ppt on banco

Submitted By:CHANDNI R MISTRY

(ROLL NO : 40)

A REPORT ON

EFFECTIVENESS OF TRAINING AND DEVELOPMENT AT

BANCO PRODUCT (INDIA)LTD

OBJECTIVE OF THE STUDY

To examine the effectiveness of training in overall development of skills of workforce.

To examine the impact of training on the workers. To study the changes in behavioural pattern due to training. To measure the differential change in output due to training. To study the cost effectiveness in implanting training

programmes.

COMPANY PROFILE BANCO PRODUCTS (INDIA) LTD., are in the business of manufacturing Gaskets and

Radiators, Charged air-coolers and oil-coolers. This company has gone thought a series of name changes like “Gaskets & oil ceals Pvt

Ltd.”, “Ideal structure Pvt Ltd.”, “Bharat casements Pvt Ltd.”, “Gaskets & Radiators pvt Ltd.”, Then after 1982 onwards it was replaced with “Banco products (India) ltd.”

It is a multi corers, professionally managed, transactional located, ISO 9002 & QS 9000

certified pubic ltd. “Automobile” ancillary company. There are modern design and developed department, quality assurance, tool room,

maintains standard room & other service department like personnel & HRD, finance, material etc.

Banco is the largest and the most preferred manufacturer of Gaskets & Radiators in

India today.

• Name of the unitBANCO PRODUCTS (INDIA) LIMITED

• Established year

In 1960: Banco as private limitedIN1982: Transformation into public limited

• Regretted office and factory

Bhaili unit: Bil , near bhaili railway station, padre roas,vadodara-391410 phone: 0265-2680220/21/22/23Ankhi unit: village ankhi, Ta : Jambusar , Dist : BhruchPhone: +91-2644-290179, 222168

• WebsiteWWW.bancoindia.com • Board of Directors

Vimal K. Patel- ChairmanSamir k. Patel- DirectorMehul k. patel- DirectorAtul G. Shroff- DirectorRam Devidayal- DirectorShailesh A. Thakkar- Executive Director & CEODinesh Kavthekar- Secretary

• Total WorkersTotal Worker force of company is 725Bhaili unit: Staff-235Field Worker-38Ankhi Unit: Staff-69Worked: 188

http://www.bancoindia.com/

Vision of company

A world class components manufacturing company based in India with global associates. With our increasing focus in global OEM market, we are developing our capabilities deliver

complete cooling modules with increasing emphasis to use light weight materials coupled with dimensional flexibility.

Mission of company

Develop and supply technically sound products at competitive process, integrating innovative manufacturing with eco friendly technologies.

Values

Integrity, Respect for people, Unity of purpose, Outside in focus, A quality and Innovation.

Customer List

Product InformationGasket Radiator:

The radiator unit of the company has an installed capacity of 4000 industrials and oil coolers & 3, 00,000 automotive heaters & radiators per annum.

Banco Products’ industry leading Brazed aluminium and copper brass radiators have various bespoke core – fin-tube configurations available to optimise the thermal and structural performance, to meet our clients’ exacting application requirements.

They manufacture both Aluminium and Copper Brass radiators with injection moulded plastic / metal fabricated or sheet drawn tanks. Core primarily are fin/tube, bar/plate.

Banco’s Bhaili is sprawling in 54,580 sq.meter area. It has tooled up for over 10,000 verities of gaskets with asbestoses & non – asbestos base, graphite metal & rubberized cork for every conceivable application live automotive industrial, agricultural, earthmoving, locomotive etc. For the Indian as well as international market. The product gasket are using in sealing if internal combustion engines if passenger cars, commercial, vehicles, tractors, industrial & off- road equipment’s.

Company Achievement

YEAR AWARDS

2004-05 Export Ancillaries Award

2007 Export Promotion & Performance Award

2007-08 1st in Auto Ancillaries Sector

2007-08 Tape India’s SAMBALY Auto Ancillaries

2009 3rd SMD Award

TRAINING AND DEVELOPMENT• It is a subsystem of an organization. It ensures that randomness is reduced and learning or

behavioral change takes place in structured format.

