A STUDY ON IDENTIFICATION EMPLOYEE TRAINING AND DEVELOPMENT

IN NERO AIRFILTERS CORPORTATION LIMITED AT COIMBATORE

CHAPTER-I

INTRODUCTION

1. INTRODUCTION ABOUT THE STUDY ON TRAINING AND

DEVELOPMENT

Definition

“Training is the continuous, systematic development among all levels of employees of

that knowledge and those skills and attitudes which contribute to their welfare and that of the
company”.

-M. C Lord and Efferson

“Training may be defined as a process of developing an understanding of some

organized body of facts, rules and methods. This information concerns largely the operative
phases of an applied knowledge”.

-R. C Davis
INTRODUCTION

Training of personnel consists in providing them with the necessary facilities and
opportunities to acquire knowledge develop skills and cultivate attitudes and behavior for the
efficient and effective discharge of their duties and responsibilities. Administrative skills can
be grouped into technical skills, human skills and conceptual skills. Training should enable
people to perform their present duties effectively and at the same time prepare them to
shoulder higher responsibilities in the future. The ultimate objective of training for personnel
is the improvement in the effectiveness of achievement of organizational objectives.

Each and every position in an organization calls for a certain amount of expertise in
terms of knowledge, skills and attitudes. The person occupying the position may not have all
the elements. Of expertise required for effectively performing new technology or procedure
or law. The need for training arises in account of the requirement of filling the gap between
the skills and competences required for the performance of a job and the expertise actually
possessed by the job holder. This gap can be filled either by institutional training or on-the-
job training.

The common method is to mount a course on the basis of the experimental wisdom.
Hence, a training course conducted kin a training institution is generally looked upon as some
kind of an isolated event. This is one of the reasons why it has not been possible to derive the
maximum benefit from a training course. Institutional training is regarded as a break from the
monotony of the job. No wonder ‘sabbatical’ was one of the objectives of some of the
courses.

It is time that training is looked upon as a system. A system may be defined as a

group of inter-related and inter-development parts or processes operating in a sequence,
according to a predetermined plan in order to achieve a goal or series of goals.

For understanding a system or for setting up a system, one should start by determining
the objectives of the system i.e. what the system seeks to accomplish.
 The inputs are to be identified and the outputs specified. In the light of the
relationship between the inputs and outputs the different processes can be worked out.
Suitable feedback must be obtained at the various stages, to ensure appropriate corrective
steps at the necessary stages.

A training course is the training effort of organization. It may be said that the trainees
from the basic input, together with the other resource such as the physical facilities, reading
material, resource persons, etc. The design and conduct of the course constitute the processes
and the trained employee the output. The evaluation of the training course, generally done at
the end of the course, is the feedback of the basis of which improvements are made in the
subsequent courses organized by the institution. But this is a simplistic and crude way of
viewing the training effort though it illustrates the systems concept of an institutional training
effort with the untrained employee, the training course, the trained employee and the
evaluation of the training course representing the input, the process, the output and feedback
control.

A significant and meaningful approach for a proper understanding of the training

effort as systems concept consist not in regarding the conduct of the training programmers as
the sole process involved, but in viewing the training programmers as a link in the chain of
professional development of an employee. If this view is accepted a systems concept of
training would include the environment and organization in which the employee works. It
will also include the identification of his training needs, and the other salient aspects such as
the determination of training objectives, designing, and the training programmers its
implementation and evaluation. The evaluation should not only cover the training imparted
but the improvement in organizational effectiveness and achievement of organizational goals
resulting from the contribution of the trained employee. Thus, the training effort becomes a
total system of which the sub-systems are the different aspects outlined above.
TRAINING

Training is concerned with imparting developing specific skills for a particular

purpose. Training is the act of increasing the skills of an employees for doing a particular
job. Training is the process of learning a sequence of programmed behavior.

In earlier practice, training program focused more on preparation for improved

performance in particular job. Most of the trainees used to be from operative levels like
mechanics, machines operators and other kinds of skilled workers. When the problems of
supervision increased, the step were taken to train supervisors for better supervision.

DEVELOPMENT

Management development is all those activities and programme when recognized and
controlled have substantial influence in changing the capacity of the individual to perform his
assignment better and in going so all likely to increase his potential for future assignments.

Thus, management development is a combination of various training programme,

though some kind of training is necessary, it is the overall development of the competency of
managerial personal in the light of the present requirement as well as the future requirement.

Development an activity designed to improve the performance of existing managers

and to provide for a planned growth of managers to meet future organizational requirements
is management development.

Management development is based on following on assumptions.

1. Management development is a continuous process. It is not one shot program but continues
though out the career of a manager.

2. Management development is any kind of learning, is based on the assumption that there,
always existing a gape between an individual’s performance and his potential for the
performance.

