1

A STUDY ON EMPLOYEE TRAINING AND DEVELOPMENT POROGRAM CONDUCTED AT DATANOTIC INTERNATIONAL By

K.DEEPIKA (Reg.No:3511020012) Under the guidance of

Dr. A. R KRISHNAN MBA.,(Ph.D) Assistant Professor , Department of MBA

A PROJECT REPORT Submitted to the Department of MBA in the FACULTY OF ENGINEERING & TECHNOLOGY In partial fulfillment of requirements for the award of the degree

IN

MASTER OF BUSINESS ADMINISTRATION

SRM UNIVERSITY
(Under section 3 of the UGC Act 1956) SRM Nagar, Kattankulathur - 603 203 Kancheepuram District May 2012

BONAFIDE CERTIFICATE
Certified that this project report A STUDY ON EMPLOYEE TRAINING AND DEVELOPMEN PROGRAM CONDUCTED AT
DATANOTIC INTERNATIONAL is a bonafide work of K. DEEPIKA

(3511020012) who carried out the project work under my supervision. Certified further, that to the best of my knowledge the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.
Signature of the Guide Dr. A.R. Krishnan MBA.,(Ph.D) MBA.,(Ph.D) Assistant Professor, Department, Master of business Administration, Administration Kattankulathur Campus, SRM University -603203. Date : Signature of the Dean Dr. jayshree suresh

Professor & Dean of The Master of business Kattankulathur Campus, SRM University -603203.

Internal Examiner Examiner

External

Date

ACKNOWLEDGEMENT

We take this opportunity to thank Dr.C.MuthamizhChelvan, Director(E&T), Faculty of Engineering and Technology for providing us with excellent infrastructure that is required for the development of our project.

We would also like to thank ProfessorDr.jayshreesuresh and Head of Department of Master of business Administration, for providing us conductive ambience for developing our project.
We would also like to express my sincere gratitude to my Project guide

Dr.A.R.Krishnan , Assistant Professor - Department of Masterofbusiness Administration for his able assistance, timely suggestions and guidance throughout the duration of the project

We also convey our gratitude to all other members in the project panel and those who have contributed to this project directly or indirectly.

4 DECLARATION

I, K.Deepika, hereby declare that the Summer Training Report, entitled A Study On Employee Training and Development Program Conducted at Datanotic International , submitted to the SRM University in partial fulfillment of the requirements for the award of the Degree of Master of Business Administration is a record of original training undergone by me during the period Feb-april 2012 under the supervision and guidance of Dr. A.R. Krishnan Professor (OG) Department of Management MBA.,(Ph.D) Assistant SRM University,

Studies,

Kattankulathur Campus and it has not formed the basis

for the award of any

Degree/Fellowship or other similar title to any candidate of any University.

Place: Date:

Signature of the Student

ABSTRACT

A STUDY ON EMPLOYEE TRAINING AND DEVELOPMENT POROGRAM CONDUCTED AT DATANOTIC INTERNATIONAL

The project title A study on Employees Training and Development program conducted at Datanotic international aims to find out the general opinion of the employees on the training program attended by them in Datanotic international.

The aims of training and development training can be teaching employees new skills that are relevant to their current job position or refreshing the skills that they already possess. To have a good training and development program enables firms to develop individual employees and the organization itself as training is one of the best forms of motivation

The aim of this project is to Check the effectiveness of the training function at Datanotic international. This project also aims how to identify the training needs of the employees, which would be immensely useful for identifying the training programs, which were needed by the employees. As the project also studies the effectiveness of training and perception of employees on training, it acts as effective tool for achieving the desired goals efficiently.

Employees are able to broaden their knowledge and become more valued within the firm. Having a well trained workforce is greatly beneficial for a company as employees are likely to be more motivated and target driven.

Also various jobs and tasks are likely to be carried out more efficiently if the workforce is highly skilled at what they do. Listed below are some of the main benefits to a company in having a well-trained workforce. Training and development will enable a company.

TABLE OF CONTENTS
CHAPTER NO TITLE PAGE BONAFIDE CERTIFICATE COMPANY CERTIFICATE DECLARATION ACKNOWLEDGEMENT ABSTRACT LIST OF CONTENT LIST OF TABLE LIST OF FIGURES I 1. INTRODUCTION 1.1 INTRODUCTION 1.2 RESEARCH BACKGROUND 1.2.1 INDUSTRY PROFILE 1.2.2 COMPANY PROFILE 1.3 IDENTIFIED PROBLEM 1.4 NEED FOR THE STUDY 1.5 OBJECTIVE AND SCOPE OF THE STUDY 1.6 SCOPE OF THE STUDY 1.7 IMPORTANCE OF THE STUDY 1.8 DELIVERABLES II 2. LITERATURE SURVEY 2.1 REVIEW OF LITERATURE 2.2 RESEARCH GAP III 3. RESEARCH METHODOLOGIES 3.1 RESEARCH METHODOLOGY 3.1.1 RESEARCH DESIGN 3.2 TYPES OF PROJECT 3.3 PROPOSED SAMPLING METHOD 3.4 DATA COLLECTION TECHNIQUES 3.4.1 DESCRIPTION OF QUESTIONNAIRE 3.5 TOOLS FOR DATA ANALYSIS 3.6 TARGET RESPONDENTS 36 36 37 38 39 40 41 42 31 35 9 16 16 21 25 26 27 28 29 30 TITLE PAGE NO i ii iii iv v vi vii viii ix

7 3.7 CONSTRAINTS OF THE STUDY IV 4. DATA ANALYSIS & INTERPRETATION 4.1 DATA ANALYSIS & INTERPRETATION 4.1.1 PERCENTAGE ANALYSIS 4.2 WEIGHTED AVERAGE 4.3 RANK CORRELATION 4.4 EXPECTED CONCLUSION V 5. FINDINGS, SUGGESTION & CONCLUSION 5.1 SUMMARY OF FINDINGS 5.2 SUGGESTION AND RECOMMENDATIONS 5.3 CONCLUSION APPENDIX BIBLIOGRAPHY 69 72 73 43 43 60 64 68 42

LIST OF TABLES
TABLE NO 4.1.1.1 4.1.1.2 4.1.1.3 4.1.1.4 4.1.1.5 4.1.1.6 4.1.1.7 4.1.1.8 4.1.1.9 4.1.1.10 4.1.1.11 4.1.1.12 4.1.13 4.1.14 TITLE Age group of the respondents Years of experience of the respondents Income of the respondents Employees opinion on the importance of training Employees opinion about the duration of the training program Training was more relevant and helpful Opinion regarding the satisfaction level of the existing training programme Employees opinion before the training programme Employees opinion after the training programme Opinion regarding knowledge and skills through the training programme Opinion regarding superior guidance during the training programme Opinion regarding the relationship between trainer and trainee Employees opinion regarding the opportunities that they get during the training programme Employees suggestions are taken into consideration PAGE NO 43 44 45 46 47 48 49 50 51 52 53 54 55 56

8 4.1.15 4.1.16 4.2.1 4.2.2 Overall feedback about the training programme Effectiveness of the training programme. Employees feedback on the various aspects of the training programme. Employees obtained from training program 57 58 59 60

LIST OF FIGURES
CHART NO 4.1.2.1 4.1.2.2 4.1.2.3 4.1.2.4 4.1.2.5 4.1.2.6 4.1.2.7 TITLE Age group of the respondents Years of experience of the respondents Income of the respondents Employees opinion on the importance of training Employees opinion about the duration of the training program Training was more relevant and helpful Opinion regarding the satisfaction level of the existing training programme 4.1.2.8 4.1.2.9 4.1.2.10 4.2.11 4.1.2.12 4.1.2.13 4.1.2.14 4.1.2.15 4.1.2.16 Employees opinion before the training programme Employees opinion after the training programme Opinion regarding knowledge and skills through the training programme Opinion regarding superior guidance during the training programme Opinion regarding the relationship between trainer and trainee Employees opinion regarding the opportunities that they get during the training programme Employees suggestions are taken into consideration Overall feedback about the training programme Effectiveness of the training programme. 51 52 53 54 55 56 57 58 59 PAGE NO 43 44 45 46 47 48 49

CHAPTER I

1.1 INTRODUCTION TRAINING AND DEVELOPMENT

Employee training is the most important sub-system of Human Resource Development. After an employee is selected, placed and introduced in an organization he or she must be provided with training facilities in order to adjust him to the job. Training can be described as the acquisition of knowledge, skills, concepts or attitudes that result in improved performance within the job environment. Training analysis looks at each aspect of an operational domain so that the initial skills, concepts and attitudes of the human elements of a system can be effectively identified and appropriate training can be specified. Training analysis as a process often covers: Review of current training Task analysis (of new or modified system) Identification of training gap Statement of training requirement Assessment of training options Cost benefit analysis of training options

Training Analysis is most often used as part of the system development process. Due to the close tie between the design of the system and the training required, in most cases it runs alongside the development to capture the training requirements. Training is an organized process for increasing knowledge and skills of people for a definite purpose. The purpose of training is to improve the employees current job performance.

