A STUDY ON ANALYSIS OF TRAINING AND DEVELOPMENT

NEEDS AND WANTS WITH SPECIAL REFERENCE TO MEENAKSHI

HOSPITAL

Project report submitted to the SRM Institute of Science and Technology (Deemed to be
University), Chennai

in partial fulfillment of the requirementsfor the award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted by

B RUTH CAROLIN
[Enrollment No: DA2252305010008]

Under Guidance of

Dr.G. Prabu, MBA, M.Phil., PhD

Assistant Professor (Faculty of Management)
SRMIST-DDE, KTR

DEPARTMENT OF MANAGEMENT

DIRECTORATE OF ONLINE AND DISTANCE EDUCATION

SRM INSTITUTE OF SCIENCE AND TECHNOLOGY

(Deemed to be university u/s 3 of UGC Act, 1956)

CHENGALPATTU - 603203

JUNE 2024
 CERTIFICATE

This is to certify that the Project Work entitled “ A STUDY ON ANALYSIS OF

TRAINING AND DEVELOPMENT NEEDS AND WANTS WITH SPECIAL

REFERENCE TO MEENAKSHI HOSPITAL” submitted by B RUTH CAROLIN With

Register No : DA2252305010008 of MBA, Directorate of Distance Education, SRM Institute

of Science and Technology, Kattankulathur is a Bonafide Record of Project Work carried out

by him/her in partial fulfilment of the requirement for the award of degree of Master of

Business Administration.

RESEARCH SUPERVISOR HEAD OF THE DEPARTMENT

Dr.G. Prabu

INTERNAL EXAMINER EXTERNAL EXAMINER

 DECLARATION

I hereby declare that the Project Work entitled “ A STUDY ON ANALYSIS OF

TRAINING AND DEVELOPMENT NEEDS AND WANTS WITH SPECIAL

REFERENCE TO MEENAKSHI HOSPITAL” submitted by me for partial fulfilment of

the degree of Master of Business Administration, under the guidance of Dr. G. Prabu, MBA,

M.Phil, PhD., Assistant Professor ( MBA Department ) SRMIST-DDE, KTR, Directorate of

Distance Education, SRM Institute of Science and Technology is my original work and has

not been submitted earlier to any other University/Institutions. The matter presented in

this project report has not been submitted elsewhere for the award of any other

degree/diploma. I declare that I have faithfully acknowledged, given credit to and referred to

the research workers wherever their works have been cited in the text and the body of the

project I further certify that I have not willfully lifted up some other’s work, Para, text, data,

results, etc., reported in the journals, books, magazines, reports, dissertations, theses, etc., or

available at web-sites and have not included them in this project report and cited as my own

work.

Place: Thanjavur

Date: B Ruth Carolin

 ACKNOWLEDGEMENT

I wish to record my gratitude with my hands folded to Almighty for making me successfully

complete my project report.

I express my deep sense of gratitude to the Director Dr. R. Rajagopal, and Program

Coordinator Dr. M. Daniel Rajkumar, for their whole-Hearted encouragement.

I am indebted to my Course Coordinator and Research Supervisor, Dr. G. Prabu, MBA, M.

Phil, PhD., Assistant Professor (MBA Department) for his continuous guidance and

encouragement to complete my Project Work in a successful manner.

I am also thankful to all the faculty and staff members of the Department of Distance

Education for their support and Guidance.

I also acknowledge with a deep sense of reverence, my gratitude towards my parents and

members of my family who have always supported me morally as well as economically.

I take this opportunity to thank all those who have helped me to complete my Project Work

within the scheduled time.

B Ruth Carolin
 TABLE OF CONTENT

CHAPTER. PAGE.
NO. DESCRIPTION NO.

Introduction

1.1 Introduction Of the Study 2

1 1.2 Industry profile 11
1.3 Organization Profile 11

Objectives, Scopes & Limitations

2.1 Objectives of the study 34

2.2 Need of the study 35
2
2.3 Scope of the study 36
2.4 Limitations of the study 36

3 Research Methodology 37

Data Analysis and interpretation

4.1 Percentage analysis and charts 40

4
4.2 Correlation 60

Suggestions & conclusion

5.1 Findings 65
5 5.2 Suggestion 68
5.3 Conclusion 69
Appendix 70

Bibliography 70

Questionnaire 71
 LIST OF TABLES

TABLE.NO. TITLE OF TABLE PAGE.NO.

CHAPTER 4

4.1 Percentage Analysis

The table showing gender of the respondents in the organization

4.1.1 40

4.1.2 The table showing age of the respondents in the organization 41

The table showing long know the organization of the respondents

4.1.3 in the organization 42

4.1.4 The table showing position of the respondents in the organization

43

The table showing the best way of receive training in the

4.1.5
organization 44

The table showing the organization performs is improving in the

training period in the organization.
4.1.6 45

The table showing the comfortable given feedback to others in the

4.1.7 organization 46

4.1.8 The table showing the expectations my role in the organization.

47

The table showing the mistakes does your team make on a

4.1.9 regular basis in the organization 48
4.1.10 The table showing improving for the training effectiveness in 49
the organization

4.1.11 The table showing the understanding the training in the 50

organization

The table showing the understanding the training the key

4.1.12 specific topics you want to learn more about in the 51
organization.

The table showing the teaching quality of the instructor in the

4.1.13 organization. 52

The table showing the your questions answered during the

4.1.14 training in the organization 53

The table showing the training program interactive and

4.1.15 engaging in the organization 54

4.1.16 The table showing the given enough time and resources to 55
complete the training in the organization

The table showing the training material was sufficient in the

4.1.17 organization 56

The table showing the training material was sufficient in the

4.1.18 organization. 57
 The table showing the prefer to receive training
4.1.19 58
in the organization

4.1.20 The table showing the training to your continued career 59

development in the organization

4.2
Correlation

4.2.1 The table showing satisfaction in organization performance in 60

improving in the training period.

The table showing gender of the respondents with satisfaction

4.2.2 61
of comfortable given feedback to others.

4.2.3 The table showing the gender of the respondents with 62

satisfaction of expectations my role.

4.2.4 The table showing gender of the respondents with satisfaction 63

in answer during the training.

The table showing gender of the gender of the respondents

4.2.5 64
with satisfaction in training program interactive and engaging.
 LIST OF CHARTS

CHART.NO. TITLE OF CHART PAGE.NO.

4 Percentage Analysis

The chart showing gender of the respondents in the

4.1.1 organization 40

4.1.2 The chart showing age of the respondents in the organization 41

The chart showing long know the organization of the

4.1.3 respondents in the organization 42

The chart showing position of the respondents in the

4.1.4 organization 43

The chart showing the best way of receive training in the 44

4.1.5 organization

The chart showing the organization performs is improving in

the training period in the organization
4.1.6 45

The chart showing the comfortable given feedback to others in

4.1.7 the organization 46

The chart showing the expectations my role in the organization

4.1.8 47

The chart showing the mistakes does your team make on a

4.1.9 regular basis in the organization 48
 The chart showing improving for the training effectiveness in
4.1.10 the organization 49

The chart showing the understanding the training in the

4.1.11 organization 50

The chart showing the understanding the training the key

specific topics you want to learn more about in the organization 51
4.1.12

The Chart showing the teaching quality of the instructor in the 52

organization
4.1.13

The chart showing the your questions answered during the

training in the organization 53
4.1.14

The chart showing the training program interactive and

engaging in the organization
4.1.15 54

The chart showing the given enough time and resources to

4.1.16 complete the training in the organization 55
The chart showing the training material was sufficient in the
organization
4.1.17 56
The table showing the training material was sufficient in the
organization
4.1.18 57

The chart showing the prefer to receive training 58

4.1.19 in the organization

The chart showing the training to your continued career 59

4.1.20 development in the organization
 A STUDY ON ANALYSIS OF TRAINING AND DEVELOPMENT
NEEDS AND WANTS WITH SPECIAL REFERENCE TO MEENAKSHI
HOSPITAL

ABSTRACT

Training and development play an important role in the effectiveness of organizations and to

the experiences of people in work. Training has implications for productivity, health and

safety at work and personal development. All organizations employing people need to train

and develop their staff. Investment in training and development entails obtaining and

maintaining space and equipment. It also means that operational personnel, employed in the

organization's main business functions, such as production, maintenance, sales, marketing

and management support, must also direct their attention and effort from time to time towards

supporting training development and delivery. The study also highlights the training and

development followed at Meenakshi Hospital. The findings of the study indicates that the

employees wish to have fewer working hours in a day, the planning process can be improved,

and the communication gap between the employees and their superiors are found. Therefore,

the study offers a positive outlook, that is, the employees do perform well with the help of

training and development.

KEYWORDS: Training and Development, Meenakshi Hospital, Good Management Practice,

Training needs analysis

1
 CHAPTER – 1

1.1 INTRODUCTION OF THE STUDY

INTRODUCTION

Training need analysis focuses on gap between capability of skill and knowledge of

employees. It determines the actual gap between what an employee is required to perform

competently and what is actually known. It also a data gathering to find out gap in existing

staff, skill, knowledge and employees’ attitude. Training need analysis helps organization to

identify the needs and to build a plan to offer appropriate learning opportunity to fill the gap

and to ensure organization has sufficient capabilities to achieve its objective.

Training and development play an important role in the effectiveness of organizations and to

the experiences of people in work. Training has implications for productivity, health and

safety at work and personal development. All organizations employing people need to train

and develop their staff. Most organizations are cognizant of this requirement and invest effort

and other resources in training and development. Such investment can take the form of

employing specialist training and development staff and paying salaries to staff undergoing

training and development.

Investment in training and development entails obtaining and maintaining space and

equipment. It also means that operational personnel, employed in the organization’s main

business functions, such as production, maintenance, sales, marketing and management

support, must also direct their attention and effort from time to time towards supporting

training development and delivery. This means they are required to give less attention to

activities that are obviously more productive in terms of the organization’s main business.

2
However, investment in training and development is generally regarded as good management

practice to maintain appropriate expertise now and in the future.

Meaning of training and development:

Training and development are vital part of the human resource development. It is assuming

ever important role in wake of the advancement of technology which has resulted in ever

increasing competition, rise in customer’s expectation of quality and service and a subsequent

need to lower costs. It is also become more important globally in order to prepare workers for

new jobs. In the current write up, we will focus more on the emerging need of training and

development, its implications upon individuals and the employers.

