Chapter I.docx

CHAPTER I INTRODUCTION

1.1 INTRODUCTION The project entitled “A study on employee training and its effectiveness in Milco dairy Ltd.” was conducted in a dairy plant runs by Mel-Kadakkavur KVCS Ltd. is popularly known as Milco Dairy. This study made an attempt to find out the training methods and technique currently used in Milco Dairy and how effective they are in improving the skill and knowledge of employees. In the field of Human Resources Management, Training and Development is the field concern with organizational activities which are aimed to bettering individual and group performances in organizational settings. It has been known by many names in the field HRM, such as employee development, human resources development, learning and development etc. Training is really developing employees’ capacities through learning and practicing. Training and Development is the framework for helping employees to develop their personal and organizational skills, knowledge, and abilities. The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers. All employees want to be valuable and remain competitive in the labour market at all times, because they make some demand for employees in the labour market. This can only be achieved through employee training and development. Hence employees have a chance to negotiate as well as employer has a good opportunity to select most suitable person for his vacancy. Employees will always want to develop career-enhancing skills, which will always lead to employee motivation. There is no doubt that a well trained and developed staff will be a valuable asset to the company and thereby increasing the chances of his efficiency in discharging his or her duties.

1.2 STATEMENT OF THE PROBLEM The success or failure of any organization depends on employees and their skills. The skills of any employees depend on the training and development programmes which are adopted by company. It is important to mention that the skill of employees improves the efficiency, productivity and effectiveness of the organization. In this background study is

selected to know the training and development programmes adopted in MILCO Diary to improve the skill of an employees in order to accomplish the objectives of the organization.

1.3 NEED AND SIGNIFICANCE OF THE STUDY The study becomes necessary because many organizations in this contemporary world are striving to gain competitive edge and there is no way this can be achieved without increasing employees' competencies, capabilities, skills etc through adequate training designs. However, the study results, will help the management to identify the challenges that effects the employees’ training on organizational performance, hence it determine the area where improvements through training can be done. It will also help the management in planning for the development and implementation of effective and efficient training needs that will lead to increased performance of the employees in MILCO.

1.4 SCOPE OF THE STUDY The scope of the study covers about the various training practices carried out in Milco to its employees. It also judges the enhancement of the knowledge and skill of the employees and feedback on its effectiveness.

1.5 OBJECTIVES 1. To understand the concept of training and development 2. To study the purpose for attending training and development by employees 3. To study the impact of training and development on overall productivity of the organization 4. To know the satisfaction level of employees regarding training. 5. To know the effectiveness of training and development programs at MILCO Diary, keezhattingal. 6. To offer suggestions based on findings of the study

1.6 REVIEW OF LITERATURE 1. According to Henry Ongori (2011), Jennifer Chishamiso Nzonzo, training and development has become an issue of strategic importance. Although many scholars have conducted research on training and development practices in organizations in both developing and developed economies, it is worth mentioning that most of the research has concentrated on the benefits of training in general. There is however, limited focus on evaluation of training and development practices in organizations. 2. According To Fizzah(2011), The purpose of the research is to find out how training and development effect organizational performance and to find out what is the impact of training and development in organization. Data is collected from the 100 members of different organizations. And the previous researches carried out on training and development. Training and development is important for the employees in organization, it helps the employees to improve their skills and to give a good performance in workplace. There is a big relation between training and development with the organization performance and the relationship is discussed in the paper. 3. According to Bates and Davis (2010), Usefulness of training programme is possible only when the trainee is able to practice the theoretical aspects learned in training programme in actual work environment. They highlighted the use of role playing, cases, simulation, mediated exercises, and computer based learning to provide exposure to a current and relevant body of knowledge and real world situation 4. According to Iftikhar Ahmad and Sirajud Din (2009), Training and development is adopted by organizations to fill the skill gap of employees. Training evaluation must be appropriate for the person and situation. Evaluation will not ensure effective learning unless training is properly designed. Successful evaluation depends upon whether the means of evaluation were built into the design of the training program before it was implemented. 5. According to Haslinda ABDULLAH (2009), the challenges faced by employers and organizations in the effective management of HR T&D varied from concerns about the lack of intellectual HR professionals to coping with the demand for knowledge-workers and fostering learning and development in the workplace. The core and focal challenge is the lack of intellectual HRD professionals in manufacturing firms, and this suggests that employers viewed HR T&D as a function secondary to HRM and perhaps considered it as being of

