Sagar Bargal.docx

A PROJECT REPORT ON

“STUDY OF EFECTIVNESS OF TRAINING AND DEVELOPMENT PROGRAMME FOR EMPLOYEES” WITH SPECIAL REFERENCE TO

“Goodyear Tire and Rubber Company” Unit:Aurangabad SUBMITTED BY

SAGAR KAILAS BARGAL UNDER THE GUIDANCE OF

PROF. PRAMOD JADHAV SUBMITTED TO

“UNIVERSITY OF PUNE” IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF THE DEGREE OF MASTER IN BUSINESS ADMINISTRATION (MBA)

HON.SHRI BABANRAO PACHPUTE VICHARDHARA TRUST’S GROUP OF INSTITUTION,KASHTI,TAL-SHRIGONDA,DIST-A.NAGAR PIN-414111 [2013-2015]

A PROJECT REPORT

ON “SYUDY OF EFECTIVNESS OF TRAINING AND DEVELOPMENT PROGRAMME FOR EMPLOYEES”

IN

“Goodyear Tire and Rubber Company” Unit : Aurangabad SUMBITTED TO “UNIVERSITY OF PUNE” IN PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF THE DEGREE OF MASTERR IN BUSINESS ADMINISTRATION (MBA) (HUMAN RESOURCE) BY

SAGAR KAILAS BARGAL UNDER THE GUIDANCE OF PROF. PRAMOD JADHAV

HON. SHRI BABANRAO PACHPURE VICHARDHARA TRUST’S GROUP OF INSTITUTION, KASHTI, TAL- SHRIGONDA, DIST- A. NAGAR [2013- 2015]

DECLARATION I the undersigned here by state that the report is a genuine and benefited by me

under the guidance “Study Of Effectiveness Of Training And

Development

Programmer For Employees” in “Goodyear Tire and Rubber

company”. Under the guidance of prof. PRAMOD JADHAV (PROJECT Guide).

The empirical findings in this project repot are based on the data collected is not copied from any source. I understand that and such copy is liable to the punished in a way the university authorities deem fit.

The work has not been submitted for the award of any degree or diploma either to University of pune in partial fulfillment of the degree of Master in Business Administration (HUMAN RESOURCE). Date Place : KASHTI

Signature Name : SAGAR KAILAS BARGAL

ACKNOWLEDGEMENT The project entitled “Study Of Efectivness Of Training And And Development Programme For Employees” is a combined effort of many people who helped me during the project execution. First, I would like to thank Mr. MILIND BASOLE (GM-HR) and Mr. RAMJI SHINDE (EMPLOYEE Relations Manager) for allowing me to carry out the project in their esteemed Organization “ Goodyear Tire and Rubber Company” I take the opportunity to thanks Dr. Vaishampayan, the Director of Hon. Shri Babanrao Pachpute Vichardhara Trust’s Group Of Institution Kashti for providing me this opportunity. I would also like to express my sincere thanks to my project guide Mr. PRAMOD JADHAV, without her support, source of motivation and valuable information this was not possible. This project has indeed given me great learning opportunity and experience that I shall cherish forever.

INDEX TABLE NO.

TITLE

PAGE NO.

1.

INTRODUCTION

1-2

2.

RESEARCH DESIGN

3-5

3.

THEORATICAL BACKGROUND

6-16

4.

COMPANY PROFILS

17-20

5.

ANALYSIS AND

21-40

INTERPRETATION OF DATA

6.

CONCLUSION

41-42

7.

FINDIND AND SUGGESION

43-46

8.

BIBLIOGRAPHY

47-48

9.

ANNEXURE

49-55

CHAPTER I INTRODUCTION

INTRODUCTION There is always something new to learn in our daily life. The reason Why some people are successful in life is because they are always open to Learning process. Thus training is that part of learning, which essentially Improves job related knowledge, skills and attitudes in a person & is concerned with work life of human beings. It is a planned process to modify attitude, knowledge or skill through learning experience to achieve effective performance in an activity or a range of activities. Its purpose, in the work situation, is to develop the ability of individual & to satisfy the current & future manpower needs of the organization. Thus performance improvement is basic to training. Human Resource is the greatest asset to any organization and all sided efforts are required to be done to develop the available human resource. An organization must have an ability to develop its human resource and hence, proper attention is required to be paid to Human Resource Management.

