A STUDY ON EMPLOYEE NEED ANALYSIS

IN TTK-LIG LIMITED,VIRUDUNAGAR.
A PROJECT REPORT

Submitted by

SENTHILKUMAR.S

(REG NO: 21609631030)

in partial fulfillment for the award of the degree

Of

MASTER OF BUSINESS ADMINISTRATION

SAVEETHA ENGINEERING COLLEGE

THANDALAM, CHENNAI

ANNA UNIVERSITY: CHENNAI 600 025

MAY 2010
 BONAFIDE CERTIFICATE

I certify that the project report titled “A Study on Employee need analysis in

TTK-LIG, Limited virudhunagar.” is the bonafide work of “Senthilkumar.S” (Reg. No:

21609631030) who carried out the project work under my guidance and supervision.

SIGNATURE SIGNATURE

Dr.C.CHENDROYAPERUMAL Mrs R CHITRA

HEAD OF THE DEPARTMENT Asst Professor

Department of Management Studies Department of Management Studies

Saveetha Engineering College Saveetha Engineering College

Thandalam. Thandalam

Chennai-105 Chennai-105

DECLARATION
 I, SENTHILKUMAR.S hereby declare that the project entitled “A Study on

Employee training need analysis in TTK-LIG ,Limited virudhunagar.” has been done by

me as a partial fulfillment for the award of degree “Master of Business Administration”. The

project report is drafted by me and is original to the best of my knowledge and belief.

Place: Chennai Signature of the Student

Date: (SENTHILKUMAR.S)

Department of management studies

Saveetha engineering college

Thandalam

ACKNOWLEDGEMENT
 I express my deep sense of gratitude to beloved President, DR.N.M.VEERIYAN for his
encouragement and guidance.

I express my gratitude to Principal, DR.R.VENKATASWAMY for having given us

spontaneous encouragement in completing the project.

I am indebted to the Head of the Department, DR.C.CHENDROYAPERUMAL for

his constant support for this project.

I express my sincere thanks to my internal guide Asst Professor Mrs R CHITRA

for her valuable suggestion, encouragement, and support for successful completion of the
project.

I wish to record my gratitude to MR.D.VICTOR VIYAS, Assistant Manager-HR and

his staffs for their kind permission and encouragement to do the project in their esteemed
organization.

Finally I thank all the members of the college, staff for their help to complete the project
successfully.

Name: SENTHILKUMAR.S

TABLE OF CONTENTS

CHAPTER TITLE PAGE NO

NO
Abstract
List of tables
List of Charts
1 Introduction
1.1 Introduction
1.2 Company Profile
1.3 Objectives
1.4 Scope Of Study
1.5 Need of study
1.6 Limitations
2 Review of Literature
3 Research Methodology
4 Data Analysis & Interpretation
5 Findings
6 Suggestions

Conclusions
8 Bibliography
9 Appendix

ABSTRACT
This project is entitled “EMPLOYEE TRAINING NEED ANALYSIS” in TTK-LIG

LIMITED,VIRUDHUNAGAR was carried out to analyze the performance of employee training

need analysis in the organization.

The main objective of the project is to study the need of training at TTK-LIG LIMITED. The

project consists of objectives, limitations, company profile, research methodology, findings,

suggestions and conclusions. The information needed for the research has been gathered from

secondary data i.e. Company Annual report for training .

