Professional Documents
Culture Documents
PROJECT REPORT
Submitted by
N.KAVITHA
(Reg No: 0335F0425)
2003 - 2005
CERTIFICATE
N.KAVITHA
(Reg No: 0335F0425)
Principal
College for Women, Perundurai, would like to declare that the project titled
Work.
Signature,
N. KAVITHA
Date :
Place :
ACKNOWLEDGEMENT
First of all, I thank the almighty God from the depth of my heart who helped and
Officer of Maharaja College for Women, Perundurai, for giving me the opportunity to
Maharaja College for Women, Perundurai for giving me this nice opportunity.
PARAMANANDAM, M.B.A., M.A (Psy.)., M.A (Soc.)., M.A (Eng.)., M.Ed., B.Lis.,
PGDEC., faculty guide offered his valued suggestion form time to true. I sincerely thank
to him deep appreciation must be given to him because his expert guidance offered how
that alights were inevitable and valuable during my study and report writing. I am indeed
extremely grateful to him for his encouragement, constant support, valuable and effective
guidance with out which this work would not have been materialized.
to do this study. My sincere thanks to Mr. Muralidhran ,Human Research Manager, and
other human research assistants AUMA (INDIA) LTD., Bangalore . For their valuable
support, guidance, encouragement, and inspiration to complete the project work more
effectively.
I express My sincere thanks to My dear parents, sister and friends who have My
List of Tables
List of Exhibits
CHAPTER – 1
Introduction
Research Problem
Research Objectives
Research Methodology
Frame Work of Analysis
Scope of the Study
Limitation of the Study
CHAPTER – 2
Profile of the Company
Organisation Chart
Department Details
CHAPTER – 3
Training and Development
CHAPTER – 4
Analysis & Interpretations
CHAPTER – 5
Summary of Findings, Suggestions and Conclusion
Findings
Suggestions
Conclusion
Bibliography
Appendix
LIST OF TABLES
Page
S. No. Titles
No.
Page
S. No. Titles
No.
INTRODUCTION
Effective training and development of human Resources has evoked a great deal
of interest in recent years. Human resource management has two basic approaches:
Problem solving approach and a Proactive looking approach. Effective training is used in
both; Effective training is a systematic process of changing the behavior, knowledge, and
At the time of hiring, no one is perfect and some training and education becomes
a must. No organization has a choice of whether to develop employees or not, the only
In the present day radical changes, organization are striving hard to maintain a
viable and knowledgeable work force obviously, employee training and development has
become not only an activity that is desirable but also an activity that an organization must
commit resources to it. Effective training has become a big business and getting bigger.
A sad state of affairs is that in spite of good budgets, best intentions and true need,
several training programs fail to achieve Lasting results. Nothing can succeed with vague
goals, if one doesn’t know where he is going neither can he tell it he gets there nor can he
The Aim of this research is to know how effective the training programmers at
shop floor Level and to find out the effectiveness of the Training in terms of
employer.
objectives.
3. To identify the factors which are the essential in making training more
effective.
programme.
The current study was carried out at Auma India Limited, It is a German
Manufacturing Electrical Actuators and gearboxes for operating Industrial values and
Dampers. Auma Electric motors and explosion proof actuators. There are in total 200
SAMPLING TECHNIQUES
known as sample. In Simple words a Sample is one of the respondents selected from
the universe of the study. The process of drawing a sample from a large population is
called sampling.
Simple Random sampling is where each & every item of universe has an equal chance of
inclusion in the sample and each one of the possible sample is included.
Keeping in view the aims & objectives of the current study, the researcher used
RESEARCH METHODOLOGY
unknown to know. Research can be defined as scientific & systematic search for pertinent
Research is a systematic method of discovering the new facts or verifying the old faults,
their sequences, inter relationship, casual explanation and the natural bios which govern
them”.
Research Methodology deals with the aspects of how effectively a researcher uses
its various steps / methods / techniques. This is so, since for a successful study, the
researcher must conduct it with certain amount of logic behind it, so that research results
are capable of being evaluated either by the researcher / investigator himself or by others.
The Researcher in the current study has tried to describe the research design,
enlist the aim & objectives, and explain the universe for the study, formulate the
hypothesis and explain the tools of sampling, data collection, and finally list out the
Research Design decides the fate of the proposal and its outcome. If the design is
defective, the whole outcome and report will be faulty and dependable.
blue print for the collection, measurement & analysis of data. FRED N KERLINGER
It is by nature are such which primarily concern themselves with testing the
Activity”.
2. EXPLORATORY RESEARCH DESIGN
individual or a group.
reference to Goetze (India Limited, has followed explorative research design keeping in
The Research for answers to research questions demands for collection of data.
Data are facts, figures and other relevant Material past and present screening as basis for
2 Types, viz.,
1. Primary Data
Here the data is collected through first hand information by using questionnaire
Method
2. Secondary Data
Here data is collected formally and such data is used for further research
procedures they consists of published records and reports and unpublished records too.
TOOLS OF DATA COLLECTION
The main tool for collection of primary data was through the tested question
survey, which proved to be very effective in this study. This Method was used to clarify
literature on the topic of the study and after detail discussion with his faculty guide
followed by a complete scouting by the General Manager and other corporate personnel
Managers.
The questionnaire consists of 21 questions for the employees survey. Data was
The investigator had confronted with the following hurdles and limitations in the
course of study.
1. The investigator could not generalize the views and options expressed, as it does
not cover the entire population i.e. employees of Auma (India) Ltd., Bangalore.
