CHAPTER-I

INTRODUCTION

INTRODUCTION

Human resources are the great assets of the nation. To make the best use of people
as a valuable resource of the organization, attention must be given to the relationship between
staff& the nature content of their jobs; to the quality of working life and to understand how best
to make the work more satisfying for staff & to overcome obstacles for effective performance.
For employees to work effectively a challenging job, which allows a feeling of
achievement, responsibility, growth, advancement and recognition should be given.
For every employee in organization the training plays a vital role for the effective
surviving, which leads to development of both the organizational & him/herself.
The data was collected during the months of January- 2009 To March- 2009.
Through questionnaire distributed randomly to the above-mentioned category of employees.
The objectives of the study are to understand & measure the employee training &
development among employees in 20.
Training is short-term process utilizing a systematic and organized procedure
by which non-managerial personal learns technical knowledge and skills for a definite purpose.
Development is a long-term educational process utilizing a systematic and organized procedure
by which managerial personnel learn conceptual and theoretical knowledge for general purpose
Training refers only to instruction in technical and mechanical operations,
while development refers to philosophical and theoretical education concepts. Training is
designed for non-managers, while development involves managerial personal. In the words of
Campbell, training courses are typically designed for a short-term, stated set purpose, such as
the operation of some piece of machinery, while development involves a broader education for
long-term purposes.

Why conduct Training and Development Needs Assessment:

To determine what training is relevant to your employees jobs.

To determine what training will improve performance.

To determine if training will make a difference.

To distinguish training needs from organizational problems, and

To link improved job performance with the organizations goals and bottom line.

The terms need assessment and analyses are interchangeable, but they have the same
meaning and purpose, to assess and analyze. The primary purpose of the training needs
assessment-analysis process is to ensure that there is a need for training and to identify the nature
of the content of the training program. Conducting an assessment is a way to collect information
that can be used to decide what type of development will be perceived as relevant and useful. An
assessment enables a conversation to take place that questions what skills and knowledge is
required to be more effective. It is important that we view training or performance improvement
efforts as a system. Our efforts to improve one part of the organization system will affect other
jobs in the workplace environment. The needs assessment process is an important first step in the
development of a training program or performance improvement initiatives.
A needs assessment provides an opportunity to consult with a variety of people in the
organization. The information collected, ideas generated, and the conversations that take place
when people discuss their observations, focus groups, performance data, questionnaires, focus
groups, performance data, questionnaires or tests-can clarify issues and provide a focus on
performance

Need and Importance of the study:

Training is a learning experience in that it seeks a relatively permanent change in an individual that
will improve his or her ability to perform on the job. It may involve changing the skills knowledge ,
skills, attitudes or social behavior of the individuals .Organization and individual should develop
and progress simultaneously for they survival and attainment of mutual goals .The importance of
Human Resource management to a large extent depends on Human Resource development and
Training and Development is the most important technique of Human Resource development.
For any organization it is mandatory to take care of its employees. If it doesnt take care of its
employees somebody else would take care of them. Employees are the key to productivity.
Employees are the real representatives of the organization. They are the interface between the
organization and its customers. It is they who really deliver the services for the customers. The
performance of the employees makes a difference in customer satisfaction, which is key for any
organizations growth.
Keeping in view of the above aspects, an attempt was made to study the Training and
Development Programme in Sudhakar polymers Ltd. To achieve the objectives of customer
satisfaction and there is a continuous effort of improving the performance of each employee of the
organization.
Training and Development is a pre-requisite to monitor and make the performance management
effective. In this study an attempt was made to study the satisfactory levels of the employees with
the existing Training and Development and to analyze the effectiveness of the existing Training and
Development and also to make suggestions if necessary.

SCOPE OF TRAINING:

The need for the training of employees would be clear from the
observations made by the different authorities.
(i)

To improve productivity: purposeful instruction can help employees increase their

level of performance on their present assignment. Increased human performance often
directly leads to increased operational productivity and increased company profit.
Again, increased performance and productivity, because of training, are most
evident on the part of new employees who are not yet fully aware of the most
efficient and effective ways of performing their jobs.

(ii)

To improve Quality: Better informed workers are less likely to make operational
mistakes. Quality increases may be in relationship to a company product or service,
or in reference to the intangible organizational employment atmosphere.

(iii)

To help a Company Fulfill its Future personnel Needs: Organizations that have
good internal educational programme will have to make less drastic manpower
changes and adjustments in the event of sudden personnel alternations. When the
need arises, organizational vacancies can more easily be staffed from internal sources
if a company initiates and maintains an adequate instructional programme for both its
non-supervisory and managerial employees.

(iv)

To improve Organizational Climate: An endless chain of positive reactions result

from a well-planned training programme. Production and product quality may
improve; financial incentives may then be increased, internal promotions become
stressed lees supervisory pressure ensures and base pay rate increases result.
Increased morale may be due to many factors, but one of the most important of these
is the current state of an organizations educational endeavor.

