1

A STUDY ON EFFCETIVENESS OF TRAINING AND

DEVELOPMENT WITH SPECIAL EMPHASIS ON
HINDUSTAN UNILEVER LIMITED, PUDUCHERRY.
PROJECT REPORT
Submitted by
BHARATHI DASAN.R
Reg. No. 088001107003

in partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

HINDUSTHAN COLLEGE OF ENGINEERING AND

TECHNOLOGY
COIMBATORE-641 032
MAY 2010
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HINDUSTHAN COLLEGE OF ENGINEERING AND

TECHNOLOGY,
COIMBATORE-641 032
DEPARTMENT OF MANAGEMENT STUDIES

PROJECT WORK

PHASE II

MAY 2010

This is to certify that the project entitled

A STUDY ON EFFCETIVENESS OF TRAINING AND

DEVELOPMENT WITH SPECIAL EMPHASIS ON
HINDUSTAN UNILEVER LIMITED, PUDUCHERRY.
Is the bonafide record project done by

BHARATHI DASAN.R

Reg. No. 088001107003

Of MBA- Core during the year 2008-2010.

PROJECT GUIDE HEAD OF THE DEPARTMENT

Submitted for the Viva-Voce examination held on _______________________

INTERNAL EXAMINAR EXTERNAL EXAMINAR

DECLARATION
 3

I affirm that the project work titled A STUDY ON EFFCETIVENESS OF TRAINING AND
DEVELOPMENT WITH SPECIAL EMPHASIS ON HINDUSTAN UNILEVER LIMITED,
PUDUCHERRY, being submitted in partial fulfillment for the award of MASTER OF
BUSINESS ADMINISTRATION is the original work carried out by me. It has not formed the
part of any other project work submitted for award of any degree or diploma, either in this or any
other University.

Bharathidasan.R
(088001107003)

I certify that the declaration made above by the candidate is true Signature of the Guide,

Signature of the guide

Department of Management Studies

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ACKNOWLEDGMENT

I first and foremost thank to lord god almighty for giving me grace and knowledge to

complete this project work successfully

My sincere and hearty thanks to Dr.V.DURAISAMY, ME, Ph.D., The Principal,

Hindustan College of Engineering and technology, Coimbatore, for giving me opportunity to do

the project.

I express my thanks to Prof.SHOBAN K.R B.COM, MBA, PGDMIR, DMMTLM,

NET, SLET Head of the Department of management studies, Hindustan College of Engineering

and technology, Coimbatore, for her support and encouragement in completing in this project

work.

I admit my thanks to, Lecturer .Mr.N.J.Ravichandhran, Mba,M.Phil., of Department

of management studies, Hindustan College of Engineering and technology, Coimbatore, for the
continuous guidance to accomplish my project work. And I thank all the other faculties of the
department of management studies for their valuable support in my project study.
I am deeply indebted to Mr.VIJAYAKUMAR J HR Manager, Hindustan unilever

limited, Puducherry for giving me the permission and arranged for the needful help and

enabling me to undertake project in their esteemed and reputed organization.

Last but not least I submit my thanks to my parents, family members and friends for

providing me their support on my work.

Bharathi dasan R

.CONTENTS
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Chapter
Description Page no
no

List of tables

List of charts

Abstract

1 Introduction

 1.1. About the study

1
 1.2.About the Industry

 1.3.About the Company

2 Research Methodology 17

3 Analysis and interpretation 19

4 Findings of the study 64

5 Recommendations of this study 65

6 Conclusion 66

8 Bibliography 67
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LIST OF TABLES

TABLE PAGE
PARTICULARS
NO NO

1 AGE GROUP OF RESPONDENT 16

2 EMPLOYEE NEEDS OF THE TRAINING PROGRAM 18

 7

EMPLOYEE KNOWLEDGE GATHERED FROM THE TRAINING

3 20
PROGRAM

EMPLOYEE REQUIRED TO THE TRAINING PROGRAM OF OUR

4 22
ORGANIZATION

ORGANIZATION IS CLEARLY ABOUT THE TRAINING

5 24
SCHEDULE IN ADVANCE

6 TRAINING STRATEGIES 26

7 BASIC TYPE OF TRAINING 28

8 STRESSES OF TRAINING PROGRAM 30

9 OCCUPATIONAL DISEASES 32

10 DO THE EMPLOYEE FEEL THEIR POSITION A CHALLENGE 34

EDUCATE THEIR COLLEAGUES TO WORK FOR THE

11 36
CONCERN
EMPLOYEE TRAINING PROGRAM INCREASE THEIR
12 38
PRODUCTIVITY

13 ADEQUATELY RECOGNIZED AFTER THE TRAINING 40

14 EMPLOYEE ROLE IS IMPORTANT THE ORGANIZATION 42

15 BEING PROUD TO WORK IN THE ORGANIZATION 44

16 SATISFIED WITH THE EFFECTIVE TRAINING PROGRAM 46

17 MOST EFFECTIVE OF TRAINING METHOD 48

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IMPROVEMENT IN EMPLOYEE PERFORMANCE BECAUSE OF

18 50
TRAINING PROGRAM
TRAINING PROGRAM DEVELOPED THE EMPLOYEE
19 52
LIFESTYLE
TRAINING ACTIVITIES CONNECTED WITH THE STRATEGIC
20 54
PLANS

21 EMPLOYEE RESPONDENTS OF EARMARKS 56

SATISFACTION LEVEL OF HEALTHY AND SAFETY

22 58
MEASURES

LIST OF CHART

TABLE PARTICULARS PAGE NO

NO

1 AGE GROUP OF RESPONDENT 17

2 EMPLOYEE NEEDS OF THE TRAINING PROGRAM 19

 9

3 EMPLOYEE KNOWLEDGE GATHERED FROM THE 21

TRAINING PROGRAM

4 EMPLOYEE REQUIRED TO THE TRAINING 23

PROGRAM OF OUR ORGANIZATION
5 ORGANIZATION IS CLEARLY ABOUT THE 25
TRAINING SCHEDULE IN ADVANCE

6 TRAINING STRATEGIES 27

7 BASIC TYPE OF TRAINING 29

8 STRESSES OF TRAINING PROGRAM 31

9 OCCUPATIONAL DISEASES 33

10 DO THE EMPLOYEE FEEL THEIR POSITION A 35

CHALLENGE

11 EDUCATE THEIR COLLEAGUES TO WORK FOR 37

THE CONCERN
12 EMPLOYEE TRAINING PROGRAM INCREASE 39
THEIR PRODUCTIVITY
13 ADEQUATELY RECOGNIZED AFTER THE 41
TRAINING
14 EMPLOYEE ROLE IS IMPORTANT THE 43
ORGANIZATION
15 BEING PROUD TO WORK IN THE ORGANIZATION 45