LIST OF TABLES
TABLE NO TABLE NAME PAGE NO

1 Table showing the Training for current job

2 Table showing the Awareness of component of the job

3 Table showing the Requirement for training

4. Table showing the key area need to be trained

5 Table showing Type of training

6 Table showing Duration of training.

7 Table showing Aware of TTK-LIG Training

8 Table showing performance factor

9 Table showing the Provide Protective equipment

10 Table showing the Members cooperate

11 Table showing the Evaluate training program

12 Table showing the Additional training programs

13 Table showing Additional training in Compounding

14 Table showing the Additional training in Dipping .

15 Table showing the Additional training in ET .

16 Table showing the interested area

17 Table showing the convenient training time

18 Table showing the Desirable time for training

LIST OF CHARTS
CHART NO CHART NAME PAGE NO

1 Figure showing the Training for current job

2 Figure showing the Awareness of component of the job

3 Figure showing the Requirement for training

4 Figure showing the key area need to be trained

5 Figure showing the Type of training

6 Figure showing the Duration of training.

7 Figure showing the Aware of TTK-LIG Training

8 Figure showing performance factor

9 Figure showing the Provide Protective equipment

10 Figure showing the Members cooperate

11 Figure showing the Evaluate training program

12 Figure showing the Additional training programs

13 Figure showing the Additional training in Compounding

14 Figure showing the Additional training in Dipping

15 Figure showing the Additional training in ET

16 Figure showing the interested area

17 Figure showing the convenient training time

18 Figure showing the work division

19 Figure showing the job level

 CHAPTER - I
INTRODUCTION

CHAPTER - I
INTRODUCTION

1. 1INTRODUCTION TO THE TOPIC

Training needs analysis process is a series of activities conducted to identify
problems or other issues in the workplace, and to determine whether training is an
appropriate response. The needs analysis is usually the first step taken to cause a change.
This is mainly because a needs analysis specifically defines the gap between the current
 and the desired individual and organizational performances. The employment of trainers
has given raise to a number of social, psychological, economic and legal problems. Their
working conditions are unsatisfactory, especially in the unregulated factories, where they
have to work in ill-ventilated, ill-lighted congested and positively dry atmosphere .
employee unaware about their complete job profile, Shyness and not willing to
participate Lack of Interest from Employee Most of them are ill-literate people so they
do only their work they are not able to do other technical work Since they are daily
laborers they don’t want to lose their daily Income by participating training program
Employer shows less interest in employee’s developmental activities It is time
consuming and expensive process Lack of awareness of the employee’s towards recent
trends in their fields.

1.2 COMPANY PROFILE

TTK LIG

About company:

Business Type : Exporter / Manufacturer

Products Manufacturing and Exporting : Condoms, foot care products

T. T. Krishnamachari and Co. and London International Group Plc (LIG), makes and sells condoms. The company
markets its products in the brand name Kohinoor, Fiesta and Durex.

CHENNAI: India's largest condom maker, TTK LIG Limited, is stepping on gas. It is inaugurating its
third plant in Pondicherry on Friday.

T T Jagannathan, Chairman, TTK Group of Companies told presspersons that the plant will have a
capacity to make 330 million pieces of condoms a year. The total investment in the plant is around Rs 20
crore which has been met completely by internal accruals.

The condoms from the Pondicherry facility would be used for both domestic sales and exports. In India
TTK LIG sells two brands -- Kohinoor and Durex. The company makes 1.5 billion condoms a year while
the estimated market size in India is 2.5 billion while the world market is slightly less than 8 billion.

"We should be proud because we have 20 per cent of World's capacity with us. We export to practically
every country," Jagannathan added. The company hopes to attain a profit after tax of Rs 60 crore this
fiscal as against Rs 42.11 crore recorded for the previous year. The company recorded revenues of Rs
179.48 crore for the year ended March 2003 of which export income was Rs 111.34 crore.

Besides Pondicherry, TTK LIG has two more plants one each in Chennai and Virudhunagar in South
Tamil Nadu.

TTK-LIG is a leader in more ways than one. They were the first to introduce variant condoms
like ribbed, dotted, contoured and spermicidal condoms in India. Having pioneered condom
advertising in India, their flagship brand Kohinoor continues to be the market leader with over
40% market share, and Durex, the international bestseller, is the first super premium condom
brand to be marketed in India.
TTK-LIG is also a leading supplier of condoms to the Government of India's Family welfare
programme, with over 5 billion condoms supplied so far.

