A Study of Training and Development Programs: It's Impact and Suggestions For Improvement at M.S.E.D.C.Lect
A Study of Training and Development Programs: It's Impact and Suggestions For Improvement at M.S.E.D.C.Lect
A Study of Training and Development Programs: It's Impact and Suggestions For Improvement at M.S.E.D.C.Lect
INTRODUCTION
service jobs, identified that those who felt that they had to meet deadlines imposed by
someone else and had little say in how they did their work or with whom they did it
had a 50 percent higher risk of developing symptoms of coronary heart disease than
those with more job flexibility.
It thus becomes important to understand the individual with regard to his needs,
motivations, and performance abilities. Counseling sessions and circle time with
employees on various aspects of their skills and abilities will help them to share their
views and express themselves clearly. An open door policy which encourages the
employees to share their grievances with their superiors will help the employees to
share and open up their fears and mind-sets. This will then help the managers to
identify and understand the motivations and the needs of the employees. Training can
then be introduced to them to modify and improve both their skills and behaviour.
Organizations should therefore attempt to conduct training programs for their
employees by focusing on the attitudinal and behavioural aspects so that the individuals
would be able to overcome their weaknesses, fears and mind-blocks and handle the
challenges. When employees are trained after an air of openness is created in them,
they will not only be able to appreciate and accept the training but also internalize the
concepts better. In the light of these observations the present study has made an in-depth
study among the management staff of the Automobile Industry comprising of managers,
executives and engineers on key dimensions such as Low Self-esteem, Negative
Approach, Conditions of Mind and Self-Concept.
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2.Introduction of M.S.E.D.C.L.
of M.S.E.B. after new Indian Electricity Act 2003 passed training and development of
services. Being such huge structure of M.S.E.D.C.L. and indulging the business directly
with the public, proper study and implementation of training strategies as per
distribution company‟s need is necessary to achieve the overall success of its goal i.e.
to provide better services to consumers with efficient way and to earn more profit with
the limited resources, for this power distribution structure must be adequate to deliver
reliable, uninterrupted power supply on demand both in urban and rural areas. In urban
make it fit to deliver increase requirements of energy projects and rural sector requires
using advance techniques. At present in this competitive scenario there are many
options for consumers to go with. Hence its necessary to retain our services best by
giving all working staff proper training and it is possible only when proper mechanism
of management is inducted and employees are well trained to meet any challenges so
OBJECTIVES
RESEARCH METHODOLOGY
Introduction :
From what has been stated above we can say that research methodology has may
dimensions and research methods do constitute a part of the research methodology. The
scope of research methodology is unclear when we talk of research methodology the
not only talk of the research methods but also consider the logic behind the methods we
use in the content of our research study and explain why the are using a particular
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method or technique and why use are not using others so that research results are
capable of being calculated either by the research himself or why others why a research
study has been undertaken, how the research problem has been defined in what way and
why the hypothesis has been formulated, what data have been collected and what
particular method has been adopted why particular technique of analyzing data has
been used and a host of similar other question are usually answered when we talk of
research methodology concerning a research problem or study.
The chart indicates that the research process consists of a number of closely
related activities as shown through I to VII but such activities overlap continuously
rather than following a strictly described required. At times, the first step determines
the nature of the last step to be undertaken. If subsequent procedures have not be taken
into account in the early stages, serious difficulties may arise which may even prevent
the completion of the study and should remember that the various steps involved in a
research process are not mutually exclusive nor they are separate and distinct. They not
do not necessarily follow each other in any specified order and the researcher has to be
constantly antic hating at each step in the research process the requirements of the
subsequent steps however, the following order comparing various steps provides a
useful particular guideline regarding the research process
8) analysis of data
9) hypothesis testing
There are two types of research problems, viz.; those which relate to states of
nature and those which relate to relationships between variables. At the very outset the
researcher must single out the problem he wants to study.
The research problem having been formulated in dear cut terms, researcher will
be required to prepare a research design i.e. he will have to state the conceptual
structure within which research would be conducted the preparation be conducted. The
preparation of such a design facilitates research to be as efficient as possible yielding
maximal information. In other words, the functions of research design is to provide for
the collection of relevant evidence with minimal expenditure of effort, time and money.
