INTRODUTION
Today the world is passing through the age of information explosion the scientific and technological innovations and developments are taking places with a very fast speed. An innovation new today may become old tomorrow. In such a situation, the basic and crucial requirement is training. Which will help in acquiring the latest level of knowledge and skills suitable for achieving high standard in performance and production.
In general, education is ‘mind preparation’ and is carried out remote from the actual work area, training is the systematic development of the attitude, knowledge skills pattern required by a person to perform a given task or job adequately and development is the growth of the individual in team of ability understanding and awareness.
Training is the most important tool for increasing efficiency and effectiveness of any organization. A large number of officers and their subordinates have been trained at various training organization in india.
1
OBJECTIVES OF THE STUDY
Primary objective:
To study the employees to provides the competent man at all level and job in “HENKEL INDIA LIMITED” .
Secondary objectives:
To study the opinion on perceived training need of an employees for their personal and organization development. 1.To find out the opinion regarding the suitability of training methods for their job. 2.To determine the opinion of an employees regarding the choice between on the job and off the training. 3.To achieving and sustaining significant organizational change. For enchanting effective managerial performance. 4.To gaining insight into technique towards. training
2
SCOPE OF THE STUDY
? ?
To aware the training and development system by to employees. To understand how the measure of training and development applied effectively in “HENKEL
INDIA LIMITED’’. ? It helps to obtain suggestions to improve the same.
3
LIMITATATION OF THE STUDY
In any study are research conducted research there shall be some limitation associated with it. Hence for it proper understand of the propret inevitable to specify the limitation of the study.
The main limitation of this are: 1. The sample size in restricted to respondents. 2. Some of respondents hesitate to give real opinion due to fear. 3. On few occasion officials hesitated were unwilling to give information’s as they were busy. 4. The duration of the study was limited.
4
IMPORTANCE OF THE STUDY
1. 2. 3. 4. It will improve the work environment It builds organization climate It suggestion suitable methods of ‘’training and development’’ of the organization It identifies the employee’s expectation from the organization
5
RESEARCH METHODOLOGY
Research:
Research means acquiring the new knowledge form the event. A research is the specification of methods and procedures for acquiring the information.
Research methodology:
Research in common parlance refers to add, honal search of knowledge. One can also define research or a scientific and systematic search for pertinent information on a specific topic research is an academic activity and as such the team should be used in a technical sense.
Research design:
A search design is purely and simple a framework or pan for a study that guides. The collection and analysis of the data. It is a blueprint according to which the search design specifies the methods of data collection and data analysis.
6
SAMPLING DESIGN:
This study uses simple random stratified random sampling for the selection process. Which is a type of probability sampling.
TYPES OF DATA:
The data are classified into two types.
? ?
Primary data Secondary data
PRIMARY DATA:
The data are the first data collection using questionnaires. Since the using secondary information is not enough primary data is collected.
SECONDARY DATA:
These are existing data which are collection from the company website. Book literature are the sources of secondary data. Was collected from various published books websites.
7
SAMPLING:
A sample design is a definite pan for obtaining a sample form a haven populations. Sample design is determined before data a collected. The selected respondents constitute that is technically called a ‘’SAMPLE” and the selection process is called ‘’ Sampling techniques’’.
SAMPLING SIZE:
The data is collected form 95 respondents of ‘’ HENKEL INDIA LIMITED ’’
TYPES OF SAMPLING:
The sampling may be probability sampling or it may be non probability sampling. Probability sampling is based on the concept of random selection. Where as non probability sample is non probability sample is ‘’non random’’ sampling.
PROBABILITY SAMPLING:
Under this sampling design, every item of the universe has an equal chance of inclusion in the sample. The result obtained from probability or random sampling can be assured in terms of probability.
8
PERCNTAGE ANALYSIS:
Percentage analysis refers to a special kind of ration. Percentage is used making comparisons between two or more series of data. Percentage is used to describe relationships. No of Respondents Percentage = -------------------------------------------- * 100 Total No of Respondents
WEIGHTITED AVERAGE METHOD
Weighted average is used, when the relative importance of different is not the sample. The formula for calculating weighted arithmetic mean is
WY WX = -----------------------------W Where XW Respresents the weighted Average mean. X represents the variable value s.i.e X1,X2………….XN
9
CHI – SQUARE TEST
Chi-square test is used to find out whether where exits relationship among various groups. Chi-square test can be calculated using the formuls.
Formula X2 ------------------------------X Where Oi – observed frequency Ei – Expected ferquency Expected frequency is calculated using the formula Ei = RT*CT RT = Row total for the containing the cell CT = Column total cantaining the cell N = The total number of obervation of the cell The calculate value of chi-square is compared with the table value of Chi-Square for given degree of freedom at specfied level singnificance. If the table value, the table hypothesis is Rejected and if calculate value is less than table null hypothesis is accepted.
10
REVIEW OF LITTERATURE
REVIEW OF LETTERATURE Meaning of Traninig:
Traninig is the act of incersing the knowledge and skill of an employees for doing a particular job. Training is a short-term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose. Date and beach detines the training as ‘’the organization procedure by which people learn knowledge and skills for a definite purpose.’’
Definition:
Define (1935) considered training as media of imparting specialized knowledge and skills by fedreal agency to more than one employees at a time. Taylor (1961) conceptualized as a means to bring about a continuous improvement in the quality of work performed; it would equip them with necessary knowledge, skills abilities and attitude to perform their jobs.
11
NEED OF TRAINING:
A person who is taking up his job for the first time must become familiar with it. For example, If a fresh graduate is appointed as a clerk in a bank, he must first of all gain knowledge of the assigned to him. Training is not something need for the newly recruited staff alone liven the exsting employees of a concern may require training. Training is the essiential for an employees who has just been promoted to a higher in the level job. With an evalution in his position in the organization. His responsibilites are also going to multiple. Training methods are categorized into two groups. On the job and off methods. On the job methods; induction training, apprenticeship training, refresher training, job rotation placement as assistants, vestibule training. Off the training: lectures and conferences, role playing, case study ibule training. Off the training: lectures and conferences, role playing, case study, management games, brain storming, sensetivity training.
12
TRAINING METHODS: Traninng programs classified into.
? ? On – the – job training Off – the – job training
ON – THE – JOB TRAINING:
? ? ? ? ? Job rotation Coaching Job instruction Training through step – by – step Committee assignments
OFF – THE – JOB TRAINING
? ? ? ? ? Vestibule training Role paying Lecture methods Conference of discussion Programmed instruction
13
ON – THE – JOB TRAINING METHOD:
Under this method the individuals is placed on a regular job and taugh the skills necessary to perform to perform that job. The trainee learns under supervision and guidance of a qualified workers or intruction.
JOB ROTATION:
This type of training involes the movement of the trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor to trainer in each of the different job assignments.
COACHING:
The trainee is placed under a particular supervisor. Who function as a coach is training in the individual. The supervisor provides feed back to the trainee on his performance and offers him some suggestion for improvement.
JOB INSTRUCTION:
Under this method the trainer explains to the way of doing of doing the job, job knowledge and skills and allows him to do the job.
COMMITTEE ASSINGMENTS:
Under the committee assignment a group of trainees are given and asked to solve an actual organization problem. The trainee’s solves the problem jointly. It develops team work.
14
OFF – THE – JOB TRAINING METHODS:
Under this method training the trainee is separated from the job situation and his attention is focused upon learning the material realated to his future job performance.
VESTIBULE TRAINING:
In this method actual work conditions are in a class room. Material files and equipment which are used in actual job performance are also used in training.
ROLE PAYING:
It is defined as a method of human that involes realisetic behaviour in im used in actual job performance are also used in training.
ROLE PAYING:
It is defined as a method of human that involes realisetic behaviour in ` imaginary situations. This methods of training involes action, doing and practice.
CONFERENCE OR DISCUSSION:
This method involes a group of people who ideas, examine & share facts, ideas and data, test assumptions and draw conclusions, all of which contribute to the improvement of job performance.
LECTURE METHOD:
The instructor organizes the material and given it to a group of trainees in the form of talk.
15
PROGRAMMED INSTRUCTION:
The subject matter to be leared is present in a series of carefully planned sequential units. The trainee goes through three units by answering questions or filling the blanks.
IMPORTANCE OF TRAINING AND DEVELOPMENT:
Training and development programmers, as was pointed out earlier, help Remove perfomance deficiencies in employs. This is particularly true when. i. The deficiency is caused by a lack by alack of ability rather than a lack of motivation to perform ii.The individual (S) involved have the aptitude and motivation need to learn to do the job better. iii.Supervisors and peer are supportive of the desired behaviors.