(v)

To Improve Health and Safety: proper training can help prevent industrial
accidents. A safer work environment leads to more stable mental attitudes on the part
of employees. Managerial mental state would also improve if supervisors know that
they can better themselves through company designed development programmes.

(vi)

Obsolescence prevention: Training and development programmes foster the

initiative and

creativity of employees and help to prevent manpower obsolescence,

which may be due to age, temperament or motivation, or the inability of a person to

adapt himself to technological changes.

(vii)

Personal Growth: Employees on a personal basis gain individuality from their

exposure to educational experience. Again, management development programmes
seem to give participants a wider awareness, an enlarged skill, and enlightened
altruistic philosophy, and make enhanced personal growth possible.

METHODOLOGY
DATA COLLECTION METHOD:
a)

PRIMARY DATA:

It is collected through questionnaires. A structured and standardized questionnaire was used to elicit,
which comprised of some relevant questions.
The questionnaire consists of 17 questions to collect maximum information.

Collection of Data
There are several ways of collecting the appropriate data, which differ
considerably with the types of research. There are two types of data are used in research
process.

Types of Data
Data is recorded, measure phenomena specified by the researchers.

2. Secondary Data
The secondary data has been drawn from both internals secondary sources
through company websites external secondary source of publications, project reports,
magazines, bulletins, govt, .publication etc.

SAMPLING PLAN
The type of sampling is convenient random sampling & sample size is 100. The
data was collected by administering a questionnaire to this sample. For analyzing the
responses of customers, we have used simple averages and for the purpose of
interpretation of analyzed data some of the graphical representations were used.

Data Processing
A number of tables were prepared to bring out the main characteristics of the
collected data. Inferences were drawn from the data collected and diagrams and charts
were shown whenever necessary. The simple statistical tools like averages, percentage
are adopted to get the required tools.

Research Instruments
In the study the research instrument used is questionnaire.

Questionnaire
The term questionnaire refers to a device for obtaining answer to questions by using a
form, which respondents fill
Data Collections
Data collection is an elaborate process. It is carried out in to two phases.
Analysis of Data

The collected data are scientifically codified, tabulated, arranged by using some
statistical technique.

Analysis of data was carried out in following methods.

Datas are coded

Demographic questions and research questions are tabulated

Tabulated data was analyzed with percentages

8

Inferences were drawn from the results

Percentage Analysis

Percentage refers to special kind of ratio. Percentage are used in making comparison
between two are more series of data. It is used to described relationship. Percentage can
be used to compare the relative term the distribution of two or more series of data. Since
the percentage analysis reduce everything to common based their by meaningful
comparison.
Percentage= (no. of respondents\number of samples) x 100
Tables & Charts
The table and charts are used mainly for the multiple-choice question and that of
close ended questions and this tables and charts are used for suggestions.

SIGNIFICANCE OF TRAINING AND DEVELOPMENT:

A programme of training becomes essential for the purpose of meeting the specific
problems of a particular organization arising out of the introduction of new lions of production,
changing design, the demands of competition and economy, the quality of materials processed,
individual adjustments, promotions, career development, job and personal changes and changes
in the volume of business. Collectively, these purposes directly relate to comprise the ultimate
purpose of organizational training programmes to enhance overall organizational effectiveness.

IMPORTANCE OF TRAINING AND DEVELOPMENT

Training is a practical and vital necessity because, apart from the other advantages
mentioned above, it enables employees to develop and rise within the organization, and increase
their market value, earning power and job security. It enables management to resolve sources
of friction arising from parochialism, to bring employees the fact the management are not
divisible. It moulds the employee attitudes and helps them to achieve a better co-operation with
the company and a greater loyalty to it. The management is benefited in the sense that higher
standards of quality are achieved; a satisfactory organizational structure is built up; authority can
be delegated and stimulus for progress applied to employees. Training, moreover, heightens the
morale of the employees, for it helps in reducing dissatisfaction, complaints, grievances and
absenteeism. Reduces the rate of turnover. Further, trained employees make a better and
economical use of materials and equipment; therefore, wastage and spoilage are lessened, and
the need for constant supervision is reduced.

10

CHAPTER-II
REVIEW OF LITERATURE

11

REVIEW OF LITERATURE
TRAINING AND DEVELOPMENT IN SUDHAKAR POLYMERS
LIMITED

Works in charge is responsible for co-ordination of training and development activities with
in and outside the factory and providing adequate training to the employees in providing
adequate training to the employees in consultation with HR department.

Training is carried in house in co operation with other organization or at external institute

as per the training plan. New recruits in any cadre are provided with basics induction training for
two months on the job (with due supervision) to make them well be asked to handle jobs
inadequately.

The education and training provided shall evaluate in terms expectations and efficiency of
the organization as a means of improving future planes. The records of education, training skills
and experience of employees will be maintained.

Employees who are highly skilled and talented are identified with in the organization are
sent to quality circles in Hyderabad and Ahmadabad. Fairs are bared by the company itself and
will be paid an amount equal to that of salary in that specific training period which is a job
training method.

