PROJECT REPORT

ON
IMPACT OF TRAINNING PROGRAMMES ON EMPLOYEE'S
OF KANGRA CENTRAL CO-OPRATIVE BANK
DHARAMSHALA (H.O.)

SUBMITTED TO THE HIMACHAL PRADESH UNIVERSITY,

SHIMLA IN THE PARTIAL FULFILLMENT OF THE
REQUIREMENTS FOR THE AWARD OF THE DEGREE OF
MASTER OF COMMERCE
(2016-2018)

SUBMITTED TO: SUBMITTED BY:

DR. MANOJ SHARMA ANJLI DEVI
(ASSISTANT PROF.) M.COM 4H SEM
ROLL NO. 2105
UNI ROLL NO 87460
DEPARTMENT OF COMMERCE
HIMACHAL PRADESH UNIVERSITY REGIONAL

CENTRE KHANIARA (MOHLI) 176218

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 DEPARTMENT OF
COMMERCE

H.P. University, Regional Centre

CERTIFICATE

It gives me immense pleasure to certify that the project report entitled “impact of
training programs on employees of kangra central co-oprative bank Dharamshala
(head office)” summited by the Anjli Devi has been carried out under my
supervision and guidance.

The technique used and the data reported in the project report are genuine to
the best of my knowledge. It represents his original work and the project report is
worthy of consideration for the award of the degree of the master in commerce
during the 2016-2018.

Date: signature

Place: Dharamshala Dr. Manoj Sharma

Deptt. Of commerce

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 ACKNOWLEDGMENT
Many lives and destinies are destroyed due to a lack of proper guidance,
direction and opportunity. It is in this respect I feel that I am in much better
position today due to continuous process of motivation and focus provided by my
Parents and Teachers in general.The process of completion of this project was a
tedious job and required careful guidance at all stages. I would like to highlight
the role played by many individuals towards this.

First and foremost I express my heartily thanks to Dr. D.P.Verma Director of

H.P.U. regional Centre dharamshala (Mohli) and Dr.Manoj Sharma, (HOD) and
for all the facilities like books in the library. The task would have been
impossible without all these facility.
I would like to thank my dedicated and respected parents they gave me life
and have been educating and encourage me for. I would like to extend my
thanks to my friends for their constant support and suggestions for
preparation of my research report. I hope this friendship will extend beyond
the time we shared together in the college.
They are also my ethical supervision and lamps to brighten me while I am sailing
in sunny or foggy seas.

ANJLI DEVI THANK YOU

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 PREFACE

As a part of the M.com curriculum and in order to gain practical knowledge in the field of
research I required to make a project report of “IMPACT OF TRAINING
PROGRAMES ON EMPLOYEES OF KANGRA CENTRAL CO-
OPRATIVE BANK DHARAMSHALA (HEAD OFFICE)’’. The basic objective
behind doing this project report is to research the impact of training programe of regarding
kccb emmpoyees.
The entire project study has been divided into four chapters. First chapter deals with
the introduction of kcc bank. This chapter deals with the history, industry profile, corporative
profile, training objective of training, step in employees training programs.

The second chapter deals with about research methodology, limitation, objective of
research, types of research, scope.

The third chapter deals with analysis and interpretation of research.

The fourth chapter deal with conclusion and suggestion, bibliography and
questionnaire

TABLE OF CONTENT
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Chapter Particulars Page no.

1 INTRODUCTION

Industry profile

Corporate profile 6-17

Training

Objectives of training

Steps in employee training program

2 Research Methodology

Limitation

Objective of research 18-27

Type of research

Scope

3 Analysis and interpretation

28-39

4 Conclusions and suggestions

Bibliography 40-43

5 Questionnaire

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 CHAPTER: - 1

INTRODUCTION

INDUSTRY PROFILE

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BANKING:

A bank is a financial intermediary and money creator that creates by lending money to a
borrower thereby creating a corresponding deposit on the bank’s balance sheet. Lending
activities can be performed directly by loaning or indirectly through capital market. Due to
their importance in the financial system and influence on national economics, banks are
highly regulated in most countries. Most nation have institutionalized a system known as
fractional reserve banking, central banking, under which bank’s hold liquid assets equal to
only a portion of the current liabilities. In addition to other regulations intended to ensure
liquidity, banks are generally subject to minimum capital requirements based on international
set of capital standards, known as Basel Accords.

