See discussions, stats, and author profiles for this publication at: https://www.researchgate.

net/publication/329521721

A Study on The Effectiveness of Training And Development Programme

Article  in  Indian Journal of Applied Research · September 2007

CITATIONS READS

0 16,132

2 authors, including:

Baskar P.
Annamalai University
24 PUBLICATIONS   84 CITATIONS   

SEE PROFILE

Some of the authors of this publication are also working on these related projects:

Automobile industry View project

INFLUENCE OF ORGANIZATIONAL CULTURE AND JOB COMPLEXITY ON EMPLOYEES’ PERCEIVED WORK VALUE View project

All content following this page was uploaded by Baskar P. on 09 December 2018.

The user has requested enhancement of the downloaded file.

 Research Paper Management Volume : 6 | Issue : 4 | April 2016 | ISSN - 2249-555X | IF : 3.919 | IC Value : 74.50

A Study on The Effectiveness of Training And

Development Programme In M/S. Ramesh Flowers
(Pvt) Ltd, Tuticorin

Keywords Training, Development, Effectiveness

Mr. Prakash Rajkumar

K.R., Research Scholar, Dept of MBA, Annamalai University, Chidambaram, Tamilnadu

ABSTRACT This article is entitled “A Study On Effectiveness Of Training And Development Programme In Ramesh
Flowers (Pvt) Ltd, Tuticorin”. The study gives the information regarding satisfaction level of employees
training related factors. The suggestion thus outlined can be used by the company to improve the employee’s per-
formance through the training. The present study is related to the training and development programme in Ramesh
Flowers Pvt Ltd. The main aim objective of the study is to measure the effectiveness of the training and development
programme provided by Ramesh Flowers Pvt Ltd at Tuticorin. Both primary and secondary data has been used for the
study. The primary data was collected through the personal contact with employees at the Ramesh Flowers Pvt Ltd.
The secondary data was collected from annual reports, magazines, manuals and websites. A set of standard questions
was prepared circulated among the employees of the organization feedback was tabulated and analysis was made
using statistical tools. The tools used for analyzing the training and development are weighted average test from the
analysis reports used to findings, suggestions, conclusion were down to improve the Ramesh Flowers Pvt Ltd at Tu-
ticorin. Conclusion: Our study studied the results of score Points along with the final histopathology of the respective
patient. Breast masses with a MTTS of 7 or more points were accurately diagnosed as malignant, thus a score of 7
or more points can proceed to definitive therapy, masses scoring 4 or less points were all benign could be safely ob-
served and masses scoring 5 points need further evaluation with clinical examination and open biopsy. The MTTS is as
accurate as conventional TTS in evaluation of breast masses in Young females and can avoid unnecessary evaluation.
The score was particularly found to be useful for evaluation and analysis of breast lumps in young females.

