A STUDY ON TRAINING AND DEVELOPMENT

TOWARDS KOVAI MARUTHI PAPERS &

BOARDS PRIVATE LIMITED WITH
REFERENCE TO NAMAKKAL

PROJECT REPORT

Submitted by

M
M.SATHESHKUMAR

Register No: 731322631047

In partial fulfillment for the award of the degree

Of
MASTER OF BUSINESS ADMINISTRATION

IN

DEPARTMENT OF MANAGEMENT STUDIES

J.K.K.NATTRAJA COLLEGE OF ENGINEERING AND

TECHNOLOGY

KOMARAPALAYAM
KOMARAPALAYAM-638183

JULY 2024

i
 PROJECT REPORT
JULY 2024

This is to certify that the report entitled

A STUDY ON TRAINING AND DEVELOPMENT TOWARDS KOVAI
MARUTHI PAPERS & BOARDS PVT LTDWITH REFERENCE TO
NAMAKKAL

It’s the bonafide record of Project work done by

M.SATHESHKUMAR
Register No: 731322631047
Of MBA(Department Of Management Studies) during the year 2023-2024

____________________ _______________________
Project Guide Head of the Department

Submitted for the Project Report Viva-Voce Examination held on _________

_________________ _________________
Internal Examiner External Examiner

ii
 BONAFIDE CERTIFICATE

I affirm that the project work titled “A STUDY ON TRAINING

AND DEVELOPMENT TOWARDS KOVAI MARUTHI
PAPERS & BOARDS PVT LTD WITH REFERENCE TO
NAMAKKAL.’’ being submitted in partial fulfillment of the requirements
for the award of MASTER OF BUSINESS ADMINISTRATION is the
original work carried out by me. It has not formed the part of any other project
work submitted for award of any other degree, diploma, either in this or any
other University.

Signature of the Candidate

M.SATHESHKUMAR

Reg. No: 731322631047

I certify that the declaration made above by the candidate is true

Signature of the Guide

DR. G. Mohanraj, MBA. Ph.D.
Associate Professor,
Department of Management Studies,
JKKN College of Engineering & Technology,
Komarapalayam-638183.

iii
 ACKNOWLEDGEMENT

I feel great pleasure to thank our beloved Secretary,

Smt. N.SENDAMARAAI, Managing Director, Mr.OMM SHARRAVANA,
J.K.K. Nattraja Educational Institutions for giving such wonderful opportunity
and motivation to complete my project work successfully.

I extend our profound gratitude to Dr.R.SIVAKUMAR, M.E., Ph.D.,

Principal, J.K.K.Nattraja College of Engineering and Technology for his
inspiring guidance and valuable suggestions that helped me for the successful
completion of the project work.

I would like to render my sincere thanks to Dr.G.MOHARAJ, MBA.,

Ph.D, Head and Assistant Professor inDepartment of Management Studies,
J.K.K.Nattraja of College of Engineering and Technology for a valuable
learning experience by means of project work.

I have great pleasure to thank my beloved guide Dr.G.MOHANRAJ,

MBA., Ph.D, Associate Professor in Department of Management Studies,
J.K.K.Nattraja College of Engineering and Technology for giving me him
inspiring guidance to complete the project work as a success.

At the outset I thankful to KOVAI MARUTHI PAPERS & BOARDS,

NAMAKKAL, for giving me to do the project work completion in the
company.

I express my sincere thanks to my beloved parents and family members

for their help and support for the completion of this project work.

iv
 CONTENT

CHAPTER NO TITLE PAGE NO

1. INTRODUCTION 1

1.1INTRODUCTION OF THE STUDY 1

1.2 SCOPE OF THE STUDY 5

1.3 IMPORTANCE OF THE STUDY 6

I
1.4 OBJECTIVES OF THE STUDY 7

1.5 NEED OF THE STUDY 8

1.6 LIMITATIONS OF THE STUDY 9

1.7 INDUSTRY PROFILE 10

1.8 COMPANY PROFILE 12

II 2. REVIEW OF LITERATURE 16

III 3. RESEARCH DESIGN 20

VI 4. DATA ANALYSIS AND INTERPRETASTION 23

V 5. FINDINGS, SUGGESTIONS AND CONCLUSION 66

5.1 FINDINGS 66

5.2 SUGGESTIONS 67

5.3 CONCLUSION 68

BIBLIOGRAPHY 69

APPENDIX 70

v
 LIST OF TABLES

TABLE TITLE PAGE

NO NO

4.1 GENDER OF THE RESPONDENTS 23

4.2 AGE GROUP OF THE RESPONDENTS 25

4.3 MARITAL STATUS OF THE RESPONDNETS 27

4.4 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS 29

4.5 TECHNICAL QUALIFICATION FOR THE JOB 31

4.6 EXPERIENCE OF THE RESPONDENTS 33

4.7 MONTHLY INCOMEOF THE RESPONDENTS 35

4.8 FREQUANCY OF TRAINING NEEDS 37

4.9 EMPLOYEES NEED TRAINING 39

4.10 TYPES OF TECHNOLOGY USED 41

4.11 AGREE THE TRAININGFOR TIMELY DELIVERY 43

4.12 ADVANTAGES FOR TECHNICAL TRAINING AND DEVELOPMENT 45

4.13 SAFETY REQUIREMENT FOR TRAINING 47

4.14 TECHNICAL TRAINED LABOUR 49

4.15 TYPES OF SKILL 51

4.16 IMPROVE THE SKILL 53

4.17 KINDS OF TRAINING PROVIDE 55

4.18 ATTEND ANY TRAINING PROGRAMME 57

4.19 EMPLOYEE OPINION UNDER GOVERNEMENT TRAINING SCHEME 59

4.20 LEVEL OF IMPROVEMENT AFTER ATTEND TRAINING 61

vi
 LIST OF CHARTS

TABLE TITLE PAGE

NO NO

4.1 GENDER OF THE RESPONDENTS 24

4.2 AGE GROUP OF THE RESPONDENTS 26

4.3 MARITAL STATUS OF THE RESPONDNETS 28

4.4 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS 30

4.5 TECHNICAL QUALIFICATION FOR THE JOB 32

4.6 EXPERIENCE OF THE RESPONDENTS 34

4.7 MONTHLY INCOMEOF THE RESPONDENTS 36

4.8 FREQUANCY OF TRAINING NEEDS 38

4.9 EMPLOYEES NEED TRAINING 40

4.10 TYPES OF TECHNOLOGY USED 42

4.11 AGREE THE TRAININGFOR TIMELY DELIVERY 44

4.12 ADVANTAGES FOR TECHNICAL TRAINING AND DEVELOPMENT 46

4.13 SAFETY REQUIREMENT FOR TRAINING 48

4.14 TECHNICAL TRAINED LABOUR 50

4.15 TYPES OF SKILL 52

4.16 IMPROVE THE SKILL 54

4.17 KINDS OF TRAINING PROVIDE 56

4.18 ATTEND ANY TRAINING PROGRAMME 58

4.19 EMPLOYEE OPINION UNDER GOVERNEMENT TRAINING SCHEME 60

4.20 LEVEL OF IMPROVEMENT AFTER ATTEND TRAINING 62

vii
 ABSTRACT

Training and development describes the formal, on-going efforts that are made within
organizations to improve the performance and self-fulfilment of their employees through a
variety of educational methods and programmers. In the modern workplace, these efforts
have taken on a broad range of applications from instruction in highly specific job skills to
long-term professional development. It is about developing employees as an individual to
make them capable and confident in their jobs, and consequently in their life. Thus it is an
organized process for increasing the knowledge and skill of the employees. Consequently it is
a process aimed at changing the behavior in such a way that the consequence would be useful
for the up liftment of the organization.

