CHAPTER - II

REVIEW OF LITERATURE Gould D, Kelly D, White I, Chidgey J (2005), Training needs analysis is the initial step in a cyclical process which contributes to the overall training and educational strategy of staff in an organisation or a professional group. The cycle commences with a systematic consultation to identify the learning needs of the population considered, followed by course planning, delivery and evaluation. Tara Lynne, (2004), This study was an evaluation of the tribes training program , a program aimed at providing educators with strategies and methods for creating an inclusive classroom environment . this was a pilot that attempted to assess Tribes ability to enhance educator and student positive attitudes toward student with learning difficulties as well as attitudes toward mainstreaming /inclusion.
Andrew Knowles, (2009), Most people can, if they put their mind to it, perform a training needs analysis on staff within their organization in order to identify learning needs. All it requires is a clear understanding of what is to be achieved, some knowledge of the organization itself, and a consistent, methodical approach. Analysing training need often forms part of an ongoing cycle of needs assessment, training delivery and evaluation of the training, which leads back to needs assessment.

Bill Cochrane, A (2005), It is possible that the process of analysing learning needs leads to the identification of other issues. It could reveal that there is poor communication within or between departments or teams, or even that there is a break down of relationships. Analysis can pin-point problems with staff morale or systemic weaknesses within the organization. It may lead to the conclusion that training alone will not resolve a particular problem. Janice A. Miller, February 1996, The first step in designing a training and development program is to conduct a needs assessment. The assessment begins with a "need" which can be identified in several ways but is generally described as a gap between what is currently in place and what is needed, now and in the future. Gaps can include discrepancies/differences between:

What the organization expects to happen and what actually happens.

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

Environmental impacts (new laws such as ADA, FMLA, OSHA, etc.). State of the economy and the impact on operating costs. Changing work force demographics and the need to address cultural or language barriers. Changing technology and automation. Increasing global/world market places. Political trends such as sexual harassment and workplace violence. Organizational goals (how effective is the organization in meetings its goals), resources available (money, facilities; materials on hand and current, available expertise within the organization). Climate and support for training (top management support, employee willingness to participate, responsibility for outcomes).

CHAPTER-5

CHAPTER V
FINDINGS
5.1 PERCENTAGE ANALYSIS 1. The collected data shows that 100% of the employees said that they are given training for the job undertaken by them 2. the collected data shows that 70% of the employees said that they are well aware of their job components and 30% said that they are unaware of that. 3. the collected data shows that 90% of the employees feel that they need training and 10% of employees said they do not feel the need of training 4. The collected data shows that 30% of the employees said that they need to train technically, 20% said subjectively/ systematically, 30% said practically and 20% said others 5. The collected data shows that 30.4% of the employees prefer on the job training, 9.6% prefer class room training, 20.8% prefer group discussion and 39.2% prefer lab/factory visits. 6. The collected data shows that 10% of the employees said that the duration of the training should be less than a week, 10% said week to ! Month, 40% said 1 month to 2 months and 40% said 2 months to 3 months 7. The collected data shows that 100% of the employees are aware of the training program followed in TTK-LIG Ltd 8. The collected data shows 90% of the employees believe that training makes a positive change in performance factor and 10% do not believe that. 9. The collected data shows that 100% of the employees said that the company provide sufficient first-aid boxes and protective equipments 10. The collected data shows 90% of the employees said their team members cooperate with them and 10% said that their team members are not cooperating 11. The collected data shows that 10% of the employees want to evaluate their
training programs through written exams, 5% want through practical exams, 5% want presentations and 80% want to evaluate training through on the job performance

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

13. The collected data shows that 80% of the employees like to see additional training in lab testing and 20% like to see in GT 14. The collected data shows that 60% of the employees like to see additional training in Quality testing and 40% like to see in GT. 15. The collected data shows that 60% of the employees like to see additional training in Water testing and 40% like to see in Air testing. 16. The collected data shows that 20% of the employees interested in Compounding, 20% in Dipping, 20% in ET and 40% like in Foiling 17. The collected data shows that 10% of the employees said the most convenient time
for them to attend training programs is 8am ,20% said 1pm and 70% said 3pm-5pm