16
COMPANY PROFILE
Henkel operates worldwide with leading brands and technologies in three business areas: 1.Laundry & Home Care, 2.Cosmetics & Toiletries 3.Adhesive Technologies. Founded in 1876, Henkel holds globally leading market positions both in the consumer and industrial businesses with well-known brands such as Persil, Schwarzkopf and Loctite. Henkel, headquartered in Düsseldorf / Germany, has about 50,000 employees worldwide and counts among the most internationally aligned German-based companies in the global marketplace. Henkel has three globally operating business sectors
Laundry & Home Care
Facts & Figures Laundry & Home Care has always played an important role for Henkel: The Company’s success story started with a product from this business sector.
Brands & Solutions: Laundry & Home Care For consumers in more than 40 countries, our brand names have become an integral part of their daily lives. In the markets of relevance to us, our Laundry & Home Care business sector enjoys leading positions on a worldwide scale. We operate in the laundry care and household cleaner segments
16
Cosmetics / Toiletries
Facts & Figures Henkel's cosmetic division is one of the largest of its kind in the world and its brand-name products business is continuously expanding.
Brands & Solutions: Beauty & Personal Care Our cosmetic products are available in 150 countries worldwide. We hold leading market positions in all of the international market segments. Schwarzkopf & Henkel stands for brand-name products in the fields of hair colorants, hair styling hair care and form, toiletries, skin care, oral hygiene and fragrances. Schwarzkopf Professional is among the world´s four leading suppliers of hair salon products
Adhesive Technologies
Henkel is the world market leader in adhesives, sealants and surface treatments for consumers, craftsmen and industrial applications. From our long tradition we have a well-balanced portfolio of International, regional and local brands. Henkel offers a multitude of applications to satisfy the needs of different target groups – consumers as well as craftsmen and industrial businesses. It all began on June 22, 1923, when the very first delivery of adhesives left the Henkel facility in Düsseldorf, Germany. This historical milestone marked the birth of a business segment in which Henkel is now global market leader.
18
Brands & Solutions
Every day, millions of customers and consumers around the world restate their trust in our Brands and Solutions. And it is a trust that we have worked hard to earn: With innovative products for home care, Do-ityourself enthusiasts and craftsmen, for body care and cosmetics, and with superior technologies for industries such as transportation, electronics, packaging, durable and consumer goods. The crude through put the 2009 - 2010 was 9.0 million. A turnover of Rs.90000.00 core and a profit after tax of Rs.2304.00 core was achieved during the above period. The company has following four division reporting to the office of the managing director besides his executive assistant the vigilance, secretaries & legal and the public relation department at its corporate office situated at the city of the Chennai at ………….
a) b) c) d) e) f) g)
Project and development Department Finance Department Human resources Department Sales Department Marketing Department Product Department Legal Department
19
PRODUCT PROFILE
Product produced in Henkel (I) Ltd:
HIL produces a number of Consumers and specially products that are supplied to industries like salon, beauty parlaur etc…., The product products in ‘’ Henkel I Ltd’’ include: Laundry & Home Care ? ? ? ? ? ? ? ? ? Henko Mr.White Henko Bar Mr.White Bar Henko Matic Chek Powder Chek Bar Pril Liquid Pril Dishwash Bar
Cosmetics / Toiletries
? ? ? ? ? Margo Neem Soap Margo Beauty Soap Bref Toilet Cleaner Neem Tooth Paste Fa Soap
20
? ? ?
Fa Deo Fa After Shaving Lotion Fa Shaving Cream
M/S Henkel marketing India limited, Company the parent. Company of Henkel india limited., Market the consumers products. These products are produced with the help of Consumers.
21
DATA ANALYSIS AND INTERPREATATION
In this chapter. I would like to analysis the data collected by issuing questionnaires. This data plays vital role for identifying the results. Here applied the following tools for analysis. ? Percentage analysis ? Weighted average ? Chi-Square Test Recommendations are made on the basic of the test results.
22
TABLE NO: 1
Training programmer help to achieve the career growth
OPTION
YES NO CAN NOT SAY TOTAL
NO OF RESPONDENTS
45 1 4 50
PERCENTAGE
90% 2% 8% 100%
Inference: 45%, 1% of the respondents are concluding that the training programmer help to achieve the career growth.
23
CHART - 1 Training programmer help to achieve the career growth
24
TABLE NO: 2 Training is provided an opportunity for innovation
OPTION
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE TOTAL
NO OF RESPONDENTS
8 34 3 5 50
PERCENTAGE
16% 68% 6% 10% 100%
Inference: 35%, 1% of the respondents are concluding that the training is provided an opportunity for innovation.
25
CHART: 2 Training is provided an opportunity for innovation
26
TABLE NO: 3 Team spirit and aids to practice the time management
OPTION
ALWAYS SOME TIME VERY RARELY NO AT ALL TOTAL
NO OF RESPONDENTS
18 23 9 0 50
PERCENTAGE
36% 46% 18% 0% 100%
Inference: 23%,9% of the respondents are concluding that team spirit and aids to practice the time management.
27
CHART NO: 3 Team spirit and aids to practice the time management
28
TABLE NO: 4 The vision and mission of the organization
OPTION
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE TOTAL
NO OF RESPONDENTS
15 26 5 4 50
PERCENTAGE
30% 32% 10% 8% 100%
Inference: 26%,4% of the respondents are concluding that training programmer covers. The vision and mission of the organization.
29
CHART – 4 The vision and mission of the organization
30
TABLE NO: 5 Improvement of the self confluences
OPTION
EXCELLENT GOOD WODERATE FAIR BAD TOTAL
NO OF RESPONDENTS
19 20 4 4 3 50
PERCENTAGE
38% 40% 8% 8% 6% 100%
Inference: 20%,3% of the respondents are concluding that the training aids for improvement of the self confident.
31
CHART – 5 Improvement of the confluences
32
TABLE NO: 6 Social interaction
OPTION
YES NO CAN NOT SAY TOTAL
NO OF RESPONDENTS
30 14 6 50
PERCENTAGE
60% 28% 12% 100%
Inference: 30%, 6% of the respondents are concluding that the enhances social interaction with the peer and superiors.
33
CHART – 6 Social interaction
34
TABLE NO: 7 Organization goals
OPTION
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE TOTAL
NO OF RESPONDENTS
13 28 3 6 50
PERCENTAGE
26% 56% 6% 12% 100%
Inference 28%, 3% of the respondents are concluding that the training help to achieve the organization goal.
35
CHART – 7 Organization goals
36
TABLE NO: 8 Inter personal relationship
OPTION
STRICK OK LENIENT TOTAL
NO OF RESPONDENTS
12 27 11 50
PERCENTAGE
24% 54% 22% 100%
Inference: 24%,11% of the respondents are concluding that the training facililate inter personal relationship.
37
CHART : 8 Inter personal relationship
38
TABLE NO: 9 Training provides course material
OPTION
YES NO TOTAL
NO OF RESPONDENTS
40 10 50
PERCENTAGE
80% 20% 100%
Inference: 40%, 10% of the respondents are concluding that the training provides availability of course materials.
39
CHART – 9 Training provides course material
40
TABLE NO: 10 Managerial capabilities
OPTION
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE TOTAL
NO OF RESPONDENTS
16 25 3 6 50
PERCENTAGE
32% 50% 6% 12% 100%
Inference: 25%, 3% of the respondents are concluding that the training development managerial capabilities of the staffs.
41
CHART – 10 Managerial capabilites
42
TABLE NO: 11 Accepting responsibility
OPTION
YES NO TOTAL
NO OF RESPONDENTS
46 4 50
PERCENTAGE
92% 8% 100%
Inference: 46%,4% of the respondents are concluding that the accepting responsibility is more after training.
43
CHART – 11 Accepting responsibility
44
TABLE NO: 12 To recognize the skills and talents
OPTION
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE TOTAL
NO OF RESPONDENTS
11 30 5 4 50
PERCENTAGE
22% 60% 10% 8% 100%
Inference: 30%,4% of the respondents are concluding that the training help to recognize the skills and talents.
45
CHART – 12 To recognize the skills and talents
46
TABLE NO: 13 Knowledge about the industry and culture
OPTION
YES NO TOTAL
NO OF RESPONDENTS
40 10 50
PERCENTAGE
80% 20% 100%
Inference: 40%,10% of the respondents are concluding that the training provides more knowledge about the industry and culture of the company.
