A COMPARATIVE STUDY OF TRAINING NEEDS ON ORGANISED AND

SPECIFIC UNORGANISED SECTOR WITH SPECIAL REFERENCE TO CHENNAI

S RADHAKRISHNAN DR.A.BALAMURUGAN
RESEACH SCHOLAR PROFESSOR
DEPARTMENT OF MANAGEMENT STUDIES RESEARCH SUPERVISOR
BHARATH INSTITUTE OF HIGHER DEPARTMENT OF MANAGEMENT
EDUCATION RESEARCH STUDIES
CHENNAI BHARATH INSTITUTE OF HIGHER
EDUCATION RESEARCH
CHENNAI
Abstract:

Labour is one of the

factors of production.
The importance of
labour cannot be
undermine for the
development of the
economy. The present
paper tries to
understand how
the labour plays a role
in the automobile
sector and other
sectors also. The
review of
literature has been
made in three different
parameters. They are
socio economic aspect,
working environment
aspect and education
and skill development
context. The objective of
the study is to
understand the existing
scenario of workers in
automobile industry
both in
organized and
unorganized sector and
to undertake an
empirical study on the
same.
Secondary data has
been considered for the
purpose of the study.
The key findings which
need to be addressed
are basic education
and skill, social
security, need for self-
help
group for collective
bargaining, improved
wages and working
conditions etc.
One of the factors of manufacturing is labor. It is impossible to exaggerate the significance of
labor for the growth of the economy. The goal of this paper is to understand the function that
labor plays in the different industry. Three distinct parameters have been used to review the
literature. These are the contexts of education and skill development, the working
environment, and the socioeconomic component. The study aims to understand the current
situation of workers in the various industry, encompassing both organized and unorganized
sectors, and conduct an empirical investigation into the same. This study has taken into
consideration secondary data. The main conclusions that require attention are the necessity
for social security, basic education and skill, and Training for work productivity.

Keywords: Training Program, Organised Sector, Unorganised Sector, Skill and Knowledge

Introduction:

The terms "education," "training," and "development" are frequently used. Although there
may not seem to be any differences between them at first look, there are in fact several. Every
"education" includes some training, and every "training" includes some education.
Furthermore, the "development" cannot be isolated from two processes. Though it is
impossible to give precise definitions and they may be misleading, different people have used
these activities in different ways.
Learning a sequence of preprogrammed behaviors is called training. It is the use of
knowledge. It makes people aware of the policies and guidelines that should direct their
actions. It aims to enhance their performance in their current role or get them ready for a
desired position. The process of improving an employee's knowledge, talents, and skills for a
specific job is called training. It shapes the way that workers think, which results in high-
caliber work. It is a never-ending, ongoing process. Success and organizational development
depend heavily on training.
It is beneficial both to the employers and employees of an organization. By training, an
employee becomes more efficient and productive, shows excellent performance both in
quality and quantity and reduces wastage of time, money and resources.
Training is the cornerstone of sound management, for it makes employees more effective and
productive. It is an integral part of the whole management pagramme, with all its activities
functionally interrelated. A programme of training becomes essentials for the purpose of
meeting specific problems of a particular organization rising out of the introduction of the
new lines of production, change in design, and demands of competition and so on. Only
instructions in technical and mechanical activities are referred regarded as training. It's
intended audience isn't managers. Usually, training programs are created with a specific,
time-bound goal in mind, like operating a certain piece of equipment.
Training is a critical component of the competent and demanding business model in today's
cutthroat environment. Training is the key to meeting the demands of a fluid and efficient
work environment, which benefits both organizational growth and employee quality of life at
work. Especially at the managerial level, development is a process that results in both
qualitative and quantitative advancements inside the business. It places more emphasis on
knowledge, values, attitudes, and behavior than it does on specific talents. Therefore, it can
be claimed that although training has defined regions and objectives, development is a
continual process.
Every organization needs competent and well-trained workers to carry out the necessary tasks
if it is to increase its effectiveness. Training is not necessary if the job occupier, whether
current or prospective, can meet this condition. However, in situations where this isn't the
case, it's essential to improve employees' skill levels as well as their versatility and
adaptability. Inadequate job performance, a drop in productivity, or changes lead to a
technical breakdown or job redesign, all of which call for some kind of training and
development. Employee development becomes increasingly important as tasks get more
complex. In a world that is changing quickly, investing in employee training and
development is not only desirable but also necessary for an organization to retain a competent
and productive team.

