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A STUDY ON THE PROCESS OF TRAINING OF

THE EMPLOYEES OF IT COMPANY WITH THE


SPECIAL REFERENCE TO COIMBATORE CITY

Project report submitted in partial fulfilment for the


requirement for the award of the Degree of Bachelor of
Business Administration

by
MANOJKUMAR.M
16BBA030

Under the Guidance of


Mrs. Nirmala Shiny. P
Assistant Professor, BBA Department

Department of Business Administration


Sri Krishna Arts and Science College
(Autonomous)
Coimbatore 641 008

March 2019
Sri Krishna Arts and Science College
(Autonomous)
Re-accredited by NAAC with ‘A’ grade
An ISO 9001:2008 Certified Institution
Affiliated to Bharathiar University
Kuniamuthur, Coimbatore -641008

CERTIFICATE

This is to certify that the Project work entitled “A STUDY ON THE


PROCESS OF TRAINING OF THE EMPLOYEES OF IT COMPANY
WITH SPECIAL REFERENCE TO COIMBATORE CITY’’ in partial
fulfilment of requirements for the degree of Bachelor of Business
Administration to Bharathiar University, Coimbatore, is a record of
bonafide work carried out by MANOJKUMAR.M and that no part of
this has been submitted for the award of any other degree or diploma
and the work has not been published in popular journal or magazine.

GUIDE HOD

PRINCIPAL

Viva voce conducted on:

Place: Coimbatore

Date:

Internal Examiner External Examiner


Sri Krishna Arts and Science College
(Autonomous)
Re-accredited by NAAC with ‘A’ grade
An ISO 9001:2008 Certified Institution
Affiliated to Bharathiar University
Kuniamuthur, Coimbatore -641008

DECLARATION

I hereby declare that the Project work entitled “A STUDY ON THE


PROCESS OF TRAINING OF THE EMPLOYEES OF IT COMPANY WITH
SPECIAL REFERENCE TO COIMBATORE CITY’’ submitted to
Bharathiar University, Coimbatore, in partial fulfilment of the
requirements for the award of degree of Bachelor of Business
Administration is an original work and it has not been previously formed
the basis for the award of any Degree, Diploma, Associate ship,
Fellowship or similar titles to any other university or body during the
period of my study.

Place: Coimbatore

Date: 29.03.2019

Signature of the Candidate


ACKNOWLEDGEMENT
First and foremost, I thank the almighty for endowing his immense blessing that
helped in each step, towards the completion of the report.

I express my heartfelt thanks to our CEO, Dr. K. Sundararaman M.Com., M.Phil.,


Ph.D and Principal Dr. P. Baby Shakila M.Sc., M.Phil., Ph.D., M.Ed., MBA for
providing me the facilities needed to complete this project.

I take this opportunity to express my deep profound gratitude to our Head of the
Department and Prof. P. Rajan M.Sc., MBA., (Ph. D) for all his engagement and
providing his healthy co-operation throughout the project.
I express my thanks to my Guide Mrs.Nirmala Shiny. P.MBA., DFS., M.Phil., For
her guidance, engagement and support to complete this project.
Finally, I express my thanks to my parents who have given support and
encouragement in doing.
LIST OF CONTENTS

S.NO CHAPTER PAGE.NO


Abstract
List of tables
List of charts
I Introduction
1.1 Overview of the study
1.2 Industry Profile
1.3 Company Profile
1.4 Need for study
1.5 Objectives of study
1.6 Scope of study
1.7 Limitations of study
II Literature review
2.1 Theoretical Concepts
2.2 Review of literature
III Research Methodology
3.1 Research design
3.2 Sources of data
3.3 Sample design
3.3.1 Population
3.3.2 Sample size
3.3.3 Sampling method
3.4 Method of data collection
3.5 Tools for analysis
IV Analysis and discussion
V Findings and Suggestions
5.1 Findings
5.2 Suggestions
VI Conclusion
Bibliography
Appendix
ABSTRACT

The present project entitled “A Study on the process of training of the employees
of IT Company which special Reference to Coimbatore city” Training
effectiveness Requirement in the employees of Coimbatore. The main objective of
this study is to identify the training and to give a suitable suggestion to develop the
training process in the organisation.