47
CHART – 13 Knowledge about the industry and culture
48
TABLE NO: 14 To clear the doubt and quries
OPTION
EXCELLENT GOOD MODERATE FAIR BAD TOTAL
NO OF RESPONDENTS
22 23 5 0 0 50
PERCENTAGE
44% 46% 10% 0% 0% 100%
Inference: 23%,5% of the respondents are concluding that the training helps to dear the doubt and quires.
49
CHART – 14 To clear the doubts and queries
50
TABLE NO: 15 Overall development of the employees
OPTION
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE TOTAL
NO OF RESPONDENTS
14 26 4 6 50
PERCENTAGE
28% 52% 8% 12% 100%
Inference: 26%,4% of the respondents are concluding that the management believes in overall development of the employees.
51
CHART – 15 Overall development of the employees
52
TABLE NO: 16 Problem solving skills
OPTION
YES NO TOTAL
NO OF RESPONDENTS
36 14 50
PERCENTAGE
72% 28% 100%
Inference: 36%,14% of the respondents are coucluding that the training develops the decision making and problem solving skills.
53
CHART – 16 Problem solving skills
54
TABLE NO: 17 Developing the skills
OPTION
YES NO TOTAL
NO OF RESPONDENTS
36 14 50
PERCENTAGE
72% 28% 100%
Inference: 36%,14% of the respondents are concluding that the superior is helpful in developing the skills.
55
CHART – 17 Developing the skills
56
TABLE NO: 18 Training empower the individual to implement
OPTION
EXCELLENT GOOD MODERATE FAIR BAD TOTAL
NO OF RESPONDENTS
14 17 11 3 4 50
PERCENTAGE
28% 34% 22% 6% 8% 100%
Inference: 22%, 4% of the respondents are concluding that the training empower the individual to implement has to be learnt.
57
CHART – 18 Training empower the individual to implement
58
TABLE NO: 19 The duration of training programmes
OPTION
YES NO TOTAL
NO OF RESPONDENTS
42 8 50
PERCENTAGE
84% 16% 100%
Inference: 84%, 16% of the respondents are coucluding that the duration of the training programmes are sufficient.
59
CHART – 19 The duration of training programmes
60
TABLE NO: 20 To elevate attitude and personality
OPTION
EXCELLENT GOOD MODERATE FAIR BAD TOTAL
NO OF RESPONDENTS
9 29 10 2 0 50
PERCENTAGE
18% 58% 20% 4% 0% 100%
Inference: 42%,8% of the respondents are concluding that the training provides to elevate attitude and personality.
61
CHART – 20 To elevate attitude and personality
62
TABLE NO: 21 Training helps to bring the gap between the performance of employees
OPTION
STRONGLY AGREE AGREE STRONGLY DISAGREE DISAGREE TOTAL
NO OF RESPONDENTS
19 24 3 4 50
PERCENTAGE
38% 48% 6% 8% 100%
Inference: 38%,48% of the respondents are concluding that the training helps to bring the expected and actual performance of employees.
63
CHART - 21 Training helps to bring the gap between the performance of employees
64
TABLE NO: 22 Training improves formulation of strategy and communication ability
OPTION
EXCELLENT GOOD MODERATE FAIR BAD TOTAL
NO OF RESPONDENTS
17 16 5 6 6 50
PERCENTAGE
34% 32% 10% 12% 12% 100%
Inference: 34%,32% of the respondents are concluding that the training improves formulation of strategy and communication ability.
65
CHART - 22 Training improves formulation of strategy and communication ability
66
TABLE NO: 23 Training methods are appropriate to requriment
OPTION
STRONGLY AGREE AGREE STRONGLY DISAGREE DISAGREE TOTAL
NO OF RESPONDENTS
18 23 5 4 50
PERCENTAGE
36% 46% 10% 8% 100%
Inference: 36%,46% of the respondents are concluding that the training methods are appopriate to meal the requirement and purpose for a better.
67
CHART - 23 Training methods are appropriate to requriment
68
WEIGHTED AVERAGE METHOD
STRONGLY AGREE 4 8 15 13 16 19 AGREE 3 34 26 28 25 24 DISAGREE 2 3 5 3 3 3 STRONGLY DISAGREE 1 5 4 6 6 4
S.NO
EFFECTIVENESS OF TRAINING AND DEVELOPMENT
1 Opportunity for innovation 2 Vision and mission of the organization
3 Achieve the organization goals 4 Capabilities of the staff 5 Strategy and communication ability
Calculation:
1. (8*4)+(34*3)+(3*2)+(5*1) = 145/10 = 14.5 2. (15*4)+(15*4)+(5*2)+(4*1) = 152/10 = 15.2 3. (13*4)+(28*3)+(3*2)+(6*1) = 148/10 = 14.8 4. (16*4)+(25*3)+(3*2)+(6*1) = 151/10 = 15.1 5. (19*4)+(27*3)+(3*2)+(4*1) = 158/10 = 15.8
69
Conclusion:
Most of the organization are feeds that the strategy and communication ability will be the effectiveness of the training and development of the emloyees.
70
CHI – SQUARE TEST Training enhance social interaction:
Training enhances social interaction YES No Can’t say Total No. of respondents 30 16 6 50
Percentage 60% 28% 12% 100%
The vision and mission of the organization:
The vision and mission of the organization Strongly agree Agree Strongly disagree Disagree Total Strongly agree 15 5 1 21 No. of respondents 15 26 5 4 50 Percentage 30% 52% 10% 8% 100% Strongly Disagree 3 2 0 5
Factors Yes No Can’t say Total
Agree 5 3 3 11
Disagree 7 4 2 13
Total 30 14 6 50
71
EIJ = Expected frequency of the cell in the row and jth column Row total * Column total = -------------------------------------Grand total
Expected frequency
Factors Yes No Can’t say Total Strongly agree 12.6 5.88 1.56 11 Agree 6.6 3.08 1.56 11 Disagree 7.8 3.64 1.56 13 Strongly Disagree 3 1.4 0.6 5 Total 30 14 6 50
Formula:
= Ex2 = (Oi - Ei) ----------------Ei Ei 12.6 676 7.8 3 5.88 3.08 3.64 1.4 2.52 1.32 (Oi - Ei) 2.6 1 -0.8 0 0.88 -0.08 0.36 0.6 -1.52 1.68 (Oi - Ei)2 6.76 2.56 0.64 0 0.774 0.64 0.1296 0.36 2.3104 2.8224 (Oi - Ei)2 Ei 0.53 0.39 0.082 0 0.131 0.207 0.035 0.257 0.916 2.138
Ex2 15 5 7 3 5 3 4 2 1 3
2 0
1.56 0.6
0.44 -0.6
0.1926 0.36
8.057 0.06 9.33
Total = X2
Total calculation value off value X2 = 9.333 Degree of freedom = ( C-I ) * ( R-1 ) = ( 4-1 ) * ( 3-1 ) = 3* 2 =6 The calculation value is 9.333 the table value is 12.59 There one, calcuation value is less than table value. So, the alternative hypothesis is rejected and null hypothesis is accepted.
Conclusion:
The vision and mission of the organization helps the employee’s to interact in the society.
73
FINDINGS
FINDINGS
? ? ? ? ? ? ? ? ? Training programmes helps to achieve ( 45%) the career growth Training provides availability of ensure material (34%) Training develops (36%) the decision making and problem solving skills The guidance provided by (36%) the superior is helpful in developing the skills Training provides to (42%) evaluate attitude and personality of employees Training helps to recoqnize (30%) the skills and talents Management beelieves in overall development of (26%) the employees Training programmes helps to achieve (28%) the organization goals Training enhance social interaction with the peer and superiors (30%)
74
SUGGESTIONS
SUGGESTIONS
The company can concentrate still more on the areas mentioned below. 1. To improve the superiors subordinate relations 2. Focus on improving employees skills and talents 3. Increasing the level of attitude and personality 4. Incerasing the level of guidance 5. To improve the achieve the organizational goals 6. To enhance social interaction with the peers and superiors
75
CONCLUSION
CONCLUSION
Employees are the key resourses of any organization. Emplyoees training and development is nesscary to achieve the organization goals. Effifiently and effectively. The main aim of analyzing the effectiveness of training and development of employees is to improve produtive and to creative positive active among the emplyoees him “ HENKEL INIDA LIMITED’’
Better training and development methods makes the employees to work energetically which will improve the organization productivity and profitbility.
