A PROJECT REPORT ON

A Study on impact of Human Resource development practices on

employee Satisfaction

(A Report submitted in partial fulfillment of the requirements for the

award of degree of Master of Business Administration in JNTU,
Hyderabad)

Submitted By

Ms. JYOTHI MAHI PANDA

Roll No: 17H51E0058

MBA HR

Under the Guidance of

Dr. VIJAYALAKSHMI

MBA AssistantProfessor

DEPARTMENT OF MASTERS IN BUSINESS ADMINISTRATION

CMR COLLEGE OF ENGINEERING AND TECHNOLOGY

(Autonomous)

Approved by AICTE, Permanently Affiliated to JNTUH. An NBA

Accredited Institute Kandlakoya, Medchal Road, Hyderabad-50140

2017-2019

1
 DECLARATION

I, Jyothi mahi panda(17H51E0058), a bonafied student of CMR College of

Engineering & Technology , pursuing MBA (HUMAN RESOURCE), II year ,
declare that the project report entitled “ A STUDY ON IMPACT OF HUMAN
RESOURCE DEVELOPEMENTAL ACTIVITIES ON EMPLOYEE
SATISFACTION” submitted by the fulfilment of the requirement to the award
of the degree of MASTERS OF BUSINESS ADMINISTARTION from
CMR CET(JNTUH) it was recorded of original work done by me under our
supervision of Dr.Vijaya Lakshmi in CMR CET (JNTUH).It was not submitted
to any other university or institution for the any award in degree/diploma
certificate.
I take full responsibility of any omissions and errors in the report.

Internal Guide Head of the Department

2
 ACKNOWLEDGEMENT

This given me a delighted pleasure to write an acknowledgement to this

project. In every attempt I explained each and every word and it May not be
completed without support and guidance of learned people. I want to express
my way to the people who provided me constant guidance and encouragement
is without the project didn’t have been daylight.

I want to express my thanks and gratitude to major DR.V.A.

NARAYANA, PRINCIPLE for his support and encouragement is helped me
to complete this project.

I want to express my thanks and gratitude toDr.A.KOTISHWAR,

H.O.D MBA, for his support and encouragement is helped me to complete his
project.

I want to express my thanks and gratitude Dr.VIJAYA LAKSHMI ,

INTERNAL GUIDE she taken responsibility and great interest on my project
and she supported to finish the project.

I would like to thank my parents for being supportive all the time and I am
very much obliged to them.

JYOTHIMAHI PANDA

17H51E0058

3
 INDEX
SNO CONTENTS PAGE NO
1.1 INTRODUCTION 6
1.2 Review of Literature 8
1.3 Research Gap 10
1.4 Research Questions 10
1.5 Scope of the study 10
1.6 Objectives of the study 10
1.7 Hypothesis 11
1.8 Research Methodology 11
1.8.1 Research design
 Size
 Area
 Technique
1.8.2 Data Collection 12
1.8.3 Period of the study 12
1.8.4 Statistical tools 12
2 Data Analysis& Interpretation 13
3. Findings, Conclusion, Suggestions
&Limitations
3.1 Findings 31
3.2 Conclusion 32
3.3 Suggestions 33
3.4 Limitations 35
Questionnaire 36

4
 ABSTRACT

An association's prosperity is settled as much by the expertise and inspiration of its individuals, full
promise to their possibilities, to achieve the objectives of the association, and thus guaranteeing
streamlining of HR. To endure it is amazingly fundamental for an association to get the
modification in the earth and besides consistently set up their representatives to address the
troubles that will emphatically influence the association. In this way, association air ought to speak
to the reasoning and objectives of the individuals who join to make the association. The kind of
environment that an association looks for is needy upon the sort of people it has, the kind of
development, guidance and desires for people in it. The point with this examination is to choose
the consistent fundamental targets and execution norms for each activity.

We will concentrate here on parts of progress and utilization that are most proper to the subject of
guaranteeing that everyone has a similar picture of what execution is realized. The central purpose
of this review is to comprehend the possibility of human asset developmental practices and its
impact on worker satisfaction. The overview results revealed that the essential factors behind
delegate fulfillment are inadequate open doors for planning and headway, work disappointment.
The outcome demonstrated that half of the representatives did not want to look for the work
somewhere else.
The end is that the organization may make a move to improve the acknowledgment and info
process, give more chances to planning workers and give different advantages (cash related and
non-monetary)

5
 CHAPTER 1

INTRODUCTION

HRD PRACTICES
HRD rehearses accept a fundamental occupation in the accomplishment of an association. The Human
Resource Development practices will propel agent fulfillment and ability to attract and hold the
overall public in the association. In India, an expert perspective to HRD began just in 1970, regardless
of the way that the HRD processe have existed somewhat in India earlier moreover. LARSEN and
TURBO was the main association to make thing plan and execute a particular HRD framework. Later
on the expert stance to HRD spreaded to the following association. The XLRI was the main
educational organization to setup an irrefutable focal point of HRD.

