Table of contents : S.No Title Page no 1 Chapter 1 Rationale for the study 2-4 2 Chapter 2 Objectives of the study Title of the project Objectives of the study Scope of the study 5-7 3 Chapter 3 Profile of the company 8-35 4 Chapter 4 Theoretical perceptive 36-62 5 Chapter 5 Research methodology Research design Data collection methods/ source Data analysis (tools) Sample plan 63-65 6 Chapter 6 Data analysis and interpretation 66-85 7 Chapter 7 87 HET’S Institute of Management Studies, Hubli 1
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Table of contents :
S.No Title Page no1 Chapter 1
Rationale for the study
2-4
2 Chapter 2
Objectives of the study
Title of the project
Objectives of the study
Scope of the study
5-7
3 Chapter 3
Profile of the company
8-35
4 Chapter 4
Theoretical perceptive
36-62
5 Chapter 5
Research methodology
Research design
Data collection methods/ source
Data analysis (tools) Sample plan
63-65
6 Chapter 6
Data analysis and interpretation
66-85
7 Chapter 7
findings
87
8 Chapter 8
Expected contribution from the study
Suggestion and conclusion
Annexure
Bibliography
88-92
HET’S Institute of Management Studies, Hubli 1
HET’S Institute of Management Studies, Hubli 2
Rationale for the study
This is an attempt to present a progressive detailed discussion on the “A study training
effectiveness of Flowserve microfinish valves pvt ltd Hubli”. Training is the act of
increasing the knowledge & skill of an employee for doing a particular job. In other
words, training improves & moulds the employee’s knowledge, skill, behavior, &
aptitude & attitude towards the requirements of the job & organization for a definite
purpose. I have, over here, tried to make almost a research work on the company’s
training system.
Organization & individual for their survival & attainment of mutual goals should
develop & progress simultaneously; this can be done mainly through training technique.
Because training is the most important technique & it is value addition to the organization
through Human Resource Development for the development of the employee. The
employee she/he been selected, placed & introduced in an organization should be
provided with training facilities in order to adjust & make them suitable for the jobs, as
no organization can get a candidate who exactly matches with the job & organizational
requirements. The trained employees are the valuable assets to any organization. Training
in the organization mainly Vega the difference between the job requirements &
employees present specifications. So employee training is the most important sub-system,
specialized & one of the fundamental operative functions of Human Resource
Development. Organizational efficiency, productivity, progress & development, also
organization viability, stability & growth to greater extent depend on training. If the
required training is not provided it leads to the failure of the performance failure of the
employees. Training enhances the competence, commitment, creativity & contribution for
the organization.
The main objective of this study is to understand the method of training being used by the
company and analyze how the system has enabled the organization to become what it is
HET’S Institute of Management Studies, Hubli 3
today. The entire study has been carried out from the point of both employees and
employers perspective.
This report represents the importance of efficiency of training system adopted by
Flowserve Microfinish valves pvt ltd, and its effects on employee’s performance.
On the base of responses got through the questionnaires data was classified, tabulated,
analyzed and interpreted. Finally conclusion were drawn and recommendations given to
the organization for improving the effectiveness of training.
After observing the results, I interpreted into a conclusion, which further directed me to
find out the loopholes and backlogs. Accordingly, with the meager knowledge and some
kind of intelligence that I carry, I have tried to give necessary suggestions to the
corporate body as to how to overcome its weakness in this system and build up their
strengths. No matter, how ordinary they might be, according to me, they were the actual
recommendations that I could suggest to Flowserve microfinish valves pvt ltd.
This study revealed that the training is very important in informing employees about the
objectives of the organization. The top management is providing proper guidance,
counseling and direction for better performance of employees in the training in
organization
HET’S Institute of Management Studies, Hubli 4
HET’S Institute of Management Studies, Hubli 5
Title of the project
“A study on training effectiveness of Flowserve microfinish valves pvt ltd Hubli”.
How well the employees are performing the job and establish a plan of improvement
plays very important role in determining the success of any industry. Training is the act
of increasing the knowledge & skill of an employee for doing a particular job. In other
words, training improves & moulds the employee’s knowledge, skill, behavior, &
aptitude & attitude towards the requirements of the job & organization for a definite
purpose. It is important to note that organizations have different methods of training to
train their employees.
Objectives of the study
The objectives of this project are –
To understand training techniques at Flowserve microfinish valves.