MEANING OF TRAINING

• “It is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge.”

• Training is the act of increasing the knowledge and skill of employer for doing a particular job. ………….Flippo

• “Training is the organized producer by which people learn knowledge and skills for a definite purpose.”

……………Beach

DEVELOPMENT• “Development is an inclusive process with process with which both managers and individual

employees are involved. It offers opportunities to learn skills, but also provide an environment designed to discovering and cultivating basic attitudes and capabilities and facilitating continuing personal growth.”

………….Dale yoder

DIFFERENCES BETWEEN TRAINING & DEVELOPMENT

TRAINING DEVELOPMENT

Short –term process Long-term process

Knowledge & skills for specific purpose For overall development

Primarily related to technical skills learning Related to managerial, behavioural & attitudinal development

TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT

• Traditional Approach :- Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing.

• The modern approach of training and development is that Indian Organizations have

Realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results.

TRAINING DEFINED:• Optimum Utilization of Human Resources• Development of Human Resources• Development of skills of employees • Team spirit • Organization Culture• Organization Climate• Quality • Healthy work-environment • Profitability• Health and Safety

TRAINING AND DEVELOPMENT OBJECTIVES

• The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal.

• Individual Objectives – help employees in achieving their personal goals, which in

turn, enhances the individual contribution to an organization. • Organizational Objectives – assist the organization with its primary objective by

bringing individual effectiveness. • Functional Objectives – maintain the department’s contribution at a level suitable

to the organization’s needs. • Societal Objectives – ensure that an organization is ethically and socially

responsible to the needs and challenges of the society.

Role of HRD Professionals in Training

1. Active involvement in employee education. 2. Rewards for improvement in performance. 3. Rewards to be associated with self esteem and self worth. 4.Providing pre-employment market oriented skill development

education and post employment support for advanced education and training.

5. Flexible access i.e. anytime, anywhere training.

• TRAINING INPUTSThere are three basic types of inputs;• (i)Skills• (ii)Attitude• (iii)Knowledge.

The primary purpose of training is to establishing a sound relationship is at its best when the workers attitude to the job is right, when the workers knowledge of the job is adequate, and he has developed the necessary skills.

Training activities in an industrial organization are aimed at making desired modifications in skills, attitudes and knowledge of employee so that they perform their jobs most efficiently and effectively.

• BEST TIME TO IMPART TRAINING TO EMPLOYEE1. NEW RECRUITS TO THE COMPANY2. TRANSFEREES WITHIN THE COMPANY3. PROMOTIONS4. NEW PLANT OR EQUIPMENT5. NEW PROCEDURES6. NEW STANDARDS, RULES AND PRACTICES7. NEW RELATIONSHIP AND AUTHORITIES8. MAINTENANCE OF STANDARDS10. THE MAINTENANCE OF MANAGEMENT SKILLS & STANDARDS

BENEFITS OF TRAINING• Hiring appeal: companies that provide training attract a better quality Workforce.

• Assessing and addressing any performance deficiency.

• Enhancing workforce flexibility.

• Increasing commitment: Training acts as a loyalty booster. Employee motivation is also enhanced when the employee knows that the organization would provide them opportunities to increase their skills and knowledge.

• It gives the organization a competitive edge by keeping abreast of the latest changes; it acts as a catalyst for change.

• Higher customer satisfaction and lower support cost results through improved service, increased productivity and greater sufficiency.

• Training acts as benchmark for hiring promoting and career planning.

• It acts act as a retention tool by motivating employee to the vast opportunities for growth available in an organization.

• Training & Development Need = Standard Performance – Actual Performance

Model of Training Need analysis

Stage One :Establish Organization's commitment and support Stage Two : Organizational Analysis Stage Three: Requirement Analysis Stage Four: Needs Assessment – Task & KSA analysis of

training needs Stage Five: Person Analysis Stage Six: Collate data to input to and design of training

environment and training evaluation

Need For Training:

• To match the employees specifications with the job requirement and organizational needs.

