“A STUDY ON THE TRAINING AND DEVELOPMENT WITH SPECIAL

REFERENCE TO SPANGLES INFOTECH NAGERCOIL”

AN INTERNSHIP PROJECT REPORT

Submitted to the
FACULTY OF BUSINESS ADMINISTRATION

Project work submitted in partial fulfillment of the requirement

for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION

ANNA UNIVERSITY
CHENNAI
By
SOWMIYA P
(Reg.No: 952822631048)
Under the guidance of
Associate Professor, MBA
DR.V.RAJALAKSHMI, MBA, UGC, NET, PhD

DEPARTMENT OF MANAGEMENT AND STUDIES

CHERANMAHADEVI

SCAD COLLEGE OF ENGINEERING & TECHNOLOGY

DEPARTMENT OF MANAGEMENT STUDIES
CHERANMAHADEVI
DR.V.RAJALAKSHMI, MBA, UGC, Dr. V.RAJALAKSHMI MBA, UGC,
NET, PhD
NET, PhD
Associate Professor& Head of
Associate Professor& Head
the Department
of the Department

BONAFIDE CERTIFICATE

This is to certify that this project work entitled “A STUDY ON THE TRAINING AND
DEVELOPMENT WITH SPECIAL REFERENCE TO SPANGLES INFOTECH
NAGERCOIL ” which has been submitted in Partial fulfilment for the award of MBA degree of
Anna University, was carried out by SOWMIYA P under the guidance of DR.
V.RAJALAKSHMI, MBA, UGC, NET, Phd. This has not been submitted to any other
university or institution for the award of any degree/diploma/certificate.

Signature of the Guide Associate Professor &Head of the

Department

Submitted to project viva-voce examination held on

Internal Examiner External Examiner

SOWMIYA P
II Year, MBA
Register No: 952822631048
Department of Management Studies.
SCAD College of Engineering & Technology
Cheranmahadevi, Tirunelveli-627414

DECLARATION

I hereby declare that this project work report “A STUDY ON THE TRAINING AND
DEVELOPMENT WITH SPECIAL REFERENCE TO SPANGLES INFOTECH
NAGERCOIL” submitted to the Anna University, Chennai In partial fulfillment of requirement
of MBA Programme is a bonafide work carried by me under the guidance of
DR.V.RAJALAKSHMI, MBA, UGC, NET, PhD, Associate Professor of the Department of
Management Studies, SCAD College of Engineering and Technology, Cheranmahadevi. This has
not been submitted earlier to any other university or institution for the award of any
Degree/diploma/certificate or published any time before.

Date: Signature of the student

( SOWMIYA P )
Place:
 ACKNOWLEDGEMENT

First and foremost, I thank the glorious almighty for blessing us with all that was required for the
completion of my project successfully.

I thank “SPANGLES INFOTECH” for providing this amazing opportunity on such a short notice.

I express my gratitude to our honourable chairperson DR.S.CLETUS BABU, SCAD group of

Institution for providing such an opportunity and their encouragement to do this project.

I express my gratitude to our beloved principal Dr.S.JUSTIN DIRAVIAM, for his whole heartily
Encouragement for completing this project.

I am hereby express a deep sense of gratitude to Dr.V.RAJALAKSHMI, MBA, UGC, NET, PhD,
Associate Professor & HEAD of the Department for his immense support.

I am hereby expressing a deep sense of gratitude to DR.V.RAJALAKSHMI, MBA, UGC, NET,

PhD, for his exemplary guidance, valuable information and monitoring throughout the course of this
training, which helped me in completing this task through various stages.

I record my sincere gratitude to my project Supervisor Mrs. SHERLIN BOSHIA M (Project

Manager), who had been backbone for me throughout this project. His encouraging word,
unfailing availability and valuable guidance enabled us to complete this project successfully. His
keen interest and support to me is most heartily acknowledged.

I thank my beloved PARENTS and my FRIENDS, who have encouraged me with good spirit by
their incessant prayers and constant support to complete this project successfully.
 CONTENTS
SL.NO TITLE PAGE.NO
CHAPTER-I
TRAINING AND DEVELOPMENT
1.1 Introduction 1
1.2 Industry Profile 4
1.3 Company Profile 6
1.4 Service Profile 8
CHAPTER-II
REVIEW OF LITERATURE
2.1 Literature Review
2.2 Problem Identification 13
CHAPTER-III 17
RESEARCH METHODOLOGY
3.1 Objective of the Study 18
3.2 Scope of the Study 18
3.3 Research Design 18
3.4 Population of the Studies 18
3.5 Sample Size 18
3.6 Sample Unit 18
3.7 Sampling Method 19
3.8 Period of Study 19
3.9 Research instrument 19
3.10 Data Collection Methods 19
3.11 Tools for Analysis 19
3.12 List of Hypothesis 20
3.13 Special Concepts 20
3.14 Limitation of the Studies 21
CHAPTER-IV
DATA ANALYSIS AND INTERPRETATION
4.1 Data Analysis and Interpretation 22-46
CHAPTER-V
FINDINGS, SUGGESTIONS & CONCLUSION
5.1 Findings 54
5.2 Suggestions 56
5.3 Conclusion 57

• BIBILIOGRAPHY
• QUESTIONARIE
 LIST OF TABLES
SL.NO TITLE PAGE.NO
4.1.1 Demographic Factors 22-26
4.1.6 Factors influencing of training and development- 27
participant
4.1.7 Factors influencing of training and development-Trainer 28
4.1.8 Factors influencing of training and development-Training 29
Program
4.1.9 Factors influencing of training and development- 30
Organization
4.1.10 Factors influencing of training and development-Working 31
Environment
4.1.11 Factors influencing of training and development- 32
Technology
4.1.12 Training needs identified are realistic, useful, and based on 33
the organizational strategy
4.1.13 There is a formal training program to teach new employees 34
the skill they need
4.1.14 There is a formal training evaluation method to access the 35
effectiveness of training
4.1.15 Training and development program is well planned 36
4.1.16 Training given to us cope with the constantly changing 37
technology for performing the job
4.1.17 Training employees are helped to acquire technical 38
knowledge and skill through training
4.1.18 Human relation competencies are adequately developed in 39
your organization through training in human skill
4.1.19 Training of workers in given adequate importance in your 40
organization
4.1.20 Employees utilize and benefits from the training 41
programmes
4.1.21 In-come programmes are handled by competent faculty 42
4.1.22 Training helps to improve the employees-employer 43
relationship
4.1.23 The management gives importance to cost effective 44
training
4.1.24 Developmental activity helps the management is change 45
needed in the human resource area
4.1.25 Training session have helped you to improve work 46
efficiency
 LIST OF CHARTS
SL.NO TITLE PAGE.NO
4.1.1 Demographic Factors 22-26
4.1.6 Factors influencing of training and development- 27
participant
4.1.7 Factors influencing of training and development-Trainer 28
4.1.8 Factors influencing of training and development-Training 29
Program
4.1.9 Factors influencing of training and development- 30
Organization
4.1.10 Factors influencing of training and development-Working 31
Environment
4.1.11 Factors influencing of training and development- 32
Technology
4.1.12 Training needs identified are realistic, useful, and based on 33
the organizational strategy
4.1.13 There is a formal training program to teach new employees 34
the skill they need
4.1.14 There is a formal training evaluation method to access the 35
effectiveness of training
4.1.15 Training and development program is well planned 36
4.1.16 Training given to us cope with the constantly changing 37
technology for performing the job
4.1.17 Training employees are helped to acquire technical 38
knowledge and skill through training
4.1.18 Human relation competencies are adequately developed in 39
your organization through training in human skill
4.1.19 Training of workers in given adequate importance in your 40
organization
4.1.20 Employees utilize and benefits from the training 41
programmes
4.1.21 In-come programmes are handled by competent faculty 42
4.1.22 Training helps to improve the employees-employer 43
relationship
4.1.23 The management gives importance to cost effective 44
training
4.1.24 Developmental activity helps the management is change 45
needed in the human resource area
4.1.25 Training session have helped you to improve work 46
efficiency
 1

CHAPTER-I
INTRODUCTION
 2

CHAPTER-I

INTRODUCTION
1.1 INTRODUCTION
1.1.1 Definition
Training and Development is the continuous process of improving skills, gaining
knowledge, clarifying concepts and changing attitude through structured and planned education
by which the productivity and performance of the employees can be enhanced.

