Effectiveness Of Training-- Project Report 62m2h
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A PROJECT REPORT ON TRAINING AND DEVELOPMENT IN
ICF (INTEGRAL COACH FACTORY, CHENNAI) IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE OF MA HUMAN RESOURCE MANAGEMENT By JOSEPHINE PRIYA N RAMAPRIYADHARSHINI T WOMEN’S CHRISTIAN COLLEGE CHENNAI-6 (2010 – 2012)
BONA FIDE CERTIFICATE
This is to certify that the Project Report titled “Training and Development” in ICF is a bona fide work carried out by Josephine Priya N and Ramapriyadharshini T of I year MA Human Resource Management students from the department of Management Studies, Women’s Christian College, Chennai-6.
HOD Mrs. Anita Rajendran, M.A., M.Com, MBA., Ph.D.
Date: Place:
Guide Mrs. Ms. G. Nancy Elizabeth, M.B.A., M.Phil.
ACKNOWLEDGEMENTS
A summer project is a golden opportunity for learning and self development. We consider ourselves very lucky and honored to have so many wonderful people lead us through in completion of this project. Our grateful thanks to Mrs. Biji Rajan, Welfare Inspector, ICF who in spite of being extraordinarily busy with her duties, took time out to hear, guide and keep us on the correct path. A humble ‘Thank you’ Madam. Mrs. Anita Rajendran, M.A., M.Com., MBA., Ph.D. HOD, Management Studies Department monitored our progress continuously. I choose this moment to acknowledge her contribution gratefully. Prof. Mrs. Ms. G. Nancy Elizabeth, M.B.A., M.Phil., was always so involved in the entire process, shared her knowledge, and encouraged me to think. Thank you, Dear Madam. Last but not the least there were so many who shared valuable information that helped in the successful completion of this project.
Josephine Priya N Ramapriyadharshini T
TABLE OF CONTENTS.
S.NO
TITLE
1
Title Page
2
Bonafide Certificate
3
Project Completion Letter
4
Declaration
5
Acknowledgement
6
Company Profile
7
Need for the Study
8
Scope of the Study
9
Objective of the Study
10
Research Methodology
11
List of tables
12
List of Charts
13
Findings
14
Suggestions
15
Questionnaire
16
Conclusion
17
Bibliography
PAGE NO.
COMPANY PROFILE Started in 1952, the Integral Coach Factory (ICF) is located in Chennai, India. Its primary products are rail coaches. Most of the coaches manufactured are supplied to the Indian Railways, but it has also manufactured coaches
for
railway
companies
in
other
countries,including Thailand, Burma, Taiwan, Zambia, Philippines, Tanzania, U ganda, Vietnam, Nigeria, Mozambique and Bangladesh. Recently, ICF exported coaches to Angola. Today the coach factory produces more than 170 varieties of coach. It employs about 13,000 people and produces around six coaches a day. The coach factory provides primarily for the Indian Railways, a number of different coaches - first and second class coaches, pantry and kitchen cars, luggage and brake vans, self propelled coaches, electric, diesel and mainline electric multiple units (EMU, DMU, MEMU), metro coaches and Diesel Electric Tower Cars (DETC), Accident Relief Medical Vans (ARMV), Inspection Cars (RA), Fuel Test Cars, Track Recording Cars, the latest coaches are for the Deccan Odyssey(a luxury train of the Indian Railways), and coaches for MRVC (world class coaches). The Integral Coach Factory consists of two main divisions - Shell division and Furnishing division. The Shell division manufactures the skeleton of the rail coach, while the Furnishing division is concerned with the coach interiors and amenities.
NEED FOR THE STUDY
TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioural change takes place in structured format. TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT Traditional Approach - Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. Modern Approach - The Modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results.
OBJECTIVES AND SCOPE OF TRAINING AND DEVELOPMENT
The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives – help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs. Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society.
PURPOSE OF TRAINING AND DEVELOPMENT
The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements. Reasons for emphasizing the growth and development of personnel include: ○
Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization.