An organization that aspires to grow must be in tune with the changing need of the society. Training reduces the gap by increasing employees knowledge, skill,

10 ability and attitude. For the proper functioning of any business organization, the management of the organization concerned must employ a training program to groom its associates with business skill and practical knowledge. In addition to a standard training program, there must be a certain measure of training performance.

Training makes a very important contribution to the development of the organizations Human Resource and hence to the achievement of its aims and objectives. It improves changes and moulds the employees knowledge, skill behavior and attitude towards the requirement of the job and the organization. The importance of the training and development are many in number. Primarily it helps in the optimization of the utilization of human resources that ultimately provides the employees as well as the individuals to achieve the goals. It also helps in improving the human resources technical and behavioral skills which leads in attaining personal growth of the employees.

BENEFITS OF TRAINING:
Training enables the employee to attain the following benefits,

1. QUICK LEARNING: Training helps to reduce the learning time to reach the acceptable level of performance.

2. HIGHER PRODUCTIVITY: Training increases the skill of the new employee in his performance of a particular job.

3. STANDARDISATION OF PROCEDURES: With the help of training, the best available methods of performing the work can be standardized and taught to all employees.

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4. LESS SUPERVISION: Training does not eliminate the need for supervision, but it reduces the need for detailed and constant supervision.

5. ECONOMICAL OPERATIONS: Trained personnel will be able to make better and economical use of materials and equipments.

6. REDUCED ACCIDENTS: Proper training in both job skills and safety attitudes should contribute towards a reduction in the accident rate.

7. HIGHER MORALE: A good training programme will mould employees attitudes towards organizational activities and generate better co-operation and greater loyalty.

8. BETTER MANAGEMENT: A manager can make use of training to manage in a better way the productivity of the organization.

TYPES OF TRAINING: On the basis of purpose, several types of training programmes are offered to the employees. They are,

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1. INDUCTION OR ORIENTATION TRAINING: Induction is concerned with introducing or orienting a new employee to the organization and its procedures, rules and regulations.

2. JOB TRAINING: Job training is the most common in plant training programmes. It relates to specific job which the worker has to handle. It develops skills and confidence among the workers.

3. APPRENTICESHIP TRAINING: This training programme tends more towards education than merely on the vocational training. Under this, both knowledge and skills are developed.

4. INTERNSHIP TRAINING: Under this method, an educational or vocational institute enters into arrangement with an industrial enterprise for providing practical knowledge to its students. 5. REFRESHER TRAINING OR RETRAINING: Basic purpose of refresher training is to acquaint the existing workforce with the latest methods of performing their jobs and improve their efficiency further.

6. TRAINING FOR PROMOTION: The talented employees may be given adequate training to make them eligible for promotion to higher jobs in the organization.

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7. REMEDIAL TRAINING: This training is required to remove defective way of doing work and teach them correct methods and behavior patterns.

8. SAFETY TRAINING: To prevent industrial accidents, training is necessary. Instructions to use safety devices can be given.

METHODS OF TRAINING:
There are three different types of methods to train the employees. They are as follows.

1. ON THE JOB TRAINING: 2. OFF THE JOB TRAINING. 3. VESTIBULE TRAINING.

ON THE JOB TRAINING

The worker is given training at the work place by his immediate supervisor. Worker learns in an actual work environment. The different types of on the job training are,

a. COACHING: Supervisor gives direct instruction and guidance to the trainee. He demonstrates how to do the job. \

14 b. UNDERSTUDY: Candidate becomes an assistant to current job holder. He learns by experience and observation. c. JOB ROTATION: Trainee is periodically rotated from job to job. He learns a variety of tasks and develops a better view of the organization.

d. POSITION ROTATION: Used by many organizations to develop all round workers.

OFF THE JOB TRAINING:

It requires workers to undergo training for a specific period away from the work place. Concerned with both knowledge and skills in doing certain jobs. The different types of off the job training are, a. SPECIAL LECTURE CUM DISCUSSION: Some executives of the organization or specialists from vocational and professional institutes may deliver special lectures. b. CONFERENCE TRAINING: A conference is a group meeting conducted according to an organized plan in which the members seek to develop knowledge and understanding by oral participation. c. CASE STUDY: The trainees are given a problem or case, which is more or less related to the concepts and principles already taught. d. ROLEPLAY: Conflict is artificially created and the trainees are assigned different roles to play. Trainees are given a description of the situation and role they are to play.

15 VESTIBULE TRAINING:

Vestibule training is used to designate training in a class room for semi-skilled jobs, where large number of employees must be trained at the same time for the same kind of work.

A vestibule school is established in an industrial plant. An attempt is made to duplicate as nearly as possible, the actual material, equipment and conditions found in the real workplace. Qualified instructors are employed. Initial nervousness of the trainees is also removed.

Trainees do not contribute to production during the training period. Line managers will blame the instructors if trainees performance is poor. Since it is an expensive method, it cannot be applied in small organizations. It is used to give training to employees in large numbers.

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1.2 RESEARCH BACKGROUND 1.2.1 INDUSTRYPROFILE

Introduction:
The software industry includes businesses involved in the

development, maintenance and publication of computer software, using any business model. The industry also includes software services, such as training, documentation, and consulting and outsourcing those business models.

History:
The word "software" had been coined as a prank by at least 1953, but did not appear in print until the 1960s. Before this time, computers were programmed either by customers, or the few commercial computer vendors of the time, such as UNIVAC and IBM. The first company founded to provide software products and services was Computer Usage Company in 1955. The software industry expanded in the early 1960s, almost immediately after computers were first sold in mass-produced quantities. Universities, government, and business customers created a demand for software. Many of these programs were written in-house by full-time staff programmers. Some were distributed freely between users of a particular machine for no charge. Others were done on a commercial basis, and other firms such as Computer Sciences Corporation (founded in 1959) started to grow. The computermakers started bundling operating systems software and programming environments with their machines. The industry expanded greatly with the rise of the personal computer in the mid-1970s, which brought computing to the desktop of the office worker. In subsequent years, it also created a growing market for games, applications, and utilities. DOS, Microsoft's first operating system product, was the dominant operating system at the time. In the early years of the 21st century, another successful business model has arisen for hosted software, called software as a service, or SaaS ,this was at least the third time this model had been attempted. SaaS reduces the concerns about software piracy, since it can only be accessed through the Web, and by definition no client software is loaded onto the end user's PC.

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Software sectors: The Global Scenario

There are several types of businesses in the software industry. Infrastructure software, including operating systems, middleware and databases, is made by companies such as Microsoft, IBM, Sybase, EMC, Oracle and VMWare, Enterprise software, the software that automates business processes in finance, production, logistics, sales and marketing, is made by Oracle, SAP AG, Sage and Infor. Security software is made by the likes of Symantec, Trend Micro and Kaspersky. Several industry-specific software makers are also among the largest software companies in the world: SunGard, making software for banks, Black Board making software for schools, and companies like Qualcomm or Cyber Vision making software for telecom companies. Other companies do contract programming to develop unique software for one particular client company i.e outsourcing, or focus on configuring and customizing suites from large vendors such as SAP or Oracle.