Our quality mantra

TTK-LIG has always pursued quality as a religion. The condoms manufactured in the three
Indian plants not only meet, but even exceed the stringent quality standards like the European
EN600:1996 and ISO 4074:2002 by a substantial margin. A representative of India in the ISO
technical group, TTK-LIG also plays an important role in the development of global standards
for condoms.
This focus on being better than the best has resulted in the following international accreditations
for Quality Management Systems: BS EN ISO 9001: 2000; the EN46001 & ISO 13485 for
Medical Devices; US FDA 510K ; German DLF; French AFNOR; Australian TGA & South
African SABS. The company has also been accredited to Environmental Management Systems
1SO: 14001 in 2002.
Global Calling
With exports of over 1.5 billion condoms in the last 4 years to over 40 countries including the
UK, USA, France, Germany, Australia, Brazil etc., TTK-LIG is today a reliable sourcing point
for global market needs.
TTK-LIG Ltd and SSL International plc, UK will soon manufacture the entire range of Dr
Scholl’s foot care products in India. The 49:51 joint venture SSL-TTK Ltd, apart from catering
to the requirements of the nascent Indian market, will eventually become the hub for catering to
the entire Asia-Pacific market. The Rs 7.50-crore facility is coming up at Irrungattukkotai near
Chennai and is set to become operational by mid-October.
SSL-TTK, over a period of time, will introduce nearly 50 foot care products in India under four
broad category viz. Removal, Relief, Comfort and Care. Dr Scholl’s products are close to 100
year old and have a large following in the US, Europe and other developed markets. Test
marketing in Bangalore and leading towns in Tamil Nadu in the last six months have been very
encouraging, TTK-LIG managing director and director of SSL-TTK J Srinivasan said.
Speaking on the occasion, Mr Brian Buchan, CEO, SSL International plc, UK said that Indians
were spending lot of money to take care of their hair, face, etc. but continue to ignore their feet
‘which is a mirror of general health’. “We want to ignite the passion for the feet whose health is
vital for the health of the body,” he added. Dr Scholl’s products will be available in all metros
and across the country soon. The company has tied up with Bata India to market the foot care
products through latter’s 100 outlets.
The facility will also service the strong demand for the products that presently exists in the Asia-
Pacific region comprising Australia, New Zealand, Thailand, Malaysia, etc. Presently, this
market is fed either by outsourcing or from the UK factory. Higher production costs in the UK
was making these products costly as well as uncompetitive. This will get corrected with the
commencement of the Indian manufacturing facility which will conform to international quality
standards. First export consignment is expected to be shipped from December this year.
According to Mr Srinivasan, SSL-TTK Ltd will have a turnover of Rs 15 crore in the first full
year of operation and is expected to grow by 25 per cent thereon for the next couple of years.
SSL had originally tied up with the Nicholas-Piramal group (which had 49 per cent) and the
latter’s stake was picked up by the TTK group a few years ago.
TTK-LIG sees much potential online
The anonymity that the Internet affords is proving a big advantage for condom makers. And
they're willing to add to it by delivering the products bought online “in well-concealed
packaging,” says TTK-LIG. Sales through the online store for Durex, marketed by the company,
have touched Rs 3.5 lakh a month, compared to Rs 15,000-20,000 two years ago.
In India, Durex is a Rs 15.5-crore brand. Kohinoor, the company's mass market brand, is valued
by The Nielsen Company at Rs 75 crore, according to information provided by the company.
‘Huge potential'
“We believe there's huge potential,” says Mr Vishal Vyas, Group Product Manager, TTK-LIG.
Embarrassment, lack of privacy and not enough space to stock the entire range in retail outlets,
affect the shopping experience and retailers take advantage of these factors to push brands that
give them higher margins, he explains, adding that the online store gets around all these
problems.
The complete range of Durex products available in the country is offered in the online store.
They include the ‘Play' range of lubricants and stimulators. Most of the sales come from
Bangalore, Mumbai, Delhi and Pune, but there are customers from smaller places too.
Depending on the place, TTK-LIG promises delivery within 2-5 days. The packaging is kept
discreet and nondescript (though the company name is mentioned) to ensure privacy, says Mr
Vyas.
The average purchase value is Rs 600, and it's increasing everyday, says Mr Vyas. There are
about 300-350 transactions a month. The products are priced at MRP and delivery charges apply
only if the total value is below Rs 100. Most of the stuff bought online comprises lubricants and
stimulators, he said.
TTK-LIG has seen a spike in sales since July-August a year ago, a result it attributes to its
sustained marketing activity online (including social networks) as well as on its packs.
TTK-LIG has seen a spike in sales since July-August a year ago, a result it attributes to its
sustained marketing activity online (including social networks) as well as on its packs.
However, an executive in another company that sells similar products says that while there has
been an increase in sales online compared to last year, it should be remembered that the growth
comes on a small base. So it can't be considered a big jump, he says, adding that the company's
online store has only recently begun operations.
According to The Nielsen Company's statistics, of the 1.5 billion pieces (Rs 443.3 crore)
produced every year, a total of 814 million (valued at Rs 94.3 crore) are dispensed free through
the Government's Primary Health Centres and sold at a subsidised price of Rs 5 for three through
NGOs. The non-subsidised portion, estimated at Rs 349 crore, is split between various brands
such as Kohinoor (Rs 75 crore), Durex (Rs 15.5 crore), Kama Sutra (Rs 59.9 crore), Moods (Rs
35.7 crore), Manforce (Rs 50.6 crore), IMFC/imported (Rs 106.8 crore), and others.

RELATED PRODUCTS

Dotted Condoms

Coloured Condoms
1.3OBJECTIVES OF THE STUDY
Primary objective:

1. To Identify the Initial Training of employees at TTK-LIG.

Secondary objective:

2. To finding the problems about the training at TTK-LIG.

3. To identify the gaps that exist between the current training situation.

4. To identify the future requirement in training.

5. ToDevelop a greater Safety awareness.

6. To Inspire more effective team work.

 1.4 SCOPE OF THE STUDY
• It helps the organization to plan the training and their needs for productive
results.
• The organization will know in the what state it is now after conducting so many
training programs.
• It is necessary to prepare existing employees for high level jobs(promotion).
• Its necessary when a person moves from one job to another (transfer).after
training ,employee can change jobs quickly ,improve his performance levels and
achieve career goals comfortably.
 1.5 LIMITATION OF THE STUDY

• The study is undertaken only at TTK-LIG in virudhunagar.