Literature
Mundle (2017) The authors focused on the living condition of the workers in formal and
informal sector of the automobile sector. It was found that education and training plays an
important role for the productivity. The social factors cannot be ignored. It should be
addressed for improving the standard of living of the employees.

Kumar and others (2009) One of the biggest concerns for workers in both the official and
informal sectors is social protection. This is a significant factor, particularly in the informal
sector. Over 70% of workers in India are employed in the unorganized sector. The
government ought to deal with the social security problems in the auto industry as well.
Although laws and policies are created in our nation, the poor are not covered by them.
Bhattacharya (2014) The authors of this research attempt to explain the function that workers
in the informal urban vehicle sector play in urban politics. The urban workers in India have a
significant role in the country's urban political economy. They are occasionally singled out by
the different political parties as a vote bank. However, they are denied their rights when the
issue of fundamental needs comes up. These migrant urban workers adjusting to this political
climate.
Rajsekhar and others (2006) The writers of this research attempted to comprehend security
concerns in both the formal and informal sectors of many industries, including the automotive
industry. Most people believe that employment stability equates to security. There is a
misinterpretation of this by both official and informal sector workers. They are ignorant of
the actual benefits they are entitled to under the social security program.

Naik (2009) The writers of this research attempted to comprehend how the informal sector's
workforce contributes to poverty in developing nations by making up a large portion of the
population in those states. These issues arise because these states are unable to offer
sufficient employment opportunities. To solve the issue, policymakers ought to take the
initiative to address it.

S Vijay (2016) The main goal was to find ways for the unorganized sector to increase foreign
investment, tax revenue, and employment quality. To increase cross-border trade, the
informal sector was given priority. It is necessary for regulations to be simple in order to
draw in foreign disinvestments.

H. Dargahi and G. Nasl-Saraji (2006) Just compensation and freedom, stability of

employment, systems of rewards, possibilities for training and career progress, involvement
in decision-making, Fascinating and Scholars gratifying work, the World Journal of Arts,
Science, and Commerce Have faith in upper management. Acknowledgment of work, norms
for health and safety at work, Strike a balance between your time with friends and family and
your job schedule. tasks to be done, stress level at work, workplace safety, and occupational
health.

The following QWL characteristics are explained by Gholamreza Mehdizadeh Jorjatki and
Seyed Mehdi Hosseini (2010). This covers rights to fair and sufficient compensation as well
as benefits. Observing health and safety regulations; providing opportunities for employees to
grow and feel secure; accepting the structure of the workplace; managing the environment's
general living area; integrating socially enhanced human capacities; and work life and social
dependence on society.

According to Chandranshu Sinha (2012), the quality of one's work life is influenced by
twelve key elements. The development of an organization's most precious asset—its
employees—requires certain working components. Obtaining a competitive edge in the
market can also be facilitated by these elements. The following are some of these factors:
flexible work schedules, family-friendly work environments, emotional support from
supervisors, communication, career development and progress, organizational commitment,
organizational support, job satisfaction, rewards and benefits, and salary. Similarly, other
writers have offered various recommendations for raising the standard of working life.

Methodology:
The study covered the organized sector and unorganized sector worker from different
category of Professionals and construction workers, workers in micro enterprises, casual
labourers, Home based workers, Labours from other states, school dropout youth and adults
in needs of skills and training in Chennai.
Objectives:
1. To know the training programme need for organized and unorganised sector workers
in achieving its set goals.
2. To understand training effectiveness among workers in organised and un organised
sector
3. To suggest the suitable measures for the effective implementation of training
programs
Hypothesis:
H0: There is no significant relationship between Gender and effectiveness of programmes
attended by the respondents.