1.1.2 Training and Development

Training and Development is the continuous process of improving skills, gaining
knowledge, clarifying concepts and changing attitude through structured and planned education
by which the productivity and performance of the employees can be enhanced. Training and
Development emphasize on the improvement of the performance of individuals as well as groups
through a proper system within the organization which focuses on the skills, methodology and
content required to achieve the objective. Good & efficient training of employees helps in their
skills & knowledge development, which eventually helps a company improve its productivity
leading to overall growth.

1.1.3 Training and Development Process

Training and development is a continuous process as the skills, knowledge and quality of
work needs constant improvement. Since businesses are changing rapidly, it is critical that
companies focus on training their employees after constantly monitoring them & developing their
overall personality.

• Establish specific objectives & goals which need to be achieved

• Conduct and implement the programs for employees

• Evaluate the output and performance post the training and development session

1.1.4 What is Training and Development

Training and Development is the continuous process of improving skills, gaining

knowledge, clarifying concepts and changing attitude through structured and planned education
by which the productivity and performance of the employees can be enhanced. Training and
Development emphasize on the improvement of the performance of individuals as well as groups
through a proper system within the organization which focuses on the skills, methodology and
content required to achieve the objective. Good & efficient training of employees helps in their
skills & knowledge development, which eventually helps a company improve its productivity
leading to overall growth.
 3

1.1.5 Types of training

Technical Training

Technical training enables employees to master the technical aspects of their job. L&D
teams design technical training programs for different software applications and processes to
increase employee efficiency and productivity, help team members learn new ways of doing old
tasks, and build core technical skills relevant to their role. A key distinguishing factor between
technical training and other forms of training is that most technical training aspects are job-
specific, and cannot be performed without the appropriate technical skills. On the other hand,
non-technical training such as soft or administrative skill training is generic and easily
transferable from one job to another.
Onboard training
1.During the hiring
process
Hiring and onboarding are often treated as separate. But their edges blur. New hires get
their first impressions of your company during your hiring process, so your candidate experience
efforts.
• Write a clear job description that gives your new hire a concrete list of their
responsibilities.
• Tell candidates how you structure your hiring process and how long each stage is
likely to take.
2.1-2 Weeks before your new employee’s first day
• An Employment Agreement.
• A Non-Disclosure Agreement.
• An Employee Invention Agreement.
3. During your new employee’s first 3 months
• Hold an informal 30 day check in to address any immediate concerns followed by a
90 day check in to see how everything is going.
• Ask for feedback on your onboarding process so you can improve the process for
future new hires.
 4

1.1.6 Leadership Training

Successful Leadership
The Knowledge Academy is Globally Recognised as the Market Leader in providing
training for Leadership Skills. Our highly experienced "Team Management Professionals"
comprises 30 leading Leadership Management experts who have more than 22 years of
experience in planning and managing different teams and tasks. Our specialised instructors have
developed unique teaching styles to help aspiring candidates master the art of developing the
necessary skills and knowledge to become effective leader.
Leadership skills Training:
Leadership is a method of communicative power that enhances the efforts of individuals
to achieve a goal, and it is an essential skill for any business professional. Our specially designed
training course provides delegates with the essential skills required to lead any team in an
organisation successfully and enhance their career opportunities.
 5

1.2 INDUSTRY PROFILE

1.2.1 IT Services Industry Overview

The IT services market is highly competitive and has a few major players. In terms of
market share, some of the players currently dominate the market. However, with the advancement
in IT consultancy services, new players are increasing their market presence, thereby expanding
their business footprint across emerging economies. February 2023 - The UK-based Phoenix
Group, an insurance and financial services provider, has given Tata Consultancy Services a EUR
600 million contract for digital transformation. As part of the project, TCS would create self-
service capabilities and offer Phoenix end-to-end customer service digitization. June 2022 - Cisco
and Kyndryl have established a technology alliance to speed up the conversion of enterprise
clients into data-driven companies. Both companies would support organizations to improve their
operations by offering cloud computing services that simplify difficult hybrid IT management
with increased visibility, manageability, and flexibility

1.2.2 IT Services Market Analysis

The IT Services Market size is estimated at USD 1.20 trillion in 2024, and is expected to
reach USD 1.81 trillion by 2029, growing at a CAGR of 8.38% during the forecast period (2024-
2029). Globally, the increased IT spending, coupled with the widespread adoption of software-
as-a-service and increased cloud-based offerings, indicates the demand for IT services in the
industry. With an improved IT infrastructure, threats related to data (data breaches) are also on
the rise. This demands advanced security solutions over traditional ones. With this trend gaining
traction in the market, companies have started to invest their resources in enhancing their
advanced security offerings.

➢ Trends like 5G, Blockchain, AR, and AI, are likely to have an impact on the offerings of
IT services. With 5G technology on its way, it is likely to ensure that companies may set
up networks on their premises. The digital transformation is expected to enable either
setting up new networks as per local frequencies or upgrading existing networks on LTE.
This requires the creation of real-time IT locations to facilitate the automation and
autonomy of complex systems.

➢ IT cloud services are witnessing growth due to the massive cloud deployments across the
end-user industries. For instance, the US market houses the headquarters for the leading
global cloud providers, where the country has a huge share of cloud storage. The amount
of data being generated in the country has led to a significant driver of cloud adoption.
 6

1.2.3 IT Services Market Trends

➢ There has been a significant breakthrough in cloud computing over the past few years, as
cloud solutions offer various advantages but expose data hosted to substantial risks,
including privacy and identity theft, among others. Organizations adopting cloud
computing should consider implementing IT services that can analyze all executions,
applications, and network connections.
➢ Due to advancements in IT operation across the cloud-based platform, IT services have
become more data-driven and real-time, creating greater value for the business, especially
in operational efficiency, business opportunity discovery, and remote access optimization.
➢ According to a report published by Cloud ward in 2022, with 94.44%, Google Drive was
by far the most used cloud storage service globally. In next place is Dropbox, used for
cloud storage for collaboration, with a still impressive 66.2%, followed by OneDrive
(39.35%), iCloud (38.89%), MEGA (5.09 %), Box (4.17%), and p Cloud (1.39%).
➢ As the demand for cloud services is expected to grow over the next few years, with
immense demand from the IT and telecommunication industry across the ever-growing
corporate sector, the scope for IT infrastructure services from these end users is expected
to grow rapidly.
 7

1.3 COMPANY PROFILE

In the web and app development sector, Spangles Infotech, which was launched in
2016, founded by Jehu Vinsher R has an invincible reputation. We have helped hundreds of
clients start their firms in practically every industry by enrolling them. Our objective is to
respond to the increasing demand for top-notch web and mobile app development by building
a strong and trustworthy development team. When we codetermine with a group of highly
regarded, creative indigenous leaders, our viewpoint is expanded. Our crew aims to improve
you by assisting you in realizing your ideas. Apart from accounting software and management
systems, our team of experts provides outstanding solutions for churches, schools, universities,
hotels, e-commerce sites, and web design. A company's convictions can entice customers in
without being visible. With our sincere project and product outputs, we are happy to have won
the trust of numerous clients; nonetheless, we must continue to work extremely hard to
maintain this position. We are proud of our members for what they have accomplished, and we
have always made priceless investments in them. Our crew has devoted our entire being and
greatest endeavors to our work. Every member of our team strives to get better.