12

THEORY ON TRAINING AND DEVELOPMENT:

Organization and individual should develop and progress simultaneously for their survival and
attainment of mutual goals. So, every modern management has to develop the organization
through HRD.
Training is a specialized function and is one of the fundamental operative function of the
HRD.Organisation providing managerial skills to its employees at all levels, in addition to
technical skills.
Managerial skills are provided thorough management development programmes where as
technical skills are provided through Training and development.

MEANING:
Training is an act of increasing the knowledge and skills of an employee for doing a
particular job .Training is a short education process and the organized procedure by which people
learn knowledge skills for a definite purpose.
Training improves changes and moulds the employees knowledge, skills, behavior, aptitude, and
attitude towards the requirement of the job and organization.

One of the important tasks of personnel management is development .It is not only limited
and necessary to new employees but also necessary existing employees and supervisors because
they have to fulfill the future needs in the organization .development may be as planned systematic
and continuous process of learning to include behavioral change in individual by cultivating their
mental abilities and inherent qualities through the acquisition ,understanding and use of new
knowledge insight and skills as they are needed for more effective performance of the work of
managing.

13

Definitions:

Training is a short term educational process utilizing a systematic and organized procedure
by which non-managerial knowledge and skills of an employee for doing a particular job
L.L STEINMETZ
Training is the act of increasing the knowledge and skills of an employee for doing a particular
job .
EDWIN B. FLIPPO
Management development is a systematic process of training and growth by which individuals
gain and knowledge, skills insight and attitudes to manage orientation effectively.
DALES.BEACH
Any activity to design to improve the performance of existing managers and to provide for a
planned growth of the managers to meet future. Organization requirements are management
development.
P.L.TANDON

14

Needs for basic purpose of training and development:

1. TO INCREASE PRODUTIVITY: if there is an increase in quality output, there will
possibility of increased productivity. Increased human performance often directly deals to
increased operational productivity and increased company profit. And this will be result
of effective training program.

2. TO IMPROVE QUALITY: better informed workers are less likely to make operational
mistakes .quality increase may be in relational to a company product or service or in
reference to the intangible organizational employment atmosphere

3. TO IMPROVE ORGANIZATIONAL CLIMATE: the training is to improve the

relational ship is to improve the relational ship between the member o the organization ad
thus to create organizational and climate with in the organizational.

4. PERSONAL GROWTH: also to increase the personal growth of the employees,

training is needed. Management development programmed seems to give participants
wider awareness; an enlarged skill enlightened altruistic philosophy and enhanced
personal growth possible.

5. REDUCE SUPERVISION the person who cans supervision himself may be known as
trained employee and supervision is not possible unless and until he is well trained.

6. REDUCTION IN COMPLIANTS AND ABSERTISM: due to training programs there

will be possibility of reduction in complaints, asterism turnover. Due to all importance of
training increases.

7. BENEFITS OF ALL EMPLOYEES: Trained employees acquire new knowledge and

skills possession of new knowledge in skills ensures job security and promotion to more
responsible jobs.

15

8. INCREASED ORGANIZATIONAL STABILITY: Training program may help in

maintaining organizational stability and thus increases the importance of training.

Objective of Training and Development :

a) To express the employees, both new and old to met the present as well as the changing
requirements of the job and the organization.

b) To prepare employees for high level tasks

c) To develops the potentialities of people for the next level of job

d) To ensure smooth and efficient working of a department.

e) To promote individual and collective morale, a sense of responsibility, cooperative

attitudes and good relationships.

f) To assists employees to function more effectively in their present position by exposing

them to the latest concept, information and techniques and developes the skills they will
need in their particulars fields.

g) To prevent obsolescence.

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TRANING METHODS:
Training methods are classified into two types.
1. ON THE JOB METHOD.
2. OFF THE JOB METHOD.
1). ON THE JOB METHOD:
Under this method the individual is placed on a regular job and taught the skills necessary to
perform the job. The training learns under the supervision and guidance of a qualified worker or
instructor. While the trainee learns how to performer a job, he is also a regular worker rendering
the service for which he is paid. The problem of transfer of trainee is also minimized as the
person on the job.
a). JOB ROTATION:
This type of training involves the moments of the trainee from one to another. The trainee
receives job knowledge and gains experience from his supervisor or trainer in each of the
different job assignment. This method gives an opportunity to the trainee to understand the
problems of employees on other jobs.
b) Coaching:
The trainee is placed under a particulars supervisor who functions as a training the individual.
The supervisor provides the feedback to the trainee on his performance and offers him some
suggestions from improvement often the trainee shares some of the duties and responsibility of
the coach and relieves him of his burden. A limitations o this method of training is that the
training may not have the freedom or opportunity to express his own ideas.
b) Job Instruction:
Under this method the trainer explains to the trainee the way of doing the , the trainer appraises
the performance of the trainee, provides feedback information and the trainee.