CORPORATE PROFILE

History of KCCB;-

1. Came into existence on 17th March 1920 (License No. RPCD.09/2009-10).

2. Indora Banking Union was merged and 2nd Branch of the Bank opened at Nurpur in
Jan’1956.

3. Palampur Banking Union was merged and 3rd Branch of the Bank opened at Palampur
in Jan’1957.

4. Nadon Banking Union was merged and 4th Branch of the Bank opened at Hamirpur in
Oct’1958.

5. The Bank suffered losses because of the partition in 1947 to the tune of Rs.10.64 Lacs.

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 6. In Mar 1962, the bank suffering from the setback of partition was granted Rs.4.09
Lacs by the Govt.

7. Govt also provided Interest Free Relief Loan of Rs.3.98 Lacs and Govt of India Loan
of Rs.4.97 Lacs.
@ 3 .8 7% in 1962 in 1971-72

8. The Bank entered into the deposit mobilization scheme of Pong Dam Area
aggressively and secured
maximum share of Deposit Bank Deposits increased from Rs. 256 Lacs in 1971-72 to
Rs. 1054 Lacs in
1997-3-74.

MISSION: -

 Connecting all the branches with the core banking system.

 Managing the financial status of the corporative socities.

 Mission of the bank is to help the self-helped groups by providing them loan at a
lower rate.

VISION: -

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 To strengthen and upgrade IT system in the bank.

 To take steps to provide quality services to the customer.

 To create a benefiting setup matching the status of the bank.

CLASSIFICATION OF EMPLOYEES

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 The employee of the bank can classified into five types:-

CLASSIFICATION

CONTRACT BASIs
TEMPORARY

PERMANENT OFFICIATING

PROBATIONARY

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NAME OF DISTRICTS OF KCCB

There are five main districts in which KCCB work:-

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  Kangra

 Kullu

 Una

 Hamirpur

 Laholspiti

So in total KCCB works in 210 branches

TRAINING

Training of employee is the most important assets of an organization. In simple word,

training means "The process of learning the skill you need to do a particular activity or job”.
Training is the process of enhancing the skills, capabilities and knowledge of employees for
doing the particular job. It molds the thinking of employees and leads to quality performance
of employee. It is continuous and never ending in nature. Their need is felt at almost every
working place like industrials, commercial and organization. It is fruitful to both employees
and employer of an organization.

Thus training is a kind of investment. Employee training is also called job training or
occupationally training, vocational instruction for employed person. Training often is
considered for new employee only. Offers seminars and workshop to help, start or improve
business operations.

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MEANING:-

Training is concerned with imparting developing specific skills of a particular purpose.

Training is the act of increasing the skills of employees for doing a particular job. Training is
the process of learning a sequence of programmed behavior. In earlier practice, training
programmed focused more on preparation for improved performance in particular job. Most
of the trainees used to be from operative levels like mechanics, machines, operators and
other kind of skilled workers. When the problem of supervision increased, the step was taken
to train supervisor for better supervision.

NEED OF TRAINING:-

 Training is needed for employees to gain acceptance from peers.

 Training is needed to bridge the gaps between what the employee has and what the job
demands.

 Training is needed to make employees more productive and useful in the long run.

 Employees can be placed on various jobs depending on organization need.

 Training is necessary to make employees versatile.

 Training is necessary when a person moves from one job to another.

 Existing employees require refresher trainings so as to keep abreast of the latest

developments in the job operations.

 Training is necessary to prepare existing employee for high level jobs.

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 Training is the act of increasing the knowledge and skills of an employee for particular
job.

BENEFITS OF EMPLOYEE TRAINING:-

 Training improves labor and management relation.

 It helps in increasing productivity or quality of work.

 It aids development for promotion of employee.

 Organizational gets more effective decision making and problem solving skills.
 It improves the morale of employee on a work force.
 It provides information for future needs in all area of organization.
 Aids in organizational development.
 It improves the job knowledge and the skills at the all levels of organization.
 It helps in creates better corporate image.
 It leads to improved profitability’s or more positive attitudes toward profit orientation.