Year of Establishment 2016

Company Type Software Service Company

Managing Director Jehu Vinsher R

Annual Turnover 4500000
Number of HR Departments 07- Development
Design
Research and Development
Marketing
Business Development
Finance
 8

1.3.1 Projects
School Management Software
Schools may automate and streamline all of their routine duties, including managing the
curriculum, keeping track of attendance, processing information, managing fees, and assigning
assignments, with the help of school management software. The sophisticated modules of
school management software, a reliable, and cloud-based, and let educators and instructors
digitise the everyday work operations of educational establishments. It is intended to keep track
of and document educational institutions' administrative tasks. The modules for managing
academic records, admissions, online fee collecting, scheduling, and other tasks are all
included, giving teachers and staff all, they need to stay on top of student records.
Church Management Software
Accounting, monitoring contributions, keeping track of member attendance, planning
events, and ministry tasks can all be aided by church management software.

Billing Software
Utilising barcode scanning, shortcuts, quick searches, and other features will expedite the
entireinvoicing process. Maximise your billing and manage all of your sales and operations with
justone click.

College Management Software

College management software gives educational institutions the ability to manage their
curriculum, timetables, and online assessments, track student progress, handle leads and
inquiries for admissions, create ID cards, facilitate online communication, execute online
admissions, and administer online assessments.

Hospital Management Software

Aids in the administrative job management of medical facilities and healthcare
providers. Financial accounting and the upkeep of patient records are two responsibilities where
it can behandy.

E-commerce Website
E-commerce website development is the manner of creating the technical features of
your online store, such as how it works, takes payments, reacts to user input, and looks.
 9

1.3.2 BUSINESS STRUCTURE

Establishing the appropriate business structure is crucial for the success of our
software development company. Ensuring a solid foundation from the outset will help avoid
potential issues related to our organizational structure as we navigate the course of running the
business.To achieve this, our plan is to recruit highly skilled and experienced professionals for
the various positions within our company. In addition to our diverse range of services, we are
committed to hiring individuals capable offulfilling various roles within our company. Our
employees are expected to possess a deep understanding of the industry, align with our vision,
and demonstrate dedication to achieving our goals and objectives. Recognizing the importance
of a motivated workforce, we are prepared to offer competitive salaries and top-notch welfare
packages, surpassing industry standards for start-ups in our field.Furthermore, we are dedicated
to providing a conducive working environment that not only supports professional growth but
also enhances the skills of our team members, fostering increased productivity.

Below is the intended business structure for Spangles Infotech

• Proprietor
• Business Development Manager
• Human Resources Manager
• Software Development Head
• Development Team
• Marketing Executives
• Cleaner

1.3.3 TARKET MARKET

Almost everyone utilizes software, either directly from developers or indirectly
through deviceownership. This broad usage signifies a wide target market for any software
development company. To secure a significant share of this market, we have devised a
strategic plan. Our initial strategy involves conducting comprehensive market research to
gain a deepunderstanding of the market we are entering. This research aims to reveal the
expectations of our target audience and our responsibilities towards them. The results of our
market research indicate that our business is poised to develop software and provide related
services for the following groups of people:
 10

• Corporate organizations
• Entertainment industry
• Educational institution
• IT firm
• Hospitals
• Accounting firms
• Financial institutions
• Small businesses
• Churches
• Other software companies
 11

1.4 SERVICE PROFILE

1.4.1 Web Designing
The task of thinking about, planning, and formatting electronic data to define their
layout, colors, text, styles, structures, graphics, and images as well as the usage of interactive
features that show pages to site visitors is known as web design. With eight years of expertise
under our belt, we can handle any client requirement for web design and development.

Figure 1.4.1 Web Designing

1.4.2 Web Application

Software that runs within your web browser is dubbed an application. Companies
need to provide services remotely and share information. Web applications are used by them
to safelyand conveniently communicate with customers.

Figure 1.4.2 Web Application

 12

1.4.3 Mobile App Development

The development of mobile apps is comparable to the production of other software,
including web apps. Planning a smart digital solution, though, can be challenging.

Figrue 1.4.3 Mobile App Development

1.4.4 E-Commerce Development

E-commerce development is a manner of designing and constructing websites that
allow companies to offer goods and services. The technique of coming up with business
strategies, marketing plans, and possible expansion ideas.

Figure 1.4.4 E-Commerce Development

 13

1.4.5 Digital Marketing

The marketing of brands to reach out to prospective consumers online and through
other digitalmedia. This covers text and multimedia messaging as well as social media, web-
based, email,and other marketing channels.

Figure 1.4.5 Digital Marketing

1.4.6 Graphic Designing

Putting together and organizing a project's visual components. The uses of graphic
design include making a poster for a play, designing a magazine layout, and designing a
product's packaging.

Figure 1.4.6 Graphic Designing

 14

CHAPTER-II
REVIEW OF LITRATURE
 15

CHAPTER-II
REVIEW OF LITRATURE
Dr. Mihika Kulkarni (2012) The researcher’s goal was to investigate how training has
shaped society in various ways since the beginning of time. It serves as a vehicle for passing on
various skills from one generation to the next. However, as time has passed, training intensity
has changed drastically. Numerous training approaches and strategies has emerged as a result of
technological advancement. These modifications have altered the need for training and given it
new dimensions. Both global and micro levels of human resource development are implemented.
At a macro level training is essential for raising social issues awareness among the populace,
educating individuals, and promoting literacy in society to enable people to live better lives. The
goal of training activities at the micro level is to help employees in an organization become more
competent at their jobs and improve their performance in order to advance the organization. So,
everybody attends training. It is a well-known fact that and organization’s performance depends
on the calibre of its people resource in addition to finances, resources, and equipment.
Afsheen Majeed, SidraShakeel (2017) The main objectives of this research was to
examine the importance of training and development in the work place. Training and
development are the most importance for the work place effectiveness. Training is focus on
today’s activities of the organization and development is focus on the future tasks and
responsibilities. Training and development are one of most important tools of HRM to increase
organization’s output and competencies. This research is quantitative and secondary on nature.
The data was collected from banking sector of Pakistan. The 200-sample size used. This study
concludes that there is and impact of training and development of the performance of workplace.
Also, it recognizes that the ability and skills of employee is helpful for the performance of
organization and this skill and come from training and development.
Bharthvajan R, S Fabiyola Kavitha (2019) The Current study is concerned with “a
study on effectiveness of training and development in its solutions(chennai)” in this study where
the effectiveness of the employee is measured and studied. In this study the where 110 employees
are taken out of 195 employees using random sampling method. Where the set of questions are
given to the employees to get their feedback about the changes after the training. The organization
provides various kind of training to the employee. In this study we are testing the effectiveness
of the employee after the training and development. Where the 110 questions are distributed to
employees and answers are collected for findings, suggestionsand conclusions. The answers
given by the respondents are analyzed using chi-square and percentage method.
 16

Ms. Joga Shirisha, Mrs. D. Kavitha, (2020) Human Brain, which has high degree of
reasoning and analytical ability, retains its strength even after 80 years of life. So we can imagine
the capacity of human brain and the abundant resource, which a human has. If the man starts
developing the human resource, he can make wonders in this world as he is making now. But
the facts are let us put a question to ourselves are we there where we should have been? In all
aspects of human development, I think we cannot definitely say yes. It is not too late to realize
the human resource and its development. People make organization grow and in order to facilitate
that organization should make their people grow continuously. Although training and
development processes may have exported in some form in the country, earlier a professional
outlook came in early seventies.
Kunalika Gourikar (2020) Was studied that the Employees are the most important
asset for any organization to compete in this competitive world. Without people, an organization
cannot exist. Continuous efforts and strategies are made by management to achieve their
organizational objectives and to gain a competitive edge over their competitors. Training and
development play a vital role in enhancing the skills and knowledge of the employees of any
organization. The main objective of this study is to understand the effectiveness of training and
development on employees’ performance in their organization. A descriptive research design
was used to collect two hundred and fifty-one responsesby using a simple random sampling
technique. For analyzing the received data carefully, descriptive statistics were used to make
conclusions from the raw data. From the analysis, it was found that the employees are satisfied
with the training and development sessions organized by the management or not. This paper
reveals the feedback of different employees working in varioussectors of the business world in
India. Management should provide more incentives and rewards for motivating their employees
in order to increase the participation of the employees in the training and development sessions.
These programs will helpthe employees to enhance their knowledge and skills in their particular
fields.
Dr. Anuradha Pathak, Topiwala Mrunali (2021) Employees are the most valuable
asset of an organization, so to enhance their performance it is necessary to pay attention to their
learning. Training and development programs help organizations to build a skilled and competent
workforce in order to maintain a high level of competency and to survive in a dynamic business
environment. This study was conducted with the aim to investigate the effectiveness of training
anddevelopment on employee performance at JK Paper Ltd, Songadh. The research employed
descriptive analysis. Primary data was collected through distributing questionnaires to 100
employees, who were selectedthrough the random sampling technique. Findings reveal that
 17