Key-words: Training, Development, Employee, Organization.

viii
 CHAPTER – I

1. INTRODUCTION

1.1 INTRODUCTION OF THE STUDY

Training and development

Training and development refers to educational activities within a company created to

enhance the knowledge and skills of employees while providing information and instruction
on how to better perform specific tasks.

Training is a short-term reactive process meant for operatives and process while
development is designed continuous pro-active process meant for executives. In training
employees' aim is to develop additional skills and in development, it is to develop a total
personality.

In training, the initiative is taken by the management with the objective of meeting the
present need of an employee. In development, initiative is taken by the individual with the
objective to meet the future need of an employee.

Training and Development is one of the most important functions of Human Resource
management in any of the organization. The objective of this Training is to enhance
employees’ skills behaviour and expertise by putting them into learning new techniques of
doing work.

Employee Training and Development helps in updating employees’ skills and

knowledge for performing a Job which at the end results in increasing their work efficiency
and increase the productivity of an organization. It ensures that Employees oddness or
eccentricity is reduced and learning or behavioural change should take place in a very
structured format. Training development or learning and development are official on-going
educational activities designed for goal fulfilment and enhance the performance of
employees.

The activities linked with employee Training & Development is created to convey the
employee to perform better in assigned job which also motivate employee to give his/her best
so that at the time of performance appraisal, employee can show the eligibility
for promotion and salary increment. It refers as the skill and knowledge enhancing bustle
1
which is a source of additional information as well as instruction required to improve the
quality of performance. HR Training and Development are two different activities which
goes hand-in-hand for the overall betterment of the employee. The short term and reactive
process is training which is used for operational purpose while the long term process of
development is for executive purpose. The aim of training in HRM is to improvement of
required skills in the employee whereas aim of development is to improve overall personality
of the employee. Management takes the initiative of training to fill up the skill gap in the
organization; the development initiative is generally taken with the objective of future
succession planning.

Purpose of training and development in organizations

The reason why training is absolutely essential for any business is -

Lowers Attrition

Training is one of the best ways to value your employees. It shows them that you are
as invested in their wellbeing and growth as they are in the your growth as a company.
Employees who are looked after will never want to look elsewhere.

Prepares for upcoming challenges

Training can be a pre-emptive step to train employees for expected/unexpected

changes in the industry. In times like ours when trends change constantly under the influence
of online evolution, keeping our teams prepared just makes good sense.

Fosters Leadership

There is no better way to create future leaders than to train the best bunch. This will
also lead to a clear career path for employees preventing attrition and dissatisfaction.

Growth of the company

Any company dedicated to training its workforce will only prosper and move forward.
The employees are a major part of a company's assets and taking care of them will mean
taking care of the organisation.

2
Need and Importance of Employee Training and Development in HRM

In the dynamic work environment it is important for companies to improve the skill of
their manpower. It is critical for employees to learn new things and enhance their skills to
meet the work competitions in the business environment. Thus, the training and development
programs run by the company is beneficial for both organization and employee.

Need of Training and Development

• The training and development activity is required when company revises its
objectives and goal to adjust the changing market conditions.
• Companies often endorse training and development programs to improve the
performance of the employees.
• The HR training and development is needed to set up a benchmark of performance
which employees are expected to achieve in a financial year.
• There is always a need of training and development efforts to teach the employee new
skills such as team management, communication management and leadership
behavior.
• Training and development is also used to test new methods of enhancing
organizational productivity.

Importance of Training and Development

• In Human Resource Management (HRM) Training and development is important

aspect when company wants optimum utilization of their manpower.
• Training and development is a key for the succession planning of the organization as
it helps in improvement of skills like team management and leadership.
• HR Training and development activities are vital to motivate the employee and to
increase their productivity.
• Training and development in HRM is significant aspect to develop a team spirit in the
organization.
• Training and development programs are also important from the safety point of view
as it teaches employee to perform job properly without any life risk.

3
Objective and Purpose of Training & Development

• One of the most effective methods to show your employees that you value them is to
provide them with training. It demonstrates that you care as much about their well-
being and development as they do about your company's. Employees that are well
taken care of will never desire to work somewhere else.
• Training can be used as a preventative measure to prepare people for expected and
unforeseen changes and challenges in the workplace. It only makes sense to keep our
staff prepared in times like ours, when trends are always changing due to online
innovation.
• There is no better way to produce future leaders than to train the most talented
individuals available. Employees will have a clear career path, resulting in lower
attrition and discontent.
• Employees are a significant and most important component of a company's assets, and
caring for them entails caring for the firm as a whole. Therefore, any business
organization that invests their time and money in its employees' education or Training
& development can only succeed in achieving their business goals and advance
further.

Types of Training and Development

• Technical training is a form of instruction that teaches new employees about the
technology components of their jobs.
• Quality training is the process of familiarizing personnel with the methods for
preventing, identifying, and removing non-quality goods in a manufacturing
environment.
• Skill Training is the next type of training, which involves developing the ability to
execute the job.
• Soft skills training is another form of training requires to improving the employee’s
soft skills that are personality traits, social graces, communication skills, and personal
routines that are used to define interpersonal interactions.
• Professional training is the sort of professional education necessary to stay current in
one's line of work.

4
1.2 SCOPE OF THE STUDY

• The study covers specific areas of training in Kovai Maruthi Papers & Boards at
Namakkal.
• The scope of the study is the number of training programmes provided, training needs
done, types of training, faculty efficiency, enhance of skills and the overall
effectiveness in the company.
• In this way some new spheres may be available if this project work is taken up.
• The study has covered with vital role of employees training and their skills
development.
• This will help the management to know the satisfaction levels of employees and they
can take measures to increase productivity.

5
1.3 IMPORTANCE OF THE STUDY

• Employee training and development initiatives play a crucial role in elevating job
satisfaction, increasing productivity, and fostering enhanced employee retention.
• By providing opportunities for learning and growth, organizations empower their
workforce with fresh skills and knowledge, paving the way for career advancement
within the company.
• Regular training and development programs empower employees to strengthen their
weaknesses and acquire new skills and knowledge

6
1.4 OBJECTIVES OF THE STUDY

• To understand the programmes and their impact on the employees of the

KovaiMaruthi Papers & Boards industry at Namakkal
• To analysis the views and opinions of the employees regarding the programmes
provided at the firm
• To study the impact of need based training program on employee’s performance.
• To understand the organization development through training programs.
• To suggest the new training techniques to enhance the employees skill and
knowledge.
• To compare the cost effectiveness in implementing training programmes.
• To study the various training programmes organized by the company.

7
1.5 NEED OF THE STUDY

• The study included various factors such as knowing the training and development
facilities to the employees and also to know what best effort has been put in by the
firm to improvise it so that it can be utilized effectively and efficiently by the
employees in the organization.
• Employee training and development are terms often used interchangeably, across
sectors, and encompass various employee learning practices.
• More specifically, employee training involves programs that enable employees to
learn precise skills or gain knowledge to improve job performance.
• Employee development is a process whereby the manager and employee work
together to create a development plan.
• This plan identifies areas to develop or enhance, and ascertains what actions or
activities need to be taken to acquire and embed that learning.

8
1.6 LIMITATIONS OF THE STUDY

• Due to the work pressure some staff members were not able to give the information in
time.
• Sample size is small as compare to total employees that means sample size is
comparatively small in accordance with the universe which is large enough, so the
reductions drawn from the project can’t be generalized or applied to other
organizations.
• Time duration was very small.
• Some of the respondents didn’t like to share their views and some were not aware
about the fact

9
1.7 INDUSTRY PROFILE

The new millennium is going to be the millennium of the knowledge. So demand for
paper would go on increasing in times to come. In view of paper industry's strategic role for
the society and also for the overall industrial growth it is necessary that the paper industry
performs well.