Leading companies: Mindshare and Marketshare

In terms of technology leadership, the software industry has long been led by IBM. However, Microsoft became the dominant PC operating system supplier. Other companies that have substantial mindshare (not: marketshare) in the software industry are SUN Microsystems, the developer of the Java platform (purchased by Oracle in 2010), Red Hat, for its open source momentum, and Google for its Google Docs. However in terms of revenues coming from software sales, the software industry is clearly dominated by Microsoft, since inception. Microsoft products are still sold in largest number across the globe.

Size of the industry:

According to market researcher DataMonitor, the size of the worldwide software industry in 2008 was US$ 303.8 billion, an increase of 6.5% compared to 2007. Americas account for 42.6% of the global software market's value. DataMonitor forecasts that in 2013, the global software market will have a value of US$ 457 billion, an increase of 50.5% since 2008.

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Software Magazine's Top 9 ranking of 2011:

1. International Business Machine 2. Oracle Corporation 3. Accenture 4. Google 5. Yahoo 6. Symantec 7. Capgemini 8. Computer Sciences Corporation 9. HP

INDIA IT INDUSTRY:

The Indian information technology (IT) industry has played a major role in placing India on the international map. The industry is mainly governed by IT software and facilities for instance System Integration, Software experiments, Custom Application Development and Maintenance (CADM), network services and IT Solutions. According to Nasscom's findings Indian IT-BPO industry expanded by 12% during the Fiscal year 2009 and attained aggregate returns of US$ 71.6 billion. Out of the derived revenue US$ 59.6 billion was solely earned by the software and services division. Moreover, the industry witnessed an increase of around US$ 7 million in FY 2008-09 i.e. US$ 47.3 billion against US$ 40.9 billion accrued in FY 2008-09.

IT Outsourcing in India:

As per NASSCOM, IT exports in business process outsourcing (BPO) services attained revenues of US$ 48 billion in FY 2008-09 and accounted for more than 77% of the entire software and services income. Over the years India has been the most favorable outsourcing hub for firm on a lookout to offshore their IT operations. The factors behind India being a preferred destination are its reasonably priced labor, favorable business ambiance and availability of expert workforce. Considering its escalating growth, IBM has plans to increase its business process outsourcing (BPO) functions in India besides employing 5,000 workforces to assist its growth.

19 In the next few years, the industry is all set to witness some multi-million dollar agreements namely: A 5 year agreement between HCL Technologies and News Corp for administering its information centers and IT services in UK. As per the industry analysts, the pact is estimated to be in the range of US$ 200-US$ 250 million US$ 50 million agreement between HCL Technologies and Meggitt, UKbased security apparatus manufacturer, for offering engineering facilities. Global giant Walmart has short listed their Indian IT dealers namely Cognizant Technology Solutions, UST Global and Infosys Technologies for a contract worth US$ 600 million

India's domestic IT Market:

India's domestic IT Market over the years has become one of the major driving forces of the industry. The domestic IT infrastructure is developing contexts of technology and industry of penetration.

In the FY 2008-09, the domestic IT sector attained revenues worth US$ 24.3 billion as compared to US$ 23.1 billion in FY 2007-08, registering a growth of 5.4%. Moreover, the increasing demand for IT services and goods by India Inc has strengthened the expansion of the domestic market with agreements worth rising up extraordinarily to US$ 100 million. By the FY 2012, the domestic sector is estimated to expand to US$ 1.7 billion against the existing from US$ 1 billion.

Government initiative in India's domestic IT Market:

The Indian government has established a National Taskforce on IT with an aim of formatting a durable National IT Policy for India Endorsement of the IT Act, which offers an authorized structure to assist electronic trade and electronic operations.

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Major investments in India's domestic IT Market

According to Andhra Pradesh Government the state's SEZs and Software Technology Parks of India (STPI) will witness an investment of US$ 3.27 billion in the next few years. VMware Inc, San Francisco-based IT firm is looking forward to invest US$ 100 million by 2010 in India. EMC Corporation's total Indian assets is expected to reach US$ 2 billion by 2014

Indian Software Industry:

The Indian Information Technology industry

accounts for a 5.19% of the country's GDP and export earnings as of 2010, while providing employment to a significant number of its tertiary sector workforce. More than 2.3 million people are employed in the sector either directly or indirectly, making it one of the biggest job creators in India and a mainstay of the national economy. In 2011, annual revenues from outsourcing operations in India amounted to US$54.33 billion compared to China with $35.76 billion and Philippines with $8.85 billion. India's outsourcing industry is expected to increase to US$225 billion by 2020.

Recent trends in software Industry:

The computer software industry, unlike the more traditional manufacturing and services industries, is coping with the current gloomy economic climate as best it can by concentrating on transforming interesting ideasinto novel technology, must-have applications, and competitive maneuvering rivals. Profits may be down at the moment but expectations, whether for companies like Microsoft, Apple, and IBM or Intel, Symantec and Oracle, remain quite high SRemond, WA-based software gian Microsoft is currently battling the European Commission over inclusion of its Internet Explorer web browser in operating system software.

21 Additional issues facing the computer software industry are piracy, a crime which may lessen once software applications are more often found and used on the Internet and are not available on individual computers; portability, the transferability of software among operating systems

Future of software industry:

Hardware, software, and people are the three basic ingredients of enterprise business technology. They provide the enterprise with an economic advantage through automated and improved business processes, increased employee productivity, and more accurate and precise information. The relationship between these three components has evolved over time. In the business technology era, we predict that managing the third part of the equation people will emerge as the dominant focus. As software applications become business services, the cost of human resources producing, operating, and managing software will soon be prohibitive and the new focal point.

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CHAPTER 2
1.2.2 COMPANY PROFILE
DATANOTIC INTERNATIONALS is a different kind of offshore outsourcing company. They bring the best of both worlds: the savings and superior quality of offshore development, and the immediacy and trust of a local company. They have often been called The Home Team of offshore outsourcing. They deliver the full range of application outsourcing, business process, and consulting & systems integration services that you expect. And, because of their background serving the Global 2000, they are expert at managing the highly complex, long-term engagements that our clients require. Unlike our rivals, they work, not from contract to contract, but long-term partnerships with our customers. They offer the financial transparency and good corporate governance practices that are expected. Governed by an independent board of directors, they comply with SEC and state regulations dictating retention of independent auditors. They eliminate potential legal issues because they pay locally prevailing salaries in every region where they operate, while observing all local tax, social security, and immigration laws. And they give back to the community, contributing to charitable and worthy causes that make our environment better. With well over half of their business coming from financial services and healthcare, they know how to manage privacy and data security issues. The set of international regulations governing physical and network security, and are wellexperienced in working with clients that implement their own U.S. standards. They are routinely audited for security by our own clients, and routinely enforce their U.S.level standards wherever the work is performed.