○
Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff.
○
Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale.
○ Ensuring adequate human resources for expansion into new programs. Research has shown specific benefits that a small business receives from training and developing its workers, including: ✔ Increased productivity. ✔ Reduced employee turnover. ✔
Increased Quality of Work.
✔ Increased efficiency resulting in financial gains. ✔ Decreased need for supervision. ✔
Improves the overall Morale of the Work force.
Employees frequently develop a greater sense of self-worth, dignity and wellbeing as they become more valuable to the firm and to society. These factors give them a sense of satisfaction through the achievement of personal and company goals. •
Optimum Utilization of Human Resources –Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.
•
Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioural skills in an organization. It also helps the employees in attaining personal growth.
•
Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.
RESEARCH METHODOLOGY
Research methodology is a collective term for the structured process of conducting research. There are many different methodologies used in various types of research and the term is usually considered to include research design, data gathering and data analysis. Data were collected through different sources and by different methods. There are two different methods through which data can be collected. They are as follows: PRIMARY DATA: Under primary data collection method, data are collected through questionnaires. Here a set of questions are given and employees are asked to respond to it. SECONDARY DATA: In secondary data information are collected from the available sources of the organization. They are collected through the use of Internet, Magazines, Journals and Reports. This study is based on both primary and secondary data.
SAMPLE SIZE: Due to the busy schedule of the employees in ICF, we could get only 40 samples.
TABLES
1.
Table showing the number of Employees attended training programs so far.
Criteria
No. of Respondents
% of Respondents
Yes
36
90
No
4
10
Total
40
100
INTERPRETATION: From the above table 92% of the employees have attended some kind of training program so far and 8% of the employees have not attended any kind of training program so far.
CHART 1
2. Table showing the number of training programs attended by the Employees.
Criteria
No. of Respondents
% of Respondents
0-2
12
30
3-5
12
30
6-7
6
15
8-above
10
25
Total
40
100
INTERPRETATION: From the above table, 30% of the employees have attended 0-2 training programs, another 30% of the employees have attended 3-5 training programs, 15% of the employees have attended 6-7 training programs and the rest 10% of the employees have attended 8-above training programs.
CHART 2
3. Table showing the method of training given to the Employees.
Criteria
No. of Respondents
% of Respondents
On-the-Job
24
60
Off-the-Job
16
40
Total
40
100
INTERPRETATION: From the above table, 60% of the employees were given On-the-Job training and the rest 60% of the employees were provided with Off-the-job training.
CHART 3
4. Table showing the duration of training period.
Criteria
No. of Respondents
% of Respondents
One Week
12
30
One Month
10
25
3 Months
6
15
More
12
30
Total
40
100
INTERPRETATION: From the above table, 30% of the respondents had one week of training, another 30% of the employees had one month period of training, 15% of the employees have had 3 months of training and the rest 12% of employees have had more than 3 months of training program.
CHART 4
5. Table showing the sufficiency of the employees in the training given.
Criteria
No. of Respondents
% of Respondents
Yes
36
90
No
4
10
Total
40
100
INTERPRETATION: From the above table, 90% of the employees are sufficient and 10% of employees are not sufficient with the level of training program given to the employees.
CHART 5
6. Table showing the employees improvement in various skills through training programs.
Criteria
No. of Respondents
% of Respondents
Technical Skills
20
50
Interpersonal Skills
18
45
Both
2
5
None
0
0
Total
40
100
INTERPRETATION: From the above table, 50% of the employees agree that the given training helps to improve their technical skills, where as 45% of the employees have said it helps to improve their interpersonal skills and the rest 5% of the employees have said it helps improve both.
CHART 6
7. Table showing the extent of knowledge and skills applied to the job obtained through training programs.
Criteria
No. of Respondents
% of Respondents
To Full Extent
33
82.5
To Some Extent
7
17.5
Not Suitable
0
0
Total
40
100
INTERPRETATION:
From the above table, 82.5% of the employees think that the knowledge and skills obtained from the training programs directly apply to their job to full extent and the rest 17.5% employees thinks it applies to their job only to some extent.