17

c) Committee assignment: A group of trainees are given and asked to solve an actual
organizational problem. The trainees solve problem jointly it develops team work

2). OFF THE JOB TRAINING METHODS:

Under this methods of training the trainee is separated from the job situation and his
attention is focused upon learning the material relate to his future job performance .he can place
his concentration on learning the job. There is an opportunity for freedom of expression or he
trainee.
a)

VERSATILE TRAINING: actual work is simulated in class room. Materials, files and
equipment which is used in actual job performance is also used in training. Personal for
semiskilled jobs .the duration of this training ranges from days to few weeks.

b)

ROLE PLAYING: if is method of human interaction that involves realistic behavior in

imaginary situation. This method of training involves action, doing a practice. the
participants play the role of certain characters . it is for developing interpersonal
interaction and relations.

c)

LECTURE METHOD. It is traditional and direct method of instruction .the instructor

organizes the material and gives it to a group of trainee in the form of talk. The lecture
must motivate and create interest among trainee.

d)

CONFERENCE AND DISCUSSION : this methods involves a group of people who

pose idea

examine and share facts k, idea and data, test assumption and draw

conclusion , all of which contribute to the improvement of job performance. In these

methods feedback is provided. The participants feel to speak.

e)

PRAGRAMMED INSTRUCTION: the subject matter to be learned is presented in a

series of carefully planned sequential units .these units arranged from simple to more
complex. The goes though these units by answering the blanks.
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TRAINING PROCEDURE:
It is essentially an adoption of the job instruction raining course, which has been proved
to have a great value. The detailed training procedure is
1. PREPARING THE INSTRUCTOR: the instructor must know both the job and how to teach
it. The job must be divided into logical parts so that each can be taught at a proper time without
the trainee losing plan. for each part one should have in mind the desired technique of instruction
that is whether a particular point is best thought by illustration, demonstration or explanation.
2. PERPARING THE TRAINEE: the first step in training is to attempt to place the trainee at
ease. Most people are some what nervous when approaching an unfamiliar task. Thought the
instructor may have executed this training procedure. Many times he or she never forgets its
newness to the trainee. The quality of empathy is a mark of the food instructor.
3. GETING READY TO TEACH: This stage program in class hour teaching involving the
following activities.
a) Planning the program.

b) Preparing the instructor out line.

c) Dont try to cover too much material.

d) Keeps the session moving along logically.

e) Discuss each item in dept.

f) Report but in different words.

g) Take the material from standardized text when it is available.

19

h) When standerdised texts when it is not available develop the programs and course content
based on group approach.

i) Teach about the standard for the trainee like quality, quantity, abilty to work, without
supervision knowledge or procedure etc...

j) Remember your standerd before you teach.

HISTORY OF THE COMPANY

SUDHAKAR RIGID PVC COMPANY was established in 1972, at Suryapet nearly 130
km. from Hyderabad in the state of Andhra Pradesh. It is a partnership form of company by Mr.
Meela Satyanarayana and Mr. Ananthula Janardhan. It is one of the leading companies in A.P
producing durable and quality pipes using latest technology.

The company offers 60 years of guarantee for each pipe, and has over 20 years of experience in
producing the pipes. The pipes are divided into four categories according to their manufacturing
cost. These are available widely to enable the customers to choose according to their economic
status and requirements.

Basically the company is manufacturing two types of pipes Viz., pipes for water supply
and for electricity supply and these two varieties are again divided into different sizes and are
marketed with different brand names.
As SUDHAKAR PVC PIPES COMPANY was pioneer in this industry and was having little
competition, the production was successfully very quickly and consumers accepted it.
Under these circumstances, the sales picked up satisfactorily, as sales were good and the market
is very vast and mostly untapped the manufacturers thought of attracting all segments of the
consumers they started producing different types of pipes at different prices.

So as to meet the requirements of consumers as they were producing in only one size after some
years of PVC pipes manufacturing experience, they wanted to utilize the technology in such a
way that they can produce PVC pipes in all sizes both for electricity and water supply at different
20

prices, by introducing changes, in quality and thickness and also wanted to increase the output.
As only one plant cannot produce the required number of pipes.
They expanded the factory by introducing different brands :

Sudhakar PVC pipes Limited

Radha Krishna PVC Industries.

Raathi Pipes and Profiles Limited

Sudhakar Plastics Pipes Limited

Sudhakar Polymers Limited

SUDHAKAR PVC PIPES LIMITED, was established in 1972 and manufactures

Electrical pipes.

RADHA KRISHNA PVC INDUSTRIES, was established in 1986 and manufacture Agriculture
pipes.
RAATHI PIPES AND PROFILES LIMITED was established in 1989 for manufacturing
Agricultural pipes.
SUDHAKAR PLASTIC PIPES LIMITED was established in 1993 for manufacturing
Agricultural pipes.

21

CHAPTER-III

COMPANY PROFILE

22

COMPANY PROFILE
SUDHAKAR POLYMERS LIMITED
Sudhakar Polymers limited was established in 1996 for manufacturing pipes for
Agricultural, Industrial and Household purposes. The company manufactures different brand
names for pipes according to their quality, size and purpose. The brand names are as follows:

Sudhakar PVC pipes.

