 Difficult to say
30 Little
20 Not at all
10
0
Response

Diagram (f)facilities of training :

INTERPRETATION:

From the above analysis it can be stated that 86 Percent of

employees feel that Training facilities are good in the organization.
(g)Do you agree that program would have been more beneficial is some Backward
material would have been sent in advance.

To identify that employees opinion on back ground material supplied by management in

advanced.

Table Benefits of Training :

Attributes Response Percentage

Strongly agree 14 13

Agree 73 66

Difficult to say 12 11

Little 8 7

Not at all 3 3

Total 110 100

 80
70
60 Strongly agree
50 Agree
40 Difficult to say
30 Little
20 Not at all
10
0
Response

Diagram (g)Benefits of Training:

INTERPRETATION:

From the above analysis it can be stated that 79 Percent of

employees feel that programme would have been more beneficial if some
background material would have been sent in advance.
(h)Training provides me an opportunity to openly discuss and contribute the ideas

To identify employees opinion regarding the training whether the employee is giving an
opportunity to discuss and contribute his ideas.

Table (h)Opportunity for training :

Attributes Response Percentage

Strongly agree 15 14

Agree 83 75

Difficult to say 9 8

Little 3 3

Not at all 0 0

Total 110 100

Diagram (h)Opportunity for training :

 90
80
70
Strongly agree
60
Agree
50
Difficult to say
40
Little
30
Not at all
20
10
0
Response

INTERPRETATION:

From the above analysis it can be stated that 89 Percent of

employees feel that in the training there is a chance to discuss with the
trainers.
(i)Training program should be .

To identify the employees opinion regarding the duration of training period.

Attributes Response Percentage

1 day 4 3

7-10 days 36 33

2 weeks 47 43

1 month 23 21

Total 110 100

 50
45
40
35
30 1 day

25 7-10 days
20 2 weeks
15 1 month
10
5
0
Response

Table (i) Training Programme

(i)Training Programme

INTERPRETATION:

From the above analysis it can be stated that 43 Percent of

employees feel that Training programme should be 2 weeks.
(j)Which type of method do you under go .

To identify the interest of employees in accepting method of training.

Table (j) Methods of Training :

Attributes Response Percentage

On the job 50 46

Off the job 16 14

Both 43 39

None 1 1

Total 110 100

 50
45
40
35
On the job
30
25 Off the job
20 Both
15 None
10
5
0
Response

(j) Methods of Training :

INTERPRETATION:

From the above analysis it can be stated that 46 Percent of

employees feel that both methods are used for training programme.
(k)Training helps to increase morale of employees.

To identify that the training programme is how far it is helpful for increase the morale of
employees.

Table (k) Morale of Employees :

Attributes Response Percentage

Strongly agree 15 14

Agree 82 72

Difficult to say 4 4

Little 1 7

Not at all 8 1

Total 110 100

 90
80
70
Strongly agree
60
Agree
50
Difficult to say
40
Little
30 Not at all
20
10
0
Response

Diagram (k) Morale of Employees :

INTERPRETATION:

From the above analysis it can be stated that 88 Percent of

employees feel that Training helps to increase the moral of employees.

(l)How far the knowledge of the training input given is related to your job assigned.
To identify that the training inputs are helpful to the job which is performed by the
employees in their regular activities and for the future growth of employees.

Table (l): Knowledge of Training :

Attributes Response Percentage

Fully related 54 49

Partially related 54 49

Not at all 2 2

Total 110 100

 60

50

40
Fully related
30 Partially related
20 Not at all

10

0
Response

Diagram (l): Knowledge of Training :

INTERPRETATION:

From the above analysis it can be stated that 49 Percent of employees

agreed the knowledge of training input is partially related and fully related
to their job assigned.
(m) How well was the program organized.Ragarding the organization of training
porgramme is organized in proper way at the time of training the employees.

Table (m) Organization of Training :

Attributes Response Percentage

Very badly 1 1

Badly 5 5

Well 91 83

Very well 13 11

Exceptionally well 0 0

Total 110 100

 100

80
Very badly
60 Badly
Well
40
Very well
20 Exceptionally well

0
Response

Diagram (m) Organization of Training :

INTERPRETATION:

From the above analysis it can be stated that 94 Percent of

employees the training programme was organized in a well manner in the
organization.
(n) The lecturer exercise and material supplied at the training program are well
structured and easy to understand.