• Organizational Viability and the Transformational process. • Technological Advantages. • Organizational Complexity. • Human Relational. • Change in Job Assignment.

Process of TrainingStep -1 Assessment Of Training Needs:• To provided the effective training to the workers. The basic requirement of the trainee’s should be

analyzed. First the information is gathered from the potential trainee’s about the requirement of the skills and then the assessment is done.

• Needs assessment diagnoses present problems and future challenge to be met through training and development. Needs assessment occurs at two levels i.e. group level and individual level, an individual obviously needs training when his or her performance falls short or standards that is when there is performance deficiency.

Step – 2 Establishment of Training Goals:• Banco after assessment of the training needs, training budget is prepared with the approximate cost

involved in the training. The budget is sent to the management for the approval. The management would consider the different factor in to account and would sanction the budget with the current condition and priority of the training needs.

Step –3 Designing Training Program:• After the approval of the raining budget the final training calendar is prepared. All the training

activity which is necessary for the development of the organization is included in the training calendar.

Step –4 Implementation OF Training Program:• A communication is made to the potential trainees about the schedule of the training and informed to be

available at the mentioned date. If the trained is from outside. There is no problem regarding the availability.• But if the trainer is from within the organization, the trainer is informed about the training schedule and the

trainer should be available.Step –5 Evaluations Of Results:• The last step in the process of training is the evaluation of the results. All the participants are providing with the

feedback from along with training material. These forms are collected from them before they leave the training session. These feedback forms are then analyzed and then training results are compared.

Methods of TrainingThere are various methods of training, which can be divided in to cognitive and behavioral methods.

• Cognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These methods are associated with changes in knowledge and attitude by stimulating learning.

1. LECTURES – A Method of Training2. Demonstration Training Method3. Discussion Training Method

• Behavioral methods are more of giving practical training to the trainees. The various methods under Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for skill development.

1. Games 2. Business games3. Case studies4. Equipment stimulators5. In-basket technique6. Role plays

On the Job technique:1) On the job: On-the-job training places the employees in an actual work situation

and makes them appear to be immediately productive. It is learning by doing. For jobs, that either are difficult to simulate or can be learn quickly by watching and doing on-the job training makes sense.

2)Job Instruction Training: JIT consists of four basic steps:(a) Preparing the trainees by telling them about the job and overcoming their

uncertainties(b) Presenting the instruction, giving essential information in a clear manner;(c) Having the trainees try out the job to demonstrate their understanding; and(d) Placing the workers into the job, on their own, with a designated resource person to

call upon should they need assistance.

Off the job Technique:

1. Class room training:It is to convey rules, policies, and procedures. It is simple and efficient, have only minimum cost and time. The disadvantages are: one way communication, passive participation.

2. Conferences,seminars,workshops:

Discuss points of common interest for enriching knowledge and skill. This is a group activity. 3. Case Method/Group

Case study is based on the belief that managerial competence can be best attained through the study. Contemplation and discussion of concrete cases. Experience is the best teacher is the principle used in this method.

4. T Group training:

T stands for training. This is also known as Sensitivity Training or Laboratory Training. In this program, an attempt is made to change attitude and behaviour of people in the group. It is a small discussion group without and leader.

5. In Basket Method:

This is for developing decision making skills among the trainees. The trainee is provided with a basket or tray of papers/files related to his functional area. The trainee is expected to study and make recommendations on the problem situation.

RESEARCH METHODOLOGY

Type of SudyIt is Descriptive as well as Exploratory research design .

Sampling design Random sampling method has been used.Sample size50 respondents will be surveyed from the sampling area.Sampling unitEmployees of Banco Products (India) ltd.Research instrumentA structured questionnaire is used.Data collection methodPrimary data.The primary data for doing this project was obtained from the company officials. The information has been collected by way of interactions with employees in the organization & by the Questionnaire.Secondary data.The secondary data collected from the company’s manuals, official records, various files operating procedures & booklets.Data Analysis Techniques and toolsAfter collection of data, table is formed and the analysis of percentage responses has helped in arriving at findings and conclusions.Data analysis tools Charts, Tables, Hypothesis.In analysis tool as Hypothesis ,Chi-square is used.