COMPANY PROFILE
collaborated public Limited company at Peenya Industrial Area, Bangalore. It has a total
Auma (India) controlling stake was acquired by Auma (Germany) from February
2000 onwards. Auma (Germany) was started in the year 1964 and today has factories,
offices, joint ventures and Market outlets through out the world. Peenya Industrial area is
one of the Largest industrial area in south Asia. This industrial area consists of hearly
Auma was established in the year 1986. It started its commercial operations from
1987. The company manufactures Electrical Actuators and Gearboxes for operating
supplier of electrical actuators and value gearboxes used for values or dampers
automation.
to 3200 Metres for direct Actuation, regulating duty Actuators for closed loop control,
Integral starter units for actuators both contractor version and thyristor version, intelligent
actuators – compatible for computer control and two way communication Actators
suitable for fieldbus based protocol of two wore system, Micromatic actuators, signaling
spur Gear Boxes up to 1600 Kg –Metres and worm Gear Boxes up to 36,000 Kg – meters
capacity.
with the state-of-the-art technology comprising of Modern Machine shop, CNC Machine
of Latest generation, Modern testing facilities to ensure that the quality of products is
Maintained in accordance with ISO 9001. Auma (Germany) is giving complete technical
backup r\from time t time to meet the requirement of Indian customers. Headquarters is
starters , Gear Boxes, Gears & pinion Gears, Auma Electirc Motors & Explosion proof
8890 square meters. The land & buildings are owned by the company. The company
Board of directors
Board of directors
Marketing PP/Vend.Devpt.
V.N.Chandran C.D.Shetty Assembly
Regnl. Mgr-North `Manager R.G. Sabnis
Sr.Manager
Contracts Projects
S.Umesh G.Maruthi Seshu
Dy.Manager Manager Assembly
P.P. Herle
Manager
Marketing
Praveen Kumar. Materials
Dy.Manager -South Sal Kumar M/c Shop
Manager D.S. Panduranga
Manager
Marketing
Suborto Sikdar
Dy.Manager -East Materials
H.V.Murlidhara
Asst.Manager
D&d
Marketing Marketing IT C.N.C
K.Poornima
Vinayak Deshpande Vinayak Deshpande S.Udalyakumar A.D. Suresh
Asst.Manager
Asst.Mgr. Asst.Mgr. Asst.Manager Asst. Manager
ORGANIZATION STRUCTURE
various positions.
The Auma India limited consists of the top level managers who are the board of
• Finance department
• Service department
• Works department
• Electronic data processing department
The deputy general manager of the marketing department will report to the managing
In the marketing department the deputy general manger is the head of the
4) Order amendment.
The purpose of this is to ensure that the customer requirements are understood
clearly and a competitive offer is prepared assessing the capacity of the plant. The chief
of the marketing department is responsible for the receipt of enquiry and preparation of
offer activities.
The concerned sales engineer scrutinizes the enquiry with respect of technical,
the customer after entering it in offer register. Otherwise, further communication will be
customer and convert offer into order. The marketing chief is responsible for techno-
The representative identifies by marketing chief for the discussion with the
visit the customer and hold techno-commercial discussions with regard to offer made. In
case of any important commercial decision taken at the customer end, the same will be
verified at the head office and if there is any change to be made the customer will be
ORDER ACCPTANCE
After the purchase is made it is necessary to ensure that specifications, terms and
conditions in telex of indent/ purchase order in line with the agreed specifications, terms
and conditions and to issue order acceptance/ work order accordingly. The chief of the
and assigned a unique commission number. In case of incomplete telex/ fax/ letter of
indent/ purchase order advance intimation is issued to the planning department and order
After the matter is resolved with the customer, a contract file is opened for each
purchase order and all relevant papers are filed in the same file. Purchase order will be
reviewed with the help of checklist for contract review with respect of relevant offers.
4) ORDER AMENDMENT
understood, reviewed and if acceptable incorporated effectively to the contract file. The
The order amendments with respect to price/ product/ quality/ delivery and
entered in order register and filed in respective contract file and it will be reviewed in
DESPATCH
The purpose is to ensure that finished products are dispatched in good condition
with all necessary accessories and relevant documents. The contract manager is
receiving production report. The production department packs the product as per packing
slip.
distributed to customer through transporter. The contract manager decides the mode of
assemblies, assemblies and final product and identifying and record any product quality
problems.
b) Castings.
c) Forgings.
d) Machined components.
e) Standard parts.
f) Electrical motors.
i) Packing materials.
j) Patterns.
The senior manager of quality control and quality assurance receives materials
from stores along with goods receipt note. The chief of quality control distribute this to
different inspectors. The inspectors inspect the materials as per the drawing, if the
materials are accepted it is sent back to the stores. If material needs rework, it is returned
to the suppliers for rework. If any deviation is found, the chief of Quality control and
quality assurance takes decision depending on whether deviation affect the performance
of product or not.
When a batch of components is taken up for machining, the first price is offered
for inspection along with material credit note. Inspector inspects the item as per the
drawings. When the full batch is completed, it is offered for inspection along with
PRODUCTS:
Here the final inspection of assembled products carried out. There are different
on a special test-rig meant for checking and setting. Inspection of gearboxes is carried out
gauge and test equipments used for inspection and testing have the required accuracy and
precision at all times. The equipments instruments etc, which cannot be calibrated in-
house, are calibrated outside either by the manufacturer, test lab or firm. Periodicity of
calibration is fixed depending on type of instrument, frequency of usage etc. Each
instrument is given a unique number and a history card is maintained for each instrument.
FINANCE DEPARTMENT:
The finance manager, who reports to the managing director, heads the finance
department. The finance department monitors day-to-day functioning of the accounts and
costing department. The finance department is authorized to introduce system and control
1) Arranging long, short and medium term loans for the company from banks
and financial institution.
8) To develop systems to get a snap shot view and progress of the accounts
department.
ACCOUNTS DEPARTMENT:
The account’s officer who directly reports to the finance manager heads the
account’s department.
4) Filling monthly and annual returns pertaining to income tax, sales tax and
central excise.