To identify the employee opinion on lecture exercise and material supplied by the
management.

Table (n) Facilities of Training:

Attributes Response Percentage

Strongly agree 8 7

Agree 86 78

Difficult to say 8 8

Little 6 5

Not at all 2 2

Total 110 100

 100
90
80
70 Strongly agree
60 Agree
50 Difficult to say
40 Little
30 Not at all
20
10
0
Response

Diagram (n) Facilities of Training:

INTERPRETATION:

From the above analysis it can be stated that 85 Percent of

employees feel that in the training programme Trainer Provides the required
material.
(o) Training and development programs helps to eliminate performance deficiency in
employees.

To identify that the training programme is helps to eliminate the performance deficiency
in employees.

Table (o) performance deficiency

Attributes Response Percentage

Strongly agree 9 8

Agree 89 81

Difficult to say 8 7

Disagree 4 4

Not at all 0 0

Total 110 100

 90
80
70
60 Strongly agree

50 Agree
40 Difficult to say
30 Disagree
20 Not at all
10
0
Response

Diagram (o) performance deficiency

INTERPRETATION:

From the above analysis it can be stated that 89 Percent of

employees feel that Training and development programmes helps to
eliminate performance deficiency among employees.
(p) Do you agree there has been right balance between theory class and practical during
your training period .

Openion regarding the right balance between theory class and practical during the
training period.

Table (p) Training period :

Attributes Response Percentage

Strongly agree 8 7

Agree 76 69

Development of skills 15 14

None 11 10

Total 110 100

 80
70
60
50 Strongly agree

40 Agree

30 Development of skills

20 None

10
0
Response

Diagram (p) Training period:

INTERPRETATION:

From the above analysis it can be stated that 76 Percent of

employees Feel that there has been right balance between theory class
and practical during their training period
(q) How was your nomination made for this program .

To know about training programme in the company meant for voluntary nomination or
selected by management.

Table (q) Nomination of Training.

Attributes Response Percentage

Voluntary nomination 25 23

Selected by management 85 77

Total 110 100

 90
80
70
60
Voluntary nomination
50
40
Selected by management
30
20
10
0
Response

Diagram Table (q) Nomination of Training.

INTERPRETATION:

From the above analysis it can be stated that 77 Percent of

employees feel that nomination made for training programme is selected by
management.

(r) How far the training programs benefiting the employees .

To know the opinion of employee regarding benefits of the training programmein the
company.

Table (r) benefits of Employees :

Attributes Response Percentage

Extremely useful 9 8

Useful 87 79

Useful to certain extent 14 13

Not at all useful 0 0

Any other 0 0

Total 110 100

 100
90
80
70
60
50
40
30
20
10
0
Response

Diagram (r) benefits of Employees :

INTERPRETATION:

From the above analysis it can be stated that 87 Percent of

employees feel that training programmes more benefiting the employees.
(s) The training prepares the employee for higher level task .

To identify the opinion of employees regarding training prepares the employees for
higher level task or not.

Table (s) Preparation of Training :

Attributes Response Percentage

Yes 86 78

No 24 22

Total 110 100

 100

80

60 Yes

40 No

20

0
Response

Diagram (s) Preparation of Training :

INTERPRETATION:

From the above analysis it can be stated that 78 Percent of

employees feel that the joining prepares the employees for higher level
tasks.
(t) over all rating for the training program is .

To identify the opinion of employees regarding the rating training programme in the
company.

Table (t) Rating for Training :

Attributes Response Percentage

Excellent 2 2

Very good 28 25

Satisfactory 77 70

Poor 3 3

Total 110 100

 80
70
60
50 Excellent

40 Very good

30 Satisfactory
20 Poor
10
0
Response

Diagram (t) Rating for Training :

INTERPRETATION:

From the above analysis it can be stated that 97 Percent of

employees feel that the training programme is good in the organization.