16 SATISFIED WITH THE EFFECTIVE TRAINING 47

PROGRAM
17 MOST EFFECTIVE OF TRAINING METHOD 49
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18 IMPROVEMENT IN EMPLOYEE PERFORMANCE 51

BECAUSE OF TRAINING PROGRAM
19 TRAINING PROGRAM DEVELOPED THE 53
EMPLOYEE LIFESTYLE
20 TRAINING ACTIVITIES CONNECTED WITH THE 55
STRATEGIC PLANS
21 EMPLOYEE RESPONDENTS OF EARMARKS 57

22 SATISFACTION LEVEL OF HEALTHY AND 59

SAFETY MEASURES

ABSTRACT

The study was undertaken to analysis the “A Study on Effectiveness of Training and
Development with special emphasis on Falcon Infotech & Textiles

Falcon Infotech & Textiles was laid at covai. The strength of our products comes
greatly from the fact that quality is embedded at every level of the manufacturing
 11

process.The research is conducted to Effectiveness of Training and Development of the

respondents, to know the employee performance of. Falcon Infotech & Textiles

The main objective of the study is to Effectiveness of Training and Development of

the respondents. Descriptive research is used for the study and convenience sampling
technique is adopted. The data required for the study is collected through questionnaire
and for further information secondary data is gathered from the reports of the industry
and websites.

The data collected is analyzed by simple percentage, Chi-square analysis. Based on

the analysis and interpretation the findings and suggestions are provided to the
organization for further improvement.

CHAPTER-1

1.1 INTRODUCTION

Employee training tries to improve skills, or add to the existing level of knowledge so

that employee is better equipped to do his present job, or to prepare him for a higher position
 12

with increased responsibilities. However individual growth is not and ends in itself.

Organizational growth need to be measured along with individual growth.

Training refers to the teaching /learning activities done for the primary purpose of

helping members of an organization to acquire and apply the knowledge skills, abilities, and

attitude needed by that organization to acquire and apply the same. Broadly speaking training is

the act of increasing the knowledge and skill of an employee for doing a particular job.

In today’s scenario change is the order of the day and the only way to deal with it is to learn and

grow. Employees have become central to success or failure of an organization they are the

cornucopia of ideas. So it high time the organization realize that “train and retain is the mantra of

new millennium.”

This training is done systematically and is often the responsibility of the

immediate supervisor to make sure that its done smoothly. If carefully done, it will save time and

cost(in terms of faulty products or poor services, etc). It is imperative that managers place their

authority and power to make sure that the new employee is carefully helped to adjust to the new

work surroundings and culture.

An effectiveness training and development needs ensure that the employee is needed getting
training and development in the area need of the organization training and development is a
continuous processes among all levels of employee and those skills and attitudes which
contribute to the welfare that of the HUL .

1.2 INDUSTRY PROFILE

The Indian FMCG sector with a market size of US$13.1 billion is the fourth largest sector

in the economy. A well-established distribution network, intense competition between the

organized and unorganized segments characterizes the sector. FMCG Sector is expected to grow
 13

by over 60% by 2010. That will translate into an annual growth of 10% over a 5-year period. It

has been estimated that FMCG sector will rise from around Rs 56,500 cores in 2005 to Rs

92,100 cores in 2010. Hair care, household care, male grooming, female hygiene, and the

chocolates and confectionery categories are estimated to be the fastest growing segments, says an

HSBC report. Though the sector witnessed a slower growth in 2002-2004, it has been able to

make a fine recovery since then

For example, Hindustan Unilever Limited (HUL) has shown a healthy growth in the last quarter.

An estimated double-digit growth over the next few years shows that the good times are likely to

continue.

Growth Prospects

With the presence of 12.2% of the world population in the villages of India, the Indian

rural FMCG market is something no one can overlook. Increased focus on farm sector will boost

rural incomes, hence providing better growth prospects to the FMCG companies. Better

infrastructure facilities will improve their supply chain. FMCG sector is also likely to benefit

from growing demand in the market. Because of the low per capita consumption for almost all

the products in the country, FMCG companies have immense possibilities for growth. And if the

companies are able to change the mindset of the consumers, i.e. if they are able to take the

consumers to branded products and offer new generation products, they would be able to

generate higher growth in the near future. It is expected that the rural income will rise in 2007,

boosting purchasing power in the countryside. However, the demand in urban areas would be the

key growth driver over the long term. Also, increase in the urban population, along with increase
 14

in income levels and the availability of new categories, would help the urban areas maintain their

position in terms of consumption. At present, urban India accounts for 66% of total FMCG

consumption, with rural India accounting for the remaining 34%. However, rural India accounts

for more than 40% consumption in major FMCG categories such as personal care, fabric care,

and hot beverages. In urban areas, home and personal care category, including skin care,

household care and feminine hygiene, will keep growing at relatively attractive rates. Within the

foods segment, it is estimated that processed foods, bakery, and dairy are long-term growth

categories in both rural and urban areas.

Fast Moving Consumer Goods (FMCG) goods are popularly named as consumer

packaged goods. Items in this category include all consumables (other than groceries/pulses)

people buy at regular intervals. The most common in the list are toilet soaps, detergents,

shampoos, toothpaste, shaving products, shoe polish, packaged foodstuff, household accessories

and extends to certain electronic goods. These items are meant for daily of frequent consumption

and have a high return. A major portion of the monthly budget of each household is reserved for

FMCG products. The volume of money circulated in the economy against FMCG products is

very high, as the number of products the consumer use is very high. Competition in the FMCG

sector is very high resulting in high pressure on margins.

