CHAPTER I

1.1 INTRODUCTION 1.1.1 DEFINITION OF TRAINING It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. 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 resources management. Training is the most important sub- system of human resources management. Training is a specialized function and is one of the fundamental operative functions for human resources management. Training is the act of increasing the knowledge and skill of an employee for doing a particulars job. Training is a short- term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for definite purpose. According to CAMBELL (1970) training is a short- term process utilizing a systematic and organized procedure by which non-managerial personnel learns technical knowledge and skills for definite purpose. In other words, training improves, changes and modules the employees knowledge, skills, behavior and aptitude and attitude towards the requirements of the job and the organization. Thus, training bridges the differences between job requirements and employees present specifications. Training is valuable to

the employees in terms of job security and greater opportunity for advancement.  Training is activity leading to skilled behavior.  Its not what you want in life, but its knowing how to reach it  Its not where you want to go, but its knowing how to get there  Its not how high you want to rise, but its knowing how to take off  It may not be quite the outcome you were aiming for, but it will be an outcome  Its not what you dream of doing, but its having the knowledge to do it  It's not a set of goals, but its more like a vision  Its not the goal you set, but its what you need to achieve it Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development.

1.3 COMPANY PROFILE

ORIGIN :

Founded in 1988 By Mr.Sundaralingam & Mr. Arumugam, Trutek Products (P) Ltd. is one of many Furniture manufacturers in the Indian region. The dynamic entrepreneurs are committed in leading the flagship of NITRAA, through the second generation of time in perfecting the art of blending the finest furniture of International Standards. 20 years of evolution, NITRAA has emerged into one of the foremost manufacturers of exquisite and exceptionally fine furniture. Mr.Sundaralingam & Mr. Arumugam followed the roots of their father Mr. Ramu. History reveals that their hunger and interest towards towards furniture industry is mixed in the blood. By early 2000 Mr.Sundaralingam & Mr. Arumugam had already distinguished themselves as prominent entrepreneurs under the guidance of their fathers expertise. The roads of success for Mr.Sundaralingam & Mr. Arumugam continued further and they went on to establish themselves in the early 2000s by stamping their foot into the retail platform. Trutek Products (P) Ltd was the stepping stone for both to launch into retail with the prominent brand name NITRAA. Trutek Products (P) Ltd. (Nitraa Furniture) operates 1,00,000 square feet of retail space spread across 10 cities in India.

COMPANY PERSPECTIVES :

TRUTEK PRODUCTS (P) LTD. is a full-line furniture manufacturer founded in Chennai, India in 1988. Today, although business trends and home styles continue to change, the company remains committed to its rich heritage of quality, beauty and innovation. Trutek believes the true value of its furniture

lies in the sense of comfort, the touch of romance and the possibility of selfexpression it provides. Trutek is a living brand of aspirations and dreams.

During its 20 years of operation, TRUTEK PRODUCTS (P) LTD. has sought to exhibit integrity in all its relationships with employees, customers, sales representatives and suppliers. The company has established a strong reputation for providing innovative, quality products at an exceptional value.

At TRUTEK PRODUCTS (P) LTD. our mission is to enrich the lives of the people we touch through innovative home furnishings of exceptional value. The core values we stand for as a company is: integrity, listening, caring, innovation, service, responsibility, citizenship and honesty.

TRUTEK PRODUCTS (P) LTD. has a rich history of success stories that illustrate its dramatic transition from a 'virtual unknown' to a significant force in the industry. For over half of a century, the company has remained committed to its Vision Statement, 'We Want To Be The Best Furniture Company.' Innovative marketing concepts, quality products and state-of-the-art manufacturing methods have always been driven by the demand for customer satisfaction. At Trutek Products (P) Ltd. the stream of satisfied customers continues to grow and continues to be creative and diversifies to expand business, and improve quality into the next millennium.

TRUTEK PRODUCTS (P) LTD. has successfully established itself as one of the pioneers in the retail under its own reputable brand name NITRAA. Since its early beginnings, TRUTEK PRODUCTS (P) LTD. has been operating as a furniture manufacturer. TRUTEK PRODUCTS (P) LTD.group specializes in ergonomics and modernizes designs of office

furniture as well as providing quality and timely delivery of furniture to the customers.

By Early 90s, we upgraded our production facilities to produce a series of State of the Art furniture to meet the ever demand of new challenges where we put people at the center of our consideration best quality and competitive price.

TRUTEK PRODUCTS (P) LTD. has been continuously upgrading its production facilities and investing in specialized furniture machineries mainly imported from Germany. It has also introduced automation in its production process to improve production efficiency. It enhances its competitiveness by offering a broad range of panel system office furniture that creates functional and stimulating working environment. The focus of its design and development works is to optimize office space utilization with due consideration given for the comfort to its users. It offers open plan furniture system that is modular and flexible as well as providing ample room for users personal creativity for further modifications by offering a variety of accessories, optional Home & Office Furnitures.

TRUTEK PRODUCTS (P) LTD. product development is home & office furniture. TRUTEK PRODUCTS (P) LTD. showcased its modular home furniture systems based on the European-style- Ready To Assemble home furnishing system for the living room, bedroom and study room. These products will come in various sizes, shapes and designs catering to Indian markets. This proposed line of home furniture products is modular and provide customers the flexibility to stack up, add on, interchange or configure the solutions according to their needs from time to time. The Ready To Assemble

home concept systems provides space-saving feature catering to the modern living demand trend in India. Due to the above strength, we have managed to spread our market where our furniture is presently represented in 15 cities all over India today.

As a leading manufacturer of furniture, it is always our ultimate objective to excel further from time to time so as to keep abreast with the ever increase demands for international standard and requirements.

BIOGRAPHY : (About Mr.Arumugam, MD, Trutek Products (P) Ltd.) As a Post Graduate in Sociology clubbed with a doctorate in furniture design and manufacturing to have ingredients for entrepreneurial success Mr.Arumugam had his epiphany. He had a vision of an almost Utopian place where people could purchase furnitures directly from manufacturers like himself, and where those artisans could share their business and aesthetic challenges and solutions with each other. Mr.Arumugam is an entrepreneur who has been credited with changing the face of furniture retailing in the south. Mr.Arumugam is the Managing Director of TRUTEK PRODUCTS (P) LTD. He has led NITRAAS emergence as one of the leading furniture retailer operating retail formats that now cater to almost the consumption basket of a large section of South Indian consumers. Mr.Arumugam led the companys foray into organized retail with the opening up of the First retail store in 2001. This was followed by 10 stores between 2001 & 2010, with the launch of Stores, a uniquely owned manufactured product store that democratized shopping for customers in the southern region. It blends the look, touch and feel of all home furnitures & home furnishings

with aspects of modern furniture retail like choice, convenience and quality. This was followed by a number of other developments including Dealership, Distributorship and Franchisee Network Businesses. The year, 2009 marked the evolution of TTPL as a Group, that brought together the multiple initiatives taken by Mr.Arumugam in the areas of Retail, Brands, Space, Capital, Logistics and Media. Mr.Arumugam was born in August, 1969 and is married to Mrs.Janani and they are blessed with two kids. He recently has taken over the ownership of Trutek Products (P) Ltd. Mr.Arumugam is actively associated with various Social Welfare Associations in various capacities and the prominent being an active member of the International Lions Club. Mr.Arumugam is an authentic sports person and has a great passion for Shuttle Badminton.