Effective training or development depends on knowing what is required -for the individual,

the department, and the organization as a whole. With limited budgets and the need for cost-

effective solutions, all organizations need to ensure that the resources invested in training are

targeted at areas where training and development is needed and a positive return on the

investment is guaranteed. Effective TNA is particularly vital in today's changing workplace

as new technologies and flexible working practices are becoming wide-spread, leading to

corresponding changes in the skills and abilities needed.

Analyzing what the training needs are is a vital prerequisite for any effective training

program me or event. Simply throwing training at individuals may miss priority needs, or

even cover areas that are not essential. TNA enables organizations to channel resources into

the areas where they will contribute the most to employee development, enhancing morale

and organizational performance. TNA is a natural function of appraisal systems and is key

requirement for the award of Investors in People.

3
The analysis of training needs is not a task for specialists alone. Managers today are often

responsible for many forms of people management, including the training and development

of their team, and should therefore understand training needs analysis and be able to

implement it successfully.

Difference between training and development

Employee training and development is an indispensable part of human resource function and

management. Both the activities aim at improving the performance and productivity of the

employees. Training is a program organized by the organization to develop knowledge and

skills in the employees as per the requirement of the job. Conversely, Development is an

organized activity in which the manpower of the organization learns and grows; it is a self-

assessment act.

1.1.2 LITERATURE REVIEW

David and Riply 2002 suggested that a weakness in introductory level HRM instruction

related to training programs is a back of significant focus on work environment factors in the

design and implementation of training.

Omer Bin Sayeed 1998 had examined the factors affecting training effectiveness by Meta-

Analysis and Revision of learning effort model. The model had put forth learning effort as a

function of career utility and organizational commitment besides proposing first and second

level variables that presumably influenced training impact in organizations.

Machin and Fogarty 1997 noted that, "When a lack of support is evident or a lack of

opportunity to perform trained tasks exists, these factors may inhibit the transfer of training.

4
Saks 1996 examined the relationship between the amount and helpfulness of entry training

and work outcomes for newcomers during organizational socialization. The results obtained

from the analysis of 152 newly hired entry level professionals indicated that the amount of

training received by newcomers was significantly related to job satisfaction, commitment,

intention to quit, ability to cope and several measures of job performance.

Kavanaugh 1995 found that both climate and culture were directly related to post - training

behaviours.

Rouiller and Goldstein 1993 concluded that organizational transfer climate of the work

situation affects the degree to which learned behavior will be transferred on to the actual job.

Chinnadurai 2005 explained the step by step approach for identifying the training needs and

how these can be seen as "Integrated sets of procedures" rather than groups of

disproportionate elements.

Krishnamoorthi 2006 in his article provides the trainers techniques to make a training

programme a "happy Training experience" for the participants by reaching out to them. To

help trainers to help trainees gain that experience the article has incorporated ADDA

Attention, Desire, Interest and Action) concept, preparation, presentation and pay off matric

(PPP), participants need Hierarchy and three styles of learns and interpersonal and

interpersonal qualities/skills of trainers as well.

Mukherjee 2007 explained the role of training and development in HR field and the article

looks at some of the problems of Training and Development in HR and suggested some

Training and Development practices to suit the present and the future needs of organizations.

Francis Mary 2008 in her article "Competency Mapping" stated that mapping process helps

new candidates and training to the existing employees also, it helps Human Resource

5
Personnel for enrichment of knowledge, practical experiences, updating their skills, talents

and performance of the employees by delegating the work to bring the task better.

Sriram And Sankar Ganesh 2012 Service Quality is the one among the major hard core

concept in marketing of services. Hospital Marketing is an important sector where service

quality aims to full fill the expectation level of services to the patients. This paper focuses to

study the satisfaction of the patients towards the services offered by the Meenakshi Mission

Hospital and Research Centre, Madurai. This descriptive study of nature since it explains

about the nature of the situation prevailing. Primary data were collected from the one hundred

and fifty patients on the basis of convenience sampling technique. Data were collected from

the respondents through a well-structured questionnaire. In this study the researcher has

incorporated descriptive statistics, chi-square tests and gap score analysis.

V.Karunakaran Paranthaman 2015 This paper centers on the need for employee training

and development in the organization. Through induction program organization culture should

be imbibed to the employees. Training does not stop with induction; it has to further move on

in terms of assessing the training needs frequently and providing continuous training. This

enables individual employee growth which is an integral part of the organization growth.

Training helps the employees for better performance, commitment and innovation

enhancement, thereby results in better outcome in the organization. The study has been

conducted with 80 employees undergoing induction training and employee awareness

program at specialty corporate hospital, Chennai. The objective of the study is to analyze the

feedback of induction program and determine employee awareness and suggest measures for

effective training programme in the organization.

Varsha and Shabi Shimny 2019 this study explained According to the survey conducted,

we can conclude that the training programs in the organization are excellent. The employees

6
said that the training programme in the organization are well planned and relevant to their

needs. There are also satisfied with the duration of the training program. The employees

agreed that the training programs helps to increase productivity in terms of quality and

quantity and motivate them to achieve the organizational goal. The training programs

improved their performance. The organization strongly focus towards on the job training

which involves both theoretical and practical sessions. They moderately agreed that the

training helps in enhancing promotion and other monetary benefits. Therefore, we can

conclude that the overall satisfaction level of employees in relation to the training programs

is good.

Rajavarthini and Prema 2020 Training and development are important to organization.

This organization provide a good training to their employees they are satisfied with the

training. The employees agreed that the training program help to meet there professional and

personal objectives. The organization provide both on job training and off job training to their

employees and they provide a frequency of training with real time cases to their employees it

helps to improve their performance. Separate timeline is allocated to discuss and cover the

training .so, we concluded that the overall training program are satisfaction to the employees.

7
Meaning

Training Needs Analysis (TNA) is the process in which the company identifies training and

development needs of its employees so that they can do their job effectively. It involves a

complete analysis of training needs required at various levels of the organization.

Training is mostly short term with a concrete goal that aims at a particular role or job

requirement. While Development is a long-term activity with goals that are open-ended and

ongoing. It focuses on the overall progression of the individual.

Training and development in Human Resource Management (HRM) refers to a system of

educating employees within a company. It includes various tools, instructions, and activities

designed to improve employee performance. It's an opportunity for employees to increase

their knowledge and upgrade their skills.

The processes of Training Needs Assessment can be divided into five steps: i) identify

problem and needs; ii) determine design of needs assessment; iii) collect data; iv) analyze

data; and v) provide feedback.

A training needs assessment is a crucial way of ensuring that you're giving employees the

right knowledge and skills for their job. This is important because every company relies on

the competencies of its employees for its long-term success and growth.

Training can increase productivity and efficiency. It can also provide greater

consistency and make it easier to meet organizational goals and project outcomes. Exceeding

Standards – Training employees on industry-standard practices can give you a leg up on the

competition.

8
Training is one way to help employees gain new skills and knowledge that can improve their

performance and efficiency at work. Training in the workplace allows employees to develop

skills and knowledge that will help them perform their jobs better.

From the point of view of the individual employee, there are three main aims of training:

Improve the individual's level of awareness. Increase an individual's skill in one or more

areas of expertise. Increase an individual's motivation to perform their job well.

Definition

Training and development in Human Resource Management (HRM) refers to a

system of educating employees within a company. It includes various tools, instructions, and

activities designed to improve employee performance. It's an opportunity for employees to

increase their knowledge and upgrade their skills.

Needs Analysis (TNA) is the process in which the company identifies training and

development needs of its employees so that they can do their job effectively. It involves a

complete analysis of training needs required at various levels of the organization.

The term training needs analysis is often referred to as learning needs analysis in the human

resource department. The training needs to reflect that there are lots of ways to perform a job

and thus a huge opportunity of learning to work. The analysis is all about the gap in the skills

and knowledge and how the HRM department can help to bridge the gap.

HRM department always puts focuses on the idea that a constant learning process is good for

employees. It keeps their skills updated and improves their performance. The training needs

analysis implies the analysis of skill improvement required to perform the current or future

job with great excellence.

9
Statement of the problem

Theory Oriented Training: If the training is based on full of theory the employee would
face difficulties in acknowledge, when comparing to practical session.

Time Factors: Provided training shall be short and training schedule must be given to staff
separately during the regular shift hours.

Job Oriented: Training shall be based on the staff day to day work factor which help them to
grab some easy ways to implement.

Meaning of research

Research is a systematic and continues method of defining a problem, collecting and

analyzing the facts which reaches to forming generalized conclusion. The systematic and

objective identification, collecting, analysis dissemination, and use of information for the

purpose of assisting management in decision making related to the identification related to

solution to problems and opportunities.

10
 1.2 INDUSTRY PROFILE

The healthcare industry is a segment inside the economy which offers drugs, medicines and

other services for patients with preventive, healing, rehabilitative, and soothing care. Thus we

can say that health care services comprise the grouping of tangible and intangible facet where

intangible features dominates the tangible aspects. Rooms, beds and other decors are included

in tangible things.

The different forms of services related to health and welfare are provided by healthcare

industry. The sector is considered as social sector which is governed at state level with the

assistance of central government. The current industry is divided into many sub- divisions

and governed with various interdisciplinary teams of skilled professionals and

paraprofessionals to cater the health needs of individuals.

11
1.2.1 Historical Background of Indian Healthcare Industry

There is the evidence for the existence of healthcare even during the time of Ramayana and

Mahabharata, but it has changed substantially with the passage of time and has gone through

significant changes and upgraded a lot with the up gradation of Medical Science and

technology,

Substantial increments in healthcare facilities and in the number of healthcare personnel is

seemed to be happened during 1950's and 1980's, but the total number of certified medical

professionals seems to be fallen down in as we have 4 practitioners per 10,000 in 1980s

which is reduced to 3 per 10,000 in 1981. The reason behind this decrement is the fast

population growth in country. There were around ten beds on 10,000 individuals in 1991. The

growth in the number of primary health centres is also seems to be happen during the decade.

These centres are considered to be the keystone for rural health care system.

There were around 22,400 primary health centres, 11200 hospitals and 27400 dispensaries

were established in India in the year 1991. These services were initiated as a part of tiered

healthcare system with a focus to provide maximum routine facilities to the vast majority of

people in town and refer only critical cases to urban hospitals which are having more

advanced facilities. These centres would basically trust on skilled professionals to fulfil their

maximum requirements.

The healthcare industry of India functions with the help of both public and private sector. The

services and facilities governed by the government of sate as well as of central comes under

public healthcare system. The system is helpful in a way as it provides varied number of

services and other facilities at free of cost or at concessional rates to the people of rural areas

12
as well as the to the people of lower income group in urban areas. Yet there is a long way to

go as till now the industry is going through a phase of development.