H1: There is significant relationship between Gender and effectiveness of programmes

attended by the respondents

H0: There is no significant relationship between marital status and type of programme
attended by the respondents.

H1: There is significant relationship between marital status and type of programme attended
by the respondents
Tools for Analysis:
Collected data are analysed by the use of various statistical tools like:
1) Simple Percentage analysis
2) Chi-square
Data Analysis and Interpretation:

Gender of the respondents

Gender Male Percentage Female Percentage

Organised 57 78 % 28 53 %
Sector
Un Organised 16 22 % 25 47 %
Sector
Total 73 100 % 53 100
The above table represents the gender wise respondents. As per the data collected it is clear
that 78% of the respondents in organised sector are male and remaining 23 % are female. In
addition to 22% of respondents are male belongs to unorganised sector and rest of the 47%
are female. Hence it is observed that majority of the male in organised sector whereas in
unorganised sector are female than male.

Age of the Respondents

Age Group Organized Percentage Un Organized Percentage

< 25 12 14 % 9 22 %
26 – 35 22 25 % 16 40 %
36 - 45 28 33 % 10 24 %
46 – 55 14 18 % 4 9%
Above 56 9 10 % 2 4%
Total 85 100 % 41 100 %

The above table represents the age wise respondents. As per the data collected it is clear that
33% of the respondents in organised sector are belong to the age 36 – 45, 25 percent of the
respondents belongs to the a group 26 – 35. 18% of the respondents belongs to 46 -55 age
group. When coming to unorganised sector 40% of the respondents belongs to 26 -35, 24 %
of the respondnts belongs to 36 -45 age group. Hence, its is found that majority of the
respondents in both organised and unorganised sector belongs to 36 -45 age group.

Educational Qualification of the Respondents

Education Organized Percentage Un Organized Percentage

< 10 5 6% 18 44 %
+2 12 14 % 21 51 %
UG 38 45 % 2 5%
PG 20 23 % 0
Others 10 12 % 0
Total 85 100 % 41 100 %

The above table shows that the educational qualification of the respondents. In Organised
sector 45% of the respondents are under graduate, 23% of the respondents are completed post
graduates. And in case of unorganised sector 51% of the respondents are completed their
higher secondary education. 44% of respondents are belongs to below 10 th category. Hence it
is observed that the organised sector most of the respondents are graduates where as in case
of un organised sector respondents belongs to below secondary education.

Type of Programme attended by the respondents

Programme Organized Percentage Un Organized Percentage

Seminars 35 41 % 0 0
Special Training 23 27 % 22 54 %
Empowerment 17 20 % 17 38 %
Re training 7 8% 4 8%
Others 3 4% 0
Total 85 100 % 41 100 %

The above table represents the type of programme attended by the respondents. As per above
table it is found that 41 percents of the organised sector attended seminars, 27% of the
respondents attended special training and 20% of respondents are attended Empowerment
training. When compare to unorganised sector 54% of the respondetns attended special
training and 38% of the respondents attended the Empowerment training. Thus, it is clear that
in organized sector majority of the respondents attended the empowerment programme
where as special seminars were mostly conducted among unorganized sectors.

Impact of Training Programme

Impact of Organized Percentage Un Organized Percentage

Programme
Highly 82 96 % 35 85 %
Effective
Less Effective 3 4% 6 15 %
Total 85 100 41 100

The above table represents the impact of training program. As per the table it is found that in
organised sector 96% of the respondents opinion about the training they are very effective.
85% of the respondents in unorganised sector opinion about the training program was very
effective.