COSTING DEPARTMENT:
This department is responsible for preparation of cost sheets and advising the
SECRETARIAL DEPARTMENT:
The company secretary heads this department. The main function of this
department is,
Managing Director
Executive - HR HR – Co-ordinator
Jr. Officer
General Admin
Office At tender
cum Security
pantry Keeper House Keeping
Contract Contract
Supervisor Supervisor
Canteen
Contract
personnel
Gardener
The assistant general manage reports to the managing director, heads the human
resource department.
manpower plan for the year from the entire department. On discussion and consultation
with managing director, the same will be approved with changes if any.
Based on the man power plan and recruitments that follow due to resignation,
termination, retirement and transfer, concerned department heads will give the man
power requisition along with job description according to which human resource
The selected candidates will go through process of induction into the company’s
system and procedures. There after placed suitably to the department incumbent is
selected for.
The wages and salary as prescribed by the company’s rule will be dispersed as
follows:
The performance of all the trainees will be evaluated once in three months. All
other employee’s performance will be reviewed once in a year. On being found that their
employees will be rewarded with normal increment, merit increment, lump sum
payments and promotion. Those employees whose performance is below the management
expectation will be given consult ling. In spite of such consul ling, if the employee
continues to perform below expectation his awards or rewards will be deferred, post pond
Promotion to higher posts to the employees is strictly and solely on merit bases.
The company standing orders govern the employees and the industrial relations
and cohesion among workers in the areas of work improvement, health and hygiene,
• Sharing approach: The Company circulates articles and literature among the
employees to develop their management skills and to enable them to know latest
• Caring approach: all the employees are wished on their birthday’s and marriage
anniversaries along with a gift cheque of Rs.101/- Further those employees who
get married are gifted with Rs.501/- The human resource department ensures that
anniversary celebrations.
• Introducing approach: Human resource department ensures that its employees are
introduced to new recruiters and inform those who exit from the services of the
company.
Employee welfare:
1. Uniform: All the staff members are provided with proper uniforms and shoes. The
workmen are provided with 2 pairs of shirt and plants, 2 pairs of stocks and a pair
of power shoes.
2. Canteen: In order to enable all its employees to have subsidiary food, the
management of Auma though does not have canteen of its own has been courtesy
3. Soft drinks: The employees are allowed to enjoy soft drinks at wholesale price
4. Tea/coffee: Subsidize coffee and tea is served twice a day to all its employees.
5. Loans to employees: All confirmed employees are given loans for every 5 years
company towards fire policy, burglary, cash in transit and its employees towards
The senior manager who reports to the managing director heads the service
department. The service personal is attached to meet the needs of the customers.
support, repair and maintenance both on breakdown and scheduled shutdowns of the
customer plant. The services are provided free during the warranty period and the service
is provided on chargeable basis after the warranty period. Auma (India) Ltd and their
customer before hand mutually decided about the commercial implications. Service order
The service manager receives customer complaints and request for servicing. The
customer problem.
If the service engineer is deputed, the services engineer analysis the problem and
takes necessary action to rectify the problem. If spares are required, the same will be
obtained from Auma (India) Ltd. If the problem is very serious and cannot be rectified at
The service manager consults the chief of the marketing to decide whether spares
and service are chargeable or not. If it is chargeable the offer will be sent to customer
asking him to procure spares. After receiving purchase order, the same will be dispatched
and service reports after the completion of the job, in which service engineer records
customer complaint received, cause of the complaint, status of disposal and corrective or
preventive action taken and also as a supporting document with the service bills payment.
Some of the documents, which are followed to comply the complaints, are
2) Service report.
meeting.
Some customers have AMC (Annual maintenance contract) with Auma (India)
corrective action are taken customer complaint review meeting or the department
management review meeting. The manager of the design and development, quality
The works department, the electronic data processing and the design and
development department will report to the general manager of production who in turn
MATERIAL DEPARTMENT:
Material department ensures that the right quality of material is purchased from
approved vendors. Purchase activity shall start with receipts of purchases request from
indenting department. Based on the purchase request, purchase order is placed on the
selected vendor from the approved vendor list, if the material is regularly for production.
process planning and control department after completion of all operations. Machined
components are returned to stores by production department through material credit note.
PROCESS PLANNING DEPARTMENT:
required by the process layout / production department / material department. The chief
This includes design of jigs and fixtures, templates, cutting tools mandrels and
boring bars.
The concerned design engineer studies the requirements and prepares the drawing
for proposal design. After acceptance of proposal design, assembly and part drawing are
a) Design review
b) Tooling tryout.
The drawings are sent to quality control and production for design review.
Modification and changes are made as per design review comments, if required. Tooling
tryout will be carried out in production in the presence of process planning engineer.
Further modifications and changes are made if required on basis of tooling tryout report.
Then raise the purchases requisition to get the tools manufactured as per the drawings.
be used and machining parameters, to meet design requirements. The head of the
The concerned process engineer studies the drawings and if necessary, reviews
with design department. The process engineer prepares sequence of operation for
manufacturing with respect to facilities available in-house and with vendor. If new tools
are required for in-house machining, it is raised through purchase request to materials.
If quantity required is less, process layouts for development items will be released
Verification:
Quality control department check the items and provide the data to evaluate the
capacity of the process. If the verification result fulfills the design requirements, the
department head will approve the same. If the capability is not matching the
In the electronic data processing department the manager is the head of this
The main role of this department is taking care of the entire information
technology related solution of the company. The department has provided individual E-
The Auto CAD application (CAD) is used for drawing. The computerized
The human resource department is using the attendance card swiping system and
the payroll package. The finance department is using the tally system.
The Auma (India) Ltd is now implementing the Enterprise resource planning
manner.
- It also helps in interaction and co-ordination along with the supply chain and
improve in the area of quality, time to reach the market, customer satisfaction,
- The ERP once implemented, it addresses the information needs of the whole
organization.