Government has completely delicensed the paper industry with effect from17th July,
2022. The entrepreneurs are now required to file an Industrial Entrepreneur Memorandum
with the Secretariat for Industrial Assistance for setting up a new paper mill or substantial
expansion of the existing mill in permissible locations.

The Paper industry is a priority sector for foreign collaboration and foreign equity
participation upto 100% receives automatic approval by Reserve Bank of India. Several fiscal
incentives have also been provided to the paper industry, particularly to those mills which are
based on non-conventional raw material.

The Indian Paper Industry accounts for about 1.6% of the world’s production of paper
and paperboard. The estimated turnover of the industry is Rs 25,000 crore (USD 5.95 billion)
approximately and its contribution to the exchequer is around Rs. 2918 crore (USD 0.69
billion). The industry provides employment to more than 0.12 million people directly and
0.34 million people indirectly. The mills use a variety of raw material viz. wood, bamboo,
recycled fiber, biogases, wheat straw, rice husk, etc.; approximately 35% are based on
chemical pulp, 44% on recycled fiber and 21% on agro-residues. The geographical spread of
the industry as well as market is mainly responsible for regional balance of production and
consumption.
With added capacity of approximately 0.8 million tons during 2007-08 the
operating capacity of the industry currently stands at 9.3 million tons. During this fiscal year,
domestic production of paper and paperboard is estimated to be 7.6 million tons. As per
industry guesstimates, over all paper consumption (including newsprint) has now touched
8.86 million tons and per capita consumption is pegged at 8.3 kg.

Demand of paper has been hovering around 8% for some time. During the period
2002-07 while newsprint registered a growth of 13%, Writing & Printing, Containerboard,
Carton board and others registered growth of 5%, 11%, 9% and 1% respectively. So far, the
growth in paper industry has mirrored the growth in GDP and has grown on an average 6-7

10
per cent over the last few years. India is the fastest growing market for paper globally and it
presents an exciting scenario; paper consumption is poised for a big leap forward in sync with
the economic growth and is estimated to touch 13.95 million tons by 2015-16. The futuristic
view is that growth in paper consumption would be in multiples of GDP and hence an
increase in consumption by one kg per capita would lead to an increase in demand of 1
million tons.

Some of the key features of the Mill are listed below:

• The largest bagasse based plant in the World and a mill with largest production capacity
in India, at a single location.
• Appropriate for India, this is one of the largest sugarcane producers in the World.
• The only paper mill in India assisted by the World Bank
• Doubled the capacity within a period of 10 years from inception
• State-of-the-Art paper machines with built in flexibility for manufacturing both newsprint
and printing & writing papers in the same machine.
• Unique arrangement with the sugar mills for sourcing the raw material. In the form of
exchange of steam / fuel for bagasse.

Indian paper industryneeds the following for being globally more competitive.

• Sustained availability of good quality of raw materials (forest based) and bulk import
of waste paper to supplement the availability of raw materials.
• Adequate modernization of the manufacturing assets.
• Improvement of the infrastructure.
• Quality improvements and reduction in cost of production
• Import policy conducive for import of material, equipment, instruments, raw materials
& technologies which are bearing of the quality and environment.

11
1.8 COMPANY PROFILE

KovaiMaruthi Papers & Boards Pvt. Ltd is a Company providing solution to specific
requirements of Specialty grade of Paper to Consumers in South India. It manufactures
international quality of Coated Paper and Boards. It markets these products in Tamil Nadu.
As the name indicates, it specializes in tailor made products like Carbonless Paper from
Glatfelter, USA (formerly part of MeadwestVaco). It produces for One Time Carbon Base
Paper and White Tissue Paper for Dip Dying and for packaging in Garment Industry and
Shoe Packing. It also represents Color Copier Paper from Mondi, Austria and a range of
Book Binding Products from Favini, Italy.

It is one of the trusted Manufacturers, Suppliers, and Exporters of different types of

Paper Products. It offers include Paper Boards such as Coated Board, Uncoated Board, and
Cup Paper Board, Kraft Papers such as Absorbent Kraft Paper Liner Kraft Paper, Ribbed
Kraft Paper, and Sack Kraft Paper, Poster Paper, and Writing & Printing Paper. All the
products are manufactured in different GSMs with recycled fiber.

Owing to the state-of-the-art technology, team work, and the zeal of committed
people, it has reached the zenith of success in this field. It constantly endeavor to continue the
chain of technological development with a vision to be globally acclaimed as a competitive
company, growing at a steady pace. It incorporates the changing trends of this industry in the
manufacturing process to make sure that what its clients procure from it is the best quality
available in the markets.

Aim / Vision / Mission

We aim to maintain high standards of professionalism in the industry, regularly

presenting innovative products in global markets and consistently outperforming the
expectations of the clients by delivering superior quality

Team / Manpower

It employs 100 men and 30 underprivileged rural women, all of whom are given the
required skill training. All the employees of the company, including the managerial staff
stand by the company’s aim of attaining complete client satisfaction.

12
 KovaiMaruthi Papers & Boards Pvt. Ltd employees are committed to making quality
products and delivering excellent value to our customers, while operating in a manner that
maintains the integrity of the environment. It takes it as a promise and a challenge to prove
itselveseveryday, to continually raise the standards it sets for itselves and to keep our
unfailing commitment to customers by being the best provider of Coated, Uncoated and
Thermal sensitive Papers in India.

RESPONSIBILITIES

Guided by its basic philosophy, the Company believes in discharging its responsibility
towards:-

Stake Holders

By protecting and safeguarding the investment of Stake Holders.

Employees

By providing adequate wages, good working conditions, job security, suitable

opportunities for promotion and self-development.

By promoting feelings of trust and loyalty and creating a sense of belongingness and
Team-spirit through their closer association with Management at various levels.

Customers

By products of proven quality at a fair price.

By bearing their counting confidence in its products ability and its technical
competence to keep improving the quality of its products.

Community

By respecting the dignity of the individual and acting according to the ideas of social
Gestures.

By encouraging talent and promoting civic sense among members of the community.

It Imports and wholesales a wide range of imported paper and Board because of its
increasing demand in various industries. It’s all imported paper and Board are made from
13
premium quality of material. The quality of these products are checked and tested by the team
of experts for its quality assurance.

It aims to maintain high standards of customer's care. Its each product is timely
examined in more details under the guidance of visionary professionals. Its reliable services
are briskly admired by our honored clients .Lastly, It has systemic and integrated approach in
the planning process.

It as a group, provide a complete range of services by leveraging our domain and

business expertise and strategic alliances with leading paper manufacturers and suppliers
world over. It caters to all kinds of clients: traders, printing houses, corporate and retail
customers. It recognizes the needs, limitations and expectations of all our clients. Therefore,
It customizes to the last detail so that its customers not only get the best deal possible but also
in the most effortless manner.

EXPORT PERFORMANCE

It exports is nearly 20% of its production and is significant exporter in the Indian
Paper Industry. Due to the excellent export performance, It has been awarded ‘Golden
Export House’ status.

ENVIRONMENT PROTECTION

The company attaches paramount importance to the conservation and environment.

In its efforts to improve the environmental protection measure, the company has installed
two Electro Static Precipitators for its boilers to control dust emissions, an anaerobic lagoon
for high BOP liquid effluents, a secondary treatment system for liquid effluents and an
Electro Static Precipitator and cascade Evaporator to the recovery boiler. These facilities
will ensure sustained compliance by the company of the pollution control norms prescribed
by the Pollution Control Authorities.

ADDRESS OF THE COMPANY

The company is located in the following address:

Company KovaiMaruthi Papers & Boards Pvt. Ltd.