1.2.2 SEGMENTS OF HEALTHCARE INDUSTRY

The healthcare industry consists of eight segments. These are:

HOSPITALS: Hospitals are of utmost important among them. Hospitals deliver complete

medical care facilities, begins with diagnoses to surgical treatments, or to continuous nursing

facilities. Several hospitals are there having specialization in treating and handling mentally

sick patients or in cancer patients or some are in treating children. These facilities are

provided either on an outpatient or inpatient basis. The combination of professionals required

by hospitals varies according to geographical locations, size or capital structure of the

organizations or on the basis of values, goals and management philosophies. As soon as

organization strives towards efficiencies, facilities start to move towards outpatient basis

from inpatient basis.

NURSING AND RESIDENTIAL CARE: One more segment which work along with

hospitals is the facility of nursing and residential care. These services comprises

rehabilitation, inpatient nursing and health-related personal care" to the people required it on

constant basis, and not having the need of hospital services. The other facilities of

convalescing are related to assist those, who required minimum support. In addition, the

facilities related to residential care offers 24 hours personal and social care to old age people,

to children and to those who are unable to care themselves.

The healthcare industry of India functions with the help of both public and private sector. The

services and facilities governed by the government of sate as well as of central come under

public healthcare system. The system is helpful in a way as it provides varied number of

13
services and other facilities at free of cost or at concessional rates to the people of rural areas

as well as the to the people of lower income group in urban areas. Yet there is a long way to

go as till now the industry is going through a phase of development.

Offices of Physicians: Physicians and surgeons cover around 37 % of industry. They either

practice privately or in groups having specializations either in similar or different fields

Though various practitioners are willing to work in groups so that they will be able to reduce

the overhead expenses and get consultation with their colleagues, Nowadays Surgeons and

physicians showing interest in working on salary basis for big groups, for other medical

clinics, or for integrated health systems.

Offices of Dentists: Dentist occupied around 20% of the industry. They provide

"preventative, cosmetic, or emergency care" to the patients required them. Some institutions

having specialization only in particular branch of Dentistry like Orthodontics or Periodontics

Offices of Health Practitioners: one important section of the system covers "Health

Practitioners". The section comprises "the offices of optometrists, podiatrists, chiropractors,

occupational and physical therapists, psychologists, speech-language pathologists,

audiologists, dietitians, and other health practitioners". The demand of these services is

somewhere related to the ability of payment of healthcare consumer either directly or through

the segment also covers the "offices of practitioners of alternate medicine, such as

homeopaths, hypnotherapists, acupuncturists and naturopaths”.

Outpatient Care Centre: Other diversified establishments in this group contain health

maintenance organization, medical centres, Kidney dialysis centres, substance abuse centres,

outpatient mental health and freestanding surgical and emergency centres.

14
Other Ambulatory Health Care Services. This segment is relatively small in comparison to

other segments of the industry. It covers "ambulance and helicopter transport services, blood

and organ banks, and other ambulatory health care services, such as pacemaker monitoring

services and smoking cessation programs”.

Medical and Diagnostic Laboratories: this laboratory helps the physicians by providing

diagnosing and analytical services to them or they provide these facilities to patients also on

the prescription of doctors. These organizations conduct blood tests, ultrasounds, tomography

scans, X-rays, and other clinical investigations. These laboratories accounts for provide lesser

employment in the industry.

Market Size of Indian Healthcare Industry

The Indian healthcare industry is one of the biggest and fastest developing sector of world.

Healthcare can form a huge part of nation's economy by consuming over 10% of GDP of

various developed countries. The Indian healthcare industry is projected to be an industry of

USS 50 billion and now serving as the second-largest employer in service-sector of the

country by offering jobs to approx. 4.5 million persons either directly or indirectly. The

healthcare sector of India will increase upto USS 100 billion by 2015. According to ratings

agency, Fitch. "It is estimated to be worth USS 275.6 billion by 2020" Presently, India spent

its $ per cent of GDP on healthcare. According to Mr Pradipta, K Mohapatra, Chairman,

Executive & Business Coaching Foundation India Ltd and former chairman of CII, "India.

needs to spend at least USS 80 billion more in the next five years to meet targets".

The recent trends and investment in healthcare industry can be witnessed through various

factors like recently "Apollo Hospitals Enterprise Ltd and University College London (UCL)

have signed a memorandum of understanding (MoU) to collaborate their efforts in training

and clinical research" The aim of this corporate alliance is to conduct and promote research

15
and educational initiatives in medical sciences. A positive trend has also been seen in the

rural healthcare sector. According to the "Rural Health Survey Report 2010", published by

Health ministry, 2010 specified that "the number of Sub-Centers existing in March 2010

increased from 146,026 in 2005 to 147,069 in 2010.

The report further stated that there is an increase of 437 primary health centres (PHCs) in

2010. Moreover, Number of nurses at PHCs and community health centres (CHCs) has

increased from 28,930 in 2005 to 58,450 in 2010."

According to the report of "Department of Industrial Policy and Promotion (DIPP)", "the

drugs and pharmaceuticals sector has attracted foreign direct investment (FDI) worth USS 2.4

billion between April 2000 and April 2011, while hospitals and diagnostic centers have

received FDI worth USS 1.03 billion in the same period".

As per "Investment Commission of India", "the healthcare sector has experienced

phenomenal growth of more than 12% per annum in the last 4years and this growth is

expected to be driven by different factors rising life expectancy, rising income levels of

Indian households, increasing penetration of health insurance and rising incidence of

lifestyle-related diseases in the country has led to increased spending on healthcare delivery".

Major players of Healthcare Industry have announced huge expansion plans in previous two

years. Many big corporate players which have no or very slight existence in healthcare

industry also declared huge investment plans in Healthcare Services.

For example: However, increasing initiatives of government and private players which are

seen in previous years in various parts of country plays a positive role in this regard, with the

acceptance of 108 as the National Emergency Number better opportunities are arises for

healthcare consumers and for Paramedics, Technicians, Nurses, and Emergency medicine

16
specialized doctors across India. Several multispecialty hospitals give rise to specialist care in

the country in various II tire and III tire cities; even they are the sources of better revenue

generation: But major players of the industry are struggling with the problem of severe brain

drain.

Sector serious factors which are responsible for attracting big corporate houses in healthcare

sector are: -

 "Philips Electronics India" is announced for establishing nation's first virtual ICU

Corporation also has discussed the issues related with the launching of EICU

technology by the year 2012 with various major multi-specialty tertiary care hospitals

groups.

 Wipro Technologies has also launched a service with an aim to help "drug

development owners (DDOS), clinical research organizations (CROS) and other

regulatory organizations for increasing collaborations with "multi- region clinical

trials."

 "Manappuram Health Care Ltd" announce an investment plan of USS 222 27

million from 2011-16 for setting up various medical and dental clinics and diagnostic

centers across South India. The future enterprises will be a venture of the

"Manappuram Group of companies."

 Fortis India Ltd. Is planning to launch hospitals of low budget under their new brand

name. They set the target of 25 new hospitals in every three years

 More importantly, in last few years, Eye market of India has significantly catches the

attention of investors. The market is currently dominated by government hospitals,

Ophthalmologists, and charitable trusts:

17
Indian pharmaceutical and healthcare industry was addressed to add manpower over he last

few years, this was the time when mostly players were busy in restructuring their operations

and optimizing their costs. While coming years showing a brighter perspective in this sector

as with addition of various new players in healthcare, strong penetration of specialized

services, wider insurance coverage and increasing tourism in medical guarantee better

opportunities for employment and growth in the sector.

Two vital areas are also emerged in efficient healthcare system; these are "Emergency and

Specialist medical care" The facilities related to Emergency care are still in a growing stage

but the acceptance of "Medical Council of India" for emergency medicines as a specialty

widens up the scope for professionals in this area especially for Paramedics, Emergency

medicines specialized doctors and Nurses. Presently due to the absence of crucial factors for

example: a central regulating figure, centralized emergency number, skilled emergency

medical personnel, and quality prehospital care, are responsible for making the present

emergency medical care system inefficient.

 Recognition of healthcare as an industry:

The segment was acknowledged as an industry in the mid-80s. Recognition of the

sector as an industry makes long term funding possible. Government has reduced the

import duty on medical equipment's and technology, which comprises an opportunity

for corporate. Though the "National Health Policy" 1983, few efforts have been done

to amend or upgrade the policy though the nation has gone through some variations

and new problems related to health also arises because of ecological degradation.

 Socio-Economic Changes:

various social and economic changes like rise in rate of literacy, rise in the levels of

incomes and increase in the consciousness because of wider media coverage, helpful

18
 in increasing awareness towards bealth. The rise in the nuclear family system make

routine health check-ups is necessary for the bread earner of the family.

 Brand Development: Various corporates have established various charitable.

 Hospitals:

They try to develop good image in the market by lending their name the hospitals,

which in turn helpful in improving the image of the other products of the corporate.

 Extension to Related Business:

some pharmaceuticals companies like "Wockhardt and Max India" have entered in the

healthcare industry which is a straight expansion of the business.

 Opening of the Insurance Sector:

In Indian scenario, 60 percent of health expenditure comes from self-paid category in

comparison to the government expenditure of 25-30 percent. As we know that private

hospitals are quite expensive for lower - or middle-class people In this regard, the

emergence of insurance sector is supposed to give a bounce to the industry Insurance

of health make the facility affordable to majority. Presently, "only 2 million people in

India that is 0.2% of total population are covered under Medical insurance, whereas in

developed nations like USA about 75% of the total population are covered under

some insurance scheme" Insurance company GIC takes up to 6 months for processing

the claim and reimburses it to the customers after they have made the payments from

their own pockets. It will be advantageous to private houses like Cigna who have a

plan for launching Smart Cards which can directly be used everywhere. The

financiers, consultants and insurance agencies also will be benefitted by this.

19
1.2.3 FACTORS AFFECTING HEALTHCARE INDUSTRY IN INDIA

The Indian Healthcare sector perceives an unexpected paradigm shift in previous ten year

However the transformation was predictable as the industry has been working in this

direction for a decade, but the change became noticeable in previous 2 years. There are

various factors which are responsible for the current pattern of healthcare industry. We can

divide into two parts Le Micro Variables and Macro Variables.

Micro Variables:

The micro variables which are responsible for the growth of industry are as follows,

 Increased growth of private sector: private sector is growing rapidly in India,

various big players from other industries are now coming in healthcare and this

ultimately led to the growth of healthcare sector.

 Cost effective surgical services: As per the data, the cost of in India is only approx

10 percent of that in United States, it is beneficial in a way that it attracts medical

tourism in India.