But how all these can be achieved depends mainly on the research purpose research
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purposes may be grouped into four categories, viz, (i) Explanation (ii) Description, (iii)
Diagnosis and (iv) Experimentation
All the items under consideration in any field of inquiry constitute a „universe‟
or „population‟ A complete enumeration of all the items in the „Population‟ is known as
a census inquiry it can be presumed that in such an inquiry when all the item are
converted element of chance is left and highest accuracy is obtained. But in practice this
may not be true. Even the slightest element of bias in such an inquiry will get larger and
larger as the number
In dealing with any real problem it is after found that data at hand are
inadequate, and hence, it becomes necessary to collect data that are appropriate. These
are several ways of collecting the appropriate data which differ considerably in content
of many casts, time and other resources at the disphaseal of the researcher.
Primary data can be collected either through experiment or through survey. If the
researcher conducts can experiment, the observers or the data with the help of which he
examines the truth contained in his hypothesis. But in the cast of a survey data can be
collected by any one or more of the following ways.
ii) Through personal interview : The investigator follows a rigid procedure and
seeks answers to a set of per conceived questions through personal interviews. This
method of collecting data is usually carried out in a structured way where output
depends upon the ability of the interviewer to a large extent.
v) Through Schedules : Under this method the enumerators are appointed and given
training. They are provided with schedules containing relevant questions. These
numerators go to respondents with these schedules. Data are collected by filling up the
schedules by numerators and the basis of replies given by respondents. Much depends
upon the schedules by numerators an the basis of replies given by respondent much
depends upon the capability of enumerators, so for as this method is concerned. Some
occasional filed checks an the work of the numerators, may insure sincere work.
The researcher should select one of these methods of collecting the data taking
into consideration the nature of investigation, objective and scale of the inquiry,
financial resources, available time and the desired degree of accuracy. Though he
should pay attention to all these factors but much depends upon the ability and
experience of the researcher. In this contest Dr. A.L. Bawley very aptly remarks that in
collection of statistical data commonsense is the chief requisite and experience the chief
teacher.
Execution of the project is a very important step in the research process if the
execution of the project proceeds and correct lines, the data to the collected would be
adequate and dependable. The researcher should see that the project is excited in a
systematic manner and in time. If the survey is to be conducted by means of structured
questionnaire data, can be readily machine processed. In such a situation, questions as
well as the possible answers may be canceled. If the data are to be collected through
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interviewers, arrangement should be made for proper selection and training of the
interviewers.
After the data have been collected, the researcher turns to the task of analyzing
them. The analysis of data requires a number of closely related operations such as
establishment of categories, the application of these categories, to raw data through
coding, tabulation and them drawing statically inferences. The unwieldy data should
necessarily be condensed into a few manageable groups, and tables for further analysis.
Thus, researcher should classify the raw data into some purposeful and usable
categories coding operation is usually done at this stage through which the categories of
data are transformed into symbols that may be calculated and counted. Editing is the
procedure that improves the quality of the data for coding with coding the stage is ready
for calculation is a part of the technical procedure wherein the classified data are put in
the form of tables. The mechanical devices can be made use at this juncture. A great
deal of data specially in large inquiries, is calculated by computers. computers not only
save time but also make it possible to study large number of variables affecting a
problem simultaneously.
After analyzing the data as stated above, the researcher in a position to test the
hypothesis. If any, he had formulated earlier. Do the facts support the hypothesis oar
they happen to be contrary? This is the usual question which should be answered while
testing hypothesis. Various tests such as chi square test, t- test, F-test, have been
developed by statisticians for the purpose. The hypothesis may be tested through the
use of one or more of such tests, depending upon the nature and object of research
inquiry- Hypothesis - testing will result in lither accepting the hypothesis or in rejecting
it. If the researcher had no hypotheses to start with, generalizations established on the
basis of data may be stated as hypotheses to be tested be subsequent researches in times
to come.
value of research lies in its ability to arrive at retain generalization. If the researcher had
no hypothesis to start with, he might seek to explain his findings an the basis of same
theory. It is known as interpretation. The process of interpretation may quite often
trigger off new question which in turn may lead to further researcher.
Sample
In order to study the impact of attitudinal and behavioural aspects a total of 500
management staff comprising of managers, executives and engineers were selected
from the Automobile Industry. Stratified random sampling technique was used to select
the sample. The process of data collection was done through a questionnaire which
highlighted the key dimensions Low Self-esteem, Negative Approach, Conditions of
Mind and Self-Concept.