ABOUT NITRAA :

NITRAA FURNITURE understands the importance of home and family. A family-owned and operated furniture company started in 1988; NITRAA Furniture has a legacy of fine furniture making deeply rooted in Indian craftsmanship, quality and tradition. By designing top quality furnishings, we strive to create the ultimate in comfort for your home and family......

CRAFTMANSHIP

The hallmark of all Nitraa Furniture is craftsmanship. Generations of talented people have contributed to the Nitraa legacy and continue to do so, honing their skills and training the next generation to continue the tradition of fine furniture building.

Building on artistry and technical expertise has enabled Nitraa Furniture to not only survive, but thrive in very competitive economic environments. By blending world craftsmanship with modern technology, Nitraa has empowered individuals to increase the capabilities and productivity while streamlining efficiency and minimizing waste.

The employees at Nitraa Furniture are the company's greatest asset, and their commitment to quality and continual improvement fuels the company's growth and future potential. Their dedication to fine craftsmanship and quality makes Nitraa Furniture what it is today.

QUALITY

Luxurious fabrics, beautiful MDF's, teamed with the famed Nitraa craftsmanship, create premium quality furniture. The type of furniture you will have for a lifetime. The type of furniture that features...

TRADITION

A tradition of excellence is the defining feature of Nitraa Furniture. From beginning to end, consideration is given to ensuring that Nitraa not only meets, but exceeds, the expectations of our customers. That measure of quality has continued throughout two generations.

Founded by Mr.Arumugam in the mid-1980, NITRAA has been a cornerstone in the Southern Indian economy, today employing 400 local craftspeople. Headed by Mr.Arumugam, the company currently services the whole of India. Though focused on growth and expansion in the Indian

economy, NITRAAs commitment to the local community has always been, and continues to be a focal point.

In order to ensure that furniture arrives in good condition, Nitraa has, for maintained its own trucking fleet. By delivering directly to our customers, dealers, we minimize the chance of damage during shipment by controlling all aspects of transportation, from the warehouse to your door...the tradition of excellence continues. Passion, Integrity, Commitment, Heritage

PASSION

To us, furniture will never be a commodity. It's much more important than that. Furniture is the vital ingredient that makes the customer's house their home, a real expression of the customer's style and individuality. It's also a major investment. So it's only natural the customers should demand the very best for their money, with customer service that's second to none. That's what the customer's would find at Nitraa Furniture, where furniture is our pride, our passion and our skill.

INTEGRITY

At Nitraa Furniture we have an extraordinary and unique depth of knowledge and expertise. Our motivation is not to 'close the sale' but to give customers the best, impartial advice so the customer's can make an informed and considered choice - after all choosing their own-self is fun. We want to understand customer's lifestyle and the demands on their furniture, which is why children are always welcome in our stores. Over highly trained sales consultants will

find out what customers are looking for, show customers our range and explain, in layman's terms, what are customer's best options are and why.

COMMITMENT

We want to make sure customers are 100% satisfied with their choice. Expert sales consultants and an inspired range are only part of that. Our premier 'white glove' delivery service ensures furniture is installed with care. Every item sold comes with our 5 year quality guarantee against manufacturing defect and the option of excellent accidental damage cover.

HERITAGE

The first ever Nitraa Furniture store opened its doors in Chennai in 1988 with a simple philosophy: to offer truly excellent products, prices and service to all our customers. Twenty three years and 10 wide stores later, that philosophy still holds true. When customers visit Nitraa Furniture, they will find the very highest quality furniture and a huge, inspiring, imaginative range. Customers will find down to earth pricing that means real value for their money, and flexible options to help their budget for the things they want. But above all customers will find friendly, knowledgeable staff who really understand what they are selling - and have your best interests at heart. "We want customers to feel at home at Nitraa Furniture"

NITRAA has attained and acquired national recognitions in satisfying wide range of customers tastes and needs. To-day, TTPL has the most sophisticated and State-of-the-Art machinery to turn out Top-Line, Ready-To-Assemble and Touch of class Modular Furniture.

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1.4 REVIEW OF LITERATURE

M EANING OF TRAINING

The need for Training is determined by the employees performance deficiency, computed as follows.

Training Need = Standard Performance Actual Performance

The

term training refers

to

the

acquisition

of knowledge, skills

and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at institutes (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labormarket[recognize as of 2008 the need to continue training beyond initial qualifications to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development.

DEFINITION OF TRAINING

Training is any attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. - C.R Kothari

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METHODS OF TRAINING The most widely used methods of training used by organizations are classified into two categories

y On-the-Job Training
y

Off-the-Job Training.

ON-THE-JOB TRAINING

On-The-Job Training is given at the work place by superior in relatively short period of time. This type of training is cheaper & less time-consuming. This training can be imparted basically by:

COACHING Coaching is learning by doing. In this, the superior guides his sub-ordinates & gives him/her job instructions. The superior points out the mistakes & gives suggestions for improvement. JOB ROTATION

In this method, the trainees move from one job to another, so that he/she should be able to perform all types of jobs. E.g. In banking industry, employees are

12

trained for both back-end & front-end jobs. In case of emergency, (absenteeism or resignation), any employee would be able to perform any type of job.

OFF-THE-JOB TRAINING IS GIVEN OUTSIDE THE ACTUAL WORK PLACE. CONFERENCES This approach is well adapted to convey specific information, rules, procedures or methods. This method is useful, where the information is to be shared among a large number of trainees. The cost per trainee is low in this method.

FILMS Films can provide information & explicitly demonstrate skills that are not easily presented by other techniques. Motion pictures are often used in conjunction with Conference, discussions to clarify & amplify those points that the film emphasized. SIMULATION EXERCISE Any training activity that explicitly places the trainee in an artificial environment that closely mirrors actual working conditions can be considered a Simulation. Simulation activities include case experiences, experiential exercises, vestibule training, management games & role-play.