CHART 7
8. Table showing the extent of training programs’ contribution in achieving the concern’s and individual’s goals.
Criteria
No. of Respondents
% of Respondents
To Full Extent
35
87.5
To Some Extent
5
12.5
Not Suitable
0
0
Total
40
100
INTERPRETATION: From the above table, 87.5% of the employees feel that their training programs contribute to the achievement of concern’s goals and employees’ individual goals to the full extent and 12.5% of employees feel that it contributes only to some extent.
CHART 8
9. Table showing the employees rating of training infrastructure facilities provided in the organisation.
Criteria
No. of Respondents
% of Respondents
Very Good
24
60
Good
13
33
Average
3
7
Poor
0
0
Total
40
100
INTERPRETATION: From the above table 60% of the employees rated the training infrastructure facility provided in the organisation as very good, 33% of employees rated it as good and 7% of the employees rated it as average.
CHART 9
10. Table showing the Employees preferred training method.
Criteria
No. of Respondents
% of Respondents
On-the-Job
22
55
Off-the-Job
18
45
Total
40
100
INTERPRETATION: From the above table, 55% of the employees prefer On-the-Job training method and 45% of the employees prefer Off-the-Job training method.
CHART 10
11. Table showing the percentage of employees who convey their training needs to their Superiors.
Criteria
No. of Respondents
% of Respondents
Yes
40
100
No
0
0
Total
40
100
INTERPRETATION: From the above table, 100% of the employees in the concern have conveyed their need for training to their supervisors.
CHART 11
12. Table showing the ratings of trainers by their employees.
Criteria
No. of Respondents
% of Respondents
Very Good
25
63
Good
15
38
Average
0
0
Poor
0
0
Total
100
100
INTERPRETATION: From the above table 63% of the employees rated their trainers conducting the training programs in the organisation as very good and the remaining 38% of employees rated them as good.
CHART 12
13. Table showing the employees acceptance of job satisfaction due to training activities.
Criteria
No. of Respondents
% of Respondents
Yes
37
93
No
3
8
Total
40
100
INTERPRETATION: From the above table, 93% of the employees have achieved job satisfaction due to training activities and the remaining 8% of the employees have not achieved job satisfaction from these training activities.
CHART 13
14. Table showing about the information secured about the training program.
Criteria
No. of Respondents
% of Respondents
Well in advance
25
63
Previous day
10
25
On the day of program
5
12
Never
0
0
Total
40
100
INTERPRETATION: From the above table, 63% of the employees get the information about the training program well in advance, 10% of the employees get information only the day before and 5% of the employees never get the information at all.
CHART 14
15. Table showing the employees acceptance of changes in work after the training programs.
Criteria
No. of Respondents
% of Respondents
Yes
36
90
No
4
10
Total
40
100
INTERPRETATION:
From the above table, 90% of the employees accept that there is change in their working method after the training programs. 10% of the employees do not accept that there is a change in their working style after the training programs.
CHART 15
16. Table showing about the stipends paid during the training program.
Criteria
No. of Respondents
% of Respondents
Yes
0
0
No
40
100
Total
40
100
INTERPRETATION: From the above table 100% of the employees say that there is no stipends paid during the training programs.
CHART 16
17. Table showing about the formal session held after training programs.
Criteria
No. of Respondents
% of Respondents
Yes
36
90
No
4
10
Total
40
100
INTERPRETATION: From the above table, 90% of the employees say that they have a formal session after every training program but 10% of the employees say that they don’t have such a session.
CHART 17
18. Table showing about the measurement of performance after training.
Criteria
No. of Respondents
% of Respondents
Yes
28
70
No
12
30
Total
40
100
INTERPRETATION: From the above table, 70% of the employees say that their performance is being measured after the training programs. But the remaining 30% of the employees say that there is no such measurement of performance after training.
CHART 18
LIMITATION OF THE STUDY
The time allocated for doing the project was limited. So the information collected for the study was not sufficient.