• The major shortcoming faced by the researcher is lack of time , because of which the
analysis was confounded to a limited area of study.
• The study may suffer from analysis of statistical tool.
 CHAPTER - 2
REVIEW OF LITERATURE

CHAPTER - II
 REVIEW OF LITERATURE

Gould D, Kelly D, White I, Chidgey J (2005), Training needs analysis is the initial step
in a cyclical process which contributes to the overall training and educational strategy of
staff in an organisation or a professional group. The cycle commences with a systematic
consultation to identify the learning needs of the population considered, followed by
course planning, delivery and evaluation.

Tara Lynne, (2004), This study was an evaluation of the tribes training program , a
program aimed at providing educators with strategies and methods for creating an
inclusive classroom environment . this was a pilot that attempted to assess “Tribes”
ability to enhance educator and student positive attitudes toward student with learning
difficulties as well as attitudes toward mainstreaming /inclusion.

Andrew Knowles, (2009), Most people can, if they put their mind to it, perform a
training needs analysis on staff within their organization in order to identify learning
needs. All it requires is a clear understanding of what is to be achieved, some knowledge
of the organization itself, and a consistent, methodical approach. Analysing training need
often forms part of an ongoing cycle of needs assessment, training delivery and
evaluation of the training, which leads back to needs assessment.

Bill Cochrane, A (2005), It is possible that the process of analysing learning needs leads
to the identification of other issues. It could reveal that there is poor communication
within or between departments or teams, or even that there is a break down of
relationships. Analysis can pin-point problems with staff morale or systemic weaknesses
within the organization. It may lead to the conclusion that training alone will not resolve
a particular problem.

Janice A. Miller, February 1996, The first step in designing a training and development
program is to conduct a needs assessment. The assessment begins with a "need" which
can be identified in several ways but is generally described as a gap between what is
currently in place and what is needed, now and in the future. Gaps can include
discrepancies/differences between:

• What the organization expects to happen and what actually happens.

• Current and desired job performance.
• Existing and desired competencies and skills.
M. Osinski, SPHR, July 2002 There are three levels of needs assessment: organizational
analysis, task analysis and individual analysis. Organizational analysis looks at the
effectiveness of the organization and determines where training is needed and under what
conditions it will be conducted. The organizational analysis should identify:

• Environmental impacts (new laws such as ADA, FMLA, OSHA, etc.).

• State of the economy and the impact on operating costs.

• Changing work force demographics and the need to address cultural or language
barriers.

• Changing technology and automation.

• Increasing global/world market places.

• Political trends such as sexual harassment and workplace violence.

• Organizational goals (how effective is the organization in meetings its goals), resources
available (money, facilities; materials on hand and current, available expertise within the
organization).

• Climate and support for training (top management support, employee willingness to
participate, responsibility for outcomes).
 Chapter 3

Research Methodology

CHAPTER-III
 3.1RESEARCH METHODOLOGY:

Aim of the study:

The main aim of study is to employees training need analysis in TTK-LIG .

3.2Research design:

This study used the analytical research design. This is typically concerned with determining
frequency with something occurs or how two variables vary together. Analytical study is a
system of procedures and techniques of analysis applied to quantitative data. It may consist of a
system of mathematical models or statistical techniques applicable to numerical data.

3.3Sampling design:

Sampling unit: Respondents have been selected from all the level of TTL-LIG employees.
Sampling size: Respondents are mostly selected form one level. So the sample size is limited to
125 due to availability and the busy schedule of the employees.

3.4Sampling procedure:

The sampling method used was simple random sampling. This sampling method was used
because of lack of time and lack of thorough knowledge about the Universe. The sample size
was fixed to 125 respondents.

Data required:

The information required for the study was directly collected from the employees through
questionnaire.

3.5Data collection:

Primary data:

These are fresh data which are collected for the first time such as observation, personal interview, and
questionnaire.

.
Secondary data:

To supplement the primary data, secondary data is required. This is obtained from the company
profile, internet and various other hand books on the subject matter.

3.6Data preparation and processing:

The data has to be processed and analyzed in accordance with the outline laid down for the
purpose at the time of developing the research plan. Processing implies editing, coding,
tabulation of collected data, so that they are amenable to analysis. Validity must be one of the
objectives of measurement, validity exist when data actually measure what they are supposed to
measure. The data must properly valued, if not it will give misleading result.

3.7Statistical tools used:

1. Simple percentage analysis:

It was initially done to edit and tabulated one data collected through questionnaire

Percentage of respondents = Number of respondents *100

Total respondents

2. Chi-square test:

Chi-square test is used to find out whether there is relationship among various groups. It is
calculated by using the formula:

¥2=∑(Oi-Ei)2/∑Ei

Where,

O i=observed frequency

E i =Expected frequency= (row total*column total)/grand total

I=1,2,3……..n

Hypothesis
Definition

It means tentative generalization the validity of which remains to be tested. In short it deals
certain assumptions made in the study.