Sandhya PVC pipes.

Kaveri Pipes.

Navodaya PVC pipes.

At present SUDHAKAR POLYMERS LIMITED, is in a very good position in the

market.
The company has a good reputation in Andhra Pradesh, and it is planning to expand its to other
states. The main activities of the company are to increase the profits and to serve the society as a
means to produce pipes.

AIMS AND OBJECTIVES OF THE COMPANY

The main aim of the company is to manufacture, import, export, trade and distribution of
PVC pipes for Agricultural and Industrial purposes.

23

The secondary is to acquire from time to time and to manufacture and deal in all such
stock in trade goods, channels and effects as may be necessary and convenient for the
business for the time being carried on by the company.

To apply for tender, purchases and contract benefit in relation to the construction
execution carrying out of equipment improvements.

To enter into agreements with any Government company in India or Abroad.

To acquire and hold shares in other company having objects all together or a part in the
company indirectly benefiting the company.

To enter into partnership for sharing profits, joint ventures, cooperation with any person
of the company.

To invest deals with the nominees of the company not immediately required in particular
accumulating funds by subscription.

Purchase how so ever to hold share in security of the company undertaking in India or
Abroad.

To draw, make, accept, discount, execute and issue promissory notes, bills of exchange,
bills of loading, warrants, debentures and other transferable documents minding not
involved in a banking business as defined in Banking Regulation Act, 1949.

24

AWARDS

This company has now progressed from strength to strength and bagged many prestigious
awards like,
Small scale Entrepreneur Award, awarded by Hyderabad Management Association for
the year 1993.
All Indian Manufacturers Award, for the year 1994 in the name of Bharatharatna
Moksha Gundam Vishweshwaraiah.
National Achievers Award by IC of Madras.
Vijaya Rathna Award
Best Industrialist Award by Govt. of Andhra Pradesh.
The Indian Govt. awarded H.M.V. Award, which was given for in recognition of high
quality.
This company attained leadership in the field of PVC nation wide dealership network and
service backup facilities, dedicated sales force and kindly deliverance makes Sudhakar more
closure to the customer.

25

COMPANY PRODUCTS
Sudhakar uses Hi-Tech machinery efficient manpower to produce pipes and fittings that
conforms to national and international standards. Sudhakars modern workshop technology and
perfect

quality

measures

to

produce

accurate

moulds

and

dices

and

precession

components.Durability, lightweight, strength to weight ratio, reliability are a part of Sudhakar

products philosophy. Sudhakar deep and innovative R&D presents the breakthrough concept of
PVC pipes and fittings.

Sudhakar polymers are producing various types of products in

various sizes and it producing nearly 75 types of products.

PRODUCTS OF SUDHAKAR POLYMERS LIMITED

1. Rigid PVC pipes: these pies are mainly used in the following fields.
a) Irrigation
b) Casing.
c) Drainage
d) Electrification
2.

HDPE pipes

3.

LDPE pipes

4.

Drippers

5.

Irrigation filters

6.

PVC fittings

7.

PVC SWR pipes

8.

PVC SWR fittings

These pipes and fittings are manufactured with the following names.

Sudhakar

Sandhya

Radhi

Janatha

Hanuman

26

MARKETING AND DISTRIBUTION CHANNELS OF SUDHAKAR

POLYMERS LIMITED
The concept of marketing has been taken seriously by most of the businesspersons.
Marketing concept is a management orientation that hold the key task of the organization is to
determine the needs and of target markets and to adopt the organization to delivering the desired
satisfactions more effectively and efficiently than its competitors.
Sudhakar pipes marketing is done by technical sales officers posted at different area
officers. Sudhakar group of industries had established a large network in Andhra Pradesh,
Orissa, Karnataka and Maharashtra.
The Sudhakar industries have 14 branch offices in all over the South India and it has
1047 authorized dealers and now the network is increasing gradually.
The companys main motto is to establish authorized dealer shops every 15 kilometers of
distance in Andhra Pradesh.

ADVERTISEMENT STRATEGY OF THE SUDHAKAR POLYMERS LTD.

This company is spending a lot of money for advertising. They are using only the print
media like Newspapers, Wall writings, Hoardings and Calendars. They are reaching the major
farmers in Andhra Pradesh through the ANNA DATHA a large circulated farmers magazine.
They are not giving the advertisement through the Television and Radio.
They are giving the advertisements through the cinema halls in the selected areas.

27

AUTHORITY RELATIONSHIP OF MANAGEMENT:

The company has various levels of management. The main significant level is that they
determine authority relationship in the organization. On the basis of authority and responsibility
we can identify three levels of management in the company.

TOP MANAGEMENT:
Top management, which consists of Owners, Directors, Managing Director, established
plans and objectives of Sudhakar Polymers Limited.