In this study descriptive type of research design has been used. The data used for this
study is primary data. The primary data was collected through fresh questionnaire.
The sample size taken for this study was 70 from the sample population of the
sampling unit. The analysis and interpretation were made with the help of statistical
tools like simple percentage, chi-square and co-efficient Analyis From the analyzed
data, the suitable suggestions were given in the study which will help the IT to
improve the level of training and also to increase the process of training and retain
them as regular customers.
LIST OF TABLES

TABLE NO. TABLE NAME PAGE NO.

4.1.1 Age of the respondents 9

4.1.2 Gender of the respondents 10

4.1.3 Education of the respondents 11

4.1.4 Occupation of the respondents 12

4.1.5 Work experience of the respondents 13

4.1.6 Work in the company of the respondents 14

4.1.7 Training provide in the company of the 15


respondents

4.1.8 Training years of the respondents 16

4.1.9 Training provided of the respondents 17

4.1.10 Method of the training of the respondents 18

4.1.11 Duration of training of the respondents 19

4.1.12 Training provided in the organization of that


20
respondents
Type of training provided in the organization of
4.1.13 21
the respondents

4.1.14 General complaints of the respondents 22

To whom given more training in the company of the


4.1.15 26
respondents
Training and development in the company of the
4.1.16 27
respondents

4.1.17 Level of training of the in the company respondents 28

4.1.18 To preform jobs in the organization 29

Time duration of respondents 30


4.1.19
LIST OF CHARTS

CHART NO. CHART NAME PAGE NO.

4.1.1 Age of the respondents

4.1.2 Gender of the respondents

4.1.3 Education of the respondents

4.1.4 Occupation of the respondents

4.1.5 Work experience of the respondents

4.1.6 Work in the company of the respondents

4.1.7 Training provide in the company of the


respondents
4.1.8 Training years of the respondents

4.1.9 Training provided of the respondents

4.1.10 Method of the training of the respondents

4.1.11 Duration of training of the respondents

Training provided in the organization of that


4.1.12
respondents
Type of training provided in the organization of
4.1.13
the respondents

4.1.14 General complaints of the respondents

To whom given more training in the company of the


4.1.15
respondents
Training and development in the company of the
4.1.16
respondents

4.1.17 Level of training of the in the company respondents

4.1.18 To preform jobs in the organization

4.1.19 Time duration of respondents


4.1.20 Chi-square 1

4.2.1 Chi-square 2
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CHAPTER I

INTRODUCTION

1.1 Overview of the Study

Process of training

Process of training is a phenomenon that has become an important aspect in training


and revolutionizing the way companies interact with customers. It is a new research
field and a quick literature scan reveals that not many studies exist. Nevertheless,
these few existing studies without scientific evidence with industry data, have rushed
to conclude that the emergence of process of training has led to the demise of the
traditional human resources methods. Therefore, using a scientific research
methodology of case study research, this study was designed to explore whether
process of training is more effective than the traditional human resources on a b
perspective and find the implementation challenges that make it a two face
phenomenon. The findings presented in this study conclude that even though social
media is more effective than some of the traditional Human resources methods, it
cannot be implemented in isolation without augmenting it with other forms of
traditional HR awareness or even develop business.

Process of training is a phenomenon that has drawn a lot of attention both to


companies and individuals interacting on the networking landscape. However, when it
comes to giving a clear definition of what process of training4 really is, the
understanding of the term is very minimal.

Looking way back into the history of the training process where the training might
have evolved from, a clear understanding of related concepts can be derived. In 1984
Travis and Henry from Concordia university created the Usenet, a worldwide
discussion system that allowed users to post public messages. Usenet is a hybrid
between email and web forums and the discussions therein are threaded with modern
news reader software (http://Shodhganga/HRprocess).User Generated Content entered
usage in 1986; it covers a variety of media information available. It includes all
training methods such as recruitment, training and selection process.