3. Management development seldom takes place in completely peaceful and relaxed

atmosphere.
4. Management development requires clear setting of goals.

5. Management development required conducive environment.

TRAINING AND DEVELOPMENT DEFINED

It is concerned with the structure and delivery of acquisition of knowledge to

improves the efficiency and effectiveness of organization.

It is concerned with improving the existing skills and exploring the potential skills of
the individual i.e. upgrading the employees’ skills and extending their knowledge. Therefore,
training is a key to optimizing utilization human intellectual technological and
entrepreneurial skills.

Training and Development referred to as:

• Acquisition and sharpening of employees capabilities that is required to perform various

obligations, tasks and functions.

 Developing the employees capabilities so that they may be able to discover their
potential and exploit them to full their own and organizational development purpose
 Developing an organizational culture where superior subordinate relationship, team
work, and collaboration among different sub units are strong and contribute to
organizational wealth, dynamism and pride to the employees.

DEVELOPMENT DEFINED

It helps the individual handle future responsibilities, with less emphasis on present job
duties.

INTRODUCTION OF TRAINING

TRAINING-DEFINED

 It is a learning process that involves the acquisition of knowledge, sharpening of

skills, concepts, rules, or changing of attitudes and behaviors to enhance the
performance of employees.

Training is activity leading to skilled behavior.

  It’s not what you want in life, but it’s knowing how to reach it
 It’s not where you want to go, but it’s knowing how to get there
 It’s not how high you want to rise, but it’s knowing how to take off
 It may not be quite the outcome you were aiming for, but it will be an outcome
 It’s not what you dream of doing, but it’s having the knowledge to do it
 It's not a set of goals, but it’s more like a vision
 It’s not the goal you set, but it’s 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.

ROLE OF TRAINING

IMPORTANCE OF TRAINING AND DEVELOPMENT

 Optimum Utilization of Human Resources – Training and Development helps in

optimizing the utilization of human resource that further helps the employee to
achieve the organizational goals as well as their individual goals.
 Development of Human Resources – Training and Development helps to provide an
opportunity and broad structure for the development of human resources’ technical
and behavioural skills in an organization. It also helps the employees in attaining
personal growth.
 Development of skills of employees – Training and Development helps in increasing
the job knowledge and skills of employees at each level. It helps to expand the
horizons of.
 Productivity – Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal.
 Team spirit – Training and Development helps in inculcating the sense of team work,
team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn
within the employees.
 Organization Culture – Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
within the organization.
  Organization Climate – Training and Development helps building the positive
perception and feeling about the organization. The employees get these feelings from
leaders, subordinates, and peers.
 Quality – Training and Development helps in improving upon the quality of work and
work-life.
 Healthy work environment – Training and Development helps in creating the healthy
working environment. It helps to build good employee, relationship so that individual
goals aligns with organizational goal.
 Health and Safety – Training and Development helps in improving the health and
safety of the organization thus preventing obsolescence.
 Morale – Training and Development helps in improving the morale of the work force.
 Image – Training and Development helps in creating a better corporate image.
 Profitability – Training and Development leads to improved profitability and more
positive attitudes towards profit orientation.
 Training and Development aids in organizational development i.e. Organization gets
more effective decision making and problem solving. It helps in understanding and
carrying out organizational policies
 Training and Development helps in developing leadership skills, motivation, loyalty,
better attitudes, and other aspects that successful workers and managers usually
display.

IMPORTANCE OF TRAINING OBJECTIVES

• Training objectives are one of the most important parts of training program. While some
people think of training objective as a waste of valuable time. The counterargument here is
that resources are always limited and the training objectives actually lead the design of
training. It provides the clear guidelines and develops the training program in less time
because objectives focus specifically on needs. It helps in adhering to a plan.

• Training objective tell the trainee that what is expected out of him at the end of the training
program. Training objectives are of great significance from a number of stakeholder
perspectives,

1. Trainer

2. Trainee
3. Designer

4. Evaluator

• Trainer – The training objective is also beneficial to trainer because it helps the trainer to
measure the progress of trainees and make the required adjustments. Also, trainer comes in a
position to establish a relationship between objectives and particular segments of training.

• Trainee – The training objective is beneficial to the trainee because it helps in reducing the
anxiety of the trainee up to some extent. Not knowing anything or going to a place which is
unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep
the participants aware of the happenings, rather than keeping it surprise.

Secondly, it helps in increase in concentration, which is the crucial factor to make the training
successful. The objectives create an image of the training program in trainee’s mind that
actually helps in gaining attention.

Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving
those goals is much higher than the situation in which no goal is set. Therefore, training
objectives helps in increasing the probability that the participants will be successful in
training.