13

CASES Cases present in depth description of a particular problem an employee might encounter on the job. The employee attempts to find and analyze the problem, evaluate alternative courses of action and decide what course of action would be most satisfactory.

EXPERIENTIAL EXERCISES Experiential Exercises are usually short, structured learning experiences where individuals learn by doing. For instance, rather than talking about interpersonal conflicts & how to deal with them, an experiential exercise could be used to create a conflict situation where employees have to experience a conflict personally & work out its solutions.

VESTIBULE TRAINING Employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor. While expensive, Vestibule training allows employees to get a full feel for doing task without real world pressures. Additionally, it minimizes the problem of transferring learning to the job. ROLE PLAY Role Play is just like acting out a given role as in a stage play. In this method of training, the trainees are required to enact defined roles on the basis of oral or written description of a particular situation.

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MANAGEMENT GAMES

The game is devised on a model of a business situation. The trainees are divided into groups who represent the management of competing companies. They make decisions just like these are made in real-life situations. Decisions made by the groups are evaluated & the likely implications of the decisions are fed back to the groups. The game goes on in several rounds to take the time dimension into account.

IN-BASKET EXERCISE In Basket Exercise is known as In-tray method of training. A person is given a pack of papers and files in a tray containing administrative problems and is asked to take decisions on these problems within a stipulated time. The decisions taken by the trainees are compared with one another. The trainees are provided feedback on their performance.

TYPES OF TRAINING

PHYSICAL TRAINING

Physical training concentrates on mechanistic goals, training-programs in this area develop specific skills or muscles, often with a view to peaking at a particular time. Some physical training programs focus on raising overall physical fitness. Training means gaining the physical ability to perform and survive in compact and learning the many skills which are needed. For

15

psychological or physiological reasons, people who believe it may be beneficial to them can choose to practice relaxation training, or autogenic training, in an attempt to increase their ability to relax or deal with stress.

INDUCTION TRAINING

Induction training is a type of training given as an initial preparation upon taking up a post. Its goal is to help new employees reach the level of performance expected from an experienced worker. It often contains information dealing with the layout of the firm's operating facility, health and safety measures and security systems.

An attempt may also be made to introduce the individual to key employees and give an impression of the culture of the organization. It is a critical time for the employer to gain commitment from the employee, and the latter to understand the expectations, targets and so on. The induction provides a really good opportunity to socialize and brief the newcomer on the company's overall strategy, performance standards, etc. Induction training should include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees. REFRESHER TRAINING Rapid changes in technology may force companies to go in for this kind of training. By organizing short term courses which incorporate the latest developments in a particular filed the company may keep its employees up to date and ready to take on merging challenges. It is conducted are regular

16

intervals b taking the help of outside consultants who specialize in a particular descriptive. CROSS FUNCTIONAL TRAINING

Cross functional training involves training employees to perform operation in areas other than their assigned job. There are many approaches to cross functional training. Job rotation can be used to provide a manager in one functional area with a broader perspective than he would otherwise have. Departments can exchange personnel for a certain period so that each employee understands how other departments are functioning. High performing workers can act as peer trainers and help employees develop skills in another area of operation Cross functional training.

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CHAPTER- 2
2.1 SCOPE OF THE STUDY
 The study helps to identify the flaws in the existing training schemes in TTPL.

 The study helps to identify different fields to provide training in the organization.   The study provides in depth knowledge about the training and development programs followed in TTPL.

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2.2 NEED FOR THE STUDY

.

 The study helps to identify the areas in which employees require training.

 The study also helps to identify changes made to the training programs depending on the circumstances.

 The project also intends to find out whether management people have exposure to new concepts in order to enhance the organisation.

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2.3 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE  To study on effectiveness of training and development program in TRUTEK PRODUCTS (P) LTD..

SECONDARY OBJECTIVES  To find whether the training program has improved the performance of the employees.  To find out the level of satisfaction of employees towards the training programs  To suggest suitable measures to improve the effectiveness of training and developments program.

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2.4 LIMITATIONS OF THE STUDY

 Time constraint is the major limitation. The period of study is 45 days only. Due to time factor, an extensive coverage of entire population has not been done.  The study is conducted only in one branch.  The participation of the respondents in providing the information was found difficult as they were quite busy.  Most of the respondents are from rural background and have very less knowledge of understanding the language English. So the researcher had to spend more time in explaining the questions in the vernacular language.

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2.5. RESEARCH METHODOLOGY

2.5.1 OVERVIEW OF RESEARCH METHODOLOGY Type of research Type of research design Population Size Sample Size Sample area Types of data : Descriptive Research : Descriptive : 350 Employees : 150 Employees : Employees of TTPL : a) Primary data : b) Secondary data Data Collection Instrument Data Collection Method Sampling Technique Statistical Tool for analysis : Questionnaire : Survey Method : Convenience Sampling : i) Simple Percentage analysis ii) Chi Square analysis .

iii) Weighted average method.

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2.5.2 RESEARCH DESIGN Descriptive Research has been used; which involves surveys and factfindings of different kinds. The major purpose of descriptive research is the description of the state of affairs, as it exists at present. The main characteristics of this method are that the researcher has no control over the variable; he can only report what has happened or what is happening. This chapter describes the research methodology adopted by the researcher for the purpose of the study. 2.5.3 SELECTION OF SAMPLES y Sample Design The sampling method adopted was convenience sampling technique. y Sample size The sampling size for the study was 150 employees in TTPL Chennai. The employees selected were from different department. The number of samples selected from each category of the employees was randomly decided. 2.5.4 TYPES OF DATA COLLECTION In this study, both primary and secondary data were collected in order to get the opinion of the employees about the training and development program of the company.

23

y Primary data : Primary data are those, which are collected for the first time by the investigators. In this study the primary data were collected through questionnaire method. y Secondary Data Secondary data are those that are already available i.e. they refer to the data which have already been collected and analyzed by someone else, the information regarding the profile of the company, number of employees in the company etc. Are the secondary data on this study which was collected from  HRD Department File  Magazines 2.5.5 TOOLS USED y Percentage analysis: The percentage method was extensively used for analysis and interpretation. It can be generally calculated as follow: Number of respondents favorable = ________________________________ Total No. of respondents X 100

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y Chi-Square Test: Chi-square test to compare the relationship between the two variables. Formula (O-E)2 _______ E O- Observed value = E- Expected value There are many situations in which it is not possible to make any rigid assumption about the distribution of the population from which samples are being drawn.