The information was collected only from 40 employees so a decision cannot be taken from the conclusion of these sample size employees.
The details in this study may subject to change in future.
FINDINGS AND SUGGESTIONS
Findings • ICF is providing training for all the employees relevant to their job during different time periods according to their job, individual needs and experience. • Training is given both within and outside the organisation to improve employees’ overall skills and talents.
•
All the employees are conveying their need for training to their superiors. This shows that the employees are very active and well interested in increasing their knowledge and keeping them updated.
• No substitutes are appointed to do the office work during the period of training programs. Hence the work load of those employees accumulates.
Suggestions ✔ Training programs can be arranged after well informing to all the employees, so that they will prepare themselves in a better way, especially in case of Off-the-Job trainings in distant places. ✔ It can be provided continuously for bringing better results in the organisation. ✔ More updated materials relevant to the subject can be given. ✔ More interactive classes can be held with in-between breaks during the training programs. It will help the trainees to remain active and interested. ✔
Online training programs can also be given to save time and money.
✔
Female employees can be given more of, On-the-job training or training with short duration as they feel inconvenient to attend other station or long period training programs due to domestic reasons.
✔ Accommodation facilities can be improved in case of other station training programs. ✔ Specific and periodical training programs can be arranged for Ministerial staffs. ✔ Training can be provided in a uniformed language as many employees cannot understand regional language.
BIBLIOGRAPHY
➢
www.google.com
➢
in.answers.yahoo.com
➢
www.ehow.com
➢
en.wikipedia.org/wiki/Integral_Coach_Factory
➢
www.icf.indianrailways.gov.in
CONCLUSION
Integral Coach Factory, ICF, just like every other successful company has learnt the value of ‘Training and Development’ and is working hard to identify and satisfy the training needs of its employees. We, through this one month project, learnt about the Training and Development Process carried out in ICF by going to each and every department in ICF allocated by our Guide in a daily basis. It was a very good and useful learning. Overall doing a project in a giant railway industry gave us a very pleasant and valuable experience.
QUESTIONNAIRE
We, Josephine Priya N and Ramapriyadharshini T, students of MA Human Resource Management from Women’s Christian College, Chennai are doing our Project on the topic of ‘Training and Development’. So we kindly request you to fill in this Questionnaire for our further analysis. Name: Designation: Experience: a) 0-2 years
b) 3-5 years
c) 5-10 years
d) 10 – above years
1. Have you attended any training program so far? a) Yes b) No 1. How many training programs have you attended so far? a) 0-2 b) 3-5 c) 6-7 d) 8- above 1. What type of training is given in the concern? a) On-the-Job b) Off-the-Job 1. What is the duration of training period? a) One week b) One month c) 3 months
d) More
1. Do you feel the given training is sufficient? a) Yes b) No 1. The training programs help employees to improve their? a) Technical Skills b) Interpersonal Skills c) Both
d) None
1. Do you think the knowledge and skills obtained from the training programs directly apply to your job? a) To full extent b) To some extent c) Not suitable 1. To what extent training programs contribute to the concern’s goals and employees’ individual goals? a) To full extent b) To some extent c) Not suitable 1. How would you rate the training infrastructure facility provide in the organization? a) Very Good b) Good c) Average d) poor 1. Which method of training is preferred well? a) On-the-Job b) off-the-Job 1. Do you convey your need for training to your Supervisors? a) Yes b) No
1. How do you rate the trainers conducting training program for your organization? a) Very Good b) Good c) Average d) poor 1. Do you accept job satisfaction has increased due to training activities? a) Yes b) No 1. When do you get information regarding training program schedule? a) Well in advance b) Previous day c) On the day of program
d) Never
1. Have you observed any changes in your work after the training program? a) Yes b) No 1. Are you paid any stipends during the training program? a) Yes b) No 1. What are the problems faced during training programs?
2. Do you have any formal session after training program? a) Yes b) No 1. How is your performance after training measured? a) In Qualitative b) In Quantitative 1. What changes would you like to suggest for improvement in the training program?