To know how the new and the existing employees perceive the training and
development program
To determine the major factors influencing the effectiveness of training program
To investigate the effectiveness current training and development program by
analyzing each factor contributing to its effectiveness HET’S Institute of Management Studies, Hubli 6
To find out the problems involved in measuring the training effectiveness and
making suggestions to improve it.
To find out the satisfaction level of the employees towards the training
To understand the assessment of training needs to the employees and suggesting
ways to improve them.
Scope of the study
The purpose of the study is to get practical knowledge and to get experience and
also to know the various challenges that are faced in the corporate world.
Study the training methods of Flowserve microfinish valves..
To find out the problems in existing training systems.
To know the employees attitude towards the existing training.
To know the effectiveness of the training.
HET’S Institute of Management Studies, Hubli 7
HET’S Institute of Management Studies, Hubli 8
About the company:
Flowserve microfinish group of companies having two units namely Flowserve
microfinish valves pvt ltd. And Flowserve microfinish pumps pvt ltd was established in
1997 to manufacture industrial valves viz. ball valves and plug valves and industrial
pumps viz. ISO pumps and ANSI pumps. The group of companies are located in
industrial area Hubli, which is one of the biggest industrial center in the state of
Karnataka, India Hubli is situated midway between Pune and Bangalore on the NH4
highway and is well connected by road and retail valves and pumps manufacturing units
have a 15,000sq feet and 10,000sq feet of built up area to house the facilities respectively.
Both divisions have an open space of 10,000sq feet and 15,000sq feet respectively for
further expansion.
The two units have excellent machine testing facilities, consisting of CNC’s center lathes,
milling, drilling, and grinding machines, SPMS etc. supported by adequate gauging
In measuring improvement, using self-assessment, between before and after training it is
useful first to revise our pre-trained assessment, because before training usually our
assessment of ability is over-optimistic, which can suggest (falsely) an apparent small
improvement or even regression (because we thought we were more skilled than we
actually now realize that we were).
Learning and training enables positive change and improvement - for people and
employers - when people's work is aligned with people's lives - their strengths, personal
potential, goals and dreams - outside work as well as at work.
Evaluation of training can only effective if the training itself is effective and appropriate.
Testing the wrong things in the wrong way will give you unhelpful data, and could be
even more unhelpful for learners.
Consider people's learning styles when evaluating personal development. Learning styles
are essentially a perspective of people's preferred working, thinking and communicating
styles. Written tests do not enable all types of people to demonstrate their competence.
Evaluating retention of knowledge only is a very limited form of assessment. It will not
indicate how well people apply their learning and development in practice.
HET’S Institute of Management Studies, Hubli 64
HET’S Institute of Management Studies, Hubli 65
Design of the study:
The study is organized in the following section:
1) Methods used
2) Data analysis
3) Over view of the study
4) Opinion of the study
5) Findings, Suggestion and Conclusion
Methodology
Size of the sample: 100 respondents
Sampling design:
Non probability Judgmental sampling
Sampling unit: Employees of Flowserve microfinish valves pvt ltd
Sample method: questionnaire method
Source of data
Primary data collected from interaction with employees & questionnaire. Secondary data
was collected from text materials, organization report & internet.
Geographical area of the study:
Flowserve microfinish valves pvt ltd Hubli
HET’S Institute of Management Studies, Hubli 66
Data collection:
Primary Data:
The primary data is collected with the help questionnaires by handling out the
questionnaires to the employees, and personal interaction. The sample size is of 100
respondents. The sampling methodology being adopted is non probability convenient
sampling method.
Secondary Data:
The major source of secondary or supporting data is from
Internet
Text books
Organization report
Data Analysis tools:
The data and information obtained from the respondents are put into Spss form. Then the
data is been organized in such a way that they would yield specific results to the objective
of the study. The data is organized in the tally marks and various charts, graphs & pie
charts that will help to have overview of the fact and figures. All the work is done under
the data, which is collected, form the employees. From the process data the research
loudly speaks of its findings and implications that aid in arriving at a conclusion
HET’S Institute of Management Studies, Hubli 67
HET’S Institute of Management Studies, Hubli 68
Training program undergone
Frequency Percent Valid Percent
Cumulative
Percent
Valid team building method 24 24.0 24.0 24.0
on job training 76 76.0 76.0 100.0
Total 100 100.0 100.0
Findings: out of 100 respondents 76 respondents undergone on job training, 24 respondents under gone team building method.
HET’S Institute of Management Studies, Hubli 69
Analysis: most of the respondents under gone on job training, in the company they are giving induction training to the newly joined employee, to tell about the organization objectives, rules. Team building method is to maintain the good relationship between the employees in the company.