INTRODUCTION tations but generally it is seen as the process of attempt-

TRAINING EFFECTIVENESS ing-----?
After an employee is selected, placed and introduced, he/
she must be provided with training facilities. Training is the To assess the total value of Training - it is the cost of ben-
art of increasing the knowledge and skills of an Employee efits and general outcomes, which benefit the organization
for doing a particular job. Training is a short-term educa- as well as the value of the improved performance of those
tional process utilizing a systematic and organized proce- who have undergone Training.
dure by which employees learn technical Knowledge and
skills for a definite purpose. Training refers to the teaching TRAINING DEFINED
and learning Activities carried on for the primary purpose It is a learning process that involves the acquisition of
of helping members of an organization, to Acquire and ap- knowledge, sharpening of skills, concepts, rules or chang-
ply the knowledge, skills, abilities and attitude needed by ing of attitudes and behaviours to enhance the perfor-
a particular job and organization. Thus Training bridges the mance of employees.
difference between job requirement and Employee’s pre-
sent performance. Training is activity leading to skilled behavior.
• It’s not what you want in life, but it’s knowing how to
Training is the most important technique of human re- attain it
source development. No Organization can get a candi- • It’s not where you want to go, but it’s knowing to get
date exactly matching with the job and organizational there
requirements. Hence, Training is important to develop • It’s not how high you want to rise, but it’s knowing how
the employee and make him suitable to the job. Trained to take off t--? may not be quite the outcome you
employees would be a valuable asset to an organization. were aiming for, but it will be an outcome
Organizational efficiency, Productivity, progress and devel- • It’s not what you dream of doing, but it’s having the
opment to a greater extent t depend on training. Organi- knowledge to do it
zational objectives like viability, stability and growth can • It’s not a set of goals, but it’s more like a vision
also be achieved through Training. Training is important, as • It’s not the goal you set, but it’s what you need to
it constitutes significant part of management control. achieve it
• Training is about knowing where you stand (no matter
Effectiveness systematically looks at the training, notices how good or bad the current situation looks) at pre-
the difference it has made And determines its value ac- sent, and where you will be after some point of time.
cording to the pretext measures. The results are used as • Training is about the acquisition of knowledge, skills
feedback To refine the training. Evaluation of effectiveness and abilities (KSA) through professional development.
of training is an integral part of training function. It pro-
vides a lot of information and becomes a basis for taking OBJECTIVE OF THE STUDY
several vital decisions in the organization. The process of 1. To study the effectiveness of the employees Training
assessing the effectiveness of training is evaluation. For and Development Programme in Ramesh Flowers Pvt
many trainers, Evaluation has taken on more vague conno- Ltd.

406 X INDIAN JOURNAL OF APPLIED RESEARCH

 Research Paper Volume : 6 | Issue : 4 | April 2016 | ISSN - 2249-555X | IF : 3.919 | IC Value : 74.50

2. To identify the employees opinion towards the Training for this study to achieve the objective of the study.
and Development Programme in Ramesh Flowers Pvt Descriptive research design is refers to the frequency with
Ltd. which something occurs or has to variable are varied to-
3. To study the various methods of Training and Develop- gether in the initial hypothesis.
ment Programme carried out in Ramesh Flowers Pvt
Ltd. A descriptive study requires a clear specification on what,
4. To analyse the need for Training and Development to when, why, whom, how aspects are happen--?
be introduced in Ramesh Flowers Pvt Ltd.
5. To provide suitable suggestions for improving the effec- METHODS OF DATA COLLECTION: Source of data: Pri-
tiveness of Training and Development Programme in mary data and Secondary data
Ramesh Flowers Pvt Ltd.
SAMPLING DESIGN:
LIMITATIONS OF THE STUDY: The researcher usually reaches its conclusion on the basis
1. The researcher has conducted the study within a lim- of sampling. Sampling is a unique technique used to col-
ited duration, so a detailed and comprehensive study lect data about a problem under study in deciding the
could not be made. sampling unit, area and the sampling technique are con-
2. The information gathers depends on the attitude of the sidered.
employees at the time of interviewing.
3. The sample size was confined to 150 respondents, so a Sampling Frame & Study area: M/s. Ramesh Flowers Pvt
this study cannot be regarded as full proof one. b Ltd at Tuticorin.
4. Some of the respondents were busy with their sched- Sampling Size: 150 respondents
ule, so it was very difficult for the researcher to con- c Sampling Techniques: Sampling technique used for the
vince and get feedback from the respondents. study is Simple random sampling.