Address Sf-524/1, Lrukkur, KabilarmalaiParamathyVelur, Distt. Namakkal

14
BANKERS:

During the year, the Company pre-paid in full the Term Loans availed from Banks for
the Expansion / Modernisation Project. This has resulted in substantial savings in interest and
financing charges. However, pre-payment of Term Loan availed from Industrial
Development Bank of India (IDBI) could not be made due to stiff pre-payment premium
conditions imposed by them.

COMPANY AUDITORS:

AUDIT COMMITTEE

The Audit Committee of the Board consists of four Non Whole-time Directors,
viz.,Sri R V Gupta, Dr S Narayan, Sri Bimal Kumar Poddar and Sri N Ravindranathan, all of
whom are independent Directors. Sri R V Gupta is the Chairman of the AuditCommittee.

Company auditors:

Messrs Suri & Co., Chennai andMessrs S Viswanathan, Chennai, Auditors of the
Company, retire at the conclusion of theensuing Annual General Meeting and are eligible for
re-appointment.

AUDITORS

Messrs SURI & CO., Chennai

Messrs S VISWANATHAN, Chennai

COST AUDITOR - Messrs S MAHADEVAN & CO., Coimbatore

INTERNAL AUDITOR- Messrs MAHARAJ N R SURESH & CO., Chennai

15
 CHAPTER - II

2.REVIEW OF LITERATURE

Patrick Vesel (2018)1the focus of this study is the determinants of Training and development
among members of retail loyalty programs. With data collected from a loyalty program in a
country, the study empirically tests the nature of the effect of the quality of personal
interactions and perceptions of the quality of the loyalty program on Training and
development through the mediating variable of Training and development.

Henry Ongori (2018)2 training and development has become an issue of strategic
importance. Although many scholars have conducted research on training and development
practices in organizations in both developing and developed economies, it is worth
mentioning that most of the research has concentrated on the benefits of training in general.
There is however, limited focus on evaluation of training and development practices in
organizations.

Haslindaabdullah (2018)3 the challenges faced by employers and organizations in the

effective management of HR T&D varied from concerns about the lack of intellectual HR
professionals to coping with the demand for knowledge-workers and fostering learning and
development in the workplace. The core and focal challenge is the lack of intellectual HRD
professionals in manufacturing firms, and this suggests that employers viewed HR T&D as a
function secondary to HRM and perhaps considered it as being of lesser importance. This
implication could lead to the ineffective implementation of HR T&D activities and increase
ambiguity and failure in effectively managing HR T&D as a whole.

Ananth (2019)4 He pointed out different problems faced by the organization in handling the
corporate finance such as the time of procurement and investment of funds. He suggested that
the organisation must relate itself with the needs of changing environment by taking good
decisions through professionally trained people.
1
Patrick Vesel (2018) - Training Evaluation: A Procedure for Validating an Organization’s Investment in
Training’, Journal of European Industrial Training, Vol. 16, No. 10, pp22-38
2
Henry Ongori (2018) ―The Impact of Training on Productivity: Evidence from a Large Panel of Firms,
Available at SSRN
3
Haslindaabdullah (2018) “Evaluating the training effectiveness among managers in the industry with
reference to Krishnagiri District” European Journal of Social Sciences. ISSN 1450-2267, Vol. 27,No.3 pp.408-
416
4
Ananth (2019) ‘The Training and Development Audit Evolves: Is Your Training and Development Budget
Wasted?’, Journal of European Industrial Training, Vol. 20, No. 5, pp3-12.
16
Sirajud Din (2019)5Training programme is dependent on different parameters like attitude of
employee, perceived value, response to learning conditions, desire to learn and do well. The
process of training is a continuous one. It is an avenue to acquire more and new
knowledge and develop further the skills and techniques to function effectively. Training
aim at developing competencies such as technical, human, conceptual and managerial for
the furtherance of individual and organization growth

Fizzah(2019)6 The purpose of the research is to find out how training and development effect
organizational performance and to find out what is the impact of training and development in
organization. Data is collected from the 100 members of different organizations. And the
previous researches carried out on training and development. Training and development is
important for the employees in organization, it helps the employees to improve their skills
and to give a good performance in workplace.

Iftikhar Ahmad (2020)7 Training and development is adopted by organizations to fill the
skill gap of employees. Training evaluation must be appropriate for the person and situation.
Evaluation will not ensure effective learning unless training is properly designed. Successful
evaluation depends upon whether the means of evaluation were built into the design of the
training program before it was implemented.

Rohan (2020)8 Training is organized way in which organizations provide development and
improve the quality of new and existing employees. It has systematic approach of learning
and development that improve individual, group and organization. Training isa process and it
is most pervasive methods to enhance productivity of individuals and communicating
organizational goals to personnel. It also support that investing in training employees
on decision making, teamwork, problem-solving and interpersonal relations has impact
on organization’s level of growth as well as employee’s performance

5
Sirajud Din (2019) ―Employee Training And Development And The Learning Organizationǁ.
FactaUniversitatis Series; Economics And Organization Vol. 4, No 2, 2007, Pp. 209 – 216
6
Fizzah(2019) A Study on Effectiveness of Training and Development in Ashok Leyland all over India. Journal
of Management, 3(1), 2016, pp. 01-12
7
Iftikhar Ahmad (2020) "Managerial training and development in the organizations in Palestine", Journal of
Management Development, Vol. 34 Issue: 6, pp.685-703
8
Rohan (2020) "Training comprehensiveness: construct development and relation with role behaviour",
European Journal of Training and Development, Vol. 39 Issue: 7, pp.641-662
17
Bates and Davis (2021)9Usefulness of training programme is possible only when the trainee
is able to practice the theoretical aspects learned in training programme in actual work
environment. They highlighted the use of role playing, cases, simulation, mediated exercises,
and computer based learning to provide exposure to a current and relevant body of
knowledge and real world situations

Prodromos D (2021)10 examined the effects of training programs in organizations where

training was used for development of employees. It indicates the design of training
program is most critical factor ad it has major impact on performance in their
job. He reemphasized that the training program’s success depends on training outcomes. It
pointed out that training is being conducted by many corporate, but insufficient research has
been done in this area.

Joseph Paul Pulichino (2022)11 conducted a detailed study on four levels of training
evaluation methodology based on previous literature review. It is conducted to enable
training practitioners to understand the usage and benefits of training program of all levels. In
this review, they found out there has been little progress in efficiency of training program and
also this study suggested the people to learn and face challenges in order to learn in the
workplace.

Cheng and Ho (2022)12 discuss the importance of training and its impact on job
performance: While employee performance is one of the crucial measures emphasized by the
top management, employees are more concerned about their own productivity and are
increasingly aware of the accelerated obsolescence of knowledge and skills in their turbulent
environment. As the literature suggests, by effectively training and developing employees,
they will become more aligned for career growth— career potential enhances personal
motivation.

9
Bates and Davis (2021) A Study on Effectiveness of Employee’s Training and Development In the industry,
Viralimalai, Trichy. International Journal of Management, 7(2), 2016, pp. 368-378.
10
Prodromos D (2021) ―Impact of Training Practices on Employee Productivity: A Comparative Study‖.
Interscience Management Review (IMR) ISSN: 2231-1513 Volume-2, Issue-2, 2012.
11
Joseph Paul Pulichino (2022) ―Perceptions of the effectiveness of training and development of „grey-collar‟
workers in the People’s Republic of China‖. Human Resource Development International, Vol.12, No.3, pp 279-
296.
12
Cheng and Ho (2022) : ―Training & Development – A Jump Starter For Employee Performance And
Organizational Effectiveness‖. International Journal Of Social Science & Interdisciplinary Research Vol.1 Issue
7, July 2012, Issn 2277 3630.
18
Shelley Frost (2023)13 Demand Media Training is a crucial component in preparing new
employees for their positions and keeping existing employees current on critical information.
To be effective, a training program needs a specific purpose with appropriate training
methods. Understanding the factors that influence training programs enables you to develop
or change your current employee education to make it fit the needs of your business and your
employees

Miguel I. Gómez (2023)14We measure the links between store attribute perceptions and
Training and development, and between Training and development and sales performance.
We construct a statistical model to address nonlinearities and asymmetries in the satisfaction-
sales performance links, and we illustrate how retailers can affect store revenues by managing
Training and development. Contributions of our study include the analysis of behavioral
consequences of Training and development in the fiber retail sector, the accommodation of
complexities in the satisfaction-sales performance links based on an empirical model of first
differences, and a discussion of how managers can employ the results for Training and
development policies.