A national HRD Network has additionally been built up in 1985. Looking adjustments from HRD
framework, a few driving organizations have continued in making a different HRD division to
improve the board relations. The key target of HRD in the authoritative measurement is normally to
have battle and propelled delegate to guarantee managerial effectivenes and advancement of
association. HRD would almost certainly hold people and this would be the best approach to bring the
full scale changes.

HRD is generally stressed over structure up the aptitudes, information and endeavors of people and it
is people arranged thought. HRD is stressed over the improvement of HR in an association.
Improvement implies improving the current abilities of the human asset in the associations and
helping them to verify new limit required for the achievement of the corporate just as individual
objectives. This examination is an undertaking to basic explore the HRD routine concerning Chennai
with the Training and Advancement, Performance Appraisal, Employee duty, remunerate framework
and Employee Welfare.

6
 1.1 REVIEW OF LITERATURE

Kolekar B.D. (2015):

"A Study of HRD In Selected Public Sector Undertaking In Maharashtra And Goa" recommended to

give transient trainings, assigning an official (getting ready and developement) as strong advance

towards HRD, a trustworthy introduction evaluation framework and issuing compensating letters to

incredible performer workers. Analyst had thought about just enrollment, choice, planning and agent

responsibility and execution examination. He centers around delegate counselings, etc and utilization

of PC in working of HRDeffectively.

Bansal, M.P. (2014) „HRD IN Public Enterprise‟. He made significance investigation of Human asset

developement in SAIL. The examination depends on field overview, individual round gathering and a

review of distributed book. The book contains thought investigation of Human asset developement, its

proces and extension, a chart of Human asset developement in open segment undertaking in India,

profile of Steel Authority India Ltd, the piece of HRD practiced in SAIL. Maker has given separated

record of executing of HRD apparatuses like association developement, Training , Performance

Appraisal, agent engagementetc.

Singh, I.P. (2011), in his article, "The Need for an attention on HRD for Workers", has communicated

that HRD for specialists is very differents in substance a from HRD for the director

staff. Also, different kinds of program may must be intended for laborers of different parts. These

program are getting ready, guiding, venture, welfare, nature of work life, quality circle, and grievance

managing. In the article, based on study he has taken, he saw that the association gave more centrality

to getting ready of specialists. Be that as it may, there were deficient with regards to offices for

laborers improvement. He infers that the line directors should be delicate to the issues of work or
7
worker and should grasp a lot of HRD activitiy forworkers.

Chavare D.T. (2010)

"A Study of HRD in Vocational Education Institution in Western Maharashtra" recommended a

uniform plan for enrollment in Western Maharashtra. He recommended that, promotion ought to be

given in Marathi paper, proficient guidance determination magistrate ought to be encircled and

proficient preparing based planning ought to be realized. The Researcher had talked about certain

parts of HRD, for example, enlistment, choice, planning, improvement, association progression,

specialist duty and careerplanning.

S. Sundararajam (2009), in "Creating Trends of HRD Practices in Cooperative Sector-Perspective

Approach" has seen based on overview of representatives working in a few accommodating

associations arranged in the south west bit of Tamilnadu, that general HRD environment in the

pleasing area associations emitted an impression of being neither incredible nor horrible. The senior

representatives saw that the HRD air ought to be improved in the present centered condition. At the

point when all is said in done, the representatives demonstrated dismal temper towards the

HRD strategies and practices. The maker gives all in all finish of his investigation that the

improvement of human is a specific employable limit of work force office. Ultimately he says that we

can't set up the future for the general population to come, anyway we can set up the forefront for

what's to come. fulfilled laborers to expand deals.

Purang Pooja (2008) in the article titled as "Measurements of HRD Climate Enhancing Organizational

Commitment in Indian Organizations" measures the HRD air as far as different measurements like

help, progression orchestrating, getting ready, execution examination and employment headway and
8
its connection between the ten elements of HRD air and authoritative duty. The examination

propounds that the positive acknowledgment which further upgrades the presentation of

administrators.

