A Study on Effectiveness of Training and Development of the Employee in Hari & Co Company, Tuticorin by IJRASET

http://doi.org/10.22214/ijraset.2020.5251

May 2020

A Study on Effectiveness of Training and Development of the Employee in Hari & Co Company, Tuticorin Dr. V. M. Anitha Rajathi1, Jeyasree. D2 1

Assistant Professor, P.G Student, Department of management studies, Anna University, BIT Campus, Trichy, Tamilnadu , India

Abstract: Training and Development is a subsystem of an organization which emphasize on the improvement of the performance of individual and groups. Training is very crucial to the employee, the organization and their effectiveness. Training is one of the important method for increasing individual productivity and improving job performance. The study focused on effectiveness of training and development of the employee in Hari & co Company, Tuticorin. In this study the data collected through structured questionnaire . The intention of this study is to explore the relationship between training and employee performance. Keywords: Training and Development, Organizational Development, Effectiveness, Employee Performance I. INTRODUCTION The training has been used to describe technical or job skill training for employee. On the other hand, development is the term which has been traditionally used for the executives. The main purpose of the organization for training and development is to augment the productivity of the company by enhancing the skills and knowledge of the employee. Thus in order to make the employee skilful training is provided to them .These training and development helps to develop their skills, but also prepare them to meet the organizational needs. The effectiveness of training and development on organization development is to enhance the specific skills, desired behaviour, and knowledge of employee, increase the employee performance, increase the productivity. A. Objective Of The Study 1) To study the existing methods of training and development programs provided to employee in the organization. 2) To explore the relationship between employee training with their performance. 3) To measure the performance of employee during the training period. 4) To suggest some measures to improve the training and development programs. B. Need Of The Study Training is a main factor to develop and retain the potential employee. To design the training process a vast area of knowledge is required. The main reason to propose this topic is to analyse the effectiveness of training method. The contribution of this paper is that it will help to measure the success of training and also to help to know the effectiveness of training and development on the employee performance. II. LITERATURE REVIEW C. Suresh kumar(2014) effectiveness of employee training in an automative component manufacturing organization. The study examined the effectiveness of training and the relationship between age and effectiveness of training. The study helps the employee in attaining personal growth. A study has been done to examine the theoretical framework and makes the constructive suggestion for the development. Dr. V. Antony Joe Raja, R.Anbu Ranjith Kumar (2016) a study on effectiveness of training and development in ashok Leyland all over India attempted to explain the opinion and the attitudes of different types of employee . In this paper identifies and discusses the key conceptual and empirical issues that should be considered in this development. The study helps to develop and improve the organizational culture . The finding of the study resulted that the training programs were provided to all the employees and was not specific to particular category of employee. Gosim Martin Chukwu, (2016) "Trainer attributes as drivers of training effectiveness", Industrial and Commercial Training. They discovered the trainer variables that act as driving forces on training effectiveness. Researchers can take up any of the discovered attributes to further refine training evaluation theories or models. New knowledge can be utilized to improve quality training presentations to improve learning outcomes. Bhabani kantra, soumya Mishra and Mano ranjan Dashin(2017) effectiveness of industrial and service sector. The study state that to find out the difference in perception of employees from service sector and industrial sector with regard to the effectiveness of training and development programs in their organization. It is more helpful for employee to improve their skills, knowledge development.

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International Journal for Research in Applied Science & Engineering Technology (IJRASET) ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.429 Volume 8 Issue V May 2020- Available at www.ijraset.com III. EXISTING TRAINING METHODS IN THE COMPANY A. Job Instruction Training Job instruction training is a systematic approach on the job training. JIT method is also known as training through step by step learning. B. Conference A meeting of numerous people to discuss any subject is called conference. Each participate should contribute some content by analysing and discussing various issues related to the topic. C. Lecture Method This is a suitable method when the numbers of trainees are fairly large. This method is very helpful in explaining the concepts and principles very clearly and face to face interaction possible in this method. D. Demonstration Method This method is a visual display of how something works or how to do something. Trainer shows the trainee how to perform or how to do the task of job. In order to be more effective, demonstration method should be accompanied by the discussion or lecture method. E. Presentation Method Presentation method is used to create customized group training sessions that are led by an instructor. Training materials are provided on CDROM and displayed on a large screen for any number of trainee. IV. METHODOLOGY A. Source Of Data Collection The data collected by both primary and secondary data collection method. Primary data is gathered by distributing a questionnaire. Secondary data collected from books, journals, magazines and internet. In this study, a 5 point likert scale has been used. The total population of the company is 120. Here the census method is used for data collection. B. Statistical Tool In this study, the following statistical tools are used as follow Percentage analysis method Chi square method Rank correlation V.