Thank You!
ICF (INTEGRAL COACH FACTORY, CHENNAI) IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE OF MA HUMAN RESOURCE MANAGEMENT By JOSEPHINE PRIYA N RAMAPRIYADHARSHINI T WOMEN’S CHRISTIAN COLLEGE CHENNAI-6 (2010 – 2012)
BONA FIDE CERTIFICATE
This is to certify that the Project Report titled “Training and Development” in ICF is a bona fide work carried out by Josephine Priya N and Ramapriyadharshini T of I year MA Human Resource Management students from the department of Management Studies, Women’s Christian College, Chennai-6.
HOD Mrs. Anita Rajendran, M.A., M.Com, MBA., Ph.D.
Date: Place:
Guide Mrs. Ms. G. Nancy Elizabeth, M.B.A., M.Phil.
ACKNOWLEDGEMENTS
A summer project is a golden opportunity for learning and self development. We consider ourselves very lucky and honored to have so many wonderful people lead us through in completion of this project. Our grateful thanks to Mrs. Biji Rajan, Welfare Inspector, ICF who in spite of being extraordinarily busy with her duties, took time out to hear, guide and keep us on the correct path. A humble ‘Thank you’ Madam. Mrs. Anita Rajendran, M.A., M.Com., MBA., Ph.D. HOD, Management Studies Department monitored our progress continuously. I choose this moment to acknowledge her contribution gratefully. Prof. Mrs. Ms. G. Nancy Elizabeth, M.B.A., M.Phil., was always so involved in the entire process, shared her knowledge, and encouraged me to think. Thank you, Dear Madam. Last but not the least there were so many who shared valuable information that helped in the successful completion of this project.
Josephine Priya N Ramapriyadharshini T
TABLE OF CONTENTS.
S.NO
TITLE
1
Title Page
2
Bonafide Certificate
3
Project Completion Letter
4
Declaration
5
Acknowledgement
6
Company Profile
7
Need for the Study
8
Scope of the Study
9
Objective of the Study
10
Research Methodology
11
List of tables
12
List of Charts
13
Findings
14
Suggestions
15
Questionnaire
16
Conclusion
17
Bibliography
PAGE NO.
COMPANY PROFILE Started in 1952, the Integral Coach Factory (ICF) is located in Chennai, India. Its primary products are rail coaches. Most of the coaches manufactured are supplied to the Indian Railways, but it has also manufactured coaches
for
railway
companies
in
other
countries,including Thailand, Burma, Taiwan, Zambia, Philippines, Tanzania, U ganda, Vietnam, Nigeria, Mozambique and Bangladesh. Recently, ICF exported coaches to Angola. Today the coach factory produces more than 170 varieties of coach. It employs about 13,000 people and produces around six coaches a day. The coach factory provides primarily for the Indian Railways, a number of different coaches - first and second class coaches, pantry and kitchen cars, luggage and brake vans, self propelled coaches, electric, diesel and mainline electric multiple units (EMU, DMU, MEMU), metro coaches and Diesel Electric Tower Cars (DETC), Accident Relief Medical Vans (ARMV), Inspection Cars (RA), Fuel Test Cars, Track Recording Cars, the latest coaches are for the Deccan Odyssey(a luxury train of the Indian Railways), and coaches for MRVC (world class coaches). The Integral Coach Factory consists of two main divisions - Shell division and Furnishing division. The Shell division manufactures the skeleton of the rail coach, while the Furnishing division is concerned with the coach interiors and amenities.
NEED FOR THE STUDY
TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioural change takes place in structured format. TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT Traditional Approach - Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. Modern Approach - The Modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results.
OBJECTIVES AND SCOPE OF TRAINING AND DEVELOPMENT
The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives – help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs. Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society.
PURPOSE OF TRAINING AND DEVELOPMENT
The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements. Reasons for emphasizing the growth and development of personnel include: ○
Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization.
○
Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff.
○
Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale.