18. The collected data shows that 60% of the employees said that the most desirable day to attend training is Week days and 40% said leave days 19. The collected data shows that 25% of the employees are working in compounding, 25% in dipping, 25% in Et and 25% in foiling. 20. The collected data shows that 25% of the employees are working at operator level, 25% at supervisor level, 25% at Lab testing level and 25% at LQC

CHAPTER-6 6.SUGGESIONS

CHAPTER-VI

6.SUGGESIONS

1.from the outcome of the survey the researcher would suggest the management of TTKLIG to conduct regular training for the employees to execute the work more effectively. 2.it is suggested that job description, job analysis should be made clear to the employees.

3.the training modules can also have according to work description in order to have full attention of the employee in the training to have a effective and efficient work.
4.training programmers can be organized to all employees to improve their knowledge and skills.

5.the training bring out the true training need of the employees. 6.Action plans should be shared with the training department so analysis can be made with respect to every training programme.
7.performance of the employees before the training and after the training should be compared.

8.pre-course material will make the training programmers more effective. 9.conduct the training program weekly or more. 10.to enhance the training skills. 11.improve the visual aids presentation during the training programmes. 12.training programmer is necessary to all levels of employees to improve their knowledge and traits. 13.presentation by the lecturers should be improved . 14.the presenter must possess a, good communication skills . 15.presence of handout material through insignificant can result for better reproduction of training.

CHAPTER-7

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

Frequency of schedule Use of visual aids Presentation skills Coaching

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

CHAPTER-8

CHAPTER-8 8.BIBLIOGRAPHY
GARY DESSLER-Human Resource Management-prentice hall india- edition 2002,pp.56-57. C.B.Guptha (2000), Human Resource management". P.N.Arora, S.Arora, "Statistics for management" Himalaya publishing house.

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

Websites: 1) www.hr.com 2) www.humanresources.about.com 3) www.ilo.com 4) www.britannica.com 5) www.definition-info.com

CHAPTER-9

CHAPTER-XI 9.ANNEXURE Employee Training Need Analysis

Personal Information:
Name :
Designation:

Age:
Sex:

Experience:

Shift:

Training Need Analysis:

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

No

If yes what type of Training ____________________________ 2.Are you well aware all the components of your job? Yes No

3.Do you feel that do you require training? Yes No

If yes, Please Continue Training Analysis : 4.What is the key Technically Practically area you need to be trained? Subjectively / Systematically Others, Specify ______________

5.What type of Training you prefer? On the Class Group Job Room Discussion 6.Duration of the Training? Less than a Week Week to 1 Month

Lab / Factory Visits

1 Month to 2Months 2 Months to 3 Months 7.Are you aware that training program is followed in TTK-LIG Ltd?
Yes

No

8.Do you believe training really makes a positive change in the performance factor ?
Yes

No

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

No

10.Do your team members cooperate with you?

Yes

No

Training Evaluation 11. How do you want to evaluate your training program?
Written Exams
Presentations

Practical Exams On the Job Performance

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

Compounding b. Dipping c.ET

d. Foiling

13. what areas listed below

a. lap testing 14. what areas listed below Quality b. testing GT 15. what areas listed below would you like to see additional training in ET? Water testing b. Air testing 16. What type of production areas interested to you? Compoundi b. c.E ng Dipping T d. Foiling

would you like to see additional training in compounding? b. GT would you like to see additional training in Dipping?

1 7 Please select the most convenient time for you to attend training . programs: 8:00am 10:00am 3:00 pm 5:00pm 10:00am - 12:00pm 1:00 pm

3:00pm Morning Afternoon 1 8 Please select the most desirable day for you to attend training . programs: Working Days Leave Days 1 9 . Which division do you work in? Compoundin g Dipping ET Foiling 2 0 . Please indicate your job level. Lab operator supervisor testing LQC

THANK YOU

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