CUSTOMER
MARKETING D&D
PPC
MATERIAL
STORES
DESPATCH
PRODUCTION ASSEMBLY
QC
In the design and development department the general manager technical is the
2) Design input.
3) Design output.
4) Design verification.
5) Design review.
6) Design changes.
7) Design validation.
The purpose is to achieve the targets of design and development activities. Design
engineer is responsible for the planning activities. The entire new and short-range
projects are noted in design and development planning as and when identified. Based on
urgency and resources available, the activities are prioritized. The time required for the
completion of activity or project is fixed and assigned qualified engineer. The chief of the
design and development monitors the progress of the activities on weekly basis, review
and updating of the activities are done. For the development activities, the detailed work
elements are identified and planned accordingly. Stages of design review shall be
identified in the design and development planning. At least one design review is included
The purpose is to ensure that the design input are clear, unambiguous and contains
recorded and evaluated for its completeness and unambiguously. Any clarification
department. An input from marketing department is analyzed to identify the need of other
3) DESIGN OUTPUT:
The purpose of the design output is to translate the requirement contained in the
design inputs to the technical documents, which are used for procurement, production,
inspection/ testing and servicing, concerned senior design manager / design engineer is
Service instructions and assembly procedures are prepared in accordance with the design
input. The same will be issued to the concerned department after the chief of the design
The purpose of the design verification is to verify that design output meets the
design input requirements. The concerned senior design / design engineer is responsible
The chief of design assign this responsibility to senior design / design engineer
who is not involved in design exercises of the product (under verification). The chief will
1) Alternate calculations.
2) Design review.
Design outputs will be modified or altered wherever needed based on the design
verification results and should be approved by the chief of the technical department.
5) DESIGN REVIEW:
The purpose of the design review is to identify in the developing phase. The
factors and process expected to create problem in the finished product and problem
among department etc. The chief of the design is responsible above activities.
The stages at which design review to be performed will be identified at the design
and development planning stage. At least one design review is planned prior to the
release or design output for the major development projects. Involving chief of the other
departments carries out design review. Design engineer analyses the result of this review.
6) DESIGN CHANGES:
Design engineer is responsible for the above activities. Design changes and modifications
performance etc.
Need for design changes and modifications may be raised by any of the
department through design change request containing the details of the changes and
reason for changes and forwarded to the chief of the technical department. Proposed
changes and modifications are discussed with the concerned department to which the
changes are changes are affecting before finalizing the same and issued to the other
Design and development department is mainly responsible for the validation for
the validation of the design. Validations include the study and establish the performance
For the new design, concerned design engineer shall identify and document
design validation activities needed. These activities shall be reviewed at design review
and shall be approved by the chief of the design. The concerned design engineer shall
ensure that the identified activities are performed either using in-house facilities or with
external agencies.
WHAT IS TRAINING
knowledge so that the employee is better equipped to do is present job. Or prepare him
for a higher position with increased responsibilities, continuous growth and development
and job requirements are constantly creating the needs for Training. Coping with the
human resource involves acquisition of new abilities with changed skill, knowledge and
attitude of the employee necessary for better performance. Development includes both
training to increase skill in performing a specific job and education to increase general
This training and development activities can become meaningful when integrated
them to meet the current and future requirements of their task and roles. Thus “training is
concerned with the teaching / learning carried on for the basic purpose of enabling the
employees to acquire and apply the knowledge, skill, abilities and attitudes needed by
that organizations”.
Effectiveness of training is the degree to which the persons who undergoes
training are able to learn and apply the knowledge and skills acquired in the training
programme. Effectiveness of the training also depends on the attitude, interest, values,
and expectations, of the individuals and the training environment. A training programme
is likely to be more effective when the individual want to learn involved in their jobs,
have career strategic contents of a programme is well defined and the ability and
motivation of trainers.
MEANIING OF TRANING
EDWIN B FIPPO: “Training is the act of increasing the knowledge and skill of an
MICHEAL J JUCIUS: “The term training is used here to indicate the process by
which the aptitude skills and abilities of employees to perform specific jobs are
increased”.
operations specifically stated, training is the organized procedure by which people learn
knowledge and skill for a definite purpose. The objective of training is to achieve a
change in the behavior of those trained. In the industrial situation this means, that the
trainee shall acquire and develop work attitude. It is expected that the job in such a way
• Provide the learner with knowledge of result about his attempts to improve.
• Emphasize on how they can apply the knowledge, skill, or attitude and transfer
objective.
• To prepare the employee both new and old to meet present as well as the
• To prevent obsolescence.
• To impart the new entrant the basis knowledge and skill they need for an
exposing them to the latest concept, information, and techniques and developing
responsible position.
JOB REQUIREMENT:
Employee selected for job might lack the qualification required to perform the
job effectively. New and inexperienced employees require detailed instruction for
effective performance on the job. In some cases the past experienced personal might be
training to make them familiar with the job and the organization.
TECHNOLOGICAL CHANGES:
Technology is changing very fast, now automation and mechanization have are
being increasingly applied in offices and service sector. Increasing use of fast changing
techniques requires training into new technology, for instance staff in public sector bank
are being trained due to computerization of banking operational, no organization can take
advantage of latest technology without a well trained personals. New jobs require new
ORGANIZATIONAL VIABILITY:
In order to survive and grow an organization must continually adopt itself to the
India. Business firms are experiencing, growth and diversification, in order to face
international competition the firms must upgrade their capabilities. Existing employees
need refreshers training to keep them abreast of new knowledge. Training programs
foster the initiative and creativity of employee and help to prevent obsoleteness of skills.
An organization can build up a second line of command through training in order to meet
his future needs for human resource. Trained staff is the most valuable asset of a
company.