Ways of trainings:-

Training is imparted in two ways:

 On the job training.

 Off the job training.

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 1. On the job training:-
This method are those which are given to the employees within the everyday
working of a concern. The proficient as well as semi proficient employees can be
well trained by using such training method. The motto of such training is learning
by doing.

2. off the job training:-

This method are those in which training is provided away from the actual
working condition. It is generally a used in the case of new employee. Instances off the job
training methods are workshops, seminars, conferences etc. Off the job training is also
known as vestibule training.

OBJECTIVE OF EMPLOYEE TRAINING:---

The main objective of employee training are as follows:-

 Development of skills of employee :-

It helps in increasing the knowledge and skills of employee at every level. It
helps to
Expend the horizons of human intellect and an overall personality of the
employees.
 Optimum utilization of human resource:-
Training helps in optimizing the human resources that further helps the
employees to
Achieve the organizational and individual goals.
 Development of human resource:-

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 Training helps to provide an opportunity for the development of human
resources technically and behavior resources in an overall personality of an
employee.
 Productivity :-
It helps in increasing the productivity of employees which help in further to
achieve its long term goals.
 Quality :-
It helps in improving upon the quality of work.
 Morale :-
Training helps in improving morale of work forc
 Image:-
It helps in creating better corporate image.
 Profit ability :-
It leads to improve profit ability in most positive attitude towards profit orientation

STEPS IN EMPLOYEE TRAINING PROGRAMME

Training program involves the following steps:-

 Identifying the training needs:

The training needs each employee should be identified. Programmed should be
developed that are best suited to the needs.
 Prepare the trainer:
He should know both what to teach and how to teach. Time management is required
by the trainer. Training should be delivered in such a manner that the trainee should
be not loose the interest in the job.

 Prepare the trainee:

The trainee should remain active during training. He should know by he should be
trained and put across trainer question and doubts.

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  Explain and demonstrate the operations:
He should explain logic sequence of the job. The training should perform job and
explain the complete job he is performing.

 Follow up the feedback:

Should be given feedback on how well he performed the job. He should be asked to
give feedback on effectiveness of training program.

TRAINING PROCESS

A training is not a one sort affair; rather it is a step-by-step process that will completed only
after successful completion of given sequential activities.

1. Identifying Training Needs

Training need is a difference between standard performance and actual performance hence, it
tries to bridge the gap between standard performance and actual performance. The gap
clearly underlines the need for training of employees. Hence, under this phase, the gap is
identified in order to assess the training needs.

2. Establish Specific Objectives

After the identification of training needs, the must crucial task is to determine the objectives
of training. Hence, the primary purpose of training should focus to bridge the gap between
standard performance and actual performance. This can be done through setting

16
training objectives. Thus basic objective of training is to bring proper match between man
and the job.

3. Select Appropriate Methods

Training methods are desired means of attaining training objectives. After the determination
of training needs and specification of objectives, an appropriate training method is to be
identified and selected to achieve the stated objectives. There are number of training
methods available but their suitability is judged as per the need of organizational training
needs.

1. Implement Programs;-

After the selection of an appropriate method, the actual functioning takes place. Under
this step, the prepared plans and programs are implemented to get the desired output. Under
it, employees are trained to develop for better performance of organizational activities.

2. Evaluate Programs ;-
It consists of an evaluation of various aspects of training in order to know whether the
training program was effective. In other words, it refers to the training utility in terms of
effect of training on employes' performance.

6. Feedback;-

Finally, a feedback mechanism is created in order to identify the weak areas in the training
program and improve the same in future. For this purpose, information relating to class
room, food, lodging etc. are obtained from participants. The obtained information, then,
tabulated, evaluated, and analyzed in order to mark weak areas of training programs and for
future improvement.

NEED FOR TRAINING;--

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Every organization should provide training to all the employees irrespective of their
qualifications and skills. Specifically the need for training arises because of following
reasons:

1. Environmental changes:
Mechanization, computerization, and automation have resulted in many changes that require
trained staff possessing enough skills. The organization should train the employees to enrich
them with the latest technology and knowledge.

2. Organizational complexity:

With modern inventions, technological upgradation, and diversification most of the

organizations have become very complex. This has aggravated the problems of coordination.
So, in order to cope up with the complexities, training has become mandatory.