Human Resource Management is concerned with the people who work in the organization to achieve the objectives of the organization. It concerns with acquisition of appropriate human resource, developing their skills and competencies, motivating them for best performance and ensuring their continued commitment to the organization to achieve organizational objectives.

CHAPTER II RESEARCH DESIGN

Research Problem: Company wanted to improve its Training and Development process as well as its effectiveness so as to direct the Workers meeting their job performances. Objective of the study: 1) To find out how effective is the Training and Development programme. 2) To find out the perception of the employees regarding the Training and Development programme. 3) To study the effectiveness of Training and Development programme with respect to identification of Training needs. Scope of the study: The study covers the employees of different departments of Goodyear South Asia Tyre Pvt.Ltd Aurangabad,(Excluding White collared employees) Type of data: 1) Primary data 2) Secondary data Sources of data: The relevant data for the study is collected through: a) Primary data: It includesPersonal interview, and Questionnaire. b) Secondary data: it includesInternet, Magazines, Management journals, Training Manuals.

Data collection tools:It is the first hand information collected by the means of Questionnaire: The following are its type

1) Open ended 2) Closed ended

Personal interview Sampling design: Sampling Unit: - The employees from various departments of Goodyear South Asia Tyres Pvt.Ltd,Aurangabad were taken for the study. Population Size: - The population size is 1000 employees. Sample Size: - The sample size is of 50 employees. Sampling Procedure: - Random Sampling. Data Presentation and Analysis:- a) Pie charts Limitations: 1) The study was restricted to a short number of respondents i.e. 50 employees. 2) Some of the employees were not so free while answering and hence the report might even contain biased answer to certain extent. 3) The study was carried out for a short period that is for two months.

CHAPTER III THEORATICAL BACKGROUND

TRAINING AND DEVELOPMENT: INTRODUCTION AND OVERVIEW: Training and Development play an important role in the effectiveness of organizations and to the experiences of people in work. Training has implications for productivity, health and safety at work and personal Development. All organizations employing people need to train and develop their staff. In simple terms, Training and Development refers to the imparting of specific skills, abilities and knowledge to an employee. A formal definition of Training & Development is… it is attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge. We can make a distinction among Training and Development. Such as Training refers to the process of imparting specific skills and Development refers to the learning opportunities designed to help employees grow. Training is act of increasing the knowledge and skills of an employee for doing a specified job. Development is not primarily skill oriented. Instead, it provides general knowledge and attitudes which will be helpful to employees in higher positions.

DEFINITION: “Training is the act of increasing the knowledge and skill of an employee for doing a particular job”. By-Edwin Flippo “Training is a systematic process of changing the behaviour, knowledge and motivation of present employees to improve the match between employee characteristics and employment requirements”. By-Prof. Milkovich “Training is the process of acquiring specific skills to perform a job better”. By-Jucious “Training is the process of teaching, informing or educating people so that they may become well qualified to do their job and they become qualified to perform in positions of greater difficulty and responsibility”.

OBJECTIVES OF TRAINING AND DEVELOPMENT: • Develop the competences of employees and improve their performance. • Reduce the learning time for employees starting in new jobs on appointment, transfers or promotion, and ensure that they become fully competent as quickly and economically as possible. • To assist the employees to acquire necessary knowledge, skills, attitude etc necessary for collective work performance. • Training aims to improve the quality and quantity of output, to lower the wastages and thereby the cost of waste, equipment maintenance and accidents. • To develop cordial labor-management relations and thereby to improve the organizational environment. • To develop certain personal qualities among the employees so as to enable them to perform their jobs efficiently. -

NEED FOR TRAINING AND DEVELOPMENT • After employees have selected for various positions in an organization, Training them for specific tasks to which they have been assigned assumes great importance. Training enables an employee to do his present job more efficiently and prepare himself for a higher level job. • It increases knowledge and skills for doing a particular job; it bridges the gap between job needs and employees skills, knowledge and behaviors. • Training is necessary to make employees mobile and versatile. They can be placed on various jobs depending on organizational needs. • Training is needs to make the employees more productive and useful in long run. • Training improves the knowledge of employees regarding the use of machines and equipments hence wastage is eliminated to a large extent.