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1.2.Industry profile

The process of training industry is the most effective industry in the HR industry. The
process of training is the most planned for the executive of the organization. The
training industry must provide the training experience to the employees of the
company. TheITcompany which it company which is type of outsourcing of the IT
sector. The process of training industry which more effective to the training of the
employees. The training of the process which is more effective to industrial relations
in a the big of the sector of the company. The process of training is more effective to
training of the employees is satisfied for the high level of the employees. The training
most effective for the company It company which most effective for the newly
selected employees. The process of training which Dialyse the frequency of the HR
industry. The process must be maintained due to effectiveness of the training. The
process of industry is to be confident and to be measured to be an effectiveness to be
an industry. The process of training is the most effective for the training of the
industry. The IT company is the largest IT company where the headquarters situated
in the Chennai and the Coimbatore. In Chennai, there are about 14 places are situated
there is vast population in the basis of the employees. In Coimbatore, there is a
company which situated in the saravanampatty in Coimbatore. The process of training
is most suitable for the Hr training in the company or organization. The process of
training is satisfied for high level of the employees in which reference to the
Coimbatore city .The Process of training created most revolution in the training
industry .The process of training is most effective for the training process .The process
of training is most effective and satisfied for high level of satisfaction of the
employees ,The process of training is most expensive and most valuable for the well
efficient in the industry, The process of training is most suitable for the HR in the
particular organization. The process of industry is the most efficient for the HR
industry. The process of training is most valuable for the firm and the big companies
in IT sector. The process of training is must trained for the firm and the employees of
the ITcompany. The process of training is trained most valuable for the effective
industry in the HR of the organization. The process of training is most valuable.

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1.3 Company Profile

Cognizant Technology Solutions Corporation is a global leader and a


multinational company. It is one of the important businesses outsourcing
company in the world.
The headquarters of the company is in Teaneck, New Jersey. It was founded
originally as a technology unit of Dun & Bradstreet, and the headquarters are in
Chennai, India.
In 1996, Cognizant started exceeding performance with its international clients.
The next year, the company had its headquarters moved from Teaneck to
Chennai in India. Cognizant was the first company to be listed on NASDAQ
100.
After accepting some of the work of application maintenance, it went into
application development. During the 2000s, time looked like a golden era for the
company. It became one of the Future 500 companies in 2011. It is also known as
the World’s Most Admired Companies.
The company is split into two new major services, Nelson Media Research, and
IMS Health. After some time, it became the public subsidiary of the IMS Health.
But in 2003, Cognizant sold all its shares in the subsidiary and the CEO also
resigned from his post. The company expanded its work from IT services to
Outsourcing and business consulting as well. There was a fast growth in the
success of Cognizant. The services provided include application develo pment,
business intelligence, supply chain management, CRM, etc.
Cognizant also follows a global model for delivery. There are many offshore
offices of the companies span over many countries in the world. The main
sources of business for the company were the American as well as European
clients. The company is a provider of high-end services in all fields. It is one of
the top 10 companies that are legitimate in bringing the employee on H -1B into
the US.
The company also has plans to increase its US business operations in the coming
years. A total of 50 recruiters is continually hiring in the United States for
different positions in the US itself. The company has nine delivery centers in the

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United States, Bridgewater, New Jersey; Phoenix, Arizona, Des Moines Iowa,
etc.
Cognizant houses around 150,000 employees and has spanned all over the world.
There are many development centers of the company as well. There are many
units which are divided into vertical and horizontal sections. The vertical unit is
for Healthcare, Retail, Banking Services, whereas the horizontal unit focuses on
mobile computing, testing, and BPO. More than 100,000 employees work in
India. The major revenue of the company is from financial companies and then
from healthcare industries.
The company also launched the Go Green initiative in the year 2008. This cause
completely focused on recycling, waste management, and energy conservation.
Cognizant is the 50th traded companies in the United States.
1.4 Need for the Study

When faced with their screening results some employees will want to continue
working while simultaneously working through their employment barriers, whereas
some might request a medical leave of absence. Other employees, when given the
choice, will quit. When employment barriers are identified and remedied, employees
keep their jobs and employers retain training and effective employees. This is a win-
win situation. This can be advantageous to both the employer and the employee.

1.5 Objective of the study

1.5.1 Primary Objective

To study on the process of training of the employees of it company with the special
reference to Coimbatore city

1.5.2 Secondary Objectives


 To study the causes of process of training
 To study the factors leading to process of training
 To study the effectiveness of process of training

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1.5.3 Scope of the Study


The scope studies about suggestions to management, internal and the external
influence, to fine tune the areas and reduce process of training in the organization and
thereby they can increase the training effectiveness.

1.5.4 Limitations of the Study


 The learning of the study is not applicable to any other branch of the company
located in any other geographic location.
 The solution provided by the research is not applicable to any other company
in any other industry.
 The findings of the research is not applicable to any other sister concern of the
same company.

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CHAPTER II
LITERATURE REVIEW
2.1 Theoretical Concepts
Review of literature on training and development includes the history,
development andeffectiveness of employee training and development practices.
This chapter also includes modelsof training and development, methods of
needs assessment for training and development.