M. Srimannarayana (2005) :

HRD air comprises of general HRD environment, OCTAPAC culture and HRD instruments. Order

astute examination prompts the end that OCTAPAC culture could easily compare to HRD systems

and general HRD condition. Planning and execution Appraisal had every one of the reserves of being

progressively grown-up practices instead of calling masterminding, prizes and laborer welfare

exercises. He construed that ordinary HRD condition was visit in the little trading units. The maker

recommended the units to introduce sensible delegate welfare program and reward frameworks to

improve laborer fulfillment level.

Rao, P. Subba (2003):

In his book entitled "Fundamentals Of Human Resource Management And Industrial Relation" Text,

Cases and Games" tosses exhibitions on all H.R.D. sub frameworks in the 4 parts of the book-work,

human asset masterminding. enlistment, choice, circumstance, onboarding, execution examination,

getting ready and improvement, job masterminding and progression, delegate duty, quality control.

authoritative improvement and change, W.P.M., joint effort grumbling managing, pay and reward

framework

9
 1.2 RESEARCHGAP

Based on my Literature, researchers have dealt with Human resource formative practices in
connection with organizational effectiveness, the board philosophy, Learning styles Therefore, my
findings suggest that there is a gap with regards to representative satisfaction.

1.3 RESEARCHQUESTIONS

1. What are the distinctive HRD practices taken up by the organization.?

2. What is the impact of HRD practices on worker satisfaction in HCL Info systems Pvt ltd.?

1.4 SCOPE OF THESTUDY

1. This study intends to discover various dimensions of HRD practices at HCL Info Systems
PvtLtd.

2. It works towards understanding the effect of HRD practices on employeesatisfaction.

1.5 OBJECTIVE OF THESTUDY

1. To study the present Human resource improvement Practices at Hindustan computersltd.

2. To Analyze effect of human resource improvement practices on representative satisfaction.

3. To give suggestions on increasing the satisfaction levels among employees using human resource
development practices.

10
Null Hypothesis(H0):

1.7 HYPOTHESIS

HRD practices in an organization have significant effect on worker satisfaction.

Alternate Hypothesis(H1):

HRD practices in an organization don't have significant effect on Employee satisfaction

1.6 RESEARCHMETHODOLOGY
Strategy is one of the primary aspects of each research. This explains how the research was led.

1.8.1 Research Design:

The research design for this study attempts to get a reasonable, complete and precise description of a
situation. Descriptive study is necessary when the research is interested in knowing the characteristic
of a specific gathering.

• Sample Area: Hyderabad, Telangana.

• Sample Size: 100 samples were gathered from the number of inhabitants in employees of
ltratech.

• Sample Techniques: helpful sampling method.

11
 1.8.1 DATACOLLECTION

Data for this research was gathered both from essential and secondary sources.

There are two types of data sources:

1. Primary sources:

This consists of unique data accumulated for specific purpose. The technique used to get the required

data is through a structured questionnaire.

2. Secondary Sources:

The various sources such as the organization manuals, ledgers are used to accumulate data with

respect to the organization and its employees. The administration journals, magazines and various

websites were alluded to gather data relating to writing survey and various books identified with

Human Resource Management are alluded for the above research work.

1.8.2 Period of the study: 45days.

1.8.3 Data Analysis: Statistical tools: -

The data was investigated using simple statistical instrument like percentages, Anova Test. The data

was translated using various types of charts. As needs be, findings were summarized and proper

recommendations were made to the organization.

12
 CHAPTER 2

DATA ANALYSIS

1. What sort of HRD Practices is done in thisorganization?

s.no opinion Respondents %
1 On the job training 50 50
2 Off the job training 16 16
3 Lectures 11 11
4 All the above 23 23
TOTAL 100 100

120

100

80

60

40 Respondents

20

0
On the job Off thejob Lectures Allthe TOTAL
training training above
1 2 3 4

INTERPRETATION: From the above table the result value depicts that 50% of

the Respondents take the on the job training method ,16% of respondents are

cormfotable with off the job training method,11% of respondents are

13
 cormfotable with lecture method and 23% are cormfotable with all kind of

HRD practices

1. What are the educational qualification of employees in your

Organization?
s.no Educational respondents percentage
qualification
1 undergraduate 34 34
2 Post graduate 40 40
3 diploma 16 16
4 HSC 4 4
5 PUC 6 6
Total 100 100

Educational qualification
45
40
35
30
25
20
15
10
5
0 respondents

1 2 3 4 5

INTERPRETATION: From the above table the result esteem depicts that 42%
respondents are higly satisfactory, 32% are satisfactory, 14% respondents feel normal
and 12% respondents feel distisfactory

14
2. Does HRD practice helps to increase the motivation
dimension of employees ?