INTERNAL MOBILITY:
Training becomes necessary when an employee moves from one job to another
due to promotion and transfer. Employee chosen for higher-level jobs need to be trained
before they are asked to perform the higher responsibilities. Training is widely used to
advantages:
1.HIGHER PRODUCTIVITY:
program.
In formal training the best method are standardized and taught to employee.
Uniformity of work methods and procedure helps to improve the quality of the product.
A systematic training programme helps to reduce the time and cost involved in
the learning. Employee can more quickly reach the acceptable level of performance. Thus
they need not waste their own time and efforts in learning through trail and error.
4.COST REDUCTION:
maintain cost of operation per unit, maintenance cost in also reduces due to sever
machine breakdowns and better handling of equipment plant capacity can be put to the
optimum use.
5.REDUCED SUPERVISION:
guidance and control. Therefore supervisory burden is reduced and the span of
Trained personals adopt the right work method and make use of the prescribed
safety devices. Therefore the frequency of accident is reduced health and safety of
7.HIGH MORALE:
Proper can develop positive attitudes among the employees job satisfaction and
morale are improved due to arise in the earning and job security of employees, Training
reduces employees grievance because opportunities for internal promotion are available
Training enlarges the knowledge and skills of the participant, therefore well-
trained personals can grow together in their career, and training prevents obsoleteness of
9.ORGANISATIONAL CLIMATE:
10.BENIFITS TO EMPLOYEES:
b. Higher earnings: Trained employee can perform better and learn more.
c. Safety: Training help an employee to use various safety methods where he can
d. Promotion: Though training employee can develop himself and earn quick
promotion.
e. New skills: Training development new knowledge and skills among employees
the new skills is a valuable asset of an employee and remain permanently with
him.
In India, the traditional method acquiring the desired level of skill in a trade or
occupation has been to learn it initially from an elder in the family or a family friend and
practice it over long years in the job. The skill learnt in the due course is passed on to the
younger generation in a like manner. In organized industrial units, a worker recruited for
an unskilled job gradually picks up the requisite knowledge by emulating his senior. In
the early decades of this century, the need for trained workers came to be recognized, but
the establishment of institutional facilities for training did not receive the required
attention. The report on vocational education in India in 1937, the report of the Bombay
Textile labor enquiry 1940, the report in post-war educational development in India
(Sergeant Report) 1944, and the auditory committee on Technical Education, 1944, all
During the Period of the Second World War, the Government of India initiated a
scheme for training skilled workers and technicians to meet its own requirements of war
time production in ordinance factories and other similar establishments. With a modest
beginning in the early years, 350 institutes a capacity of 50,000 were established towards
the close the war and over 100,00 artisans were trained by the year 1946, mainly fitters,
carpenters, blacksmiths, turners and electricians. They also received some general
instruction in engineering and building. For training supervisory personnel, trainees were
sent to England under the Bevin Boys Training scheme. Undo the middle of 1943, little
over 350 persons were sent to England receive this training. In other traditional
industries. Such as textiles, the industrial units themselves met sugar, Jute and
engineering, training requirements. Towards the end of the war, various schemes of
company, The Assam Oil Company, The Tata Oil Mill Co., The Tata Iron & Steel
c. Training provided in the dockyards at Bombay & Calcutta, Port Trusts and Port
d. Several unorganized industries, such as carpet weaving bidi and cigar -making,
and Mica-spitting, training was provided to children with the end of the war in
1945, the rehabilitation of ex-service men in civil employment became one of the
vocational training of adult civilians was started in 1950, and a Central Training
The five-year program for labour adopted by the government in 1946 suggested
the organization of an individual training and apprenticeship scheme in large scale with a
view to improving the productive and earning capacity of workers and enabling them to
quality for promotion to higher grades. The need for expansion of training facilities
attracted the attention of planners. The second and the third Five-year plans emphasized
the need for expansion of training facilities. Since then, vocational training out skilled
workers.
Shiva Rao. It reported in 1954. It assessed the results of the then existing training
schemes and considered their future. The committee found that training was provided by
five agencies i.e. State Governments, Private Training Institutes, Employers, Ministry of
Rehabilitation and the Directorate General of Resettlement & Employment. On the basis
Governments and labour, and sought advice on all aspects of vocational training and
correlating training facilities with the requirements of industry. This NCTVT is assisted
by a number of trade committees, separately for each of the 30 engineering and 26 non-
engineering trades. These committees advice the NCTVT on matters relating to the
standard of teaching, the quality of instruction and on the problems relating to each
specific trade.
To build up the career of young persons and to supply a constant stream of trained
personnel to industries, the director General of Employment and Training (DGET) has
objective, cost-benefit ratio of a program, clarity and validity of the content to determine
training effectiveness. Gone those days, when Corporations used to fee that training is
importance & interest. In the changing scenario of the business, it is imperative in the
part of training or HRD manager to prove the credibility of the function by proper
evaluation. There are different training evaluation techniques. These are as follows.
1. Questionnaire
2. Attitude Survey
3. Tests
4. Interviews
5. Observations
6. Performance Records
program & can be administered to the participants to record their response about
the effectiveness of the program. The response can be taken and the program to
understand their expectation & again after the program to know to what extant
2. Attitude Survey: Attitude of the people can be measured before & after the
3. Tests: Different tests can be developed to measure the training impact. This is
interview method. After the completion of the program, the participant can be
Basically after the skill up gradation training, the people be judged by their
records before and after the program, the effectiveness can be evaluated through
comparison.
TABLE – 1
Inference:
From the above table it is inferred that 86.15% of the respondents are male and
From the inference it is concluded that most of them are male employees.
TABLE – 2
Inference:
From the above table it is inferred that 46.15% of the respondents are professional
and 36.92% of the respondents are Diploma holders and 4.62% of the respondents are
From the inference it is concluded that most of them are professionally Qualified.