BENEFITS OF TRAINING: 1) Benefits of Training to Organization: • Training raises the efficiency of workers and this leads to more production and profit to employer. • Training improves the quality of production. • Training reduces accidents and wastages as trained workers work systematically and proper care. • Training raises the morale of workers. • Training moulds attitudes of workers and develops cordial labour management relations. • Training reduces labor absenteeism as trained workers find their jobs interesting and remain present on all working days. 2) Benefits of Training to Employees: • Training creates a feeling of confidence among employees as it gives personal safety and security to them. • Training helps employees to make better decisions and develops effective problem solving attitude. • Training provides opportunity for quick promotion and self-Development to managers. • Training develops positive attitude towards work and it also updates the knowledge and skills of the employees. • Training develops skills which in turn acts as valuable personal assets of employees. • Training helps employees to handle stress, tension, frustration and conflicts.

PROCESS OF TRAINING: 1-Organizational Objective.

2-Assessment of training need

3- Objective of Training

4-Developing Training programme.

5-

Implementation.

6-Evaluation.

METHODS OF TRAINING: The most widely used methods of Training used by organizations are classified into two categories: 1) On-the-Job Training 2) Off-the-Job Training 1) ON-THE-JOB TRAINING: It is given at the work place by superior in relatively short period of time. This type of Training is cheaper & less time-consuming Job Coaching: It is learning by doing. In this, the superior guides his sub-ordinates & gives him/her job instructions. The superior points out the mistakes & gives suggestions for improvement. Job Rotation: In this method, the trainees move from one job to another, so that he/she should be able to perform all types of jobs. E.g. In banking industry, employees are trained for both back-end & front-end jobs. In case of emergency, (absenteeism or resignation), any employee would be able to perform any type of job. Mentoring: Mentoring is an ongoing relationship that is developed between a senior and junior employee. Mentoring provides guidance and clear understanding of how the organization goes to achieve its vision and mission to the junior employee. Project Assignment: A trainee is given a project that is closely related to the work of his department. the trainee has to study his assignment on his own and make recommendations for the considerations d and approval of the departmental head. This may raise the efficiency and also reduces the cost of operation. Internships and Assistantships’ An Intern of assistants are recruited to perform specific time bound jobs or projects during education.

2) OFF THE JOB TRAINING: It is given outside the actual work place. Lectures/Conferences:

This approach is well adapted to convey specific information, rules, procedures or methods. This method is useful, where the information is to be shared among a large number of trainees. The cost per trainee is low in this method. Films: It can provide information & explicitly demonstrate skills that are not easily presented by other techniques. Motion pictures are often used in conjunction Simulation Exercise: Any Training activity that explicitly places the trainee in an artificial environment that closely mirrors actual working conditions can be considered a Simulation. Simulation activities include case experiences, experiential exercises, vestibule Training, management games & role-play. Cases: Presently an in depth description of a particular problem an employee might encounter on the job. The employee attempts to find and analyze the problem, evaluate alternative courses of action & decide what course of action would be most satisfactory. Experiential Exercises: These exercises are usually short, structured learning experiences where individuals learn by doing. For instance, rather than talking about inter-personal conflicts & how to deal with them, an experiential exercise could be used to create a conflict situation where employees have to experience aconflict personally& work out its solutions.

Vestibule Training: Employees learn their jobs on the equipment they will be using, but the Trainings conducted away from the actual work floor. While expensive, Vestibule Training allows employees to get full feel for doing task without real world pressures.