○ Ensuring adequate human resources for expansion into new programs. Research has shown specific benefits that a small business receives from training and developing its workers, including: ✔ Increased productivity. ✔ Reduced employee turnover. ✔
Increased Quality of Work.
✔ Increased efficiency resulting in financial gains. ✔ Decreased need for supervision. ✔
Improves the overall Morale of the Work force.
Employees frequently develop a greater sense of self-worth, dignity and wellbeing as they become more valuable to the firm and to society. These factors give them a sense of satisfaction through the achievement of personal and company goals. •
Optimum Utilization of Human Resources –Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.
•
Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioural skills in an organization. It also helps the employees in attaining personal growth.
•
Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.
RESEARCH METHODOLOGY
Research methodology is a collective term for the structured process of conducting research. There are many different methodologies used in various types of research and the term is usually considered to include research design, data gathering and data analysis. Data were collected through different sources and by different methods. There are two different methods through which data can be collected. They are as follows: PRIMARY DATA: Under primary data collection method, data are collected through questionnaires. Here a set of questions are given and employees are asked to respond to it. SECONDARY DATA: In secondary data information are collected from the available sources of the organization. They are collected through the use of Internet, Magazines, Journals and Reports. This study is based on both primary and secondary data.
SAMPLE SIZE: Due to the busy schedule of the employees in ICF, we could get only 40 samples.
TABLES
1.
Table showing the number of Employees attended training programs so far.
Criteria
No. of Respondents
% of Respondents
Yes
36
90
No
4
10
Total
40
100
INTERPRETATION: From the above table 92% of the employees have attended some kind of training program so far and 8% of the employees have not attended any kind of training program so far.
CHART 1
2. Table showing the number of training programs attended by the Employees.
Criteria
No. of Respondents
% of Respondents
0-2
12
30
3-5
12
30
6-7
6
15
8-above
10
25
Total
40
100
INTERPRETATION: From the above table, 30% of the employees have attended 0-2 training programs, another 30% of the employees have attended 3-5 training programs, 15% of the employees have attended 6-7 training programs and the rest 10% of the employees have attended 8-above training programs.
CHART 2
3. Table showing the method of training given to the Employees.
Criteria
No. of Respondents
% of Respondents
On-the-Job
24
60
Off-the-Job
16
40
Total
40
100
INTERPRETATION: From the above table, 60% of the employees were given On-the-Job training and the rest 60% of the employees were provided with Off-the-job training.
CHART 3
4. Table showing the duration of training period.
Criteria
No. of Respondents
% of Respondents
One Week
12
30
One Month
10
25
3 Months
6
15
More
12
30
Total
40
100
INTERPRETATION: From the above table, 30% of the respondents had one week of training, another 30% of the employees had one month period of training, 15% of the employees have had 3 months of training and the rest 12% of employees have had more than 3 months of training program.
CHART 4
5. Table showing the sufficiency of the employees in the training given.
Criteria
No. of Respondents
% of Respondents
Yes
36
90
No
4
10
Total
40
100
INTERPRETATION: From the above table, 90% of the employees are sufficient and 10% of employees are not sufficient with the level of training program given to the employees.
CHART 5
6. Table showing the employees improvement in various skills through training programs.
Criteria
No. of Respondents
% of Respondents
Technical Skills
20
50
Interpersonal Skills
18
45
Both
2
5
None
0
0
Total
40
100
INTERPRETATION: From the above table, 50% of the employees agree that the given training helps to improve their technical skills, where as 45% of the employees have said it helps to improve their interpersonal skills and the rest 5% of the employees have said it helps improve both.
CHART 6
7. Table showing the extent of knowledge and skills applied to the job obtained through training programs.
Criteria
No. of Respondents
% of Respondents
To Full Extent
33
82.5
To Some Extent
7
17.5
Not Suitable
0
0
Total
40
100
INTERPRETATION:
From the above table, 82.5% of the employees think that the knowledge and skills obtained from the training programs directly apply to their job to full extent and the rest 17.5% employees thinks it applies to their job only to some extent.