2.2 Review of Literature


 Oatey (1970) stated that training improves a persons skill at a task.
Training helps in socially, intellectually and mentally developing an
employee, which is very essential in facilitating not only the level of
productivity but also the development of personnel in any organization.
 Oatey, Michael (1970). The Economics of training with respect to the
firm. British Journal of Industrial Relations 8(1), pp.121.
 Mathis, L. and Jackson. J. H. (1982). Personnel: Contemporary
Perspectives and Applications. 3rd Edition St. Paul: West Publishing
Company.
 Noe Raymond and and Schmitt Neal (1986). Influence of trainee
attitudes on training effectiveness: Test of a model, Personnel
Psychology, 39
 Dale S. Beach, (1991). Personnel Management, McMillan, New York.
 ArunMonappa and Mirza Saiyadain (1991). Personnel Management,
Tata McGraw Hill Publishing Co., Ltd., New Delhi.
 Mathis and Jackson (1982)37 stated that training is related to
improving upon the present job experience.
 Raymond Noe and Neal Schmitt (1986) studied influence of trainee
attitudes on training effectiveness. They stated that the influences of
trainees’ characteristics on training effectiveness have focused on the
level of ability necessary to learn program content. Motivational and
environmental influences of training effectiveness have received little

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attention. This analysis integrates important motivational and situational


factors from organizational behavior theory .
 Michael Jucius (1955) defines training as "a process by which the
aptitudes, skills and abilities of employees to perform specific jobs, are
increased.
 Michael Jucius (1955). Personnel Management - Richard D. Irwin Inc.,
- Hanewood, U.S.A - pp. 142
 Edwin B. Flippo, (1971). Principles of Personnel Management,
McGraw Hill Book Company, New Delhi pp. 194
 Dale S. Beach (1980). Personnel : The Management of People at Work,
Macmillan Publishing Company, New York pp. 244
 Dubbashi P.R. (1983). Strengthening of training facilities, Souvenir of
Cooperative Training College, Bangalore pp.1
 Drucker, P. I. (1984). The Practice of Management, London
Heinemann, , pp.201
 Klatt, L. A., Murdick, R.G., and Schuster, F. E. (1985). Human
Resource Management. Columbus: Charles E. Merril Publishing
Company.
 Mirza S. Saiyadain, (1988). Human Resources Management, Tata
McGraw Hill Publishing Co., Ltd., New Delhi.
 According to Flippo (1971), “Training is the act of increasing the
knowledge and skills of an employee for doing a particular job”.
 Beach (1980) referred that "Training is the organized procedure by
which people learn knowledge and/or skills for a definite purpose.
 Dubashi (1983) defined training as “A process of improving the
knowledge skill and attitude of employees to achieve organizational
objectives. It is only through a systematic program of training that
necessary professional knowledge is imparted, skills developed and
attitudes attuned to work situation.

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CHAPTER III

RESEARCH METHODOLOGY

3.1 Research Design

The descriptive research is used for this study. It's use to a way to systematically
under the research problem collected from the organization under study from primary
as well as secondary sources for HRD process of training.

3.2 Sources of Data

The study is based on both primary and secondary data.

3.2.1 Primary Data


The Primary will be collected through the respondends by Administering a Structured
Questionaire.
3.2.2 Questionnaire design and Development
Questionnaire is a heart of survey operation. This is structured questionnaire, which
has been farmed for conducting the survey. The questions were presented with exactly
the Same Wordings and in the same order to all the respondents.
3.3 Sampling Design

The key aspects for the project were identified from the outcome of the study, the first
draft of the questionnaire has been constructed with the help of the guide.
3.3.1 Population
Employees of IT company
3.3.2 Sample size
Sample size of 70 respondents from IT Company, Saravanampatty, Coimbatore.

3.3.3 Sampling method


Convenience sampling technique has been adopted for the study.
3.4 Method of Data Collection
It is a non-probability sampling technique where subjects are selected because of their
convenient accessibility and proximity to the researcher.

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3.5 Tools for analysis


The data collected for the purpose of the study have been analyzed with the aid of the
following tools.
 Simple percentage analysis
 Chi-square analysis

Simple percentage analysis:


Simple percentage analysis is one of the analytical tools used in this research. It is a
non-parametric test. It can be used to determine the categorized data shows
dependency or the classifications are dependent. A simple percentage from a
questionnaire is calculated by dividing the number of respondents divided by total
number or respondents multiplied by 100.
Simple percentage = (No. of. Respondents/ Total no. of. Respondents) * 100
Chi-square analysis
Chi-square test is a statistical method assessing the goodness of fit between a set of
observed values and those expected theoretically. It can also make comparison
between theoretical populations and actual data when categories are used. This test
was used by Karl Pearson in 1990 for all the chi-square test the table value has taken
at 5% of the level of significance and degree of freedom.