MIDDLE MANAGEMENT:
This level of management is basically with the task of implementing the plans and
objectives laid down by the top management. It works as a necessary link between Top
management and operating management.

OPERATING MANAGEMENT:
It is the lowest level in hierarchy of management and actual operations are the
responsibility of this level of management. It consists of clerks, workers etc., and various levels
of employees. They play introductions of the middle management to the workers and translate
plans of the management into short range operating plans.

FUTURE PLANS:

To increase the production.

To produce different types of pipes.

To increase machine capacity.

To increase dealership in the country.

28

To expand business all over the country.

To update and utilize latest technology.

ORGANISATION CHART

MANAGING DIRECTOR

DIRECTOR

Production
Dept.

Accounts
Dept.

Testing

Production
Manager

Chief Accounts
Officer

Incharge

Sales
Manager

Supervisor

Accountants

Supervisor

Sales

Dept.

Sales
Dept.

Supervisor
Operator

Clerks

Operator

Helper

Workers

Compound
Mixer

Workers

29

CHAPTER-IV
DATA ANALYSIS AND INTERPRETATION

30

DATA ANALYSIS AND INTERPRETATION

1. How long have you been with SUDHAKAR Polymers ltd?
New/Long Standing

No of Employees

Long Standing Emp. (3&>3 Yrs)

17

New (<3 Yrs)

03

Emp.No.
18
16
14
12
10
8
6
4
2
0
Long Standing Emp.(3&>3
Yrs)

New (<3 Yrs)

INTERPRETATION:Training needs can be classified by categorizing employees in to young people, newcomers and
people who are permanent. Young people are those who are new entrants who undergoing
intensive training before posting .People new to the organization, new to the department or
section will need special treatment when the times comes to integrate them in to the working life.
Newcomers need help to adjust to their new surroundings. Those who have served in another
industry will have to learn to apply their skills in the new field. People who are permanent know
the company and were working in it quite sometimes .They might require training if they are
posted to a different department, given a promotion or refresher training etc..

31

2.How long have you been in present job?

New/Long Standing

No of employees

Long Standing Emp.(>2 Yrs)

15

New (2&<2 Yrs)

Emp.No.
16
14
12
10
8
6
4
2
0
Long Standing Emp.(>2 Yrs)

New (2&<2 Yrs)

INTERPRETATION:It is important to know how long the employee has been working in his current position. This
will help us to identify his training needs accurately.
If majorities of their people working are to the current position they are working in, then there
must be more training programs on how to proceed with work. But otherwise, more refresher
training is needed on how to perform their job more effectively and efficiently. They can be
given greeter responsibility and can be asked to help other coworkers who are new to the
organization .Training programs like leadership training .Personal management etc. can also be
given to them.
At sudhakar polymers Ltd. Most of the employees (75% i.e. 15 out of 20) are long standing and
only (25%i.e 5 out of 20) are new to the organization.

32

3 . How do you work?

a) Alone

b) Part of team

Response

No of Employees

Alone

Part of team

19

No of Employees
20
18
16
14
12
10
8
6
4
2
0

No of Employees

Alone

Part of team

INTERPRETATION:The current business challenge demands a shift in focus from individual contribution to
group activates and group contribution. Groups do not replace individual. Individual need to be
developed. When people work in team there is a synergy and collaboration among team
members gives meaning to individual performance and competence
At SUDHAKAR Polymers 19 members (I .e, 99%) of the sample said that they work in teams,
only 1 member said that they alone.

33

4.If you work in a team do you have any clarity about your team roles?

Clarity about team role

No of Employees

Yes

100

No

Emp.No.
120
100
80
60
40
20
0
Yes

No

INTERPRETATION:-

In Sudhakar polymers all employees have clarity about their own team roles.

34

5. What is the degree of co-operation among your team members?

A) High

B) Good

C) Moderate

D) less

OPINION

NO OF EMPLOYEES

High

11

Good

Moderate

Less

Emp.No

12
10

High

Good

Moderate

Less

2
0
High

Good

Moderate

Less

INTERPRETATION:-

It clearly shows that most of the employees agree that they complement each other while
they are working as team in order to make their work effective.

35

6.To perform other jobs in the organization: What other roles in the organization would
you be interested in doing if a vacancy became available for example transfer to another
section supervisor position etc?

TO PERFORM OTHER

NO OF EMP

NO OF %

Change of section

40

Supervisor

15

NO change

45

JOB

50
40
30

To perform other job

20

No of Emp
No of %

10
0
1

INTERPRETATION:Most of the employees felt that they would like to change their position to other
section where they can do better in the organization in order to progress in their care

36

7. What is your career aspiration?

A) Greater Responsibilities

B) Higher Position

C) Financial Increment
OPINION

NO. OF EMPLOYEES

Greater Responsibilities

Higher Position

Financial Increment

12

Higher Position & Financial Increment

GR& HR

GR&FI

ALL OF THE ABOVE

14
12
GR

10

HR

FI

GR&HR
GR&FI

HR&I

All the three

0
No of emp

INTERPRETATION:Most of the employees are seeking to increase their financial position by doing better job. They
dont want more responsibilities. Least of the employees would like to move to higher position
where they can lead the teams.
37

8. Are you satisfied with training and development programmed provide by sudhakar
polymers Ltd?
A) Yes

B) No
Response

No. of employees

Yes

19

No

Cant say

No of Employees
20
18
16
14
12
10
8
6
4
2
0

No of Employees

Yes

No

Can't say

INTERPRETATION:95% of the employees are satisfied with the Training and Development programme of the
Sudhakar polymers Ltd. Just 5% of the employees are not getting familiar with the Training and
Development programme of the Sudhakar polymers Ltd.