DATA ANALYSIS AND INTERPRETATION

A. Reliability Test cronbach's alpha coefficient is widely used to measure reliability, if the cronbach's alpha value is 0.1-0.4 is weak if the value is 0.40.6 is moderate and if the value is between 0.6-0.9 ; it ensures the reliability of the internal consistency of the questionnaire. Table no 5.1.1 : Result of reliability statistics Reliability Statistics Cronbach's Alpha .806

N of Items 30

1) Interpretation: The questionnaire used this research was tested by cronbach alpha test, the alpha score was 0.806 and this is acceptable as the reliable one.

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Percentage Analysis Method

S.NO 1 2 3 4 5

Table no 5.2.1 : Frequency distribution on training program relevant to job FACTORS NO OF RESONDENTS PERCENTAGE Strongly agree 11 9.2 Agree 67 55.8 Neutral 2 1.7 Disagree 30 25.0 Strongly disagree 10 8.3 Total 120 100.0

1) Interpretation: From the above table, 9.2 % of the respondents are strongly agree, 55.8 % of the respondents are agree, 1.7 % of the respondents are neutral, 25.0 % of the respondents are disagree, 8.3 % of the respondents are strongly disagree. 2) Inference: The majority respondents , 55.8% are agree that training program relevant to job. Table no 5.2.2: Frequency distribution on training and development helps to improve the employee performance S.NO FACTORS NO OF RESONDENTS PERCENTAGE 1

Very large extent

25.0

Large extent

32.5

Neutral

25.8

Some extent

7.5

Not at all

9.2

Total

120

100.0

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1) Interpretation: From the above table 25.0% of the respondents chosen very large extent ,32.5% of the respondents chosen large extent ,25.8% are in neutral, 7.5% of the respondents some extent,9.2% chosen not at all. 2) Inference: The majority of the respondents, 32.5% chosen large extent for training and development helps to improve the employee performance Table no 5.2.3 : Frequency distribution on training and development helps to improve the efficiency S.NO FACTORS NO OF RESONDENTS PERCENTAGE 1 Very large extent 28 23.3 2 Large extent 73 60.8 3 Neutral 19 15.8 Total 120 100.0

1) Interpretation: From the above table 23.3% of the respondents chosen very large extent ,60.8% of the respondents chosen large extent ,15.8% are in neutral, 5.0% of the respondents chosen not at all. 2) Inferernce: The majority of the respondents, 60.8% chosen large extent for training and development helps to improve the employee efficiency.

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CHI Square Test Checking the relationship between training program relevant to job and training helps to improve the productivity H0: There is no significant relationship between training program relevant to job and training helps to improve the productivity H1: There is a significant relationship between training program relevant to job and training helps to improve the productivity Table no 5.3.1: Result of chi square test on training program relevant to job and training helps to improve the productivity Chi-Square Tests Asymptotic Significance (2sided) .000 .000 .000

Value Df Pearson Chi-Square 64.251a 16 Likelihood Ratio 72.333 16 Linear-by-Linear 14.358 1 Association N of Valid Cases 120 a. 17 cells (68.0%) have expected count less than 5. The minimum expected count is .08.

Table no 5.3.2: cross tabulation for training program relevant to job and training helps to improve the productivity Training program relevant to job * training helps to improve the productivity Cross tabulation Count Productivity very large large extent extent 5 0

Neutral 0

some not extent all 0 0

Neutral

Disagree

Strongly Disagree

120

Training program Strongly relevant to job agree Agree

Total

at Total 5

Interpretation Calculated value = 64.251, Table value = 26.296 Calculated value > Table value. Hence H1 is accepted Therefore there is a significant relationship between the training program relevant to job and training helps to improve the productivity. 2) Checking the relationship between training increases the responsibility and training helps in increasing individual efficiency a) H0: There is no significant relationship between training increases the responsibility and training helps in increasing individual efficiency b) H1: There is a significant relationship between training increases the responsibility and training helps in increasing individual efficiency

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International Journal for Research in Applied Science & Engineering Technology (IJRASET) ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.429 Volume 8 Issue V May 2020- Available at www.ijraset.com Table no 5.3.3: Result of chi square test on training increases the responsibility and training helps in increasing individual efficiency Chi-Square Tests Asymptotic Significance (2-sided) .226 .196 .122

Value Df Pearson Chi-Square 5.660a 4 Likelihood Ratio 6.045 4 Linear-by-Linear 2.385 1 Association N of Valid Cases 120 a. 0 cells (0.0%) have expected count less than 5. The minimum expected count is 5.86. Table no 5.3.4: cross tabulation for training increases the responsibility and training helps in increasing individual efficiency Training increase the responsibility * training helps in increasing individual efficiency Cross tabulation Count

Training increase responsibility

Efficiency very large extent 7

large extent 26

Neutral 7

Total 40

Agree

Neutral

12 28

28 73

3 19

43 120

the Strongly agree

Total Interpretation Calculated value = 5.660, Table value = 9.488 Calculated value < table value , Hence H0 is accepted Therefore there is no significant relationship between individual efficiency.

training increases the responsibility and training helps in increasing

3) Checking the relationship between training enhancing knowledge and training helps to improve the job skills a) H0: There is no significant relationship between training enhancing knowledge and training helps to improve the job skills b) H1: There is a significant relationship between training enhancing knowledge and training helps to improve the job skills Table no 5.3.5: Result of chi square test on training enhancing knowledge and training helps to improve the job skills Chi-Square Tests Asymptotic Significance (2Value Df sided) a Pearson Chi-Square 185.072 9 .000 Likelihood Ratio 189.313 9 .000 Linear-by-Linear Association 56.686 1 .000 N of Valid Cases 120 a. 7 cells (43.8%) have expected count less than 5. The minimum expected count is .55.

