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DECLARATION
I, SABARI MOHAN, hereby declare that the project report title A Study on Training and
development HLL Life Care Ltd., Aakulam, Thiruvananthapuram submitted in partial
fulfillment of the award of degree of BACHELOR OF BUSINESS ADMINISTRATION
(BBA) which is my original work and it has not been previously formed the basis for the award
of any degree, diploma, fellowship or any other similar titles.
Place:
Date:
Yours Truly
SABARI MOHAN
Reg. No.
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ACKNOWLEDGEMENT
First of all I thank almighty God for his abundant love, mercy, grace that he showered upon
during the project period and while preparing this report.
I express my sincere thanks to Ms. (Assistant Manager of HR, HLL Life Care Ltd,
Aakulam, TVM) for granting me the opportunity to undertake the project work and providing me
all valuable information.
I am extremely thankful to our Principal, Mr. SasiKumar (Institute of Studies in Technology,
Van ross Jn, Palayam, TVM) for granting me the opportunity to undertake the project work.
I express my sincere thanks to Ms. Aswathy (Faculty in Management Institute for Studies in
Technology, Trivandrum) for giving valuable guidance and encouragement to complete this
project successfully.
I express my deep gratitude to all faculties of department of Management Studies, Institute of
Studies and Technologies, TVM and for giving sufficient encouragement.
I am extremely thankful to beloved parents, cousins and friends who have helped me directly and
indirectly in some way or the other.
SABARI MOHAN
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INTRODUCTION
1.1GENERAL INTRODUCTION
In this dynamic business world, every organization is concerned with
various components like materials, machine, money and manpower. Employees are the real
assets of any industry. Every industry has their own Human Resources Department. Training can
be introduced simply as process of assisting a person for enhancing his efficiency and
effectiveness to a particular work area by getting more knowledge and practices. Also training is
important to establish specific skills, abilities and knowledge to an employee. For an
organization, training and development is as important as an organizational growth, because
organizational growth and profit are also dependant on the training. It is a function of the
organizational development.
In the field of Human Resource Management, training and development is
the field concerned with organizational activities which are aimed to bettering individual and
grouyp performances in organizational settings. It has be known by many names in the field
HRM, such as employee development, Human Resources Development, Learning and
development etc. Training is really developing employees capacities to learning and practicing.
Training and development is framework for helping employees to develop their personal and
organizational skills, knowledge and abilities. The focus of all aspects of Human Resources
development is on the more superior work-force so that the organization and individual
employees can accomplish work goals in service to customers.
The project work A study on trainingand development of Employees on
HLL Life Care Ltd, Aakulam, TVM was done with great intent to ascertain the training and
development of the organization.
1.2Industry Profile
Healthcare is one of Indias largest sector, in terms of revenue and employement and the sector is
expanding rapidly. During the 1990s, Indian Health Care grew compound annual rate of 16%.
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Today the total value of the sector is $34Bn, this translates to $34 per capita or roughly 6% of
GDP. By 2012, Indias healthcare sector is projected to grow to nearly $40Bn, the private sector
accounts for more than 80% of the total healthcare.
Spending in India unless there is decline in the combined federal and state government deficit,
which currently stands at roughly 9%. The opportunity for significantly higher public health
spending will be limited to one driver of growth of growth in the health care sector is Indias
booming population, Currently, 1.1Bn increasing at 2% annual rate by 2030, India is expected to
surpass China as worlds most populous nation. By 2050, the population is projected to reach
1.6Bn.
India is one of the fastest growing country in the world. But the main problem faced by India is
its population. The main policy we can adopt is family planning and birth control. The term Birth
Control includes all methods to regulate or prevent the birth to children. Most people agreed that
some family limitation or spacing is desiring for a good family and society. When people talk
about birth control they are usually referroing to artificial methods which includes
contraceptives, oral birth control pills and the use of elastic condoms. But Individuals and groups
are differing sharply on methods of birth control that they consider moral and acceptable. Due to
the increased birth rate, birth control measures have become an important aspect of every
countries development. This leads to development of contraceptive industry.
Due to increased proportion of AIDS the use of contraceptives and high quality healthcare
products are increased. Since condoms are life-saving devices, stringent quality checks are
needed and sub-standard products should not be allowed. The condom market is showingentirely different characteristics in rural and urban areas. The rural market is still price sensitive
but the urban market seems to be going increasingly for premium products. In spite of all these
facts, net retail margin on condom have shot up from 18% to 40%. About 1.1Bn condoms are
manufactured in India. The turn of Indian contraceptive Industry is increasing rapidly. Over the
last 18 years the sale of oral pills has gone up while condom market has remained steady.