Role Play: It’s just like acting out a given role as in a stage play. In this method of Training, the trainees are required to enact defined roles on the basis of oral or written description of a particular situation. Management Games: The game is devised on a model of a business situation. The trainees are divided into groups who represent the management of competing companies. They make decisions just like these are made in real-life situations. Decisions made by the groups are evaluated & the likely implications of the decisions are fed back to the groups. The game goes on in several rounds to take the time dimension into account. In-Basket Exercise: Also known as In-tray method of Training. The trainee is presented with a pack of papers & files in a tray containing administrative problems & is asked to take decisions on these problems & is asked to take decisions on these within a stipulated time. The decisions taken by the trainees are compared with one another. The trainees are provided feedback on their performance.

CHAPTER IV COMPANY PROFILE

COMPANY PROFILE The Goodyear Tire & Rubber Company

Type Traded as Industry Founded Founder(s) Headquarters Key people

Public NYSE: GT S&P 500 Component Manufacturing 1898 Frank Seiberling Akron, Ohio, U.S. Richard Kramer (Chairman, President and CEO)

Products Revenue Operating income Net income Total assets Total equity Employees Website

Executive Leadership

Tires US$ 18.832 billion (2011) US$ 313 million (2011) US$ -216 million (2011) US$ 15.630 billion (2012) US$ 921 million (2012) 72,000 (2012) www.goodyear.com

Richard J. Kramer Chairman, President and Chief Executive Officer Rich Kramer is Chairman, President and Chief Executive Officer of The Goodyear Tire & Rubber Company. He has been Chairman since October 1, 2010 and President and Chief Executive Officer since April 13, 2010. He has been a member of Goodyear’s Board of Directors since February 23, 2010.

Goodyear tires’ is the organization leading in the tire manufacturing throughout the world. It has two manufacturing plants in India, one at Ballabhgarh, Delhi and other at Aurangabad. This company is the 3rd largest manufacturer of tires in the world after Bridgestone (1st) and Michelin (2nd). Company’s Aurangabad unit was established in 1987 for the production of tire particularly Passenger vehicles such as truck ,car. Companies daily production of tires is 40,000. Frank A. Seiberling- He is a founder of company. He borrowed $3,500 from his brother-inlaw Lucius C. Miles for the down payment needed to buy an abandoned strawboard factory on the banks of the Little Cuyahoga River in Akron, founding The Goodyear Tire & Rubber Company. Initial capital stock was $100,000. Company named in honor of Charles Goodyear, who discovered the rubber vulcanization process in 1839. David E. Hill, who purchased $30,000 of the company’s initial stock, named president. Company's first subsidiary and foreign plant acquired in Bowmansville, Ontario, Canada. Labor department established in Akron. First testing machine for airplane tires, forerunner of today's dynamometer built by Goodyear. Goodyear was the first company in rubber industry to establish a Hospital Association for employees. Company applied for synthetic rubber patents for Chemigum Air wheel, a low-pressure tire, developed for airplanes - later adapted for passenger car use. Australian and English tire plants in production.  Goodyear successful bidder on two government-owned synthetic rubber plants. .Complete new line of tubeless tires introduced. World's first commercial passenger conveyor belt built by Goodyear for Hudson and Manhattan Railroad. First rubber railroad crossing installed in Akron....First nationwide strike in company's history lasted 52 days....3-T nylon cord tires announced.

FACTORY OPRATING COUNCIL Manufacturing Director India

Executive coordinator

Plant Head -Production Plant Head Engg.

Plant Head HR

Plant Head -Q.Tech

Plant Head - Purchasing

Asst. controller

CIS Manager

Asst. Manager - Training

Mgr-EHS

AM-IE

CHAPTER V ANALYSIS AND INTERPRETATION OF DATA

ANALYSIS AND INTERPRETATION 1] Since how long you are working in this organization? A] Less than 4 year B] 4 To 8 year C] 8 To 12 year d] More than 12 year Table:-1 option

Less than 4

4 To 8 year

8 To 12 year

year No. of

year 10

10

22

Respondent

No.Of Employees(%) 16%

20% Less than 4year 20%

44%

More than 12

4 To 8 year 8 To 12 year More than 12 year

Interpretations:1.20% Employees has less than 4 year work experience. 2.20% Employees are in ranges of 4 to 8 year. 3.44% Employees are in ranges of 8 to 12 year. 4.16% Employees are in ranges of more than 12 year

2] Do you feel T&D program is necessary in your organization?