The data collected through questionnaires was tabulated and analyzed by applying
appropriate statistical tools such as Inferential Analysis, One-way ANOVA and Chi-
square. P < 0.05 was taken as the significance level in order to determine the Overall
Feasibility Analysis.
The study is limited to select attitudinal and behavioural related aspects in devising
holistic training programs.
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HYPOTHESIS
WHAT IS A HYPOTHESIS?
Ordinarily, when one talks about hypothesis, one simply means a mere
assumption or some supposition to be proved or disproved. But for a researcher
hypothesis is a formal question that he intends to resolve. Thus a hypothesis may be
defined as a proposition or a set of proposition set forth as an explanation for the
occurrence of some specified group of phenomena either asserted merely as a
provisional conjecture to guide some investigation or accepted as highly probable in the
light of established facts. Quite often a research hypothesis is a predictive statement,
capable of being tested by scientific methods, that relates and independent variable to
some dependent variable to some dependent variable..
Research Hypothesis :
Hypothesis refers to a provisional idea whose merit , but having no any specific
meaning. Though it is often referred as a convenient mathematical approach for
simplifying calculations. Setting up and testing hypothesis is an integral part of
statically inference.. Thus hypothesis of a phenomenon proposal suggesting a possible
correlation n between multiple phenomena. Thus hypothesis is a statement or
assumption concerning a population. For the purpose of decision making, a hypothesis
has to be verified and then accepted or rejected. We test the sample and make a
decision on the basis of result obtained.
The hypothesis to be tested is called the Null Hypothesis and is denoted by
Ho.This is to be tested against other possible states of nature called alternative
hypothesis & it is denoted by H1
The null hypothesis implies that there is no difference between the stastic and the
population parameter.
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The following are the hypotheses formulated for the present study
6. There is no significant difference among the high and low scorers in the
dimensions Negative Approach, Conditions of Mind and Self-Concept
regarding removal of fears through training,
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develop their personal and organizational skills, knowledge, and abilities. The focus of
workforce so that the organization and individual employees can accomplish their work
competitive in the labour market at all times. This can only be achieved through
employee training and development. Employees will always want to develop career-
enhancing skills, which will always lead to employee motivation and retention. There is
no doubt that a well trained and developed staff will be a valuable asset to the company
and thereby increasing the chances of his efficiency in discharging his or her duties.
optimizing the utilization of human resource that further helps the employee to achieve
opportunity and broad structure for the development of human resources' technical and
growth.
the job knowledge and skills of employees at each level. It helps to expand the horizons
employees that helps the organization further to achieve its long-term goal.
e) Team spirit - Training and Development helps in inculcating the sense of team work,
team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within
the employees.
f) Organization Culture - Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
perception and feeling about the organization. The employees get these feelings from
h) Quality - Training and Development helps in improving upon the quality of work
and work-life.
j) Health and Safety - Training and Development helps in improving the health and
k) Morale - Training and Development helps in improving the morale of the work force.
more effective decision making and problem solving. It helps in understanding and
better attitudes, and other aspects that successful workers and managers usually display.
Thus, training is a process that tries to improve skills or add to the existing level of
knowledge so that the employee is better equipped to do his present job or to mould
him to be fit for a higher job involving higher responsibilities. It bridges the gap
between what the employee has & what the job demands.
Training plays a significant role in human resource development. Human resources are
the lifeblood of any organization. Only through trained & efficient employees, can an
organization achieve its objectives.
* To impart to the new entrants the basic knowledge & skills they need for an
intelligent performance of definite tasks.
* Helpful for the growth & improvement of employee's skills & knowledge.
TRAINING:
It is the organized act of increasing the knowledge and skill of an employee for doing a
particular job.
It is systematic process of learning a sequence of programme behavior by which the
aptitude, skill and abilities of an employee to perform the specific job are enhanced.
It is the application of knowledge.
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It is prepares employee to improve their performance on the current job or prepare them
for the intended job.
It gives people an awareness of rules and procedure and guides their behavior.
Through training the employee will acquired skills, Technical knowledge, Problem
solving ability and attitudes.
DEVELOPMENT:
Selection Of Trainees
Selection OF Trainers
1. Immediate supervisors,
2. Co-worker,
5. Outside consultants,
6. Industry associations,
Large organizations generally maintain their own training departments whose staff
conducts the programmes.