76
BIBLIOGRAPHY
BIBLIOGRAPHY
? ? ASWATGAPPA.K Human resource management hill publishing company limited 1999 SUBBARAO.P Personal and human resource management, Himalaya publishing house eedition -2006 ? TRIPATHI.P.C Human resource development sultan hand and sons education publishers third edition – 2001 ? ? KOTHARA.C.R Resource methodology, Maragham publication. DONALD.R COOPER PAMEL.A.S CHINDLERS Tata MeGraw – Hill Edition 2003
Websites:www.henkelinidialimited.com www.google.com
77
ANNEXURES
A STUDY ON EFFECTIVENESS OF TRAINING ANE DEVELOPMENT EMPLOYEE IN HENKLE INDIA LIMITED QUESTIONNARIE
Respected sir/ madam
We are pursuing BBA from Patrician College, Chennai. As part of our BBA curriculum, we are doing a project on the above topic. We shall be grateful, if you spare a few minutes to fill this questionnaire. Your response shall be used for academic purpose only and would be kept confidential.
(V.LOGESH, R. RAJA, B.DEEPAK)
Personal Details: ? Age ? Educational Qualification ? Experience in HIL ? Department ? Designation : _______________Year :________________Year :________________Year :________________Year :________________Year
Please express your opinion about training in your organization by tick-marking in one of the boxes. 1) Training programmer help to achieve the career growth? ? Yes ? No ? can’t say.
78
2) Training provided an opportunity for innovation. ? strongly agreed ? Agee ? Disagree ? Strongly disagree
3) Training develops team spirit and aids to practice the time management ? Always ? Sometime ? Very rarely ? Not at all
4) Training programmer covers the vision and mission of the organization. ? strongly Agree ? Agree ? Disagree ? strongly
5) Training aids for improvements of the self confidence. ? Excellence ? Good ? Moderate ? Fair ? Bad
6) Training exchanges social interaction with the peer and superiors ? Yes ? No ? can’t say.
7) Training program helps to achieve the organizational goals. ? Strongly Agree ? Agree ? Disagree ? Strongly
8) Training facilities inter personal relationship. ? Strict ? Ok ? Lenient
9) Training provides availability of course material. ? Yes ? No
10) Training develops managerial capabilities to the staff. ? Strongly Agree ? Agree ? Disagree ? Strongly disagrees.
79
11) Accepting responsibility in more after training. ? Yes ? No
12) Training helps to recognize the skills and talents. ? Strongly Agree ? Agree ? Disagree ? Strongly
13) Training provides more knowledge about the industry and culture of the company ? Yes ? No
14) Training helps to clear the doubts and ? Excellent ? Good ? Moderate ? Fair ? Bad
15) Management believes in over all development of the employees. ? Strongly Agree ? Agree ? Disagree ? Strongly disagrees.
16) Training develops the decision-making and problem solving skills. ? Yes ? No
17) The guidance provided by the superior is helpful in developing the skills ? Yes ? No
18) Training empowers the individual to implement what and been learnt. ? Strongly Agree ? Agree ? Disagree ? strongly
19) The duration of training programmes are sufficient. ? Excellent ? Good ? Moderate ? Fair ? Bad
80
20) Training provides to elevate attitude and personality ? Yes ? No
21) Training helps to bring the gap between the expected and actual performance of employees.
? Excellent
? Good
? Moderate
? Fair
? Bad\
22) Training improves formulation of strategy and communication ability. ? Strongly Agree ? Agree ? Disagree ? Strongly
23) Training methods are appropriate to meal the requirement and purpose for a better. ? Excellent ? Good ? moderate ? Fair ? Bad.
24) Suggestions if any……………………………………………………………………………………………………………
81
S.NO
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 CHAPTER - 1 INTRODUCTION OBJECTIVE
CONTENT
PAGE NO
1 2 3 4 5
SCOPE OF THE STUDY LIMITATION IMPORTANCE CHAPTER - 2 RESEARCH METHODOLOGE REVIEW OF LITERATURE CHAPTER-3 COMPANY PROFILE PRODUCT PROFILE CHAPTER-4 DATA ANALYSIS & INTERPRETATION CHAPTER-5 FINDINGS SUGGESTIONS CONCLUSION BIBLOGRAPHY ANNEXURES
6--10 11--16
17--19 20—21
22--73
74 75 76 77
LIST OF TABLE
S.NO
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23
LIST OF TABLE
TRAINING PROGRAMMER HELP TO ACHIEVE THE CAREER GROWTH TRAINING OPPORTUNITY FOR INNOVATION TEAM SPIRIT THE VISION AND MISSION IMPROVEMENT OF THE SELF CONFIDENCE SOCIAL INTERACTION ORGANIZATION GOALS INTERPERSONAL RELATIONSHIP TRAINING PROVIDES OF COURSE MATERIAL MANAGERIAL CAPABILITIES OF THE STAFF ACCEOTING RESPONSIBILITY TO RECOGNIZE THE SKILLS AND TALENTS KNOWLEDGE ABOUT THE INDUSTRY AND CULTURE TO CLEAR THE DOUBLETS AND QUERIES IN OVERALL DEVELOPMENT OF THE EMPLOYEES PROBLEM SOLVING SKILLS DEVELOPMENT THE SKILLS TRAINING EMPOWERS THE INDIVIDUAL TO IMPLEMENT THE DURATION OF TRAINING PROGRAMMERS TO ELEVATE ATTITUDE AND PERSONALITY TRAINING HELPS TO BRING THE GAP BETWEEN THE EXPECTED AND COMMUNICATION ABILITY STRATEGY AND COMMUNICATION ABILITY TRAINING METHODS ARE APPROPRIATE
PAGE NO
23 25 27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67
LIST OF CHART
S.N O
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23
LIST OF CHART
TRAINING PROGRAMMER HELP TO ACHIEVE THE CAREER GROWTH TRAINING OPPORTUNITY FOR INNOVATION TEAM SPIRIT THE VISION AND MISSION IMPROVEMENT OF THE SELF CONFIDENCE SOCIAL INTERACTION ORGANIZATION GOALS INTERPERSONAL RELATIONSHIP TRAINING PROVIDES OF COURSE MATERIAL MANAGERIAL CAPABILITIES OF THE STAFF ACCEOTING RESPONSIBILITY TO RECOGNIZE THE SKILLS AND TALENTS KNOWLEDGE ABOUT THE INDUSTRY AND CULTURE TO CLEAR THE DOUBLETS AND QUERIES IN OVERALL DEVELOPMENT OF THE EMPLOYEES PROBLEM SOLVING SKILLS DEVELOPMENT THE SKILLS TRAINING EMPOWERS THE INDIVIDUAL TO IMPLEMENT THE DURATION OF TRAINING PROGRAMMERS TO ELEVATE ATTITUDE AND PERSONALITY TRAINING HELPS TO BRING THE GAP BETWEEN THE EXPECTED AND COMMUNICATION ABILITY STRATEGY AND COMMUNICATION ABILITY TRAINING METHODS ARE APPROPRIATE
PAGE NO
24 26 28 30 32 34 36 38 40 42 44 46 48 50 52 54 56 58 60 62 64 66 68
A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT OF EMPLOYEES IN ( HENKEL INIDA LIMITED )
A PROJECT REPORT SUBMITTED TO THE
UNIVERSITY OF MADRAS
IN THE PARTICAL FULFILLMENT OF THE REQUIREMENT FOR THE DEGREE OF
BACHELOR OF BUSINESS ADMINISTRATION
BY DEEPAK.B / LOGESH.V /RAJA.R NG83034 / NG83044 / NG83050
UNDER THE GUIDANCE OF MRS. NAGAJOTHI
DEPARTMENT OF BUSINESS ADMINISTRATION PATRICIAN COLLEGE OF ARTS & SCIENCES KOTTURPURAM – 600 020 FEB - 2010
DECLARATION DEEPAK.B (Reg no: NG83034) ,LOGESH.V(Reg no: NG83044),RAJA.R (Reg no: NG83050) a bonafide student of “PATRICIAN COLLEGE ARTS & SECIENCE” would like to declare that the project tilted “A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT OF EMPLOYEES” is a bonafide work done by we in partical fulfillment of BBA degree of the university of madras in we original work
Place: Kotturpuram Date:
(Deepak.B/Logesh.V/Raja.R)
CHAPTER-5
CHAPTER - 4
CHAPTER - 3
CHAPTER - 2
CHAPTER - 1
doc_746913130.doc
Today the world is passing through the age of information explosion the scientific and technological innovations and developments are taking places with a very fast speed. An innovation new today may become old tomorrow. In such a situation, the basic and crucial requirement is training. Which will help in acquiring the latest level of knowledge and skills suitable for achieving high standard in performance and production.