CHART 7
8. Table showing the extent of training programs’ contribution in achieving the concern’s and individual’s goals.
Criteria
No. of Respondents
% of Respondents
To Full Extent
35
87.5
To Some Extent
5
12.5
Not Suitable
0
0
Total
40
100
INTERPRETATION: From the above table, 87.5% of the employees feel that their training programs contribute to the achievement of concern’s goals and employees’ individual goals to the full extent and 12.5% of employees feel that it contributes only to some extent.
CHART 8
9. Table showing the employees rating of training infrastructure facilities provided in the organisation.
Criteria
No. of Respondents
% of Respondents
Very Good
24
60
Good
13
33
Average
3
7
Poor
0
0
Total
40
100
INTERPRETATION: From the above table 60% of the employees rated the training infrastructure facility provided in the organisation as very good, 33% of employees rated it as good and 7% of the employees rated it as average.
CHART 9
10. Table showing the Employees preferred training method.
Criteria
No. of Respondents
% of Respondents
On-the-Job
22
55
Off-the-Job
18
45
Total
40
100
INTERPRETATION: From the above table, 55% of the employees prefer On-the-Job training method and 45% of the employees prefer Off-the-Job training method.
CHART 10
11. Table showing the percentage of employees who convey their training needs to their Superiors.
Criteria
No. of Respondents
% of Respondents
Yes
40
100
No
0
0
Total
40
100
INTERPRETATION: From the above table, 100% of the employees in the concern have conveyed their need for training to their supervisors.
CHART 11
12. Table showing the ratings of trainers by their employees.
Criteria
No. of Respondents
% of Respondents
Very Good
25
63
Good
15
38
Average
0
0
Poor
0
0
Total
100
100
INTERPRETATION: From the above table 63% of the employees rated their trainers conducting the training programs in the organisation as very good and the remaining 38% of employees rated them as good.
CHART 12
13. Table showing the employees acceptance of job satisfaction due to training activities.
Criteria
No. of Respondents
% of Respondents
Yes
37
93
No
3
8
Total
40
100
INTERPRETATION: From the above table, 93% of the employees have achieved job satisfaction due to training activities and the remaining 8% of the employees have not achieved job satisfaction from these training activities.
CHART 13
14. Table showing about the information secured about the training program.
Criteria
No. of Respondents
% of Respondents
Well in advance
25
63
Previous day
10
25
On the day of program
5
12
Never
0
0
Total
40
100
INTERPRETATION: From the above table, 63% of the employees get the information about the training program well in advance, 10% of the employees get information only the day before and 5% of the employees never get the information at all.
CHART 14
15. Table showing the employees acceptance of changes in work after the training programs.
Criteria
No. of Respondents
% of Respondents
Yes
36
90
No
4
10
Total
40
100
INTERPRETATION:
From the above table, 90% of the employees accept that there is change in their working method after the training programs. 10% of the employees do not accept that there is a change in their working style after the training programs.
CHART 15
16. Table showing about the stipends paid during the training program.
Criteria
No. of Respondents
% of Respondents
Yes
0
0
No
40
100
Total
40
100
INTERPRETATION: From the above table 100% of the employees say that there is no stipends paid during the training programs.
CHART 16
17. Table showing about the formal session held after training programs.
Criteria
No. of Respondents
% of Respondents
Yes
36
90
No
4
10
Total
40
100
INTERPRETATION: From the above table, 90% of the employees say that they have a formal session after every training program but 10% of the employees say that they don’t have such a session.
CHART 17
18. Table showing about the measurement of performance after training.
Criteria
No. of Respondents
% of Respondents
Yes
28
70
No
12
30
Total
40
100
INTERPRETATION: From the above table, 70% of the employees say that their performance is being measured after the training programs. But the remaining 30% of the employees say that there is no such measurement of performance after training.
CHART 18
LIMITATION OF THE STUDY
The time allocated for doing the project was limited. So the information collected for the study was not sufficient.