FMCG companies maintain intense distribution network. Companies spend a large

portion of their budget on maintaining distribution networks. New entrants who wish to bring

their products in the national level need to invest huge sums of money on promoting brands.

Manufacturing can be outsourced. A recent phenomenon in the sector was entry of

 15

multinationals and cheaper imports. Also the market is more pressurized with presence of local

players in rural areas and state brands

Top 10 FMCG Companies

S. NO. Companies
1. Hindustan Unilever Ltd.
2. ITC (Indian Tobacco Company)
3. Nestlé India
4. GCMMF (AMUL)
5. Dabur India
6. Asian Paints (India)
7. Cadbury India
8 Britannia Industries

9. Procter & Gamble Hygiene and Health Care

10. Marico Industries

1.3 COMPANY PROFILE

Hindustan Unilever Limited (HUL) was earlier known as Hindustan Lever Limited and
it has its presence since 1956 in India. The Company Hindustan Unilever Limited is the country's
biggest company in the consumer products sector and it has its head office in Mumbai. The
Company Hindustan Unilever is a subsidiary of the UK based company Transnational Unilever
which holds 51% share. The company is the topmost marketer of detergents and soaps and it has
also the biggest business in India in personal care products like deodorants, color cosmetics,
fragrances, and products of skin care. Hindustan Unilever Company is also a leading company in
 16

ice creams, squashes, and jams, tea, branded flour, processed coffee, and tomato products. The
company also manufactures bulk and specialty chemicals, fertilizers, and animal feed.

Manufacturing Products:

Hindustan Unilever Limited's home and personal care brands include Lux, Breeze, Pears,
Lifebuoy, Surf Excel, Rin, Pepsodent, Lakme, Axe, Ayush,ponds and Rexona. The
company's food brands are Brooke Bond, Lipton, Brooke Bond Bru, Kissan, Annapurna,
Knorr, and Kwality Wall's.
Hindustan Unilever has more than 80 manufacturing facilities that are spread all across the
country. All the production units of the company are highly technologically advanced. Also
Hindustan Unilever Limited uses the best quality of raw material for the production of its
products. These measures have ensured that the products of the company are of good quality.
The company Hindustan unilever has more than 5000 employees.

The Company Hindustan Unilever is one of India's biggest exporters and this is the reason that
the government of India has recognized the company as a super star golden trading house. The
company has merged with a number of companies such as Lakme, Ponds, Brooke Bond Lipton
India, and Modern Foods.

Hindustan Unilever Limited has become one of the leading company in its sector in the country.
This has been possible due to the fact that the company has strictly maintained the quality of its
products which has led to customer satisfaction and loyalty.

And so in the future also the Company Hindustan Unilever Limited must continue to supply the
best quality of products to its customers so that it can retain its leadership position in the market
.

HUL’s heritage dates back to 1888, when the first Unilever product, Sunlight, was introduced in
India. Local manufacturing began in the 1930s with the establishment of subsidiary companies.
 17

They merged in 1956 to form Hindustan Lever Limited (The company was renamed Hindustan
Unilever Limited on June 25, 2007). The company created history when it offered equity to
Indian shareholders, becoming the first foreign subsidiary company to do so. Today, the
company has more than three lakh resident shareholders.

They are manufactured in over 35 factories, several of them in backward areas of the country.
The operations involve over 2,000 suppliers and associates.HUL's distribution network covers
6.3 million retail outlets including direct reach to over 1 million.

HUL has traditionally been a company, which incorporates latest technology in all its operations.
The Hindustan Lever Research Centre (now Hindustan Unilever Research Centre) was set up in
1958.

1.4 Objectives Of The Study

 To study the effectiveness of training and development

 To study the various strategies adopted in training and development

 To study how training methods are selected in the organization

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 To help the employees to know the importance of training and development

.

1.5 Scope of the study

The Training and Development to learn how to perform his present job satisfactorily.
Development involves preparing an individual for a future job and growth of the individual in all
the aspect. Training is the result of initiatives taken by the management .Training because human
resource can exert their full potential only when the learning process goes far beyond simple
routine. Training is thus a reactive process where as development is a proactive process
 19

1.6 Limitation of the study

 There is lot of disturbance in the training sessions both from external as well as internal

 Certain topics are covered in a very short time span

 Training aids used are inadequate

 20

 Fear of transfer

 Difficulty in the actual implementation of the technique taught during the training

 Cost factors

 Lack of freedom

 Excessive routine work

1.7 Review of Literature

This literature review offers a comprehensive look at the history, development and
effectiveness of training and development as they may apply to business firms in HUL.
Furthermore, it selects successful models of training and development, methods of needs
assessment for training and development programs for employers and employees, managerial
techniques that contribute to lost productivity and morale, and identifies business skills most
 21

essential for career success in the Ghanaian business culture. It will also provide a clear
understanding of how to implement a successful training program
in HUL.

Successful Models of Training and Development:

There are many models of training and development that have made greater progress into
organizational settings, which have began to have a greater impact on instructional design.
Specifically, Instructional Systems Design (ISD), Human Performance Technology (HPT),
Performance-Based Instructional Design (PBID), and Total Quality Management (TQM), all of
which of organizational.

Development:

It complements training because human resource can exert their full potential only when
the learning process goes far beyond simple routine .training is thus a reactive process whereas
development is a proactive process .development is future training focused on the personal
growth of the employee.

Training starts with a strategy

It is important that a business provides training that is consistent with the business
strategy. The main steps in developing a training strategy are to Identify the skills and abilities
needed by employees Draw up an action plan to show how investment in training and
development will help meet business goals and objectives Implement the plan, monitoring
progress and training effectiveness
 22

Benefits of training to a business:

The main benefits to a business of a well-trained workforce are:

Better productivity (and, therefore, lower production / operating costs)

Higher quality

More flexibility - training helps employees develop a variety of skills. Multi-skilling is only
possible if the workforce is well trained

Less supervision - lower supervision and management costs if employees can get on with their
jobs. This might also improve motivation - through greater empowerment More successful
recruitment and employee retention - businesses with a good reputation for training are likely to
find it easier to attract good quality staff - and then keep them Help in achieving change -
businesses with strong training systems and culture find it easier to implement change program.