Healthcare in India features universal health care system run by constituent states and territories
of India The constitution charges every state with rising of the level of nutrition and the
standard of living of its people and improvement of public health as among its primary duties.
Government efforts at influencing public health have focused on the 5 year plans on coordinated
planning with the states, and on sponsoring major health programs. Government expenditures are
already shared by the Central and State Governments. Goals and strategies are set through
central governance. The private sector in India spending on health care sector was about 1.5
times as much as government spending.
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Therefore it is necessary to understand the health care sector which is worlds 2ndlargest service
sector with an estimated size of $5Tn.
COMPANY PROFILE 1.3
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1.3COMPANY PROFILE
HLL Lifecare Limited (HLL) commenced its
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1.4 REVIEW OF LITERATURE
1.4REVIEW OF LITERATURE
Among the many components that go into making a company competitive are the skills of its
employees. Other components like technology and capital are not crucial. Technology can be
copied and money can be borrowed.This being an information era whoever is able to use
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information properly will have an advantage over competitors in the same field. This is why
Human Resources development (HRD) which transforms information in various skills of the
personnel has great responsibility in any organization. We would call this transformation of
information into human skills as training.
Training needs arise from restructuring, expansion, performance caps, replacing of
employees who are leaving, motivating of staff and new technology.
The goal in training is to me the organization objectives and shortest possible time,
efficiently and with minimum use of resources. To meet this objective various training
models have been developed.
Training constitutes a basic concept in HR development. It is the systematic modification of
behavior through learning occurs as a result of education, instruction, development and
planned experience.
As far as said earlier, it is concerned with developing a particular skill to a desired standard
by instruction and practice. Training was defined in greater detail by Lundy and Cowing as
follows:
A planned process to modify attitude, knowledge or skill behavior to learning experience to
achieve effective performance in an activity or a range of activities. Itspurpose, in the work
situation, is to develop the abilities of the individual and to satisfy the current and future
manpower needs of the organization.
Training is Highly useful tools which can bring an employee a position where he or she cando his or her job correctly , effectively, contentiously.
Training is a process whereby, an individual acquires job-related skills and knowledge. It is
a cost to firms to pay for the training and also to suffer the loss of working hours by an
employees being trained.
CHAPTER2
RESEARCH METHODOLGY
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CHAPTER2
RESEARCH METHODOLGY
2.1 TITLE OF THE PROJECT
The title of the study is A study on the training and development with reference to
HLL Lifecare Limited(HLL), Aakulam, Tvm
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2.2 NEED OF THE STUDY
The study at HLL Lifecare Limited(HLL) helped the researcher to deal with various factor
revolving around training and development. The organization provided greater avenuesfor collecting sufficient information associated with the training and development and
designing the methods of training and development. The study is based on the relevant
data collected from the organization.
2.3 OBJECTIVES OF THE STUDY
To improve the quality of work and service
To Enhance and update knowledge and skill level of the employee in the organisation
To improve the quality of life of employee
To sustain competitive advantage
To impart new entrants of knowledge and skills,To Build up a sound line of competent
efficiency and prepare them as per their career progress to occupy more responsible positions
2.4 TYPE OF RESEARCH
DESCRIPTIVE METHOD
This includes surveys and factsfindings, enquries of different kinds. It gives
description of the state of affairs as it exist at present. The main characteristics of this
method are that the researcher has no control over the variables.
2.5 SOURCES OF DATA
PRIMARY DATA
SECONDARY DATA
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PRIMARY DATA: Data were collected from the employees of HLL
SECONDARY DATA: Data were collected from websites, books, articles & journals which
provide information for the research.
2.6 SAMPLE DESIGN
POPULATION
TOTAL NUMBER OF EMPLOYEES WORKING AT HLL IS 450
Method of sampling
Sampling method used for the study was stratified random sampling.
Sample Size The sample size considered for the study was50.
2.7 TOOLS FOR ANALYSIS
Percentage Analysis Method:
Cross Tabulation:
Percentage Analysis Method:
In case of multiple choice of questions the percentage Is calculated according to rating preference
given by respondents
Cross Tabulation:
A statistical technique that establishes an inter-dependant relationship between two tables of
values but does not identify a casual relationship between values also called two-way tabulation.
cross tabulation can be used to analyze the results of a consumer survey. Each cell in the tab
shows the number of respondents that gave a specific combination of responses.
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2.8 PERIOD OF STUDY
The duration of the study was 1 Month.