Chart No. 1
50
45
40
Percentage of respondents
35
30
25
20
15
10
0
Professional Diploma P.G Others
Qualification
TABLE – 3
Inference:
From the above table it is inferred that 15.38% of the respondents are Assembly
and Machine Shop (CNC) departments. 21.54% of the respondents are Production
Planning and Control (PPC) department. 9.23(% of the respondents are Quality Control
and Quality assurance department. 3.08% of the respondents are Human Resource
department. 7.69% of the respondents are Marketing department and, 4.62% of the
respondents are Finance department 23.08% of the respondents are other departments.
From the inference it is concluded that most of them are Tool design, Materials,
25
20
Percentage of respondents
15
10
0
A B C D E F G H
Departments
A Assembly
Inference:
From the above table it is inferred that 43.08% of the respondents are in the age
group of 20 – 30 years 38.46% of the respondents are in the age group of 30 – 40 years
16.92% of the respondents are in the age group of 40 – 50 years 1.54% of the
From the inference it is concluded that most of them are 20 – 30 years age group
employers.
Chart No. 3
45
40
35
Percentage of respondents
30
25
20
15
10
0
20 – 30 years 30 – 4- years 40 – 5- years Above 50 years
Age
TABLE – 5
Inference:
From the above table it is inferred that 9.23% of the respondents are earning
monthly income of Below Rs. 5,000, 58.46% of the respondents are earning monthly
income of Rs. 5001 – Rs.7000, 24.62% of the respondents are earning monthly income of
Rs. 7001 – Rs.10,000, 7.69% of the respondents are earning monthly income of above
Rs. 10,000.
From the inference it is concluded that most of the respondents monthly income is
60
50
Percentage of respondents
40
30
20
10
0
Below Rs.5000 Rs. 5001– Rs. 7001– Above
Rs.7000 Rs.10,000 Rs.10,000
Monthly Income
TABLE – 6
Inference:
From the above table it is inferred that 35.39% of the Respondents have 1-2 years
Experience.27.69% of the Respondents have 2-4 years Experience and 18.46% of the
From the inference it is concluded that most of them are 1-2 years experience
employers.
TABLE – 7
Inference:
From the above table it is inferred that 100% of respondents are awarded about
1 On the Job 41 16 8 - 65
2 External 6 26 33 - 65
3 Workshops 2 20 40 3 65
4 Conferences 2 18 38 7 65
5 Inhouse 11 20 18 16 65
Inference:
On the Job:
From the above table it is inferred that 63.08% of the respondents opinion
are Excellent. 24.62% of the respondents opinion are very good 12.31% of the
Excellent.
External:
9.23% of the respondents opinion are Excellent and 40% of the respondents
opinion are very good. 50.77% of the respondents opinion are good.
From the inference it is concluded that most of the respondents opinion are good.
Workshops:
From the above table it is inferred that 3.08% of the respondents opinion are
Excellent 30.77% of the respondents opinion are verygood. 61.54% of the respondents
opinion are good and 4.62% of the respondents opinion are Average.
From the inference it is concluded that most of the respondents opinion are very
good.
Conference:
From the above table in it inferred that 3.08% of the respondents opinion are
Excellent. 27.69% of the respondents opinion are very good and 58.46% of the
From the inference it is concluded that most of the respondents opinion are good.
In house:
From the above table it is inferred that 16.92% of the respondents opinion are
very good and 27.69% of the respondents opinion are good and 24.62% of the
From the inference it is concluded that most of them opinion are very good.
Chart No. 5
70
60
50
Percentage of respondents
40
30
20
10
0
On the Job External Workshops Conferences Inhouse
Training M ethods
S.
Factors 4 3 2 1
No
Organisational Need and
1 18 20 8 19
requirements
2 To enhance Skills 37 15 9 4
3 To enrich existing HR 5 8 17 35
4 To improve Productivity 8 22 29 6
Points Rating
S.
Factors Total Rank
No
1 2 3 4
From the above table it is inferred that according to the respondents opinion about
purposiveness of Training Programme they prefer enhancing skills to be the first rank and
From the inference it is concluded that most of the employees say that training
250
200
Percentage of respondents
150
100
50
0
A B C D
Training Programmes
S. Factors 4 3 2 1
No
1 Need of Training 7 14 40 4
2 Good infrastructure 30 23 4 8
3 Qualified Trainers 34 22 6 3
4 Personality of Trainers 1 10 10 44
Points Rating
S.
Factors Total Rank
No
1 2 3 4
4 Personality of Trainers 1 10 10 44 98 IV
Inference:
From the above table it is inferred that According to the respondents opinion
about required factors for effective Training they prefer Qualified Trainers to be the First
rank and Good infrastructure to be the Second rank and Need of Training to be the Third
Chart No. 7
250
200
Percentage of respondents
150
100
50
0
A B C D
Factors
A Need of Training
B Good infrastructure
C Qualified Trainers
D Personality of Trainers
TABLE – 11
Programme
Inference:
From the above table it is inferred that 89.23% of the respondents opinion are
fulfill the training Programmes 10.77% of the respondents opinion are not fulfill the
Training Programmes.
From the inference it is concluded that most of the respondents says that they
Inference:
From the above table it is inferred that 46.15% of the respondents opinion are
From the inference it is concluded that most of the respondents opinion are
54
52
Percentage of respondents
50
48
46
44
42
Yes No
Opinion
TABLE-13
S. Factors 4 3 2 1
No
1 By annual Training need 8 35 18 4
assessment
2 By feedback given on existing 43 5 8 9
training Programmes.