RESEARCH METHODOLOGY TOOLS USED FOR ANALYSIS:

Research Design: Evaluating the collected data with the help of Statistical
A research design is purely and simply the basic frame tools is called analysis.
work for a study that guides the collection of data and • Percentage analysis
analysis of data. Descriptive research design was adopted • Weighted average method

ADEQUATE IMPORTANCE OF TRAINING PROGRAMMES TO EMPLOYEES

No. of Percentage S.No No. of Respond- Percentage (%)

S.No Particulars Particulars
Respondents (%) ents
1 Not at all 3 2 1 Not at all 3 2
2 Sometimes 50 33 2 Sometimes 50 33
To a great
3 97 65 3 To a great extent 97 65
extent
  Total 150 100   Total 150 100
BENEFITS GAINED AFTER THE TRAINING PRO- EMPLOYEES WHO THOUGHT THAT TRAINING PROGRAMMES ARE
GRAMMES TO MINIMIZE THE ACCIDENTS AND DAMAGE OF EQUIPMENTS
No. of
Re- Percentage No. of Re-
S. No Particulars S. No Particulars Percentage (%)
spond- (%) spondents
ents
1 Self confidence 45 30 1 Completely 55 37
Developing new
2 skills 34 23 2 Partially 93 62
3 Promotions 5 3 3 To some extent 2 1
4 Job Knowledge 66 44
  Total 150 100   Total 150 100
     
EMPLOYEES ARE READY TO TAKE EMERGING TYPE OF TRAINING
CHALLENGE AFTER THE TRAINING PROGRAMME
No. of
Re- Percentage No. of Re-
S. No Particulars S. No Particulars Percentage (%)
spond- (%) spondents
ents
1 To some extent 52 35 1 On the job training 60 40
2 To a great extent 95 63 2 Off the job training 20 13
3 Not at all 3 2 3 Both 70 47
  Total 150 100   Total 150 100

Method of training Individual performance

No. of
Re- Percentage S. No No. of Re-
S. No Particulars spond- (%) Particulars spondents Percentage (%)
ents
1 Lecture 5 3 1 Excellent 35 23
2 Role playing 15 10 2 Good 80 53

INDIAN JOURNAL OF APPLIED RESEARCH X 407

 Research Paper Volume : 6 | Issue : 4 | April 2016 | ISSN - 2249-555X | IF : 3.919 | IC Value : 74.50

3 Conference 48 32 3 Better 25 17
Programmed in-
4 67 45 4 Must be improved 10 7
structions
5 Simulation 15 10   Total 150 100
  Total 150 100

Type of training programme which the employ- Employees meet company expectations after the training pro-
ees prefer: gramme

No. of
Re- Percentage S. No No. of Re-
S. No Particulars spond- (%) Particulars spondents Percentage (%)
ents
1 On the job training 75 50 1 To an extent 53 35
2 Knowledge based 40 27 2 To a great extent 97 65
3 Leadership skills 20 13 3 Not at all - -
4 Others 15 10   Total 150 100
  Total 150 100

Employee’s suggestions will be effective in conducting training Satisfaction level of training duration
programme
S. No Particulars No. of Respond- Percentage S. No. of Respond- Percentage
Particulars
ents (%) No ents (%)
1 Superior 98 65 1 Highly satisfied 106 71
2 External faculty 45 30 2 Satisfied 40 27
3 Peers 7 5 3 Moderate 4 2
  Total 150 100 4 Dissatisfied - -
Highly dissatis- -
5 -
fied
  Total 150 100

Calculation of weighted average mean for satisfac- Satisfaction level of training material
tion level of training duration in RFPL
Particulars (Wi) No. of Re- No. of Re- Percentage
Wi* Fi S. No Particulars
spondents (Fi) spondents (%)
Highly satisfied (5) 106 530 1 Highly satisfied 25 17
Satisfied (4) 40 160 2 Satisfied 120 80
Moderate (3) 4 12 3 Moderate 5 3
Highly dissatisfied (1) - - 4 Dissatisfied - -
Total (15) 150 702 5 Highly dissatisfied - -
Weighted average mean = 4.68   Total 150 100

Calculation of weighted average mean for satisfac- Satisfaction level of doubt clearing due to training
tion level of training material
No. of
No.of Re- Percentage
Particulars (Wi) Wi* Fi S. No Particulars Respond-
spondents (Fi) (%)
ents
Highly satisfied (5) 25 125 1 Highly satisfied 52 35
Satisfied (4) 120 480 2 Satisfied 83 55
Moderate (3) 5 15 3 Moderate 15 10
Dissatisfied (2) - - 4 Dissatisfied - -
Highly dissatisfied (1) - - 5 Highly dissatisfied - -
Total (15) 150 620 Total 150 100