3. Human relations:-
Every management has to maintain very good human relations, and this has made training as
one of the basic conditions to deal with human problems.

4. To match employee specifications with the job requirements and organizational

needs:-
An employee’s specification may not exactly suit to the requirements of the job and the
organization, irrespective of past experience and skills. There is always a gap between an
employee’s present specifications and the organization’s requirements. For filling this gap
training is required.

5. Change in the job assignment:-

Training is also necessary when the existing employee is promoted to the higher level or
transferred to another department. Training is also required to equip the old employees with
new techniques and technologies.

IMPORTANCE OF TRAINING

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Training of employees and mangers are absolutely essential in this changing environment. It
is an important activity of HRD which helps in improving the competency of employees.
Training gives a lot of benefits to the employees such as improvement in efficiency and
effectiveness, development of self confidence and assists every one in self management.

The stability and progress of the organization always depends on the training imparted to the
employees. Training becomes mandatory under each and every step of expansion and
diversification. Only training can improve the quality and reduce the wastages to the
minimum. Training and development is also very essential to adapt according to changing
environment.

Types of Training ;--

Various types of training can be given to the employees such as induction training, refresher
training, on the job training, vestibule training, and training for promotions.

Some of the commonly used training programs are listed below:

1. Induction training:-
Also known as orientation training given for the new recruits in order to make them
familiarize with the internal environment of an organization. It helps the employees to
understand the procedures, code of conduct, policies existing in that organization.

2. Job instruction training:-

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This training provides an overview about the job and experienced trainers demonstrates the
entire job. Addition training is offered to employees after evaluating their performance if
necessary.

3. Vestibule training:-
It is the training on actual work to be done by an employee but conducted away from the
work place.

4. Refresher training:-
This type of training is offered in order to incorporate the latest development in a particular
field. This training is imparted to upgrade the skills of employees. This training can also be
used for promoting an employe

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 CHAPTER – 2

REASERCH METHODOLOGY

OBJECTIVE OF THE STUDY

THE SPECIFIC OBJECTIVE OF THE STUDY ARE :-

 To examine the effectiveness of the training in overall development of the skill of the
work force.

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 To study the impact of training on worker.

 To study change in behavior pattern due to training.

 To find out new methods of training used in KCCB.

 Study opinion of employee regarding venue.

 To study about the character of the job.

 To study preference given to employee of training.

LIMITATION OF THE STUDY

During my study period although the employee staff member of KCCB (head office
dharamshala) were very co-operative and extended their full support, but there were
following limitations associates with my study:-

 Difficulty in fill up of questionnaire.

 Not enough time got to them.

 Some responses are not filled up with sincerity by respondents.

 It is costly method.

 Efficiency of training is only depend upon the trainer.

 Limited questions is asked by respondents in questionnaire

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  Sample size is too small to reflect the opinion of the whole organization.

RESEARCH METHODOOLGY; ---

Research refers to a search for knowledge. One can also define research as a scientific for
relevant information on a specific topic. Research methodology serves as bridge between
what has been established and what has to be done, in the conduct of the study to realize that
objective. All of research can be categorized into basic and applied research

 Basic research

 Applied research

BASIC RESEARCH:-

It is intended to expand the body of knowledge for the use of other.

APPLIED RESEARCH:-

it is carried to find solution for a particular problem. It is usually private in nature. It

aims at finding solution for problems facing in a society.

RESEARCH DESIGN:-

Research design indicates the methods and procedures of conducting research study. It is
the overall plan for conducting the research. Every research problem is unique. A
research design lays the foundation for conducting the project. Research design can be
done in the following three ways:-

 Exploratory research

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  Descriptive research

 Experimental research

Exploratory research:-

Exploratory research focus on the discovery of new ideas and is generally based on
secondary data. It is mainly used when a researcher need more information they conduct and
exploratory research in which they review existing information on the topic investigate the
problem.

Descriptive research:-

Descriptive study is used when researcher wants to understand the characteristics of certain
groups, underlying a particular problem.

Experimental research:-

A research study that investigate the relationship between different variables. It aims at
determining whether and is what manner variable is related to each other. The research
design is descriptive research design. Research includes gathering both primary as well as
secondary data.