Chi-square = ∑( O – E )2
E

Degree of freedom = (R-1) (C-1)

O = Observed Frequency
R = Number of rows
C = Number of columns

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CHAPTER IV

ANALYSIS AND INTERPRETATION

4.1 Percentage Analysis

4.1.1 Age of the Respondents

Table 4.1.Age of the Respondents

Sl. No. Gender No. of Respondents Percent

1 Less than 30 years 22 21.78


2 31-41 years 42 41.58
3 41-51 years 28 27.72
4 above 51 years 9 8.91

Total 100 100

Interpretation
As per table the age between 31-41yrs is the majority in that the pie chart of the age of
the respondents.It gives 41%25 percentage of the total age of the respondents

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4.1.2Gender of the Respondents

Sl. No. Gender No. of Respondents Percent

1 Male 71 71.29
2 Female 29 28.71

Total 100 100

Interperatation:
As per table the Male is the holding majority in the table of the respondents .They
hold the 71%29percentage I the total of the gender of the respondents

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4.1.3Education Level

Sl. No. Gender No. of Respondents Percent

1 UpTo +2 5 5.94
2 UG 43 43.56
3 PG 44 43.56
4 Others 7 6.93

Total 100 100

Interpretation:
As per table the UG degree holds majority of the population. It holds 43.71%

6.93% 5.94%

Up to 2
UG
PG
43.56% 43.56%
Others

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4.1.4Occupation

Sl. No. Gender No. of Respondents Percent

1 Programme Lead 14 13.86


Technical office
2 53 53.56
assistant
3 HR Manager 29 28.71
4 Others 4 4.00

Total 100 100

Interpretation:
As per table the technical office assiatant holds majority of the population.it holds
52.48%

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4.1.5Work experience

Sl. No. Gender No. of Respondents Percent

1 Programme Lead 17 16.83


Technical office
2 40 93.60
assistant
3 HR Manager 37 36.63
4 Others 7 6.93

Total 100 100

Interpretation:
As per table the 6-11yrs majority of the respondents .It holds 39.60% percentage

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4.1.6Work in the company

Sl. No. Gender No. of Respondents Percent

1 0-5 yrs 13 12.87


2 6-11 yrs 40 39.60
3 11-15 yrs 33 32.67
4 15 years & above 15 14.85

Total 100 100

Interpretation:
As per table,the 6-11yrs holds majority of the population .it holds 39.60%

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4.1.7 Training provided

Sl. No. Gender No. of Respondents Percent

1 Quarterly 12 12.87
2 Half yearly 35 39.60
3 Annually 43 32.67
4 Based on Requirements 11 14.85

Total 100 100

Interpretations:
As per table the annually holds majority of the population.It holds 42.57%

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4.1.8 Training years provided

Sl. No. Gender No. of Respondents Percent

1 0-5yrs 20 19.80
2 5-10 yrs 54 53.47
3 10-15 yrs 27 26.73

Total 100 100

Interpretation:
As per table,the 5-10 yrs holds majority of the population.it holds 53.47%

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4.1.9 Training in the organizations

Sl. No. Gender No. of Respondents Percent

1 On the Job 31 30.69


2 Off the Job 70 69.31

Total 100 100

Interpretation:

As per table the of the job holds majority of the population.it holds 69.31%

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4.1.10 which method is suitable for training

Sl. No. Gender No. of Respondents Percent

1 Step By step instructions 10 9.90


2 Coaching/lectures 48 47.52
3 Conference/Discussions 33 32.67
Programming
4 10 9.90
instructions
Total 100 100

Interpretation:
As per table,thecoching holds majority of the population .it holds 47.52%

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4.1.11 Short or long duration

Sl. No. Gender No. of Respondents Percent

1 Short 31 30.69
2 Long 70 69.31

Total 100 100

Interpretation:
As per table the short duration holds majority of the population.it holds 69.31%

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4.1.12 How long is training provided

Sl. No. Gender No. of Respondents Percent

1 5 to 10 days 4 3.96
2 10 to 15 days 38 37.62
3 15 to 21 days 49 48.51
4 21 days & above 10 9.90
Total 100 100