It is a statement of universe and it is of two types

Null Hypothesis

A hypothesis which assumes that there is no significant difference between sample statistic and
population parameter is called null hypothesis. It is denoted by H0.

Alternative hypothesis

A hypothesis which assumes that there is significant difference between sample statistic and
population parameter is called alternative hypothesis. It is denoted by H1.

3. Correlation analysis

Correlation is defined as the association or relationship that exist between two or more variables.

r= N ∑x y- ∑x ∑y

√N∑x2 – (∑x)2 √N∑y2 – (∑y)2

Where,r measures the degree of relation that exist between the variables.

4. Spearman’s Rank correlation

The coefficient of rank correlation is based on the various values of the variates is denoted by r.
it is applied in the problems in which data cannot be measured quantitatively but qualitatively
assessment is possible such as beauty , honesty etc..
Formulae:

When the ranks are equal,

r= 1 – 6(∑D2 )

N(N2-1)

N = Number of valuesin a group.

M = number of times a value is repeated.

 CHAPTER IV
DATA ANALYSIS
AND
INTERPRETATION

CHAPTER IV
DATA ANALYSIS AND INTERPRETATION
PERCENAGE ANALYSIS

1.Training for current job

Training for current job No of respondents percentage

Yes 125 100

No 0 0

Total 125 100

INFERENCE:

The collected data shows that 100% of the employees said that they are given training for the job
undertaken by them

2.Awareness of component of the job

wareness of component of the No of respondents percentage

job

Yes 100 70

No 25 30

total 125 100

INFERENCE:

the collected data shows that 70% of the employees said that they are well aware of their job components
and 30% said that they are unaware of that.

3.Requirement for training

Requirement for training No of respondents percentage

Yes 113 90

No 12 10

Total 125 100

INFERENCE:

the collected data shows that 90% of the employees feel that they need training and 10% of employees
said they do not feel the need of training
Training analysis

4. key area need to be trained

key area need to be trained No of respondents Percentage

Technically 38 30

Subjectively/systematically 25 20

Practically 38 30

Others 24 20

total 125 100

INFERENCE:

The collected data shows that 30% of the employees said that they need to train technically, 20% said
subjectively/ systematically, 30% said practically and 20% said others.

5. Type of training

Type of training No of respondents Percentage

On the job 38 30.4

Class Room 12 9.6

Group Discussion 26 20.8

Lab /Factory Visits 49 38.2

total 125 100

INFERENCE:

The collected data shows that 30.4% of the employees prefer on the job training, 9.6% prefer class room
training, 20.8% prefer group discussion and 39.2% prefer lab/factory visits.

6. Duration of training

Duration of training No of respondents Percentage

Less then a week 12 10

Week 1 month 13 10

1 Month to 2 Month 50 40

2 Month to 3 Month 50 40

Total 125 100

INFERENCE:

The collected data shows that 10% of the employees said that the duration of the training should be less
than a week, 10% said week to ! Month, 40% said 1 month to 2 months and 40% said 2 months to 3
months

7. Aware of TTK-LIG Training

Aware of TTK-LIG Training No of respondents percentage

Yes 125 100

No 0 0

total 125 100

INFERENCE:

The collected data shows that 100% of the employees are aware of the training program followed in
TTK-LIG Ltd

8.performance factor
Aware of TTK-LIG Training No of respondents percentage

Yes 113 90

No 12 10

Total 125 100

INFERENCE:

The collected data shows 90% of the employees believe that training makes a positive change in
performance factor and 10% do not believe that.

9. Provide Protective equipment

Aware of TTK-LIG Training No of respondents percentage

Yes 125 100

No 0 0

total 125 100

INFERENCE:

The collected data shows that 100% of the employees said that the company provide sufficient first-aid
boxes and protective equipments

10. Members cooperate

Aware of TTK-LIG Training No of respondents percentage

Yes 113 90

No 12 10

Total 125 100

INFERENCE:

The collected data shows 90% of the employees said their team members cooperate with them and 10%
said that their team members are not cooperating
Training Evaluation

11.Evaluate training program

Evaluate training program No of respondents Percentage

Written Exam 13 10

Practical 6 5

Presentation 6 5

On the Job performance 100 80

Total 125 100

INFERENCE:

The collected data shows that 10% of the employees want to evaluate their training programs through
written exams, 5% want through practical exams, 5% want presentations and 80% want to evaluate
training through on the job performance

12.Additional training programs

Additional training programs No of respondents Percentage

Compounding 25 20

Dipping 25 20

ET 25 20

Foiling 50 40

total 125 100

INFERENCE:

The collected data shows that 20% of the employees like to have additional training programs in
Compounding, 20% like in Dipping, 20% like in ET and 40% like to have training in Foiling