s.no opinion Respondents %

1 a. Highly satisfactory 42 42
2 b. satisfactory 32 32
4 c. average 14 14
5 d.Disatisfactory 12 12
TOTAL 100 100

SATISFACTION LEVELS
120
100
80
60
40
20
0
Respondents
c. average
satisfactory

b. satisfactory

d.Disatisfactory

TOTAL
a. Highly

1 2 4 5

INTERPRETATION: From the above table esteem depicts that 42%

respondents are Highly satisfactory, 32% are satisfactory, 14% respondents feel
normal and 12% respondents feel dissatisfactory

15
3. Does HRD practices helps to increase the motivation level
of employees?

s.no opinion Respondents %

1 YES 57 57

2 NO 43 43

TOTAL 100 100

YES, 57

TOTAL, 100

NO, 43

INTERPRETATIONS: From the above table the result esteem depicts that
57% respondents feel that HRD Practices increase the motivation
dimension of employees and 43% respondents feel that HRD practices
does not increase the motivation dimension of employees.

16
4. Does HRD practices enable employee more profitable?

s.no opinion Respondents %

1 YES 65 65

2 NO 35 35

TOTAL 100 100

PRODUCTIVITY
120

100

80

60
Respondents
40

20

0
YES NO TOTAL
1 2
INTERPRETATION: From the above table the result esteem depicts that 65% respondents feel
increasingly profitable and 35% of respondents does not feel progressively gainful.

17
 4. Does HRD practices in organization increased the efficiency of both quality and amount of
products?

QUALITY PRODUCTS
120
100
80
60
40 Respondents
20
0
STRONGLY Agree Disagree Strongly TOTAL
AGREE disagree
1 2 4 5
5.
INTERPRETATION: From the above table the result esteem depicts that 36%
respondents strongly concur that HRD practices increased the profitability of both
quality and amount of products,42% of respondents agree,10% of respondents didn‟t
concur and 12% respondents strongly disagree

What are the age of the respondents and there offeredtraining programs?

S.NO AGE RESPONDENTS %

1 25-30 42 42

2 31-35 32 32

3 36-40 26 26

TOTAL 100 100

18
 AGE
120
100
80
60
40 RESPONDENTS
20
0
25-30 31-35 TOTAL
36-40
1 2 3 4

INTERPRETATION: From the above table the result esteem depicts that 42% of
respondents are of the age 25to30, 32% of respondents are of31to35 age and 26% of
respondents are of the age of36to40.

6. What is the sex of the responses and whether they are satisfied with the HRD
Practices done in theorganization?

s.no opinion Respondents %

1 Male 70 70

2 Female 30 30

TOTAL 100 100

19
 GENDER
120

100

80

60
Respondents
40

20

0
Male Female TOTAL
1 2

INTERPRETATION: From the above table the result esteem depicts that 70%
of respondents are satisfied with the HRD Practices done in the organization
and 30% of respondents are not satisfied with the HRD Practices in the
organization.

7. Senior executives/officer in this organization take dynamic interestin their

subordinates and help them to learn therejob?

s.no opinion Respondents %

1 NOT AT ALL 42 42
2 Rarely true 32 32
3 Mostly true 22 22
4 Almost always true 4 4
TOTAL 100 100

20
 120

100

80

60

40 Respondents

20

0
NOT AT ALL Rarely trueMostlytrue Almost TOTAL
always true
1 2 3 4

INTERPREATATION: From the above table the result esteem depicts that 42% of
respondents does not feel that senior executives helped subordinates in preparing
period,32% of respondents feel that senior officer helped them in the preparation and
4% of respondents feel that senior officer always helped them in the preparation.

7. Training is of sufficient Duration and subjectcontent?

s.no opinion Respondents %

1 YES 67 67

2 NO 33 33

TOTAL 100 100

21
 Training duration
120

100

80

60
Respondents
40

20

0
YES NO TOTAL
1 2

INTERPRETATION: From the above table the result esteem depicts that 42% of
INTERPRETATION: From the above table the result esteem depicts that 67% of
respondents feel that preparation is of sufficient length and subject substance and 33%
of respondents feel that preparation is not of sufficient term and subject substance.

8. When execution criticism is given to employees they pay attention to it and use it
for advancement?

PERFORMANCE FEEDBACK
120
100
80
60
40 Respondants
20
0
Mostly trueRarelytrue Almost Notatall TOTAL
always true
1 2 3 4

22
INTERPRETATION: From the above table the result esteem depicts
that 43% of respondents feel that exhibition input is given by their
employe and they use it for improvement, 22% of respondents always
feel that presentation criticism is given by their worker. Furthermore,
4% of respondents don‟t feel that presentation criticism is given to
them.