After setting of the objectives goals, policies, procedures, etc; the next
important step for the organizers is to select the most suitable person that is the right
man for the right job and at the right time which is required to attain the set goals.
Again the next step is to mould the judged the quality, skill, potential of the
recruited/selected person in the direction of the desired performance of the provided
task. This can be done through the training, development program. The person selected
may be for the managerial or non-managerial post.
All type of job requires some type of enhancements for their efficient
performance. Hence all employees whether of managerial or non-managerial class has
to go through the Training process? New employees go through induction training and
old ones are trained educating the non managers is through the Training process. This
process is beneficial for the individual and the organization as well because the
employee‟s talent cannot be fully productive without this programme. Training activity
is not only the desired one but it is must in today‟s complex business world so as to
maintain the knowledgeable and viable work force.
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In a business organization, the managers are responsible for their own behavior
and or their subordinates as well. This makes their job more difficult and to educate the
manager is again the difficult task. Thus the major and most exclusive task of
management development is to mould and fashion the behavior the component in to a
virile and unmixed weapons of enterprise achievement.
Thus, the skill required for this purpose can be including in the manager through
the Development programme.
Training programs consists of five steps .the first, or need analysis step, identifies
the specific job performance skills needed, assesses the prospective training skills, and
develops specific, measurable knowledge and performance objectives based on any
deficiencies. In the second step, instructional design, you decide on, compile and
produce the training program content.
There may be a third validation step, in which bugs are worked out of the training
program by presenting it to a small representative audience. The fourth step is to
implement the program by actually training the targeted employee group. Fifth step is
an evaluation step, in which management assesses the program's successes or failures.
TRAINING FLOWCHART
TRAINING IDENTIFICATION
TRAINING PLAN
TRAINING PROGRAMME
TRAINING
TRAINING EVALUATION
FEEDBACK
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II. Training is a short term process where as development activity is a long term
educational project.
IV. Training is for the definite job related purpose and development is for the
general purpose.
V. In the training the technical skill is developed through the instruction in the
technical and mechanical operations only. Sometimes topic for training may
be on the behavior of an individual. In case of development process, the
conceptual and human skills are developed by imparting knowledge in
philosophical theoretical educational concepts.
VI. Thus the scope of the development activity is broader than the scope of the
training process.
Thus the above points clear the difference between the concepts of the educational
activity for the managerial and non-managerial staffs i.e. Training programme and
Development programme.
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Evaluating the productivity of the employees can very well recognize how to
distribute your workforce. This information gathered after conducting training
programmed which is immensely helpful for the human resources manager and the
whole department.
For the optimum utilization of all resources and maximum accomplishment of the
organizational goal, the important concepts or principles must be considered while
formulating and organizing a Training and Development Programme those basic
fundamentals are:-
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TRAINING PRINCIPLES
5) The trainer should posse‟s good leadership qualities and he must be an experienced
person and must possess the maximum knowledge of that field and must be in the
senior post.
7) It should be scheduled and designed after closely considering the various aspects.
DEVELOPMENT PRINCIPLES
1) The almost all principles of Training are applied to the development programme.
2) “There is no time limit for learning” is the basic concept behind E.D.
4) The manager has to perform various complex jobs that require much of the
outstanding skills-n-potentials in him. This forms the basis for a sound development
programme.
5) “There always exist some gap between actual performance and capacity”.
7) Feedback is must.
9) It must be used in the personnel the maturity, knowledge of serving his functions.
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AREAS OF TRAINING
Organization provides training to their employees in the following areas:-
This area of training is to be provided with a view to acquainting the new employee
with the Company Rules, Procedures, Tradition, Management, Organization structure,
Environment Product / Services offered by the company etc.
This acquaintance enables the new employee the new employee to adjust himself
with the changing situations. Thus create favorable attitudes of confidence in the mind
of new employee about the company and its products / services, as well as it develops
in him a sense of respect for the existing employees of the company and the like. The
company also provides firsthand information to the employee about the skills needed by
the company, its Development Programmes, quality of products services and the like.
This enables the new employees to know his share of contribution to the organizations
growth and development. This can be done through Induction Training method.
This area of training is to enable the employee become more effective on the job. The
trainer trains the employee regarding various skills necessary for project appraisal,
supervision follow up and the like.