Nathalie T.M. Demoulin (2023)15 the authors study Training process of adoption of a new
loyalty card in a the industry. More specifically, the authors simultaneously investigate the
impact of attitudinal, behavioral, and socio-demographic variables on the likelihood of
adoption and the time to adoption. They show that these variables differently affect the
adoption likelihood and timing and demonstrate the importance of attitudinal measures of
Training and development such as commitment to the store. This research confirms the so-
called self-selection bias and extends it to the attitudinal dimension of loyalty. Some
guidelines are proposed to increase the effectiveness of loyalty card program launches.

13
Shelley Frost (2023) ‘Training and Development Needs Assessment: A Practical Model for Partner
Institutes’, Journal of European Industrial Triaining, Vol. 22, No. 1, pp18-27.
14
Miguel I. Gómez (2023) - ― Employee Retention Relationship to Training and Development: A
Compensation Perspective‖. African Journal Of Business Management. Vol. 5(7), pp. 2679-2685
15
Nathalie T.M. Demoulin (2023) - ―Employee Development and Its Affect on Employee Performance A
Conceptual Framework‖. International Journal of Business and Social Science Vol. 2 No. 13 [Special Issue -
July 2011] 224
19
 CHAPTER –III

3. RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically. In it we study the
various steps that are generally adopted by a researcher in studying his research problem
along with the logic behind them. It is necessary for the researcher to know not only the
research methods techniques but also the methodology.

RESEARCH DESIGN

The formidable problem that follows the task of defining the research problem is the
preparation of the design of the research, popularly known as the “research design”. A
research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.
As such the design includes an outline of what the researcher will do from writing the
hypothesis and its operational implications to the final analysis of data.

SAMPLE DESIGN

Sampling may be defined as the selection of some part of an aggregate or totality on

the basis of which a convenience or inference about the aggregate or totality is made. In other
words, it is the process of obtaining information about an entire population by examining
only a part of it.

SAMPLING TECHNIQUES

The sampling technique used in this study is “convenience sampling” when the
population element for inclusion in the sample is based on the ease of access. It can be called
as convenience.

SAMPLE SIZE

The research has selective respondent 150 samples only.

20
METHODS OF DATA COLLECTION

• Primary data
• Secondary data

PRIMARY DATA

Primary goal is original and collected by the researcher freshly. In this study Primary
data was collected through questionnaire. A questionnaire is a popular means of colleting
Primary data.

SECONDARY DATA

Secondary data is the data, which is already available. It can be obtained through
company records, internet and some data collected from the observation method by the
researcher.

TOOLS FOR ANALYSIS OF DATA

• Simple Percentage Method

• Chi-square Method
• Correlation

SIMPLE PERCENTAGE ANALYSIS

A percentage analysis is used to interpret data by the researcher for the analysis and
interpretation through the use of percentage. The data are reduced in the standard from which
base equal to 100 which fact facility relative comparison.

No. of respondents

Simple percentage = ……………………………… X 100

Total No. of respondents

21
CHI-SQUARE TEST

It is one of the simplest and widely used non parametric test in statistical work. The
quantity chi-square describe the magnitude of the discrepancy between theory and
observation. Which is defined as,

∑ሺ࢕࢏ିࡱ࢏ሻ૛
Chi – Square =
ࡱ࢏

Oi = Observed frequency, Ei = Expected frequency

In general the expected frequency for any can be calculated from the following equations

ோ் ௑ ஼்
E =
ே

E = Expected frequency, CT = Column total

RT = Row total, N = Total number of observations

The calculated value of chi-square is compared with the table value of chi-square
given degree of freedom of a certain specified level of satisfaction. If at the stated level the
calculated value of X2 is more than the table value of X2 the difference between theory and
observation is considered to be significant otherwise it is insignificant.

CORRELATION

There are several different correlation techniques. The survey systems optional
statistics module includes the most common type, called the person or product moment
correlation. The module also includes a variation on this type called partial correlation. The
latter is useful when you want to look at the relationship between two variables while
removing the effect of none or two other variables. Like all statistical techniques, correlation
is only appropriate for certain kinds of data. Correlation works for quantifiable data which
numbers are meaningful, usually quantities of some sort.

∑ XY
‫=ݎ‬
ඥሺ∑ X ଶ ሻ ሺ∑ ܻ ଶ ሻ

22
 CHAPTER - IV

4. DATA ANALYSIS AND INTERPRETATION

TABLE NO - 4.1

GENDER OF THE RESPONDENTS

S.NO GENDER NO.OF RESPONDENTS PERCENTAGE

1 Male 105 70%

2 Female 45 30%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that gender of the respondents, 70% of the respondents are
male and 30% of the respondents are female.

Majority 70% of the respondents are male.

23
 CHART NO -4.1

GENDER OF THE RESPONDENTS

30%

Male
Female

70%

24
 TABLE NO - 4.2

AGE GROUP OF THE RESPONDENTS

S.NO AGE NO.OF RESPONDENTS PERCENTAGE

1 Below 30 years 59 39%

2 31-35 years 48 32%

3 36-40 years 30 20%

4 Above 40 years 13 9%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that age group of the respondents, 39% of the respondents are
under the age group of below 30years, 32% of the respondents are under the age group of 31-
35years, 20% of the respondents are under the age group of 36-40 yearsand 9% of the
respondents are under the age group of above 40years.

Majority 39% of the respondents are under the age group of below 30 years.

25
 CHART NO - 4.2

AGE GROUP OF THE RESPONDENTS

45%
39%
40%
35% 32%
30%
PERCENTAGE

25%
20%
20%
15%
9%
10%
5%
0%
Below 30 years 31-35 years 36-40 years Above 40 years
AGE GROUP

26
 TABLE NO - 4.3

MARITAL STATUS OF THE RESPONDENTS

S.NO MARITAL STATUS NO.OF RESPONDENTS PERCENTAGE

1 Married 107 71%

2 Unmarried 43 29%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that marital status of the respondents, 71% of the respondents
are married and 29% of the respondents are unmarried.

Majority 71% of the respondents are married.

27
 CHART NO - 4.3

MARITAL STATUS OF THE RESPONDENTS

29%

Married
Unmarried

71%

28
 TABLE NO -4.4

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

S.NO QUALIFICATION NO.OF RESPONDENTS PERCENTAGE

1 School 39 26%

2 Collegiate 30 20%

3 ITI 36 24%

4 Diploma 45 30%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that educational qualification of the respondents, 26% of the
respondents are qualified in school level, 20% of the respondents are qualified in collegiate,
24% of the respondents are qualified in ITI and 30% of the respondents are qualified in
diploma holder

Majority30% of the respondents are qualified in diploma holder.