Reasons for Employee Training and Development:

Training and development can be initiated for a variety of reasons for an employee or group of
employees, e.g.,:

• When a performance appraisal indicates performance improvement is needed

• To "benchmark" the status of improvement so far in a performance improvement effort
• As part of an overall professional development program
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• As part of succession planning to help an employee be eligible for a planned change in

role in the organization
• To "pilot", or test, the operation of a new performance management system

General Benefits from Employee Training and Development

There are numerous sources of online information about training and development.
Several of these sites (they're listed later on in this library) suggest reasons for supervisors to
conduct training among employees. These reasons include:

 Increased job satisfaction and morale among employees

 Increased employee motivation
 Increased efficiencies in processes, resulting in financial gain
 Increased capacity to adopt new technologies and methods
 Increased innovation in strategies and products
 Reduced employee turnover
 Enhanced company image, e.g., conducting
 Risk management, e.g., training about sexual harassment, diversity training

CHAPTER II
RESEARCH METHODOLOGY

Introduction
 24

Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically. A researcher studies his
research problem along with the logic behind them. It is necessary for the researcher to know not
only the research methods/techniques but also the methodology. Researcher also need to
understood the assumptions underlying various techniques and they need to know the criteria by
which they can decide that certain techniques and procedures will be applicable to certain
problems and other will not. All this means that it is necessary for the researcher to design this
methodology for his problem as the same may differ from problem to problem. Research is a
process by which data is collected for various source in the methodology of the present “A study
on effectiveness of training and development with special emphasis of on Hindustan Unilever
Limited in puducherry”.

Sample Size:
The researcher using the sample size 110

Tools:
Research tool for this study is Percentage Analysis, Chi-square test.

Sample technique:
Non probability sampling and convenience sampling.

Non probability:
Non probability sampling is also known by different names such as deliberate sampling and
judgment sampling. In this type of sampling, items for the sample are selected deliberately by the
researcher; his choice concerning the items remaining supreme.
 25

Convenience sampling:
Convenience sampling can be used as a part of a preliminary research that forms a basis for
conducting the detailed research. Convenience sampling is at its best in survey dealing with an
exploratory purpose for generating ideas and hypothesis

Sample area:
Researcher using the area HUL, Detergent Division puducherry.

Research Design:
The researcher selecting the real sampling method of the primary data the researcher
understanding the positives attitude of the data collection. The researcher plan constitutes over
all program of the research design .Business research design can be understood as that which
gives the blueprint for collection the design helps for me available the efficiently to achieve the
research objectives.

Descriptive studies:
Descriptive studies under formal research where the objectives are established. In descriptive
studies the research gathers details about all aspect of a problem situation.
Irrespective of the problems complexity, it is necessary to design the research efficiently.

Source of data collection:

The data used for the Research is both primary and secondary data.

Primary data:
 26

The primary data for this study has been generated through the interviews with the people
from the Employees. Well structured questionnaire was used to retrieve data from primary
sources, backed by interview when required.

Secondary data:
Secondary data is the data already exist which has been collected by some other person or
organization for their use , and is generally made available to other researchers free or at a
confessional rate Mostly the data is collecting from website ,magazine, newspaper, journals,
newspaper.

Strategy:
A study an effectiveness of training and development strategy there fore focus on making
the training and development effective instrument of action project. It is important that a
business provides training that is consistent with the business strategy. The main steps in
developing a training strategy are to Identify the skills and abilities needed by employees- Draw
up an action plan to show how investment in training and development will help meet business
goals and objectives Implement the plan, monitoring progress and training effectiveness.

CHAPTER III
DATA INTERPRETATION
TABLE-3.1
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AGE GROUP OF RESPONDENT

Options No of respondent Percentage %

18-25 10 9%
25-35 28 25%
35-45 35 31%
45-58 31 28%
Above 58 6 5%
Total 110 100

INFERENCES:

It was found that the table to the age group of 18-25 9% of the respondents said that their
effectiveness of training program. 25-35 25% of the age group of respondent said that their want
effectiveness of the training program 35-45 31%of the age group of respondents said that their
training program is effectively improved their performance 45-58 28% of the age group of
respondents said that effective of the training above 58 5% of the respondents said that
effectiveness of the training want to give all the employee.

CHART 3.1

AGE GROUP OF RESPONDENT

 28

TABLE-3.2

HOW THE ORGANIZATIONS IDENTIFY THE EMPLOYEE NEEDS OF

THE TRAINING PROGRAM?
 29

Options No of respondent Percentage %

Performance evaluation 57 52%
Job evaluation 12 11%
Competence 13 12%
Multi skill 9 8%
ISO awareness 19 17%
Total 110 100

INFERENCES:

It was found that the above table 52% of the respondents said that training program is based
on the performance evaluation.11% of the respondents said that training program based on the
job evaluation. 12% of the respondents said that training program based on the competence 13
% of the respondents said that training program based on the motivation 8% of the respondents
said that training program based on the multi skill 17% of the respondent said that training
program based on the ISO awareness.

CHART 3.2

EMPLOYEE NEEDS OF THE TRAINING PROGRAM

 30

TABLE 3.3
 31

WHAT IS THE KNOWLEDGE YOU GATHERED FROM THE TRAINING

PROGRAM?

Options No of respondent Percentage %

Organization procedure and 21 29%
policy
Increasing the productivity 34 31%
Life style 12 11%
Multi skill 6 6%
Other 37 33%
Total 110 100

INFERENCES:

It was found that the above table 20% of respondents said that their training program of
knowledge gathered from the organization policy and procedure .30% of respondents said that
training program of knowledge gathered from increasing the productivity.10% of respondents
said that their training program of knowledge gathered from the life style. 5% of the respondents
said that their training program of knowledge gathered from the multi skill. 35% of respondents
said that their training program of knowledge gathered from the other knowledge

CHART 3.3

EMPLOYEE KNOWLEDGE GATHERED FROM THE TRAINING

PROGRAM
 32

TABLE 3.4

WHAT TYPE OF TRAINING DO YOU REQUIRE IN YOUR

ORGANIZATION?
 33

Options No of respondent Percentage %

Internal training 49 45%
External training 28 25%
Group wise training 33 30%
Total 110 100

INFERENCES:

It was found that the above table 45% of the respondents required to the internal training.25%
of the respondents required to the external training program.30 of the respondents required to
the group wise training.