38

9. After completing the training programme the management giving any

promotion to the Employee?
A) Yes

B) no

C) sometimes

Response

No of Employees

Yes

19

1
No

20
18
16
14
12
10
8
6
4
2
0
No of Employees

INTERPRETATION:95% of the employees agree that they are getting Promotions after attending the
Training and Development programme provided by the organization.
Only few of the employees are not satisfied with the procedure of the promotions conducted by
the organization.

39

10. Are you satisfied with the role of trainer between you and
A) Yes

management?

B) No

RESPONSE

NO OF EMPLOYEES

YES

19

NO

01

20
18
16
14
12

Yes

10
No

8
6
4
2
0
No of Employees

INTERPRETATION:95% of the employees are satisfied with the Methods, Role-plays, and the like
given by the Trainer. They are keen to attend every Training programs which are
provided by the TRAINER .

40

11. How do you describe your overall learning experience from the
Programme?
A) Excellent

B) Good

C) Moderate

D) poor

Response

No .of employees

Excellent

Good

16

Moderate

Poor

18
16
14
12

Excellent

10

Good

Moderate

Poor

4
2
0
1

INTERPRETATION:Trainees who rated the statement with excellent grade are very Cleary about the Training
program and they learned more to perform their jobs effectively.
Trainees who rated the statement with Good grade are also quite satisfied with the overall
learning experience of the Training program.

41

12.Does training programme have any positive impact on the

Organization?
A) MOST OF THE TIMES
C) RARELY

B) SOMETIMES

D) NO

RESPONSE

NO. OF EMPLOYEES

MOST OF THE TIMES

18

SOMETIMES

RARELY

NO

20
18
16
14

Most of the times

12

Some times

10

Rarely

No

6
4
2
0
1

INTERPRETATION:-

INTERPRETATION:Employees are agreeing that the Organization is getting more productive when the employees are
provided by the Training.
42

13. Whether the organization is taking any feedback from the

Employee after the completion of training programmer?
A) YES

B) NO
RESPONSE

NO .OF EMPLOYEES

YES

16

NO

18
16
14
12
10

Yes

No

6
4
2
0
No of Employees

INTERPRETATION:Most of the Trainees are agree that they are asked to give their Feedback on the Training
program right after completion of the program, in order to make the program more success in the
future.

43

14. Do you want any changes in the present training programmer?

A) YES

B) NO

RESONSE

NO.OF EMPLOYEES

YES

19

NO

20
18
16
14
12

Yes

10
No

8
6
4
2
0
No of Employees

INTERPRETATION:It clearly shows that most of the Trainees would like to change the way the Training program is
conducted by the Oraganization.
They suggest the use of audio-visual equipements during the Training session .They feel that
more training aids should be used so that they can get a better idea of what exactly the trainer
wants to explain them.

44

15. Do you feel training is must for all the employees?

A) YES

B) NO

C) CANT SAY

RESPONSE

NO OF EMPLOYEES

YES

19

NO

CANT SAY

20
18
16
14
12

Yes

10
No

8
6
4
2
0
No of Employees

INTERPRETATION:As we already discussed in the theoretical aspects of Training and Development, It is mandatory
to provide better Training to become more productive in the competition world and also to do
better jobs.
95% of the Employees agree to be provided the Training program in regular intervals.

45

16. What is the basic purpose behind your training?

A) To again the knowledge for doing my job
B) Change of job
C) Adopting new technology
D) Increase the productivity
RESPONSE

NO OF EMPOLOYEES

KNOWLEDGE GAINGING

TECHNOLOGY ADOPTING

KNOWLEDGE& TECHNOLOGY

ADOPTING
INCREASE PRODUCTIVITY

CHANGE OF JOB &TECHNOLOGY

ALL

8
7
6

Knowledge againing

Technology adopting
Knowledge & Training

Production development

Change of job & tech

All

1
0
No of Employees

INTERPRETATION:All the employees are felt that they would like to take part in the Training program in order gain
the knowledge of above mentioned choices.
46

17.Training programme helps you to improve?

A) Decision making & confidence

B) knowledge about the job

C) Technical and mental skills

D) All the above.