Data Analysis And Interpretation

TABLE SHOWING DISTRIBUTION ACCORDING TO SEXGENDER FREQUENCY PERCENTAGE(%)

MALE 47 94

FEMALE 3 06

TOTAL 50 100

94%

6%

GENDER RATIOMALE FEMALE

Personal Bio-Data

INTERPRETATION:-The above graph indicates that there are 47 male and 3 female as respondents in this survey.

TABLE SHOWING AGE OF RESPONDENTSAGE FREQUENCY PERCENTAGE(%)

20-24 17 34

25-29 23 46

30-34 4 8

35-39 5 10

40-44 1 2

TOTAL 50 100

34%

46%

8% 10%2%

AGE RATIO20-24 25-29 30-34 35-39 40-44

INTERPRETATION:-The above graph indicates that most of the respondents are in the age group of 20 to 30.

TABLE SHOWING DESIGNATION OF RESPONDENTSDESIGNATION FREQUENCY PERCENTAGE(%)

MANAGER 3 6

DY.MANAGER 3 6

ASST.MANAGER 2 4

SR.OFFICER 21 42

ASST.OFFICER 7 14

SR.SUPERVISOR 3 6

JR.ENGINEER 8 16

OTHER 3 6

TOTAL 50 100

6% 6% 4%

42%14%

6%

16% 6%

DESIGNATION DISTRIBUTIONMANAGERDY.MANAGERASST.MANAGERSR.OFFICERASST.OFFICERSR.SUPERVISORJR.ENGINEEROTHER

Q 1:How many training program have you attended?NO OF TRAINING PROGRAM FREQUENCY PERCENTAGE (%)

1-3 15 30

4-6 26 52

7-10 7 14

MORE THAN 10 2 4

TOTAL 50 100

30%

52%

14%4%

TRAINING PROGRAM ATTENDANCE1 TO 3 4 TO 6 7 TO 10 MORE THAN 10

INTERPRETATION:-The above graph indicates that respondents are attended atleast 4-6 training programs in the organization.

General information

Q 2:Does hr department give due emphasis to training and development program?

PARTICULARS FREQUENCY PERCENTAGE(%)

YES 49 98

NO 1 2

TOTAL 50 100

98%

2%

OPINION OF RESPONDENT FOR HR POLICY ABOUT TRAINING

YESNO

INTERPRETATION:-The above graph indicates that 98 % respondents are agree that organization give importance to training and development program.

Awareness regarding Training program:

Q 1: According to you, what is training?

MEANING FREQUENC

Y

PERCENTAGE(%)

A Tool to change 2 4

A tool to bring about desired results 0 0

A tool to maximize profit 3 6

A tool to increase technical change 3 6

All of the above 42 84

None of the above 0 0

TOTAL 50 100

4%6%6%

84%

OPINION RESPONDENT ABOUT WHAT IS TRAINING

A Tool to changeA tool to bring about desired resultsA tool to maximize profitA tool to increase technical changeAll of the aboveNone of the above

INTERPRETATION:-The above graph indicate that training program is a tool to change, a tool to bring about desired results, a tool to increase technical change.

Q 2: what are objectives of training program?

OBJECTIVES FREQUENCY PERCENTAGE(%)

Team building - -

Self-awareness - -

Creativity &

Production

- -

Leadership - -

Problem solving - -

Improve technical

skill

1 2

To prevent accident - -

To reach at desire

goal

1 2

All of the above 48 96

None of the above - -

TOTAL 50 100 Team

building

Self-a

wareness

Creativit

y & Pro

duction

Leaders

hip

Problem

solvi

ng

Impro

ve te

chnica

l skill

To prev

ent a

cciden

t

To re

ach at

desire

goal

All of th

e above

None of th

e above

0

20

40

60

80

100

120

0 0 0 0 0 2 0 2

96

0

OPINION OF RESPONDENT ABOUT OBJECTIVE OF TRAINING

PERCENTAGE(%)

INTERPRETATION:-Main objectives of training program are bring self-awareness , creativity & production, to improve technical skill, to prevent accident, to reach at desire goal.

