CHAPTER 1 INTRODUCTION OF THE STUDY

1.1 Introduction
William James of Harvard University estimated that employees could retain their jobs by working at a mere 20-30 percent of their potential. His study led him to believe that if these same employees were properly motivated, they could work at 80-90 percent of their capabilities. Behavioral science concepts like motivation and enhanced productivity could well be used in such improvements in employee output. Training could be one of the means used to achieve such improvements through the effective and efficient use of learning resources.

1.2. Training and Development

Human resources, are the most valuable assets of any organization, with the machines, materials and even the money, nothing gets done without man-power. The effective functioning of any organization requires that employees learn to perform their jobs at a satisfactory level of proficiency. Here is the role of training. Employee training tries to improve skills or add to the existing level of the knowledge so that the employee is better equipped to do his present job or to prepare him for higher position with increased responsibilities. However individual growth is not an end itself. Organization growth needs to be meshed with the individuals growth. The concern is for the organization viability, that it should adapt itself to a changing environment. Employee growth and development has to be seen in the context of this change. So training can be defined as: Training is a systematic development of the knowledge, skills and attitudes required by employees to perform adequately on a given task or job The need for improved productivity in organization has become universally accepted and that it depends on efficient and effective training. However, the need for organizations to embark on staff development programme for employees has become obvious. Absence of these programme often manifest tripartite problems of incompetence, inefficiency and ineffectiveness. So training and development aim at developing competences such as technical, human, conceptual and managerial for the furtherance of individual and organization growth which makes it a continuous process

1.3. Statement of Research Problem

Training and development play vital role in any given organizations in the modern day. It is aimed at preparing employees for future or current jobs. The efficiency and productivity of the firm can be increased considerably with right training methods. This is the reason why HR department gives Training such a huge importance. So it is essential that we conduct studies and experiment s to improvise our training methods. The motive behind this study is to understand the effectiveness of training and development programs on the employees of Srivirad Systems and Services Pvt ltd, Chennai. The training cannot be measured directly but the change in attitude and behavior that occurs as a result of training. By studying and analyzing the response of employees regarding training, we can make scientific conclusions, which is the core idea of this study. Problem Statement The intention of this research is to analyze and evaluate the effectiveness of training and development process in Srivirad Systems and Services, Chennai.

1.4. Need for the study

Training is the act of increasing the knowledge and skills of an employee for doing a particular job. It utilizes a systematic and organized procedure by which employee learns technical knowledge and skills. Training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organization. Training is closely related with education and development but needs to be differentiated from these terms. It is aimed at improving the behavior and performance of a person. Training is a continuous and life long process. Training provides an atmosphere of sharing synthesizing with the help of the trainers, the information already available on the subject.

1.5. Significance of the study

The development of any organization depends on its employees. For organizational productivity training and development assumes great significance. Training aims at increasing the knowledge and skills of the employee whereas organizational development on the other hand refers to overall improvement of the organization such as its structure, objectives, policies and procedures including managers and employees. Organizational development can be achieved by hiring the services of the professionals consultants. Training and development programs are often viewed as part of organizational development. A better knowledge about these things can facilitate the trainer as well as the trainee in conducting and benefiting from the training. But training being a very complex process makes it a bit difficult. So the best way to achieve it is by studying and analyzing the feedback of employees as well as managers. The project includes collecting information from staffs of Srivirad Systems and services, analyzing it, interpreting it, and concluding useful suggestions from it.

Some of the benefits of project are listed below. Our project is conducted to know the level of knowledge and skills imparted into employees.

This will help the management to know the efficiency of their training programs as well as the satisfaction level of employees and thus take necessary managerial decisions.

The inferences made out of the project can help the employer and employee to contribute for the better training facilities.

Any training and development program should meet both primary and secondary objectives of the organization. The study will give light in the designing of better training programs aiming solely at the desired results.

1.6. Objectives

Primary Objective To study the effectiveness of training and development in Srivirad Systems and Services.

Secondary Objectives To study the methods used in training the employees To analyze whether the employees are satisfied with their current training methods. To collect and analyze the views of the participants and superior on the training. To study the training program on the basis of relevance, implementation and outcomes.

1.7. CHAPTERISATION

Chapter 1: The first chapter deals about the Introduction Objectives, Scope, Need and Limitations of the Study. Chapter 2: The second chapter deals about the concept of the study. Chapter 3: The third chapter reveals about company profile. Chapter 4: The fourth chapter deals about the research methodology. Chapter5: The fifth chapter deals about the data analysis and Interpretation. Chapter 6: The sixth chapter deals about the findings, suggestions and conclusions.