lesser importance. This implication could lead to the ineffective implementation of HR T&D activities and increase ambiguity and failure in effectively managing HR T&D as a whole. 6. Cheng and Ho (2001) discuss the importance of training and its impact on job performance: While employee performance is one of the crucial measures emphasized by the top management, employees are more concerned about their own productivity and are increasingly aware of the accelerated obsolescence of knowledge and skills in their turbulent environment. As the literature suggests, by effectively training and developing employees, they will become more aligned for career growth— career potential enhances personal motivation.

1.7 RESEARCH METHODOLOGY AND RESEARCH DESIGN Research methodology is a systematic way to solve research problems. Researcher has to design his methodology. Research methodology deals with research methods and takes into consideration the logic behind the method .It also deals with objective of research study, the method of defining the problem, type of data collected, methods used for collecting and analyzing data. It also deals with objective of research study METHODOLOGY AND SAMPLE SELECTION Primary data with reference to the study was collected using questionnaire. The population selected for this particular study is considered in Milco Diary. A sample of 25 respondents was taken using simple random sampling. RESEARCH DESIGN Research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with the economy in procedure. The research design used in this study is descriptive in nature. Descriptive study is more than just a collection of data. It helps to describe a particular situation prevailing with a company. Descriptive study was necessary to ensure the complete interpretation of the situation and to ensure minimum bias in the collection of data.

RESEARCH APPROACH As the total number of employees in the company is large, and they work in various shift a census survey was impractical and hence the researcher opted for a sample size. 1.8 METHOD OF DATA COLLECTION For any statistical enquiry the collection of data or information is done through principle sources identically i.e., by primary sources and secondary sources of data. Primary Data:Primary data are those which are collected by a researcher from first hand sources. It is collected with the research project in mind, directly from primary sources. The primary data for the study was collected through a well-structured questionnaire, which was prepared and distributed among the staff in MILCO diary. Secondary Data:Secondary data is data gathered from studies, surveys, or experiments that have been run by other people or for other research. Most of the data used for the study is secondary in nature and has been collected from the company and from the website of MILCO Diary. Population The population consists of 100 employees of Milco diary. Sample unit The respondents who will be asked to fill out the questionnaire are the sample units. Here it was the employees of Milco Diary, Keezhattingal. 1.9 SAMPLING TECHNIQUE It is the systematic way of choosing from whom the researcher wants to collect information. The researcher has adopted the Simple Random Sampling Technique for this study.

1.10 SAMPLE SIZE Samples size is the number of items to be selected from the population to constitute the sample for the research. For this research a sample of 25 employees was taken. 1.11 AREA OF STUDY The study was conducted at Milco Diary, Keezhattingal under HR department in the topic effectiveness of training and development. 1.12 PERIOD OF STUDY The research duration was from 2nd April 2018 to 21th April 2018 TOOLS FOR DATA ANALYSIS

The tools used for this study is a standardized self-rating questionnaire. A questionnaire is a list of questions prepared and information is collected from various sources. It is a form which information is expected to be filled by the respondents.

TOOLS USED Percentage analysis

PERCENTAGE ANALYSIS Analysis techniques used are percentage and diagrammatic representation. Percentage method refers to a specified kind which is used in making comparison between two or more series of data. Percentages are based on descriptive relationship. It compares the relative items. Since the percentage reduces everything to a common base and thereby allow meaning comparison. Formula: Percentage of Respondents= No. of respondents x 100 Total no. of respondents

1.13 LIMITATIONS 

Lack of cooperation from the employees

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Some of the responses given by the respondent were biased

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The time period for the study is limited.