In general, education is ‘mind preparation’ and is carried out remote from the actual work area, training is the systematic development of the attitude, knowledge skills pattern required by a person to perform a given task or job adequately and development is the growth of the individual in team of ability understanding and awareness.
Training is the most important tool for increasing efficiency and effectiveness of any organization. A large number of officers and their subordinates have been trained at various training organization in india.
1
OBJECTIVES OF THE STUDY
Primary objective:
To study the employees to provides the competent man at all level and job in “HENKEL INDIA LIMITED” .
Secondary objectives:
To study the opinion on perceived training need of an employees for their personal and organization development. 1.To find out the opinion regarding the suitability of training methods for their job. 2.To determine the opinion of an employees regarding the choice between on the job and off the training. 3.To achieving and sustaining significant organizational change. For enchanting effective managerial performance. 4.To gaining insight into technique towards. training
2
SCOPE OF THE STUDY
? ?
To aware the training and development system by to employees. To understand how the measure of training and development applied effectively in “HENKEL
INDIA LIMITED’’. ? It helps to obtain suggestions to improve the same.
3
LIMITATATION OF THE STUDY
In any study are research conducted research there shall be some limitation associated with it. Hence for it proper understand of the propret inevitable to specify the limitation of the study.
The main limitation of this are: 1. The sample size in restricted to respondents. 2. Some of respondents hesitate to give real opinion due to fear. 3. On few occasion officials hesitated were unwilling to give information’s as they were busy. 4. The duration of the study was limited.
4
IMPORTANCE OF THE STUDY
1. 2. 3. 4. It will improve the work environment It builds organization climate It suggestion suitable methods of ‘’training and development’’ of the organization It identifies the employee’s expectation from the organization
5
RESEARCH METHODOLOGY
Research:
Research means acquiring the new knowledge form the event. A research is the specification of methods and procedures for acquiring the information.
Research methodology:
Research in common parlance refers to add, honal search of knowledge. One can also define research or a scientific and systematic search for pertinent information on a specific topic research is an academic activity and as such the team should be used in a technical sense.
Research design:
A search design is purely and simple a framework or pan for a study that guides. The collection and analysis of the data. It is a blueprint according to which the search design specifies the methods of data collection and data analysis.
6
SAMPLING DESIGN:
This study uses simple random stratified random sampling for the selection process. Which is a type of probability sampling.
TYPES OF DATA:
The data are classified into two types.
? ?
Primary data Secondary data
PRIMARY DATA:
The data are the first data collection using questionnaires. Since the using secondary information is not enough primary data is collected.
SECONDARY DATA:
These are existing data which are collection from the company website. Book literature are the sources of secondary data. Was collected from various published books websites.
7
SAMPLING:
A sample design is a definite pan for obtaining a sample form a haven populations. Sample design is determined before data a collected. The selected respondents constitute that is technically called a ‘’SAMPLE” and the selection process is called ‘’ Sampling techniques’’.
SAMPLING SIZE:
The data is collected form 95 respondents of ‘’ HENKEL INDIA LIMITED ’’
TYPES OF SAMPLING:
The sampling may be probability sampling or it may be non probability sampling. Probability sampling is based on the concept of random selection. Where as non probability sample is non probability sample is ‘’non random’’ sampling.
PROBABILITY SAMPLING:
Under this sampling design, every item of the universe has an equal chance of inclusion in the sample. The result obtained from probability or random sampling can be assured in terms of probability.
8
PERCNTAGE ANALYSIS:
Percentage analysis refers to a special kind of ration. Percentage is used making comparisons between two or more series of data. Percentage is used to describe relationships. No of Respondents Percentage = -------------------------------------------- * 100 Total No of Respondents
WEIGHTITED AVERAGE METHOD
Weighted average is used, when the relative importance of different is not the sample. The formula for calculating weighted arithmetic mean is
WY WX = -----------------------------W Where XW Respresents the weighted Average mean. X represents the variable value s.i.e X1,X2………….XN
9
CHI – SQUARE TEST
Chi-square test is used to find out whether where exits relationship among various groups. Chi-square test can be calculated using the formuls.
Formula X2 ------------------------------X Where Oi – observed frequency Ei – Expected ferquency Expected frequency is calculated using the formula Ei = RT*CT RT = Row total for the containing the cell CT = Column total cantaining the cell N = The total number of obervation of the cell The calculate value of chi-square is compared with the table value of Chi-Square for given degree of freedom at specfied level singnificance. If the table value, the table hypothesis is Rejected and if calculate value is less than table null hypothesis is accepted.
10
REVIEW OF LITTERATURE
REVIEW OF LETTERATURE Meaning of Traninig:
Traninig is the act of incersing the knowledge and skill of an employees for doing a particular job. Training is a short-term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose. Date and beach detines the training as ‘’the organization procedure by which people learn knowledge and skills for a definite purpose.’’
Definition:
Define (1935) considered training as media of imparting specialized knowledge and skills by fedreal agency to more than one employees at a time. Taylor (1961) conceptualized as a means to bring about a continuous improvement in the quality of work performed; it would equip them with necessary knowledge, skills abilities and attitude to perform their jobs.
11
NEED OF TRAINING:
A person who is taking up his job for the first time must become familiar with it. For example, If a fresh graduate is appointed as a clerk in a bank, he must first of all gain knowledge of the assigned to him. Training is not something need for the newly recruited staff alone liven the exsting employees of a concern may require training. Training is the essiential for an employees who has just been promoted to a higher in the level job. With an evalution in his position in the organization. His responsibilites are also going to multiple. Training methods are categorized into two groups. On the job and off methods. On the job methods; induction training, apprenticeship training, refresher training, job rotation placement as assistants, vestibule training. Off the training: lectures and conferences, role playing, case study ibule training. Off the training: lectures and conferences, role playing, case study, management games, brain storming, sensetivity training.
12
TRAINING METHODS: Traninng programs classified into.
? ? On – the – job training Off – the – job training
ON – THE – JOB TRAINING:
? ? ? ? ? Job rotation Coaching Job instruction Training through step – by – step Committee assignments
OFF – THE – JOB TRAINING
? ? ? ? ? Vestibule training Role paying Lecture methods Conference of discussion Programmed instruction
13
ON – THE – JOB TRAINING METHOD:
Under this method the individuals is placed on a regular job and taugh the skills necessary to perform to perform that job. The trainee learns under supervision and guidance of a qualified workers or intruction.
JOB ROTATION:
This type of training involes the movement of the trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor to trainer in each of the different job assignments.
COACHING:
The trainee is placed under a particular supervisor. Who function as a coach is training in the individual. The supervisor provides feed back to the trainee on his performance and offers him some suggestion for improvement.
JOB INSTRUCTION:
Under this method the trainer explains to the way of doing of doing the job, job knowledge and skills and allows him to do the job.
COMMITTEE ASSINGMENTS:
Under the committee assignment a group of trainees are given and asked to solve an actual organization problem. The trainee’s solves the problem jointly. It develops team work.
14
OFF – THE – JOB TRAINING METHODS:
Under this method training the trainee is separated from the job situation and his attention is focused upon learning the material realated to his future job performance.
VESTIBULE TRAINING:
In this method actual work conditions are in a class room. Material files and equipment which are used in actual job performance are also used in training.
ROLE PAYING:
It is defined as a method of human that involes realisetic behaviour in im used in actual job performance are also used in training.
ROLE PAYING:
It is defined as a method of human that involes realisetic behaviour in ` imaginary situations. This methods of training involes action, doing and practice.
CONFERENCE OR DISCUSSION:
This method involes a group of people who ideas, examine & share facts, ideas and data, test assumptions and draw conclusions, all of which contribute to the improvement of job performance.
LECTURE METHOD:
The instructor organizes the material and given it to a group of trainees in the form of talk.
15
PROGRAMMED INSTRUCTION:
The subject matter to be leared is present in a series of carefully planned sequential units. The trainee goes through three units by answering questions or filling the blanks.
IMPORTANCE OF TRAINING AND DEVELOPMENT:
Training and development programmers, as was pointed out earlier, help Remove perfomance deficiencies in employs. This is particularly true when. i. The deficiency is caused by a lack by alack of ability rather than a lack of motivation to perform ii.The individual (S) involved have the aptitude and motivation need to learn to do the job better. iii.Supervisors and peer are supportive of the desired behaviors.