8. Employees in the organization took an interest in deciding the

trainingthey need?

s.no opinion Respondents %

1 YES 71 71

2 NO 29 29

TOTAL 100 100

employee participation
120

100

80

60
Respondents
40

20

0
YES NO TOTAL
1 2

INTERPRETATION: From the above table the result esteem depicts that71% of
respondents feel that organization participates in determing the preparation they need
and 29% of respondents does not feel that organization took an interest in deciding the
preparation the need.
23
8. When employees are sponsored for preparing they take itseriously and attempt to
gain from the programs theyattend?

s.no opinion Respondants %

1 YES 73 73

2 NO 29 29

TOTAL 100 100

TRAINING PROGRAM
120

100

80

60
Respondants
40

20

0
YES NO TOTAL
1 2

INTERPRETATION: from the above table the result esteem depicts that 73% of
respondents expense that they pay attention to for the preparation and gain from
them and 29% of respondents does not pay attention to for preparing and gain from
them.

8. When employees buckle down is it increased in value by themanagement

s.no opinion Respondants %

1 Not at all 43 43

24
 2 sometimes 31 31
3 All time 22 22
4 most of times 4 4

TOTAL 100 100

employee work rate

120
100
80
60
40 Respondants
20
0
Not atall sometimes Alltime mostof TOTAL
times
1 2 3 4

ININTERPRETATION: from the above table the result esteem depicts that 43% of
respondents workhard are not increased in value by the management,31% of
respondents feel that sometimes the hardwork of employees are appreciated,22% of
respondents feel that every one of the times the employees hardwork are valued by
the administration and 4% of respondents feel that most of the times the employees
hardwork are valued by the administration.

1. Is representative work rate influenced by any of thefollowing?

s.no opinion Respondents %

1 Inadequate training 35 35

2 Frequent meeting, calls 14 14

3 Talkative colleagues 18 18

4 work rate is not affected by anything 33 33

TOTAL 100 100

25
 PERFORMANCE WORK RATE
120
100
80
60
40
20 Respondents
0
Frequent Talkative workrate TOTAL
Inadequate meeting, colleagues is not
training calls affectedby
anything

1 2 3 4

INTERPRETATION: From the above table the result esteem depicts that 35%
of respondents expense that there work rate is influenced by deficient
preparing ,14% of respondents feel that there work rate is influenced by
continuous gathering calls,18% of respondents feel that there work rate is
influenced by garrulous colleagues and 33% of respondents feel that there
workrate is influenced by anything.

1. Do you occasionally check worker satisfaction with the advantage plan in

terms of trainingsubordinates?

s.no opinion Respondents %

1 YES 66 66

2 NO 34 34

TOTAL 100 100

26
 benifit plans
120

100

80

60
Respondents
40

20

0
YES NO TOTAL
1 2

INTERPRETATION: from the above table the result esteem depicts that 66% of
respondents intermittently guage representative satisfaction with the advantage plan in
terms of preparing and 34% of respondents occasionally donot guage there worker
satisfaction.

9. Does your Instructor/mentor give you support at workwhenever Needed?

he advantage plan in terms of trainingsubordinates?

s.no opinion Respondents %

1 YES 56 56

2 NO 44 44

TOTAL 100 100

27
 TRAINING SUPPORT
120

100

80

60
Respondents
40

20

0
YES NO TOTAL
1 2

INTERPRETATION: from the above table the esteem depicts that 56% of respondents
feels that there instructor offer help in their preparation time and 44% of respondents
feel that there instructor does not offer help at work at whatever point required.

9. How numerous office are there in the organization?

s.no Department respondents percentage

1 HR 14 14
2 Finance 10 10
3 IT 38 38
4 Sales 5 5
5 Internal audit 10 10
6 Material 5 5
management
7 payroll 4 4
8 purchase 5 5
9 Welfare 3 3

28
INTERPRETATION: From the above table the result esteem depicts that
14% are from HR department,10% are from fund office ,38% are from IT
department.,5% are from sales department,10% respondents are from interior
review.

1. Are New process, innovation and market changes areconsidered in

assessing the trainingneeds?

s.no opinion Respondents %

1 YES 52 52

2 NO 48 48

TOTAL 100 100

New technology
120

100

80

60
Respondents
40

20

0
YES NO TOTAL
1 2

29
INTERPRETATION: From the above table the result esteem depicts that 52% of

respondents feel that advertise changes are considered in assessing the preparation

needs and 48% of respondents don‟t feel the market changes to be considered in

assessing the trainingneeds.