Q 3: What is the general complaints about training session?

GENERAL COMPLAINTS FREQUENCY PERCENTAGE (%)

Take away precious time of employees 10 20

Too many gaps between the sessions 9 18

Training program are unplanned 27 54

Boring and not useful 4 8

TOTAL 50 100

20%

18%

54%

8%

GENERAL COMPLAINTS OF RESPONDENTS ABOUT TRAINING SESSION

Take away precious time of employeesToo many gaps between the sessionsTraining program are unplannedBoring and not useful

INTERPRETATION:-54% respondents say training program are unplanned. Their attitude towards training program is negative. So, company has to motivate them and take interest in training program.

Q 4:What are the methods generally used in the training program in your organization?

METHODS FREQUENCY PERCENTAGE (%)

On the job training 6 12

Off the job training 46 88

TOTAL 50 100

INTERPRETATION:-The above graph indicates that off the job training used at middle level management.

12%

88%

On the job trainingOff the job training

Techniques for identifying Training NeedQ 1: Organization has a systematic analysis of activities associated with given role,

which may throw focus on training needs.SCALE OF ATING FREQUENCY PERCENTAGE(%)

STRONGLY AGREE 6 12

AGREE 35 70

NEUTRAL 9 18

DISAGREE 0 0

STRONGLY DISAGREE 0 0

TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT THERE IS WELL-DESIGNED TRAINING

POLICY IN THIS ORGANIZATION

STRONGLY AGREEAGREENEUTRALDISAGREESTRONGLY DISAGREE

INTERPRETATION:-The above graph indicates that the 70% respondents agree that there is well- designed training policy in this organization.

Q 2: The organization conducts a research for identifying training need.

SCALE OF RATING FREQUENCY PERCENTAGE (%)

STRONGLY AGREE 10 20

AGREE 26 52

NEUTRAL 11 22

DISAGREE 3 6


TOTAL 50 100

20%

52%

22% 6%

OPINION OF RESPONDENTS ABOUT ORGANIZATION CONDUCTS A RESEARCH FOR IDENTIFYING TRAINING NEED


INTERPRETATION:-The above graph indicates that the majority of respondents are agree that organization conducts a research for identifying training need.

Q 3: The training program in the organization is scheduled on fixed interval of time.

SCALE OF RATING FREQUENCY PERCENTAGE(%)


AGREE 32 64

NEUTRAL 6 12

DISAGREE 1 2


TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT TRAINING PROGRAM IN THE ORGANIZATION IS SCHEDULED IN FIXED INTERVAL OF

TIME


INTERPRETATION:64% of respondents are agree that the training program in the organization is scheduled on fixed interval of time.

Selection of ParticipantsQ 1:Many trainee are taken in to account while planning for training program.


STRONGLY AGREE 8 16

AGREE 35 70

NEUTRAL 7 14

DISAGREE 0 0


TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT MANY TRAINEES TAKEN INTO ACCOUNT WHILE PLANNING FOR TRAIN-

ING PROGRAM STRONGLY AGREEAGREENEUTRALDISAGREESTRONGLY DISAGREE

INTERPRETATION:70% of respondents are agree that many trainee are taken in to account while planning for training program.

Q 2: The organization has a system to find out who should be trained to make effective use of training.SCALE OF RATING FREQUENCY PERCENTAGE (%)

STRONGLY AGREE 5 10

AGREE 34 68

NEUTRAL 10 20

DISAGREE 1 2


TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT ORGANIZATION HAS A SYSTEM TO FIND OUT WHO SHOULD BE TRAINED TO MAKE

EFFECTIVE US OF TRAINING


INTERPRETATION:Majority of respondents say that organization has to find out who should be trained to make effective use of training.