• Designer – The training objective is beneficial to the training designer because if the
designer is aware what is to be achieved in the end then he’ll buy the training package
according to that only. The training designer would then look for the training methods,
training equipments, and training content accordingly to achieve those objectives.
Furthermore, planning always helps in dealing effectively in an unexpected situation.
Consider an example; the objective of one training program is to deal effectively with
customers to increase the sales. Since the objective is known, the designer will design a
training program that will include ways to improve the interpersonal skills, such as verbal and
non verbal language, dealing in unexpected situation i.e. when there is a defect in a product
or when a customer is angry. Therefore, without any guidance, the training may not be
designed appropriately.
• Evaluator – It becomes easy for the training evaluator to measure the progress of the
trainees because the objectives define the expected performance of trainees. Training
objective is an important to tool to judge the performance of participants.

• Training As Consultancy

Training consultancy provides industry professional to work with an organization in

achieving its training and development objectives.

• Estimation of Training Outsourcing

It has been estimated that 58% of the emerging market in training outsourcing is in
customer education, while only 42 percent of the market is in employee education.

THE TRAINING CONSULTANCIES OFFER VARIOUS BENEFITS SUCH AS:

Training Courses that Consultancies Offer

The various courses that consultancies offer are:

• Business Training Courses

 Management Development
Conflict Management
Managing Diversity
Project Management
Stress Management
Time Management
Senior Management Workshops
 Sales
Negotiation Skills
Sales Technique
 Customer Care
Customer Care Training
Managing Customers
 Human Resource
HR Administration
Induction Training
 Recruitment & Selection
Successful Appraising

• Personal Development Courses

 Workshops on:
Assertive Skills
Building Confidence
Coping with Change
Interview Techniques
Maximize Potential
 One to One Coaching
Focused entirely on personal objectives
Move forward at individual pace
Material used in tailor made to specific development Need
A strict code of confidentiality

IMPORTANCE OF TRAINING CONSULTANCIES

 It helps in enhancing company’s image

 It helps in strengthening the team spirit
 It helps in applying knowledge, developing core competencies, and reducing
work load
 It helps in improving the work relations
 It helps in developing focused and inspired staff
 It leads to greater chances of success

RESEARCH METHODOLOGY

METHODOLOGY

Methodology can be defined as-

“The analysis of the principles of methods, rules, and postulates employed by a discipline”.

“The systematic study of methods that are, can be or have been applied within a discipline”.

“A particular procedure or set of procedures”.

Methodology includes a collection of theories, concepts or ideas as they relate to a particular

discipline or field of inquiry:

Methodology refers to more than a simple set of methods;

Primary data was collected through

 Questionnaires
 Personal observations

Secondary data was collected through

 Newspapers
 Magazines
 Internet

SAMPLE SIZE

Sample size is decided under three decisions:

1- Sample Size unit – NERO AIRFILTERS CORPORTATION LIMITED AT

COIMBATORE

No. - 750 Staff members.

PERIOD OF THE STUDY

The period of the study consists of 30 days in a reputed industrial organization, which is the
manufacture of Automotive Parts situated at NERO AIRFILTERS CORPORTATION
LIMITED AT COIMBATORE

DATA COLLECTION:

Data was collected through both primary and secondary sources. The primary data was
collected through administration of questionnaire through personal observation. Secondary
source includes article from magazines. Company's manual and Internet was also used to
collect data (secondary).

RESEARCH DESIGN

In this project I have tried to present details about the training and development programs
being presently followed in NERO AIRFILTERS CORPORTATION LIMITED AT
COIMBATORE and the feedback, I collected from different employees during my
interaction with them.

The scope of training and development can be explained with the help of following
points - Exact position of performance of employees through their feedback

Development of the employees through various training and development programs.

Developing altered of unbiased treatment to all employees.

Leads to improved profitability and/or more positive attitudes towards profit

orientation.

 Improves the job knowledge and skills at all levels of the organization
 Improves the morale of the workforce.
 Helps people identify with organizational goals.
 Helps create a better corporate image.
 Fosters authenticity, openness and trust.
 Improves relationship between boss and subordinate.
 Aids in organizational development.
 Learns from the trainee.
 Helps prepare guidelines for work.
 Aids in understanding and carrying out organizational policies.
 Provides information for future needs in all areas of the organization.
 Organization gets more effective decision-making and problem-solving skill.
 Aids in increasing productivity and/or quality of work.
 Helps keep costs down in many areas, e.g. production, personnel, administration, etc.
 Develops a sense of responsibility to the organization for being competent and
knowledgeable.
 Improves Labour-management relations.
 Reduces outside consulting costs by utilizing competent internal consultation.
  Stimulates preventive management as opposed to putting out fires.
 Eliminates suboptimal behavior (such as hiding tools).
 Creates an appropriate climate for growth, communication.
 Aids in improving organizational communication.