30
Do you think you have had enough preparing to solvecustomer Issues?

s.no opinion Respondents %

1 YES 58 58

2 NO 42 42

TOTAL 100 100

INTERPRETATION: From the above table the result esteem depicts that 58%

of respondents feel they had enough preparing to solve customer issues and

42% of respondents don‟t feel they have enough preparing to solve customer

issues.

31
 STATISTICALTOOLS

SIMPLE PERCENTAGEANALYSIS

Percentage refers to a sort of ratio. Percentage analysis test is done to discover

percentage of the response of the respondents for its analysis. In these instrument
various percentage are presented by the method for bar-outline also pie charts so as to
have better understanding of the analysis in the study.

FORMULA:

Number of respondents
Percentage of respondent= x 100

Total number of respondents

ANOVA TEST:

Analysis of variance (ANOVA) is a break down instrument used in statistics

that integrates an observed normal variable found in a data set into 2 parts:
same factors and random factor. The systematic factor have a statistical effect
on the given data set, while the random factors don't. Analyst use the ANOVA
test to decide the impact that autonomous factors have on the reliant variable
in a regression study.
The Formula for ANOVA is:

F= MSE/MST

where: F=ANOVA coefficient

32
 MST=Mean sum of squares due to treatmentMSE=Mean sum of

squares because of mistake.

Association between age of the respondents and their offered

preparing programs

Table 4.2.5

offered training programme

Off the
Both the Statistical
Sl.no Age On the job training job Quality related
training inference
(n=20) training (n=36)
(n=34)
(n=30)
1 25to30 0 4 (14.3%) 4(13.8%) 4(12.1%) X2=3.192
2 31to40 5(29%) 8(23.7%) 10(27.5%) 12(36.3%) Df = 6
P > 0.05
3 41to45 14(69%) 17(70%) 20(56.8%) 20(45.6%) Not
Significant

The above table shows that there is no significant association between age of the respondents and
their offered preparing programs [.774>0.05]. Henceforth, the determined esteem more prominent
than tablevalue.
Research hypothesis:
There is a significant association between age of the respondents and their offered preparing
programs.

Null hypothesis

There is no significant association between age of the respondents and their offered preparing
program.

33
 Statistical test
Anova f test was used the above hypothesis.

Findings

The above table show that there is no significant association between age of the respondents and their
offered preparing programs [.774>0.05]. Thus, the determined esteem more noteworthy than table
esteem. So the research hypothesis rejected and the null hypothesis acknowledged.

Single direction ANOVA contrast between bureau of the respondents and their exhibition satisfaction

feel some improvement

should be made in the
Sl.no Mean S.D SS Df MS Statistical inference
training & development
programmes
1 Between Group 18.342 9 2.038 F = 3.544
2 Accounts (n=8) 1.15 .463 P < 0.05 Significant

3 Finance (n=14) 1.33 1.056

4 HR (n=38) 2.32 .876
Material management
5 2.00 .346
(n=8)
6 Pay roll (n=12) 1.46 .262
7 Purchase (n=12) 3.00 .563
8 Welfare (n=8) 2.40 .675
9 Within Group 61.545 110 .545

34
The above table shows that there is a significant distinction between bureau of the
respondents and their great execution is suitably remunerated [.002<0.05]. Thus, the
determined esteem less than tablevalue.

Research hypothesis:

There is a significant distinction between bureau of the respondent and their great
execution is suitably remunerate.

Null hypothesis

There is no significant distinction between branch of the respondents and their great
execution and efforts is suitably compensated.

Statistical test

Single direction ANOVA „f‟ test was used the above hypothesis.

Findings

The above table shows that there is a significant distinction between division of the
respondents and their great execution is suitably remunerated [.002<0.05]. Henceforth,
the determined esteem less than table esteem. So the research hypothesis acknowledged
and the null hypothesis rejected.

Single direction ANOVA distinction between instructive capability of the respondents

and their mindful of the current HRD PRACTICES

Table 4.3.6

Aware of the current HRD Statistical

Sl.no Mean S.D SS Df MS
PRACTICES inference
1 Between Groups .555 4 .139 F = 1.073
PG (n=34) 1.32 .317 P > 0.05

35
 UG (n=40) 1.20 .304 Not Significant
Diploma (n=16) 1.15 .437
HSC (n=4) 1.00 .000
PUC (n=26) 1.23 .420
2 Within Groups 14.745 115 .128

The above table shows that there is no significant distinction between instructive
capability of the respondent and their mindful of the present Human resource
improvement Practice [.369>0.05]. Henceforth, the determined esteem more prominent
than tablevalue.