IInterpretation:
As per table the 15 to 21 days is holds majority of the population.It holds 48.51%

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4.1.13 Type of training


Table 4.1.13 Type of training

Sl. No. Type of training No. of Respondents Percent

1 On thejob 31 30.69
2 Off the Job 70 69.31

Total 100 100

Interpretation:
As per table the off the job holds majority of the population.it holds69.31%

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4.1.14 General complaints about the Company


Table 4.1.14 General complaints about the Company

General complaints
Sl. No. No. of Respondents Percent
about the Company
Take a away precious
1 8 7.92
time of the Employees
Too many Gaps
2 54 53.47
between situations
Taking sessions are
3 37 36.63
Unplanned
4 Boring is not useful 2 1.98

Total 100 100

Interpretation:
As per tablethe too many gaps holds majority of the population.it holds 53.47%

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4.1.15 To whom given more training in the company

Table 4.1.15 To whom given more training in the company

To whom given more


Sl. No. training in the No. of Respondents Percent
company
1 Junior Staff 14 13.86
2 Senior staff 55 54.46
3 New Staff 31 30.69
4 Others 1 0.99

Total 100 100

Interpretation:

As per table,the senior staff holds majorityof the population.it holds 54.46%

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4.1.16 Training and Development in the Company


Table 4.1.16 Training and Development in the Company

Training and
Sl. No. Development in the No. of Respondents Percent
Company
1 Time 11 10.89
Lack of interest by the
2 49 48.51
Staff
3 Money 35 34.65
Non viability of
4 6 5.94
training
Total 100 100

Interpretation:
As per table,the lack holds majority of the population.it holds 48.51%

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4.1.17 Level of training


Table4.1.17 Level of training

Sl. No. Level of training No. of Respondents Percent

1 Excellent 8 7.92
2 very Good 34 33.66
3 Good 45 44.55
4 Average 12 11.88
5 Below average 2 1.98

Total 100 100

Interpretation:
As per table thegood holds majority of the population.it holds 44.55%

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4.1.18 To perform jobs in the organizations


Table 4.1.18 To perform jobs in the organizations

Sl. No. To perform jobs in No. of Respondents Percent


the organizations
1 Safety Awareness 9 8.71
2 Negotiation skills 50 49.50
3 Machine operations 36 35.64
4 Occupational skills 6 5.94

Total 100 100

Interpretation :
As per table the negogiates holds majority of population.it holds 49.50%

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4.1.19 The time duration is given for the training period


Table 4.1.19 The time duration is given for the training period
The time duration is
Sl. No. given for the training No. of Respondents Percent
period
1 Sufficient 3 2.97
2 To be extended 54 53.47
3 To be Shortened 34 33.66
4 Managerable 10 9.90

Total 100 100

Interpretation:
As per table the to be extended holds majority of the population.It holds 53.47%

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4.2Chi-Square Test
4.2.1 To test the relationship age of the respondents and satisfaction level
Null Hypothesis (H0): There is no association the age of the respondents and the
satisfaction level
Alternative Hypothesis (H1): There is an association the age of the respondents and
the satisfaction level

Age * Work experience Crosstabulation


Count
Work experience
15 years
Below 5yrs 6-11 yrs 11-15 yrs &above Total
Age Less than 30 years 8 11 2 1 22
31-41 years 7 20 13 2 42
41-51 years 2 8 17 1 28
above 51 years 0 1 5 3 9
Total 17 40 37 7 100

Chi-Square Tests
Asymp. Sig. (2-
Value df sided)
Pearson Chi-Square 32.262a 9 .000
Likelihood Ratio 30.630 9 .000
Linear-by-Linear Association
21.525 1 .000

N of Valid Cases 100


a. 9 cells (56.3%) have expected count less than 5. The minimum expected count is
.60

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4.2.1 To test the relationship age of the respondents and satisfaction level
Null Hypothesis (H0): There is no association the age of the respondents and the
satisfaction level
Alternative Hypothesis (H1): There is an association the age of the respondents and
the satisfaction level

Education * To perform jobs in the organizations Crosstabulation


Count
To perform jobs in the organizations
Safety Negotiation Machine Occupational
Awareness skills operations skills Total
Education UpTo +2 0 5 1 0 6
UG 7 23 12 2 44
Pg 2 20 20 2 44
Others 0 2 3 2 7
Total 9 50 36 6 100

Chi-Square Tests
Asymp. Sig. (2-
Value df sided)
Pearson Chi-Square 16.179a 9 .063
Likelihood Ratio 14.547 9 .104
Linear-by-Linear Association
8.057 1 .005

N of Valid Cases 100


a. 12 cells (75.0%) have expected count less than 5. The minimum expected count is
.36.