Taking Offshore Outsourcing to the Next Level

They have proven methodologies that deliver the benefits of high offshore staffing ratios in as little as 6 to 8 weeks. Our approaches consistently deliver savings of 30 to 60%, and that is only the start. Our Transforming While Performing service lets their company reinvest some of the proceeds to additional savings of 40% or more

23 by consolidating and optimizing your software portfolio, while transforming and outsourcing selected business processes. They can execute because of their unique, client-focused culture. Unlike their competitors, they work with them over the long term. And while most of our rivals depend on local contractors, they invest heavily in recruiting key executives, and project heads, and practice leaders who are located close to our customers in North America and Europe. And they have strong management and technology depth in India, where they have been consistently ranked as the top business school recruiter. They have the continuity and management depth to make sure that your technology supports your business, not the other way around. They back it up with the resources to deliver the cost, speed, and world-class process advantages of high offshore ratios. Their ability to form tight partnerships with our customers has helped us pioneer the 4th Generation Offshore Outsourcing model, a new kind of outsourcing that keeps local managers close, transforming our world-class offshore teams into virtual extensions of your IT organization. DATANOTIC INTERNATIONALS can help a company create new opportunities for improvement by reducing the costs of managing applications by over half. They offer a wide range of solutions that can help transform your business and technology operations to world-class excellence. Industry Practices DATANOTIC INTERNATIONAL knows your business. As the first major offshore company to organize by vertical industry segment, they have industry practice heads, domain experts, and consultants located close to our clients in North America and Europe, and at our Indian development centers. Our industry practices include Banking & Financial Services, Healthcare, Insurance, Manufacturing & Logistics, Life Sciences, Retail, and Telecommunications.

24 Business Technology Consulting They provide offerings that are based on rigorous and proven methodologies and scientifically driven frameworks. In the areas of business processes, technologies and off shoring, their offerings analyze the existing environment, identify opportunities for optimization and provide a robust roadmap for significant cost savings and productivity improvement. Advanced Solutions Working closely with their Industry Practices, They offer state-of-the-art

expertise in Application Management & Development, Outsourced Testing Services and a wide range of technologies including e-business and Enterprise Portals, Data Warehousing, CRM, ERP, EAI, e-learning and more. Transforming While Performing

Rationalizing the applications portfolio and infrastructure Consolidating support Improving the flexibility of applications to support emerging requirements

At DATANOTIC INTERNATIONALS, As the first major offshore company to establish vertical industry practices, They have the experts who know the competitive challenges that a company faces - and the solutions that a company needs to leap ahead of your rivals. Their commitment to offering vertical industry practices has paid off. Our ranking as the top offshore provider in the healthcare field is just one example of the high recognition that they have earned in sectors ranging from financial services, telecommunications to Life Sciences and more. Strong relationships At DATANOTIC INTERNATIONALS, they go the extra mile to get the job done. That's why their client's turn to them again and again for assistance with a growing range of complex IT problems. From the beginning of every project, they

25 add value to our offerings by assessing our complete IT environment and entire range of software applications.

1.3 IDENTIFIED PROBLEM

Management was under cloud in identifying the impact of the training and development program on the performance and productivity as well as in identifying the best method of training, which enhances the job efficiency, and skills of employees. The management was dubious about the satisfaction level of employees towards the training program. Besides enormous efforts and expectations put in by the management in executing the training and development programs, the objectives of the company remain seldom met.

1.4 NEED FOR THE STUDY

Training and development is the important factor of any company. So it requires to know the critical area where they can implement new training and

development method to bring the effectiveness of training and development program. This study is required to find whether the training provided by Datanotic international satisfies the training needs of the employees, whether the employees are satisfied with the duration of training program, and the need to find whether the trainer maintains a good relationship with the trainee. All the employees are not specialized in all areas, and thus every individual employee lacks in some areas. There is a need to find out the personal requirement, and based on that training should be given. This study is necessary to identify the best training and development method, which assists the employees to implement their action plans. The fundamental need of this study is to evaluate the satisfactory level of employees about their training and development program.

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1.5 OBJECTIVES OF THE STUDY

1.5.1 PRIMARY OBJECTIVES:

To study the opinion of employees towards the training and development program conducted at Datanotic international. 1.5.2 SECONDARY OBJECTIVES: To ascertain the satisfaction level of employee towards the training and development Programme. To find which type of training and development is comfortable to the employees in the organization To find the opinion of employees regarding the impact of training and development on the organizational and personal development To find the relationship between the trainer and the trainee.

1.6 SCOPE OF THE STUDY

This study helps to understand more about the positive & negative aspects of the present training and development programs and work on enabling the effective training, which gives high motivation to the employees. Training given to the employees at the earlier stage should reflect in future also. After the long run, the company will achieve its expected standards with the help of training. This study educates the researcher how effectively the training process can be followed and brings out awareness on different training strategies followed at various occasions.

1.7 IMPORTANCE OF THE STUDY

The right employee training, development and education at the right time provides big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution. Training approaches focused on defining the performance problem for which training is prescribed; providing specific practice during training of skills needed to address the performance problem; measuring performance at the completion of training, and when feasible, conducting long-term measures of performance changes. Training and development helps in optimizing the utilization of

27 human resource that further helps the employee to achieve the organizational goals as well as their individual goals. From the outcome of this study, one can understand the impact of the training program on the performance and productivity as well as in identifying the best method of training which enhances the job efficiency and skills of employees.

1.8 DELIVERABLES
This study is expected to help in identifying the level of relationship between the trainer and the trainees. Also, this study focuses in bringing out the requirements of the employees to the notice of the management.

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CHAPTER III
2. LITERATURE SURVEY 2.1 REVIEW OF LITERATURE
William James (1998, P.18) of Harvard University reports that employee could retain their jobs by working at mere 20-30 percent of their potential. His research led him to believe that if these same employees were properly motivated, they could work at 80-90 percent of their capabilities. Behavioral science concepts like motivation and enhanced productivity could well be used for such improvement through the effective and efficient use of learning resources. Jack Welch (1999, P.21) Companies can't promise lifetime employment, but by constant training and education we may be able to guarantee lifetime employability. Organization and individual should develop and progress

simultaneously for their survival and attainment of mutual goals. So every modern management has to develop the organization through human resource development. Employee training is the important sub-system of human resource development. Employee training is a specialized function and is one of the fundamental operative functions for human resources management. C. K. Prahalad (1997 P.8) says that mentoring requires special skills, but it does not require hierarchical position. After an employee is selected, placed and introduced he or she must be provided with by training facilities. Training is the act of increasing the knowledge and skill of an employee for doing a particular job. Training is a shortterm educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose. Dale S.

Beach (1996 P.14) define the training as The organized procedure by which people learn knowledge and /or skill for a definite purpose. In other words, training improves changes and moulds the employees knowledge, skill behavior and aptitude and attitude towards the requirements of the job and the organization. Training refer to the teaching and learning activities carried on for the primary purpose of helping

29 members of an organization to acquire and apply the knowledge, skill, abilities and attitudes needs by a particular job and organization.

Robert Haas (1994 P.17) suggest that You can't train anybody to do anything that he or she doesn't fundamentally believe in. Training needs are identified on the basis of organizational analysis, job analysis and man analysis. Training programme, training methods and course content are to be planned on the basis of training needs. Training needs are those aspects necessary to perform the job in an organization in which employee is lacking attitude/aptitude, knowledge, and skill. Training needs = Job and organizational requirement Employee specifications. Robert Louis Stevenson says it was a world almost without a feature; an empty sky, and empty earth; front and back the line of railway stretched from horizon to horizon, like a cue across a billiard-board. RESEARCH PAPERS: TRAINING AND DEVELOPING A WORK FORCE Singara (edition 2001): This paper is a guide to companies when executing the training of a new work force. The researcher shows how job training is crucial for the workers as well as for the corporations. He indicates that companies are paying more attention to the training and development then to recruiting. There are many changes that are being made to the process of training and developing a new work force mainly towards developing existing skills and acquiring new ones. The paper examines several factors that affect this process such as: government intervention, wages, diversity, globalization...and much more EMPLOYEE TRAINING AND DEVELOPMENT

Veerabathra (Edition 2002): This paper looks at employee training as a means of improving an organization and making it more cost-effective. It defines the different types of training, including technical, literal, video, and other types of training used to fulfill the needs of both employer and employee.