Weighted average mean = 4.13

Calculation of weighted average mean for satisfac- Satisfaction level of miscellaneous benefits due to training
tion level of financial benefits due to training
Particulars (Wi) No. of Re- No. of Re- Percentage
spondents (Fi) Wi* Fi S. No Particulars spondents (%)
Highly satisfied (5) 3 15 1 Highly satisfied 20 13
Satisfied (4) 51 204 2 Satisfied 90 60

408 X INDIAN JOURNAL OF APPLIED RESEARCH

 Research Paper Volume : 6 | Issue : 4 | April 2016 | ISSN - 2249-555X | IF : 3.919 | IC Value : 74.50

Moderate (3) 41 123 3 Moderate 40 27

Dissatisfied (2) 54 108 4 Dissatisfied - -
Highly dissatisfied (1) 1 1 5 Highly dissatisfied - -
Total (15) 150 451   Total 150 100

Weighted average mean = 3.01

Training encounters the problems during the working
Training reduces malfunctions: spot:

No.of Re- No.of Re- Percent-

S.No Particulars Percentage(%) S.No Particulars
spondents spondents age(%)

1 Strongly 30 20 1 Strongly agree 97 65

agree
2 Agree 102 68 2 Agree 45 30
3 No opinion 15 10 3 No opinion 8 5
4 Disagree 3 2 4 Disagree - -
Strongly
5 - - 5 Strongly disagree - -
disagree
  Total 150 100   Total 150 100

Training helps career development: Training objective fulfilled:

No.of Re- No.of Re- Percentage

S.No Particulars Percentage(%) S.No Particulars
spondents spondents (%)

Strongly
1 agree 88 59 1 Strongly agree 102 68

2 Agree 50 33 2 Agree 35 23
3 No opinion - - 3 No opinion 10 7
4 Disagree 12 8 4 Disagree 3 2
Strongly
5 - - 5 Strongly disagree - -
disagree
  Total 150 100   Total 150 100

Training improves skills: Team work:

No.of Re- No.of Re- Percentage
S.No Particulars Percentage (%) S.No Particulars
spondents spondents (%)
Strongly
1 87 58 1 Strongly agree 90 60
agree
2 Agree 45 30 2 Agree 50 33
3 No opinion - - 3 No opinion 3 3
4 Disagree 15 10 4 Disagree 5 3
Strongly
5 3 2 5 Strongly disagree 2 1
disagree
  Total 150 100   Total 150 100

Training reduces scrap value: Training improves quality and speed of the job:
No.of Re- No.of Re- Percentage
S.No Particulars spondents Percentage (%) S.No Particulars spondents (%)
Strongly
1 60 40 1 Strongly agree 80 53
agree
2 Agree 40 27 2 Agree 55 37
3 No opinion 10 7 3 No opinion - -
4 Disagree 15 10 4 Disagree 10 7
Strongly
5 disagree 25 16 5 Strongly disagree 5 3

  Total 150 100   Total 150 100

Training is a good motivating factor:

No.of Re-
S.No Particulars spondents Percentage (%)
1 Strongly 90 60
agree

INDIAN JOURNAL OF APPLIED RESEARCH X 409

 Research Paper Volume : 6 | Issue : 4 | April 2016 | ISSN - 2249-555X | IF : 3.919 | IC Value : 74.50