13. Additional training in Compounding

Additional training in No of respondents percentage

Compounding

Lab testing 100 80

No 12 10

total 125 100

INFERENCE:

The collected data shows that 80% of the employees like to see additional training in lab testing and 20%
like to see in GT

14. Additional training in Dipping

Additional training in Dipping No of respondents Percentage

Quality testing 75 60

GT 50 40

total 125 100

INFERENCE:

The collected data shows that 60% of the employees like to see additional training in Quality testing and
40% like to see in GT

15. Additional training in ET

Additional training in ET No of respondents Percentage

Water testing 75 60

Air testing 50 40

Total 125 100

INFERENCE:

The collected data shows that 60% of the employees like to see additional training in Water testing and
40% like to see in Air testing

16.interested area

interested area No of respondents Percentage

Compounding 25 20

Dipping 25 20

ET 25 20

Foiling 50 40

Total 125 100

INFERENCE:

The collected data shows that 20% of the employees interested in Compounding, 20% in Dipping, 20%
in ET and 40% like in Foiling

17.convenient training time

convenient training time No of respondents Percentage

8.00am 12 10

10.00am 0 0

10.00am-12.00pm 0 0

1.00pm 25 20

3.00pm 0 0

3.00pm-5.00pm 88 70

Morning 0 0

Afternoon 0 0

Total 125 100

INFERENCE:
 The collected data shows that 10% of the employees said the most convenient time for them to attend
training programs is 8am ,20% said 1pm and 70% said 3pm-5pm

18.Desirable time for training

Desirable time for training No of respondents Percentage

Working days 75 60

Leave days 50 40

Total 125 100

INFERENCE:

The collected data shows that 60% of the employees said that the most desirable day to attend training is
Week days and 40% said leave days

19.work division

work division No of respondents Percentage

Compounding 31 25

Dipping 31 25
ET 31 25

Foiling 32 25

Total 125 100

INFERENCE:

The collected data shows that 25% of the employees are working in compounding, 25% in dipping, 25%
in Et and 25% in foiling

20. job level

Job level No of respondents Percentage

Operator 31 25

Supervisor 31 25

Lab testing 32 25

LQC 31 25

Total 125 100

INFERENCE:

The collected data shows that 25% of the employees are working at operator level, 25% at supervisor
level, 25% at Lab testing level and 25% at LQC

4.2 CHI-SQUARE ANALYSIS:

4.2.1Analysis between additional training program and production area interested to you
want.
Null hypothesis (H0): There is no significant different between addition training program and
production area interested to you want.
Alternative hypothesis (H1): There is significant different between addition training program
and production area interested to you want.

Table showing the additional training program and production area interested to you
want.
Compounding Dipping ET Foiling Total
Additional
training
20 20 20 40 100
program
Production
are to you
20 20 20 40 100
want
Total 40 40 40 80 200

FORMULA:
χ2 = ∑ (Oi -Ei )2 / Ei

Where,
O = Observed Frequency
E = Expected Frequency = Row Total x Column Total
Grand Total
i = 1, 2, 3………n

Table showing the analysis between additional training program and production area
interested to you want.

Oi Ei (Oi – Ei) (Oi – Ei)2 (Oi – Ei)2/ Ei

20 20 0 0 0

20 20 0 0 0

20 20 0 0 0

40 40 0 0 0

20 20 0 0 0

20 20 0 0 0

20 20 0 0 0

20 20 0 0 0

40 40 0 0 0

Total 0

Degree of freedom:
= (r - 1) (c -1)
= (2-1) (2-1)
=1
χ2 Table value at 5% Level of significance = 3.841
χ2 Calculated value = 0
χ2 CV < χ2 TV
So, H0 is accepted, H1 is rejected.

INFERENCE:
Hence, There is no significant different between addition training program and production area
interested to you want.
4.3Analysis between require training and positive changes in training .
4.3.1Null hypothesis (H0): There is no significant different between require training and positive
changes in training .
Alternative hypothesis (H1): There is a significant different between require training and
positive changes in training .
Table showing the require training and positive changes in training .

Yes No Total
Number Of
90 10 100
Respondents
90 10 100

Total 180 20 200

FORMULA:
χ2 = ∑ (Oi -Ei )2 / Ei
Where,
O = Observed Frequency
E = Expected Frequency = Row Total x Column Total
Grand Total
i = 1, 2, 3………n
Table showing the analysis between require training and positive changes in training .

Oi Ei (Oi – Ei) (Oi – Ei)2 (Oi – Ei)2/ Ei

90 90 0 0 0

10 10 0 0 0

90 90 0 0 0

10 10 0 0 0

Total 0

Degree of freedom:
= (r - 1) (c -1)
= (2-1) (2-1)
=1

χ2 Table value at 5% Level of significance = 3.841

χ2 Calculated value = 0
χ2 CV < χ2 TV
So, H0 is accepted, H1 is rejected.