30 EFFECTIVE TRAINING Akshara (Edition 2003): An effective training system would integrate several different processes in order to achieve the objective of a proper training. The first step in any sort of training would be identifying the desired level of knowledge in a measurable form. The next step would be listing out the various qualifications or competencies necessary for taking part in any training system to produce the desired results. After this the trainee would have to undertake the necessary research steps by sourcing materials and other requirements for the training method to function at its best. TRAINING

Chamy (Edition 2004): This paper reports on a study to verify whether training can help organizations and uses a questionnaire to collect empirical data. The author points out that the survey will help identify specific benefits and trends because organizations, like people, have their own individuality and style, and no blue print can be considered a universal fit for all organizations. The paper relates that replacing a skilled and trained employee can be very expensive for an organization in terms of time and money; therefore, organizations are increasingly using training and higher education options in their benefits packages to obtain and retain talent in the organization. TRAINING AND DEVELOPMENT Gulathi (Edition 2005): This paper is about employee training and development. It uses a five-step process to develop the appropriate training program that includes training needs assessment; creation of training materials; the training medium (internal, external); the implementation, and an evaluation plan to determine the effectiveness of the training. EMPLOYEE TRAINING Ashwanthi (Edition 2006): This paper looks at the methods of and motivation for employee training in the service industries, such as hotels and restaurants. The paper begins with an exhaustive overview of the term training, including a detailed recitation of Carter McNamara's six-point rationale for training in "Employee

31 Training and Development: Reasons and Benefits." The author also provides background information about the importance of good trainers and training techniques. BOOKS: Training is more about knowing where we stand at present and to have a vision of where we are going to be in the future. It is when we have set goals and dont know how to proceed; it is when we want something in life to achieve and dont know how to reach there and it is what we are dreaming for and how we have to acquire the knowledge to live up to our dreams. Thus providing training opportunities is a key to promote an organization, which will support an individual for his lifelong learning, and to work efficiently in their respective departments. DEFINITIONS: G.SUBRAMANYAM defined training as, "The trainees shall acquire new manipulative skills, technical knowledge, problem solving ability or attitude so that they are better adjusted to their work environment to achieve the organizational and individual goals". C.B.MEMORIA defined training as, "Training is a process of learning a sequence of programmed behavior. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behavior .it attempts to improve their performance on the current job or prepare them for an intended job."

2.2 RESEARCH GAP

The results of previous researches held at Datanotic international were unable to explain the relationship between the trainer and the trainees. Whereas this study helps in understanding the level of relationship between the trainer and trainees.

32

CHAPTER III

3.1 RESEARCH METHODOLOGY

MEANING OF RESEARCH:

Research is an organized, systematic, critical, scientific inquiry or investigation into a specific problem, undertaken with the objective of finding answers or solutions thereto. Research is simply the process of finding solutions to a problem after a thorough study and analysis of the situational factors.

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 but also the methodology.

3.1.1 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.

Research design is the conceptual structure within which research is conducted. It constitutes the blueprint for the collection, measurement and analysis of data. 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.

33 3.2 TYPES OF PROJECT:

There are 3 basic types of research design. They are, 1. Exploratory Research. 2. Descriptive Research. 3. Experimental Research. Out of the research design said above the research design took for the study was Descriptive Research Design.

DESCRIPTIVE RESEARCH DESIGN:

In descriptive research, the researcher presents a description of the state of affairs as it exists at present. The researcher can present only what has happened or what is happening. The variables remain beyond his\her control. The descriptive study is undertaken in order to ascertain and be able to describe the characteristics of the variables of interest in a situation.

3.3 PROPOSED SAMPLING METHOD

Sampling is the process of selecting a sufficient number of elements from the population, so that a study of the sample and an understanding of its properties or characteristics would make it possible for us to generalize such properties or characteristics to the population element. In this study stratified sampling technique is used. STRATIFIED RANDOM SAMPLING: Stratified random sampling involves a process of stratification or segregation, followed by random selection of subjects from each stratum. The population is first divided into mutually exclusive groups that are relevant, appropriate and meaningful in the context of the study.

34 The various stratum of this study is

Engineering Department Production Department Plant Tech Quality Department Industrial Engineering

SAMPLE SIZE:

The sample size of this research is 150 and the population of the study is 220 employees.

3.4 DATA COLLECTION TECHNIQUES

After the research problem and design have been defined and planned the tasks of data collection beings.

TYPES OF DATA: 1. Primary data. 2. Secondary data. In this study both primary and secondary data collection methods have been used to collect data. Now let us see about these two data collection methods.

PRIMARY DATA:

The primary data are those, which are collected fresh and for the first time and thus happen to be original in character. Primary data collection is nothing but the data that is directly collected from the people by the researcher himself. The data shows the employees attitude, opinions, their awareness, knowledge and other similar aspects. In this study, Primary Data collection method has helped the researcher to a great extent in arriving at the results.

35 SECONDARY DATA:

Secondary data refers to the information or facts already collected. Such data are collected with the objective of understanding the past status of any variable, or the data collected and reported by some source is accessed and used for the objective of the study.

In this study, the secondary data are used to collect information for the review of literature and for the company details.

3.4.1 DESCRIPTION OF QUESTIONNAIRE

This method of data collection is quite popular. In this method a questionnaire is issued to the person concerned with a request to answers the question and return it back. In this research, three different forms of questions are used in the questionnaire. They are:

1. OPEN ENDED QUESTIONS: Open ended questions are designed to permit a free response from the various respondents rather than one limited to certain stated alternatives are considered appropriate.

2. MULTIPLE CHOICE QUESTIONS: This type of question has the advantage of easy handling, simple to answer, quick and relatively inexpensive to analyze.

3. DICHOTOMOUS QUESTION: A dichotomous question refers to one, which offers the respondent a choice between two alternatives and reduces the issues.

36

3.5 TOOLS FOR DATA ANALYSIS

PERCENTAGE ANALYSIS:

Percentage analysis is the method which is used for finding the average of collected information. Percentage analysis can be calculated as follows: First the number of respondents is noted in a tabular form and then the percentage is calculated by dividing the number of respondents by total number of respondents which is then multiplied by 100.

No. of respondents Percentage = --------------------------------------- * 100 Total no. of respondents

WEIGHTED AVERAGE METHOD:

In weighted average each value of the variable is multiplied by its weights and the products so obtained are summed up. This total is divided by the total of weights and the resulting figure is the weighted arithmetic average.

X1W1 + X2W2 + X3W3 + .. + XnWn Weighted Average = ------------------------------------------------------------W1 + W2 + W3 + . + Wn

Where X1, X2, X3, . ,Xn are the values of the variable and W1, W2, W3, , Wn are their respective weights.

37

3.6 TARGET RESPONDENTS

The study was conducted in Datanotic international. The respondents of this study are day shift employees and majority of the respondents have 5 to 10 years of experience.

3.7 CONSTRAINTS OF THE STUDY

The constraints of the study are as follows: The data collected cannot be compared with other company. The study was conducted at smaller scale due to the companys policy. The study has been conducted on the employee level only. The findings are only the result of the survey and so it is not applicable for future. The responses given by the employees may be true.

38

CHAPTER IV

4.1 DATA ANALYSIS AND INTERPRETATION 4.1.1 PERCENTAGE ANALYSIS

DEMOGRAPHIC DETAILS: TABLE: 4.1.1.1 Age group of the respondents S.No 1. 2. 3. 4. Total Age 25-30 years 31-35 years 36-40 years Above 40 years Number of respondents 15 26 77 32 150 Percentage (%) 10 17.33 51.33 21.33 100

CHART 4.1.2.1 Age group of the respondents

80 70 60 50 NO.OF RES 40 30 20 10 0 25-30 31-35 AGE 10% 17.3%

51.3%

21%

36-40

Above40

39 Inference:

The above table depicts that the maximum number of respondents, 51.33% belongs to the age group of 36 to 40 years and 21.33% of the respondents belongs to the age group above 40 years.