29
 CHART NO - 4.4

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

35%
30%
30%
26%
24%
25%
PERCENTAGE

20%
20%

15%

10%

5%

0%
School Collegiate ITI Diploma
EDUCATIONAL QUALIFICATION

30
 TABLE NO - 4.5

TECHNICAL QUALIFICATION FOR THE JOB

TECHNICAL
S.NO NO.OF RESPONDENTS PERCENTAGE
QUALIFICATION

1 Yes 120 80%

2 No 30 20%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that technical qualification for the job, 80% of the respondents
are havingtechnical qualification for the job, 20% of the respondents are not havingtechnical
qualification for the job.

Majority 80% of the respondents are having technical qualification for the job.

31
 CHART NO - 4.5

TECHNICAL QUALIFICATION FOR THE JOB

20%

Yes
No

80%

32
 TABLE NO - 4.6

EXPERIENCE OF THE RESPONDENTS

S.NO EXPERIENCE NO.OF RESPONDENTS PERCENTAGE

1 Below 5 years 58 39%

2 6-10 years 32 21%

3 11-15 years 51 34%

4 Above 16 years 9 6%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that year of experience of the respondents, 39% of the
respondents are experienced in below 5 years, 21% of the respondents are experienced in 6-
10 years, 34% of the respondents are experienced in11 – 15 years and remaining 6% of the
respondents are experienced in above 16 years.

Majority 39% of the respondents are experienced in below 5 years.

33
 CHART NO - 4.6

EXPERIENCEOF THE RESPONDENTS

39%
40% 34%
35%
30%
PERCENTAGE

25% 21%
20%
15%
10% 6%
5%
0%
Below 5 years 6-10 years 11-15 years Above 16
years
EXPERIENCE

34
 TABLE NO - 4.7

MONTHLY INCOMEOF THE RESPONDENTS

S.NO MONTHLY INCOME NO.OF RESPONDENTS PERCENTAGE

1 Below Rs.10,000 24 16%

2 Rs.10,001- 15,000 63 42%

3 Rs.15,001 – 20,000 33 22%

4 Above Rs.20,000 30 20%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that monthly income of the respondents, 16% of the
respondents are earning below Rs.10,000, 42% of the respondents are earning Rs.10,001 –
15,000, 22% of the respondents are earning 15,001 – 20,000 and 20% of the respondents are
earn above Rs.20,000.

Majority 42% of the respondents are earningRs.10,001 – 15,000

35
 CHART NO - 4.7

MONTHLY INCOMEOF THE RESPONDENTS

45% 42%
40%
35%
PERCENTAGE

30%
25% 22%
20%
20% 16%
15%
10%
5%
0%
Below Rs.10,000 Rs.10,001- Rs.15,001 – Above Rs.20,000
15,000 20,000
MONTHLY INCOME

36
 TABLE NO - 4.8

FREQUANCY OF TRAINING NEEDS

S.NO TRAINING NEEDS NO.OF RESPONDENTS PERCENTAGE

1 3 months once 35 23%

2 6 month once 31 21%

3 Yearly once 45 30%

4 Yearly twice 39 26%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that frequency of training needs, 23% of the respondents are
need training in 6 month once, 21% of the respondents are need training in 3 months once,
30% of the respondents are need training in yearly once and 26% of the respondents are need
training in yearly twice.

Majority 30% of the respondents are need training in yearly once.

37
 CHARTNO - 4.8

FREQUANCY OF TRAINING NEEDS

35%
30%
30%
26%
25% 23%
21%
PERCENTAGE

20%

15%

10%

5%

0%
3 months once 6 month once Yearly once Yearly twice
TRAINING NEEDS

38
 TABLE NO - 4.9

EMPLOYEES NEED TRAINING

S.NO NEED TRAINING NO.OF RESPONDENTS PERCENTAGE

1 Skills and knowledge 33 22%

2 Employee turnover 57 38%

3 Time consume 24 16%

4 Achievement 36 24%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that employees need training 22% of the respondents are need
training for skill and knowledge,38% of the respondents are need training for employee
turnover, 16% of the respondents are need training for time consume and24% of the
respondents are need training for achievement.

Majority 38% of the respondents are need training for improve employee turnover.

39
 CHART NO - 4.9

EMPLOYEES NEED TRAINING

40% 38%

35%
30%
24%
PERCENTAGE

25% 22%
20% 16%
15%
10%
5%
0%
Skills and Employee Time consume Achievement
knowledge turnover
NEED TRAINING

40
 TABLE NO - 4.10

TYPES OF TECHNOLOGY USED

S.NO TECHNOLOGY NO.OF RESPONDENTS PERCENTAGE

1 Fully automated 99 66%

2 Semi-automated 51 34%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that types of technology used, 66% of the respondents are
using fully automated technology and 34% of the respondents are using semi-automated
technology

Majority 66% of the respondents are using fully automated technology.

41
 CHART NO - 4.10

TYPES OF TECHNOLOGY USED

34%

Fully automated
Semi-automated

66%

42
 TABLE NO - 4.11

AGREE THE TRAININGFOR TIMELY DELIVERY

S.NO TRAINING NO.OF RESPONDENTS PERCENTAGE

1 Strongly agree 54 36%

2 Agree 57 38%

3 Disagree 21 14%

4 Strongly disagree 18 12%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that agree the training for timely delivery,36% of the
respondents are strongly agree, 38% of the respondents are agree, 14% of the respondents are
disagree and 12% of the respondents are strongly disagree

Majority 38% of the respondents are agree the training for timely delivery

43
 CHART NO - 4.11

AGREE THE TRAINING FOR TIMELY DELIVERY

40% 38%
36%
35%
30%
PERCENTAGE

25%
20%
14%
15% 12%
10%
5%
0%
Strongly agree Agree Disagree Strongly disagree
TRAINING FOR TIMELY DELIVERY

44
 TABLE NO - 4.12

ADVANTAGES FOR TECHNICAL TRAINING AND DEVELOPMENT

Strongly
Strongly agree Agree Disagree
Advantages disagree

Res Per Res Per Res Per Res Per

More production 67 45% 44 29% 27 18% 12 8%

Reduce wastage
54 36% 76 51% 17 11% 3 2%
and depreciation

Improve quality
33 22% 72 48% 30 20% 15 10%
product

Rise skilled labor 42 28% 66 44% 27 18% 15 10%

Easy maintenance 45 30% 74 49% 21 14% 10 7%

Source: Primary Data

INTERPRETATION

The above table explain advantages for technical training, 45% of the respondents are
strongly agree with more production, 51% of the respondents are agree with reduce wastage
and depreciation, 48% of the respondents are agree with improve quality product, 44% of the
respondents are agree with risk skilled labor and 49% of the respondents are agree with easy
maintenance.

Majority 51% of the respondents are agree with reduce wastage and depreciation.

45
 CHART NO - 4.12

ADVANTAGES FOR TECHNICAL TRAINING AND DEVELOPMENT

60% 51% 48% 49%

PERCENTAGE 50% 45% 44%
40% 36%
29% 28% 30%
30% 22%20%
18% 18%
20% 11% 14%
8% 10% 10% 7%
10% 2% Strongly agree
0% Agree
Disagree
Strongly disagree

ADVANDAGES

46
 TABLE NO - 4.13

SAFETY REQUIREMENT FOR TRAINING

S.NO SAFETY REQUIREMENT NO.OF RESPONDENTS PERCENTAGE

1 Yes 138 92%

2 No 12 8%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that safety requirement for training, 92% of the respondents
are having safety requirement for training and 8% of the respondents are not having safety
requirement for training.

Majority 92% of the respondents are having safety requirement for training.

47
 CHART NO - 4.13

SAFETY REQUIREMENT FOR TRAINING

8%

Yes
No

92%

48
 TABLE NO - 4.14

TECHNICAL TRAINED LABOUR

S.NO TRAINED LABOUR NO.OF RESPONDENTS PERCENTAGE

1 Yes 135 90%

2 No 15 10%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that technical trained labor, 90% of the respondents are
technical trained labor and 10% of the respondents are not technical trained labor.