Research hypothesis:

There is a significant distinction between instructive capability of the respondents and

their mindful of the present Human resource improvement practices.

Null hypothesis

There is no significant distinction between instructive capability of the respondents and

their mindful of the present Human resource developement.

Statistical test

Single direction ANOVA „t‟ test was used the above hypothesis.

Findings

The above table shows that there is no significant distinction between instructive
capability of the respondents and their mindful of the present human resource
improvement practices [.329>0.05]. Thus, the determined esteem more prominent than
table esteem. So the research hypothesis rejected and the null hypothesis
acknowledged.

Contrast between sex of the respondents and their mindful of HR approach

Table 4.3.1

Aware of the current

Sl.no Mean S.D Statistical inference
HRD PRACTICES
1 Male (n=84) 1.18 .382 T = 1.757
2 Female (n=35) 1.07 .246 P < 0.05 Significant

36
 Df = 128

The above table shows that there is a significant distinction between sexual orientation of the
respondents and their mindful of Human resource approach [.070<0.05]. Henceforth, the determined
esteem less than table esteem.

Research hypothesis:

There is a significant contrast between sex of the respondents and their mindful of Human
resourcepolicy.

Null hypothesis

There is no significant contrast between sex of the respondents and their mindful of HR arrangement.

Statistical test

Student „f‟ test was used the above hypothesis.

Findings

The above table shows that there is a significant contrast between sex of the respondents and their
mindful of Human resource arrangement [.070<0.05]. Consequently,

the determined esteem less than table esteem. So the research hypothesis acknowledged and the null
hypothesis rejected.

CHAPTER 3

37
Findings, suggestions and conclusion

3.1 FINDINGS

 From the Demographic profile male respondents are 70% and female respondents are30%.

 50% of respondents are given hands on preparing strategy and 16% of respondents are
radiated the job preparing technique ,11% of respondents are given address preparing and 23%
are given all the preparation methods.

 The instructive capability of 34% respondents are undergraduate,40% of respondents are post
graduate ,16%of respondents are recognition, 4% of respondents.

 42% of respondents feel that there organization provides ofhigh quality preparing methods
,32% of respondents feel satisfactory ,also, 12% of respondents feels dis satisfactory about the
nature of preparing given by there organization.

 57% of respondents feels that there preparing strategy increases there motivation level and
43% of respondents feel that there preparing technique doesn‟t increase there
motivationlevels.

 65% of respondents feel that the preparation methods makesmore profitable and 35% of
respondents donot feel that the preparation methods makes profitability

 36% respondents strongly concur that HRD practices helped toincrease the efficiency of both
quality and amount of products,42% of respondents agree,10% of respondents didn‟t concur
and 12% respondents stronglydisagree

 42% of respondents who offered are of the age 25-30, 32% of respondents are of the age 31-
35, and 26% of respondents are of the age 36-40.

 22% of respondents feel that there senior executives in the organization look into there
subordinates and help them to realize there job, and 42% of respondents don‟t feel that there
senior official take intrest to help there subordinates to learn thejob.

 67% of respondents feel that preparation is of sufficientduration and 33%ofrespondents its

not of sufficient duration and subjectcontent.

 43% of respondents feel that they pay attention to performancefeedback.

 71% of respondents feel that they partook in deciding the preparation they need and 22% feels
that there buckle down is valued by the administration.

3.2 SUGGESTIONS

38
1. The Organization should focus on mentor system intend to help employees in their
Training methods so that employees get satisfied and persuaded.

2. The Senior executives should help there subordinates in choosing the preparation they need
and moreover should them.

3. The Training should be significant for all dimension of employees.

4. The Departments should make constructive attitude towards each other.

5. The organization should give the right affirmation for the contributions and task made by
employees. A versatile reward system should be gotten by organization to improve
employee motivation.

6. A progressively transparent and proper communication system made in the

organization.