OBJECTIVES OF RESEARCH

 To verify and test important facts.

 To analysis an event or process or phenomenon to identify the cause and effect

relationship.

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 To develop new scientific tools, concepts and theories to solve and understand scientific
and nonscientific problems.

 To find solutions to scientific, nonscientific and social problems and.

 To overcome or solve the problems occurring in our everyday.

TYPES OF RESEARCH:-

 Practical Research

The practical approach consists of the empirical study of the topic under
research and chiefly consists of hands on approach. This involves first hand research in the
form of questionnaires, surveys, interviews, observations and discussion groups.

 Theoretical Research:-

A non-empirical approach to research, this usually involves perusal of mostly published

works like researching through archives of public libraries, court rooms and published
academic journals

 Qualitative

This type of research methods involves describing in details specific

situation using research tools like interviews, surveys, and Observations. Qualitative
Research is primarily exploratory research. It is used to gain an understanding of underlying
reasons, opinions, and motivations. It provides insights into the problem or helps to develop

25
ideas or hypotheses for potential quantitative research. Qualitative Research is also used to
uncover trends in thought and opinions, and dive deeper into the problem. Qualitative data
collection methods vary using unstructured or semi-structured techniques. Some common
methods include focus groups (group discussions), individual interviews, and
participation/observations. The sample size is typically small, and respondents are selected to
fulfill a given quota.

 Quantitative

This type of research methods requires quantifiable data involving numerical and statistical
explanations. Quantitative Research is used to quantify the problem by way of generating
numerical data or data that can be transformed into useable statistics. It is used to quantify
attitudes, opinions, behaviors, and other defined variables – and generalize results from a
larger sample population. Quantitative Research uses measurable data to formulate facts and
uncover patterns in research. Quantitative data collection methods are much more structured
than Qualitative data collection methods. Quantitative data collection methods include
various forms of surveys – online surveys, paper surveys, mobile surveys and kiosk surveys,
face-to-face interviews, telephone interviews, longitudinal studies, website interceptors,
online polls, and systematic observations.

 Correlation/Regression Analysis

This research method involves determining the strength of the relationship between two or
more variables.

 Meta-Analysis

This research method is useful for finding out the average impact of several different studies
on a hypothesis.

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DATA COLLECTION

PRIMARY DATA:-

It is first hand data which are selected fresh and happens to be original in character. Primary
data was crucial to know about the various employees we use about training in primary data
collection by using methods such as interview, Questionnaire etc.

TECHNIQUES OF PRIMARY DATA COLLECTION:

 Experiments

People who take part in research involving experiments might be asked to complete various
tests to measure their cognitive abilities (e.g. word recall, attention, concentration, reasoning
ability etc.) usually verbally, on paper or by computer. The results of different groups are
then compared. Participants should not be anxious about performing well but simply do their
best. The aim of these tests is not to judge people or measure so-called intelligence, but to
look for links between performance and other factors. If computers are used, this has to be
done in such a way that no previous knowledge of computers is necessary. So people should
not be put off by this either.

The study might include an intervention such as a training programme, some kind of social
activity, the introduction of a change in the person’s living environment (e.g. different
lighting, background noise, different care routine) or different forms of interaction (e.g.
linked to physical contact, conversation, eye contact, interaction time etc.). Often the
interaction will be followed by some kind of test (as mentioned above), sometimes before
and after the intervention. In other cases, the person may be asked to complete a
questionnaire (e.g. about his/her feelings, level of satisfaction or general well-being).Some
studies are just based on one group (within-group design). The researchers might be
interested in observing people’s reactions or behavior before and after a certain intervention.
However, in most cases, there are atleast two groups. One of the groups serves as a control
group and is not exposed to the intervention. This is quite similar to the procedure in clinical
trials whereby one group does not receive the experimental drug. This enables researchers to

27
compare the two groups and determine the impact of the intervention. Alternatively, the two
groups might differ in some important way and it is that difference that is of interest to the
researchers.

 Surveys

Surveys involve collecting information, usually from fairly large groups of people, by means
of questionnaires but other techniques such as interviews or telephoning may also be used.
There are different types of survey. The most straightforward type (the “one shot survey”) is
administered to a sample of people at a set point in time. Another type is the “before and
after survey” which people complete before a major event or experience and then again
afterwards.