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CHAPTER- 3
3.1 DATA ANALYSIS AND INTERPRETATION
TABLE 3.1.1 THE OF EXPERIENCE OF THE EMPLOYEES IN TTPL

s.no 1 2 3

particulars Below 1 Year 1-3 Years Above 3 Years TOTAL

no of respondents 81 57 12 150

(%)percentage of respondents 54 38 8 100

(source: primary data collected through questionnaire) INFERENCE Majority (54%) of the employees have less than a years experience in TTPL. 38% of the employees fall in the 1 to 3 years of experience in TTPL. Few(8%) of the employees possess more than 3 years experience in TTPL.

26

CHART 3.1.1 THE EXPERIENCE OF THE EMPLOYEES IN TTPL

60 PE R C E N T A G E O F RE S P O N D E N T S (% ) 50 40 30 20 10 0

54

38 Below 1 Year 1-3 Years Above 3 Years 8

Below 1 Year

1-3 Years PARTICULARS

Above 3 Years

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TABLE 3.1.2 NUMBER OF EMPLOYEES WHO HAVE ATTENDED THE TRAINING

S.N0 Particulars 1 2 Yes No TOTAL

No of respondents 150 0 150

Percentage of respondents(%) 100 0 100

(source: primary data collected through questionnaire)

INFERENCE All (100%) of the employees have attended the training.

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CHART 3.1.2 THE NUMBER OF EMPLOYEES ATTENDED THE TRAINING PROGRAM

Yes No

100

29

TABLE 3.1.3 THE EMPLOYEES VIEW ABOUT THE FOLLOW UP OF TRAINING PROGRAM IN TTPL

S.N0 Particulars No of respondents 1 2 Yes No TOTAL 150 0 150

Percentage of respondents(%) 100 0 100

(source: primary data collected through questionnaire)

INFERENCE All (100%) the employees have stated that the management follows up the training programs.

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CHART 3.1.3 THE VIEWS OF EMPLOYEES REGARDING THE FOLLOW-UP OF THE TRAINING PROGRAM

Yes No

100

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TABLE3.1.4 TABLE INDICATING THE DURATION OF TRAINING PROGRAM ATTENDED BY THE EMPLOYEES

S.N0 1 2 3 4 5

Particulars Less than Week Less than 2 Week 3 Weeks 4 Weeks Greater than 4 Weeks TOTAL

No of respondents 94 18 5 9 24 150

Percentage of respondents(%) 63 12 3 6 16 100

(Source: primary data collected through questionnaire)

INFERENCE More than half (63%) of the respondents have attended the training program of duration of less than a week, Few (12%) of the employees have attended the training program for 2 weeks And 16% of the respondents have attended training for more the 4 weeks. .

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CHART3.1.4 THE DURATION OF TRAINING ATTENDED BY THE EMPLOYEES

Percentage of respondents(%)

70 60 50 40 30 20 10 0

63 < 1 Week < 1 Week 3 Weeks 12 3 < 1 Week < 1 Week 3 Weeks particulars 6 16 4 Weeks > 4 Weeks

4 Weeks

> 4 Weeks

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TABLE 3.1.5 TABLE INDICATING THE VIEW OF EMPLOYEES TO THE FOLLOWING QUOTE MY JOB GIVES A LOT OF SATISFACTION TO ME.

S.N0 1 2 3 4 5

No of respondents Strongly Agree 75 Agree 25 Neither Agree Nor 20 Disagree Disagree 20 Strongly Disagree 10 TOTAL 150

Particulars

Percentage of respondents(%) 50 17 13 13 7 100

(source: primary data collected through questionnaire)

INFERENCE Half (50%) of the employees strongly agree that their job give immense satisfaction to them, 17% of the employees agree that they are satisfied with their job, Few (13%) of the respondents have indicated that they neither agree nor disagree the statement, Few (13%) of the respondents have indicated that they disagree the statement and Very few (7%) of the respondents strongly disagree to the statement.

34

CHART 3.1.5 THE VIEW OF EMPLOYEES TO THE FOLLOWING QUOTE MY JOB GIVES A LOT OF SATISFACTION TO ME

Percentage of respondents(%)

60 50 50 Strongly Agree 40 30 20 10 0 Strongly Agree Agree Neutral particulars Disagree Strongly Disagree 17 13 13 7 Agree Neutral Disagree Strongly Disagree

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TABLE 3.1.6 THE FREQUENCY OF TRAINING PROVIDED TO THE EMPLOYESS IN A YEAR.

S.N0 Particulars 1 2 3 4 5 One Two Three Four Five TOTAL

No of respondents 60 40 20 10 20 150

Percentage of respondents(%) 40 27 13 7 13 100

(source: primary data collected through questionnaire)

INFERENCE: Majority (40 %) of the employees has attended only 1 training programs in a year, 27% of the employees has attended 2 programs in a year, few (13%) of the employees have attended 3 programs in a year, very few (7%) of the respondents have attended 4 programs in a year and few (13%) have attended 5 programs in a year.

36

CHART3.1.6 THE FREQUENCY OF TRAINING PROVIDED TO THE EMPLOYESS IN A YEAR

45 Percentage of respondents(%) 40 35 30 25 20 15 10 5 0

40

27

One Tw o Three 13 7 13 Four Five

One

Tw o

Three particulars

Four

Five

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TABLE 3.1.7

THE DIFFERENT TYPES OF TRAINING IN A TTPL S.N0 Particulars 1 2 3 4 5 No of respondents On The Job 95 Off The Job 20 Workshop 13 Class Room 10 All The 12 Above TOTAL 150 Percentage of respondents(%) 63 13 9 7 8 100

(source: primary data collected through questionnaire) INFERENCE More than half ( 63%) of the respondents have indicated that the training provided in TTPL as on the job training, few (13%) of the respondents have indicated that off the job training is provided to them, very few (9%) of the respondents have told that workshop is conducted in TTPL, very few(7%) of the respondents have told that class room training is provided in TTPL and very few( 8%) of the respondents have told that all the above methods of training is provided in TTPL.