CHART 3.4

EMPLOYEE REQUIRED TO THE TRAINING PROGRAM OF OUR

ORGANIZATION
 34

Employee required to the training

50% 45%
Percentage of

40%
respondents

30%
30% 25%
20%
10%
0%
Internal training External training Group wise training
Employee require to the required to the training

TABLE-3.5

DO YOU AGREE THAT THE ORGANIZATION CLEARLY INFORMS

YOU ABOUT THE TRAINING PROGRAMMED SCHEDULE IN
ADVANCE?
 35

Options No of respondent Percentage %

Strongly agree 20 18%
Agree 35 32%
Disagree 42 38%
Strongly disagree 13 12%
Total 110 100

INFERENCES:

It was found that the above table 18 % of the respondents strongly agrees that their
organization is clearly about the training schedule in advance .it was inferred 32 % of the
employee agrees that their organization is clearly about the training schedule in advance. It was
inferred 38% of the respondents disagree that their organization is clearly about the training
schedule in advance. It was inferred 12%of the respondents strongly disagree that their
organization is clearly about the training schedule in advance.

CHART 3.5

ORGANIZATION IS CLEARLY ABOUT THE TRAINING SCHEDULE IN

ADVANCE
 36

o rg a n iz a tio n c le a rly a b o u t th e tra in in g s h e d u le in

advance

4 0%

3 0%
percentage of the
respondents

2 0% 3 8% S erie s 1
32 %
1 0% 1 8%
1 2%
0%
S tron gly A gree D is a gre e S tron gly
a gre e dis ag ree
in fo rm th e tra in in g sh e d u lin g in a d va a n c e

TABLE 3.6

WHAT ARE THE TRAINING STRATEGIES FOLLOWED BY YOUR

ORGANIZATION?

Options No of respondent Percentage %

Goal settings 28 25%
 37

Action perspective training 33 30%

Planning specification 19 17%
Programming resource 14 13%
Other training strategy 17 15%
Total 110 100

INFERENCES:

It was found that the above table 25% of the respondents said that their organization fixing
the goal settings strstegy.30% of the respondents said that their organization fixing the action
perspective training strategy.17% of the respondents said that their organization fixing the
programming resource strategy .13%of the respondent said that their organization fixing the
specification strategy.20%of the respondent said that their organization fixing the other training
strategy.

CHART 3.6
TRAINING STRATEGIES
 38

TABLE 3.7

WHAT IS THE BASIC TYPE OF TRAINING PROVIDED FOR YOUR

EMPLOYEE?
 39

Options No of respondent Percentage %

Practical 47 43%
Technology 19 17%
Operation 29 26%
Internal audit training 15 14%
Total 110 100

INFERENCES:

It was found that the above table 43% of the respondents said that their basic type of training
is practical oriented.17%of the respondents said that their basic type of training is technology
oriented .26% of the respondents said that their basic type of raining is operation oriented .14%
of the respondents said that their basic type of training is internal audit oriented.

CHART 3.7

BASIC TYPE OF TRAINING

 40

basic type of training

50%
40%
percentage of
respondents

30%
Series1
20% 43%
26%
10% 17% 14%
0%
Practical Technology Operation Internal audit
training
basic types of training

TABLE 3.8

WHAT ARE THE STRESS DID YOU FACED IN THE TRAINING

PROGRAM?
 41

Options No of respondent Percentage %

Basic nature of training 28 25%
Hour of training 22 20%
Training environment 6 5%
Without material 54 50%
Total 110 100

INFERENCES:

It was found that the above table 25% of the respondents said their facing the stress in basic
nature of training. 20%of the respondents said their facing the stress hour of training .5% of
the respondents said their facing the stress in the training environment .50% of the respondents
said their facing the stress in without material

CHART 3.8
STRESSES OF TRAINING PROGRAM
 42

percentage of respondents stresses of training program

60%
50%
40%
30% Series1
50%
20%
10% 25% 20%
0% 5%
Basic nature Hour of Training With out
of training training environment material
stresses

TABLE –3.9
 43

ARE YOU AFFECTED ANY OCCUPATIONAL DISEASES IN YOUR

ORGANIZATION?

Options No of respondent Percentage %

Yes 72 65%
No 38 35%
Total 110 100

INFERENCES:

It was found that the above table 65% of the respondents accept they have occupational
disease in the working place.35%f the respondents they didn’t accept occupational diseases in
working place

CHART-3.9
 44

OCCUPATIONAL DISEASES

o c c u p a tio n a l d is e a s e s

70%
60%
percentage of respondents

50%
40%
65% S eries 1
30%
20% 35%
10%
0%
Y es No
o ccu p a tio n a l d ise a se

TABLE 3.10

IS YOUR POSITION CHALLENGING?

 45

0ptions No of the respondents Percentages

Strongly agree 16 15%
agree 44 40%
Disagree 27 25%
Strongly disagree 23 20%
Total 110 100

INFERENCES:

It was found that the above table 15 % of the respondent strongly agree that their position is
challenging .it was inferred 40 % of the employee agree that their position challenging 25% of
the respondents disagree that their position is challenging 20%of the respondents strongly
disagree that their position challenging.

CHART 3.10

DO THE EMPLOYEE FEEL THEIR POSITION A CHALLENGE

 46

TABLE 3.11

WOULD YOU EDUCATE YOUR COLLEAGUES TO WORK IN THE

ORGANIZATION?
 47

Options No of respondent Percentage%

Strongly agree 21 20%
Agree 45 40%
Disagree 32 30%
Strongly disagree 12 10%
Total 110 100

INFERENCES:

It was found that the above table20 %of the respondent strongly agree that they encourage
their colleagues to work in the organization 40% of the respondents agree that they colleagues to
work in the organization 30%of the respondents disagree that they colleagues encourage to work
in the organization 10 % of the respondents strongly disagree that the colleagues encourage to
work in the organization.