16
COMPANY PROFILE
Henkel operates worldwide with leading brands and technologies in three business areas: 1.Laundry & Home Care, 2.Cosmetics & Toiletries 3.Adhesive Technologies. Founded in 1876, Henkel holds globally leading market positions both in the consumer and industrial businesses with well-known brands such as Persil, Schwarzkopf and Loctite. Henkel, headquartered in Düsseldorf / Germany, has about 50,000 employees worldwide and counts among the most internationally aligned German-based companies in the global marketplace. Henkel has three globally operating business sectors
Laundry & Home Care
Facts & Figures Laundry & Home Care has always played an important role for Henkel: The Company’s success story started with a product from this business sector.
Brands & Solutions: Laundry & Home Care For consumers in more than 40 countries, our brand names have become an integral part of their daily lives. In the markets of relevance to us, our Laundry & Home Care business sector enjoys leading positions on a worldwide scale. We operate in the laundry care and household cleaner segments
16
Cosmetics / Toiletries
Facts & Figures Henkel's cosmetic division is one of the largest of its kind in the world and its brand-name products business is continuously expanding.
Brands & Solutions: Beauty & Personal Care Our cosmetic products are available in 150 countries worldwide. We hold leading market positions in all of the international market segments. Schwarzkopf & Henkel stands for brand-name products in the fields of hair colorants, hair styling hair care and form, toiletries, skin care, oral hygiene and fragrances. Schwarzkopf Professional is among the world´s four leading suppliers of hair salon products
Adhesive Technologies
Henkel is the world market leader in adhesives, sealants and surface treatments for consumers, craftsmen and industrial applications. From our long tradition we have a well-balanced portfolio of International, regional and local brands. Henkel offers a multitude of applications to satisfy the needs of different target groups – consumers as well as craftsmen and industrial businesses. It all began on June 22, 1923, when the very first delivery of adhesives left the Henkel facility in Düsseldorf, Germany. This historical milestone marked the birth of a business segment in which Henkel is now global market leader.
18
Brands & Solutions
Every day, millions of customers and consumers around the world restate their trust in our Brands and Solutions. And it is a trust that we have worked hard to earn: With innovative products for home care, Do-ityourself enthusiasts and craftsmen, for body care and cosmetics, and with superior technologies for industries such as transportation, electronics, packaging, durable and consumer goods. The crude through put the 2009 - 2010 was 9.0 million. A turnover of Rs.90000.00 core and a profit after tax of Rs.2304.00 core was achieved during the above period. The company has following four division reporting to the office of the managing director besides his executive assistant the vigilance, secretaries & legal and the public relation department at its corporate office situated at the city of the Chennai at ………….
a) b) c) d) e) f) g)
Project and development Department Finance Department Human resources Department Sales Department Marketing Department Product Department Legal Department
19
PRODUCT PROFILE
Product produced in Henkel (I) Ltd:
HIL produces a number of Consumers and specially products that are supplied to industries like salon, beauty parlaur etc…., The product products in ‘’ Henkel I Ltd’’ include: Laundry & Home Care ? ? ? ? ? ? ? ? ? Henko Mr.White Henko Bar Mr.White Bar Henko Matic Chek Powder Chek Bar Pril Liquid Pril Dishwash Bar
Cosmetics / Toiletries
? ? ? ? ? Margo Neem Soap Margo Beauty Soap Bref Toilet Cleaner Neem Tooth Paste Fa Soap
20
? ? ?
Fa Deo Fa After Shaving Lotion Fa Shaving Cream
M/S Henkel marketing India limited, Company the parent. Company of Henkel india limited., Market the consumers products. These products are produced with the help of Consumers.
21
DATA ANALYSIS AND INTERPREATATION
In this chapter. I would like to analysis the data collected by issuing questionnaires. This data plays vital role for identifying the results. Here applied the following tools for analysis. ? Percentage analysis ? Weighted average ? Chi-Square Test Recommendations are made on the basic of the test results.
22
TABLE NO: 1
Training programmer help to achieve the career growth
OPTION
YES NO CAN NOT SAY TOTAL
NO OF RESPONDENTS
45 1 4 50
PERCENTAGE
90% 2% 8% 100%
Inference: 45%, 1% of the respondents are concluding that the training programmer help to achieve the career growth.
23
CHART - 1 Training programmer help to achieve the career growth
24
TABLE NO: 2 Training is provided an opportunity for innovation
OPTION
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE TOTAL
NO OF RESPONDENTS
8 34 3 5 50
PERCENTAGE
16% 68% 6% 10% 100%
Inference: 35%, 1% of the respondents are concluding that the training is provided an opportunity for innovation.
25
CHART: 2 Training is provided an opportunity for innovation
26
TABLE NO: 3 Team spirit and aids to practice the time management
OPTION
ALWAYS SOME TIME VERY RARELY NO AT ALL TOTAL
NO OF RESPONDENTS
18 23 9 0 50
PERCENTAGE
36% 46% 18% 0% 100%
Inference: 23%,9% of the respondents are concluding that team spirit and aids to practice the time management.
27
CHART NO: 3 Team spirit and aids to practice the time management
28
TABLE NO: 4 The vision and mission of the organization
OPTION
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE TOTAL
NO OF RESPONDENTS
15 26 5 4 50
PERCENTAGE
30% 32% 10% 8% 100%
Inference: 26%,4% of the respondents are concluding that training programmer covers. The vision and mission of the organization.
29
CHART – 4 The vision and mission of the organization
30
TABLE NO: 5 Improvement of the self confluences
OPTION
EXCELLENT GOOD WODERATE FAIR BAD TOTAL
NO OF RESPONDENTS
19 20 4 4 3 50
PERCENTAGE
38% 40% 8% 8% 6% 100%
Inference: 20%,3% of the respondents are concluding that the training aids for improvement of the self confident.
31
CHART – 5 Improvement of the confluences
32
TABLE NO: 6 Social interaction
OPTION
YES NO CAN NOT SAY TOTAL
NO OF RESPONDENTS
30 14 6 50
PERCENTAGE
60% 28% 12% 100%
Inference: 30%, 6% of the respondents are concluding that the enhances social interaction with the peer and superiors.
33
CHART – 6 Social interaction
34
TABLE NO: 7 Organization goals
OPTION
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE TOTAL
NO OF RESPONDENTS
13 28 3 6 50
PERCENTAGE
26% 56% 6% 12% 100%
Inference 28%, 3% of the respondents are concluding that the training help to achieve the organization goal.
35
CHART – 7 Organization goals
36
TABLE NO: 8 Inter personal relationship
OPTION
STRICK OK LENIENT TOTAL
NO OF RESPONDENTS
12 27 11 50
PERCENTAGE
24% 54% 22% 100%
Inference: 24%,11% of the respondents are concluding that the training facililate inter personal relationship.
37
CHART : 8 Inter personal relationship
38
TABLE NO: 9 Training provides course material
OPTION
YES NO TOTAL
NO OF RESPONDENTS
40 10 50
PERCENTAGE
80% 20% 100%
Inference: 40%, 10% of the respondents are concluding that the training provides availability of course materials.
39
CHART – 9 Training provides course material
40
TABLE NO: 10 Managerial capabilities
OPTION
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE TOTAL
NO OF RESPONDENTS
16 25 3 6 50
PERCENTAGE
32% 50% 6% 12% 100%
Inference: 25%, 3% of the respondents are concluding that the training development managerial capabilities of the staffs.
41
CHART – 10 Managerial capabilites
42
TABLE NO: 11 Accepting responsibility
OPTION
YES NO TOTAL
NO OF RESPONDENTS
46 4 50
PERCENTAGE
92% 8% 100%
Inference: 46%,4% of the respondents are concluding that the accepting responsibility is more after training.
43
CHART – 11 Accepting responsibility
44
TABLE NO: 12 To recognize the skills and talents
OPTION
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE TOTAL
NO OF RESPONDENTS
11 30 5 4 50
PERCENTAGE
22% 60% 10% 8% 100%
Inference: 30%,4% of the respondents are concluding that the training help to recognize the skills and talents.
45
CHART – 12 To recognize the skills and talents
46
TABLE NO: 13 Knowledge about the industry and culture
OPTION
YES NO TOTAL
NO OF RESPONDENTS
40 10 50
PERCENTAGE
80% 20% 100%
Inference: 40%,10% of the respondents are concluding that the training provides more knowledge about the industry and culture of the company.