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CHART 3.1.7 CHART INDICATING THE DIFFERENT TYPES OF TRAINING IN TTPL

Percentage of respondents(%)

70 60 50 40 30 20 10 0

63 On The Job Off The Job Workshop 13 Class Room 9 7 8 All The Above

Jo b

Jo b

he

W or ks

Th e

O ff T

Cl as s

O n

particulars

39

Al lT

he

Ab ov e

oo m

ho p

TABLE3.1.8 THE LEVEL OF SATISFACTION OF EMPLOYEES TOWARDS THE TRAINING PROGRAM CONDUCTED IN TTPL

S.N0 Particulars 1 2 3 4 5 Highly Satisfied Satisfied Moderate Dissatisfied Highly Dissatisfied TOTAL

No of respondents 108 24 10 5 3 150

Percentage of respondents(%) 72 16 7 3 2 100

(source: primary data collected through questionnaire) INFERENCE Most (72%) of the respondents said that highly satisfied with the training program provided in TTPL, few (16%) of the employees said that satisfied with the training program in TTPL, very few (7%) of the employees said that training provided in TTPL is moderate, very few (3%) of the employees are dissatisfied by the training program provided in TTPL and very few (2%) of the employees are totally dissatisfied by the training program in TTPL.

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CHART 3.1.8 SATISFACTION OF EMPLOYEES TOWARDS THE TRAINING PROGRAM CONDUCTED IN TTPL

Percentage of respondents(%)

80 70 60 50 40 30 20 10 0

72 Highly Satisfied Satisfied Moderate 16 7 3 2 Dissatisfied Highly Dissatisfied

M od er at e Di ss at Hi isf gh ie ly d Di ss at is fi e d
particulars

isf ied Hi gh l y Sa t

Sa tis f

ie d

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TABLE 3.1.9 TRAINING PROGRAM HELPS IN ELIMINATING FEAR

S.N0 Particulars 1 2 Yes No Total

No of Percentage of respondents respondents(%) 126 84 24 16 150 100

(Source: primary data collected through questionnaire) INFERENCE Most (84%) of the employees feel that training helps to eliminate fear in attempting new tasks and few (16%) of the employees feel that training doesnt helps to eliminate fear.

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CHART 3.1.9 TRAINING PROGRAM HELPS IN ELIMINATING FEAR.

Percentage of respondents(%)

16 Yes No 84

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TABLE 3.1.10 THE ABILITY OF EMPLOYEES TO MEET ORGANIZATIONAL EXPECTAION AFTER THE TRAINING PROGRAM

S.N0 Particulars 1 2 3 To An Extent To A Great Extent Not At All Total

No of respondents 69 71 10 150

Percentage of respondents(%) 46 47 7 100

(Source: primary data collected through questionnaire) INFERENCE Majority (46%) of the employees feel that they can meet the expectation of the organization to some extent,47% of the feel that they can meet the expectation of the organization to a great extent and The rest of the employees feel that they cant be able to meet the expectation of the organization.

44

CHART 3.1.10 THE ABILITY OF EMPLOYEES TO MEET ORGANIZATIONAL EXPECTAION AFTER THE TRAINING PROGRAM

Percentage of respondents(%)

50 45 40 35 30 25 20 15 10 5 0

46

47

To An Extent To A Great Extent Not At All 7

To An Extent

To A Great Extent particulars

Not At All

45

TABLE 3.1.11 THE LEVEL OF JOB DIFFICULTY AFTER THE TRAINING PROGRAM

S.N0 Particulars 1 2 3 4 Very Easy Easy Moderate Difficult Very 5 Difficult TOTAL

No of respondents 63 48 20 15 4 150

Percentage of respondents(%) 42 32 13 10 3 100

(source: primary data collected through questionnaire) INFERENCE Majority (42%) of the employees have said that after the training program their work has become very easy, 32% of the respondents have said after the training their job is easy, Few (13%) of the employees feel that there is no considerable change in their performance after the training program, very few (10%) of the employees feel that their job has become difficult after the training program and Only very few (3%) of the employees feel that their job has become very difficult after the training program.

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CHART3.1.11 THE LEVEL OF JOB DIFFICULTY AFTER THE TRAINING PROGRAM

Percentage of respondents(%)

45 40 35 30 25 20 15 10 5 0

42 32 Very Easy Easy Moderate 13 10 3 Difficult Very Difficult

Very Easy

Easy

Moderate particulars

Difficult

Very Difficult

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TABLE 3.1.12 THE EFFECTIVENESS OF TRAINING CONDUCTED IN TTPL PREMISES

S.N0 Particulars 1 2 3 4 5 Highly Effective Effective Moderate Ineffective Highly Ineffective TOTAL

No of respondents 84 59 5 1 1 150

Percentage of respondents(%) 56 16 7 3 2 100

(source: primary data collected through questionnaire) INFERENCE More than Half (56%) of the respondents feel that the training provided in the premises TTPL is highly effective, few (16%) of the respondents feel that the training program provided in the premises is effective, very few (7%) of the respondents feel that the training provided in the premises is only moderate and very few (3%) and (2%) of the respondents feel that the training program provided in the premises is ineffective and highly ineffective respectively.

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CHART 3.1.12 THE EFFECTIVENESS OF TRAINING IN PROGRAM PROVIDED IN THE PREMISES OF TTPL

Percentage of respondents(%)

60 50 40 30 20 10 0

56 Highly Effective Effective Moderate 16 7 3 2 Ineffective Highly Ineffective

Ef fe ct ive Ef fe ct iv e M od er at e In ef fe Hi ct gh ive ly In ef fe ct iv e
particulars

Hi gh ly

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TABLE 3.1.13 THE LEVEL OF SATISFACTION OF THE EMPLOYEES REGARDING THE TRAINING ENVIRONMENT

S.N0 Particulars 1 2 3 4 5 Highly Satisfied Satisfied Moderate Dissatisfied Highly Dissatisfied TOTAL

No of respondents 107 29 4 9 1 150

Percentage of respondents(%) 71 19 3 6 1 100

(source: primary data collected through questionnaire) INFERENCE Most (71%) of the respondents are highly satisfied with the training environment, few (19%) of the employees are satisfied with the training environment, very few (3%) of the employees felt the training environment is moderate, very few (6%) of the employees are dissatisfied by the training environment and very few (2%) of the employees are totally dissatisfied by the training environment.

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CHART 3.1.13 THE LEVEL OF SATISFACTION OF THE EMPLOYEES REGARDING THE TRAINING ENVIRONMENT

Percentage of respondents(%)

80 70 60 50 40 30 20 10 0

71 Highly Satisfied Satisfied Moderate 19 3 6 1 Dissatisfied Highly Dissatisfied

fie d

ie d

at e

Di ss at isf ie

Hi gh

particulars

51

Hi gh

ly

Di s

ly

sa ti s fi e

Sa tis f

Sa tis

od er

TABLE 3.1.14 THE LEVEL OF SATISFACTION OF THE EMPLOYEES REGARDING THE STATUTORY MEASURES PROVIDED DURING THE TRAINING PROGRAM

S.N0 Particulars No of respondents 1 2 3 4 5 Very High High Moderate Low Very Low TOTAL 100 20 12 14 4 150

Percentage of respondents(%) 67 13 8 9 3 100

(source: primary data collected through questionnaire) INFERENCE More than half (67%) of the respondents are highly satisfied with the statutory measures provided during the training program, few (13%) of the employees are satisfied with the statutory measures provided during the training program, very few (8%) of the employees are moderately by the statutory measures provided during the training program, very few (9%) of the employees are dissatisfied by the statutory measures provided during the training program and only very few (3%) of the employees are totally dissatisfied by the statutory measures provided during the training program.