3.2 CONCLUSION

A Study was driven on the preparation methods provided for the employees of HCL INFO SYSTEM.

a. A larger piece of 79% of the employees was observed to be satisfied with the preparation
methods at HCL INFO SYSTEM. 3% were especially satisfied ,2% was fair in there opininon
and just 16% were dissatisfied with the Training methods .

b. The study shows that there is a clustering of respondents assessment in the satisfactory region
in regards to the dimension of getting ready methods. This reveals a bigger piece of
respondents are satisfied with the existing planning methods.

c. The administration may figure out how to change over them in to extremely satisfactory.

d. The few planning methods were dissatisfactory that was senior executives were not helping
subordinates in getting ready methods and the administration should take a necessary actions to
overcome this issue

e. Same sets of data from various sources are extraordinary. Since not every one of the data are
accessible from a single source, an endeavor has been made to standardize the data wherever
required, which is expected to keep up consistency all through theproject.

f. The total figures for various parameters are subject to exclusion or inclusion of various
constituent variables. Whiles incerse efforts are made to ensure the absence of mismatch, the
degree to which this should be possible is less.

g. One progressively significant restriction happened while leading questionnaire is that most of
the respondent had either missed it or numerous hadn’t returned it or many had not filled it
especially. So to determine real data becomes impossible based on those questionnaire

39
 REFERENCES

CHAPTER 4

1 Kolekar B.D. (2015):

“A Study of HRD In Selected Public Sector Undertakings In Maharashtra And Goa”
suggested to impart long term training, appointing a director (T&D) as concrete step towards
HRD.

2 Bansal, M.P. (2014) „HRD IN Public Enterprises‟. He made an in-depth study of HRDin

SAIL

3 Singh, I.P. (2011), in his article, “The Need for a focus on HRD forWorkers”.

4 Chavare D.T. (2010) “A Study of HRD in Vocational Education Institutions inWestern

Maharashtra”

5 S. Sundararajam (2009) in “Emerging Trends of HRD Practices in Cooperative Sector-

PerspectiveApproach”.

6 Purang Pooja (2008) in the article titled as “Dimensions of HRD Climate Enhancing
Organizational Commitment in Indian Organizations”.

7 Rao, P. Subba(2003):

In his book entitled “Essentials Of Human Resource Management And Industrial Relations

40
 CHAPTER 5

BIBILOGRAPHY

BOOKS:
“HRD Missionary” by T.V. Rao
“Human Resource Climate” by Ashwathapa.

Journals:
MOTHER DAIRY SHETU 2009.

Websites:www
.hcl.comwww.cit
ehr.com
www.ask.comwww.wikipedia.com

41
 CHAPTER 6
APPENDIX:QUESTIONNAIRES

1. What sort of HRD Practices is done in this organization? a.On the jobtraining.

b.off the job preparing c.Lectures

d.All the abovementioned

2. What are the instructive qualificationof employees in yourorganization?

a. undergraduate b postgraduate

c. diploma

d. Hsc

e. puc

3 How do you assess the nature of HRD practices in your organization?

a.HighlySatisfactory

b. Average c.Satisfactory

d.Disatisfactory

4. Does HRD practices helps to increase the motivation dimension of employees?

a.Yes

b.No

5. Does HRD practicesenableemployee more beneficial?

a. Yes

b. NO

6. Does HRD practices in organization increased the productivityof both quality

and amount ofproducts?

a.Agree
42
b. Strongly concur c Disagree

d.strongly disagree

7. What are the age of the respondents and there offeretraining?

a. 25to30

b. 31to35

c. 36to40

8. what is the sex of the response in the organization?

a. Male

b. Female

9. Senior executives/officer in this organization look into their subordinates and

help them to learn therejob?

a. Not atall

b. rarelytrue

c .Mostly obvious

d. Almost always obvious

10. Training is of sufficient Duration and subjectcontent?

a. Yes

b. No

11. When execution input is given to employees they pay attention to it and use it
fordevelopment?

a. Mostlttrue

b. Rarelytrue

43
c. almost alwaystrue

d. Not atall

12. Employees in the organization took part in deciding the trainingthey need?

a. Yes

b. No

13. When employees are sponsored for preparing they pay attention to it and attempt
to gain from the programs they visit?

a.Yes b.No

14. When employees buckle down is it increased in value by the administration?

a. Not in any way b Sometimes

c .All the time

d. Most of the time

15. Is worker work rate influenced by any of thefollowing?

An Inedequate Training

b. Frequent meetingcalls

c. Talkativecollegues

d. Workrate is not influenced byanything.

16. Do you intermittently measure worker satisfaction with the advantage planin
terms of preparing

subordinates?

a. Yes b .No

17. Does your Instructor/coach give you support at work at whatever point Needed?
a.Yes

44
b.No

18. How numerous office are there in the organization?

a. HR

b. finance

c. IT d.Sales

e. Internal review

f. Material the board

g. Payroll

h. Purchase

19. Are New process, innovation and market changes are considered in assessing the
preparation needs?

a. Yes

b. No

20. Do you think you have had enough preparing to solve customer Issues?
a.Yes

b.No

45