2.9 LIMITATIONS OF THE STUDY:
Time Limit is the major constraint
Some respondents refused to co-operate
Some respondents replied half-heartedly
Some respondents gave incomplete information
CHAPTER: DATA ANALYSIS & INTEPRETATION
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CHAPTER 3
DATA ANALYSIS AND INTEPRETATION
3.1 INTRODUCTION
Researchers often find data analysis the most enjoyable part of carrying out a research study,
since after all the hard-work and waiting they get the chance to find out answers. So,
analyzing the data and interpreting the results the reward for the work of collecting the data
This chapter includes the analysis and interpretation of the data based on the survey
conducted among the employees with the questionnaire and interview schedule prepared for
the study. The data have been analyzed and interpreted using percentage analysis method,
cross tabulation. The analyzed results are represented by formulating tables and charts based
on the information gathered. Based on this analysis, the findings and the studies are prepared
by the researcher.
3.2 PERCENTAGE ANALYSIS METHOD
In case of multiple choices of questions, the percentage is calculated according to the rating
preference given by the respondents.
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3.3 CROSS TABULATION METHOD
A statistical technique that establishes an inter-dependant relationship between two tables
and values but does indentify. a causal relationship between the values also called two-way
tabulation. Cross tabulation can be used to analyze the consumer survey. Each cell in the tab
shows the number of respondents that give a specific combination of responses.
3.2. PERCENTAGE ANALYSIS
TABLE 3.2.1
Gender status of the respondents
Gender Number of Respondents Percentage
Male 36 72%
Female 14 28%
Total 50 100%
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INTERPRETATION:
The above table shows the gender status of the respondents. From this it is clear that 60% of
respondents are Male and 40% of respondents are Female.
1 2
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Marital Status of the Respondents
Marital Status Number of Respondents Percentage
Married 46 92%
Unmarried 4 8%
Total 50 100%
Table 3.2.2
Fig no: 2
Interpretation:
The above table shows marital status of the respondents.From this it is clear that 92% of the
respondents are married and 8% of the respondents are unmarried.
Educational Qualification of the respondents
0
20
40
60
80
100
120
1 2 3 4 5
MARITAL STATUS
NUMBER OF RESPONDANTS
PERCENTAGE
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Qualification Number of Respondents Percentage
Below Graduate 27 54%
Graduate 12 24%
Post Graduate 4 8%
Diploma 7 14%
Total 50 100%
Table 3.2.3
Fig no; 3
Interpretation:
The above table shows the educational qualification of the respondents. From this it is clear that
8% of the respondents are post graduate,24% of respondents are graduate,7% respondents are
diploma and the rest of54% are below graduate qualification.
Experience of the Respondents
QUALIFICATION
BELOW GRADUATE
GRADUATE
POST GRADUATE
DIPLOMA
Experience Number of Respondants Percentage
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Table 3.2.4
Fig no: 4
Interpretation:
The above table shows the experience of the respondants. from that it is clear that, 12% of therespondents are with experience below 5 years,16% of the respondents are with the experience of
5-10 years and the rest of 72% of the respondants are with experience of more than 10 years.
Opinion of the respondents about the training program which is to learn the matters.
EXPERIENCE
BELOW 5 YEARS
5-10 YEARS
MORE THAN 10 YEARS
Below 5 Years 6 12%
5-10 Years 8 16%
More than 10 Years 36 72%
Total 50 100%Parameters Number of the Respondents Percentage
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Table 3.2.5
Fig no: 5
Interpretation:
The above table shows the opinion of the respondents about the training programs to learn the
matters. From that it is clear that 72% agree the statement and 18% disagree with the statement,
the rest of 10% neither agree/nor Disagree with the statement.
Opinion of the respondents about the time to learn about the subject covered.
Parameters Number of Respondents Percentage
Strongly Agree 14 28%
Agree 20 40%
Strongly Disagree 4 8%
Disagree 9 18%
STRONGLY AGREE
AGREE
STRONGLY DISAGREE
DISAGREE
NEITHER AGREE/NOR DISAGREE
Strongly Agree 21 42%
Agree 15 30%
Strongly Disagree 3 6%
Disagree 6 12%
Neither agree/Nor Disagree 5 10%
Total 50 100%
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Neither Agree/Nor Disagree 3 6%
Total 50 100%
Table 3.2.6
Fig no:6
Interpretation:
The above table shows the opinion of the respondents about the time to learn about the subject
covered in the training program. From that it is clear that 68% agree with the statement,26%disagree with the statement and the rest 6% Neither Agree/Nor Disagree with the statement.
Opinion of respondents about the skill gained can directly apply to their work.
Parameter Number of Respondents Percentage
Strongly Agree 14 28%
Agree 13 26%
Strongly Disagree 6 12%
Disagree 6 12%
Neither Agree/nor Disagree 11 22%
Total 50 100%
Table 3.2.7
STRONGLY AGREE
AGREE
STRONGLY DISAGREE
DISAGREE
NEITHER AGREE/NOR DISAGREE
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Fig no: 7
Interpretation:
The above table shows the opinion about the skill gained by training can directly apply to
their work. From that it is clear that 54% agree with the statement,24% disagree with the
statement,and the rest of 22% Neither agree/nor Disagree with the statement.