overall training and development has asignificant impact on employee’s performance. It helps
the organization in reducing employee turnover, increasing the productivity of employees, and
contributing to higher financial returns for the organization. The study suggests that there is a
need for improvisation in identifying the area where training needs have actually generated and
salary structure should be revised at a regular interval of time.
Dr. Christina Parmar, Ms. Shiwani Balmiki (2022) It covers the understanding of
what training and development is and why is it so essential to have a good at an organizational
level along with all the factors that affect and impact the productivity of an organization. Human
resource professionals act as a strategic partner with senior managers and leaders by aligning
training and development strategies and practices among others with overall organizational
strategies that contribute to an organization's smooth operations. Therefore, understanding
human resource practices and particularly Training and development enable managers to help
employees perform better in the work and keep them motivated. The study becomes necessary
because many organizations in this contemporary world are striving to gain competitive edge and
there is no way this can be achieved without increasing employees' competencies, capabilities,
skills etc through adequate training and development designs. Using a mixed approach of both
studying qualitative factors and quantitative as well, the study is an attempt to identify the impact
of training and development on employees, productivity.
Selvakumar B, Malavika S, Janani V, Akshaya B, Nandhini M A (2023) The
objective of this study is to measure the effectiveness of the training which were held to the sustain
the employee’s growth and development in the organization. This study ensures the Employee
Training and Development helps in updating employees’ skills and knowledge for performing a
Job which at the end results inincreasing their work efficiency and increase the productivity of
an organization.
S. Kishore and Clayton Michael Fonceca (2023) Was carried out understand impact
of training and development on employee performance and productivity. Training and
development are quickly becoming one of the most critical responsibilities with a direct influence
on an organization success. The aim of the study was to explore the impact of training and
development on employee performance and productivity. About 60 employees been selected as
sampling descriptive research is used to describe characteristics of a population or phenomenon
being studied. The simple random sampling techniques was adopted. The reliability test was
conducted using Cronbach’s alpha and the value was found to be 0.907. This study finds that
more than half of the respondents had an idea about the expectations, benefits and self-
development of training and development.
 18

U. Dinesh Kumar, S. Vijaykumar (2023) The main objectives of the study is to analyze
factors for training and development in a hill appeal exports (p) limited, uThukela, Tirupur, Tamil
Nadu the main focus of the study is to measure the factors of employee training and development.
The secondary data were collected through company profile, organization website and other
related library books. After data collection statistical tools are using for the analysis and find out
the average relationship between data. But the management has to provide more practical
sessions in the training and development to improve their respective fields. Such development
programs will help them to enhance their knowledge in the respective fields.

2.2 PROBLEM STATEMENT

Employees being the main resource for the development, the success of an organization
depend on its employees. Since employee’s contributions plays a significant role in
organization it is the duty of an organization to care of its employee’s skills, abilities and
performance and develop them in a more prospective way for the development of employees
which indirectly contributes to the organization. Employee can develop their performance only
when they are given training in particular skills which they are lacking. Training and
development enhance the productivity, knowledge and skill of the employees and allow them
to retain in the organization, it also encourages their strength and motivate them to accomplish
their goal. This research is complete to find out the quality of training and development in the
workplace and also helpful to understand the connection between training and development
and the effectiveness of workplace.
 19

CHAPTER-III
REASEARCH METHODOLOGY
 20

CHAPTER-III
REASEARCH METHODOLOGY
3.1 OBJECTIVES OF THE STUDY
3.1.1 Primary Objectives
A study on employee training and development at Spangles Infotech.
3.1.2 Secondary Objectives
1. To study the factors influencing training and development of employees at
spangles infotech.
2. To study the quality and effectiveness of training and development program
provided by spangles infotech.
3. To analyze the role of training and development on the workplace performance
4. To provide suggestions for improvement workplace performance using training and
development.
3.2 SCOPE OF THE STUDY
• The scope of a study in training and development encompasses the boundaries and
focus of the research.
• Understanding why this study is essential. It could be to address gaps in existing
practices, improve employee performance, or enhance organizational effectiveness.
• Clearly defining the purpose of the research. For training and development, objectives
might include assessing the impact of training programs, identifying skill gaps, or
evaluating training effectiveness.
3.3 REASEARCH DESIGN
The types research used in this report is descriptive in nature. Descriptive research is
essentially a fact finding related largely to the present, abstracting generation by cross sectional
study of the current situation.
3.4 POPULATION OF THE STUDY
The population of the study is 56 employees of spangles infotech
3.5 SAMPLE UNIT
The sample unit for the study are the people trained by spangles infotech Nagercoil.
3.6 SAMPLE SIZE
The survey sample was taken from 50 trained employees of spangles infotech.
 21

3.7 SAMPLING METHOD

For the study, the researcher used Survey Method as the sample technique.
3.8 PERIOD OF STUDY
The period of study is from 01-03-2024 to 30-05-2024
3.9 RESEARCH INSTRUMENTS USED
The questionnaire was used as the study’s research tool. A questionnaire is a research
tool that consist of a series of questions designed to elicit information from respondent. A
questionnaire is frequently constructed for statistical analysis of the response.
3.10 DATA COLLECTION METHOD
3.10.1 Source of data
The data has been collected through primary and secondary source.
3.10.2 Primary data
Primary data are fresh data collected through Questinnaire
(Likert Scale) Likert scale is a five point scale that is used to allow an individual to
express how much they agree or disagree with a particular statement.
3.10.3 Secondary data
Secondary data are collected from journals and internet.
3.11 TOOLS USED FOR ANALYSIS
To enable discussion on the right lives and to draw logical conclusion relevant tool and
method where used they are explained below.
• Weighted Average
• Chi-Square Test
Weighted average = ∑wx
∑w
▪ w = the weight for each data point.
▪ x = the value of each data point.
Chi- square test Χ2 = ∑ (Oi – Ei)2/Ei

▪ Oi = Observed frequency
▪ Ei = Expected frequency
▪ Degree of freedom = n-1
 22

3.12 LIST OF HYPOTHESIS

1. Gender Vs Quality of Training

• Null Hypothesis (Ho) There is no significant relationship between gender of the
respondents and the quality of training of the respondents.
• Alternate Hypothesis (H1) There is significant relationship between gender of the
respondents and the quality of training of the respondents.
2. Qualification Vs Effectiveness of training
• Null Hypothesis (Ho) There is no significant relationship between qualification of the
respondents and the quality of training of the respondents.
• Alternate Hypothesis (H1) There is significant relationship between qualification of
the respondents and the quality of training of the respondents.
3. Experience Vs Factors influencing training
• Null Hypothesis (Ho) There is no significant relationship between experience of the
respondents and the quality of training of the respondents.
• Alternate Hypothesis (H1) There is significant relationship between experience of
the respondents and the quality of training of the respondents

3.13 SPECIAL CONCEPTS

SEO Services
Their SEO experts optimize websites for better visibility and conversions.
Branding
Surviving and thriving in the digital world requires effective branding, and Spangles
provides just that.
Google AdWords
They assist businesses in running efficient advertisements on Google.
Social Media Marketing
Tap into a vast pool of potential customers through expert social media marketing.
Site Analysis
Spangles offers effective site analysis services for business growth.
Email and SMS Marketing
Elevate communication with clients using their top-notch email and SMS marketing
solutions.
 23