8

A] strongly agree B] Agree Option

C] partially agree D] Disagree Table:-2 Strongly Agree agree

Necessary of Programme(%) No. of 9

24

Partially agree

Disagree

7

10

Respondent

20%

Interpretations:1.18%Employees are strongly agree for T & D Programmed. 2.48% Employees are agreed for T & D Programmed. 3.20% Employees are strongly partially agreed for T & D Programmed. 4.14%Employees are Disagree for T & D Programmed.

3] Does training help to establish strong relationship between Managers and subordinates? A] Yes B] No Table:-3 Option Yes No. of Respondents 44

Relationship between Managers & subordinates(%) 12% Yes 88%

Interpretations:-

No

No 6

1.88% Respondents said Training can establish Relationship between Managers and Subordinates. 2.12% Respondents said Training can’t establish Relationship between Managers and Subordinates.

4] In a last year how many training Session you have attended? A] 1 Session B] 2 Session C] 3 Session D] More than 3 Session Table:-4 Option 1 Session 2 Session 3 Session No. of Respondents

21

13

9

More than 3 Session 7

Arrangement of Training Session(%) 14% 42%

18%

1 Session 2 Session

26%

3 Session More than 3 Session

Interpretation:1. For 42%Employees 1 Session had been arranged. 2. For26%Employees 2 Session had been arranged. 3. For 18%Employees 3 Session had been arranged. 4. For 14%Employees more than 3 Session had been arranged.

5] What kind of knowledge do you need to do your job? A] Machine handling B] Measuring Instrument C] Safety Equipment D] All above Table:-5 Option Machine Measuring Safety handling Instrument Equipment No. Of 9 4 8 Respondent

All above 29

Requirement of Knowledge(%)

18%

8%

Machine handling Measuring Instrument

58%

16%

Safety Equipment All above

Interpretations:1.18%Employees feels that Machine handling knowledge is required. 2.8% Employees feel that measuring instrument knowledge is required. 3.16% Employees feel that Safety Equipment knowledge is required. 4.58%Employees feel that all the knowledge is essential for effective job.

6] Training programmes are targeted for A] Individual Growth B] Organizational Growth C] Both Table:-6 Option Individual Growth Organizational Growth

No. Of Respondents

8

Both

4

38

Targeted Area (%) 16%

8% Individual Growth

76%

Organisationl Growth Both

Interpretations:1.16%Employees feels that Training Pogrammes are targeted at Individual Growth. 2.8% Employees feels that Training Pogrammes are targeted at Organization Growth. 3.76% Employees feels that Training Pogrammes are targeted at both.

7] Are you satisfied with the training (On & off the job) given to you? A] Highly Satisfied B] Satisfied C] Partially satisfied D] Dissatisfied Table:-7 Option Highly Satisfied Partially Dissatisfied Satisfied satisfied NO. of 14 33 2 1 Respondents

Employees satisfaction on + off the job Traning(%) 4% 2%

28% Highly Satisfied Satisfied 66%

Partially satisfied Dissatisfied

Interpretations:1.28% Employees are Highly satisfied. 2.66% Employees are Satisfied. 3.4%Employees are Partially Satisfied. 4.2%Employees are Dissatisfied.

8] Are you satisfied with on the job training? A] Highly Satisfied B] Satisfied C] Partially Dissatisfied D] Dissatisfied Table:8 Option Highly Satisfied Partially Satisfied Dissatisfied No. of 20 11 12 Respondents

Dissatisfied 7

Employees satisfaction for on the job Training 14%

Highly Satisfied

40%

24%

Satisfied

Partially Dissatisfied

22%

Dissatisfied

Interpretations:1.40% Employees are highly satisfied on the job Training. 2.22% Employees are satisfied on the job Training. 3.24% Employees are Partially Dissatisfied on the job Training. 4.14% Employees are Dissatisfied on the job Training.