2 Agree 50 33
3 No opinion 1 1
4 Disagree 5 3
Strongly
5 disagree 4 3

  Total 150 100

FINDINGS, SUGGESTIONS, CONCLUSION • Training programme should include off the job (theo-
Findings: retical) modules followed by on the job (practical) modules,
a) 65% of the respondents says that our company to as the preferred way by most trainees.
give an adequate importance for employees training pro- • Trainee’s performance in training programme could be
gramme. linked to the trainees career development, in terms of vari-
b) 44% of the employees gained sufficient job knowledge ous options of choosing the jobs available, i.e,. the topper
from training programme. gets to choose the job he/she prefers among all the posts
c) 62% of the respondents are says that training pro- available, the next one gets all choices minus the one cho-
gramme re partially reduces the accidents and damage of sen by first,… the last one has only one post to choose.
equipments. Other options could be to link the promotion / perfor-
d) 63% of the respondents in the organization think that mance bonus to trainee’s performance in training, prefer-
training programme will help them to be able to take on ence to further higher studies etc.
emerging challenges. • Training module should focus specific attention to the
e) 47% of the respondents prefer to have on the job and techniques of scrap reduction, so that more people are
off the job training programme. made aware of the ways to reduce scrap and wastage,
f) 45% of the respondents say that programme instruc- thereby improving productivity.
tions will be most effective to achieve their learning and
development needs. Conclusions:
g) 53% of the respondents say that their individual per- Finding of the study clearly highlights the remarkable ben-
formance in the job is to be good. efits the organization and their employees have reaped as
h) 50% of the respondents prefer on the job training pro- the direct result of proper training and its orientation.
gramme.
i) 65% of the respondents have been able to meet com- Further training modules and additional training shall focus
pany expectations after the training programme to a great on the improvements suggested above, thereby maximiz-
extent. ing the benefits.
j) 65% of the employees prefer superior staff to conduct
the training programme. BIBLIOGRAPHY
k) 71% of the respondents are highly satisfied with train- BOOKS & JOURNALS
ing duration due to training. 1. Mamoria.C.B. and Mamoria.S., ‘Personnel Management’, Himalaya Pub-
l) 80% of the respondents are satisfied with training ma- lishing Company, 1997.
terial due to training. 2. Ian Beardwell, Len Holden, ‘Human Resource Management’, Pitman pub-
m) 55% of the employees are satisfied with interactiveness lishing, 1994.
due to training. 3. Uma Sekaran, ‘Research Methods for Business’, John Wiley and Sons Inc.,
n) 36% of the employees are dissatisfied with financial New York, 2000.
benefit due to training. 4. K.ASWATHAPPA, Human Resource and Personnel Management, Tata Mc
o) 60% of the employees are satisfied with miscellaneous Graw Hill, 2003.
benefit due to training. 5. REDDY P.N and GULSHAN S.S, Principal Business Organizational Man-
p) 68% of the employees are agreeing that the training agement Eurasia Publishing House 1990.
programme reduces malfunctions. 6. Hughes, “Leadership : Enhancing the lessons of experience” , Irwin
q) 65% of the respondents say that Training encounters McGraw Hill Companies
the problems during the working spot. 7. Jeffery A. Krames, “The Jack Welch Lexicon of Leadership” , McGraw-Hill
r) 59% of the respondents say that Training helps career Professional
development. 8. Ashton, C. and Morton, L., (2005), “Managing Talent for Competitive Ad-
s) 68% of the respondents strongly agree that training ob- vantage”, Strategic HR Review, Vol 4,
jective is fulfilled. 9. Bakker, A. and Schaufeli, W., (2008), “Positive organizational behavior:
t) 58% of the employees say that training improves their engaged employees in flourishing organizations”, Journal of Organiza-
skill. tional Behavior, Vol. 29, Issue 2,
u) 60% of the respondents strongly agree the team work.
v) 40% of the employees say that training reduces scrap
value.
w) 53% of the respondents say that Training improves
quality and speed of the job.
x) 60% of the respondents say that Training is a good mo-
tivating factor.

Suggestions:
• Training programme could be more focused on improv-
ing the job knowledge of the trainees. Training could be
tailor made to address the immediate job assignment of
trainees in different streams / areas of work and also based
on their exposure etc.

410 X INDIAN JOURNAL OF APPLIED RESEARCH

View publication stats