3.15 LIMITATION OF THE STUDY

Generalizability: The findings and recommendation of this study may not be applicable to all
markets, industries or consumer segments. Factors such as cultural differences, regional
variations, and unique market conditions can influence brand awareness and preferences
differently in different contexts.
Subjectivity: Consumer preferences are subjective and can very from individual to individual.
The research findings are based on self-reported data, which may be influenced by personal
bases, recall bases, or social desirability bases.
External Factors: The brand awareness and preferences of consumers can be influenced by
external factors such as economic conditions, political events, or industry-specific
development. While efforts have been made to account for these factors, their impact or the
research findings cannot be completely controlled or predicted.
Resource Constrains: The project is limited by the available resource, including time, budget,
and access to data. Comprehensive coverage of all brands or in-depth analysis of specific
industries may be restricted due these resource limitations.
 24

CHAPTER IV
ANALYSIS OF THE STUDY
 25

CHAPTER IV
ANALYSIS OF THE STUDY
Demographic wise classification respondent
4.1.1. Table
Qualification of the employees
SL NO Particulars No of respondents Percentage of respondents

1 SSLC 0 0%

2 Higher secondary 0 0%

3 U.G 14 72%

4 P.G 36 28%

Total 50 100%

4.1.1. Chart

Qualification of the employees

Qualificaton of the employees

80% 72%
70%
60%
50%
40%
28%
30%
20%
10% 0% 0%

0%
SSLC Higher U.G P.G
secondary

Interpretation
The table shows that, 72% of the respondents were U.G and 28% of the respondents
were in post grauation level working in the company.
 26

4.1.2. Table

Age of the Employees

SL NO Particulars No of respondents Percentage of
respondent
1 Below 25 Years 29 58%

2 Below 25-35 Years 16 32%

3 Below 36-45 Years 3 6%

4 Above 45 Years 2 4%

Total 50 100%

4.1.2. Chart

Age of the Employees

Age of the employees

58%
60%

50%

40% 32%

30%

20%
6% 4%
10%

0%
Below 25 Years Below 25-35 Below 36-45 Above 45 Years
Years Years

Interpretation
The table shows that, 58% of the respondents were below 25 years old, 32% of the
respondents were in between 25-35 years old, 6% of the respondents were below 36-45 years
old and the remaining 4% of the respondents were above 45 years old working as an employees
in the company.
 27

4.1.3. Table
Gender of the Employees
SL NO Particulars No of respondents Percentage of
respondent
1 Male 15 30%

2 Female 35 70%

3 Total 50 100%

4.1.3. Chart
Gender of the employees

Gender of the employees

70%

70%
60%
50%
40% 30%

30%
20%
10%
0%
Male Female

Interpretation
Above table shows that, 30% of the respondents were male and 70% of the
respondents were female working in the organisation.
 28

4.1.4. Table
Work Experience of the Employees
SL. Particulars No of Percentage of
NO respondents respondent
1 Less than 5 years 25 50%

2 5 to 10 years 18 36%

3 11 to 15 years 7 14%

4 Above 15 years 0 0%

Total 50 100%

4.1.4. Chart
Work Experience of the Employees

Work Exprience of the Employees

50%
50%
45%
40% 36%

35%
30%
25%
20% 14%
15%
10%
5% 0%
0%
Less than 5 years 5 to 10 years 11 to 15 years Above 15 years

Interpretation
The table shows that, 50% of the respondents were less than 5 years of work experience,
36% of the respondents are in between 5 to10 years of work experience and remaining. 14%
of the respondents are between 11 to 15 years of work experience in the company.
 29

4.1.5. Table

Marital Status of the Employees

SL.NO Particulars No of respondents Percentage of respondents

1 Married 23 46%

2 Unmarried 27 54%

Total 50 100%

4.1.5. Chart

Marital Status of the Employees

Marital Status of the Employees

54%
54%

52%

50%

48% 46%

46%

44%

42%
Married Unmarried

Interpretation

The table shows that, 46% of the respondents were married and 54% of the
respondents were unmarried employees working in the organisation.
 30

4.1.6. Table

Factors influencing of training and development – Participant

SL NO Particulars No of respondents Percentage of respondent

1 Strongly Agree 10 20%

2 Agree 38 76%

3 Neutral 2 4%

4 Disagree 0 0%

5 Strongly Disagree 0 0%

Total 50 100%

4.1.6. Chart

Factors influencing of training and development - Participant

Participant influencing training and development

76%
80%
70%
60%
50%
40%
30% 20%
20%
10% 4%
0% 0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 20% of the respondents were strongly agree that the participants
in the training programmes in the factor that influencing the training and development, 76% of
the respondents were agree that the participant in the training programmes in the factor which
will influencing of training and development. And remaining only 4% of the respondents were
neutral with that statement.
 31

4.1.7. Table
Factors influencing of training and development-Trainer

SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 1 0%

2 Agree 1 4%

3 Neutral 4 8%

4 Disagree 28 56%

5 Strongly Disagree 16 32%

Total 50 100%

4.1.7. Chart
Factors influencing of training and development-Trainer

Trainer influencing of training and development

56%
60%

50%

40% 32%
30%

20%
8%
10% 0% 4%

0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 4% of the respondents were agree and 8% of the respondents
will neutral and 56% of the respondents were disagree that the trainer in the training
programmes will influencing the training and development and remaining 32% of the
respondents were strongly disagree that the trainer in the training programmes will directly
influencing of training and development.
 32

4.1.8. Table
Factors influencing of training and development-Training programs
SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 14 28%

2 Agree 18 36%

3 Neutral 6 12%

4 Disagree 8 16%

5 Strongly Disagree 4 8%

Total 50 100%

4.1.8. Chart
Factors influencing of training and development-Training programs

Factors influencing of training and development-

Training program

40% 36%
35% 28%
30%
25%
20% 16%
12%
15%
8%
10%
5%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The above table shows that, 28% of the respondents were strongly agree, 4% of the
respondents were agree, and 24% of the respondents were neutral with the statement
programmes will influencing of training and development, 44% of the respondents were
disagree that the training programmes will influencing of training and development. And
remaining, 20% of the respondents were strongly disagree that the training programmes will
influencing of training and development.
 33

4.1.9. Table
Factors influencing of training and development-Organization
SL NO Particulars No of respondents Percentage of respondent
1 Strongly Agree 12 24%

2 Agree 30 60%

3 Neutral 8 16%

4 Disagree 0 0%

5 Strongly Disagree 0 0%

Total 50 100%

4.1.9. Chart
Factors influencing of training and development-Organization

Organization influencing of training and

development-Organisation
60%
60%
50%

40%

30% 24%
16%
20%

10% 0% 0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 24% of the respondents were strongly agree, 60% of the
respondents were in agree that the organization conducting the training programmes will
influencing of training and development. And remaining 16% of the respondents were neutral
that the organization will influencing of training and development.
 34

4.1.10. Table
Factors influencing of training and development-Working Environment
SL NO Particulars No of respondents Percentage of respondents
1 Strongly Agree 12 24%

2 Agree 28 56%

3 Neutral 8 16%

4 Disagree 0 0%

5 Strongly Disagree 2 4%

Total 50 100%

4.1.10. Chart
Factors influencing of training and development-Working Environment

Working environment influencing of training and

development-Working environment

56%
60%

50%
40%

30% 24%
16%
20%

10% 4%
0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 24% of the respondents were strongly agree, 56% of the
respondents were agree, 16% of the respondents were neutral. And remaining, 4% of the
respondents were strongly disagree that the working environment in the organization
conducting training programmes will influencing of training and development.
 35

4.1.11. Table
Factors influencing of training and development-Technology
SL NO Particulars No of respondents Percentage of respondents
1 Strongly Agree 14 28%

2 Agree 28 56%

3 Neutral 8 16%

4 Disagree 0 0%

5 Strongly Disagree 0 0%

Total 50 100%

4.1.11. Chart
Factors influencing of training and development-Technology

Factors influencing of training and development-

Technology

56%
60%

50%
40%
28%
30%
16%
20%

10% 0% 0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 28% of the respondents were strongly agree, 56% of the
respondents were agree and remaining, 16% of the respondents were neutral with that the
technology update in the training programmes will influencing of training and development.
 36