 Questionnaires

Questionnaires are a good way to obtain information from a large number of people and/or
people who may not have the time to attend an interview or take part in experiments. They
enable people to take their time, think about it and come back to the questionnaire later.
Participants can state their views or feelings privately without worrying about the possible
reaction of the researcher. Unfortunately, some people may still be inclined to try to give
socially acceptable answers. People should be encouraged to answer the questions as
honestly as possible so as to avoid the researchers drawing false conclusions from their
study. Questionnaires typically contain multiple choice questions, attitude scales, closed
questions and open-ended questions. The drawback for researchers is that they usually have a
fairly low response rate and people do not always answer all the questions and/or do not
answer them correctly. Questionnaires can be administered in a number of different ways
(e.g. sent by post or as email attachments, posted on Internet sites, handed out personally or
administered to captive audience (such as people attending conferences). Researchers may
even decide to administer the questionnaire in person which has the advantage of including
people who have difficulties reading and writing. In this case, the participant may feel that

28
s/he is taking part in an interview rather than completing a questionnaire as the researcher
will be noting down the responses on his/her behalf.

 Interviews

Interviews are usually carried out in person i.e. face-to-face but can also be administered
by telephone or using more advance computer technology such as Skype. Sometimes they
are held in the interviewee’s home, sometimes at a more neutral place. It is important for
interviewees to decide whether they are comfortable about inviting the researcher into
their home and whether they have a room or area where they can speak freely without
disturbing other members of the household.

 The interviewer (which is not necessarily the researcher) could adopt a formal or informal
approach, either letting the interviewee speak freely about a particular issue or asking
specific pre-determined questions. This will have been decided in advance and depend on
the approach used by the researchers. A semi-structured approach would enable the
interviewee to speak relatively freely, at the same time

allowing the researcher to ensure that certain issues were covered. When conducting the
interview, the researcher might have a check list or a form to record answers. This might
even take the form of a questionnaire. Taking notes can interfere with the flow of the
conversation, particularly in less structured interviews. Also, it is difficult to pay attention to
the non-verbal aspects of communication and to remember everything that was said and the
way it was said. Consequently, it can be helpful for the researchers to have some kind of
additional record of the interview such as an audio or video recording. They should of course
obtain permission before recording an interview.

 Case study

Case study usually involve the detailed study of a particular case. Various methods of data
collection and analysis are used but this typically includes observation and interviews and

29
may involve consulting other people and personal or public records. The researchers may be
interested in a particular phenomenon and select one or more individuals in the respective
situation on whom to base their case study/studies. Case studies have a very narrow focus
which results in detailed descriptive data which is unique to the case studied. Nevertheless, it
can be useful in clinical settings and may even challenge existing theories and practices in
other domains. I use questionnaire technique for data collection. I asked certain question
from employees of KCCB Head office Dharamshala.

SECONDARY DATA:-

These are those which have been collected by someone else and which already have been
passed by through statical process. It can be done from internal as well as internal sources.

Internal sources:-

Various internal sources are like employees etc.

External sources:-

Various important external sources are internet, magazines etc. I use secondary data for
data collection. It may be collected by employees, internet etc.

SAMPLING UNIT

Who is to be surveyed? The sampling unit may contain one or several population elements.
Researcher has randomly selected the respondents. In my research, sampling unit is
government employees of KCCB head office Dharamshala.

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 Sampling method:

There are two types of sampling method:-

 Probability sampling.
 Non-probability sampling.

PROBABILITY SAMPLING:

Probability sampling means each unit of universe has equal chance of getting selected. The
most frequently used probability sampling methods are as follows:

 Simple random sampling

 Stratified sampling
 Systematic sampling
 Cluster sampling
 Area sampling
 Sequential sampling

NON- PROBABILITY SAMPLING:

Researcher selects the sampling unit according to his convenience. Non- probability sampling
contain following method:

 Convenience sampling
 Judgment sampling
 Quota sampling
 Snow ball sampling

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 SAMPLE SIZE

The number of elements of the population to be sampled is chosen. Sample size means
limited respondents covered under the research study from a population and the
researcher has taken a survey of 60 respondents to know the impact of training on the
employees of KCCB.