TABLE: 4.1.1.2 Years of experience of the respondents

S.No 1. 2. 3. 4. Total

Options < 5years 5-10years 10-15years Above15

Number of respondents 33 49 36 32 150

Percentage (%) 22 32.67 24 21.33 100

CHART 4.1.2.2 Years of experience of the respondents

60 50
NO.OF RES

49 33 36 32

40 30 20 10 0

22% <5yrs

32.67% 5-10yrs

24% 10-15yrs

21.33% Above15yrs

EXPERIENCE

40

Inference: The above table clearly shows that 32.67% of the respondents are 5-10 years experienced, 24% of the respondents are less than 5 years experienced, 22% of the respondents are 10-15 years experienced and 21.33% of the respondents are experienced above 15 years.

TABLE: 4.1.1.3 Income of the respondents

S.No 1. 2. 3. 4. Total

Options 3000-4000 4000-6000 6000-8000 8000 and above

Number of respondents 33 49 36 32 150

Percentage (%) 22 32.67 24 21.33 100

CHART 4.1.2.3 Income of the respondents

35% 30% 25%

NO.OF RES

32.67% 49 22% 33 24% 36 21.33% 32

60 50 40 30

20% 15% 10% 5% 0%

20 10 0 3000-4000 4000-6000 6000-8000 8000and above INCOME

41 Inference: The above table clearly shows that 32.67% of the respondents earn an income of 3000 to 4000, 24% of the respondents earn an income of 4000 to 6000, 22 % of the respondents earn an income of 6000 to 8000 and 21.33% of the respondents earn an income of 8000 and above.

TABLE: 4.1.1.4 Employees opinion on the importance of training

S.No 1. 2. 3. 4. 5. Total

Options Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

Number of respondents 43 80 27 0 0 150

Percentage (%) 28.67 53.33 18 0 0 100

CHART 4.1.2.4 Employees opinion on the importance of training

18%

0% 29%

Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied

53%

42 Inference: The above table clearly shows that 53% of the respondents are highly satisfied, 29% of the respondents are satisfied and 18%of the employees stand neutral.

TABLE: 4.1.1.5 Employees opinion about the duration of the training program

S.No 1. 2. 3. Total

Options Too long Too short Just enough

Number of respondents 45 31 74 150

Percentage (%) 30 20.67 49.33 100

CHART 4.1.2.5 Employees opinion about the duration of the training program

80 70 60 50
NO.OF RES 40

49.3%

30% 20.6%

30 20 10 0 Too long Too short Just enough

DURATION 30% 20.67% 49.33%

43 Inference: The above table clearly shows that 49.33% of the respondents feel that the duration is just enough, 30% of the respondents feel that the duration is too long, 20.67% of the employees feel that the duration is too short.

TABLE: 4.1.1.6 Training was more relevant and helpful S.No 1. 2. 3. 4. 5. Options Strongly Agree Agree Disagree Strongly disagree Neither agrees nor disagrees Total 150 100 Number of respondents 48 88 4 0 10 Percentage (%) 32 58.67 2.67 0 6.67

CHART 4.1.2.6 Training was more relevant and helpful

44 Inference: The above table clearly shows that 58.67% of the respondents agree, 32% of the respondents strongly agree, 6.67% of the respondents neither agree nor disagree, 2.67% of the respondents disagree that the training program was more relevant and helpful. TABLE: 4.1.1.7 Opinion regarding the satisfaction level of the existing training programme

S.No 1. 2. 3.

Options Highly Satisfied Satisfied Neither satisfied nor dissatisfied

Number of respondents 41 85 24

Percentage (%) 27.33 56.67 16.67

4. 5. Total

Dissatisfied Highly Dissatisfied

0 0 150

0 0 100

CHART 4.1.2.7 Opinion regarding the satisfaction level of the existing training programme

90 80 70 60 50 27.3% NO.OF RES 40 30 20 10 0

Highly satisfied

56.6%

16.6%

0
Satisfied

Neither Dissatisfied Highly satisfied nor dissatisfied dissatisfied

OPINION OF RES

45 Inference: The above table clearly shows that 56.67% of the respondents are satisfied, 27.33% of the respondents are highly satisfied, 16.77 % of the respondents neither satisfied nor dissatisfied with the existing training program.

TABLE: 4.1.1.8 Employees opinion before the training programme S.No 1. 2. 3. 4. 5. Total Options Very easy Easy to large extent Easy to some extent Not so easy Difficult Number of respondents 0 2 36 49 63 150 Percentage (%) 0 1.33 24 32.67 42 100

CHART 4.1.2.8 Employees opinion before the training programme

70 60 50 40
NO.OF RES

42% 32% 24%

30 20 10 0
0 1.3%

Very easy

Easy to Easy to large some extent extent

OPINION OF RES

Not so easy

Difficult

46 Inference: The above table clearly shows that 42% of the respondents feel that the job is difficult, 32.67 % of the respondents feels that the job is not so easy, %24 of the respondents feels that the job is easy to some extent and only 1.33% of the respondents feel that the job is easy to large extent before the training programme.

TABLE: 4.1.1.9 Employees opinion after the training programme S.No 1. 2. 3. 4. 5. Total Options Very easy Easy to large extent Easy to some extent Not so easy Difficult Number of respondents 31 76 42 1 0 150 Percentage (%) 20.67 50.67 28 0.67 0 100

CHART 4.1.2.9 Employees opinion after the training programme

50%

80 70 60 50
NO.OF RES 40 20%

28%

30 20 10 0 Very easy Easy to large extent Easy to some extent Not so easy Difficult 0.67% 0

OPINION OF RES

47 Inference: The above table clearly shows that 50.67% of the respondents feels that the job is easy to large extent, 28% of the respondents feels that the job easy to some extent, 20.67%of the respondents feels that the job is very easy and only 0.67% of the respondents feel that the job is not so easy after the training programme.

TABLE: 4.1.1.10 Opinion regarding knowledge and skills through the training programme

S.No 1. 2. 3. 4. 5. Total

Options To the full extent To a very large extent To a large extent To some extent Not at all

Number of respondents 24 61 50 15 0 150

Percentage (%) 16 40.67 33.33 10 0 100

CHART 4.1.2.10 Opinion regarding knowledge and skills through the training programme

70 60 50 40 30 16% 20 10 0

40.67% 33.33%

10% 0

To the full To a very To a large To some Not at all extent large extent extent extent

48 Inference: The above table clearly shows that 40.67% of the respondents acquires knowledge and skills to a very large extent, 33.33% of the respondents acquires to a large extent, 16%of the respondents acquires to a full extent and only 10% of the respondents acquires knowledge and skill to some extent. TABLE: 4.1.1.11 Opinion regarding superior guidance during the training programme

S.No 1. 2. 3. 4. 5.

Options Strongly Agree Agree Disagree Strongly disagree Neither agrees nor disagrees

Number of respondents 39 85 8 0 18

Percentage (%) 26 56.67 5.33 0 12

Total

150

100

CHART 4.1.2.11 Opinion regarding superior guidance during the training programme
90 80 70 60 50 40 30 20 10 0
Strongly agree Agree Disagree

56.67%

26% 12% 5.33% 0

Strongly disagree Neither agreea nor disagrees

49 Inference: The above table clearly shows that 56.67% of the respondents agree that they are getting superior guidance, 26% of the respondents strongly agree, 12%of the respondents neither agrees nor disagrees and 5.33% of the respondents disagree.

TABLE: 4.1.1.12 Opinion regarding the relationship between trainer and trainee

S.No 1. 2. 3. 4. 5.

Options Strongly Agree Agree Disagree Strongly disagree Neither agrees nor disagrees

Number of respondents 34 90 9 0 17

Percentage (%) 22.67 60 6 0 11.33

Total

150

100

CHART 4.1.2.12 Opinion regarding the relationship between trainer and trainee
60%

90 80 70 60 50 40 22.67% 30 20 10 0
Strongly agree

11.33% 6% 0
Agree Disagree Strongly disagree Neither agrees nor disagrees

50 Inference: The above table clearly shows that 60% of the respondents agree that trainer maintains good relationship with trainee, 22.66% of the respondents strongly agree, 11.33%of the respondents neither agrees nor disagrees and 6% of the respondents disagree.