FINDINGS
 Majority of respondents agreed that training is given adequate importance in the
organization.
 Half of respondents agreed that Training is a continuous activity.
 Majority of respondents agreed that relevant topics covered in the training
programme.
 Majority of respondents agreed that trainee involvement and participation is
encouraged in the training schedules
 Half of respondents agreed that management encourages training schedules in
the organizations
 Half of respondents agreed that in the training there is a chance to discuss with the
trainers
 Half of respondents agreed that helps to increase the morale of employees
 Majority of respondents agreed that training programme was organized in a well
manner in the organizations
 Half of respondents agreed that in the training programme trainers provide the
required material
 Majority of respondents agreed that training and development programme helps
to eliminate performance deficiency among employees
 Half of respondents agreed that there has been right balance between theory
class and practical during their training period
 Half of respondents agreed that training programme is useful to employees
 Half of respondents agreed that training prepares employees for higher level task
 Half of respondents agreed that training rating is satisfaction level to employees

SUGGESTIONS

 Most experienced and efficient trainers should be appointed to improve the

effectiveness of training Programmes.
 Conduct more of the job programme also.
 Training Programmes should be given in accordance with the change in
technology.
 More concentration is to be given on marketing related topics to give adequate
knowledge to the level of employees.
 The present frequency of training programme may be increased.
 The management has to provide good support to improve the work through
proper training programme.
 To get better productivity results the duration of training programme has to be
increased.
 CONCLUSION

After conducting and intense study of Training and development inBharathi Cement
Corporation Pvt Ltd. I have arrived to the following conclusions.

• Relavent topics are covered in the training programme.

• Management encourages training schedules in the organization.
• Training Programme was organized in a well manner in the organization.
• Training and development programmes helps to eliminate performance deficiency
among employees.
• The training is the process of learning to do the job effectively & efficiently.
• Training increases the skill & knowledge of a worker.
 QUESTIONNAIRE

A study on training and development program in Bharathi Cement

Corporation PvtLtd..

Name :

Department :

Designation :

1. Training is given adequate importance in the company.

a. Strongly agree b. Agree c. Difficult to say d.Little e. Not at all
2. Training is required for

a. Newly selected person b. A continuous activity

c. A meaningless exercise

3. The relative coverage of various topics was.

a. Highly inadequate b. Inadequate c.Average d. Sufficient e. Ideal

4. Trainee involvement and participation is encouraged in training schedules.

a. Low b. Moderate c.Satisfactory d. Good e. Outstanding

5. The management and supervisors have very encouraging attitude towards

employee training.
a. Strongly agree b. Agree c. Difficult to say d.Little e. Not at all

6. In this training all facilities are provided by the company.

a. Strongly agree b. Agree c. Difficult to say d.Little e. Not at all

7. Do you agree that programme would have been more beneficial if some

Background material would have been sent in advance?

a. Strongly agree b. Agree c. Difficult to say d.Little e. Not at all

8. Training provides me an opportunity to openly discuss and contribute the ideas.

a. Strongly agree b. Agree c. Difficult to say d.Little e. Not at all

 9. Training program should be
a. 1 day b. 7-10 days c. 2 weeks d. 1 month

10. Which type of method do you under go

a. On-the-job b. Off-the-job c.Both d. None

11. Training helps to increase morale of employees

a. Strongly agree b. Agree c. Difficult to say d.Little e. Not at all

12. How far the knowledge of the training input given is related to your job assigned.
a. Fully related b. Partially related c. Not at all related

13. How well was the programme organized

a. Very badly b. Badly c. Well d. Very well e. Exceptionally well

14. The lecturer exercises and material supplied at the training programme are well

Structured and easy to understand.

a. Strongly agree b. Agree c. Difficult to say d.Little e. Not at all

15. Training and development programmeshelps to eliminate performance

. deficiency in employees.

a. Strongly agree b. Agree c. Difficult to say d.Disagree e. Not at all

16. Do you agree there has been right balance between theory class and practical

during your training period.

a. Strongly agree b. Agree c. Development of skills d. None

17. How was your nomination made for this programme?

a. Voluntary nomination b. Selected by management

18. How for the training programmes benefiting the employees

a. Extremely useful b. Useful c. Useful to certain extent

d. Not at all useful e. Any other

19. The training prepares the employee for higher level task
a. Yes b. No

20. Overall rating for the training programme is

a. Excellent b. Very good c.Satisfactory d.poor

BIBLIOGRAPHY
L.M.Prasad, Principles and Practice of Management

6th edition 2001,Sultan Chand & Sons ,New Delhi

C.R.Kothari ,Research Methodology ,2nd edition 1990,

New Age International(P) Ltd,New Delhi

R.Senapathi&A.Singaravelu, Quantitative Methods in Business ,

Chennai

K.K.Ahuja, Personal Management ,5th edition 1995, Sultan Chand

& sons ,New Delhi

Websites:

www.bharathicement.com

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