Training and development as HR SUBSYSTEMQ 1: Induction training is given adequate importance in this organization.

SCALE OF

RATING

FREQUENCY PERCENTAGE

(%)

STRONGLY

AGREE

9 18

AGREE 34 68

NEUTRAL 7 14

DISAGREE 0 0

STRONGLY

DISAGREE

0 0

TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT INDUCTION TRAINING IS GIVEN ADEQUATE IMPORTANCE IN THIS

ORGANIZATION


HYPOTHESIS:• Step 1:

Ho: Induction Training is not important in the organization.Ha: Induction Training is important in the organization.

• Step 2:

The statistical test isΧ2 = Σ [ (Or,c - Er,c)2 / Er,c ]

• Step 3:Alpha is 0.05.

• Step 4:Degree of freedom are (5-1)(5-1)=16.The critical value of chi-square for α=0.05 is Χ2

0.05,16=26.2962.The decision rule is to accept the null hypothesis if the observed chi-square is LESS than 26.2962.

Step:5AGE S.A A N D S.D TOTAL

20-24 7 7 3 0 0 17

25-29 7 16 0 0 0 23

30-34 2 0 2 0 0 4

35-39 2 3 0 0 0 5

40-44 0 1 0 0 0 1

TOTAL 18 27 5 0 0 50

Step6:E r,c=(nr*nc)/n =15.347

Step 7:The analyzed value of chi-square, 15.347, is less than the critical value of chi-square, 26.2962.The decision is to reject the null hypothesis; that is induction training is important in the organization.

Q 2:Induction training is well planned.SCALE OF RATING FREQUENCY PERCENTAGE (%)

STRONGLY AGREE 8 16

AGREE 27 54

NEUTRAL 14 28

DISAGREE 1 2


TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT INDUCTION TRAINING IS WELL PLANNED


INTERPRETATION:majority of respondents 27(54%) are agree that induction training is well planned.

Q 3: Norms and values of the organization are clearly explained to new employees during induction



AGREE 27 54

NEUTRAL 11 22

DISAGREE 2 4


TOTAL 50 100

6%

54%

34%

4% 2%

POPINION OF RESPONDENTS ABOUT NORMS AND VALUES OF THE ORGANI-ZATION ARE CLEARLY EXPLAINED TO NEW EMPLOYEES DURING INDUCTION


INTERPRETATION:I felt that norms and values of the organization are clearly explained to new employees during induction training.

Q 5:The Quality of training program in this organization is excellent.


STRONGLY AGREE 6 12

AGREE 29 58

NEUTRAL 14 28

DISAGREE 1 2


TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT THE QUALITY OF TRAINING PROGRAM IN THIS ORGANIZATION IS EX-

CELLENT


INTERPRETATION:Majority of respondents 29(58%) are agree that the quality of training program in this organization is excellent.

Attitude of trainees towards Training program

Q 1:Training would help employees to overcome his weakness and improve his strength, thus it would enable him to faction effectively on job and prepare him for higher responsibilities.


STRONGLY AGREE 6 12

AGREE 39 78

NEUTRAL 4 8

DISAGREE 1 2


TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT TRAINING WOULD HELP EMPLOYEES TO OVERCOME HIS WEAKNESS & IMPROVE HIS STRENGTH, THUS IT WOULD ENABLE HIM TO FACTION EF-

FECTIVELY ON JOB & PREPARE HIM FOR HIGHER RESPONSI-BILITIES


INTERPRETATION:Thus, majority of respondents 39(78%) are agree.

Q 2. It helps diagnosing and analyzing the individual level.



AGREE 29 58

NEUTRAL 6 12

DISAGREE 3 6


TOTAL 50 100

INTERPRETATION:Above graph shows that organization diagnosing and analyzing training needs at individual level.