Employee contribution towards achieving organization goal has increased
after training
Frequency Percent Valid Percent
Cumulative
Percent
Valid Lowest 5 5.0 5.0 5.0
no opinion 5 5.0 5.0 10.0
Average 25 25.0 25.0 35.0
Highest 34 34.0 34.0 69.0
very highest 31 31.0 31.0 100.0
Total 100 100.0 100.0
Findings: out of 100 respondents 90 respondents said employee contribution towards achieving organization goal has increased, 10 respondents said employee contribution towards achieving organization goal has not increased.
HET’S Institute of Management Studies, Hubli 70
Analysis: most of the respondents said employee contribution towards achieving organization goal has increased. By this we can say that after giving training employee contribution towards achieving organization goal has increased
Training program was well planned
Frequency Percent Valid Percent
Cumulative
Percent
Valid average 31 31.0 31.0 31.0
highest 41 41.0 41.0 72.0
very highest 28 28.0 28.0 100.0
Total 100 100.0 100.0
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Findings: all respondents said that training program was well planned
Analysis: all respondents said that training program was conducted by the company is well planned.
Training program provided excellent opportunity to learn comprehensively about
the organization
Frequency Percent Valid Percent
Cumulative
Percent
Valid Lowest 6 6.0 6.0 6.0
no opinion 5 5.0 5.0 11.0
average 34 34.0 34.0 45.0
highest 30 30.0 30.0 75.0
very highest 25 25.0 25.0 100.0
Total 100 100.0 100.0
Findings: out of 100 respondents 89 respondents said training program provided excellent opportunity to learn comprehensively about the organization, 11 respondents
HET’S Institute of Management Studies, Hubli 72
said training program was not provided excellent opportunity to learn comprehensively about the organization
Analysis: most of the respondents said training program provided excellent opportunity to learn comprehensively about the organization. By this we can say that training helps them to learn about the organization
Training enhances personality and it brings enthusiasm at work place
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly agree 36 36.0 36.0 36.0
Agree 54 54.0 54.0 90.0
Neutral 3 3.0 3.0 93.0
Disagree 4 4.0 4.0 97.0
strongly disagree 3 3.0 3.0 100.0
Total 100 100.0 100.0
HET’S Institute of Management Studies, Hubli 73
Findings: out of 100 respondents 90 respondents said training enhances personality and it brings enthusiasm at work, 10 respondents said training is not enhances personality and it not brings enthusiasm at work place
Analysis: most of the respondents said training enhances personality and it brings enthusiasm at work place. By this we can say that training enhances personality and it brings enthusiasm at work place.
Employee level of knowledge and skill on the topic before completing
training
Frequency Percent Valid Percent
Cumulative
Percent
Valid none 32 32.0 32.0 32.0
basic 50 50.0 50.0 82.0
good 11 11.0 11.0 93.0
excellent 7 7.0 7.0 100.0
Total 100 100.0 100.0
HET’S Institute of Management Studies, Hubli 74
Findings: out of 100 respondents 32 employees said their level of knowledge and skill on the topic before completing training was none. 50 employees said their level of knowledge and skill on the topic before completing training was basic and 11 respondents said good and 7 employees said excellent
Analysis: most of the respondents said their level of knowledge and skill on the topic before completing training was none and basic. By this we can say that training is important to increase the skills and knowledge about the work.
Employee level of knowledge and skill on the topic after completing the
training
Frequency Percent Valid Percent
Cumulative
Percent
Valid basic 12 12.0 12.0 12.0
good 48 48.0 48.0 60.0
excellent 40 40.0 40.0 100.0
Total 100 100.0 100.0
HET’S Institute of Management Studies, Hubli 75
Findings: out of 100 respondents 48employees said their level of knowledge and skill on the topic after completing training is good. 40 employees said their level of knowledge and skill on the topic after completing training is excellent and 12 respondents said basic.
Analysis: most of the respondents said their level of knowledge and skill on the topic after completing training is good and excellent. By this we can say that training is helpful to increase the skills and knowledge about the work.
Training program was for sufficient duration
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly agree 33 33.0 33.0 33.0
Agree 46 46.0 46.0 79.0
Neutral 8 8.0 8.0 87.0
Disagree 6 6.0 6.0 93.0
strongly disagree 7 7.0 7.0 100.0
Total 100 100.0 100.0
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Findings: out of 100 respondents 79 employees said training provided by the company was sufficient duration 21 employees said training duration was not sufficient. Analysis: most of respondents said that training program provided by the company was sufficient duration.
