ANALYSIS/DESIGN, INFERENCES OF THE RESULTS:
The primary data collected through the questionnaire has been collected and analyzed in tune with the objective as follows:
Each question has been reduced to a table showing the number of responses got for each alternative provided. pie chart and bar graphs have been drawn.
The finding depicted by each table and graph have been explained.
Suitable inferences have been drawn from the explanations of the findings in tune with the objective of the study.
TABLE-01:
Did you continue to receive any training there after for your development?
Particulars No. of respondent’s percentage
1 35 33%
2 25 67%
Total 60 100%
Source: primary survey-2014
GRAPH-01:
Showing percentages of responded who received training in different skill sets.
TABLE-02: was the training and development based on?
Particulars No. of respondent’s percentage
Yes 30 50%
No 17 28%
Some extent 13 22%
Total 60 100%
GRAPH-02: Showing percentages of respondents having different basis of training
TABLE-03: Was there any discussion among the participants about the programme after conclusion on the strength and weakness?
Particulars no. of respondent’s percentage
Yes 42 70%
No 18 30%
Total 60 100%
GRAPH-03: showing the percentages of respondents who feel the training session was interaction
.
TABLE-04: showing the opinion about flexible time period to conduct performances
Particulars no. of respondent’s percentage
Monthly 05 10%
Quarterly 09 18%
Half yearly 16 32%
Yearly 20 40%
Total 50 100%
GRAPH-04: showing the opinion about flexible time period to conduct performances
TABLE-05: Showing the opinion about who should trained the employees.
Particulars no. of respondent’s percentage
Manager 25 50%
Self appraisal 21 42%
consultant 04 08%
Total 50 100%
GRAPH-05: showing the opinion about who should trained the employees.
Analysis:
As the graph shows that 50% of the employees say that manager should be the appraiser.
Inference:
The above graph says that manager should appraise the employees.
TABLE-06: Showing the opinion of employees regarding the performance improvement because of their previous training and development programme Particulars no. of respondent’s percentage
Improvement 32 65%
No-improvement 09 15%
average 09 20%
Total 50 100%
GRAPH-06: showing the opinion of employees regarding the performance improvement because of their previous training and development programme
Analysis:
The graph shows that 65% of the employees say that there will be improvement in next performance cycle because performance appraisal.
Inference:
As the employees say that there will be improvement in the performance for the next appraisal cycle when compared with the previous cycle.
TABLE-07: showing the opinion that the training helps in polishing the skill or development area.
Particulars No. of respondent’s percentage
Manager 25 50%
Self appraisal 20 40%
consultant 05 10%
Total 50 100%
GRAPH-07: Showing the opinion that the training helps in polishing the skills or development area.
TABLE-08: Showing the opinion that, will personal bias creeps in while training an individual.
Particulars no. of respondent’s percentage
Yes 20 45%
No 30 55%
Total 50 100%
Source: primary survey-2014
GRAPH-08: showing the opinion that, will personal bias creeps in while training an individual.
Analysis:
As the graph shows that 55% of the employees say that there won’t be any personal bias while training an individual.
Inference:
As the above table shows there is no one dominant opinion about the bias in training an employee.
TABLE-09: Showing percentage of respondent’s belief on training on concept of training
Particulars respondent’s Percentage
Yes 60 100
No Nil Nil
Total 60 100%
GRAPH-09: Showing percentage of respondent’s belief on training on concept of training
.
TABLE-10: Do you think that training contributes towards improvement in the job satisfaction?
Particulars no. of respondent’s percentage
1 60 100
2 Nil Nil
Total 60 100%
GRAPH-10: Showing that the training contributes towards improvement in the job satisfaction
TABLE-11:
How do you rate the training &development environment in your organisation?
Particulars no.of respondent’s percentage
1 10 17
2 33 55
3 17 28
Total 60 100%
Source: primary survey-2014
GRAPH-11: Showing rate the training &development environment in your organisation
TABLE-12: Showing the opinion about the training conducting one on one survey to the employees.
Particulars no. of respondent’s percentage
Yes 13 26
No 37 74
Total 50 100%
GRAPH-12: Showing the opinion about the training conducting one on one survey to the employees
TABLE-13: Showing opinion on the company giving the opportunity to employee to improve, if the training performance is low.
Particulars no. of respondent’s percentage
Yes 30 60
Some what 20 40
Total 50 100%
GRAPH-13: Showing opinion on the company giving the opportunity to employee to improve, if the training performance is low.
TABLE-14: showing the opinion of employees about the feedback given by the reporting officer about your training performance in the company.
Particulars no. of respondent’s percentage
Given 10 20
Some time 14 28
Not given 26 52
Total 50 100%
Source: primary survey-2014
GRAPH-14: showing the opinion of employees about the feedback given by the reporting officer about your training performance in the company.
TABLE-15: Showing opinion of employees about satisfaction level of employees with the training and development programme
Particulars no. of respondent’s percentage
Yes 22 44
No 28 56
Total 50 100%
GRAPH-15: Showing opinion of employees about satisfaction level of employees with the training and development programme
FINDINGS
*There is a combination of both senior and young blood in the organization, therefore attrition is low
* The organisation is giving less importance for the induction programme
* Training programme has helped the employees to enhance their skills and knowledge
* The organisation is conducting effective training programme periodically
*BAMUL is organisation different categories of training to suit the employees like on-the job and off-the job training programme
*Most of the respondents are satisfied with the training programme conducted by the organisation
*Training sessions are interactive. Trainer discusses the strength and weakness of the trainees
*Training had a good impact on employee’s performance
*After each training programme response sheet is given to the employees to give their feedback
*Maximum duration of training is 15 days and most of the employees are satisfied with the period of training
*Most of the employees feel training has helped them to change their attitude
*Most of the employees feel training has helped them not only for self development but also has contributed for the overall development of the organisation.
SUGGESTIONS
*Training material should be prepared with great care so that employee can learn effectively and easily
*Training should be in specialized area like IT (advanced area) required
*Instead of concentrating on theories, practical training should be given. This is useful not only the participants but also to the organisation
*Training programme can be handled by external agencies and also in-house training
*All the employees should get training in different areas as per the aptitude and need of the organisation
*Classes should be arranged inter centre level so there will be interactivity will be established
*periodical review after training to each individual
*Training should be aimed at motivating the participants, which ultimately benefit of the organisation.
CONCLUSION
*The success of any organisation is mainly dependent on its human resources. The skills, knowledge and abilities at the people should be continuously enhanced for the survival of the organisation in the competitive era.
*people are an important asset to the company and they are the one who contribute to have competitive advantage over others
*The purpose to behind this is continuous improvement of all employees and also to increase their capacity in doing the job effectively
*the quality and quantity of the training programme should be enhanced for effective functioning of organisation .If they conduct the training programme based on
important asset of the company and they are the one who contribute to have competitive advantage over others
While conducting the training programme there were lot of drawbacks such as
` Long gap between the end of training and use of skills
`Trainee’s variation in the amount of their experience and would have large differences in their ability
`Lack of personal interests to learn
THE BASIS OF STUDY CONDUCTED THE FOLLOWING CONCLUSIONS