24%

58%

12%6%

OPINION OF RESPONDENTS ABOUT TRAINING HELP DIAGNOSING & ANALYZING THE INDIVIDUAL

PROBLEM AT INDIVIDUAL LEVEL


Q 3:Training enhances the functioning of the employees by developing skills and knowledge at different level.


STRONGLY AGREE 6 12

AGREE 37 74

NEUTRAL 7 14

DISAGREE 0 0


TOTAL 50 100

24%

58%

12%6%

OPINION OF RESPONDENTS ABOUT TRAINING ENHANCES THE FUNC-TIONING OF THE EMPLOYEES BY DEVELOPING SKILLS & KNOWLEDGE AT

DIFFERENT LEVEL


INTERPRETATION:Majority of respondents response that Training enhances the functioning of the employees by developing skills and knowledge at different level.

Q 4: The organization encourages training program.



AGREE 35 70

NEUTRAL 4 8

DISAGREE 0 0


TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT TRAINING HELP DIAGNOSING & ANALYZING THE INDIVIDUAL PROBLEM AT INDIVIDUAL LEVEL


INTERPRETATION:70% respondents are agree that organization encourages training program.

Q 5: The organization sends employees for external training.SCALE OF RATING FREQUENCY PERCENTAGE (%)


AGREE 14 38

NEUTRAL 5 10

DISAGREE 3 6


TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT THE ORGANI-ZATION SENDS EMPLOYEES FOR EXTERNAL TRAIN-

ING


INTERPRETATION:From the above graph it can be seen that out of 50 respondents, 27(54%) respondents are strongly agree, 14(38%) respondents are agree and 5(10%) respondents are neutral, 3(6%) respondent is disagree and 1(2%) respondent is strongly disagree. Thus, majority of respondents 14(38%) are agree.

Extent of effectives of TrainingQ 1:The training program facilitates employee’s efficiency to large extent.


STRONGLY AGREE 7 14

AGREE 31 62

NEUTRAL 12 24

DISAGREE 0 0


TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT THE TRAINING PROGRAM FACILITATE EMPLOYEE’S EFFECIENCY TO

LARGE EXTENT


INTERPRETATION:7(14%) respondents are strongly agree, 31(62%) respondents are agree and 12(24%) respondents are neutral, 0(0%) respondent is disagree and 0(0%) respondent is strongly disagree. Thus, majority of respondents 31(62%) are agree that the training program facilitates employee’s efficiency to large extent. .

Q 2:The training program facilitate organization’s efficiency to large extent.SCALE OF RATING FREQUENCY PERCENTAGE (%)

STRONGLY AGREE 6 12

AGREE 33 66

NEUTRAL 11 22

DISAGREE 0 0


TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT THE TRAINING PROGRAM FACILITATE ORGANIZATION’S EFFECIENCY TO LARGE EXTENT


INTERPRETATION:Out of 50 respondents, OPINION OF RESPONDENTS ABOUT THE TRAINING PROGRAM FACILITATE ORGANIZATION’S EFFECIENCY TO LARGE EXTENT 6(12%) respondents are strongly agree, 33(66%) respondents are agree and 11(22%) respondents are neutral, 0(0%) respondent is disagree and 0(0%) respondent is strongly disagree. Thus, majority of respondents 33(66%) are agree.

Q 3: The training technique allows participation.SCALE OF RATING FREQUENCY PERCENTAGE (%)


AGREE 31 62

NEUTRAL 8 16

DISAGREE 0 0


TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT THE TRAINING TECHNIQUES ALLOWS PARTICIPANTS FOR EQUAL PARTICIPATION


INTERPRETATION: Majority of respondents 31(62%) are agree that Training techniques allows participants for equal participation.

Q 4:The training and development techniques help the employees to overcome from their problems.