TOOLS AND TECHNIQUE

Tools and techniques for my study are:

1) Bar diagram
2) Pie charts
3) Table
4) Questionnaire

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CHAPTER – 3

ANALYSIS AND INTERPERTATION

33
Data Analysis and interpretation

The analysis and interpretation of the study is based on the survey conducted. Following
are of the tools some used for study:

 Structured Questionnaire
 Primary data

SCOP

The area of my study is limited to Dharamshala region. So the scope of my case study that is
effect of training on employees of KCCB HEAD OFFICE DHARAMSHALA is limited to
Dharamshala only.

Q 1: Are you male or female?

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Purpose: To know, how many male and female are working in the organization?

Suggestions No. of respondents

Male 40
Female 10

Male
Female

INTERPERTATION:-

80% respondents are male and 20% are female, percentage of male respondents is high
as compared to female.
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Q 2: which age group do you belong to?

Purpose: To know the age of the employees who are working in the organization.

Age No. of respondents

25 years 0
25-40 years 21
40-50 years 16
Above 50 13

25

20

15

10

0
25 years 25-40 years 40-50 years Above 50

INTERPRETATION:
36
25-50 Years employees have highest percentage in the KCCB as compared to the other
categories.

Q 3: For how long you have been working in this organization?

Purpose: The main purpose behind this question is to know the working time period of
employees in the organization.

No. of years No. of respondents

1 year 0
1-5 years 12
5-10 years 1
Up to 10 years 37

1 year
1-5 years
5-10 years
Up to 10 years

INTERPRETATION:

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Up to 10 years employees have more working experience then the other employees
working in the organization.

Q 4: Does your institution have a training and development program?

Purpose: To know that organization has a training and development program for the
employees.

Suggestions No. of respondents

Yes 45

No 5

Yes
No

INTERPRETATION:

38
Here 45 respondents said that their organization has a training and development
program.

Q 5: According to you what would be optimum duration of the training?

Purpose: With help of this question we will find out the optimum duration of the
training given to the employees.

Suggestion No. of respondents

4-5 week 29

8 week 5
6 months 12
1 year 4

30

25

20

15

10

0
4-5 Week 8 week 6 months 1 year

INTERPRETATION:

39
Here it is clear that respondents gave preference to 4-5 weeks for the optimum duration
of the training.

Q 6: To whom training should be given more in your organization?

Purpose: According to this question we will find out to whom training is given more in
the organization.

Suggestions No. of respondents

New staff 26

Senior 12
Junior 12

30

25

20

15

10

0
New staff Senior Junior

INTERPRETATION:

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Here, training is given mainly to new staff members as compared to the junior and
senior members.

Q 7: Why do you need to undergo training?

Purpose: To know the perceptions about training of employees.

Options No. of respondents

A 3
B 40
C 7

A
B
C

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INTERPRETATION:

Here 80% respondents said that training is helpful for learning new technologies and
methods.

Q 8: Does your top management take feedback?

Purpose: To know that top management really take feedback from their employees.

Suggestions No. of respondents

Yes 42

No 8

Yes
No

INTERPRETATION:

42
Here, 80% respondents said that their top management takes feedback from their
employees and 20% respondents said that their top management does not take
feedback from their employees.

Q 9: Training helps in increasing productivity of employees to achieve organizational goals?

Purpose: I want to know the opinion of the employees regarding productivity of

employee is increased after training program.

Suggestions No. of respondents

Yes 50

No -

Yes
No

INTERPRITATION:

43
100% respondents said that training helps in increasing productivity of employees to
achieve organizational goals.

Q 10: Are you satisfied with job training?

Purpose: To know the satisfaction of employees regarding the training.

Suggestions No. of respondents

Yes 42

No 8

Yes
No

INTERPRETATION:

44
Here, 90% employees are satisfied with the job training and 10% of the employees are
not satisfied with the job

CHAPTER - 4

CONCLUSION SUGGESTIONS

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CONCLUSIONS:-

Efficient and effective training of employees is an essential element for Kangra Central Co-
operative Bank In the chapter of analysis and interpretation. I analysed various questions on
the basis of questionnaire. I asked many question from employees of KCCB. From the
above, on the basis and interpretation conclusion remain that training is most powerful tool
for the new and old employees. It creates a path for employees to know new technology
about his work. During my research, employees said that venue of training should be outside
the state, it is not a forceful action it creates opportunity for employees.
When I went for research then during research, I found that it is a big limitation in their
organization that training is given only to refreshers. There are very few program are
available for old employees, so that they feels dis-satisfied from their job or work.