9] Who Conducted training & development programme? A] Internal trainer B] External trainer Table:- 9 Option Internal trainer External trainer No. of 35 15 Respondents

Conductor of Training & Development Programme(%) 0% 0%

30% internal tranner

external tranner 70%

Interpretations:1.70%Employees said that their T & D Programme was conducted by Internal Trainer. While 30% told conducted by External Trainer.

10] In what way you will measure performance of employees after T and D programme? A] Efficiency C] Productivity Options No. of Respondents

B] Effectiveness D] Compensation Table:- 10 Efficiency Effectiveness Productivity 05 4 9

Compensation 32

Measurement Of Progress(%) 10% 8%

efficiency effectveness

18%

productivity

64%

Compensation

Interpretations:1.10%Employees measured their progress in Efficiency. 2.8% Employees measured their progress in Effectiveness. 3.18% Employees measured their progress in Productivity. 4.64% Employees measured their progress in Compensation.

11] To what extent do you feel your personal objective have been achieved through Training and development? A] Fully achieved B] Achieved C] Partially Achieved D] Not Achieved Table:-11 Option Fully Achieved Partially Not Achieved achieved Achieved

No. of Respondents

10

31

8

1

Achievment of Objective (%)

2% 16%

Fully Achieved

20%

Achieved Partially Achievd Not Achieved 62%

Interpretations:1.20%Employees feel that their Personal objective is Fully achieved. 2.62% Employees feel that their Personal objective is Average achieved. 3.16%Employees feel that their Personal objective is Partially achieved. 4.2% Employees feel that their Personal objective is Not achieved. 12] Are you knowledgeable and experienced in the techniques and approaches of training after programmed? A] Strongly agree B] Agree C] Partially agree D] Disagree Table: 12 Option Strongly Agree Partially Disagree agree agree No. of 8 31 7 4 Respondent

knowledgeability about Training Programme 8%

16% Strongly agree

14%

Agree

Partially agree Disagree 62%

Interpretations:1.16%Employees Strongly Agree to above Statement. 2.62%Employees Agree to above Statement.

3.14% Employees Partially Agree to above Statement. 4.8% Employees Disagree to above Statement. 13. ] To what extent has the Training & Development programme helped to enhance your application and understanding of your job as a whole. A] Fully Enhance B] Enhance C] Partially Enhance D] Not Enhance Table:-13 Option Fully Enhance Partially Not Enhance Enhance Enhance No. of Respondent

20

21

9

0

Programme help for Enhancement(%) 0% 18% 40%

Fully Enhance Enhance Partially Enhance Not Enhance

42%

Interpretations:1.40% Respondents said Training progrmme helps to fully enhance application and understanding for their job as whole. 2. 42% Respondents said Training progrmme help to enhance application and understanding for their job as whole. 3.18% Respondents said Training progrmme help partially to enhance application and understanding for their job as whole. 4. No one said that Programme did not helped for Enhancement Interpretation:14] How will you mark your performance after undergoing training? A] Very Good B] Good C] Average D] Poor Table:-14 Option Very Good Good Average No. of 4 32 13 Respondent

Poor 1

Performance Marking of Employees(%) 2% 26%

8% Very Good Good Average

64%

Poor

Interpretations:1.8%Employees marked their Performance as Very Good. 2.64%Employees marked their Performance as Good. 3.26% Employees marked their Performance as Average. 4.2%Employees marked their Performance as Poor. 15] What kind of tools and facilities would you recommended to improve the T&D program? A] Games B] Debates C] Discussion D] Classroom Table:-15 Option Games Debates Discussion Classroom No. of Respondents

23

1

14

12

Recommendation regarding Tools & Facilities(%) 24% 46%

Games Debates Discussion

28%

Classroom 2%

Interpretations:1.46%Employees have recommended Games for improving T & D Programme. 2.2%Employees recommended Debates for improving T & D Programme. 3.28% Employees recommended Discussion for improving T & D Programme. 4.24%Employees recommended Classroom for improving T & D Programme.