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CHART 3.1.14 THE LEVEL OF SATISFACTION OF THE EMPLOYEES REGARDING THE STATUTORY MEASURES PROVIDED DURING THE TRAINING PROGRAM.

Percentage of respondents(%)

80 70 60 50 40 30 20 10 0 Very High High Moderate particulars Low Very Low 13 8 9 3 67 Very High High Moderate Low Very Low

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TABLE 3.1.15 MOVITATION OF THE EMPLOYEES AFTER THE TRAINING PROGRAM

S.N0 Particulars

No of Percentage of respondents respondents(%) 1 Very High 60 40 2 High 57 38 3 Moderate 26 17 4 Low 6 4 5 Very Low 1 1 TOTAL 150 100

(Source: primary data collected through questionnaire) INFERENCE Majority (40%) of the respondents are highly motivated after the training program, 38% of the employees feel that their motivation is high after the training program, few (26%) of the employees feel that their motivation is moderate after the training program, very few (4%) of the employees feel that their motivation is low after the training program and only one (1%) of the employees feel that their motivation is very low after the training program.

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CHART 3.1.15 MOVITATION OF THE EMPLOYEES AFTER THE TRAINING PROGRAM

Percentage of respondents(%)

45 40 35 30 25 20 15 10 5 0

40

38 Very High High 17 Moderate Low Very Low 4 1

Very High

High

Moderate particulars

Low

Very Low

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TABLE 3.1.16 PERSONAL LEARNING OBJECTIVES OF INDIVIDUALS HAVE BEEN MET AFTER THE TRAINING PROGRAM

S.N0 Particulars

No of respondents 1 Very high 75 2 High 40 3 Moderate 22 4 Low 10 5 Very low 3 TOTAL 150

Percentage of respondents(%) 50 27 15 6 2 100

(source: primary data collected through questionnaire) INFERENCE Half (50%) of the employees have said that their personal learning objectives have been completely met by the training program in TTPL, 27% feel that their personal learning objectives have been met by the training program few (15%0 of the employees feel that their personal learning objectives have become moderate by the training program and very few (6%) and ( 2%) of the employees feel that their personal learning objectives have been unmet and completely unmet respectively.

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CHART 3.1.16 THE EXTEND TO WHICH PERSONAL LEARNING OBJECTIVES OF INDIVIDUALS HAVE BEEN MET AFTER THE TRAINING PROGRAM

Percentage of respondents(%)

60 50 50 40 30 20 10 0 Very high High Moderate particulars Low Very low 27 15 6 2 Very high High Moderate Low Very low

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TABLE3.1.17 THE LEVEL OF SUPPORT PROVIDED BY MANAGERS FOR TRAINING PROGRAM

S.N0 Particulars

No of Percentage of respondents respondents(%) 1 Very High 85 57 2 High 36 24 3 Moderate 9 6 4 Low 8 5 5 Very Low 12 8 TOTAL 150 100

(source: primary data collected through questionnaire) INFERENCE More than half (57%) of the respondents feel that their managers provide very high support to the training programs, 24% of the employees feel that their feel that their managers provide high support to the training programs.6% of the employees feel that their feel that their managers provide moderate support to the training programs, very few (5%) of the employees feel that their feel that their managers provide less support to the training programs and only 1% of the employees feel that their managers provide very less support to the training programs.

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CHART 3.1.17 THE LEVEL OF SUPPORT PROVIDED BY MANAGERS FOR THE TRAINING PROGRAM

Pe rc e ntage of r e s ponde nts (% )

60 50 40 30 20 10 0

57

Very High High 24 Moderate Low 6 5 8 Very Low

Very High

High

Moderate particulars

Low

Very Low

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TABLE 3.1.18 THE USEFULLNESS OF THE TRAINING PROGRAM FOR THE CAREER OF THE EMPLOYEES.

S.N0 Particulars 1 2 Yes No Total

No of Percentage of respondents respondents(%) 145 97 5 3 150 100

(source: primary data collected through questionnaire) INFERENCE Most (97%) of the employees feel that the training program will help their career and very few (3%) of the employees feel that the training program will not help their career.

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CHART 3.1.18 THE USEFULLNESS OF THE TRAINING PROGRAM FOR THE CAREER OF THE EMPLOYEES.

Percentage of respondents(%)

Yes No

97

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TABLE 3.1.19 THE ABILITY OF EMPLOYEES TO UNDERSTAND THE MODE OF TEACHING DONE BY THEIR TRAINER

S.N0 Particulars

No of respondents 1 Excellent 120 2 Very good 15 3 Good 6 4 Poor 6 5 Very poor 3 TOTAL 150

Percentage of respondents(%) 80 10 4 4 2 100

(source: primary data collected through questionnaire) INFERENCE Most (80%) of the employees feel that they can completely understand the mode of teaching done by their trainer, few (10%) of the employees feel that they can understand the mode of teaching done by their trainer.4% of the employees feel that they can moderately understand the mode of teaching done by their trainer, very few (4%) of the employees say that the mode of teaching provided by their trainer is poor and only 2% of the employees say that the mode of teaching provided by their trainer is completely very poor.

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CHART 3.1.19 THE ABILITY OF EMPLOYEES TO UNDERSTAND THE MODE OF TEACHING DONE BY THEIR TRAINER

Percentage of respondents(%)

90 80 70 60 50 40 30 20 10 0

80

Excellent Very good Good Poor Very poor 10 4 Excellent Very good Good 4 Poor 2 Very poor

particulars

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TABLE 3.1.20 THE VIEW OF EMPLOYEES TO THE FOLLOWING QUOTETRAINING INCREASES MORALE

S.N0 Particularss 1 2 3 4 5 Strongly Agree Agree Moderate Disagree Strongly Disagree TOTAL

No of respondents 96 33 8 7 6 150

Percentage of respondents(%) 64 22 5 5 4 100

(source: primary data collected through questionnaire) INFERENCE More than half (64%) of the employees strongly agree to the quote.22% of the employees agree strongly agree to the quote, very few (5%) of the respondents have indicated that they neither agree nor disagree the statement, very few (5%) of the respondents have indicated that they disagree the statement and only 4%of the respondents strongly disagree to the statement.