RESPONSE

NO.OF EMPLOYEES

KNOWLEDGE ABOUT JOB

TECHNICAL &MENTAL SKILL

10

KNOWLEDGE &TECHNICAL SKILL

DECISSION MAKING CONFIDENCE

ALL THE ABOVE

12
Knowledge about job

10

Technical skill

8
6

Knowledge & Technical

skill

Decision making &

confidence

All

0
No of Employees

INTERPRETATION:Most of the employees are felt that they are improving their Technical and mental skills by the
Training which is provided by the organization. Some of them felt that they are getting only
knowledge of their jobs.
47

CHAPTER-V
FINDINGS, SUGGETIONS AND CONCLUSION

48

FINDINGS:
The following factors have been regarded as the main reason for failure of training
programmes:

1.

The benefits of training are not clear to help top management.

2.

The top management hardly rewards supervisors for carrying out effective training.

3.

The top management rarely plans and budgets systematically for training.

4.

The middle management, without proper incentives from top management, does not
account for training in production scheduling.

5.

Without proper scheduling from above, first line supervisors have difficulty in production
norms of employees are attending training programmes.

6.

Behavioral objectives are often imprecise.

7.

Training external to the employing unit sometimes techniques on methods contrary to

practices of the participants organization.

8.

Timely information about external programmes may be difficult to obtain.

Trainers provide limited counseling and consul ling services to the rest of the organization.

49

CONCLUSIONS AND RECOMMENDATIONS:

1. Most o the employees are interested in training. But the training program only for some
level of employees. Better to make it possible for all levels of employees.

2. Most of the employees are having the awareness of training facilities that are provided by
the organization. Few of them are not having awareness of those facilities. So that the
organization has to educate them to motivate about training program.

3. Most of the employees are not having education qualifiers are not up to the mark. So they
have to encourage them to well educate.

4. Most of the employees are felt that they area not giving any promotions after the training
program. So they have to provide promotions.

5. Training should be made compulsory to get the work done in timely and properly so
training should be made compulsory in the company policy.

6. The organization has to divide the groups in the base of their qualification and nature of
work them go for providing the training program. so that it gives much productivity and
work efficiency.

7. Evaluation to training programs must be conducted to know the effectiveness of training.

8. The training program must be strengthening them to reach the goals of the organization.

50

LIMITATIONS:

1. Once the employee change the organization after completion pf training development
program.

2. The organization looses the time and money also. the trainer and trainee not satisfied
their personal needs they are not show the interest in training in training and development
program.

3. The trainer and trainee not having good relationship between them they are not improves
the skills and knowledge through training and development program. Due to this
organization not achieving their strategies and not get more profits.

4. The trainers not provide the trainees feed back regularly. The trainee not improve their
performance, skills, knowledge and the trainee not know what do, what cannot do on the
job.

51

Questionnaire
For
A study on EMPLOYEE TRAINING AND DEVELOPMENT at
Sudhakar Polymers Ltd.

NAME

SECTION

QUALIFICATION

1). How long have you been with SUDHAKAR Polymers ltd?
.

2). How long have you been in present job?

..
3). How do you work?
A) Alone

B) Part of team

4). If you work in a team do you have any clarity about your team roles?
A) Yes

B) No

52

5).What is the degree of co-operation among your team members?

A) High

B) Good C) Moderate

D) less

6). to perform other jobs in the organization: What other roles in the

organization

would you be interested in doing if a vacancy became available for example transfer to
another section supervisor position etc?
..

7).What is your career aspiration?

A) Greater Responsibilities

B) Higher Position

C) Financial Increment

8). Are you satisfied with training and development programme

provide by sudhakar

polymers Ltd?
A) Yes

B) No

9). after completing the training programme the management giving any promotion to the
employee?
A) Yes

B) No

C) Sometimes

10). Are you satisfied with the role of trainer between you and management?
A) Yes

B)No

53

11). How do you describe your overall learning experience from the
Programme?

A) Excellent

B) Good

C) Moderate

D) Poor

12). Does training programme have any positive impact on the

Organization?
A) Most of the times

B) Sometimes

C) Rarely

13). Whether the organization is taking only feedback from the

Employee after the completion of training programmer?
A) Yes

B) No

14). Do you want any changes in the present training programmer?

A) Yes

B)No

15). Do you feel training is must for all the employees?

A) Yes

B)No

C) Cant say

54

D) No

16).What is the basic purpose behind your training ?

A) To again the knowledge for doing my job

C) Adopting new technology

B) Change of job

D) Increase the productivity

17). Training programme helps you to improve?

A) Decision making & confidence

B) knowledge about the job

C) Technical and mental skills

D) All the above.

55

BIBLIOGRAPHY

Rao, T. V HRD Audit. Response Books, New Delhi, 1999

Ramaswami, N., A Handbook of Training and Development, T.R.Publications, Chennai,

1992.

Turrell. M., Training Analysis, Macdonald & Evans, 1980.

Mamoria, C.B., Personnel Management, Himalaya Publishing House, Mumbai, 1984.

C.B Mamoria & S.V Gankar. , Human Resource Management, Mumbai, 2001.

56