16] How did you get benefit from training and development?

A] Reduced wastage of time

B] Reduced wastage of material

C] Increased productivity

D] Benefit of learning new things Table:-16

Option

Reduced

Reduced

Increased

Wastage of

wastage of

productivity

time

material

20

10

No. of

Benefit of learning new things

17

Respondents

Benifit from T & D(%) 6%

Reduced wastage of time 40%

Reduced wastage of material

34%

Increased productivity Benefit of learning new things

20%

Interpretations:1.40%Emplyees said that their wastage of time reduced after Training. 2.10%Emplyees said that could decrease scrap after Training. 3.34%Employees said that Productivity increased after Training. 4.6% Employees said they got chance to learn new things.

17] Are briefing meeting arranged for you before your training? A] Yes B] No Table no:- 17 Option

Yes

No

No. of

44

6

Respondents

03

Arrangement of Briefing meeting (%) 0% 0% 12%

Yes

No

88%

Interpretations:1.88%Employees said that Briefing meeting was arranged before Training. 2.12%Employees said that Briefing meeting was not arranged before Training.

18] Is the feedback regarding the training conveyed to you? A] Yes B] No Table:-18 Options Yes No. of Respondents

42

No 9

Feedback regarding the Training(%) 0% 0% 18%

Yes No

82%

Interpretations:1.84%Employees said that feedback regarding the Training conveyed to them.

2.16%Employees said that feedback regarding the Training didn’t convey to them. 19] According to you which of the following factor is most Important for doing effective job? A] Education B] Experience C] Training D] All Three Table:19 Option Education Experience Training All Three No. of 5 12 15 18 Respondents

Important of Factor(%) 10% 36% 24%

Education Experience Training

30%

All Three

Interpretations:1. According to 36% Respondents all three (Education, Experience Training) Factors are important for doing effective job. 2. According to 30%Respondents Training is imp. Factor for doing effective job. 3. According 24% Respondents Experience is imp. Factor for doing effective job. 4. According to 10%Respondents Education is imp. Factor for doing effective job

CHAPTER VI CONCLUSION

CONCLUSION: Training plays a very important role in growth and Development of an organization. Training is the corner stone of sound management for it makes employees more effective and productive. The Goodyear South Asia Tyres Pvt.Ltd is an organization that sees Training as a problem solving tool. To ensure that the employee’s needs are identified correctly so that they are benefited the most the organization stresses a lot of emphasis on identifying the Training needs of the employees. Majority of the employees are satisfied with the Training and Development programme as they feel that it helps them to realize organizational as well as their personal goals.

CHAPTER VII FINDING AND SUGGESTION

RESEARCH FINDING 1. 44% Employees working in the organization are 8to 12 years. There are also some employees who have more than 12 years (16%) work experience. 2. 48% Employees feel that T & D programme is necessary for organizational Growth for retain in the competition. 3. Majority Employees feel (88%) that T & D programme is helpful for improving relationship between Managers and subordinates. 4.In the organization 44% employees have attended 1 session Average employees attended 2 session(26%), While very few have attend ended more than 3 session(14%). 5. Employees have a need of overall knowledge [such as Machine handling, Measuring instrument, Safety equipment] but not only single aspect. 6.Regarding the Training Programme majority of employees feel that the programme is targeted at both Individual and Organization benefit(76%), whereas very few feel that programme is targeted either individual growth(16%) or for Organization Growth(8%). 7. Most of the employees are satisfied (66%) for training (on & off) given to them 8. More than 40%employees are highly satisfied for on the job Training 24% satisfied. 9. for majority of Trainees Internal Trainer (70%) had been appointed for Training & Development programme. 10. More than 64%employees measure their progress in terms of “Compensation” While only 4 employees measured in terms of Effectiveness. 11. More than 64%employees said their personal objective has been achieved through T & D programme while one respondent said his objective has not been achieved yet. 12. Majority of employees (62%) feel they are knowledgeable and experience in techniques and approaches of Training and Development. While 4 employees were disagree about that. 13. T & D programme help to most of the employees to enhance their application and understanding job as whole. 14. Majority of employees feels “Good “(64%)after undergoing training while only one said it is poor. 15. 46% employees have recommended Games for Improving T and D programme, Average employees recommended discussion(28%). 16. Most employees could reduce the idle time; it also increased Productivity after Training. They got benefit of learning new things. 17. For majority employees (88%) biffing meeting was arranged, in very few cases it was not arranged (12%). 18. Feedback regarding the training conveyed to majority of employees (82%)