47
CHART – 13 Knowledge about the industry and culture
48
TABLE NO: 14 To clear the doubt and quries
OPTION
EXCELLENT GOOD MODERATE FAIR BAD TOTAL
NO OF RESPONDENTS
22 23 5 0 0 50
PERCENTAGE
44% 46% 10% 0% 0% 100%
Inference: 23%,5% of the respondents are concluding that the training helps to dear the doubt and quires.
49
CHART – 14 To clear the doubts and queries
50
TABLE NO: 15 Overall development of the employees
OPTION
STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE TOTAL
NO OF RESPONDENTS
14 26 4 6 50
PERCENTAGE
28% 52% 8% 12% 100%
Inference: 26%,4% of the respondents are concluding that the management believes in overall development of the employees.
51
CHART – 15 Overall development of the employees
52
TABLE NO: 16 Problem solving skills
OPTION
YES NO TOTAL
NO OF RESPONDENTS
36 14 50
PERCENTAGE
72% 28% 100%
Inference: 36%,14% of the respondents are coucluding that the training develops the decision making and problem solving skills.
53
CHART – 16 Problem solving skills
54
TABLE NO: 17 Developing the skills
OPTION
YES NO TOTAL
NO OF RESPONDENTS
36 14 50
PERCENTAGE
72% 28% 100%
Inference: 36%,14% of the respondents are concluding that the superior is helpful in developing the skills.
55
CHART – 17 Developing the skills
56
TABLE NO: 18 Training empower the individual to implement
OPTION
EXCELLENT GOOD MODERATE FAIR BAD TOTAL
NO OF RESPONDENTS
14 17 11 3 4 50
PERCENTAGE
28% 34% 22% 6% 8% 100%
Inference: 22%, 4% of the respondents are concluding that the training empower the individual to implement has to be learnt.
57
CHART – 18 Training empower the individual to implement
58
TABLE NO: 19 The duration of training programmes
OPTION
YES NO TOTAL
NO OF RESPONDENTS
42 8 50
PERCENTAGE
84% 16% 100%
Inference: 84%, 16% of the respondents are coucluding that the duration of the training programmes are sufficient.
59
CHART – 19 The duration of training programmes
60
TABLE NO: 20 To elevate attitude and personality
OPTION
EXCELLENT GOOD MODERATE FAIR BAD TOTAL
NO OF RESPONDENTS
9 29 10 2 0 50
PERCENTAGE
18% 58% 20% 4% 0% 100%
Inference: 42%,8% of the respondents are concluding that the training provides to elevate attitude and personality.
61
CHART – 20 To elevate attitude and personality
62
TABLE NO: 21 Training helps to bring the gap between the performance of employees
OPTION
STRONGLY AGREE AGREE STRONGLY DISAGREE DISAGREE TOTAL
NO OF RESPONDENTS
19 24 3 4 50
PERCENTAGE
38% 48% 6% 8% 100%
Inference: 38%,48% of the respondents are concluding that the training helps to bring the expected and actual performance of employees.
63
CHART - 21 Training helps to bring the gap between the performance of employees
64
TABLE NO: 22 Training improves formulation of strategy and communication ability
OPTION
EXCELLENT GOOD MODERATE FAIR BAD TOTAL
NO OF RESPONDENTS
17 16 5 6 6 50
PERCENTAGE
34% 32% 10% 12% 12% 100%
Inference: 34%,32% of the respondents are concluding that the training improves formulation of strategy and communication ability.
65
CHART - 22 Training improves formulation of strategy and communication ability
66
TABLE NO: 23 Training methods are appropriate to requriment
OPTION
STRONGLY AGREE AGREE STRONGLY DISAGREE DISAGREE TOTAL
NO OF RESPONDENTS
18 23 5 4 50
PERCENTAGE
36% 46% 10% 8% 100%
Inference: 36%,46% of the respondents are concluding that the training methods are appopriate to meal the requirement and purpose for a better.
67
CHART - 23 Training methods are appropriate to requriment
68
WEIGHTED AVERAGE METHOD
STRONGLY AGREE 4 8 15 13 16 19 AGREE 3 34 26 28 25 24 DISAGREE 2 3 5 3 3 3 STRONGLY DISAGREE 1 5 4 6 6 4
S.NO
EFFECTIVENESS OF TRAINING AND DEVELOPMENT
1 Opportunity for innovation 2 Vision and mission of the organization
3 Achieve the organization goals 4 Capabilities of the staff 5 Strategy and communication ability
Calculation:
1. (8*4)+(34*3)+(3*2)+(5*1) = 145/10 = 14.5 2. (15*4)+(15*4)+(5*2)+(4*1) = 152/10 = 15.2 3. (13*4)+(28*3)+(3*2)+(6*1) = 148/10 = 14.8 4. (16*4)+(25*3)+(3*2)+(6*1) = 151/10 = 15.1 5. (19*4)+(27*3)+(3*2)+(4*1) = 158/10 = 15.8
69
Conclusion:
Most of the organization are feeds that the strategy and communication ability will be the effectiveness of the training and development of the emloyees.
70
CHI – SQUARE TEST Training enhance social interaction:
Training enhances social interaction YES No Can’t say Total No. of respondents 30 16 6 50
Percentage 60% 28% 12% 100%
The vision and mission of the organization:
The vision and mission of the organization Strongly agree Agree Strongly disagree Disagree Total Strongly agree 15 5 1 21 No. of respondents 15 26 5 4 50 Percentage 30% 52% 10% 8% 100% Strongly Disagree 3 2 0 5
Factors Yes No Can’t say Total
Agree 5 3 3 11
Disagree 7 4 2 13
Total 30 14 6 50
71
EIJ = Expected frequency of the cell in the row and jth column Row total * Column total = -------------------------------------Grand total
Expected frequency
Factors Yes No Can’t say Total Strongly agree 12.6 5.88 1.56 11 Agree 6.6 3.08 1.56 11 Disagree 7.8 3.64 1.56 13 Strongly Disagree 3 1.4 0.6 5 Total 30 14 6 50
Formula:
= Ex2 = (Oi - Ei) ----------------Ei Ei 12.6 676 7.8 3 5.88 3.08 3.64 1.4 2.52 1.32 (Oi - Ei) 2.6 1 -0.8 0 0.88 -0.08 0.36 0.6 -1.52 1.68 (Oi - Ei)2 6.76 2.56 0.64 0 0.774 0.64 0.1296 0.36 2.3104 2.8224 (Oi - Ei)2 Ei 0.53 0.39 0.082 0 0.131 0.207 0.035 0.257 0.916 2.138
Ex2 15 5 7 3 5 3 4 2 1 3
2 0
1.56 0.6
0.44 -0.6
0.1926 0.36
8.057 0.06 9.33
Total = X2
Total calculation value off value X2 = 9.333 Degree of freedom = ( C-I ) * ( R-1 ) = ( 4-1 ) * ( 3-1 ) = 3* 2 =6 The calculation value is 9.333 the table value is 12.59 There one, calcuation value is less than table value. So, the alternative hypothesis is rejected and null hypothesis is accepted.
Conclusion:
The vision and mission of the organization helps the employee’s to interact in the society.
73
FINDINGS
FINDINGS
? ? ? ? ? ? ? ? ? Training programmes helps to achieve ( 45%) the career growth Training provides availability of ensure material (34%) Training develops (36%) the decision making and problem solving skills The guidance provided by (36%) the superior is helpful in developing the skills Training provides to (42%) evaluate attitude and personality of employees Training helps to recoqnize (30%) the skills and talents Management beelieves in overall development of (26%) the employees Training programmes helps to achieve (28%) the organization goals Training enhance social interaction with the peer and superiors (30%)
74
SUGGESTIONS
SUGGESTIONS
The company can concentrate still more on the areas mentioned below. 1. To improve the superiors subordinate relations 2. Focus on improving employees skills and talents 3. Increasing the level of attitude and personality 4. Incerasing the level of guidance 5. To improve the achieve the organizational goals 6. To enhance social interaction with the peers and superiors
75
CONCLUSION
CONCLUSION
Employees are the key resourses of any organization. Emplyoees training and development is nesscary to achieve the organization goals. Effifiently and effectively. The main aim of analyzing the effectiveness of training and development of employees is to improve produtive and to creative positive active among the emplyoees him “ HENKEL INIDA LIMITED’’
Better training and development methods makes the employees to work energetically which will improve the organization productivity and profitbility.