 Gradual corporatization of the healthcare sector- In India the trend of corporate

hospitals has started by Apollo Hospital, other followed it. There seems the evidence

of huge gap between first corporate hospital and the trend of corporatization in India.

The healthcare sector is rapidly moving towards organization and corporatization. The

table below helps in showing the trend of corporatization in the sector.

 Last few years recorded dramatic changes its healthcare. Various existing players

announced big expansion plans and many big corporate houses which are having no

or very little existence announced big investments in industry. The progress and

sudden interest of major players in healthcare business is attributed to several factor,

strong Indian economy is one of them.

20
Regulatory Framework

Health is the subject of state in the Constitution of India. While the constant assistance of

central government is required by the state government for controlling and eradicating major

communicable and non-communicable diseases. The assistance of government is also

required for policy formulation, international health, medical & Para- medical education.

The responsibility for the implementation of National Programmers, Sponsored Schemes and

Technical Assistance relating to the Indian healthcare industry is of "Union Ministry of

Health and Family Welfare (MOHFW)" AYUSH is the departments which work under the

Ministry The autonomous institutions which conduct the researches in several specific areas

under the "Ministry of Health and Family Welfare" are "Indian Medical Association (IMA),

Indian Council of Medical Research (ICMR), and Central Drug Research Institute (CDRI)"

The government of India has also introduced various National Programmes and Schemes in

healthcare industry some of them are "National Rural Health Mission, National Health

Policy- 2002 National Vector Bome Disease Control Programme (NVBDCP),National Filaria

Control Programune, National Leprosy Eradication Programme Revised National TB Control

Programme, National Programme for Control of Blindness, National Iodine Deficiency

Disorders Control Programme, National Mental Health Programme, National Aids Control

Programme, National Cancer Control Programme, Universal Immunization Programme,

National Programme for Prevention and Control of Deafness, Pilot Programme on Prevention

and Control of Diabetes, CVD and Stroke, National Tobacco Control Programme" etc.

The Indian government initiated many programmes and financial packages to life Indian

health care industry such as in year 2008-09 government sanctioned 16,534 Indian rupees for

healthcare industry which marked a rise of 15 percent in 2007-2008. "National Rural Health

Mission (NRHM)" has also been started by the government under which 462,000 Health

21
Activists have been trained for creating awareness for health related problem among the

people, government has also opened sanitation committees in 177.924 villages and 323

District Hospitals have also been taken for up gradation. The Allocated funds to NRHM has

been increased by Rs. 993crore to 12,050 crore for "The National Aids Control Programme"

In the year 2008-09 Indian rupee 1,042 crore is allocated for the eradication of polio. The

strategy has also been revised with an emphasis on the high risk districts of Bihar and Uttar

Pradesh.

A five-year tax holiday has also been allowed to the hospitals located far from the urban

clusters specifically in II tier and III tier cities. Instead of it Amounts which are going to be

spent on Research and Development are also entitled for the weighted deduction of 125%) A

deduction of 10% in custom duty and full exemption of excise duty on certain life-saving

drugs and bulk drugs is a kind of prevailages given to Indian healthcare industry, even

government has permitted 100% FDI for hospitals and other related services.

The Indian government commences several policies and services to encourage foreign and

private investment in the healthcare sector. The National Health Policy 2002 stated that these

policies will support medical tourism. This also encourages the outflow of services to foreign

patients. Execution of these paid services in foreign exchange is recognized as Deemed

Exports and is entitled for all financial incentives provided on export earnings A different

class of Visa that is "Medical Visa" has also been announced which may be provided for

specified reasons to foreign tourists.

To lessen the doubts related to the quality of care in developing nations, the corporate

hospitals of India corporate hospitals are receiving certification by international accreditation

schemes. The Indian government has recognized healthcare as an important section and have

taken some actions to promote its one important segment "Medical Device Market" With the

22
emergence of economic reforms in the middle of the nineties, the export conditions have

significantly improved for India like "reduction in import duty on medical equipment from 25

per cent to 5 per cent, Depreciation limit on such equipment rose to 40 per cent from 25 per

cent, to encourage medical equipment imports, Customs duty reduced to 8 per cent from 16

per cent for medical, surgical, dental and veterinary furniture" were also introduced.

"Customs duty on as many as 24 medical equipment's, which include X-ray, goniometry and

tele therapy stimulator machines, has also been reduced to 5 per cent”.

First Tier facilities:

Basic medical care facilities are offered via 20 first tier centres situated in different parts of

the city The majority of primary health services are provided by the D-Type health centres.

All 15 D-Type health centres are run by DOMHFW However, of the 15 D-type health

centres, five are positioned in the structures of the Agra Municipal Corporation, nine centres

are positioned in rented buildings, and another one is positioned in the Red Cross Building

There is a scarcity of DOMHFW staff because no new recruitment is taking place for the

vacant positions.

In addition to D-Type facilities, primary health care is provided in the two postpartum centres

run by the District Administration. Care is also provided at postpartum centre (PPC) situated

at "S. N. Medical College, in Lady Lyall hospital, Urban Family Welfare Centres (UFWCs)

located at District Hospital, T.B Demonstration Centre and a Medical Care Unit located at

Trans-Yamuna area".

Second Tier Facilities:

There are three tertiary level government hospitals in Agra. These are S. N. Medical College,

Lady Lyall Hospital and District Hospital. Apart from these health facilities, one 100- bedded

23
ESI hospital, three Railway hospitals, and Army, Cantonment and Air force hospitals are also

situated in Agra.

Private Healthcare Facilities:

Private healthcare facilities provided in Agra city can be categorized into two groups viz

private profit-making organizations and private not for profit organizations, profit making

organizations constitute maternity and nursing homes, registered abortion providers,

NSV/DMPA providers, charitable clinics constitute not for profit organizations.

Private for-Profit Health Service Providers:

A big number of population search for healthcare from private hospitals. It comprises a vast

network of profit-making organizations. Information available at the office of Chief Medical

Officer in Agra indicates that "there are over 450 Nursing homes and private practitioners in

Agra". There are 93 maternity homes in the city and about 30 centres are providing abortion

services. There are 58 centres that provide modern contraceptives such as NSV and DMPA.

There are limited gaps between health department and private hospitals for getting supplies of

free vaccines for national immunization program.

Private not for profit Health Service Providers

NGO/ Trust Hospitals like Merrygold Hospital situated at Sewla road, Pariwar Seva Sanstha

at St. John's Crossing and Surya Clinic situated near Sikandra provides second tier facilities,

while another chartable hospital in Tajganj serves as a primary health care facility,

24
A Brief Overview of Study Sample

The present study is restricted to Agra City. The sample of the study is selected by means of

selecting five reputed hospitals of Agra city, on the basis of convience sampling. The

hospitals selected for the purpose of study are Sarojani Naidu Medical College, Agra District

Hospital, Agra, Pushpanjali Hospital and Research Centre, Agra, Kamayani Hospital and

Research Centre, Agra, G.G Medical Institute & Research Centre,Agra. Sarojani Naidu

Medical College is situated in Agra is named after the first lady Governess of Uttar Pradesh.

She was a great poetess and freedom fighter She has been called by a name Bharat Kokila. It

is situated in the heart of Agra, the famous ancient city of the Taj Mahal.

It is one among the first three Medical Schools of the country. Soon after its inception, it was

acknowledged by the "Medical Council of India and the General Medical Council of Great

Britain" Sarojini Naidu Medical College also has an hospital attached with the name of

Sarojini Naidu Hospital, which is perfectly equipped hospital with inside units having 976

beds, with an admission of around35,000 patients every year, also consist an outdoor section

treating about 3,00,000 patients per year. The doctors associated with hospitals are one

hundred and twelve Total numbers of nursing staff available in hospital is one hundred and

twenty.

District Hospital, Agra, is a big and important hospital, situated at M.G. Road. There are 33

doctors associated with this hospital. Total numbers of nurses working in hospital is twenty-

three. There are hundred general beds and twelve emergency beds available in hospital. There

are six private beds in hospital.

Pushpanjali Hospital and Research Centre Pvt. Ltd. is one of the leading hospitals of Agra

city. They are extending their services to general community and the employees of

institution. The hospital is incorporated under companies act as a private limited company,

25
having a right to extend its medical facilities to the communities residing in the vicinity of

Agra.

They have highly modern facilities and qualified and skilled nursing staff in all wards having

350 beds. There are several specialized doctors associated with hospitals. There are total one

hundred and forty numbers of nursing staff available in hospital.

The Kamayani Hospital was initiated because of the Vision and forethought of Dr.

Munishwar Gupta, the founder of "Kamayani Patients Care (India) Ltd". Dr. Gupta realizes

the requirement of a Cancer hospital and decided to start it in Agra. His dream come true on 2

March, 2000. The hospital had the facilities of 100 beds. It was inaugurated by Shri. Rajendra

Singh. The hospital is one among the main centre of quality medical care facility in this area.

The cancer therapy programme, developed in previous years is based on total cancer therapy

which includes extensive "investigative procedure, treatment through surgery, chemotherapy

and radiotherapy and also has vital element of counseling" The Hospital also provide

counselling facilities to the patients and their relatives by giving mental support to them for

facing the disease.

G.G Medical Institute & Research Centre, Sanjay Place, Agra, established in the year 1991

by Dr. D. C. Goyal, a world-renowned surgeon and his wife Dr. Lakshmi Goyal, a well-

known Gynecologist. It is a Multi-specialty Hospital to facilitate the patients of nearby

districts including Agra. The objective of the hospital is "to make available highly

sophisticated and advanced technologies to deal with variety of medical problems under one

roof" Hospitals efforts are constantly aimed at providing comprehensive and prompt

healthcare solutions to the patients, synergizing the expertise of leading health experts

sensitized to the need of the patients. The doctors associated with hospitals are ten. Total

numbers of nursing staff available in hospital is forty-five.

26
Nursing is the most demanding profession in the job market after IT sector all over the world,

keeping this view in mind, G.G School of Nursing and Paramedical was established by Dr. D.

C. Goyal and his wife Dr. Lakshmi Goyal in the year 2005, under the flagship of G.G

Educational Trust.

27
 1.3 ORGANISATION PROFILE

ORGANISATION DETAILS:

ORGANISATION NAME : MEENAKSHI HOSPITAL

FOUNDER : Dr. S. GURUSHANKAR

NATURE OF BUSINESS : SERVICE

NUMBER OF EMPLOYEES : 1200

BRANCH :THANJAVUR

WORKING SHIFT : 9.00 AM TO 7.00 PM

ADDRESS : 244/2, TRICHY MAINROAD,

NEAR NEW BUS STAND,

THANJAVUR DISTRICT

TAMILNADU 613005

E-MAIL : [email protected]

WEBSITE : www.meenakshihospital.com

28
1.3.1 VISION

World class healthcare at affordable with empathy, love, and healing touch.