4.1.12. Table
Training needs identified are realistic, useful, and based on the organizational
strategy
SL NO Particulars No of respondents Percentage of respondents
1 Strongly Agree 7 14%

2 Agree 31 62%

3 Neutral 12 24%

4 Disagree 0 0%

5 Strongly Disagree 0 0%

Total 50 100%

4.1.12. Chart
Training needs identified are realistic, useful, and based on the organizational
strategy

Training needs identified are realistic,

useful, and based on the
organizational strategy

80% 62%
60%
40% 24%
14%
20% 0% 0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation

The table shows that, 14% of the respondents were strongly, 62% of the respondents
were agree and remaining 24% of the respondents were neutral that the training programmes
conducted by the organization are realistic, useful and organizational strategy based in the
company.
 37

4.1.13. Table
There is a formal training program to teach new employees the skill they need
SL NO Particulars No of respondents Percentage of respondents
1 Strongly Agree 15 30%
2 Agree 31 62%
3 Neutral 2 4%
4 Disagree 2 4%
5 Strongly Disagree 0 0%
Total 50 100%

4.1.13. Chart
There is a formal training program to teach new employees the skill they need

There is a formal training program to

teach new employees the skill they
need

80% 62%
60%
30%
40%
20% 4% 4% 0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 30% of the respondents were strongly agree, 62% of the
respondents were agree, 4% of the respondents were neutral and remaining 4% of the
respondents were disagree that the formal training program which teaches new employees to
develop there is the organization the skill they need.
 38

4.1.14. Table
There is a formal training evaluation method to access the effectiveness of the training
SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 10 20%

2 Agree 25 50%

3 Neutral 15 30%

4 Disagree 0 0%

5 Strongly Disagree 0 0%

Total 50 100%

4.1.14. Chart
There is a formal training evaluation method to access the effectiveness of the training

There is a formal training evaluation

method to access the effectiveness of
the training

50%
50%
40% 30%
30% 20%
20%
10% 0% 0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 20% of the respondents were strongly agree, 50% of the
respondents were agree, and remaining 30% of the respondents are neutral that the there is a
formal training evaluation method which helps to access the effectiveness of the training
programmes in the company.
 39

4.1.15. Table
Training and development program is well planned
SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 1 2%

2 Agree 2 4%

3 Neutral 10 20%

4 Disagree 22 44%

5 Strongly Disagree 15 30%

Total 50 100%

4.1.15. Chart
Training and development program is well planned

Training and development program is well

planned
44%
45%
40%
35% 30%
30%
25% 20%
20%
15%
10% 4%
2%
5%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 2% of the respondents were strongly agree, 4% of the
respondents, 20% of the respondents, 44% of the respondents were disagree, and remaining
30% of the respondents were strongly disagree agree that the training and development
program is well planned by the organization which conducting training programmes in the
organization.
 40

4.1.16. Table
Training given to us helps us to cope with the constantly changing technology for
performing the job
SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 2 4%
2 Agree 1 2%
3 Neutral 12 24%
4 Disagree 30 60%
5 Strongly Disagree 5 10%
Total 50 100%

4.1.16. Chart

Training given to us helps us to cope with the constantly changing technology for
performing the job

Quality of training and development program

60%
60%
50%
40% 24%
30%
20% 10%
4% 2%
10%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 4% of the respondents were strongly agree, 2% of the respondents
were agree, 24% of the respondents were neutral, 60% of the respondents were disagree and
remaining 10% of the respondents were strongly disagree agree in the organization.
 41

4.1.17. Table

Training employees are helped to acquire technical knowledge and skill through
training

SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 26 52%

2 Agree 18 36%

3 Neutral 6 12%

4 Disagree 0 0%

5 Strongly Disagree 0 0%

Total 50 100%

4.1.17. Chart

Training employees are helped to acquire technical knowledge and skill through
training

Training employees are helped to

acquire technical knowledge and skill
through training

52%
60% 36%
40% 12%
20% 0% 0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 52% of the respondents were strongly agree, 36% of the respondents
were in agree and remaining 12% of the respondents were agree that the training employees
to acquire technical knowledge and skill through training which helps employees in the
training programmes in the company.
 42

4.1.18. Table

Human relation competencies are adequately developed in your organization through

training in human skill

SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 14 28%

2 Agree 22 44%

3 Neutral 14 28%

4 Disagree 0 0%

5 Strongly Disagree 0 0%

Total 50 100%

4.1.18. Chart

Human relation competencies are adequately developed in your organization through

training in human skill

Human relation competencies are adequately

developed in your organisation through training
in human skill

50% 44%

40%
28% 28%
30%
20%

10%
0% 0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 28% of the respondents were strongly agree, 44% of the
respondents were in agree and remaining 28% of the respondents were disagree agree that the
human relation competencies are adequately developed by the organization through training
and development programmes.
 43

40

4.1.19. Table

Training of workers is given adequate importance in your organization

SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 2 4%

2 Agree 20 40%

3 Neutral 10 20%

4 Disagree 12 24%

5 Strongly Disagree 6 12%

Total 50 100%

4.1.19. Chart

Training of workers is given adequate importance in your organization

Training of workers is given adequate

importance in your organization

40%
40%
24%
30% 20%
20% 12%
4%
10%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 4% of the respondents were strongly agree, 40% of the respondents
were in agree, 20% of the respondents were neutral that the training of workers is given
adequate importance in your organization in the training programmes, 24% of the respondents
were disagree and remaining 12% of the respondents were strongly disagree that the training
of workers is given adequate importance in your organization in the training programmes in
the company.
 44

4.1.20. Table

Employees utilize and benefits from the training programmes

SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 0 0%

2 Agree 6 12%

3 Neutral 18 36%

4 Disagree 24 48%

5 Strongly Disagree 12 24%

Total 50 100%

4.1.20. Chart

Employees utilize and benefits from the training programmes

Employees utilize and benefits from

the training programmes

48%
50%
36%
40%
24%
30%
20% 12%
10% 0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 12% of the respondents were agree that the, 36% of the
respondents were in neutral, 48% of the respondents were disagree and remaining 24% of the
respondents were strongly disagree that the employees utilize and benefits from the training
programmes conducted by the training programmes in the company.
 45

4.1.21. Table

In-come programmes are handled by competent faculty

SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 19 38%

2 Agree 19 38%

3 Neutral 12 24%

4 Disagree 0 0%

5 Strongly Disagree 0 0%

Total 50 100%

4.1.21. Chart

In-come programmes are handled by competent faculty

In-come programmes are handled by competent

faculty
38% 38%
40%
35%
30% 24%
25%
20%
15%
10%
5% 0% 0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 38% of the respondents were strongly agree, 38% of the
respondents are in agree and remaining 24% of the respondents were neutral that the in-come
based programmes are handled by competent faculty from the training programmes
department in the company.
 46

4.1.22. Table

Training helps to improve the employees-employer relationship

SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 19 38%

2 Agree 24 48%

3 Neutral 5 10%

4 Disagree 2 4%

5 Strongly Disagree 0 0%

Total 50 100%

4.1.22. Chart

Training helps to improve the employees-employer relationship

Training helpes to improve the employee-

employer relationship
48%
50%
38%
40%

30%

20%
10%
10% 4%

0%
Strongly Agree Agree Neutral Disagree

Interpretation
The table shows that, 38% of the respondents were strongly agree, 48% of the
respondents were in agree, 10% of the respondents were neutral and remaining 4% of the
respondents were disagree that the training programmes helps to improve the employee-
employer relationship in the organization.
 47

4.1.23. Table

The management give importance to cost effective training

SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 0 0%

2 Agree 2 4%

3 Neutral 7 14%

4 Disagree 14 28%

5 Strongly Disagree 27 54%

Total 50 100%

4.1.23. Chart

The management give importance to cost effective training

The management give importance to

cost effective training

54%
60%

40% 28%
14%
20% 4%
0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation

The table shows that, 38% of the respondents were strongly, 48% of the respondents
are agree, 10% of the respondents were neutral and remaining l4% of the respondents were
disagree that the management give importance to cost effective training programmes to the
employees.
 48