TRAINING PROCESS
2) Planning
of Training
1) Need 3) Conduct
Assessment of Training
4)Evaluation
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The man limitations in the way of effectiveness and good impression of training is the
„trainee‟s insight‟ i.e. Trainees way of Reacting to the change and advancement.
A good training programme may provide the good working environment and learning
literature and learning environment but, it is the „Trainee‟s attitude to get the maximum
advantage of all the facilities available.
In every employee learning sense from within must be developed that is self
development attitude must be there. It is not there, it limits the extent of effectiveness of
the training.
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The bad family and societal conditions of the employee also inhabit the practical
implementation of learning of training.
o Too much duplication.
Basically there are two types techniques of management development by which managers
can acquire the knowledge, skills and attitudes and make them competent.
Training Methods
This type of training is given at the place where the manager is actually working.
At his work place only training is imparted. It is important type of training technique. It
is inexpensive and saves productive hours of working hours. A senior one will give the
training.
Following are the techniques under this type:-
1. The coaching or guided method.
2. Job rotation method.
3. Under study method.
4. Multiple management method.
These techniques are widely used in business organizations.
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In this method the superior plays the role of the guide and the instructor. He teaches
job knowledge and skills to the trainee. The coach sets some mutually agreed goals and
tells the trainer what he want him to do, how it can be done, follow-up suggestions and
correct errors. The coach will take periodic review of the trainees progress, suggest
modification in his behavior, where needed.
2. Job orientation method:
Under this method the trainees are rotated over various routine jobs in a
department, division, or unit when their promotion is due as managers or executives are
transferred from job to job and from department to department in a systematic manner
is called job orientation. The objective behind this technique is to impart an overall
knowledge, to give him required diversified skills and a broader outlook.
3. Under study or Assignment/ Attachment method:
Under this technique juniors are assigned to Board or Committees by the chief
executive. These juniors are asked to participate in deliberations of these board or
committees. They got the opportunity to know the actual problem to discuss it and to
take decisions out of it. In this way juniors get an opportunity to participate in
managerial decision-making process. It is also called as Junior-board of executive
system.
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Because of the limitation of the on job techniques, the importance of off the job
techniques has increased.
In this method cases are prepared on the basis of actual business situations. The
trainees are asked to the appraise, discuss, analyze and decide the cases. This method
provides stimulation to the trainees for discussion and to improve analytical, judgment
and decision making abilities. The trainees are asked to identify problems and to
suggest solutions on it. This improves the problem solving ability of the trainee.
2. Incident method:
In this method incidents are prepared on the basis of actual situation which
happens in various organizations. Trainees are asked to study analyze discuss the
incident and find out the solution on it. This method is developed by Paul Pigors and
this method aims at to develop intellectual ability, practical judgment and social
awareness.
3. Role playing method:
In this method the trainees have to act out a given role. It improves the human
relationship. It develops skills and ability to apply knowledge, particularly in areas like
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This method aims at to improve human sensitivity and awareness among the
executives and others. It is a technique of bringing about a change in behavior of the
executives through group processes. This method developed by Kurt Lawn. It is known
as laboratory or T group training. Sensitivity training is a group experience designed to
provide opportunity or the individuals to expose their behavior, give and receive
feedback, experiment with new behavior, develop awareness of self and of others.
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7. Simulation:
9.Conferences:
conducted on the production line. It is a very efficient technique of training semi skilled
personnel e.g. clerk, machine operation, testers, typists etc. Training is in the form of
lectures, conferences, case studies, role-playing and discussion.
In the demonstration a technique, the trainer describes and displays. When he teaches
an employee how to do something by actually performing activities himself and by
going through a step-by-explanation of “why” and “what” he is doing. Demonstrations
are effective techniques in teaching as it is easier to show a person how to do a job then
to tell him or ask him to gather instruction from the reading material. Demonstrations
are often used in combination with lectures, pictures, text materials, discussions etc.
11.Apprenticeship:
Apprenticeship training is the oldest and most commonly used methods. It is training in
crafts, trades and in technical areas. A major part of training time is spent on-the-job
production work.
14. Films:
Can provide information & explicitly demonstrate skills that are not easily
presented by other techniques. Motion pictures are often used in conjunction with
Conference, discussions to clarify & amplify those points that the film emphasized.
15. Cases:
Present an in depth description of a particular problem an employee might
encounter on the job. The employee attempts to find and analyze the problem,
evaluate alternative courses of action & decide what course of action would be
most satisfactory.