1. OBJECTIVE OF THE STUDY:

The specific objectives of the study are:

 To examine the effectiveness of training in overall development of skills of

workforce.
 To examine the impact of training on workers.
 To study the changes in behavioral pattern due to training.
 To find out new methods of training and development in NERO AIRFILTERS
CORPORTATION LIMITED AT COIMBATORE
 . I have tried to take a view on the topic in a practical manner, so that the feedback
can be provided to the organization.

Research design: Exploratory as well as descriptive

Sampling design: Stratified random sampling design

Research method: Survey method

Research tool: Questionnaire and informal personal interview

Sources of data collection: Primary data and secondary data

Sample size: 110

Research area: NERO AIRFILTERS CORPORTATION LIMITED AT COIMBATORE

SCOPE OF THE STUDY

In this project I have tried to present details about the training and development
programs being presently followed in NERO AIRFILTERS CORPORTATION
LIMITED AT COIMBATORE and the feedback, I collected from different employees
during my interaction with them.

The scope of training and development can be explained with the help of following points -

1. Exact position of performance of employees through their feedback

2. Development of the employees through various training and development programs.

3. Developing altered of unbiased treatment to all employees

LIMITATION:

During my training period although the management and plant personnel were very
co-operative & extended their full support, yet there were following limitations associates
with my study which I would like to mention:

Due to the busy schedule of an organization I was unable to grasp the precious words
of the HRD Manager.
CHAPTER SCHME:

Chapter 1: Introduction

Chapter 2: Review Of Literature

Chapter 3: Research Methodology

Chapter 4: Data Analysis And Interpretations

Chapter 5: Findings

Chapter 6: Biblography

TOOLS OF THE STUDY

Percentage analysis and chi-square are used for analyzing the data collected.
Percentages are obtained when ratios are multiplied by 400.
No. of respondents
Percentage of respondents = ---------------------------- X 100
Total No. of respondents

CHI-SQUARE ANALYSIS:
Chi-square test = (O-E)2/E
Degrees of freedom = V = (r-1) (C-1)
Where O = Observed Frequency
E = Expected Frequency
R = Number of rows
C = Number of columns
Level of significance = 5%.
A STUDY ON TRAINING AND DEVELOPMENT QUESTIONARY:

1. Name
2. Various age groups of the employees:

a) Below-25years

b) 25-34 years

c) 34-44 years

d) 45-54 year

e) above 55 years

3. Gender of the employee

a. Male

b. Female

4. The distribution of the respondents by income level:

a) Below 6000

b) 6000-10000

c) 10000-14000

c) 15000-18000

d) above 18000

5.Qualification level:

a) SSLC
b) HSC
c) Graduate
d) Diploma
e) Others
6. Experience:

a) Below 2 years
b) 2-5 years
c) 6-10 years
d) 10-13 years
e) Above 13 years

7. Opinion about the regular assessment of training needs at the company.

A. Yes
B. No

8. Opinion about training process as a learning experience.

A. Highly Satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied

9. Opinion about the performance of trainer/ guest faculty/ instructor.

A. Highly Satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied
10. Achievement of learning objective from training program
A. Yes
B. Partially
C. No
D. can t say

11. Relevancy of training program with the job

A. Highly Satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied

12. There is well designed and widely shared training policy in the company

A. Highly Satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied

13. Opinion about the content and methodology used in the training program

A. Highly Satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied
14. Usefulness of training materials

A. Highly Satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied

15. Opinion about the use of audio-visual aids.

A. Highly Satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied

16. Opinion about the practical session in the training program.

A. Highly Satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied

17. Opinion about the working environment

A. Highly Satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied
18. Opinion about the time duration given for the training period

A. Highly Satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied

19. Opinion about the preferences given to the participants suggestions

A. Highly Satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied
20. Opinion about the motivation given to the participants

A. Highly Satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied
21. Are employees permitted times off from work to attend training?

A. Yes with pay

B. Yes without pay
C. No
D. No such think

22. Does training process affect normal working hours?

A. Yes
B. No
C. Can’t say
23. Do you think employees apply the new concepts taught at the training program in their
job?

A. Yes
B. Somewhat
C. No
D. Can’t say

24. Opinion about overall quality of the training program

A. Very good
B. Good
C. Fair
D. Poor
E. Very Poor

25. Have your personal goals been benefiting out of training?

A. Yes
B. Somewhat
C. No
D. Can’t say

26. Opinion about the satisfaction of the training program conducted as per the schedule.

A. Highly Satisfied
B. Satisfied
C. Neutral
D. Dissatisfied
E. Highly Dissatisfied