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CHART 3.1.20 THE VIEW OF EMPLOYEES TO THE FOLLOWING QUOTETRAINING INCREASES MORALE

Percentage of respondents(%)

70 60 50 40 30 20 10 0

64 Strongly Agree Agree 22 5 5 4 Moderate Disagree Strongly Disagree

at e M od er

particulars

Di sa St gr ro ee ng ly D isa gr ee

St ro ng ly

Ag re e

Ag re e

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TABLE 3.1.21 THE LEVEL OF SATISFACTION OF THE EMPLOYEES REGARDING THE REVIEW SYSTEM FOLLOWED IN TTPL

S.N0 Particularss 1 2 3 4 5 Highly Satisfied Satisfied Moderate Dissatisfied Highly Dissatisfied TOTAL

No of Percentage of respondents respondents(%) 90 60 48 6 5 1 150 32 4 3 1 100

(Source: primary data collected through questionnaire) INFERENCE More than half (60%) of the respondents are highly satisfied with the review system followed in TTPL, few (32%) of the employees are satisfied with the review system followed in FRIL, very few (4%) of the employees felt moderate by the review system followed in TTPL, very few (3%) of the employees are dissatisfied by the review system followed in TTPL and only 1% of the employees are totally dissatisfied by the review system followed in TTPL .

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CHART 3.1.21 THE LEVEL OF SATISFACTION OF THE EMPLOYEES REGARDING THE REVIEW SYSTEM FOLLOWED IN TTPL

Percentage of respondents(%)

70 60 50 40 30 20 10 0

60 Highly Satisfied Satisfied 32 Moderate Dissatisfied Highly Dissatisfied 4 3 Dissatisfied 1 Highly Dissatisfied

Highly Satisfied

Satisfied

Moderate particulars

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TABLE 3.1.22 OVERALL EFFECTIVENESS OF THE TRAINING PROGRAM AT TTPL

S.N0 Particularss 1 2 3 4 5 Highly Effective Effective Moderate Un Effective Highly Uneffective TOTAL

No of respondents 86 47 9 4 4 150

Percentage of respondents(%) 57 31 6 3 3 100

(source: primary data collected through questionnaire) INFERENCE More than half (57%) of the employees rate that overall effectiveness of the training program is highly effective, few (31%) rate that overall effectiveness of the training program is effective, very few (6%) feel that the overall program is moderate and only 3 % of the employees feel that the overall effectiveness of the training program is uneffective and highly effective.

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CHART 3.1.22 OVERALL EFFECTIVENESS OF THE TRAINING PROGRAM AT TTPL

60 50 40 31 30 20 10 0 Highly Effective Effective Moderate particulars Un Effective Highly Uneffective 6 3 3 Highly Effective Effective Moderate Un Effective Highly Uneffective 57

Percentage of respondents(%)

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CHI-SQUARE TEST DISTRIBUTION OF EMPLOYEES BASED ON THEIR EXPERIENCE IN TTPL AND THE OVERALL EFFECTIVENESS OF THE TRAINING PROGRAM highly un highly row effective moderate effective effective uneffective total Below 1yr 45 30 3 1 2 81 1-3yr 35 15 4 2 1 57 <3yr 6 2 2 1 1 12 Column 86 47 9 4 4 150 Total particulars Hypothesis: Null Hypothesis (Ho): independent Experience and effectiveness of the training are Experience and effectiveness of the training

Alternative Hypothesis (H1): are dependent Significance Level ( ): 0.05

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Test Statistic:
2 = (Oi-Ei)2 / Ei

Oi 45 30 3 1 2 35 15 4 2 1 6 2 2 1 1

Ei=(RT*CT/GT) 46.44 25.38 4.86 2.16 2.16 32.68 17.86 3.42 1.52 1.52 6.88 3.76 0.72 0.32 0.32 Total

0.0446 0.8409 0.7118 0.6229 0.0118 0.1647 0.4579 0.0983 0.1515 0.1778 0.1125 0.8238 2.2755 1.445 1.445 9.384

Calculated Value: Table Value: D.O.F = (r-1) (c-1) = (3-1) (5-1) =8 = 0.05
2

= 9.384

= 15.507

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Conclusion: Table value is greater than the calculated value hence Ho is rejected and alternate hypothesis is accepted. Hence there is a significant relationship between the experience of the employee and the effectiveness of the training program.

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WEIGHTED AVERAGE METHOD LEVEL OF SATISFACTION OF EMPLOYEES TOWARDS THE TRAINING PROGRAM CONDUCTED IN TTPL

S. NO 01. 02. 03. 04 05

Parameter Highly Satisfied Satisfied Moderate Dissatisfied Highly Dissatisfied Total

No. of. Respondents X 108 24 10 5 3 150

Weights WX W 5 4 3 2 1 15 540 96 30 10 3 679

Weighted average = E WX / E X = 679 / 150 = 4.526 It shows that most of the respondents were agreed that they are receiving neutrally an appropriate recognition for their contribution.

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CHAPTER IV
4.1FINDINGS
4.1.1 Findings from percentage analysis

 Majority of the employees have less than a years experience in TTPL. (TABLE:3.1.1)  All the employees have attended training in TTPL. . (TABLE:3.1.2)  All the employees have also felt that the management follows up the training program. . (TABLE:3.1.3)  More than half (63%) of the employees have attended training program with a duration of less than a week. (TABLE:3.1.4)  Half (50%) of the employees felt that their job give immense pleasure to them. (TABLE:3.1.5)  Majority (40%) of the employees have attended only one training program in a year. (TABLE:3.1.6)  More than half (63%) of the employees feel that the training method provided in TTPL is on the job training. (TABLE:3.1.7)  Most (72%) of the employees felt that the training program provided in the premises of TTPL is effective. . (TABLE:3.1.8)  Most (84%) of the employee felt that training program eliminates fear. (TABLE:3.1.9)

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 Majority (46%) of the employees felt that after the training program they are able to meet the expectation of the organization some what. . (TABLE:3.1.10)  Less than half (42%) of the employees felt that after the training program their job has become very easy.(TABLE:3.1.11)  More than half (56%) of the respondents feel that the training provided in the premises TTPL is highly effective. (TABLE: 3.1.12).  Most (71%) of the employees are highly satisfied with the training environment. . (TABLE:3.1.13)  More than half (67%) of the employees are highly satisfied with the statutory measures provided during the training

program..(TABLE:3.1.14)  Less than half (40%) of the employees are highly motivated after the training program. . (TABLE:3.1.15)  Half (50%) of the employees felt that their personal learning objectives have been met by the training program. . (TABLE:3.1.16)  More than half (57%) of the employees felt that their managers provide very high support for the training program. . (TABLE:3.1.17)  Most (97%) of the employees felt that the training program helps them to improve their career. . (TABLE:3.1.18)

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 Most (80%) of the employees felt that they can completely understand the mode of training done by their trainer. . (TABLE:3.1.19)  More than half (60%) of the employees are highly satisfied with the review system followed in TTPL. . (TABLE:3.1.20)  More than half (57%) of the employees felt that the overall effectiveness of the training program is highly effective. . (TABLE:3.1.21)

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4.2 SUGGESTIONS

 Duration of the training program can be increased.