INFERENCE:
Hence, There is no significant different between require training and positive changes in training.
4.4CORRELATION ANALYSIS:
4.4.1Analysis between the Convenient time and Desirable day for training .
X – Convenient time.
Y – Desirable day.

Table showing the analysis between the Convenient time and Desirable day for training .

X Y X2 Y2 XY

10 60 100 3600 600

0 40 0 1600 0

0 0 0 0 0

20 0 400 0 0

0 0 0 0 0

0 0 0 0 0

70 0 4900 0 0

0 0 0 0 0

0 0 0 0 0

100 100 5300 5200 600

FORMULA:
r= (N ∑xy - ∑x ∑y)
√ (N ∑x2 – (∑x) 2) √ (N ∑y2 – (∑y) 2)
= 11(600) – (100) (100) / √ (9 (5300) – (100)^2) √ (2 (5200) – (100)^2)

= 0.813
INFERENCE:
Correlation for the Convenient time and Desirable day for VALUE RESULT
training .
0.813 GOOD
.

4.5SPEARMAN’S RANK CORRELATION:

4.5.1Analysis between the Training need area and Evaluate training program.
X – Training need area.
Y – Evaluate training program.
Table showing the analysis between the Training need area and Evaluate training
program

X Y R1 R2 D = R1 – R2 D2

30 10 3.5 4 -0.5 0.25

20 5 1.5 1.5 0 0

30 5 3.5 1.5 2 4

20 8 1.5 3 -1.5 2.25

TOTAL 6.5

FORMULAE:
When the ranks are equal,
r = 1 – 6 (∑D2 + 1/12(m3 – m) +……)
N (N2 – 1)
N = Number of values in a group.
m = Number of times a value is repeated.
Therefore,
r = 1 – 6 (6.5)[ (23 – 2) /12 +(23 – 2) /12 + (23 – 2) /12)
4 (42 – 1)
= 1 – 0.975
= 0.025
INFERENCE:
Training need area and Evaluate training program. VALUE RESULT
 0.025 GOOD

Statistical Analysis:
Chi - Square Analysis:
1) There is a relationship between the awareness of workers and the Health and safety
training.
2) There is no relationship existing between the effective disciplinary procedures and safe
working environment.

Correlation:
Since the correlation value is 0.813, there is a high degree of positive relationship that
exists between the maintenance of machines and the accidents happened.
Spearman’s Rank Correlation:
Since the correlation value is 0.875, the relationship that exists between the health check-
up provided and stress towards work is good.
CHAPTER-5
 CHAPTER V
FINDINGS

5.1 PERCENTAGE ANALYSIS

1. The collected data shows that 100% of the employees said that they are given training
for the job undertaken by them

2. the collected data shows that 70% of the employees said that they are well aware of
their job components and 30% said that they are unaware of that.

3. the collected data shows that 90% of the employees feel that they need training and
10% of employees said they do not feel the need of training

4. The collected data shows that 30% of the employees said that they need to train
technically, 20% said subjectively/ systematically, 30% said practically and 20% said
others

5. The collected data shows that 30.4% of the employees prefer on the job training, 9.6%
prefer class room training, 20.8% prefer group discussion and 39.2% prefer lab/factory
visits.

6. The collected data shows that 10% of the employees said that the duration of the
training should be less than a week, 10% said week to ! Month, 40% said 1 month to 2
months and 40% said 2 months to 3 months

7. The collected data shows that 100% of the employees are aware of the training
program followed in TTK-LIG Ltd

8. The collected data shows 90% of the employees believe that training makes a positive
change in performance factor and 10% do not believe that.

9. The collected data shows that 100% of the employees said that the company provide
sufficient first-aid boxes and protective equipments

10. The collected data shows 90% of the employees said their team members cooperate
with them and 10% said that their team members are not cooperating

11. The collected data shows that 10% of the employees want to evaluate their training
programs through written exams, 5% want through practical exams, 5% want
presentations and 80% want to evaluate training through on the job performance

12. The collected data shows that 20% of the employees like to have additional training
programs in Compounding, 20% like in Dipping, 20% like in ET and 40% like to have
training in Foiling
13. The collected data shows that 80% of the employees like to see additional training in
lab testing and 20% like to see in GT

14. The collected data shows that 60% of the employees like to see additional training in
Quality testing and 40% like to see in GT.

15. The collected data shows that 60% of the employees like to see additional training in
Water testing and 40% like to see in Air testing.

16. The collected data shows that 20% of the employees interested in Compounding,
20% in Dipping, 20% in ET and 40% like in Foiling

17. The collected data shows that 10% of the employees said the most convenient time
for them to attend training programs is 8am ,20% said 1pm and 70% said 3pm-5pm

18. The collected data shows that 60% of the employees said that the most desirable day
to attend training is Week days and 40% said leave days

19. The collected data shows that 25% of the employees are working in compounding,
25% in dipping, 25% in Et and 25% in foiling.