MISSION

We are committed to deliver first class clinical care in treating patients with the latest

evidence-based protocols, creating awareness, enhancing the wellness quotient of the

individual, and eventually of the community by maintaining a balance between quality, cost

and care.

QUALITY POLICY

We continually strive for excellence in developing, providing and improving world class

health care service at an affordable cost. we are driven by the zeal to care with compassion

and dedication in delivering quality patient care to the local community through inculcating

core values, flawless ethics and building synergies.

LOGO OF THE ORGANISATION

29
SPECIALITIES

1. Emergency medicine

2. Preventive medicine-MHC

3. Cardiology

4. Cardio thoracic & vascular surgery

5. General medicine

6. Neurology

7. Smile train project & OMFS

8. Intervention and radiology imaging sciences

9. Dentistry

10. Neurosurgery

11. Nephrology

12. Orthopaedics

13. Oncology (radiation, medical & surgical)

14. Gastroenterology & general surgery

15. Urology

16. Intensive care medicine

17. Neonatology & paediatrics

18. Obstetrics & gynaecology

19. Respiratory medicine

20. Psychiatry.

30
SPECIAL FEATURES

 Accident & emergency

 Hi tech ambulance with ventilator facilities under one roof

 24*7 laboratory service

 Renal transplant center & dialysis

 Radiation oncology (surgical & medical)

 Advanced linear accelerator machine & brachytherapy facility

 Regional blood bank

 External corporeal shock wave lithotripsy procedure facility

 Aseptic techniques following in OT.

MHT MILESTONES

 First and only NABH accredited hospital in thanjavur and trichy delta districts- 2015

& re-accredited on 2018, NABH nursing excellence obtained 2018,AHPI nursing

excellence 2019..

 Partner of SMILE TRAIN, USA-cleft-lip & palate surgery centre in thanjavur, trichy

delta districts as the FREE OF COST.

 Successfully flagged off the full syop cancer campaign by being the first place his

signature by our his excellency former president, bharat ratna,Dr. A.P.J.Abdul kalam

on 5th april,2015.

 In a historic event of Dr. K.ROSAIAH, HIS Excellency, The governor of tamil nadu

inaugurated Dr. A.P.J. Abdul kalam centre of oncology and linear accelerator, on 19th

oct 2015.

 Successful inauguration of smile train block by hon ble governor ch. Vidyasagar rao

on 13th oct' 2016.

31
  18 numbers of organ transplant cases have been done at MHT (10 live & 8 cadaver

transplants)

 2251+ angio plasties performed.

 1500+ cardiac surgery (300+ MICS (Minimally invasive cardiac surgery),50+

interventional cardiac surgery)

SUPPORTIVE DEPARTMENTS

 Laboratory

 Radiology & imaging sciences

 Blood bank

 Nutrition and diabetics

 Pharmacy

 physiotherapy

QUALITY MANAGEMENT SYSTEM

 Mission, vision, and quality policy of MHT

 Clinical services

 Supportive departments

 Be a part of continuous quality improvement (department of quality system)

 Quality activities in the hospital

 Hospital committees

 Patient rights and responsibilities

 For your safety

 Infection control

 Disaster plans

 Patient and family education

32
PATIENT RIGHTS AND RESPONSIBILITIES

PATIENT RIGHTS

 Rights to access to care

 Right to respect and dignity

 Right to privacy and confidentiality

 Right to refusal of treatment

 Right to personal safety and security

 Right to know the identity of individuals providing service to him/her

 Right to information

 Right to communication

 Right to consent

 Right to consultation

 Right to transfer and continuity of care

 Right to hospital rules and regulations

 Right to complain

PATIENT RESPONSIBILITIES

 To provide all personal and family health information

 To provide accurate demographic details.

 To participate in taking medical treatment decisions

 To fellow instructions and comply with the plan of care

 To fellow hospital rules and regulations

 To give priority to ER cases

 To accept financial responsibilities and settle the bills promptly.

 To give a consent for treatment.

33
 CHAPTER 2
OBJECTIVES, SCOPES AND LIMITATIONS

2.1 OBJECTIVES OF THE STUDY

 To analysis the existing training practices, its effectiveness and recommended

measures to improve the training practices in Meenakshi hospital.

 To study the needs and want between performance and training.

 To analysis the level of satisfaction among, the employees in respect of training

activities.

 To promote individual and collective morale, a sense of responsibility, co-operative

attitudes and good relationships.

 To prepare the employee, both new and old meet the present as well as the changing

requirement 6 s of the job and organization.

 To prevent obsolescence.

 To impart the new entrants the basic knowledge and skill they need for an intelligent

performance of a definite job.

 To prepare the employee for higher -level task.

 To assist employee to function more effectively in their present position by exposing

them to latest concepts, information and technique 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 position.

34
 2.2 NEED OF THE STUDY

1. Assessing Effectiveness: It was essential to evaluate the effectiveness of the training

and development program to determine if it was achieving its intended objectives. By

examining the program's impact on employee performance, attitudes, and motivation, we

could identify areas of success and areas that needed improvement.

2. Identifying Training Needs: Understanding the training needs of employees is crucial

for designing targeted and relevant training programs. By analyzing the current skill gaps and

identifying areas where employees required further development, the study aimed to provide

insights for creating customized training interventions.

3. Improving Employee Attitudes and Job Requirements: A positive attitude towards job

requirements is vital for employee satisfaction and overall organizational success. The study

aimed to assess how the training and development program contributed to fostering a positive

attitude among employees regarding their job requirements. This understanding could help

tailor the training program to better align with employee needs and improve job satisfaction.

4. Ensuring Motivation and Satisfaction: Motivation and satisfaction are essential factors

for employee engagement and productivity. By evaluating the training and development

program's impact on employee motivation, interest, and satisfaction levels, the study sought

to identify strategies for sustaining and enhancing these aspects within the organization.

35
 2.3 SCOPE OF THE STUDY

In this project I have tried to present detail about the training and development program

followed in Meenakshi hospital and analysis the training needs of employee.

1. Ability to perform work efficiently and effectively is being developed.

2. It helps in developing a good attitude during the training regarding actual job requirement.

3. To ensure the continuous motivation, interest, and satisfaction level of organization staff.

2.4 LIMITATION OF STUDY

 The sample size is too small to reflect the opinion of the whole organization.

 The answers given by the respondents must be believed and have to be taken for

granted as truly reflecting the perception.

36
 CHAPTER-3

RESEARCH METHODOLOGY

Research is a carefully investigation or especially through search for new facts in any branch

knowledge. A study on analysis of training and development needs and wants in Meenakshi

hospital, Thanjavur. This part explains the methodology used in this study. The methodology

includes data and sources of data, sample size, area of the study and framework of analysis.

The study is based on primary and secondary data. Primary data have been collected from

100 respondents through a questionnaire covering different groups of peoples in thanjavur

city. The secondary data have been collected from various books, magazine, journals,

newspapers and websites.

RESEARCH DESIGN

It is the design of study connected with technique for collection of data and analysis of data

in a manner that aims to have relevance purpose.

TYPE OF RESEARCH:

Research Design adopted for this study is “Descriptive Research”. It surveys and fact-

finding Enquirers of different kinds. The major purpose of descriptive research is a

description of the situation as it exists at present. The population is indefinite and hence

Convenience Sampling Method” will be adopted for selecting samples from the indefinite

one.

37
Source of Data

Primary Data:

Primary data is collected through a well-structured questionnaire. The data is collected by

administering the questionnaire to the employees directly and collecting the information

immediately.

Secondary Data:

Data regarding the company profile and product profile are collected from company records.

Sampling Design

Convenient Sampling Method:

A convenience sample is a non-probability sample in which the researcher uses the subjects

that are nearest and available to participate is the research study. This technique is also

referred to as “accidental sampling” and is commonly used in pilot studies prior to launching

a larger research project.

Sample Size

Sample size was chosen as 100, which is expected to reveal the exact facts regarding the

perception of employees on the firm.

Sample Population

There are totally 1200 employees working in the organization.

Collection of Data

Data collection through the questionnaire is quite popular. Pilot study has been conducted to

find the effectiveness of the questionnaire. Then, the questionnaire has been framed. It is well

38
designed and structured in order to enable collection of appropriate data. Revised

questionnaire consists of closed ended, multiple choice, dichotomous multiple rating scale

questions.

Statistical Tools Used for Analysis

The following statistical tools are used to analyze the collection of data.

 Percentage Analysis
 Correlation Analysis

PERCENTAGE ANALYSIS

Percentage refers to a special kind of ratio. Percentage is used in making comparison about
two or more series of data. Percentage as also used to describe relationship. It is also used to
compare the relative terms of two or more series of data.

Number of respondents
Percentage of respondents = X100
Total respondents

CORRELATION ANAYLSIS

Correlation is computed into what is known as the correlation coefficient, which

ranges between -1 and +1. Perfect positive correlation (a correlation co-efficient of +1)

implies that as one security moves, either up or down, the other security will move in

lockstep, in the same direction. Alternatively, perfect negative correlation means that if one

security moves in either direction the security that is perfectly negatively correlated will

move in the opposite direction. If the correlation is 0, the movements of the securities are said

to have no correlation; they are completely random.

39
 CHAPTER – 4

DATA ANALYSIS AND INTERPRETATION

4.1 PERCENTAGE ANALYSIS AND CHARTS

CLASSIFICATION OF RESPONDENTS BASED ON GENDER

Table 4.1.1: The table showing gender of the respondents in the organization.

S.NO PARTICULARS NO. OF PERCENTAGE

RESPONDENTS
1 MALE 16 32

2 FEMALE 34 68

TOTAL 50 100
Source: Primary data

CHART NO: 4.1.1

Chart 4.1.1: The chart showing gender of the respondents in the organization.

CLASSIFICATION OF RESPONDENTS BASED ON GENDER

80
68
70
60
50
40
32
30
20
10
0
MALE FEMALE

INTERPRETATION
From the above table it is inferred that 68 percentages of respondents are said female, 32
percentage of respondents are said male.