TABLE: 4.1.1.13 Employees opinion regarding the opportunities that they get during the training programme

S.No 1. 2. Total

Options Yes No

Number of respondents 133 17 150

Percentage (%) 88.67 11.33 100

CHART 4.1.2.13 Employees opinion regarding the opportunities that they get during the training programme

140 88.67% 120 100 80 60 40 20 0 Yes No 11.33%

51 Inference: The above table clearly shows that 88.67% of the respondents are getting opportunities to give suggestions during the training programme and 11.33% of the respondents are not getting the opportunities to give suggestions during the training programme.

TABLE: 4.1.1.14 Employees suggestions are taken into consideration

S.No 1. 2. Total

Options Yes No

Number of respondents 117 33 150

Percentage (%) 78 22 100

CHART 4.1.2.14 Employees suggestions are taken into consideration

120 100 80 60 40 20 0

78%

22%

Yes

No

52 Inference: The above table clearly shows that 78% of the respondents feel that their suggestions are taken into consideration and 22% of the respondents feel that their suggestions are not taken into consideration.

TABLE: 4.1.1.15 Overall feedback about the training programme

S.No 1. 2. 3. 4. Total

Options Excellent Good Average Not good

Number of respondents 36 96 16 2 150

Percentage (%) 24 64 10.67 1.33 100

CHART 4.1.2.15 Overall feedback about the training programme

100 90 80 70 60 50 40 30 20 10 0 Excellent 24%

64%

10% 1.33% Good Average Notgood

53 Inference: The above table clearly shows that 64% of the respondents overall feedback about the training programme is good, 24% of the respondents overall feedback is excellent, 10% of the respondents overall feedback is average and only 1.33% respondents overall feedback is not good.

TABLE: 4.1.1.16 Effectiveness of the training programme S.No 1. 2. 3. 4. 5. Options Strongly Agree Agree Disagree Strongly disagree Neither agrees nor disagrees Total 150 100 Number of respondents 40 93 5 0 12 Percentage (%) 26.67 62 3.33 0 8

CHART 4.1.2.16 Effectiveness of the training programme

100 90 80 70 60

62%

NO.OF RES

50 40 30 20 10 0

26%

8% 3.3% 0
Strongly disagree Neither agrees nor disagrees

Strongly Agree

Agree

Disagree

OPINION OF THE RES

54 Inference: The above table clearly shows that 62% of the respondents agree, 26.67% of the respondents strongly agree, 8 % of the respondents either agree nor disagree, 3.33 % of the respondents disagree with the effectiveness of the existing training program.

4.2 WEIGHTED AVERAGE

4.2.1 EMPLOYEES FEEDBACK ON THE VARIOUS ASPECTS OF THE TRAINING PROGRAMME

Description Training faculty Course content Course materials Discussions/Exercise/ Case study Arrangements done for training

Very good 60 33 33 59 72

Good 86 95 93 61 68

Average 4 22 24 30 10

Bad 0 0 0 0 0

Very bad 0 0 0 0 0

Very good = 5 Good Average Bad Very bad =4 =3 =2 =1

55

CALCULATION:

1. Training faculty

= [(60*5) + (86*4) + (4*3) + (0*2) + (0*1)]/ 15 = 43.7

2. Course content

= [(33*5) + (95*4) + (22*3) + (0*2) + (0*1)]/ 15 = 40.7

3. Course materials = [(33*5) + (93*4) + (24*3) + (0*2) + (0*1)]/ 15 = 46.8 4. Discussions/ Exercise/ case study = [(59*5) + (61*4) + (30*3) + (0*2) + (0*1)]/ 15 = 39.9

5. Arrangements = [(72*5) + (68*4) + (10*3) + (0*2) + (0*1)]/ 15 done for training = 44.1

Description Training faculty Course content Course materials Discussions/Exercise/ Case study Arrangements done for training

Weighted Average 43.7 40.7 46.8 39.9 44.1

Rank 3 4 1 5 2

INTERPRETATION: From the above weighted averaged table it has been inferred that the majority of the respondents have given first preference to the course materials, the second preference is given to the arrangements done for the training programme, whereas the third preference is given to the training faculty.

56

4.2.2 EMPLOYEES OBTAINED FROM TRAINING PROGRAM

Attributes

Full extent 13 8 10 0 23 22 =5 =4 =3 =2 =1

Very large Large extent extent 74 71 58 0 35 38 55 61 66 0 65 59

Some extent 8 10 16 81 27 31

Not all 0 0 0 69 0 0

at

Knowledge Efficiency Skills Communication skills Team work Confidence Full extent Very large extent Large extent Some extent Not at all CALCULATION:

1. Knowledge = [(13*5) + (74*4) + (55*3) + (8*2) + (0*1)]/ 15 = 36.1

2. Efficiency = [(8*5) + (71*4) + (61*3) + (10*2) + (0*1)]/ 15 = 35.1

3. Skills

= [(10*5) + (58*4) + (66*3) + (16*2) + (0*1)]/ 15 = 34.1

4. Communication = [(0*5) + (0*4) + (0*3) + (81*2) + (69*1)]/ 15 = 15.4

5. Teamwork

= [(23*5) + (35*4) + (65*3) + (27*2) + (0*1)]/ 15

57 = 33.6

6. Confidence

= [(22*5) + (38*4) + (59*3) + (31*2) + (0*1)]/ 15 = 33.4

Attributes Knowledge Efficiency Skills Communication skills Team work Confidence INTERPRETATION:

Weighted Average 36.1 35.1 34.1 15.4 33.6 33.4

Rank 1 2 3 6 4 5

From the above weighted averaged table it has been inferred that the majority of the respondents have given first preference to the course materials, the second preference is given to the arrangements done for the training programme, whereas the third preference is given to the training faculty.

58 4.5 RANK CORRELATION

The ranks of 5 departments are given below:

Attributes Knowledge Efficiency Skills Communication skills Team work Confidence

P.D D1 1 3 4 6 2 5

I.E D2 1 2 5 6 4 3

E.G D3 1 2 3 6 5 4

QTY D4 1 2 3 6 4 5

P.T D5 4 5 2 6 3 1

Comparing production & industrial di2 0 1 1 0 4 4 10

D1 1 3 4 6 2 5

D2 1 2 5 6 4 3

di=d1-d2 0 1 -1 0 2 2 di2

59 Comparing Production & Engineering di2 0 1 1 0 9 1

2

D1 1 3 4 6 2 5

D3 1 2 3 6 5 4

di=d1-d3 0 1 1 0 -3 1 di

12

Comparing Production & Quality D1 1 3 4 6 2 5 D4 1 2 3 6 4 5 di=d1-d4 0 1 1 0 -2 0 di2 di2 0 1 1 0 4 0 6

Comparing Production & Plant tech D1 1 3 4 6 2 5 D5 4 5 2 6 3 1 di=d1-d5 -3 -2 2 0 -1 4 di2 di2 9 4 4 0 1 16 34

60 Comparing Industrial engg & Engineering dept D2 1 2 5 6 4 3 D3 1 2 3 6 5 4 di=d2-d3 0 0 2 0 -1 -1 di2 di2 0 0 4 0 1 1 6

Comparing Industrial engg & quality D2 1 2 5 6 4 3 D4 1 2 3 6 4 5 di=d2-d3 0 0 2 0 0 -2 di2 di2 0 0 4 0 0 4 8

Comparing Industrial engg & Plant tech di2 9 9 9 0 1 4 32

D2 1 2 5 6 4 3

D5 4 5 2 6 3 1

di=d2-d5 -3 -3 3 0 1 2 di2

61

Comparing Engineering dept & Quality D3 1 2 3 6 5 4 D4 1 2 3 6 4 5 di=d3-d4 0 0 0 0 1 -1 di

2

di2 0 0 4 0 1 1 2

Comparing Engineering dept & Plant tech D3 1 2 3 6 5 4 D5 4 5 2 6 3 1 di=d3-d5 -3 -3 1 0 2 3 di2 di2 9 9 1 0 4 9 32