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International Journal for Research in Applied Science & Engineering Technology (IJRASET) ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.429 Volume 8 Issue V May 2020- Available at www.ijraset.com Table no 5.3.6: cross tabulation for training enhancing knowledge and training helps to improve the job skills Training enhancing knowledge * training helps to improve the job skills Cross tabulation Count

Training knowledge

Job skills very large extent large extent neutral 31 2 0

not at all 1

Total 34

Neutral

Disagree

120

enhancing Strongly agree Agree

Total

Interpretation Calculated value = 185.072 , Table value = 16.919 Calculated value > Table value, Hence H1 accepted Therefore there is a significant relationship between training enhancing knowledge and training helps to improve the job skills. 4)

Checking the relationship between training and development helps to improve the employee performance and interest towards adopting new method of training a) H0: There is no significant relationship between training and development helps to improve the employee performance and interest towards adopting new method of training b) H1: There is a significant relationship between training and development helps to improve the employee performance and interest towards adopting new method of training Table no 5.3.7: Result of chi square test on training and development helps to improve the employee performance and interest towards adopting new method of training

Chi-Square Tests Asymptotic Significance (2Df sided) 12 .000 12 .000 1 .000

Value Pearson Chi-Square 248.461a Likelihood Ratio 219.602 Linear-by-Linear 43.966 Association N of Valid Cases 120 a. 11 cells (55.0%) have expected count less than 5. The minimum expected count is .53.

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International Journal for Research in Applied Science & Engineering Technology (IJRASET) ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.429 Volume 8 Issue V May 2020- Available at www.ijraset.com Table no 5.3.8: cross tabulation for training and development helps to improve the employee performance and interest towards adopting new method of training Training and development helps to improve the employee performance * interest towards adopting new method of training Cross tabulation Count Your interest towards adopting new method of training Employee performance during the training period

very large extent

Strongly agree 28

agree

Neutral

Disagree

Total

large extent

Neutral

some extent

not at all

120

Total

Interpretation Calculated value = 248.461, Table value = 21.026 Calculated value > Table value, Hence H1 accepted Therefore there is a significant relationship between training and development helps to improve the employee performance and interest towards adopting new method of training. D.

Rank Correlation Table no 5.4.1: Result of rank correlation

Mean

1) 2) 3) 4) 5)

Valid

Job instruction method Lecture method 120 120

demonstration 120

Presentation method 120

conference 120

Missing

1.6583

2.2167

1.8167

2.1000

1.9917

RANK1- Lecture method with 2.2167 mean value RANK2- Presentation method with 2.1000 mean value RANK3- Conference method with 1.9917 mean value RANK4- Demonstration method with 1.8167 mean value RANK5- Job instruction method with 1.6583 mean value

Interpretation It is preferred that maximum of the respondent ranks that lecture method ranks1, presentation method ranks2, conference method ranks 3, demonstration method ranks4. Job instruction method ranks 5.

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International Journal for Research in Applied Science & Engineering Technology (IJRASET) ISSN: 2321-9653; IC Value: 45.98; SJ Impact Factor: 7.429 Volume 8 Issue V May 2020- Available at www.ijraset.com VI. SUGGESTION A. Organization should increase their training and development with the technological changes and present educational in order to develop proper training. B. Organization should create a lot of training and development activities to improve the employee performance by enhancing knowledge about the company and improve skills among the workers. C. Organization should build an effective communication network among their employee. D. The number of training programs very few in a year, so increase training programs. E. More training programs can be conducted by external trainers for a positive change in the mind set of the employee. F. The training program can be more interactive so that the talent of the participants can be exploded. G. They should also focus on role-playing, self-motivation class and communication training. VII. CONCLUSION Training and development is indispensable strategic tool for enhancing employee performance. so , it is very essential to improve the training and development in every company. This study identifies the effectiveness of training and development of the employee in the Hari & co company . The result of the study reveals following findings. Most of the respondents rated as good and excellent towards the overall quality and effectiveness of the training and development programs and satisfied with the present training methods. Training utilities provided by them are adequate. The company also has to concentrate on small percentage of respondents who are not satisfied with training programs and whom it has not helped to overcome from their short comings or work related problems. The training and development programs provided by Hari & co company are found to be effective, credible and commendable. Finally I conclude that by saying that training program is mutual benefit to organization and to the employee. REFERENCES [1] [2] [3]

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