76
BIBLIOGRAPHY
BIBLIOGRAPHY
? ? ASWATGAPPA.K Human resource management hill publishing company limited 1999 SUBBARAO.P Personal and human resource management, Himalaya publishing house eedition -2006 ? TRIPATHI.P.C Human resource development sultan hand and sons education publishers third edition – 2001 ? ? KOTHARA.C.R Resource methodology, Maragham publication. DONALD.R COOPER PAMEL.A.S CHINDLERS Tata MeGraw – Hill Edition 2003
Websites:www.henkelinidialimited.com www.google.com
77
ANNEXURES
A STUDY ON EFFECTIVENESS OF TRAINING ANE DEVELOPMENT EMPLOYEE IN HENKLE INDIA LIMITED QUESTIONNARIE
Respected sir/ madam
We are pursuing BBA from Patrician College, Chennai. As part of our BBA curriculum, we are doing a project on the above topic. We shall be grateful, if you spare a few minutes to fill this questionnaire. Your response shall be used for academic purpose only and would be kept confidential.
(V.LOGESH, R. RAJA, B.DEEPAK)
Personal Details: ? Age ? Educational Qualification ? Experience in HIL ? Department ? Designation : _______________Year :________________Year :________________Year :________________Year :________________Year
Please express your opinion about training in your organization by tick-marking in one of the boxes. 1) Training programmer help to achieve the career growth? ? Yes ? No ? can’t say.
78
2) Training provided an opportunity for innovation. ? strongly agreed ? Agee ? Disagree ? Strongly disagree
3) Training develops team spirit and aids to practice the time management ? Always ? Sometime ? Very rarely ? Not at all
4) Training programmer covers the vision and mission of the organization. ? strongly Agree ? Agree ? Disagree ? strongly
5) Training aids for improvements of the self confidence. ? Excellence ? Good ? Moderate ? Fair ? Bad
6) Training exchanges social interaction with the peer and superiors ? Yes ? No ? can’t say.
7) Training program helps to achieve the organizational goals. ? Strongly Agree ? Agree ? Disagree ? Strongly
8) Training facilities inter personal relationship. ? Strict ? Ok ? Lenient
9) Training provides availability of course material. ? Yes ? No
10) Training develops managerial capabilities to the staff. ? Strongly Agree ? Agree ? Disagree ? Strongly disagrees.
79
11) Accepting responsibility in more after training. ? Yes ? No
12) Training helps to recognize the skills and talents. ? Strongly Agree ? Agree ? Disagree ? Strongly
13) Training provides more knowledge about the industry and culture of the company ? Yes ? No
14) Training helps to clear the doubts and ? Excellent ? Good ? Moderate ? Fair ? Bad
15) Management believes in over all development of the employees. ? Strongly Agree ? Agree ? Disagree ? Strongly disagrees.
16) Training develops the decision-making and problem solving skills. ? Yes ? No
17) The guidance provided by the superior is helpful in developing the skills ? Yes ? No
18) Training empowers the individual to implement what and been learnt. ? Strongly Agree ? Agree ? Disagree ? strongly
19) The duration of training programmes are sufficient. ? Excellent ? Good ? Moderate ? Fair ? Bad
80
20) Training provides to elevate attitude and personality ? Yes ? No
21) Training helps to bring the gap between the expected and actual performance of employees.
? Excellent
? Good
? Moderate
? Fair
? Bad\
22) Training improves formulation of strategy and communication ability. ? Strongly Agree ? Agree ? Disagree ? Strongly
23) Training methods are appropriate to meal the requirement and purpose for a better. ? Excellent ? Good ? moderate ? Fair ? Bad.
24) Suggestions if any……………………………………………………………………………………………………………
81
S.NO
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 CHAPTER - 1 INTRODUCTION OBJECTIVE
CONTENT
PAGE NO
1 2 3 4 5
SCOPE OF THE STUDY LIMITATION IMPORTANCE CHAPTER - 2 RESEARCH METHODOLOGE REVIEW OF LITERATURE CHAPTER-3 COMPANY PROFILE PRODUCT PROFILE CHAPTER-4 DATA ANALYSIS & INTERPRETATION CHAPTER-5 FINDINGS SUGGESTIONS CONCLUSION BIBLOGRAPHY ANNEXURES
6--10 11--16
17--19 20—21
22--73
74 75 76 77
LIST OF TABLE
S.NO
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23
LIST OF TABLE
TRAINING PROGRAMMER HELP TO ACHIEVE THE CAREER GROWTH TRAINING OPPORTUNITY FOR INNOVATION TEAM SPIRIT THE VISION AND MISSION IMPROVEMENT OF THE SELF CONFIDENCE SOCIAL INTERACTION ORGANIZATION GOALS INTERPERSONAL RELATIONSHIP TRAINING PROVIDES OF COURSE MATERIAL MANAGERIAL CAPABILITIES OF THE STAFF ACCEOTING RESPONSIBILITY TO RECOGNIZE THE SKILLS AND TALENTS KNOWLEDGE ABOUT THE INDUSTRY AND CULTURE TO CLEAR THE DOUBLETS AND QUERIES IN OVERALL DEVELOPMENT OF THE EMPLOYEES PROBLEM SOLVING SKILLS DEVELOPMENT THE SKILLS TRAINING EMPOWERS THE INDIVIDUAL TO IMPLEMENT THE DURATION OF TRAINING PROGRAMMERS TO ELEVATE ATTITUDE AND PERSONALITY TRAINING HELPS TO BRING THE GAP BETWEEN THE EXPECTED AND COMMUNICATION ABILITY STRATEGY AND COMMUNICATION ABILITY TRAINING METHODS ARE APPROPRIATE
PAGE NO
23 25 27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 65 67
LIST OF CHART
S.N O
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23
LIST OF CHART
TRAINING PROGRAMMER HELP TO ACHIEVE THE CAREER GROWTH TRAINING OPPORTUNITY FOR INNOVATION TEAM SPIRIT THE VISION AND MISSION IMPROVEMENT OF THE SELF CONFIDENCE SOCIAL INTERACTION ORGANIZATION GOALS INTERPERSONAL RELATIONSHIP TRAINING PROVIDES OF COURSE MATERIAL MANAGERIAL CAPABILITIES OF THE STAFF ACCEOTING RESPONSIBILITY TO RECOGNIZE THE SKILLS AND TALENTS KNOWLEDGE ABOUT THE INDUSTRY AND CULTURE TO CLEAR THE DOUBLETS AND QUERIES IN OVERALL DEVELOPMENT OF THE EMPLOYEES PROBLEM SOLVING SKILLS DEVELOPMENT THE SKILLS TRAINING EMPOWERS THE INDIVIDUAL TO IMPLEMENT THE DURATION OF TRAINING PROGRAMMERS TO ELEVATE ATTITUDE AND PERSONALITY TRAINING HELPS TO BRING THE GAP BETWEEN THE EXPECTED AND COMMUNICATION ABILITY STRATEGY AND COMMUNICATION ABILITY TRAINING METHODS ARE APPROPRIATE
PAGE NO
24 26 28 30 32 34 36 38 40 42 44 46 48 50 52 54 56 58 60 62 64 66 68
A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT OF EMPLOYEES IN ( HENKEL INIDA LIMITED )
A PROJECT REPORT SUBMITTED TO THE
UNIVERSITY OF MADRAS
IN THE PARTICAL FULFILLMENT OF THE REQUIREMENT FOR THE DEGREE OF
BACHELOR OF BUSINESS ADMINISTRATION
BY DEEPAK.B / LOGESH.V /RAJA.R NG83034 / NG83044 / NG83050
UNDER THE GUIDANCE OF MRS. NAGAJOTHI
DEPARTMENT OF BUSINESS ADMINISTRATION PATRICIAN COLLEGE OF ARTS & SCIENCES KOTTURPURAM – 600 020 FEB - 2010
DECLARATION DEEPAK.B (Reg no: NG83034) ,LOGESH.V(Reg no: NG83044),RAJA.R (Reg no: NG83050) a bonafide student of “PATRICIAN COLLEGE ARTS & SECIENCE” would like to declare that the project tilted “A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT OF EMPLOYEES” is a bonafide work done by we in partical fulfillment of BBA degree of the university of madras in we original work
Place: Kotturpuram Date:
(Deepak.B/Logesh.V/Raja.R)
CHAPTER-5
CHAPTER - 4
CHAPTER - 3
CHAPTER - 2
CHAPTER - 1
doc_746913130.doc