20. The collected data shows that 25% of the employees are working at operator level,
25% at supervisor level, 25% at Lab testing level and 25% at LQC
 CHAPTER-6
6.SUGGESIONS

CHAPTER-VI
 6.SUGGESIONS

1.from the outcome of the survey the researcher would suggest the management of TTK-LIG to
conduct regular training for the employees to execute the work more effectively.

2.it is suggested that job description, job analysis should be made clear to the employees.

3.the training modules can also have according to work description in order to have full attention
of the employee in the training to have a effective and efficient work.

4.training programmers can be organized to all employees to improve their knowledge and skills.

5.the training bring out the true training need of the employees.

6.Action plans should be shared with the training department so analysis can be made with
respect to every training programme.

7.performance of the employees before the training and after the training should be compared.

8.pre-course material will make the training programmers more effective.

9.conduct the training program weekly or more.

10.to enhance the training skills.

11.improve the visual aids presentation during the training programmes.

12.training programmer is necessary to all levels of employees to improve their knowledge and
traits.

13.presentation by the lecturers should be improved .

14.the presenter must possess a, good communication skills .

15.presence of handout material through insignificant can result for better reproduction of
training.

CHAPTER-7
 CHAPTER-VII
7.CONCLUSION
“THE STUDY ON THE EMPLOYEE TRAINING NEED ANALYSIS AT TTK-LIG
VIRUDHUNAGAR”, was conducted to identify the post employee training need analysis
programme. The study done with 125 respondent showed clearly that to be effective , years of
experience is not a factor but
 • Frequency of schedule
• Use of visual aids
• Presentation skills
• Coaching

Can play a vital in improving the overall employee training need analysis.

CHAPTER-8
 CHAPTER-8
8.BIBLIOGRAPHY
GARY DESSLER-“Human Resource Management”-prentice –hall india- edition 2002,pp.56-
57.

C.B.Guptha (2000), “Human Resource management".

P.N.Arora, S.Arora, "Statistics for management" Himalaya publishing house.
Richard I. Levin, David S. Rubin (2002), “Statistics for Management”, 7th edition
O.R.Krishnaswami, M.Ranganatham, “Methodology of research in social sciences”, Himalaya
publishing house.
V.Balu , “Human Resource Management”- sri venkateswara publication, Chennai, second
edition,2007,pp.92-105.
C.R.Kothari (1997), “Research methodology- methods and techniques”, 2nd edition.

Websites:
1) www.hr.com

2) www.humanresources.about.com

3) www.ilo.com

4) www.britannica.com

5) www.definition-info.com

CHAPTER-9
 CHAPTER-XI

9.ANNEXURE

Employee Training Need Analysis

Personal Information:

Name : Age:

Designation: Sex:
Experience: Shift:

Training Need Analysis:

1.Have you given any training for the job currently you are undertaking?

Yes No

If yes what type of Training ____________________________

2.Are you well aware all the components of your job?

Yes No

3.Do you feel that do you require training?

Yes No

If yes, Please Continue

Training Analysis:

4.What is the key area you need to be trained?

Technically Subjectively / Systematically

Practically Others, Specify ______________

5.What type of Training you prefer?

On the Job Class Room Group Discussion Lab / Factory Visits

6.Duration of the Training?

Less than a Week Week to 1 Month

1 Month to 2Months 2 Months to 3 Months

7.Are you aware that training program is followed in TTK-LIG Ltd?

Yes No
8.Do you believe training really makes a positive change in the performance

factor ?

Yes No

9.Does your company provide sufficient first-aid boxes and protective equipments?

Yes No

10.Do your team members cooperate with you?

Yes No

Training Evaluation

11. How do you want to evaluate your training program?

Written Exams Practical Exams

Presentations On the Job Performance

12. What areas listed below would you like to see additional training programs?

Compounding b. Dipping c.ET d. Foiling

13. what areas listed below would you like to see additional training in compounding?

a. lap testing b. GT

14. what areas listed below would you like to see additional training in Dipping?

Quality testing b. GT

15. what areas listed below would you like to see additional training in ET?

Water testing b. Air testing

16. What type of production areas interested to you?

Compounding b. Dipping c.ET d. Foiling

17. Please select the most convenient time for you to attend training programs:

8:00am 10:00am 10:00am - 12:00pm 1:00pm

3:00pm 3:00 pm - 5:00pm Morning Afternoon

18. Please select the most desirable day for you to attend training programs:

Working Days Leave Days

19. Which division do you work in?

Compounding Dipping ET Foiling

20. Please indicate your job level.

operator supervisor Lab testing LQC

THANK YOU