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CHAPTER V
FINDINGS AND SUGGESTIONS
5.1 Findings
 Majority of 41.25% of the respondents age are between 31-41Yrs .
 Majority of 71.29% of the respondents are male.
 Majority of 43.71 of the respondents are UG degree
 Majority of 52.48% of the respondents are technical office assistant.
 Majority of 39.60% of the respondents are 6-11 yrs.
 Majority of 39.60 of the respondents are by6-11 yrs
 Majority of 42.57% of the respondents says “annually”
 Majority of 53.47%of the respondents holds 5-10 yrs
 Majority of of 69.31%he respondents has holds off the job
 Majority of 47.52% of the respondents holds The coaching /lectures
 Majority of 69.31% the respondents are says “The short duration’’
 Majority of 48.51% of the respondents says 15 to 21 days
 Majority of 69.31% of the respondents holds off the job
 Majority of 53.47% of the respondents holds “too many gaps ”.
 Majority of 54% of the respondents faced problem by “The senior staff’
 Majority of 48.51% of the respondents says “lack of training’’.
 Majority of 44.55% of the respondents holds “The good”.
 Majority of 49.50% of the respondents holds ‘the negogiates skills”
 Majority of 53.47%of the respondents are “To be an extended’’

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5.2 Suggestions
 The researcher has been able to list out following suggestions and
recommendations in the light of findings of the study:
 The ITcompany should ensure superior delivery of the basic training service
benefits oftraining services such as geographical area coverage, and
congestion free networks to have a lead role in the mobile telecom services
market.
 The employees providers should ensure excellent training facility to attract and
retain the segment of travelling customers outside the State. The roaming
services of training services taken as a model for other service providers.
 The service providers would like to attract the training savvy customers,
especially youngsters should provide easy to activate effctive training services.
 The training services of IT company can be taken as a model for other
company employees.
 The post-paid customers are the premium segment of mobile telecom services.
 The government sector should enchance allow their employees to easily switch
over between the company and the management They can take particular
company as a model in this aspect.

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CHAPTER VI

CONCLUSION

The training services are the lifeblood of modern world. The advancement of telecom
services revolutionized the lives of people. The interplay of continuous innovations in
technology and marketing generated new horizons of amazing services. From the plain
old trainingservices the world is now witnessing the fourth generation mobile training
services and beyond. The Indian training services sector experienced major reforms
and transformations during the last two decades. The monopoly of government sector
in telecom services ended and the domestic and foreign private players began to
develop the telecom services sector to a great extent by exploring the market
opportunities. The landline telephones are widely substituted by cost effective training
services. The telecom service providers wholly utilized the huge market potential of
the State of Kerala, resulted in the saturation of training market. The appropriate
marketing strategies became imperative for the existence and prosperity of training
service providers.

The formulation and execution of training strategies significantly differ between


Training and private sector training service providers. The research brings clarity to
the marketing strategies adopted by the public sector telecom service provider training
and private sector telecom service providers in the thriving training services market of
Chennai.. The comparative study of market performance of training service providers
in multiple facets lightened the hidden planes of marketing strategies of various
telecom service providers. There is ample scope for all service providers to further
improve their service benefits such as training effective, geographical network
coverage and congestion free networks. The training has to enormously improve their
customer support and customer care services. The private sector telecom service
providers are highly aggressive in promotion and distribution strategies. The
aggressiveness in promotion and distribution will definitely help training to expand
their subscriber base.

The customers found better pricing and value for money with BSNL. The unethical
pricing practices are common among private sector providers. All service providers
especially the private sector providers should abstain from the unethical business
practices towards customers. The research revealed that the strong predictors of
customer satisfaction of mobile telecom services are service benefits, customer support
services, quality of service, competitive pricing, and unethical practices. The
consistency in maintaining the customer satisfaction will become the foundation for
the loyal customer base. In the training market of Chennai,the customers are well-
informed and more demanding. They are excited for getting the services customized at
individual level and expect them to be offered at lower prices.