4.1.24. Table
Developmental activity helps the management is change needed in the human resource
area

SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 6 12%

2 Agree 34 68%

3 Neutral 8 16%

4 Disagree 2 4%

5 Strongly Disagree 0 0%

Total 50 100%

4.1.24. Chart

Developmental activity helps the management is change needed in the human resource
area

Developmental activity help the

management is change needed in
the human resource area

100% 68%

50% 12% 16%

4% 0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The above table shows that, 12% of the respondents were strongly agree, 68% of the
respondents are agree, 16% of the respondents were neutral and remaining 4% of the
respondents were disagree that the developmental activity conducted by the organization help
the management to change needed in the human resource area.
 49

4.1.25. Table
Training session have helped you to improve work efficiency

SL NO Particulars No of respondents Percentage of respondents

1 Strongly Agree 16 32%

2 Agree 25 50%

3 Neutral 9 18%

4 Disagree 0 0%

5 Strongly Disagree 0 0%

Total 50 100%

4.1.25. Chart

Training session have helped you to improve work efficiency

Training session have helped you to

improve work efficiency

50%
50%
40% 32%
30%
18%
20%
10% 0% 0%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Interpretation
The table shows that, 32% of the respondents were strongly agree, 50% of the
respondents are agree and remaining 18% of the respondents were neutral that the training
session conducted by the organization helps the employees to do their have helped you to
improve work efficiency.
 50

4.2 CHI-SQUARE ANALYSIS

Relationship between the gender of the respondents and quality of training

Null Hypothesis (Ho) There is no significant relationship between gender of the respondents
and the quality of training of the respondents.

Alternate Hypothesis (H1) There is significant relationship between gender of the

respondents and the quality of training of the respondents.
Gender Strongly Agree Neutral Disagree Strongly Total
Agree Disagree
Male 4 3 6 4 3 20
Female 6 5 8 6 5 30
Total 10 8 14 18 8 50

The observed frequency (O) is the value obtained from the collected data and the expected
frequency (E) is calculated using the equation.

Row total of the cell x column total of the cell

E = Grand total

In the next step the corresponding values of O and E are calculated using the formula in
equation

O = The frequencies observed

E = The frequencies expected
∑ = The “sum of”
 51

O E O-E (O-E) ^2 (O-E) ^2/E

4 4 0 0 0

3 3.2 (-0.02) 0.04 0.0125

6 5.6 0.4 0.16 0.0285

4 7.2 (-3.2) 10.24 1.4222

3 3.2 (-0.2) 0.04 0.0125

6 6 0 0 0

5 3 2 4 1.333

8 4.8 3.2 10.24 2.133

6 3.6 2.4 5.76 1.6

5 3 2 4 1.333

Total 7. 873

Interpretation

Here, the calculated value chi-square is 7.873 and the table value for degree of freedom is 4

[d.f= (r-1) (c-1)= (2-1)(5-1)] at 5% level of significance is 9.488.

Since Table Value> Calculated Value, Null Hypothesis is accepted i.e. There is a significant
relationship between impact and the quality of training on the respondents.
 52

Relationship between the qualification of the respondents and effectiveness of training

Null Hypothesis (Ho) There is no significant relationship between qualification of the

respondents and the quality of training of the respondents.
Alternate Hypothesis (H1) There is significant relationship between qualification of the
respondents and the quality of training of the respondents.
Qualification Strongly Agree Neutral Disagree Strongly Total
Agree Disagree
U.G 7 8 8 4 3 30

P.G 5 7 4 3 1 20

Total 12 15 12 7 4 50

The observed frequency (O) is the value obtained from the collected data and expected
frequency (E) is calculated using the question

Row total of the cell x Column total of the cell

E= Grand total
In the next step the corresponding values of O and E are calculated using the formula in
equation

O = The frequencies observed

E = The frequencies expected
∑ = The “sum of”
 53

O E O-E (O-E) ^2 (O-E) ^2/E

7 7.2 (-0.2) 0.4 0.055

8 9 (-1) 2 0.222

8 7.2 0.8 1.6 0.222

4 4.2 (-0.2) 0.4 0.095

3 2.4 0.6 1.2 0.5

5 4.8 0.2 0.4 0.083

7 6 1 2 0.333

4 4.8 (-0.8) 1.6 0.333

3 2.8 0.2 0.4 0.142

1 1.6 (-0.6) 1.2 0.75

Total 2.735

Interpretation

Here, the calculated value chi-square is 2.735 and the table value for degree of freedom is 4

[d.f= (r-1) (c-1)= (2-1)(5-1)] at 5% level of significance is 9.488.

Since Table Value> Calculated Value, Null Hypothesis is accepted i.e. There is a significant
relationship between impact and the quality of training on the respondents.
 54

Relationship between the experience of the respondents and factors influencing training

Null Hypothesis (Ho) There is no significant relationship between experience of the

respondents and the quality of training of the respondents.
Alternate Hypothesis (H1) There is significant relationship between experience of the
respondents and the quality of training of the respondents
Experience Strongly Agree Neutral Disagree Strongly Total
Agree Disagree

Less than 5
years 4 9 3 4 2 22

5 to 10
years 3 8 2 3 2 18

11 to 15
years 1 5 2 1 1 10

Total
8 22 7 8 5 50

The observed frequency (O) is the value obtained from the collected data and expected
frequency (E) is calculated using the question

Row total of the cell x Column total of the cell

E= Grand total
In the next step the corresponding values of O and E are calculated using the formula in
equation

O = The frequencies observed

E = The frequencies expected
∑ = The “sum of”
 55

O E O-E (O-E) ^2 (O-E) ^2/E

4 3.52 0.48 0.96 0.272

9 9.68 (-0.68) 1.36 0.140

3 3.08 (-0.08) 0.16 0.051

4 3.52 0.5 1 0.284

2 2.2 (-0.2) 0.4 0.181

3 2.88 0.12 0.24 0.083

8 7.92 0.08 0.16 0.020

2 2.52 (-0.5) 1 0.396

3 2.88 (-0.88) 1.76 0.611

2 1.8 0.2 0.4 0.222

1 1.6 (-0.6) 1.2 0.75

5 4.4 0.6 1.2 0.272

2 1.4 0.6 1.2 0.857

1 1.6 (-0.6) 1.2 0.75

1 1 0 0 0

Total 4.589

Interpretation

Here, the calculated value chi-square is 2.735 and the table value for degree of freedom is 8

[d.f= (r-1) (c-1)= (3-1)(5-1)] at 5% level of significance is 16. 919.

Since Table Value> Calculated Value, Null Hypothesis is accepted i.e. There is a significant
relationship between impact and the quality of training on the respondents.
 56

4.3 WEIGHTED AVARAGE METHOD ON LEVEL OF JOB SATISFACTION

SL. 5 4 3 2 1 Total no of Avg

NO FACTORS SA A N DA SDA Total respondents Mean Rank

1 Employee 38 x 5 48 x 4 10x3 4x2 0x1 420 420/100 4.2 II

Employer =190 =192 =30 =8 =0

Cost 28x2 54x1 168

2 effective 0x5 4x4=1 14x3 =56 =54 168/100 1.68 IV
training =0 6 42

Change 4x2 0x1 388

3 needs in the 12x5 68x4 16x3 =8 =0 388/100 3.88 III
human =60 =272 48
resource area
Improve 0x2 0x1 414
4 ork efficiency 32x5 50x4 18x3 =0 =0 414/100 4.14 I
=160 =200 =54

Interpretation

It is inferred 1 Rank to the satisfaction of training session have helped you to improve
efficiency mean score value 4.14, the 2 Rank to the satisfaction for training helps to improve
the employee-employer relationship mean score value 4.2, the 3 Rank to the satisfaction of
developmental activity help the management is change needed in the human resource area
mean score value 3.88, 4 Rank to the satisfaction for the management give importance to cost
effective training mean score value 1.68.
 57