40
 TABLE NO: 4.1.2

CLASSIFICATION OF RESPONDENTS BASED ON AGE

Table 4.1..2 : The table showing Age of the respondents in the organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 18-20 0 0

2 21-25 27 54

3 26-30 10 20
4 30 ABOVE 13 26

TOTAL 50 100
Source: Primary data

CHART NO: 4.1.2

Chart 4.1.2 : The chart showing Age of the respondents in the organization

CLASSIFICATION OF RESPONDENTS BASED ON AGE

60 54
50

40

30 26
20
20

10
0
0
18-20 21-25 26-30 30 ABOVE

INTERPRETATION
From the above table it is inferred that 54 percentages of respondents are 21 to 25, 26
percentage of respondents are 30 Above, 20 percentages of respondents are 26 to 30 and last
but not least 0 percentages of respondents are 18 to 20.

41
 TABLE NO: 4.1.3

CLASSIFICATION OF RESPONDENTS BASED ON LONG KNOW

THE ORGANIZATION

Table 4.1.3 : The table showing long know the organization of the respondents in the
organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 6 Months 6 12

2 1 Years 20 40

3 5 Years 11 22
4 Above 8 years 13 26

TOTAL 50 100
Source: Primary data

CHART NO: 4.1.3

Chart 4.1.3 : The chart showing long know the organization of the respondents in the
organization
CLASSIFICATION OF RESPONDENTS BASED ON LONG
KNOW THE ORGANIZATION
45 40
40
35
30 26
25 22
20
15 12
10
5
0
6 Months 1 Years 5 Years Above 8 years

INTERPRETATION
From the above table it is inferred that 40 percentages of respondents are 1 Year, 26
percentage of respondents are Above 8 Years, 22 percentages of respondents are 5 Years and
last but not least 12 percentages of respondents are 6 Months.

42
 TABLE NO: 4.1.4

CLASSIFICATION OF RESPONDENTS BASED ON

POSITION

Table 4.1.4: The table showing position of the respondents in the organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Employee 39 78

2 Supervisor 2 4

3 Mid-level Manger 3 6
4 Executive 6 12

TOTAL 50 100
Source: Primary data

CHART NO: 4.1.4

Chart 4.1.4: The chart showing position of the respondents in the organization.

CLASSIFICATION OF RESPONDENTS BASED ON

POSITION
90
78
80
70
60
50
40
30
20 12
10 4 6
0
Employee Supervisor Mid-level Manger Executive

INTERPRETATION
From the above table it is inferred that six percentages of respondents are Mid-Level-
Manager, Four percentage of respondents are Supervisor, 12 percentages of respondents are
Executive and last but not least 78 percentages of respondents are Employee.

43
 TABLE NO: 4.1.5

CLASSIFICATION OF RESPONDENTS BASED ON

THE BEST WAY OF RECEIVE TRAINING
Table 4.1.5 : The table showing the best way of receive training in the organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Half Day 15 30

2 Full Day 16 32

3 1-2 hrs. 14 28
4 3-4 hrs. 5 10

TOTAL 50 100
Source: Primary data

CHART NO: 4.1.5

Chart 4.1.5 : The chart showing the best way of receive training in the organization

CLASSIFICATION OF RESPONDENTS BASED ON

THE BEST WAY OF RECEIVE TRAINING
35 32
30
30 28

25

20

15
10
10

0
Half Day Full Day 1-2 hrs. 3-4 hrs.

INTERPRETATION
From the above table it is inferred that 32 percentages of respondents are Full Day, 30
percentages of respondents are Half Day, 28 percentages of respondents are 1-2 hours and
last but not least 10 percentages of respondents are 3-4 hours.

44
 TABLE NO: 4.1.6

CLASSIFICATION OF RESPONDENTS BASED ON

ORGANIZATION PERFORMS IS IMPROVING IN THE TRAINING
PERIOD
Table 4.1.6 : The table showing the organization performs is improving in the training
period in the organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Agree 40 80

2 strongly Agree 8 16

3 Dis agree 2 4

4 Strongly Dis agree 0 0

TOTAL 50 100

Source: Primary data

CHART No: 4. 1.6

Chart4.1.6 : The chart showing the organization performs is improving in the training period
in the organization

CLASSIFICATION OF RESPONDENTS BASED ON

ORGANIZATION PERFORMS IS IMPROVING IN THE
TRAINING PERIOD
100
80
80
60
40
16
20 4 0
0
Agree strongly Agree Dis agree Strongly Dis agree

INTERPRETATION

From the above table it is inferred that 80 percentages of respondents are Agree, 16
percentage of respondents are Strongly Agree, Four percentages of respondents are Disagree
and last but not least 0 percentages of respondents are Strongly Disagree.

45
 TABLE NO: 4..1.7

CLASSIFICATION OF RESPONDENTS BASED ON

COMFORTABLE GIVEN FEEDBACK TO OTHERS
Table 4.1.7 : The table showing the comfortable given feedback to others in the organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Agree 36 72

2 strongly Agree 9 18

3 Dis agree 5 10
4 Strongly Dis agree 0 0

TOTAL 50 100
Source: Primary data

CHART No: 4.1.7

Chart 4.1.7 : The chart showing the comfortable given feedback to others in the organization

CLASSIFICATION OF RESPONDENTS BASED ON

COMFORTABLE GIVEN FEEDBACK TO OTHERS
80 72

60

40
18
20 10
0
0
Agree strongly Agree Dis agree Strongly Dis agree

INTERPRETATION

From the above table it is inferred that 72 percentages of respondents are Agree, 18
percentage of respondents are Strongly Agree, 10 percentages of respondents are Disagree
and last but not least 0 percentages of respondents are Strongly Disagree.

46
 TABLE NO: 4.1.8

CLASSIFICATION OF RESPONDENTS BASED ON

EXPECTATIONS MY ROLE

Table 4.1.8 : The table showing the expectations my role in the organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Agree 35 70

2 strongly Agree 14 28

3 Dis agree 1 2
4 Dis agree 0 0

TOTAL 50 100
Source: Primary data

CHART NO: 4.1.8

Chart 4.1.8 : The chart showing the expectations my role in the organization

CLASSIFICATION OF RESPONDENTS BASED ON

EXPECTATIONS MY ROLE

80 70

60

40 28
20
2 0
0
Agree strongly Agree Dis agree Dis agree

INTERPRETATION
From the above chart it is inferred that 70 percentages of respondents are Agree, 28
percentage of respondents are Strongly Agree, Two percentages of respondents are Disagree
and last but not least 0 percentages of respondents are Strongly Disagree.

47
 TABLE NO: 4.1.9

CLASSIFICATION OF RESPONDENTS BASED ON

MISTAKES DOES YOUR TEAM MAKE ON A REGULAR BASIS

Table 4.1.9 : The table showing the mistakes does your team make on a regular basis in the
organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Planning 19 38

2 Objective 15 30

3 Time 9 18
4 Goals 7 14

TOTAL 50 100
Source: Primary data

CHART NO: 4.1.9

Chart 4.1.9 : The chart showing the mistakes does your team make on a regular basis in the
organization

CLASSIFICATION OF RESPONDENTS BASED ON

MISTAKES DOES YOUR TEAM MAKE ON A REGULAR
BASIS
38
40
30
30

18
20 14

10

0
Planning Objective Time Goals

INTERPRETATION
From the above table it is inferred that 38 percentages of respondents are planning, 30
percentage of respondents are Objective, 18 percentages of respondents are Time and last but
not least 14 percentages of respondents are Goals.

48
 TABLE NO: 4.1.10

CLASSIFICATION OF RESPONDENTS BASED ON

IMPROVING FOR THE TRAINING EFFECTIVENESS

Table 4.1.10 : The table showing improving for the training effectiveness in the organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Survey your employees 17 34
beforehand
2 Create key outcomes and 20 40
communicate them
3 Create an on-going learning path 8 16
4 Stay informed on industry trend 5 10
TOTAL 50 100
Source: Primary data

CHART NO: 4.1.10

Chart 4.1.10 : The chart showing improving for the training effectiveness in the organization

CLASSIFICATION OF RESPONDENTS BASED ON

IMPROVING FOR THE TRAINING EFFECTIVENESS
50
40
40 34
30

20 16
10
10

0
1 2 3 4

INTERPRETATION
From the above table it is inferred that 40 percentages of respondents are Survey Your
Employees beforehand, 34 percentage of respondents are create key outcomes and
communicate them, 16 percentages of respondents are create an on-going learning path and
last but not least 10 percentages of respondents are stay informed on industry trend.

49
 TABLE NO: 4.1.11

CLASSIFICATION OF RESPONDENTS BASED ON

UNDERSTANDING THE TRAINING

Table 4.1.11: The table showing the understanding the training in the organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Learning 8 16

2 Enhancement 8 16

3 Sharing Information 13 26

4 All above 21 42

TOTAL 50 100
Source: Primary data

CHART NO: 4. 1.11

Chart 4.1.11: The chart showing the understanding the training in the organization

CLASSIFICATION OF RESPONDENTS BASED ON

UNDERSTANDING THE TRAINING

50
42
40

30 26

20 16 16

10

0
Learning Enhancement Sharing Information All above

INTERPRETATION
From the above table it is inferred that 42 percentages of respondents are all above, 26
percentage of respondents are sharing information, 16 percentages of respondents are
enhancement and others 16 percentages of respondents are learning.

50
 TABLE NO: 4.1.12

CLASSIFICATION OF RESPONDENTS BASED ON

THE KEY SPECIFIC TOPICS YOU WANT TO LEARN MORE ABOUT
Table 4.1.12: The table showing the key specific topics you want to learn more about in the
organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Technical 12 24
2 Ethics 7 14
3 Industry rules 9 18
4 All Above 22 44
TOTAL 50 100
Source: Primary data

CHART NO: 4.1. 12

Chart 4.1.12: The chart showing the key specific topics you want to learn more about in the
organization

CLASSIFICATION OF RESPONDENTS BASED ON

THE KEY SPECIFIC TOPICS YOU WANT TO LEARN MORE
ABOUT
50
44

40

30
24
18
20
14

10

0
Technical Ethics Industry rules All Above

INTERPRETATION
From the above table it is inferred that 44 percentages of respondents are All the above, 24
percentage of respondents are Technical, 18 percentages of respondents are Industry rules
and last but not least 14 percentages of respondents are Ethics.