S. Points Rating
Factors Total Rank
No 1 2 3 4
1 By annual Training need 32 105 36 4 177 II
assessment
2 By feedback given on existing 212 I
training Programmes. 172 15 16 9
3 Being done by immediate 24 66 50 12 152 III
Supervisor / HOD
4 Based on the Training 36 12 26 39 113 IV
Requirements
Inference:
From the above table it is inferred that according to the respondents Preference
Programmes to be the first Rank and By annual Training need assessment to be the
Second Rank and Being done by immediate Supervisor / HOD to be the Third rank and
feedback given on existing Training Programme are important among the factors of
Training assessment.
Chart No. 9
250
200
Percentage of respondents
150
100
50
0
A B C D
Factors
Inference:
From the above table it is inferred that 98.46% of the respondents opinion are
skilled Trainers required for effective Training and 1.54% of the respondents opinion are
From the inference it is concluded that most of the respondents opinion are skilled
S. Factors 4 3 2 1
No
1. Automation and Technology 19 25 18 3
Change
2. Company Policy 41 11 7 6
Points Rating
S.
Factors Total Rank
No
1 2 3 4
Inference:
From the above table it is inferned that According to the respondents Opinion
about factors influencing Training Programme that prefer Company Policy to be the First
rank and Automation and Technology Changes to be the Second rank and Change in
Industrial Scenario to be the Third rank and Additional requirement of the Organisation
250
200
Percentage of respondents
150
100
50
0
A B C D
Factors
B Company Policy
Inference:
From the above table it is inferred that 96.92% of respondents opinion are
From the inference it is concluded that most of the respondents opinion are
4 3 2 1
Factors Score Total
Excellent Very Good Good Average
On the Job 41 16 8 - 87.69
Training
External 6 26 33 - 64.61
Training
Workshops 2 20 40 3 58.076
Training
Conferences 2 18 38 7 55.769
Training
In house 11 20 18 16 60
Training
Formula:
Inference:
From the above table it is inferred that According to the respondents opinion
about Factor influencing. Training Programme they Prefer on the Job Training to be the
First rank and External Training to be the Second rank and In house Training to be Third
rank and Workshops to be the Fourth rank and conference to be the Fifth rank. From
the inference it is concluded that on the Job Training will influence the First rank is best
4 3 2 1
S.No Factors Very Total
Excellent Good Average
Good
1. Professional 20 8 2 - 30
2. Diploma 13 6 5 - 24
3. Post 3 - - - 3
Graduates
4. Others 5 2 1 - 8
Total 41 16 8 - 65
Where,
O = Observed Frequency
E = Expected Frequency
(O – E)2
O E O–E (O – E)2 ----------
E
20 18.92 1.08 1.166 0.062
13 15.138 -2.138 4.57 0.302
3 1.89 1.11 1.23 0.65
5 5.046 -0.046 0.002 0.0003
8 7.38 0.62 0.38 0.05
6 5.907 0.093 0.008 0.001
0 0.738 -0.738 0.545 0.738
2 1.969 0.031 0.0009 0.0004
2 3.692 -1.692 2.863 0.775
5 2.95 2.05 4.203 1.425
0 0.369 -0.369 0.136 0.368
1 0.98 0.02 0.004 0.0004
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
Total 4.372
df = (R – 1) (C – 1)
= (4 – 1) (4 – 1)
=3x3
=9
Where,
df = degree of freedom
R = Row
C = Column
Table value for 9 df at 0.05 level of Significance is 16.919
Calculated Value = 4.372
C.V < T.V
4.372 < 16.919
Inference:
The calculated value of chi-square is less than the table hence there is no
significance relationship between Education and opinion of the Respondents about on the
Job Training.
TABLE – 18 ‘B’
Where,
O = Observed Frequency
E = Expected Frequency
df = (R – 1) (C – 1)
= (4 – 1) (4 – 1)
=3x3
=9
Where,
df = degree of freedom
R = Row
C = Column
Table value for 9 df at 0.05 level of Significance is 16.919
Calculated Value = 4.372
C.V < T.V
4.372 < 16.919
Inference:
The calculated value of chi-square is less than the table hence there is no
significance relationship between Education and opinion of the Respondents about on the
External Training.
TABLE – 18 ‘C’
Where,
O = Observed Frequency
E = Expected Frequency
df = (R – 1) (C – 1)
= (4 – 1) (4 – 1)
=3x3
=9
Where,
df = degree of freedom
R = Row
C = Column
Table value for 9 df at 0.05 level of Significance is 16.919
Calculated Value = 4.372
C.V < T.V
4.372 < 16.919
Inference:
The calculated value of chi-square is less than the table hence there is no
significance relationship between Education and opinion of the Respondents about on the
External Training.
TABLE –18’D’
1. Professional 1 10 15 4 30
2. Diploma 1 6 14 3 24
3. Post - 1 2 - 3
Graduates
4. Others - 1 7 - 8
Total 2 18 38 7 65
Where,
O = Observed Frequency
E = Expected Frequency
df = (R – 1) (C – 1)
= (4 – 1) (4 – 1)
=3x3
=9
Where,
df = degree of freedom
R = Row
C = Column
Table value for 9 df at 0.05 level of Significance is 16.919
Calculated Value = 4.372
C.V < T.V
4.372 < 16.919
Inference:
The calculated value of chi-square is less than the table hence there is no
Conferences Training.
TABLE –18’E’
1. Professional 4 11 7 8 30
2. Diploma 5 5 8 6 24
3. Post 1 1 - 1 3
Graduates
4. Others 1 3 3 1 8
Total 11 20 18 16 65
Where,
O = Observed Frequency
E = Expected Frequency
df = (R – 1) (C – 1)
= (4 – 1) (4 – 1)
=3x3
=9
Where,
df = degree of freedom
R = Row
C = Column
Table value for 9 df at 0.05 level of Significance is 16.919
Calculated Value = 4.372
C.V < T.V
4.372 < 16.919
Inference:
The calculated value of chi-square is less than the table hence there is no
Conferences Training.