CHAPTER V
FINDINGS, SUGGESTIONS AND CONCLUSION
 58

CHAPTER V
FINDINGS, SUGGESTIONS AND CONCLUSION
FINDINGS

• Participants in the training programmes are the major factor which will influencing the
training and development.
• Trainers in the training programs influence training and development programs
conducted by the organization.
• Training programmes conducted by the organisation are the major factor that influence
training and development of the employees.
• The organisation as a important factor that also influences training and development,
programs.
• The working environment is factor that also influences training and development
programs.
• Technology as a factor that directly influences training and development within the programs.
• The organization needs to conduct the training programs which will be realistic, useful, and
based on the organizational strategy.
• The organization conducted a formal training program that teach the employees to
develop skills during the training programs.
• The formal training evaluation method which helps to assess the effectiveness of the
training programs in the organisation.
• The organization lacks for planning to conduct training and development programs.
• The organisation helped the employees to acquire technical knowledge and skill through
programs conducted by the organisation.
• Organisation developed human skill which builds human relation competencies in the
organisation through training programs.
• The organisation provides importance to conduct the training programs the workers in
the organisation.
• Employees are not utilizing their skill and knowledge during the training program.
• The organization conducted income-based programmes which are handled by
competent faculty from external sources.
• The training programs helps to improve the employees-employer relationship.
• The management give importance to conduct cost effective training programs to the
employees.
 59

• The management conducted developmental activity which helps to change and make
improvement in the organisation.
• The training session conduction by the organisation which helps the employees to
improve their work efficiency.

5.2 SUGGESTIONS

• Ensure that participants are carefully selected based on their job roles, responsibilities,
and development needs. Additionally, engage participants actively throughout the
training programs to maximize their learning experience.
• Invest in skilled trainers who not only possess subject matter expertise but also have
the ability to engage and inspire participants. Provide ongoing training for trainers to
keep their skills up-to-date.
• Ensure that training programs are aligned with the strategic objectives of the
organization. This will help employees understand the relevance of the training to their
roles and the overall success of the organization.
• Implement formal evaluation methods to assess the effectiveness of training programs.
Solicit feedback from participants to identify areas for improvement and make
necessary adjustments to future training initiatives.
• Develop a comprehensive training plan that outlines specific objectives, timelines, and
resources required for each training program. Effective planning ensures that training
initiatives are executed efficiently and effectively.
• Encourage employees to apply newly acquired skills and knowledge in their daily work
activities. Provide opportunities for practice, feedback, and reinforcement to facilitate
skill transfer and retention.
• While aiming for cost-effective training solutions, prioritize quality and effectiveness.
Consider a blend of in-house and external training resources to maximize ROI while
meeting organizational needs.
• Foster a culture of continuous learning and improvement within the organization.
Regularly review and update training programs to incorporate new technologies, best
practices, and feedback from participants.
• Emphasize the role of training programs in fostering positive relationships between
employees and employers. Highlight how training initiatives contribute to employee
satisfaction, retention, and organizational success.
• Leverage technology to enhance the delivery and accessibility of training programs.
Explore e-learning platforms, virtual classrooms, and mobile learning solutions to
accommodate diverse learning styles and preferences.
 60

CONCLUSION
The study “on Training and Development ofemployees in spangle infotech highlighted
that almost all employees are satisfied with their training. Training and development isthe
important for the productivity and the efficiency of the organization. The study revealed that
there is a significant effect of training and development on employee performance, as training
and development programs held in spangle infotech have resulted in higher performance,
productivity, and financialreturn for the organization. Management should bring external
skilled trainer and training should be cost-effective so that there is no disturbance in the
finances of the organization, there should be a proper balance between assets and liabilities
of the organization. From the above findings and result it is concluded that training and
development is positively related to the organization effectiveness and it is also positively
impact on the efficiency of the employees in the spangles infotech. Training and development
isthe important for the productivity and the efficiency of the organization.
 61

BIBLIOGRAPHY

BOOKS

1. Aswatthappa K, Human Resource Management. Tata McGraw hill

2003, 3rd edition, New Delhi.
2. Shashi K Gupta, Rosy Joshi – “Human Resource Management”,
Kalyani Publications, New Delhi.
3. Kothari C – “Research Methodology”, New Delhi, new age
international publishers, 1990.

JOURNALS

4. Dr. Mihika Kulkarni, “The Impact of Training and Development to

improve the Performance of Employees” International Journal Of Food
And Nutritional Sciences (IJFANS 2012), UGC CARE Listed (Group)
Journal Volume 11, S Issue S, December 2012.
5. Bharthvajan R, S Fabiyola Kavitha “A Research on Effectiveness of
Training and Development in its Solutions”, International Journal of
Innovative Technology and Exploring Engineering (IJITEE 2019),
ISSN: 2278-3075 (Online), Volume-8 Issue-11, September 2019.
6. Dr. Christina Parmar, Ms. Shiwani Balmiki, “The Impact of Various
Training and Development on Employees Productivity” International
Journal of Research Publications and Reviews (IJRPR 2022), Volume
3, pp 1441-1445, March 2022.
7. S. Kishore and Clayton Michael Fonceca, “Impact of Training and
Development on Employees performance and Productivity” Journal of
Academia and Industrial Research (IAIR 2023), Volume 11, Issue 3
Page 43-47.
8. Dr. Anuradha Pathak, Topiwala Mrunali, “The Effectiveness of
Training and Development on Employee’s Performance”, International
Journal of Creative Research Thoughts (IJCRT 2021), Volume 9, Issue
5 May 2021.

WEBSITES

9. www.google.com
10. www.wikipedia.com
11. www.frsgroups.com
 62

QUESTIONNAIRE
1. EMPLOYEE PROFILES

1. Name of the employees:

2. Designation:
3. Qualification: (a) SSLC, (b) Higher secondary,
Graduation,

(c) Post graduation, (d) Diploma Holder

4. Age: (a) Below 25Yrs, (b) Below 25-35Yrs,

(c) Below 36-45Yrs, (d) Above 45Yrs

5. Gender: (a) Male (b) Female

6. Work Experience: (a) Less than 5Yrs, (b) 5 to 10Yrs

(c) 11-15 Yrs (d) Above 15Yrs

7. Marital Status: (a) Married (b) Unmarried

1.Strongly Disagree 2.Disagree 3.Neutral 4.Agree 5.Strongly agree

 63

1. Factors influencing of training and development

Your Choice
Factors influencing of training and development
1 2 3 4 5
Participant

Trainer

Training Program

Organization

Working Environment

Technology
 64

2. Quality and training and development program

Your choice
Quality and training and development program
1 2 3 4 5

Training needs identified are realistic, useful, and

based on the organizational strategy
There is a formal training program to teach new
Employees the skill they need
There is a formal training evaluation method to
Access the effectiveness of the training
Training and development program is well planned
Training given to us helps us to cope with the
constantly Changing technology For performing the
job
Instructor response to trainee’s doubt

Training and development resulted in higher employee

Performance in the organization
Training and development resulted in higher
productivity and financial return of the organization

Training and development helped reduce employees

Turnover in our organization
Training helps in reducing absenteeism

Training and development program is helpful in the

Long run
Salary increases after training

Training helps us to understand the job clearly

Training and development program are helpful in

personal growth
 65

3. Effectiveness of training

Effectiveness of training Your Choice

1 2 3 4 5
The employees are helped to acquire technical knowledge
And skill through training
Human relation competencies are adequately developed in
Your organization through training in human skill
Training of workers is given adequate importance in your
Organization
Employees can give his requirement for training

In-come programmes are handled by competent faculty

The quality of in-company programmes in your organization

is excellent
Employees returning from training are given opportunity to
reflect improvements in the organization
Conducive environment prevails to implement new ideas
and methods acquired through training
Employees utilize and benefits from the training
programmes

There is adequate emphasis on developing managerial

capabilities of the managerial staff through training

There is well designed and widely shared training policy in

the company
 66

4. Role of training and development

Role of training and development Your Choice
1 2 3 4 5
Training helps to improve the employee-employer
Relationship

The management give importance to cost effective

training

Developmental activity help the management is

changes Needed in the human resource area

Training session have helped you to improve work

efficiency

Training helps to improve the employee-employer

Relationship