HET’S Institute of Management Studies, Hubli 77
Training improves the skill, knowledge and sense of responsibility of an employee
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly agree 36 36.0 36.0 36.0
Agree 49 49.0 49.0 85.0
Neutral 5 5.0 5.0 90.0
Disagree 5 5.0 5.0 95.0
strongly disagree 5 5.0 5.0 100.0
Total 100 100.0 100.0
Findings: out of 100 respondents 85 employees said training improves the skill, knowledge and sense of responsibility of an employee. 15 employees said training dose not improves the skill, knowledge and sense of responsibility of an employee
Analysis: most respondents said training improves the skill, knowledge and sense of responsibility of an employee. By this we can say that training is helpful to improve the skills, responsibility and knowledge
HET’S Institute of Management Studies, Hubli 78
Training program objectives usually have a link with the organization objectives
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly agree 30 30.0 30.0 30.0
agree 52 52.0 52.0 82.0
neutral 8 8.0 8.0 90.0
disagree 5 5.0 5.0 95.0
strongly disagree 5 5.0 5.0 100.0
Total 100 100.0 100.0
Findings: out of 100 respondents 82 employees said training program objectives usually have a link with the organization objectives. 18 employees said training program objectives are not having a link with the organization objectives
Analysis: most respondents said training program objectives usually have a link with the organization objectives. By improving employees skills and Knowledge Company will achieve organization goal. So the training program objectives are having a link with organization objectives
HET’S Institute of Management Studies, Hubli 79
You feel training program should be taken more seriously
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly agree 41 41.0 41.0 41.0
Agree 43 43.0 43.0 84.0
Neutral 9 9.0 9.0 93.0
disagree 3 3.0 3.0 96.0
strongly disagree 4 4.0 4.0 100.0
Total 100 100.0 100.0
Findings: out of 100 respondents 84 employees feel training program should be taken more seriously. 16 employees feel training program should not taken more seriously
Analysis: most respondents feel training program should be taken more seriously for the organization and individual improvement.
HET’S Institute of Management Studies, Hubli 80
Training programs are planned and conducted to help achieve specific
organizational goal
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly agree 34 34.0 34.0 34.0
Agree 54 54.0 54.0 88.0
neutral 4 4.0 4.0 92.0
disagree 6 6.0 6.0 98.0
strongly disagree 2 2.0 2.0 100.0
Total 100 100.0 100.0
Findings: out of 100 respondents 88 employees said that training programs are planned and conducted to help achieve specific organizational goal. 16 employees are not agree with this.
Analysis: most of the respondents said that training programs are planned and conducted to help achieve specific organizational goal.
HET’S Institute of Management Studies, Hubli 81
Training has an important role in increasing the productivity
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly agree 40 40.0 40.0 40.0
Agree 40 40.0 40.0 80.0
neutral 5 5.0 5.0 85.0
disagree 11 11.0 11.0 96.0
strongly disagree 4 4.0 4.0 100.0
Total 100 100.0 100.0
Findings: out of 100 respondents 80 employees said that training has an important role in increasing the productivity. 20 employees are not agree with this.
Analysis: most of the respondents said that training has an important role in increasing the productivity. Training helps to improve the productivity.
HET’S Institute of Management Studies, Hubli 82
Training will help bridge the gap between the standards of performance needed and
the actual performance
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly agree 34 34.0 34.0 34.0
Agree 49 49.0 49.0 83.0
neutral 7 7.0 7.0 90.0
disagree 7 7.0 7.0 97.0
strongly disagree 3 3.0 3.0 100.0
Total 100 100.0 100.0
Findings: out of 100 respondents 83 employees said that training will help bridge the gap between the standards of performance needed and the actual performance. 17 employees are not agreed to this statement.
Analysis: most of the respondents said that training will help bridge the gap between the standards of performance needed and the actual performance. Training help to improve thee performance of the employee
HET’S Institute of Management Studies, Hubli 83
A sufficient amount of both theoretical and practical content is including in
training programs
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly agree 50 50.0 50.0 50.0
agree 50 50.0 50.0 100.0
Total 100 100.0 100.0
Findings: all the respondents said that a sufficient amount of both theoretical and practical content is including in training programs
Analysis: all the respondents said that sufficient amount of both theoretical and practical content is including in training program.