At last conclusion is that training is compulsory for new employees but it is also the
requirement of old employees, through which they can adapt to their selves according to the
new technology and can perform their work efficiently.

SUGGESTION;-

46
 For employees, training can strengthen workplace skills and leads to greater long
term job security. From an employer prospective, having well trained workers are key
to maintaining competitive performance and distinguishing a company from its rivals
while the initial costs may seem high, stress within your company that training is a long
term investment in the development of staff.

 Identify the specific skills you need to improve and the time frame within which you would
like to meet your training goals to provide the optimal payback.

 Ensure that employees know the specific purposes for their training and how they
connect to larger company goals. Remember to award those who perfor mance
well.

 A training location can strongly affect the quality of learning, so make sure your training
area has sufficient space and the necessary equipment, such as computer.

 Make sure the trainers hired are professional educators and their material can serve as
valuable resources in the future.

 A training program does not be effective unless you monitor its progress. Choose such as
productivity or profit, to help determine the return on investment for your training efforts
and establish concrete results.

 Provide information for the employee about why the new skills, skill enhancement or
information is necessary. Make the employee understand the link between the training and
his job.

 Don’t limit your training to new employees, and try to bring in as many workers as you can
who would benefit from additional training.

47
 Before rolling out a new program, test some aspect of your training system with a smaller
group of people to gain feedback and fine tune the process.

 Express to all employees that your organization cares about enhancing their skills.

BIBLIOGRAPHY

BOOKS:

Kotler, P. 2003, Marketing Management, Eleventh edition, Pearson Education

Canada.

Biswajeet Pattanayak (1998),”Human resource management”, first edition,

S.Chand&CompanyLtd.

Jack Philip (2004), hand book of training evaluation and measurement methods”, first
edition, published by jaico publishing House.

Kothari, CR. (2000), Research Methodology methods and techniques, Viswa Prakasam, New
Delhi.

Laud, G.M. (1956),Co-operative Banking in India, The co-oprative Book depot.

ONLINE SOURCES:

www.google.com

www.kccb.com

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CHAPTER-5

QUESTIONNAIRE:-
,

49
QUESTIONNAIRE

A STUDY OF IMPACT ON TRAINING PROGRAMME OF

EMPLOYEES OF KANGRA CENTRAL CO-OPRATIVE BANK
DHRAMSHALA (H.O.)

Dear-Participant,

I am Anjli Devi the student of Regional Centre, H.P. University Dharamshala. I am using
this survey to collect data for my Master Degree’s Project Report on A study of impact on
traning programme of employees of kangra central co-oprative bank dharamshala (H.O.).
Your responses are very important for my project Report. It will take few minutes to answer
the questions. I request you to take your time and answer the questions so that, your answer
reflects what you really think about these issues. Your answers will be handled confidentially
and the data will be used for academic purpose only

1. (Not Compulsory)
Name: …..………………….
Qualification: ………………………
Designation: ………………………
2. Which age group do you belong?

a. 25years b. Up to 25- 40 years

c. Up to 40-45 years d. More than 50 years

50
3. For how long you have been working in this bank?
a. Less than 1 year b. 15 years
c. 5-10years d. More than 10 years
4. Does your bank have a training and development program?
a. Yes b. No

5. According to you what would be optimum duration of the training?

a. 4-5 weeks b. 8 weeks

c. 6 Months d. 1 year

6. To whom training should be given more in your organization?

a. New staff b. juniors

c. Seniors

7. Why do you need to undergo training?

a. To get promoting b. It is a force full action

c. To effectively learn new technologies and implementation.

8. Does your top management take feedback?

a. Yes b. No
9. Training helps in increasing productivity of employees to achieve organization goals?
a. Yes b. No
10. Are you satisfied with the job training?
a. Yes b. No

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