CHART 3.11

EDUCATE THEIR COLLEAGUES TO WORK FOR THE CONCERN

 48

educate their collegues to work for the

organization

50%
percentage of
respondents

40%
30%
Series1
20% 40%
30%
10% 20%
10%
0%
Strongly Agree Disagree Strongly
agree disagree
educate their collegues

TABLE 3.12

DID YOUR TRAINING PROGRAM ADD TO YOUR PRODUCTIVITY TO

WORK?
 49

Options No of respondent Percentage %

Strongly agree 14 13%
Agree 82 75%
Disagree 8 7%
Strongly disagree 6 5%
Total 110 100

INFERENCES:

It was found that the above tables 13 %of the respondents strongly agree that the training
program increase encourage their production. 75% of the respondents agree that the training
program increase their production.7%of the respondents disagrees that the training program
increases their production. 5% of the respondents strongly disagree that the training program
increases the production.

CHART 3.12

EMPLOYEE TRAINING PROGRAM INCREASE THEIR

PRODUCTIVITY
 50

TABLE 3.13

HAVE YOU ADEQUATELY RECOGNIZED FOR YOUR EFFORT AFTER

TRAINING?
 51

Options No of respondents Percents

Strongly agree 30 27%
Agree 51 46%
Disagree 16 15%
Strongly disagree 13 12%
Total 110 100

INFERENCES:

It was found that the above table 27 % of the respondents strongly agree that they were
recognized after training ,that 46%of the respondents agree that they were recognized after
training ,that 15% of the respondents disagree that they were recognized after training that ,
12%of the respondent strongly agree that they were adequately recognized after training.

CHART 3.13

ADEQUATELY RECOGNIZED AFTER THE TRAINING

 52

TABLE 3.14

DO YOU FEEL “YOUR ROLE IS IMPORTANT” OF THE

ORGANIZATION?
 53

Options No of respondents Percentage%

Strongly agree 36 33%
Agree 30 27%
Disagree 31 28%
Strongly disagree 13 12%
Total 110 100

INFERENCES:

It was found those above tables 33 % of the respondents strongly agree that their role is
very important in the organization. 27%of the respondents agree that their role is very important
in the organization. 28% of the respondents disagree that their role is very important in the
organization 12%of the respondent strongly disagree that their role is very important in the
organization

CHART 3.14

EMPLOYEE ROLE IS IMPORTANT THE ORGANIZATION

 54

employee role is important the organization

35%
percentage of respondents

30%
25%
20%
33% Series1
15% 27% 28%
10%
5% 12%
0%
Strongly agree Disagree Strongly
agree disagree
employee role is important

TABLE 3.15

DO YOU PROUD TO WORK IN YOUR ORGANIZATION?

Options No of respondents Percentage%

 55

Strongly agree 60 55%

Agree 21 20%
Disagree 17 15%
Strongly disagree 12 10%
Total 110 100

INFERENCES:

It was found that the above table 55 % of the respondents strongly agree that their
proud to work in the organization. 20%of the respondents agree that their proud to work in the
organization. 15% of the respondents disagree that their proud to work in the organization. 10of
the respondent strongly disagree that their proud to work in the organization.

CHART 3.15

BEING PROUD TO WORK IN THE ORGANIZATION

 56

being proud to w ork in the organiz ation

60%
percentage of respondents

50%
40%
30% 55% Series1
20%
10% 20% 15% 10%
0%
S trongly Agree Disagree Strongly
agree disagree
proud to w ork in the orga nzia tion

TABLE 3.16

ARE YOU SATISFIED WITH IDENTIFYING AND UTILIZING THE

EFFECTIVE TRAINING PROGRAM?
 57

Options No of respondents Percentage%

Strongly agree 35 32%
Agree 20 18%
Disagree 32 29%
Strongly disagree 23 21%
Total 110 100

INFERENCES:

It was found that the above table 32% of the respondents strongly agree that their
satisfied with the effective training program. 18%of the respondents agree that their satisfied
with effective training program .29% of the respondents disagree that their satisfied with the
effective training program.21%of the respondent strongly disagree that their training program

CHART 3.16

SATISFIED WITH THE EFFECTIVE TRAINING PROGRAM

 58

satisfied with the training effective training

program

35%
30%
percentage of
respondents

25%
20%
15% 32% 29%
10% 18% 21%
5%
0%
Strongly agree agree Disagree Strongly
disagree
satisfied with the employee training program

TABLE 3.17

WHICH TRAINING METHOD YOU THINK IS MOST EFFECT?

Options No of respondents Percentage%

Email 32 29%
Training schedule 23 21%
 59

Poster 43 39%
Other 12 11%
Total 110 100

INFERENCES:

It was found that the above tables 29% of the respondents strongly agree that their email
training program most effective. 21%of the respondents agree that their training schedule
program most effective .39% of the respondents disagree that their poster training program most
effective .11%of the respondent strongly disagree that their other training program is most
effective

CHART 3.17

MOST EFFECTIVE OF TRAINING METHOD

 60

percentage of respondents Most effective training method

45%
40%
35%
30%
25%
20% 39%
15% 29%
10% 21%
5% 11%
0%
Email Training Poster Other
schedule
most effctive method

TABLE 3.18

IS THEIR ANY IMPROVEMENT IN YOUR PERFORMANCE AFTER OF

TRAINING PROGRAM BY YOUR ORGANIZATION?
 61

Options No of respondents Percentage%

Strongly agree 37 34%
Agree 18 16%
Disagree 31 28%
Strongly disagree 24 22%
Total 110 100

INFERENCES:

It was found that the above table 34% of the respondents strongly agree that their
improvement performance because of training program.16%of the respondents said that their
improvement the performance because of training program.28% of the respondents said that
their improvement in performance because of the training program.22%of the respondent said
that their improvement in performance because of training program.