Result of Chi-Square test

Test statistics Degree of Level of Computed Table value H0 Accepted

Freedom Significance Value of  2 or Rejected
Chi Square 1 0.05 2.698 3.841 Accepted

Since the calculated value of  2 is less than the Table value, it is significant. Hence the null
hypothesis is accepted at 5% level of significance and we may conclude that there is no
significant relationship between Gender and effectiveness of programmes attended by the
respondents.

Result of Chi-Square test

Test statistics Degree of Level of Computed Table value H0 Accepted

Freedom Significance Value of  2 or Rejected
Chi Square 4 0.05 3.698 9.468 Accepted

Since the calculated value of  2 is less than the Table value, it is not significant. Hence the
null hypothesis may be accepted at 5% level of significance and we may conclude that there
is no significant relationship between marital status and type of programmes attended by the
respondents.

Conclusion

This study concludes that Training programs are assisting the labor force in both organized
and unorganized sectors, leading to an improvement in their knowledge and abilities.
Training Programs has improved the engagement of female workers in economic and social
welfare, fostered a sense of patriotism and national cohesion, and contributed to the growth of
responsible trade unionism. Employee performance has changed as a result of training, and
employees are feeling more empowered to advance their own and society's interests.
Employee empowerment through training in advancing social and individual interests. It
increased employees' self-esteem and drive for success while also enhancing their quality of
work life. It is made possible to accomplish its objectives by the different taining programs
conducted different companies for organized and unorganized sectors facilities, excellent
training content, excellent training methodology, and excellent trainer attitudes.

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series, Working paper No. 188, National Institute of Public Finance and Policy,
New Delhi, http://www.nipfp.org.in/publications/working-papers/1778.
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3. D.Rajasekhar and Suchitra J.Y (2006); Employment Security for the Unorganised
Sector Workers in Karnataka, Institute for Social and Economic Change.
4. Ajaya Kumar Naik (2006); Informal Sector and Informal Workers in India,
Session Number: Session 5a (Parallel), Paper Prepared for the Special IARIW-SAIM
Conference on “Measuring the Informal Economy in Developing Countries”,
Kathmandu, Nepal, September 23-26, 2009.

5. Sunil Kumar &

Bingguin Li (2009);
 Urban labour market
changes and social
protection
6. for urban informal
workers: challenges for
China and India,
Originally published in
Wu,
7. Fulong, (ed.) China's
emerging cities: the
making of new
urbanism, Contemporary
China
8. series. Routledge,
London, UK, 2007, pp.
109-125,
http://eprints.lse.ac.uk/2
1774/.
9. Sunil Kumar &
Bingguin Li (2009);
Urban labour market
changes and social
protection
10.for urban informal
workers: challenges for
China and India,
Originally published in
Wu,
11.Fulong, (ed.) China's
emerging cities: the
making of new
urbanism, Contemporary
China
12.series. Routledge,
London, UK, 2007, pp.
109-125,
 http://eprints.lse.ac.uk/2
1774/.
13.Sunil Kumar &
Bingguin Li (2009);
Urban labour market
changes and social
protection
14.for urban informal
workers: challenges for
China and India,
Originally published in
Wu,
15.Fulong, (ed.) China's
emerging cities: the
making of new
urbanism, Contemporary
China
16.series. Routledge,
London, UK, 2007, pp.
109-125,
http://eprints.lse.ac.uk/2
1774/.
5.Sunil Kumar & Bingguin Li (2009); Urban labour market changes and social
protection for urban informal workers: challenges for China and India, Originally
published in Wu, Fulong, (ed.) China's emerging cities: the making of new urbanism,
Contemporary China series. Routledge, London, UK, 2007, pp. 109-125,
http://eprints.lse.ac.uk/21774/.

4. Swati Vijay. A study of

Economical impact of
Entry of organized
retailers on unorganized
5. retailers with special
reference to
Maharashtra state.
International Journal of
Management,
6. 7(4), 2016, pp. 01– 16
6.Swati Vijay. A study of Economical impact of Entry of organized retailers on
unorganized retailers with special reference to Maharashtra state. International Journal of
Management, 7(4), 2016, pp. 01– 16