The information was collected only from 40 employees so a decision cannot be taken from the conclusion of these sample size employees.
The details in this study may subject to change in future.
FINDINGS AND SUGGESTIONS
Findings • ICF is providing training for all the employees relevant to their job during different time periods according to their job, individual needs and experience. • Training is given both within and outside the organisation to improve employees’ overall skills and talents.
•
All the employees are conveying their need for training to their superiors. This shows that the employees are very active and well interested in increasing their knowledge and keeping them updated.
• No substitutes are appointed to do the office work during the period of training programs. Hence the work load of those employees accumulates.
Suggestions ✔ Training programs can be arranged after well informing to all the employees, so that they will prepare themselves in a better way, especially in case of Off-the-Job trainings in distant places. ✔ It can be provided continuously for bringing better results in the organisation. ✔ More updated materials relevant to the subject can be given. ✔ More interactive classes can be held with in-between breaks during the training programs. It will help the trainees to remain active and interested. ✔
Online training programs can also be given to save time and money.
✔
Female employees can be given more of, On-the-job training or training with short duration as they feel inconvenient to attend other station or long period training programs due to domestic reasons.
✔ Accommodation facilities can be improved in case of other station training programs. ✔ Specific and periodical training programs can be arranged for Ministerial staffs. ✔ Training can be provided in a uniformed language as many employees cannot understand regional language.
BIBLIOGRAPHY
➢
www.google.com
➢
in.answers.yahoo.com
➢
www.ehow.com
➢
en.wikipedia.org/wiki/Integral_Coach_Factory
➢
www.icf.indianrailways.gov.in
CONCLUSION
Integral Coach Factory, ICF, just like every other successful company has learnt the value of ‘Training and Development’ and is working hard to identify and satisfy the training needs of its employees. We, through this one month project, learnt about the Training and Development Process carried out in ICF by going to each and every department in ICF allocated by our Guide in a daily basis. It was a very good and useful learning. Overall doing a project in a giant railway industry gave us a very pleasant and valuable experience.
QUESTIONNAIRE
We, Josephine Priya N and Ramapriyadharshini T, students of MA Human Resource Management from Women’s Christian College, Chennai are doing our Project on the topic of ‘Training and Development’. So we kindly request you to fill in this Questionnaire for our further analysis. Name: Designation: Experience: a) 0-2 years
b) 3-5 years
c) 5-10 years
d) 10 – above years
1. Have you attended any training program so far? a) Yes b) No 1. How many training programs have you attended so far? a) 0-2 b) 3-5 c) 6-7 d) 8- above 1. What type of training is given in the concern? a) On-the-Job b) Off-the-Job 1. What is the duration of training period? a) One week b) One month c) 3 months
d) More
1. Do you feel the given training is sufficient? a) Yes b) No 1. The training programs help employees to improve their? a) Technical Skills b) Interpersonal Skills c) Both
d) None
1. Do you think the knowledge and skills obtained from the training programs directly apply to your job? a) To full extent b) To some extent c) Not suitable 1. To what extent training programs contribute to the concern’s goals and employees’ individual goals? a) To full extent b) To some extent c) Not suitable 1. How would you rate the training infrastructure facility provide in the organization? a) Very Good b) Good c) Average d) poor 1. Which method of training is preferred well? a) On-the-Job b) off-the-Job 1. Do you convey your need for training to your Supervisors? a) Yes b) No
1. How do you rate the trainers conducting training program for your organization? a) Very Good b) Good c) Average d) poor 1. Do you accept job satisfaction has increased due to training activities? a) Yes b) No 1. When do you get information regarding training program schedule? a) Well in advance b) Previous day c) On the day of program
d) Never
1. Have you observed any changes in your work after the training program? a) Yes b) No 1. Are you paid any stipends during the training program? a) Yes b) No 1. What are the problems faced during training programs?
2. Do you have any formal session after training program? a) Yes b) No 1. How is your performance after training measured? a) In Qualitative b) In Quantitative 1. What changes would you like to suggest for improvement in the training program?
Thank You!
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