51
 TABLE NO: 4.1.13

CLASSIFICATION OF RESPONDENTS BASED ON

THE TEACHING QUALITY OF THE INSTRUCTOR

Table 4.1.13: The table showing the teaching quality of the instructor in the organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Clear communication 22 44

2 Acting as a role model 14 28

3 Self-reflection 6 12

4 Life-long learning 8 16

TOTAL 50 100
Source: Primary data

CHART NO: 4. 1.13

Chart 4.1.13: The chart showing the teaching quality of the instructor in the organization

CLASSIFICATION OF RESPONDENTS BASED ON

THE TEACHING QUALITY OF THE INSTRUCTOR

50 44
40
28
30

20 16
12
10

0
Clear communication Acting as a role model Self-reflection Life-long learning

INTERPRETATION
From the above table it is inferred that 80 percentages of respondents are Agree, 16
percentage of respondents are Strongly Agree, Four percentages of respondents are Disagree
and last but not least 0 percentages of respondents are Strongly Disagree.

52
 TABLE NO: 4.1.14

CLASSIFICATION OF RESPONDENTS BASED ON

YOUR QUESTIONS ANSWERED DURING THE TRAINING

Table 4.1.14: The table showing the your questions answered during the training in the
organization
S.NO PARTICULARS NO.OF PERCENTAGE
RESPONDENT
S
1 Satisfied 21 42

2 Highly Satisfied 7 14

3 Good 16 32

4 Poor 6 12

TOTAL 50 100
Source: Primary data

CHART NO: 4. 1.14

Chart 4.1.14: The chart showing the your questions answered during the training in the
organization
CLASSIFICATION OF RESPONDENTS BASED ON
YOUR QUESTIONS ANSWERED DURING THE TRAINING
50
42
40
32
30

20 14 12
10

0
Satisfied Highly Satisfied Good Poor

INTERPRETATION
From the above table it is inferred that 42 percentages of respondents are satisfied, 32
percentage of respondents are good, 14 percentages of respondents are highly satisfied and
last but not least 12 percentages of respondents are Poor.

53
 TABLE NO: 4.1.15

CLASSIFICATION OF RESPONDENTS BASED ON

TRAINING PROGRAM INTERACTIVE AND ENGAGING

Table 4.1.15: The table showing the training program interactive and engaging in the
organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Engaged 8 16

2 Interested 31 62

3 Un Engaged 7 14

4 Not Interested 4 8

TOTAL 50 100
Source: Primary data

CHART NO: 4.1.15

Chart 4.1.15: The chart showing the training program interactive and engaging in the
organization

CLASSIFICATION OF RESPONDENTS BASED ON

TRAINING PROGRAM INTERACTIVE AND
ENGAGING
80
62
60
40
16 14
20 8
0
Engaged Interested Un Engaged Not Interested

INTERPRETATION
From the above table it is inferred that 62 percentages of respondents are interested, 16
percentage of respondents are Engaged, 14 percentages of respondents are UN engaged and
last but not least eight percentages of respondents are not interested.

54
 TABLE NO: 4.1.16

CLASSIFICATION OF RESPONDENTS BASED ON

GIVEN ENOUGH TIME AND RESOURCES TO COMPLETE THE
TRAINING

Table 4.1.16: The table showing the given enough time and resources to complete the
training in the organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Excellent 9 18
2 Fair 8 16
3 Satisfied 33 66

4 Poor 0 0
TOTAL 50 100
Source: Primary data

CHART NO: 4. 1.16

Chart 4.1.16: The chart showing the given enough time and resources to complete the
training in the organization

CLASSIFICATION OF RESPONDENTS BASED ON

GIVEN ENOUGH TIME AND RESOURCES TO COMPLETE THE
TRAINING
70 66
60
50
40
30
18 16
20
10 0
0
Excellent Fair Satisfied Poor

INTERPRETATION
From the above table it is inferred that 66 percentages of respondents are satisfied, 18
percentage of respondents are excellent, 16 percentages of respondents are fair and last but
not least 0 percentages of respondents are Poor.

55
 TABLE NO: 4.1.17

CLASSIFICATION OF RESPONDENTS BASED ON

THE MATERIAL EASY TO UNDERSTAND IN THE TRAINING
SECTION

Table 4.1.17: The table showing the material easy to understand in the training section

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Excellent 8 16

2 Fair 10 20

3 Good 32 64

4 Poor 0 0

TOTAL 50 100
Source: Primary data

CHART NO: 4.1.17

Chart 4.1.17: The chart showing the material easy to understand in the training section

CLASSIFICATION OF RESPONDENTS BASED ON

THE MATERIAL EASY TO UNDERSTAND IN THE TRAINING
SECTION
70 64
60
50
40
30
20
20 16

10
0
0
Excellent Fair Good Poor

INTERPRETATION
From the above table it is inferred that 42 percentages of respondents are satisfied, 32
percentage of respondents are good, 14 percentages of respondents are highly satisfied and
last but not least 12 percentages of respondents are Poor.

56
 TABLE NO: 4.1.18

CLASSIFICATION OF RESPONDENTS BASED ON

THE TRAINING MATERIAL WAS SUFFICIENT

Table 4.1.18 : The table showing the training material was sufficient iin the organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Evaluate 14 28

2 Guiding 9 18

3 Teaching 9 18

4 all above 18 36

TOTAL 50 100

Source: Primary data

CHART NO: 4.1.18

Chart 4.1.18 : The chart showing the training material was sufficient in the organization

CLASSIFICATION OF RESPONDENTS BASED ON

THE TRAINING MATERIAL WAS SUFFICIENT
40 36
35
30 28

25
20 18 18

15
10
5
0
Evaluate Guiding Teaching all above

INTERPRETATION
From the above table it is inferred that 36 percentages of respondents are all the above, 28 percentage
of respondents are evaluate, 18 percentages of respondents are guiding and last but not least 18
percentages of respondents are teaching.

57
 TABLE NO: 4.1.19

CLASSIFICATION OF RESPONDENTS BASED ON

PREFER TO RECEIVE TRAINING

Table 4.1.19 : The table showing the prefer to receive training in the organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Class Room 13 26
2 Online mode 11 22

3 On- the job 19 38

4 Off the job 7 14

TOTAL 50 100
Source: Primary data

CHART NO: 4.1.19

Chart 4.1.19 : The chart showing the prefer to receive training in the organization

CLASSIFICATION OF RESPONDENTS BASED ON

PREFER TO RECEIVE TRAINING
40 38

35
30
26
25 22
20
14
15
10
5
0
Class Room Online mode On- the job Off the job

INTERPRETATION
From the above table it is inferred that 38 percentages of respondents are on the job, 26
percentage of respondents are class room, 22 percentages of respondents are online mode and
last but not least 14 percentages of respondents are off the job.

58
 TABLE NO: 4.1.20

CLASSIFICATION OF RESPONDENTS BASED ON

TRAINING TO YOUR CONTINUED CAREER DEVELOPMENT

Table 4.1.20 : The table showing the training to your continued career development in the
organization

S.NO PARTICULARS NO.OF PERCENTAGE

RESPONDENTS
1 Very 20 40
2 Somewhat 17 34
3 slightly 13 26

4 Not important 0 0
TOTAL 50 100
Source: Primary data

CHART NO: 4.1.20

Chart 4.1.20 : The chart showing the training to your continued career development in the
organization

CLASSIFICATION OF RESPONDENTS BASED ON

TRAINING TO YOUR CONTINUED CAREER DEVELOPMENT

45
40
40
34
35
30 26
25
20
15
10
5
0
0
Very Somewhat slightly Not important

INTERPRETATION
From the above table it is inferred that 26 percentages of respondents are slightly, 18
percentage of respondents are very, 16 percentages of respondents are somewhat and last but
not least 0 percentages of respondents are not important.

59
4.2. CORRELATION

TABLE 4.2.1: GENDER OF THE RESPONDENTS WITH SATISFACTION IN

ORGANIZATION PERFORMANCEIN IMPROVING IN THE TRAINING PERIOD.
Null Hypothesis (H0):
There is a significant relationship between gender of the respondentsand overall
satisfaction of organization performance.

Alternative hypothesis (H1):

There is no significance relationship between gender of therespondents and overall
satisfaction of organization performance.

The table 4.2.1 showing satisfaction in organization performancein improving in the training
period.

Gender Organization Performance

Gender 1

Organization Performance 0.3214 1

Relationship between gender and overall satisfaction of organization performance.

INTERPRETATION:
From table 1, P value is 0.3214. It shows significance greater than 0.05 so alternative
hypothesis is rejected. So, there is a relationship between gender and overall satisfaction of
organization performance.

60
 TABLE 4.2.2: GENDER OF THE RESPONDENTS WITH SATISFACTION OF
COMFORTABLE GIVEN FEEDBACK TOOTHERS.

Null Hypothesis (H0):

There is a significant relationship between gender of the respondents and overall
satisfaction of comfortable given feedback.

Alternative hypothesis (H1):

There is no significance relationship between gender of the respondents and overall
satisfaction of comfortable given feedback.

The table 4.2.2 showing gender of the respondents with satisfaction of comfortable given
feedback toothers.

Gender Comfortable givenfeedback

Gender 1

Comfortable given feedback 0.39497 1

Relationship between gender and overall satisfaction of comfortable given feedback.

INTERPRETATION:
From table 1, P value is 0.3949. It shows significance greater than 0.05 so the alternative
hypothesis is rejected. So there is a relationship between gender and overall satisfaction of
comfortable given feedback.

61
 TABLE 4.2.3: GENDER OF THE RESPONDENTS WITH SATISFACTION OF
EXPECTATIONS MY ROLE.

Null Hypothesis (H0):

There is a significant relationship between gender of the respondentsand overall
satisfaction of expectations my role.

Alternative hypothesis (H1):

There is no significance relationship between gender of therespondents and overall
satisfaction of expectations my role.

The table 4.2.3 showing the gender of the respondents with satisfaction of expectations my
role.

Gender Expectations my role

Gender 1

Expectations my role
0.4325 1

Relationship between gender and overall satisfaction of expectations my role.

INTERPRETATION:
From table 1, P value is 0.4325. It shows significance greater than 0.05 so the alternative
hypothesis is rejected. So there is a relationship between gender and overall satisfaction of
expectations my role.

62
 TABLE 4.2.4: GENDER OF THE RESPONDENTS WITH SATISFACTION IN
ANSWER DURING THE TRAINING.

Null Hypothesis (H0):

There is a significant relationship between gender of the respondents andoverall

satisfaction in answer during the training.

Alternative hypothesis (H1):

There is no significance relationship between gender of the respondents and overall
satisfaction in answer during the training.

The table 4.2.4 showing gender of the respondents with satisfaction in answer during the
training.

Gender Answer during the training.

Gender 1

Answer during the training. 0.71378 1

Relationship between gender and overall satisfaction in of answer during the training.