Majority 90% of the respondents are technical trained labor.

49
 CHARTNO - 4.14

TECHNICAL TRAINED LABOUR

10%

Yes
No

90%

50
 TABLE NO - 4.15

TYPES OF SKILL

S.NO TYPES OF SKILL NO.OF RESPONDENTS PERCENTAGE

1 Operating machinery 63 42%

2 Trouble shooting 31 21%

3 Grade skill 18 12%

4 Package specialist 38 25%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that types of skill, 42% of the respondents are having
operating machinery skill, 21% of the respondents are having trouble shooting skill, 12% of
the respondents are having grade skill and 25% of the respondents are having package
specialist skill.

Majority 41% of the respondents are having operating machinery skill.

51
 CHART NO - 4.15

TYPES OF SKILL

45% 42%
40%
35%
PERCENTAGE

30%
25%
25% 21%
20%
15% 12%
10%
5%
0%
Operating Trouble shooting Grade skill Package
machinery specialist
TYPES OF SKILL

52
 TABLE NO - 4.16

IMPROVE THE SKILL

S.NO IMPROVE THE SKILL NO.OF RESPONDENTS PERCENTAGE

1 From government training 51 34%

2 From private training 62 41%

3 Machine suppliers 25 17%

4 Others 12 8%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that improve the skill, 34% of the respondents are improve
skill from private training, 41% of the respondents are improve skill from government
training, 17% of the respondents are improve skill machine supplier and 8% of the
respondents are improve skill others.

Majority 41% of the respondents are improving skill from private training.

53
 CHART NO - 4.16

IMPROVE THE SKILL

45% 41%
40%
34%
35%
PERCENTAGE

30%
25%
20% 17%
15%
10% 8%
5%
0%
From From private Machine Others
government training suppliers
training
IMPROVE THE SKILL

54
 TABLE NO - 4.17

KINDS OF TRAINING PROVIDE

S.NO KINDS OF TRAINING NO.OF RESPONDENTS PERCENTAGE

1 Basic training 45 30%

2 Practical training 48 32%

3 Advanced training 35 23%

4 All of the above 22 15%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that kinds of training provide, 30% of the respondents said
company provide basic training, 32% of the respondents are said company provide practical
training, 23% of the respondents are said company provide advanced training and 15% of the
respondents are said company provide all of the above training

Majority 42% of the respondents are said company provides practical training to the
employee.

55
 CHART NO - 4.17

KINDS OF TRAINING PROVIDE

35% 32%
30%
30%
25% 23%
PERCENTAGE

20%
15%
15%
10%
5%
0%
Basic training Practical training Advanced All of the above
training
KINDS OF TRAINING

56
 TABLE NO - 4.18

ATTEND ANY TRAINING PROGRAMME

S.NO ATTEND TRAINING NO.OF RESPONDENTS PERCENTAGE

1 Yes 120 80%

2 No 30 20%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that attend any training programme, 81% of the respondents
are said attend training programme and 20% of the respondents are not attend any training
programme.

Majority 80% of the respondents are attending training programme.

57
 CHART NO - 4.18

ATTEND ANY TRAINING PROGRAMME

20%

Yes
No

80%

58
 TABLE NO - 4.19

EMPLOYEE OPINION UNDER GOVERNEMENT TRAINING SCHEME

Good Better Moderate Poor

SCHEME
Res Per Res Per Res Per Res Per

Skill development 54 36% 57 38% 24 16% 15 10%

Initiative scheme 56 37% 48 32% 27 18% 19 13%

Craftsman training 69 46% 35 23% 31 21% 15 10%

Apprenticeship training 49 33% 53 35% 30 20% 18 12%

Crafts instructor
26 17% 33 22% 58 39% 33 22%
training

National institute of
49 33% 44 29% 32 21% 25 17%
rural development

Source: Primary Data

INTERPRETATION

The above table explain employee opinion under government training scheme, 38% of
the respondents are said skill development scheme are better, 37% of the respondents are said
initiative scheme are good, 46% of the respondents are said craftsman training are good, 35%
of the respondents are said apprenticeship training are moderate, 39% of the respondents are
said crafts instructor training are better and remaining 33% of the respondents are said
national institute of rural development are moderate

Majority 46% of the respondents are said craftsman training are good.

59
 CHART NO - 4.19

EMPLOYEE OPINION UNDER GOVERNEMENT TRAINING SCHEME

46%
50% 39%
45% 38%
36% 37% 35%
PERCENTAGE 40% 32% 33% 33%
29%
35%
30% 23%
21% 22%22% 21%
20% 17%
25% 16% 18% 17%
20% 10% 13% 10% 12%
15%
10% Good
5%
0%
Better
Moderate
Poor

GOVERNEMENT TRAINING SCHEME

60
 TABLE NO - 4.20

LEVEL OF IMPROVEMENT AFTER ATTEND TRAINING

S.NO ATTEND TRAINING NO.OF RESPONDENTS PERCENTAGE

1 Very high improvement 57 38%

2 High improvement 48 32%

3 Low improvement 30 20%

4 Very low improvement 15 10%

TOTAL 150 100%

Source: Primary data

INTERPRETATION

The above table shows that level of improvement after attend training, 38% of the
respondents are having very high improvement after attend training, 32% of the respondents
are having high improvement after attend training, 20% of the respondents are having low
improvement after attend training and 10% of the respondents are having very low
improvement after attend training.

Majority 38% of the respondents are having very high improvement after attend
training.

61
 CHART NO - 4.20

LEVEL OF IMPROVEMENT AFTER ATTEND TRAINING

40% 38%

35% 32%
30%
PERCENTAGE

25%
20%
20%
15%
10%
10%
5%
0%
Very high High Low Very low
improvement improvement improvement improvement
LEVEL OF IMPROVEMENT

62
 TABLE - 4.21

CHI-SQUARE TEST

The table depicts the analysis between the age group of the respondents and frequency
of trainings needs

Age / frequency of 3 months 6 month Yearly

Yearly once Total
trainings needed once once twice

Below 30 years 14 12 18 15 59

31-35 years 11 10 14 13 48

36-40 years 7 6 9 8 30

Above 40 years 3 3 4 3 13

Total 35 31 45 39 150

(Source: Primary Data)

NULL HYPOTHESIS

HO: There is no significance between the age group of the respondents and frequency of
trainings needs

ALTERNATIVE HYPOTHESIS

H1: There is significance between the age group of the respondents and frequency of
trainings needs

63
 Observed Expected
Particular (O-E)2 (O-E)2/ E
Frequency Frequency
R1C1 14 13.5 0.25 0.018

R1C2 12 12.0 0 0

R1C3 18 17.5 0.25 0.014

R1C4 15 15.0 0 0

R2C1 11 11.0 0 0

R2C2 10 9.5 0.25 0.026

R2C3 14 14.4 0.16 0.011

R2C4 12 12.4 0.16 0.012

R3C1 7 7 0 0

R3C2 6 6.0 0 0

R3C3 9 9 0 0

R3C4 8 7.6 0.16 0.021

R4C1 3 3.0 0 0

R4C2 3 2.6 0.16 0.061

R4C3 4 3.5 0.25 0.071

R4C4 3 3.3 0.09 0.027

Calculated value 0.261

Degree of freedom :(r-1) (c-1) = (4-1) (4-1) = 9

Level of Significance :5

Table No value : 0.358

Calculated value : 0.261

RESULT

Since the calculated value is greater than the table value. So we reject the null
hypothesis. There is no significance between age group of the respondents and frequency of
trainings needs

64
 TABLE NO: 4.22

CORRELATION

The table shows that the relationship between educational qualification of the
respondents and level of improvement after attend training.