CHART 3.18

IMPROVEMENT IN EMPLOYEE PERFORMANCE BECAUSE OF

TRAINING PROGRAM
 62

im p ro v e m e n t in e m p lo y e e p e rfo rm a n c e b e c a u s e
o f tra in in g p ro g ra m

40% 34%
2 8%
30%
22%
respondents
percentage of

20% 16% S eries 1

C
10%

0%
S tron gly a gree D is ag ree S trongly
agree dis ag ree
e m p lo ye e p e rfo rm a n ce b e ca u se o f tra in in g

TABLE 3.19

DID THE TRAINING PROGRAM DEVELOP YOU AND YOUR LIFE

STYLE?
 63

Options No of respondents Percentage%

Strongly agree 38 35%
Agree 28 25%
Disagree 19 17%
Strongly disagree 25 23%
Total 110 100

INFERENCES:

It was found that the above table 35% of the respondents strongly agree that the training
program developed the employee lifestyle.25%of the respondents agree that the training program
is developed the employee lifestyle .17% of the respondents disagree that the training program is
developed the employee lifestyle. 23%of the respondent strongly disagree that the training
program is developed the employee lifestyle

CHART 3.19

TRAINING PROGRAM DEVELOPED THE EMPLOYEE LIFESTYLE

 64

training program devloped the employee lifestyle

40%
percentage of respondents

35%
35%
30% 25% 23%
25%
20% 17%
15%
10%
5%
0%
Strongly agree agree Disagree Strongly
disagree
training program devloped the employee kifestyle

TABLE 3.20

ARE YOU MADE AWARE OF HOW TRAINING ACTIVITIES

CONNECTED WITH STRATEGIC PLANS IN YOUR ORGANIZATION?
 65

Options No of respondents Percentage%

Always 27 25%
Some times 28 25%
Never 32 30%
No idea 23 20%
Total 110 100

INFERENCES:

It was found that the above table 25% of the respondents always their training activities
connected with the strategic plan 25% of the respondents that their training activities some
times connected with the strategic plans . 30% of the respondents not aware of their training
activates connected with the strategic plans.20% of the respondents that their training activities
connected with strategic plans .

CHART 3.20
TRAINING ACTIVITIES CONNECTED WITH THE STRATEGIC PLANS
 66

training activitiesconnected with the strstegic

plans

35% 30%
30% 25% 25%
percentage of
respondents

25% 20%
20%
Series1
15%
10%
5%
0%
Always Some times Never No idea
training activities

TABLE 3.21
 67

IS YOUR ORGANIZATION EARMARKS SUFFICIENT FUND FOR THE

TRAINING PROGRAM?

Options No of respondents Percentage%

Yes 74 67%
No 13 12%
No idea 23 21%
Total 110 100

INFERENCES:

It was found that the above table 67% of the respondents accepts their organization
provided by the earmarks. 12% of the respondents not accept their organization provided by the
ear marks.21% of the respondents not aware of their organization provided by the ear marks

CHART 3.21
EMPLOYEE RESPONDENTS OF EARMARKS
 68

employee respondents of earmarks

80%
67%
percentage of respondents

70%
60%
50%
40% Series1
30% 21%
20% 12%
10%
0%
Yes No No idea
re sponde nts of e a rm a rks

TABLE 3.22
 69

AT THE TIME OF TRAINING DO YOU SATISFIED HEALTHY AND

SAFETY MEASURES PROVIDED BY YOUR ORGANIZATION?

Options No of respondents Percentage%

Yes 50 45%
No 21 19%
No idea 39 36%
Total 110 100

INFERENCES:

It was found that the above table 45% of the respondents accepts their organization provided
by the healthy and safety. 12% of the respondents not accept their organization provided by the
safety and healthy measures..21% of the respondents not aware of their organization provided by
the healthy and safety measures

CHART 3.22
SATISFACTION LEVEL OF HEALTHY AND SAFETY MEASURES
 70

percentage of respondents satisfaction level of healthy and safety measures

50% 45%

40% 36%

30%
19% Series1
20%

10%

0%
Yes No No idea
healthy and safety measures

TABLE 3.23

THE TABLE SHOWING THE RELATION BETWEEN OCCUPATIONAL

DISEASES AND OVER ALL PRODUCTIVITY
.
 71

Productivity increase Strongly Agree disagree Strongly ROW

TOTAL
agree disagree

Occupational diseases

YES 8 54 6 4 72

NO 6 28 2 2 38

COLUM TOTAL 14 82 8 6 110

Solution
Let us take the null hypothesis Ho = is that there is no significant relation between
Occupational diseases and the Productivity increase
Let us take the alternative Hypothesis Ha =there is a significant relation between
Occupational diseases and the Productivity increase.

ψ2= Where, O = observed frequency, E =expected frequency

Calculated value is 0.7475

Degree of freedom is = (r-1) (c-1)
= (2-1) (4-1) = 1 * 3 = 3
The table value of chi-square for 3 degree of freedom at ∝ = 0.05 (level of significant) is
= 7.81, the calculated value of chi-square is lower than this table value and hence the
result of the experiment reject the null hypothesis. We can, thus, conclude that there is a
significant relation between Occupational diseases and the Productivity increase.

To find the relationship between stress of the training and position challenging of
respondents

TABLE 3.25
 72

Stress
Basic nature Hours of material Total
challenging training

Strongly agree 9 10 1 20
Agree 15 21 0 36
disagree 12 16 7 35
Strongly 5 14 0 19
disagree
41 61 8 110

Result of the test

TABLE 3.26

Test Level of Degrees of computed Table Ho:

Signification value Value
Freedom Accepted/
(c-1)(r-1) Rejected

Chi-square 5% 6 36.655 7.815 Accepted

Since computed value is numerically less than the table value so the null
hypothesis is accepted, there is significant relationship between employee opinion with
stress of the training and position challenging of respondents.

Interpretation
The calculated value is 36.655where as the tabulated value for (r-1) (c-1)
i.e., (3-1) (4-1) = 6 for 5% level of significance is 7.815. Thus calculated value is more
than the tabulated value. Hence the null hypothesis is rejected i.e., there is significant
relationship between employee opinion with stress of the training program and position
challenging of respondents.