HET’S Institute of Management Studies, Hubli 84
Feedback from trainees is captured before, during, and after training
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly agree 39 39.0 39.0 39.0
agree 47 47.0 47.0 86.0
neutral 4 4.0 4.0 90.0
disagree 6 6.0 6.0 96.0
strongly disagree 4 4.0 4.0 100.0
Total 100 100.0 100.0
Findings: out of 100 respondents 86 respondents said that feedback from trainees is captured before, during, and after training. And 14 respondents are not agreed this.
Analysis: most of the respondents said that feedback from trainees is captured before, during, and after training.
HET’S Institute of Management Studies, Hubli 85
The content of training programs is prepared according to trainees job profile
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly agree 1 1.0 1.0 1.0
agree 1 1.0 1.0 2.0
neutral 33 33.0 33.0 35.0
disagree 52 52.0 52.0 87.0
strongly disagree 13 13.0 13.0 100.0
Total 100 100.0 100.0
Findings: out of 100 respondents 98 respondents said that the content of training programs is not prepared according to trainee’s job profile
HET’S Institute of Management Studies, Hubli 86
Trainees knowledge level is measured before and after training
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly agree 39 39.0 39.0 39.0
agree 52 52.0 52.0 91.0
neutral 3 3.0 3.0 94.0
disagree 6 6.0 6.0 100.0
Total 100 100.0 100.0
Findings: out of 100 respondents 91 respondents said that trainees’ knowledge level is measured before and after training. And 9 respondents are not agreed this.
Analysis: most of the respondents said that trainees’ knowledge level is measured before and after training
HET’S Institute of Management Studies, Hubli 87
Training helps in bridging the gap between superiors and subordinates
Frequency Percent Valid Percent
Cumulative
Percent
Valid strongly agree 49 49.0 49.0 49.0
agree 51 51.0 51.0 100.0
Total 100 100.0 100.0
Findings: all respondents said that training helps in bridging the gap between superiors and subordinates trainees’
HET’S Institute of Management Studies, Hubli 88
HET’S Institute of Management Studies, Hubli 89
Findings:
• From the findings and interpretation of the graphs we can infer that the training is
very important to improve behavioral skills regarding the team work and inter
personal relations have been gradually improved.
• Maximum no of the trainees had opinion that they have highly learnt about the
responsibility of his/ her work and their personal learning objectives to high
extent.
• The study revealed that the trainees have highly developed the confidence of
communicating with team and they have been highly efficient in resolving
conflicts.
• From this study we can infer that modules of training have received positive
response by the respondents in the “Reaction stage” and same response is
expected in the further stages of research and evaluation.
Maximum number of respondents referred that training sessions has inferred great
change in their behavioral objectives and enhanced capability of employees to
perform the assigned tasks in team. And it brings enthusiasm at work place
HET’S Institute of Management Studies, Hubli 90
HET’S Institute of Management Studies, Hubli 91
Expected contribution of the study:
From this study I come to know the training importance, training need, training
effectiveness to the company. How this training is helpful to maintain the relationship
between the employees and the employer.
This project is also helpful to the company; we studied the training process of the
company and took employees opinion by asking question and felling the questionnaire.
By this we can find the problems in training which the company is giving. From our
company get suggestion to improve the training program in the next time
Suggestions
There is a great need for a particular exposure
Training sessions must be increased for two to three hours so that it will be
helpful to take the quick decision towards the organization for example
“Practice Makes Man Perfect “
Trainer must be very friendly towards the employee so that employee can
share all the problems
Their should be regular check towards the employees once the training
finished
Conclusion
From the overall study we can conclude that the training provided to staff regarding team
building skills and behavioral objects have received a positive response from the
respondents and the training is going to benefit them in the long run and can surely
contribute to the change in their skills in the organization and in life time. And The one
satisfaction what I had with my project was that it gave me a good foundation for
evaluating training programs for company and also helped me to get in depth knowledge
about it. HET’S Institute of Management Studies, Hubli 92
BIBLIOGRAPHY
Gary Dessler (2003), Human Resource & Personnel Management, Eastern
Economy Edition.
P. Subba Rao, (2004) Personnel and Human Resource Management,
Himalaya Publishing House.
Luis R. Gomez-Mejia; David B Balkin; Robert L Cardy.(2006)
“Managing Human Resources”.
K Ashwathappa (2000) “Human Resource and Personnel
Management”, Tata Mc Graw Hill Publications.
Dr B Ratan Reddy (2008), Effective Human Resource Training And