19. According to most respondents training Education and experience these all three things (36%) are important.

SUGGESTIONS: 1) There should be involvement of some video show or encouraging movie in order to boost their confidence level. 2) Team work activity should be taken in the Training sessions. 3) The power and importance of believing in oneself before you achieve should be applied in the employees. 4) Expertise people should be hired to conduct more of practical and workshop Training sessions. 5) The management should undertake more of On the Job Training to increase the confidence level with respective to their jobs. 6) The Organization should provide proper Training when any new job is introduced in the organization.

CHAPTER VIII BIBLIOGRAPHY

BIBLIOGRAPHY BOOKS  Human resource management

- Mr. Prasad

NEWSPAPER:  Times ascent

WEBSITES:  www.citehr.com  www.sunrise.net.in  www.careertrainer.com  www.e-hresources.com

-Times of India

CHAPTER IX ANNEXURE

ANNEXURE-1 Training Needs identification Form Emp.Code/ Clock No: Name of the Employee: Department: Designation: -

Grade: -

Training Required

Behavioral Aspects of training

Technical Aspects of training required

required 1

1

2

2

3

3

4

4

5

5

6

6

7

7

8

8

9

9

Name and sign of the employee: -

Name of the training need identifier: -

Date: -

ANNEXURE-2 Questioner 1] Since how long you are working in this organization? A] Less than 4 year B] 4 To 8 year

C] 8 To 12 year

d] More than 12 year

2] Do you feel T&D program is necessary in your organization? A] Strongly agree B] Agree C] Partially agree D] Disagree 3] Does training help to establish strong relationship between Managers and subordinates? A] Yes B] No 4] In a last year how many training Session you have attended? A] 1 Session B] 2 Session C] 3 Session D] More than 3 Session 5] What kind of knowledge do you need to do your job? A] Machine handling B] Measuring Instrument C] Safety Equipment D] All above 6] Training programmes are targeted for A] Individual Growth B] Organizational Growth C] Both 7 ] Are you satisfied with the training given to you? A] Highly Satisfied B] Satisfied C] Partially satisfied D] Dissatisfied 8] Are you satisfied with on the job training? A] Highly Satisfied B] Satisfied C] Partially Dissatisfied D] Dissatisfied 9] Who Conducted training & development programme? A ] Internal trainer B] External trainer 10] In what way you will measure performance of employees after T and D programme? A] Efficiency C] Productivity

B] Effectiveness D] Compensation

11] To what extent do you feel your personal objective have been achieved through Training and development? A] Fully achieved B] Achieved C] Partially Achieved D] Not Achieved 12] Are you knowledgeable and experienced in the techniques and approaches of training after programmed? A] Strongly agree B] Agree C] Partially agree D] Disagree

13. ] To what extent has the Training & Development programme helped to enhance your application and understanding of your job as a whole. A] Fully Enhance B] Enhance C] Partially Enhance D] Not Enhance 14] How will you mark your performance after undergoing training. A] Very Good B] Good C] Average D] Poor 15] What kind of tools and facilities would you recommended to improve the T&D program? A] Games B] Debates C] Discussion D] Classroom 16] How did you get benefit from training and development? A] Reduced wastage of time B] Reduced wastage of material C] Increased productivity

D] Benefit of learning new things

17] Are briefing meeting arranged for you before your training? A] Yes B] No 18] Is the feedback regarding the training conveyed to you? A] Yes B] No 19] According to you which of the following factor is most Important for doing effective job? A] Education B] Experience C] Training D] All Three