X Y X2 Y2 XY

39 57 1521 3249 2223

30 48 900 2304 1440

36 30 1296 900 1080

45 15 2025 225 675

% & = '() % * = '() ∑ & =5742 % * = ++,- ∑ &* =5418

∑ XY
‫=ݎ‬
(∑ X  ) (∑   )

5418
=
(5742) (6678)


r = !".$

r = 0.87

RESULT

This is a positive correlation. There are relationships between educational

qualification of the respondents and level of improvement after attend training

65
 CHAPTER – V

5.FINDINGS, SUGGESTIONS AND CONCLUSION

5.1 FINDINGS

1. Majority 70% of the respondents are male

2. Maximum 39% of the respondents are under the age group of below 30 years.
3. Most of 71% of the respondents are married.
4. Majority 30% of the respondents are qualified in diploma holder.
5. It is 80% of the respondents are having technical qualification for the job.
6. Majority 39% of the respondents are experienced in below 5 years.
7. Maximum 42% of the respondents are earning Rs.10,001 – 15,000
8. Majority 30% of the respondents are need training in yearly once.
9. Largest Value of 38% of the respondents are need training for improve employee
turnover.
10. It is 66% of the respondents are using fully automated technology.
11. Maximum 38% of the respondents are agree the training for timely delivery
12. Majority 51% of the respondents are agree with reduce wastage and depreciation
13. Largest value 92% of the respondents are having safety requirement for training.
14. That is 90% of the respondents are technical trained labor.
15. Majority 41% of the respondents are having operating machinery skill.
16. Maximum 41% of the respondents are improving skill from private training
17. Majority 42% of the respondents are said company provides practical training to the
employee.
18. Maximum 80% of the respondents are attending training programme.
19. It is 46% of the respondents are said craftsman training are good.
20. Majority 38% of the respondents are having very high improvement after attend
training.

66
5.2 SUGGESTIONS

• The company provides more training needs given to the employees.

• The company has given fully automated technology training provided to the labors.
• The industry must be increasing productivity which ever reason for effective training.
• The employee suggest that the training co- hence to the safety requirement.
• Most of the employees are technical training from the industry.
• The employee should training earn from private and government.
• The industry provides better training facility for employees.
• The company provides challenging work profile and clear career path.
• The companies provide and open work culture facilitating individual growth.
• The industry provides an increase in responsibility and quality work.
• Using retraining to continuously upgrade employee’s skills.

67
5.3 CONCLUSION

The qualified trainer must place for giving training to its employees. The company
should create awareness and interest in the minds of employees about training. The training
programmes must be revised based on the company environment. It should try to complete
the training programmes within the scheduled time. It should take necessary steps to give
both on the job and off the job training. The training and development programmes must be
based on its business needs.

Finally it determines that the training programmes gives satisfaction to the employees.
So the company should follow the same patterns by providing well experienced trainers to
retain the same level of satisfaction among the employees. So it leads the company’s better
performance in all the activities.

68
 BIBLIOGRAPHY

BOOKS

• Donald R Cooper – Pamela S Schindler, “Business Research Method”, Tata

McGraw – Hill Publishing Company Ltd., 8th Edition, 2003.
• Kazmi S.H.H &Satish K Batra, “Advertising & Sales Promotion”, Excel Books,
Second Edition, 2006.
• Kothari C.R., “Research Methodology”, New Age International Prakashan
Publishers, Second Edition, 2004.
• Memoria. C.B. and SatishMemoria (1985), “Marketing Management”,
KetabMahal, New Delhi.
• Philip Kotler (2000), “Marketing Management”, Prentice Hall of India, New Delhi.

JOURNALS

• Kalaiselvan K. and Naachimuthu, K. P. (2011). “A Synergetic Model to Training &

Development”, Indian Journal of Industrial Relations, Vol. 47, No. 2, pp. 366-379.
• Subramanian, K. S. (2012). “A Study on Return on Investment of Training
Programme in a Government Enterprise in India”, VIKALPA, Vol. 37, 1, pp. 31-48.
• OJHA and Shivan and Puthali (2013). “The Necessity of Evaluation of Training
that Calls for the Development of the Technical Knowledge and Skills Required for
Fresher’s and Associates Working in Different Departments of the industry”
International journal of pharmaceutical and chemical sciences ISSN:2277-5005Vol. 2.
• Ms. Vijayalakshmi R (2018) “A Research on the efficacy of employee training in
manufacturing company”, Journal of contemporary research in management, April –
June 2008, pg 13-19

WEBSITES

https://en.wikipedia.org/wiki/Training_and_development

https://kovaimaruthi.com/

69
 A STUDY ON TRAINING AND DEVELOPMENT TOWARDS KOVAI MARUTHI
PAPERS & BOARDS PVT LTDWITH REFERENCE TO NAMAKKAL

APPENDIX

1. Name :

2. Gender

a)Male [ ] b) Female [ ]

3. Age

a)Below 30 years [ ] b) 31-35years [ ]

c) 36-40years [ ] d) Above 40years [ ]

4. Marital Status

a)Married [ ] b) Unmarried [ ]

5. Educational Qualification

a)School [ ] b) Collegiate [ ]

c) ITI [ ] d) Diploma [ ]

6. Do you have any technical qualification for your job?

a)Yes [ ] b) No [ ]

7. Experience

a)Below 5 years [ ] b) 6- 10 years [ ]

c) 11-15 years [ ] d) Above 16 years [ ]

8. Monthly Income

a) Below Rs.10,000 [ ] b) Rs.10, 001-15,000 [ ]

c) Rs.15,001- 20,000 [ ] d) Above Rs.20,000 [ ]

70
9. What is the frequency of trainings needed?

a) 3 months once [ ] b) 6 months once [ ]

c) Yearly once [ ] d) Yearly twice [ ]

10. Why the employees need for training and development in the industry?

a) Skills and knowledge [ ] b) Employee turnover [ ]

c) Time consume [ ] d) Achievement [ ]

11. State the type of technology used in your organization?

a) Fully automated [ ] b) Semi-automated [ ]

12. How do you agree the training for timely delivery?

a) Strongly Agree [ ] b) Agree [ ]

c) Disagree [ ] d)Strongly Disagree [ ]

13. State the employee’s opinion about advantages for technical training and development?

Opinion /Advantages Strongly Agree Disagree Strongly

Agree Disagree

More production

Reduce Wastage and depreciation

Improve quality product

Rise skilled labor

Easy maintenance

14. Do you need any safety requirements for Training?

a)Yes [ ] b) No [ ]

15. Are you technically trained laborer?

a)Yes [ ] b) No [ ]

71
16. If yes, what type of skill you have?

a) Operating machineries [ ] b) Trouble shooting [ ]

c) Grade [ ] d) Package specialist [ ]

17. If no, then from whom do you get the opportunity to improve the skill?

a) From government training [ ] b) From private training [ ]

c) Machine suppliers [ ] d) Others [ ]

18. What kind of training is provided to you?

a) Basic training [ ] b) Practical training [ ]

c) Advanced training [ ] d) All of the above [ ]

19. Did you attend any training programme under the government training centers?

a)Yes [ ] b) No [ ]

20. Employee opinion under government training scheme are as follows

Opinion / scheme Good Better Moderate Poor

Skill Development

Initiative Scheme

Craftsman Training

Apprenticeship Training

Crafts Instructor Training

National Institute of Rural

Development

21. What is your level of improvement after attending the skill development training?

a) Very high improvement [ ] b) High improvement [ ]

c) Low improvement [ ] d)Very low improvement [ ]

22. Give your suggestions to improve the labors skills in the industry____________

72