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The expectation of customers about the quality of service is extremely elevated in


Kerala due to their experience in the hyper training market. In the saturated training
market of Kerala, the training service providers should strive hard to consistently
exceed the expectations of customers to retain them and devise suitable marketing
strategies to acquire customers from the competitors. The quote by Peter F. Drucker is
more relevant now: “Business has only two functions - Training and Innovation.”

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Bibliography

Michael Jucius (1955). Personnel Management - Richard D. Irwin Inc., - Hanewood,


U.S.A - pp. 142

Edwin B. Flippo, (1971). Principles of Personnel Management, McGraw Hill Book


Company, New Delhi pp. 194

Dale S. Beach (1980). Personnel : The Management of People at Work, Macmillan


Publishing Company, New York pp. 244
Dubbashi P.R. (1983). Strengthening of training facilities, Souvenir of Cooperative
Training College, Bangalore pp.1
Drucker, P. I. (1984).The Practice of Management, London Heinemann, , pp.201

Klatt, L. A., Murdick, R.G., and Schuster, F. E. (1985). Human Resource


Management. Columbus: Charles E. Merril Publishing Company.

Mirza S. Saiyadain, (1988). Human Resources Management, Tata McGraw Hill


Publishing Co., Ltd., New Delhi.

Obisi Chris (2001). Employee development, Issues and dimensions, Unical Journal of
public Administrator Sept Vol. 1

Tan, J.A., Hall, R.J., and Boyce, C. (2003), ‘The Role of Employee Reactions in
Predicting Training,’Human Resource Development Quarterly, Vol. 14, 4, pp. 397–
411.

Stavrou, E., Brewster, C., and Charalambous, C. (2004), ‘Human Resource


Management as a Competitive Tool in Europe,’ working paper, London: Henley
College.

Asha, S., (2007). Psychological Dimensions of Training and Development, HRM


Review, ICFAI University press, pp.21.

Chih, Jin-Ton.; Li, Ching-Hsiang and Lee, Hung-Wen. (2008). “Relationship


between Trainee Attitudes and Dimensions of Training Satisfaction: An Empirical
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25, No. 4, December, pp. 756-765.
Website:

http://books.google.co.in/books

http://www.dot.gov.in/ntp/ntp1999.htm

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Appendix

Questionnaire

1. Name :

2. Age : [ ] Less than 30 [ ] 31 - 40 [ ] 41 -50 [ ] 51 & above

3. Gender : [ ] Male [ ] Female

4. Education : [ ] Up to +2 [ ] Graduate

[ ] Post Graduate [ ] Others(please


specify)___________

5. Occupation : [ ] Program lead [ ] Technical office assistant

[ ] HR Manager [ ] Others(please
specify)___________

6. Work Experience : [ ] Below 5years [ ] 6 – 10 [ ] 11 - 20 [ ] Above


21years

7. Work in the company?

[ ] 0-5 Years [ ] 6-10 Years [ ] 11-15 Years [ ] More than 15

8. How often is the training organized ?

[ ] Quarterly [ ] Half Yearly [ ] Annually [ ] Every 2 Years

9. Since how many years training is being provided?

[ ] 0-5 [ ] 5-10 [ ] 10-15

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10. Which technique is most suitable for training ?

[ ] On the Job [ ] Off the Job [ ] Depends on Need

11. Which method is most suitable for training ?

[ ] Step by Step Instruction [ ] Coaching Lecture


[ ] Conference / Discussions [ ] Programme Instructions.

12.The Training is provided for short duration or long duration?

[ ] Short [ ] Long

13.How long is the training process?

[ ] 5 to 10days [ ] 10 to 15 days [ ] 15 to 20 days [ ] 20 to 25days

14.What type of training is given in your organization ?

[ ] on the job [ ] off the job

15.What are the general complaints about the training session?

[ ] Take away precious time of employees

[ ] Too many gaps between the sessions

[ ] Training sessions are unplanned

[ ] Boring and not useful

16.To whom the training is given more in your company?

[ ] Senior staff [ ] Junior staff

[ ] New staff [ ] Based on requirement

17.What are all the important barriers to Training and Development in your company?

[ ] Time [ ] Lack of interest by the staff

[ ] Money [ ] Non availabilofoilled trainer

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18.The level of training provided by the company

[ ]Excellent [ ] Very good [ ] Good [ ] Average [ ] Very poor

19. The time duration is given for the training period is ?

[ ] Sufficient [ ] To be extended [ ] To be shorten [ ] Manageable

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