STRONGLY AGREE 9 18

AGREE 33 66

NEUTRAL 7 14

DISAGREE 0 0


TOTAL 50 100

6%

54%

34%

4%2%

OPINION OF RESPONDENTS ABOUT THE TRAINING & DEVEL-OPMENT TECHNIQUES HELPS THE EMPLOYEES TO OVERCOME

FROM THEIR PROGRAM


INTERPRETATION:Out of 50 respondents, OPINION OF RESPONDENTS ABOUT THE TRAINING & DEVELOPMENT TECHNIQUES HELPS THE EMPLOYEES TO OVERCOME FROM THEIR PROGRAM 9(18%) respondents are strongly agree, 33(66%) respondents are agree and 7(14%) respondents are neutral, 0(0%) respondent is disagree and 1(2%) respondent is strongly disagree. Thus, majority of respondents 33(66%) are agree.

Q 5: The management talks participants return from external training to assess the effect of the program and learning as well as follow up.


STRONGLY AGREE 3 6

AGREE 27 54

NEUTRAL 17 34

DISAGREE 2 4


TOTAL 50 100

6%

54%

34%

4% 2%

OPINION OF RESPONDENTS ABOUT THE MANAGEMENT TALKS PARTIC-IPANTS RETURN FROM EXTERNAL TRAINING TO ASSESS THE EFFECT OF

THE PROGRAM AND LEARNING AS WELL AS FOLLOW UP


INTERPRETATION: Majority of respondents 27(54%) are agree that The management talks participants return from external training to assess the effect of the program and learning as well as follow up.

FINDINGS1. This training also achieve the desire goal, is to increase to leadership & problem solving

skills, to prevent accident . 2. 98 % respondents are agree that organization give importance to training and

development program.(Q 2)

3. In the organization, mainly off the job training is given to the middle level employees. On the job training is given to the workers.

4. 70% respondents agree that there is well- designed training policy in this organization. 5. The organization has pre planned program for the selection of the trainee for training

programme. 6. I felt that organization give due importance to induction training. majority of respondents

27(54%) are agree that induction training is well planned.(Q 2 is part of training and development as hr subsystem)

7. Majority of respondents 29(58%) are agree that the quality of training program in this organization is excellent.(Q 5 is part of Attitude of trainees towards Training program)

8. Out of 50 respondents, opinion of respondents about the training techniques allows participants for equal participation 11(22%) respondents are strongly agree, 31(62%) respondents are agree.(Q 3 is part of extent of effectives of training)

9. Trainees have positive attitude towards the training programmes. 10. In the BANCO , HR manager makes schedule for the training programme, & on the

basis of selection of trainees & the need of training, the training is given to employee.

RECOMMENDATION• The organization should have give due importance on workers to attend

training program in organization. Employees have to believe that it is the part of their work.

• The trainee fill the feedback form and from time to time test are conducted

to know the gauge the effectiveness of training to employee to check their memory if they retain anything or not.

• The management should have to talk participants return from external

training to assess the effectiveness of the program and learning as well as follow up.

• Internal faculties should be encouraged in order to bring out the talent and

potential in employees besides creating a sense of goodwill. • Making training and development process and entirely in house activity to

reduce cost.

CONCLUSION

• Company has defined policy of training, the idea which is accepted by majority. • Majority of respondents agree that HR Dept. Give due emphasis to Training and Development

program.

• Majority of respondents agree that training program is unplanned. • Lack of instrument and inviting external faculties seems to barrier in proper training program. • A majority of respondents agree that training program facilitate employee’s efficiency to

large extent. • Majority of respondents agree that organization encourages training program. • Majority of respondents agree that selection of participants for training based on system

which decide who require training.

BIBLIOGRAPHY

• Human Resource and Personal Management: Aswathapa• Human Resource Management : Gary Dessler , Biju Varkkey• Gower handbook of training and development : Anthony Landale • How to identify your organization’ s training needs: John H McConnell• Lepak, David and Gowan, Mary(2009) Human Resource Management, Prentice

Hall, New Delhi,2009• Haldar, Uday kumar,(2009) Human Resource Development Oxford uni, New Delhi

Websites:• www.google.com• www.bancoindia.com• www.naukrihub/training and development.com

http://www.mwls.co.uk/book.htm

http://www.mwls.co.uk/book.htm

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http://www.bancoindia.com/

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