Opinion regarding morale attitude and behavior .
Parameter Number of Respondents Percentage
Strongly Agree 14 28%
Agree 21 42%
Strongly Disagree 2 4%
Disagree 7 14%
Neither Agree/nor Disagree6 12%
Total 50 100%
Table 3.2.8
STRONGLY AGREE
AGREE
STRONGLY DISAGREE
DISAGREE
NEITHER AGREE/NOR DISAGREE
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Fig no: 8
Interpretation:
The above table shows the opinion about the change in morale attitude and behavior was
noticeable as a result of training function. From that it is clear that it is clear that 70% agree with
the statement and 18% disagree and the rest 12% neither agree/nor disagree with the statement.
Opinion regarding the companys goal and employees individual goal.
Parameter Number of Respondents Percentage
Strongly Agree 15 30%
Agree 22 44%
Strongly Disagree 6 12%
Disagree 3 6%
Neither Agree/nor Disagree 4 8%
Total 50 100%
Table 3.2.9
STRONGLY AGREE
AGREE
STRONGLY DISAGREE
DISAGREE
NEITHER AGREE NOR DISAGREE
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Fig no:9
Interpretation:
The above table shows the opinion about the training program contribute to the company goal
and employees individual goal. From that it is clear that 74% agree with the statement and 18%
disagree with the statement and the rest of 8% neither agree/nor disagree with the statement.
Opinion regarding the freedom given to show the skill and knowledge.
Parameter Number of Respondents Percentage
Strongly Agree 15 30%
Agree 22 44%
Strongly Disagree 6 12%
Disagree 3 6%Neither Agree/nor Disagree 4 8%
Total 50 100%
Table 3.2.10
STRONGLY AGREE
AGREE
STRONGLY DISAGREE
DISAGREE
NEITHER AGREE/NOR DISAGREE
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Fig no: 11
Interpretation:
The above table shows the encouragement gained by the training program to take initiative in
determining the career development. From that it is clear that 74% agree with the statement and
22% disagree and the rest of 4% neither agree/nor disagree with the statement.
Opinion regarding the development of employee through need based training .
Parameter Number of the Respondents Percentage
Strongly Agree 17 34%
Agree 24 48%
Strongly Disagree 2 4%
Disagree 2 4%
Neither Agree/Nor Disagree 5 10%
Total 50 100%
Table 3.2.12
STRONGLY AGREE
AGREE
STRONGLY DISAGREE
DISAGREE
NEITHER AGREE/NOR DISAGREE
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Fig no : 12
Interpretation:
The above table shows the opinion regarding that the organization develop employee through
need based training program. From that it is clear that 82% agree with the statement and 8%
disagree and the rest of 10% neither agree/Nor disagree with the statement.
Opinion regarding method of training.
Parameter Number of the Respondents Percentage
ON the job training 18 36%
OFF the job training 9 18%
Both 23 46%
Total 50 100%
Table 3.2.13
STRONGLY AGREE
AGREESTRONGLY DISAGREE
DISAGREE
NEITHER AGREE/NOR DISAGREE
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Fig no : 13
Interpretation:
The above table shows the opinion regarding method of training, From that 36% said On the job
training, 18% said Off the job training and the rest of 46% said that both of the methods are
using for training in their organization.
Opinion On Identification On Developmental Needs.
Parameter Number of the Respondents Percentage
ON the job training 18 36%
OFF the job training 9 18%
Both 23 46%
Total 50 100%
Table 3.2.13
0
5
10
15
20
25
1 2 3
ON THE JOB TRAINING
OFF THE JOB TRAINING
BOTH
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Fig no : 13
Interpretation:
The above table shows the opinion regarding method of training, From that 36% said On the job
training, 18% said Off the job training and the rest of 46% said that both of the methods are
using for training in their organization.
Duration of the job.
Parameter Number of Respondents Percentage
Strongly Agree 8 16%
Agree 4 8%
Strongly Disagree 9 18%
Disagree 19 38%
Neither Agree/norDisagree
10 20%
Total 50 100%
Table no 3.2.15
0
5
10
15
20
25
1 2 3
ON THE JOB TRAINING
OFF THE JOB TRAINING
BOTH
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Fig no 15
Interpretation:
The above table shows that 48% disagree, 20% are neutral, and the rest 32% agree with the
training duration provided by the organization.
STRONGLY AGREE
AGREE
STRONGLY DISAGREE
DISAGREE
NEITHER AGREE/NOR
DISAGREE