INTERPRETATION:
From table 1, P value is 0.7137. It shows significance greater than 0.05 so alternative
hypothesis rejected. So there is a relationship between gender and overall satisfaction in
answer during the training.

63
 TABLE 4.2.5: GENDER OF THE RESPONDENTS WITH SATISFACTION IN
TRAINING PROGRAM INTERACTIVEAND ENGAGING.

Null Hypothesis (H0):

There is a significant relationship between gender of the respondents and overall

satisfaction in training program interactive and engaging.

Alternative hypothesis (H1):

There is no significance relationship between gender of therespondents and overall
satisfaction in training program interactive and engaging.

The table 4.2.5 showing gender of the gender of the respondents with satisfaction in training
program interactiveand engaging.

Training Program

Gender Interactive And

Engaging

Gender 1

0.5666 1

Relationship between gender and overall satisfaction in training program interactive and
engaging.

INTERPRETATION:

From table 1, P value is 0.5666. It shows significance greater than 0.05 so alternative
hypothesis rejected. So there is a relationship between gender and overall satisfaction1 in
training program interactive and engaging.

64
 CHAPTER V

FINDINGS, SUGGESTIONS AND CONCLUSION

5.1 FINDINGS

 From the above table it is inferred that 68 percentages of respondents are said female,

32 percentage of respondents are said male.

 From the above table it is inferred that 54 percentages of respondents are 21 to 25, 26

percentage of respondents are 30 Above, 20 percentages of respondents are 26 to 30

and last but not least 0 percentages of respondents are 18 to 20.

 From the above table it is inferred that 40 percentages of respondents are 1 Year, 26

percentage of respondents are Above 8 Years, 22 percentages of respondents are 5

Years and last but not least 12 percentages of respondents are 6 Months.

 From the above table it is inferred that six percentages of respondents are Mid-level-

Manager, Four percentage of respondents are Supervisor, 12 percentages of

respondents are Executive and last but not least 78 percentages of respondents are

Employee.

 From the above table it is inferred that 32 percentages of respondents are Full Day, 30

percentage of respondents are Half Day, 28 percentages of respondents are 1-2 hours

and last but not least 10 percentages of respondents are 3-4 hours.

 From the above table it is inferred that 80 percentages of respondents are Agree, 16

percentage of respondents are Strongly Agree, Four percentages of respondents are

Disagree and last but not least 0 percentages of respondents are Strongly Disagree.

65
 From the above table it is inferred that 72 percentages of respondents are Agree, 18

percentage of respondents are Strongly Agree, 10 percentages of respondents are

Disagree and last but not least 0 percentages of respondents are Strongly Disagree.

 From the above table it is inferred that 70 percentages of respondents are Agree, 28

percentage of respondents are Strongly Agree, Two percentages of respondents are

Disagree and last but not least 0 percentages of respondents are Strongly Disagree.

 From the above table it is inferred that 38 percentages of respondents are planning, 30

percentage of respondents are Objective, 18 percentages of respondents are Time and

last but not least 14 percentages of respondents are Goals.

 From the above table it is inferred that 40 percentages of respondents are Survey Your

Employees beforehand, 34 percentage of respondents are create key outcomes and

communicate them, 16 percentages of respondents are create an on-going learning

path and last but not least 10 percentages of respondents are stay informed on

industry trend.

 From the above table it is inferred that 42 percentages of respondents are all above, 26

percentage of respondents are sharing information, 16 percentages of respondents are

enhancement and others 16 percentages of respondents are learning.

 From the above table it is inferred that 44 percentages of respondents are All the

above, 24 percentage of respondents are Technical, 18 percentages of respondents are

Industry rules and last but not least 14 percentages of respondents are Ethics.

 From the above table it is inferred that 80 percentages of respondents are Agree, 16

percentage of respondents are Strongly Agree, Four percentages of respondents are

Disagree and last but not least 0 percentages of respondents are Strongly Disagree.

66
 From the above table it is inferred that 42 percentages of respondents are satisfied, 32

percentage of respondents are good, 14 percentages of respondents are highly satisfied

and last but not least 12 percentages of respondents are Poor.

 From the above table it is inferred that 62 percentages of respondents are interested,

16 percentage of respondents are Engaged, 14 percentages of respondents are UN

engaged and last but not least eight percentages of respondents are not interested.

 From the above table it is inferred that 66 percentages of respondents are satisfied, 18

percentage of respondents are excellent, 16 percentages of respondents are fair and

last but not least 0 percentages of respondents are Poor.

 From the above table it is inferred that 42 percentages of respondents are satisfied, 32

percentage of respondents are good, 14 percentages of respondents are highly satisfied

and last but not least 12 percentages of respondents are Poor.

 From the above table it is inferred that 36 percentages of respondents are all the

above, 28 percentage of respondents are evaluate, 18 percentages of respondents are

guiding and last but not least 18 percentages of respondents are teaching.

 From the above table it is inferred that 38 percentages of respondents are on the job,

26 percentage of respondents are class room, 22 percentages of respondents are online

mode and last but not least 14 percentages of respondents are off the job.

 From the above table it is inferred that 26 percentages of respondents are slightly, 18

percentage of respondents are very, 16 percentages of respondents are somewhat and

last but not least 0 percentages of respondents are not important.

67
 5.2 SUGGESTION

 The training programs should be extended to other departments within the

organization, not just the nursing department.

 Training sessions should be conducted by experts in the relevant fields to ensure high-

quality learning.

 Periodic reviews of the training programs are essential to ensure they remain effective

and up to date.

 Incorporating fun and engaging content into the training programs can enhance

participant enjoyment and provide a refreshing experience.

 Effective planning between higher authorities, including coordinating meetings and

training sessions, is crucial to prevent the cancellation of training.

 Additional motivational programs are needed to encourage employee participation in

training sessions.

 Allocating separate rooms for meetings can help prevent the cancellation of training

sessions.

 Training programs should include a variety of engaging content, such as additional

audio and video materials, to enhance the learning experience.

 The frequency of training programs should be increased to provide continuous

development opportunities for employees.

 Improving training sessions to include more soft skills and behavioral topics can

benefit overall employee performance and workplace culture.

68
 5.3 CONCLUSION

Training and development are crucial aspects for any organization, contributing significantly

to its growth and success. In this organization, a robust training program is offered to

employees, ensuring their satisfaction and engagement. Employees have expressed that the

training programs effectively aid in achieving both their professional and personal objectives.

The organization delivers comprehensive training solutions, encompassing both on-the-job

and off-the-job training. These sessions are frequently conducted and include real-time case

studies, which greatly enhance employees' performance by providing practical and applicable

knowledge. A dedicated timeline is meticulously planned to cover all training modules

thoroughly.

In conclusion, the organization’s training programs are well-structured and greatly

appreciated by the employees, leading to high levels of satisfaction and improved job

performance. The commitment to continuous learning and development reflects positively on

the overall organizational efficiency and employee morale.

69
 APPENDIX I

BIBLIOGRAPHY

References

Aswathappa, K. (1997). Human Resource Management (6th ed.). Tata

McGraw Hill.

Dwivedi, R. S. Managing Human Resources: Personnel Management in

Indian Enterprises (2nd ed.). Wesley.

Sarkar, Manoj Kumar. (2000). Personnel Management (1st ed.). Crest

Publishing House.

Dessler, Gary. Human Resource Management (11th ed.).

Gawankar, Abhijeet. Performance Appraisal System at Lialvadi Hospital &

Research Centre. Retrieved from
http://www.jyd.in/Summer%20Internship%20Projects/HR/Performace%20Appr
aisal%20System%20At%20Lialvadi%20Hospital%20&%20Research%20Centr
e%20By%20%20Abhijeet%20Gawankar_HR_.pdf

Performance Appraisal. Wikipedia. Retrieved from

http://en.wikipedia.org/wiki/Performance_appraisal

Traditional Methods of Performance Appraisal. Naukrihub. Retrieved from

http://appraisals.naukrihub.com/traditional-method.html

Traditional Methods of Performance Appraisal. What is Human Resource.

Retrieved from http://www.whatishumanresource.com/traditional-methods-of-
performance-appraisal

Performance Appraisal. Performance-appraisal.com. Retrieved from

www.performance-appraisal.com

70
 APPENDIX II

QUESTIONNAIRES

TRAINING AND DEVELOPMENT NEEDS AND WANTS

1. What’s your gender?

1) Male
2) Female

2. What’s your current age (in years)?

1) 18-20
2) 21-25
3) 26-30
4) 30 and above

3. How long have you known the organization?

1) 6 months
2) 1 year
3) 5 years
4) Above 8 years

4. What is your position?

1) Employee
2) Supervisor
3) Mid-level Manager
4) Executive

5. What is the best way to receive training?

1) Half day
2) Full day
3) 1-2 hours
4) 3-4 hours

71
6. Do you feel that the organization's performance is improving during the training period?
1) Agree
2) Strongly agree
3) Disagree
4) Strongly disagree

7. Are you comfortable giving feedback to others?

1) Agree
2) Strongly agree
3) Disagree
4) Strongly disagree

8. Are you clear about the expectations of your role?

1) Agree
2) Strongly agree
3) Disagree
4) Strongly disagree

9. What mistakes does your team make on a regular basis?

1) Planning
2) Objectives
3) Time management
4) Goals

10. What can improve the effectiveness of training?

1) Surveying your employees beforehand
2) Creating key outcomes and communicating them
3) Creating an ongoing learning path
4) Staying informed on industry trends

11. How do you understand training?

1) Learning
2) Enhancement

72
 3) Sharing information
4) All of the above

12. What key specific topics do you want to learn more about?
1) Technical skills
2) Ethics
3) Industry rules and regulations
4) All of the above

13. How would you rate the teaching quality of the instructor?
1) Clear communication
2) Acting as a role model
3) Self-reflection
4) Lifelong learning

14. Were you able to get all of your questions answered during the training?
1) Satisfied
2) Highly satisfied
3) Good
4) Poor

15. Was the training program interactive and engaging?

1) Engaged
2) Interested
3) Unengaged
4) Not interested

16. Do you feel you were given enough time and resources to complete the training?
1) Excellent
2) Fair
3) Satisfied
4) Poor

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17. Was the material easy to understand in the training session?
1) Excellent
2) Good
3) Fair
4) Poor

18. Did you think the content in the training material was sufficient? What could be added or
improved?
1) Evaluating
2) Guiding
3) Teaching
4) All of the above

19. How do you prefer to receive training?

1) Classroom
2) Online
3) On the job
4) Off the job

20. How important is training to your continued career development?

1) Very
2) Somewhat
3) Slightly
4) Not important

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