TABLE-18’F’
S. No Factors Relationship
Inference:
From the inference it is concluded that the consolidated result has no significant
Where,
O = Observed Frequency
E = Expected Frequency
(O – E)2
O E O–E (O – E)2 ----------
E
16 14.508 1.492 2.226 0.153
10 11.354 -1.354 1.833 0.161
9 7.569 1.431 2.048 0.271
6 7.569 -1.569 2.462 0.325
5 5.662 -0.662 0.438 0.077
8 4.430 3.57 12.745 2.877
2 2.954 -0.954 0.910 0.308
1 2.954 -1.954 3.818 1.292
2 2.831 -0.831 0.691 0.244
0 2.215 -2.215 4.906 2.215
1 1.477 -0.477 0.227 0.154
5 1.477 3.523 12.412 8.404
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
0 0 0 0 0
Total 16.481
df = (R – 1) (C – 1)
= (4 – 1) (4 – 1)
=3x3
=9
Where,
df = degree of freedom
R = Row
C = Column
Table value for 9 df at 0.05 level of Significance is 16.919
Calculated Value = 4.372
C.V < T.V
4.372 < 16.919
Inference:
The calculated value of chi-square is less than the table hence there is no
Where,
O = Observed Frequency
E = Expected Frequency
df = (R – 1) (C – 1)
= (4 – 1) (4 – 1)
=3x3
=9
Where,
df = degree of freedom
R = Row
C = Column
Table value for 9 df at 0.05 level of Significance is 16.919
Calculated Value = 4.372
C.V < T.V
4.372 < 16.919
Inference:
The calculated value of chi-square is less than the table hence there is no
External Training.
TABLE-19’C’
Where,
O = Observed Frequency
E = Expected Frequency
df = (R – 1) (C – 1)
= (4 – 1) (4 – 1)
=3x3
=9
Where,
df = degree of freedom
R = Row
C = Column
Table value for 9 df at 0.05 level of Significance is 16.919
Calculated Value = 4.372
C.V < T.V
4.372 < 16.919
Inference:
The calculated value of chi-square is less than the table hence there is no
Workshops Training.
TABLE-19’D’
Where,
O = Observed Frequency
E = Expected Frequency
df = (R – 1) (C – 1)
= (4 – 1) (4 – 1)
=3x3
=9
Where,
df = degree of freedom
R = Row
C = Column
Table value for 9 df at 0.05 level of Significance is 16.919
Calculated Value = 4.372
C.V < T.V
4.372 < 16.919
Inference:
The calculated value of chi-square is less than the table hence there is no
Conference Training.
TABLE-19’E’
Where,
O = Observed Frequency
E = Expected Frequency
df = (R – 1) (C – 1)
= (4 – 1) (4 – 1)
=3x3
=9
Where,
df = degree of freedom
R = Row
C = Column
Table value for 9 df at 0.05 level of Significance is 16.919
Calculated Value = 4.372
C.V < T.V
4.372 < 16.919
Inference:
The calculated value of chi-square is less than the table hence there is no
Inhouse Training.
TABLE-19’F’
S. No Factors Relationship
Inference:
From the inference it is concluded that the consolidated result has no significant
3. Majarity of the employees are working in Tool Design, Materials & Gear
5. Salary paid by the Auma India Ltd to their employees is around Rs.5001-
Rs.7000.
between 2 years.
7. The study shows that are the employees are having awareness about the
8. Auma India Ltd employees says that training will give improvement in their
9. Auma India Ltd employees expectation is a qualified trainer can give effective
training.
10. Auma India Ltd employees says that training programme will fulfill
organisation needs.
11. Auma India Ltd employees says that training programme will not support
promotions.
12. Auma India Ltd employees feels that existing training programme impact will
13. Auma India Ltd employees opinion is that the company policy influence the
S. No Factors Relationship
S. No Factors Relationship
SUGGESTION
The study shows that there is very low experienced employees are working in the
The study shows that employees opinion among training will not support
promotions, so the organization must create awareness about training will also
support promotions.
training.
CONCULSION
According to the study solution it concludes that Amua the training programme
and they feed that the training programme give importance to Improve skills and
abilities.
qualified trainer, that the training programmes for the employees will improve
employees. So the company should follows the same patterns by providing well
experienced trainers to retain the same level of satisfaction among the employees.
QUESTIONNAIRE
TOPIC
1. PERSONAL DATA
b. Sex : Male/Female
c. Designation :
d. Qualification :
e. Department :
f. Age ?
20 –30 Years
30 – 40 Years
40 – 50 Years
Above 50 Years
g. Your monthly salary ?
Below Rs 5000
Above Rs10000
h. Year of service
1 – 2 Years
2 – 4 Years
4 – 6 Years
Above 6 Years
2. OPTIONAL DATA
Yes No
Say what are the most effective programmes do you think? Please use (tick)
On the job
External
Workshops
Conferences
In hours
2. Are you satisfied with the training programmes conducted by the organization?
Yes No
3. What is the purpose do you think in the organization training to be important ?
To enhance skills [ ]
To enrich existing HR [ ]
To improve productivity [ ]
To enhance skills [ ]
To enrich existing HR [ ]
To improve productivity [ ]
5. Do you think training programmes in our organization fulfill the organization needs
and requirements?
Yes No
6. Do you think ‘ON THE JOB” training method is better than in-house training?
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________
Yes No
8. How the training need of the personnel has been assessed?
9. Is good guide communicator and dynamic trainers needed to make the training more
effective and lively?
Yes No
10. Is your supervisors good at finding out the need of training your self?
Yes No
11. Which of the following aspects is reason for the change of training programmes in
and organization ?
Company policy [ ]
12. Do you think improper assessment of training needs will lead to failure of training
programmes?
Yes No
13. Please suggest solutions/steps you think your organization should adopt to sustain,
training programmes.
_________________________________________________________________
_________________________________________________________________
_________________________________________________________________