Comparing Quality & Plant tech di2 9 9 1 0 1 16 36

D4 1 2 3 6 4 5

D5 4 5 2 6 3 1

di=d4-d5 -3 -3 1 0 1 4 di2

62 6 di2 rs = 1 - ------------n (n2-1)

P.D & I.E rs = 1 - 6*10 = 0.714 6(36-1)

P.D & E.G rs = 1 - 6*12 = 0.657 6(36-1)

= 0.828 P.D & Qty rs = 1 - 6*6 6(36-1)

P.D & P.T

rs = 1 - 6*34 = 0.028 6(36-1)

I.E & E.G

rs = 1 - 6*6 = 0.828 6(36-1)

I.E & Qty

rs = 1 - 6*8 = 0.771 6(36-1)

I.E & P.T

rs = 1 - 6*32 = 0.086 6(36-1)

E.G & Qty rs = 1 - 6*2 = 0.943 6(36-1)

E.G & P.T rs = 1 - 6*32 = 0.086 6(36-1) INTERPRETATION:

Qty & P.T

rs = 1 - 6*10 = 0.714 6(36-1)

Since the rank correlation between engineering department and quality department is maximum and also positive, we conclude that the employees opinion regarding the training programme in both the departments is more are less same

4.6 EXPECTED CONCLUSION:

It is expected that this study the opinion of employees towards training and development program conducted in Datanotic international will bring out various information such as contents of the training programme, trainer relationship, skills, knowledge and ability of the individual employee.

63

CHAPTER V

5.1 SUMMARY OF FINDINGS:

From the study it is inferred that 51.33% of respondents belong to the age group of 36 to 40 years and 21.33% of the respondents belong to the age group of above 40years.

From the study it was found that 32.67% of the respondents have 5-10 years of experience and 24% of the respondents have 10-15 years of the experience.

From the study it is inferred that 32.67% of the respondents earn an income of 4000-6000 and 24% of the respondents earn an income of 6000-8000.

From the study it is inferred that 53.33% of the respondents are satisfied with the importance of the training program and 28.67% of the respondents are highly satisfied.

From the study it is inferred that 100% of the respondents have attended the training program.

From the study it is inferred that 49.33% of the respondents says that the duration of the training and development program is just enough and 30% of the respondents says that the training programme is too.

From the study it is inferred that the frequency of training programme conducted in Datanotic international is once in three months.

From the above study it is inferred that 100% of the respondents say that both on the job and off the job training program are adapted in Datanotic international.

64

From the above study it is inferred that 58% of the respondents agree that the training program provided by the organization is more relevant and helpful and 32% of the respondents strongly agree about this saying.

From the above study it is inferred that 56.67% of the respondents are satisfied with the existing training programme and 27.33% of the respondents are highly satisfied with the training program.

From the above study it is inferred that 42% of the respondents feel that the job was difficult before the training programme and 32.67% of the respondents feel that the job was not so easy.

From the above study it is inferred that 50.67% of the respondents feel that the job was easy to large extent after the training programme and 28% of the respondents feel that the job was easy to some extent.

From the above study it is inferred that 40.67% of the respondents have acquired knowledge and kills to a very large extent and 33.33% of the respondents have acquired to a large extent through the training programme.

From the above study it is inferred that 56.67% of the respondents agree that they are getting guidance from the superior during the training and development program and 26% of the respondents strongly agree about this saying.

From the above study it is inferred that 60% of the respondents agree that the trainer maintains a good relationship with trainee and 22.67% strongly agree about the relationship between trainer and trainee.

From the above study it is inferred that 88.67% of the respondents feel that they are getting opportunities to give suggestions during the training

65 programme and 11.33% of the respondents feel that they are not getting the opportunities.

From the above study it is inferred that 78% of the respondents feel that suggestions given by them are taken into consideration during the training programme and 22% of the respondents feel that the suggestions are not taken into consideration.

From the above study it is inferred that 64% of the respondents overall feedback about the training is good and 24% of the respondents overall feedback about the training is excellent.

From the above study it is inferred that 62% of the respondents agree that the training and development program provided by the organization is effective and 26.67% of the respondents feel strongly agree about this saying.

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5.2 SUGGESTIONS AND RECOMMENDATIONS:

Refresh training and development has been given to employees need to be improved by considering the current requirements

The company has to improve the training which has been given on communication skills for all the shop floor workers.

The suggestions given by the employees during the training programme can be taken into consideration to increase the effectiveness of the training programs.

The company can award the best trained employee, so that the other employees in the organization will be motivated.

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5.3 CONCLUSION:

A study on the opinion of employees towards training and development program conducted in Datanotic international has brought out various information about the training such as contents of the training programme, trainer relationship, skills, knowledge and ability of the individual employee. Using this survey the researcher could identify the training modules conducted in the organization and the satisfaction level of the employee towards the training.

By this research, the objective of the project has been achieved successfully by applying various methodologies. As an outcome, a clear inference and suggestions have been contributed so as to make this study a future reference.

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QUESTIONNAIRE Respondents

1.Name:

2.Age: A) 25-30 B) 31-35 C) 36-40 D) >40

3.Experience: A) < 5 Years B) >5 Years C) 5-10 Years D) 10-15years

E) Above15yrs

4.Income: A) 3000 B) 4000 C) 6000 D ) 8000

5.Gender: A) Male B) Female

6. The Training is the most important system to enhance the performance and productivity of an organization.

A)

Highly satisfied

B)

Satisfied

C)

Neutral

D)

Dissatisfied

E) Highly Dissatisfied

7.Have you undergone any training programme? A) Yes B) No

69 8. Duration of training:

9. What do you feel about duration of the programme? A) Too long B) Too short C) Just enough

10. Mention the frequency of training programme conducted in Datanotic A) Once in a fortnight B) Once in a month C) Once in three months

11. What was the nature of training imparted on you? A) On the job B) Off the job C) Both

12. Give your satisfaction level on the existing training programme A) Highly satisfied B) Satisfied C) E) dissatisfied Highly dissatisfied

D) Neither satisfied nor satisfied

13.How did you feel the job before the training programme? A) Very easy B) Easy to large extent C) E) Difficult Easy to some extent

D) Not so easy

14. How did you feel the job after the training programme? A) Very easy D) B) Easy to large extent Difficult C) Easy to some extent

Not so easy E)

15. To what extent you have acquired the knowledge and skills through the training programme A) To the full extent D) To some extent B) To a very large extent C) E) Not at all To a large extent

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16. Please give your sincere feedback on the following aspects of the training programme S.No Description Very good 1 2 3 4 Training Faculty Course content Course materials Discussions/Exercise/Case study 5 Arrangements done for training Good Average Bad Very bad

S no

Attributes

Strongly agree

Agree

Disagree

Strongly disagree

Neither agree or disagree

Guidence from superior Training is relevant and helpful Maintains relationship with trainer and trainee Training programme to be more effective

71 17. I get opportunities to give suggestions/express the views about the training that I have undergone A) Yes B) No

18. I will recommend this training program to others in my organization A) Yes B) No

19. To what extent you have acquired the following attributes due to the training programme Attributes Full extent Knowledge Efficiency Skills Communication skills Team work Confidence Very large Large extent extent Some extent Not at all

20. Overall feedback about the training programme A) Very good B) Average C) Not good

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BIBLIOGRAPHY
BOOKS K. Aswathappa Human Resource and Personnel Management Tata M.C. Graw-Mill Publishing Company Limited, New Delhi. S. C. Guptha. Fundamentals of Statistics Himalaya Publishing House, 1992. C. R. Kothari. Research Methodology Methods and Techniques, Wishma Prakashan, New Delhi C.B. Mamoria & S.V. Gankar Personnel Management Test and Cases, Himalaya Publishing House Edition-2004. Umasekaran Research methods for business, Wiley India pvt ltd, New Delhi Induction manual of Datanotic international

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