Chi-square test to find out the comparison between employee opinions with the
improvement in your performance to utilizing the training program.
TABLE 3.27

Performance Highly Satisfied Neutral Dissatisfied Highly Total

 73

Utilizing the Satisfied Dissatisfied

training

Strongly Agree 17 9 5 0 1 32
Agree 11 7 4 3 1 26
Neutral 5 4 3 3 1 16
Disagree 4 3 2 3 2 14
Strongly
0 0 1 2 4 7
Disagree
TOTAL 37 23 15 11 9 110

Result of the test

TABLE 3.28

Test Level of Degrees of computed Table Ho:

Signification value Value
Freedom Accepted/
(c-1)(r-1) Rejected

Chi-square 5% 16 26.30. 84.83 Rejected

Interpretation
The calculated value is 84.83 where as the tabulated value for (r-1) (c-1) i.e., (5-1)
(5-1) = 16 for 5% level of significance is 26.30. Thus calculated value is more than the
tabulated value. Hence the null hypothesis is rejected i.e., there is significant
relationship between employee opinion with improvement in your performance to
utilizing the training program.

CHAPTER IV

4.1 FINDINGS
 74

 35-45 32%of the age group of respondents said that their training program is effectively
improved their performance
 52% of the respondents said that training program is based on the performance
evaluation.
 34% of respondents said that their training program of knowledge gathered from the all
other knowledge
 45% of the respondents required to the internal training in the organization.
 35% of the respondents disagrees that their organization accurately identifies training
needs.
 38% of the respondents disagree that their organization is clearly about the training
schedule in advance.
 30% of the respondents said that their organization fixing the action perspective training
strategy
 43% of the respondents said that their basic type of training is practical oriented.
 50% of the respondents said their facing the stress in lack of material
 65% of the respondents accept they have occupational disease in the working place
 40 % of the employees agree that their position is challenging in the organization
 40% of the respondents agree that they colleagues to educated to work in the organization
 75%of the respondents agrees that the training program increases their production
 46%of the respondents agrees that they were recognized after training programming.
 33% of the respondents strongly agree that their role is very important in the organization
 55 % of the respondents strongly agree that their proud to work in the organization
 32% of the respondents strongly agree that their satisfied with the effective training
program.
 34% of the respondents strongly agree that their improvement performance because of
the training program
 35% of the respondents strongly agree that the training program developed the employee
lifestyle and skills also
 30% of the respondents not aware of their training activates connected with the strategic
plans
 75

 67% of the respondents accept their organization provided by the earmarks awareness of
the employee
 45% of the respondents accept their organization provided by the healthy and safety
measures of the training.
 From Chi-square we find that there is a significant relation between Occupational
diseases and the Productivity increase.
 From Chi-square we find that there is significant relationship between employee
opinion with improvement in your performance to utilizing the training program.
 From Chi-square we find that ., there is significant relationship between employee
opinion with stress of the training program and position challenging of respondents.

4.2 SUGGESTION
 76

• Identification of training needs has to be done with the consent of the individuals
• Awareness on the availability of the training program and various action plans are to be
presented welfare before the organization
• Relevance of the programmed with the requirement is to be evaluated
• Entire communication process in the training is to be streamlined in order to fill up the
gas.
• Objective soft the training programmers should coincide with the beneficiaries
• Training program should be inspiring influencing and need based
• Feedback system after training plays a vital role to make the system more effective.
although it is already existing it to be given high priority
• Teaching technology in training programmed should be given more importance
• Group leaving exercise is to be given high priority
• Time allotted for some times session are found to inadequate
• In some other session it was more than required hence a feedback system has to be
planned exclusively for time management in training programs
• After the identification of some of the hindering factors in transferring learning to the job
is have to be viewed systematically for implementation after rectification
• Self appraisal should be increased
• Training should be arranged outside the organization premises

4.3 CONCLUSION
 77

The conclusion which can be drawn from the result of the survey and analysis is that
most of the respondents consider training is more effective to improve their confidence level
which in turn increases their performance level and there by the productivity.

Thus it helps in enhancing the employee morale and leads to a high retention rate. To be
precise, training plays a vital role in shaping up the overall organizational culture, climate and
condition.
 78

CHAPTER V
QUESTIONNAIRE
A study on effectiveness of training and development with special emphasis on
HINDUSTAN UNILEVER LIMITED

1. Age: a) 18>35 b) 25>35 c) 35>45 d) 45>58 e) above 58

2. Educational qualification: a) SSLC b) HSC c) ITI d) Diploma

3. How the organizations identify the employee needs of the training program?
a) Job knowledge b) Motivation c) Competence d) Multi skills
e) ISO awareness’

4. What type of training do you require in your organization?

a) Internal training b) External training c) Group wise training

5. Do you agree that the training needs are identified accurately in your organization?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree

6. Do you agree that the organization clearly informs you about the training programme
schedule in advance?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree

7. What are the training strategies followed by your organization?

a) Goal setting b) Action perspective training c) Planning specification
d) Programming the resource

8. What is the basic type of training provided in your employee?

a)Practical b)Technology c) Operation d) Internal audit training
 79

9. What are the stress do you faced in the training program?

a) Basic nature of training b) Hour of training c) with out material

10. Are you affected any occupational diseases in your organization?

a) Yes b) No

11 Is your position challenging?

a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree

12 Would you educate your colleagues to work in the organization ?

a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree

13 Is your opinion recognized and taken into consideration during the training program?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree

14 Did your training program increase to your productivity to work?

a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree

15 Have you adequately recognized for your effort after training?

a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree

16 Do you feel “your role is important” of the organization?

a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree inherent

17 Are you proud to work in your organization?

a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree

18 Are you satisfied with identifying and utilizing the effective training program?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
 80

19. Is your organization earmarks sufficient fund for the training program ?
a) Yes b) No c) No idea

20 Is there any improvement in your performance because of training program in your

organization?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree

21 Did the training program develop you and your life style?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree.

22. At the time of training are you satisfied healthy and safety measures provided by your
organization?
a) Yes b) No
 81

REFERENCE

WEBSITE:

www.hul.co.in
www.projecttraining .com
www.trainingclasses.com
www.fmcgindustries.com

BOOK

• Training and development: Edited by VV. Ramani

• Human development index : padmanaban Nair

• Climpses of strategies HRM Kumuda laxman
• Human resource development: Gary dessler
• Creativity in training : Sumati reddy
• Human resource management :Dr. Nagarajan