 The welfare measures provided during the training program can be enhanced.  Since many employees are not well versed in English the review mechanism can be carried out in local vernacular language.  Training programs can be provided in Chennai itself, many female staffs are unwilling to travel to Bangalore to attend the training program.  Product knowledge training should be given more importance.  Many employees feel that there are no fun filled activities carried during the training program so fun filled activities can be included during the training program.  Training on knowledge of the different products available in TTPL can be provided.  The duration of the test conducted on the final day of the training can be increased.  Familiar concepts are thought so their should be changes to the training modules available.  New employees feel that the training program doesnt explains their role clearly.

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 Preparation of the training schedule should be done with proper discussion with the department manager and Store HR. .  Department managers should coordinate with the store HR during training programs. Trainers feel that few employees are not punctual for the training program

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4.3 CONCLUSION

A STUDY ON EFFECTIVENESS OF TRAINING IN TTPL has brought out various insights about the importance and the needs for training and development in TTPL. To conclude the training and development methods followed in TTPL are effective. However the effectiveness of the training program can be enhanced if the organization makes use of the some suggestions provided by the survey. The training programs are not only carried out in the classroom but the training work is also carried in the field which provides more exposure to the employees. Thus improving their efficiency however some new modules can be developed based on the designation of the employees which will enhance the effectiveness of the training program

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ANNEXURE
QUESTIONNAIRE
Personal details: Name: Qualification: Department: Designation: Age: a) Under 20 [ ] e) Above50 [ ] 1. Experience at TTPL: a) Less than 1 [ ] b) 1-3 [ ] c) Above 3 [ ] b) 21-30 [ ] c) 31-40[ ] d) 41-50[ ]

ABOUT TRAINING PROGRAM: 2. Does the company follow up the training program? a) Yes [ ] b) No [ ]

3. Have you attended the training program in TTPL? a) Yes [ ] b) No [ ]

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4. What was the duration for the training program? a) Less than one week [ ] d) Four week [ ] b) Two week [ ] c) Three week [ ]

e) More than four week [ ]

5. My job gives a lot of satisfaction to me a) Strongly agree [ ] e) Strongly disagree [ ] 6. How often do you attend the training program at TTPL in a Year? a) One [ ] b) Two [ ] c) Three [ ] d) Four [ ] e) Five [ ] b) Agree [ ] c) Neutral [ ] d) Disagree [ ]

7. What was the training method used at TTPL? a) On the job training [ ] b) Off the job training [ ] d) Apprentice [ ] e) Others [ ] f) All the Above [ ]. c) Work shop [ ]

8. To what extend are you satisfied with the training program at TTPL? a) Highly satisfied [ ] d) dissatisfied b) Satisfied [ ] c) Moderate [ ]

[ ] e) highly dissatisfied [ ]

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9. Does the training help you to eliminate the fear in attempting new tasks? a) Yes [ ] b) No [ ]

10. Are you able to meet company expectation towards the job tasks after attending the training program? a) To an extent [ ] b) To a great extent [ ] c) Not at all [ ]

11. What is the level of job difficulty after the training program? a) Very Easy [ ] b) Easy [ ] d) Difficult [ ] c) Moderate [ ]

e) Very difficult [ ]

12. To which extent do you agree that the training program provided in the premises of Future Group is Effective? a) Strongly agree [ ] b) Agree [ ] c) Neutral [ ] d) Disagree [ ] e) Strongly disagree [ ] 13. Are you satisfied with the training environment? a) Highly satisfied [ ] b) Satisfied [ ] c) Moderate [ ]

d) Dissatisfied [ ] e) highly dissatisfied [ ]

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14. What is your level of satisfaction regarding the welfare measures provided during the training program? a) Very high [ ] b) high [ ] e) Low [ ] 15. What is the level of motivation after your training program? a) Very high [ ] b) high [ ] e) Low [ ] 16. To which extent to you feel personal learning objectives have been achieved? a) Very high [ ] b) High [ ] e) Very low [ ] 17. What is the level of support provided by the Managers to the training program? a) Very high [ ] b) high [ ] e) Very low [ ] c) moderate [ ] d) low [ ] c) Moderate [ ] d) Low [ ] c) moderate [ ] d) very low [ ] c) moderate [ ] d) very low [ ]

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18. Does the training program provided in TTPL helps in your career Development? a) Yes [ ] b) No [ ]

19. Are you able to understand the mode of teaching done by your trainer? a) Excellent [ ] e) Very poor [ ] 20. Training program increase morale Do you agree with the statement? a) Strongly agree [ ] d) Disagree [ ] b) Agree [ ] c) Moderate [ ] b) Very good [ ] c) Good [ ] d) Poor [ ]

e) Strongly disagree [ ]

21. Are you satisfied with the review method followed by TTPL with respect to the training program? a) Highly satisfied [ ] d) Dissatisfied [ ] b) satisfied [ ] c) Moderate [ ]

e) highly dissatisfied [ ]

22. Rate the overall effectiveness of the training program at TTPL. a) Highly Effective [ ] d) Uneffective [ ] b) Effective [ ] c) Moderate [ ] e) Highly Uneffective [ ]

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23. Give your suggestion regarding future training needs.

BIBLIOGRAPHY

BOOKS  Mamoria C.B. and Sathish Mamoria, Dynamics of Industrial Relations, Himalaya publishing House, New Delhi, 1998.  P.C.Tirupathi, Personal management and Industrial Relations, Sultan Chand & Sons, Sixteenth edition-2003.  Dr .M.M. Varma & R.K. Agarwal, Kingss personnel management and industrial relations, Manu Rastog, edition-2003.  Subba Rao, Personnel Management of Human Resources, Himalaya publishing house Mumbai, Edition-2000.  C.R. Kothari, Research Methodology, Vishwa Prakashan, second edition-2003.

E-RESOURCES    www.strategicresources.com www.citehr.com www.hrprofessor.com

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