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Q1: Have you attend any Training & Development program in MSEDCL ?
Respondents Percentage
No 100 20%
Feedback
No
Yes
INTERPRITATION
According to the pie chart 400 employees say yes & 100 employees say no
Respondents say (i.e. 80%) yes for attended any development program and
Respondents says (i.e.20%) no for attended any development program.
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Q2: Is the Training & Development program helps you and your superior to
identity your strength and weakness
Respondents Percentage
No 150 30%
350
350
300
250
200
150
150
100
50
0
YES N0
INTERPRITATION
Most of Respondents says (i.e. 70%) yes that development program helps to identify
strength and weakness.
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Q3: Do you feel motivated towards your job after the training?
Respondents Percentage
No 125 25%
400
350
300
250
200 375
150
100
125
50
0
Yes No
INTERPRITATION
Therefore most of Respondents says (i.e. 75%) yes & feel motivated job after the
training
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Respondents Percentage
Partly 60 12%
Feedback
Highly
Partly
INTERPRITATION
According to the pie chart 440 employees say yes & 60 employees say no
satisfaction for the program.
Respondents say (i.e. 88%) highly satisfaction for the program and 3 Respondents says
(i.e.12%) partly satisfy for the program.
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Respondents Percentage
Series 1
245
255
INTERPRITATION
According to the pie chart 255employees say yes and 245 says no
It means all Respondents are not says good development procedure of MSEDCL, partially
agrees.
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Respondents Percentage
No 200 40%
350
300
300
250
200
200
150
100
50
0
Yes No
INTERPRITATION
According to the bar chart all 300 employees say yes and 200 says no
Therefore most of Respondents says that they are satisfied with feedback process of
MSEDCL.
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Respondents Percentage
Excellent 60 12%
24%
44%
Good
Excellent
20% Average
Satisfy
12%
INTERPRITATION
According to the pie chart 220 employees say GOOD, 60 employees say
EXCELLENT, 100 employees say AVERAGE & 120 employees say SATISFY
Respondents say (i.e. 44%) good think about present training period, 3 Respondents
says (i.e.12%) excellent, 5 Respondents says (i.e.20%) average and 6 Respondents says
(i.e.24%) satisfy think about present training period.
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Respondents Percentage
No 120 24%
Feedback
24%
No
Yes
76%
INTERPRITATION
According to the pie chart 380 employees say yes & 120 employees say no for
solving problem
Respondents say (i.e. 76%) yes proved solved problem and 6 Respondents says
(i.e.24%) No proved solving problem.
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Q9: Whether the objective of the employee’s development helps for you overall
development?
Respondents Percentage
No 50 10%
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
Yes No
INTERPRITATION
Almost all Respondents says (i.e. 90%) yes E.D helps for overall development.
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Respondents Respondents
12%
INTERPRITATION
According to the pie chart 280 employees say Yes, with Pay, 60 employees say Yes,
without Pay, 100employees say No, only after work hours & 60 employees say No,
only in special cases employees permitted time-off from work to attend training.
Respondents say (i.e. 56%) Yes, with Pay think about present training period, 3
Respondents says (i.e.12%) Yes, without Pay, 5 Respondents says (i.e.20%) No, only
after work hours and 6 Respondents says (i.e.12%) No, only in special cases employees
permitted time-off from work to attend training.
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Respondents Percentage
No 100 20%
20%
No
Yes
80%
INTERPRITATION
According to the pie chart 400 employees say yes & 100 employees say no training
needs regularly assessed at company.
Respondents say (i.e. 80%) yes proved solved problem and 6 Respondents says
(i.e.20%) No training needs regularly assessed at company.
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Respondents Percentage
No 120 24%
24%
No
Yes
76%
INTERPRITATION
According to the pie chart 380 employees say yes & 120 employees say no need for
a formal succession-planning program.
Respondents say (i.e. 76%) yes proved solved problem and 6 Respondents says
(i.e.24%) No need for a formal succession-planning program.
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Respondents Percentage
No 200 40%
40%
No
60%
Yes
INTERPRITATION
According to the pie chart 300 employees say yes & 200 employees say no satisfied
with his payment.
Respondents say (i.e. 80%) yes proved solved problem and 6 Respondents says
(i.e.24%) No satisfied with his payment.
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Respondents Percentage
No 50 10%
10%
Yes
No
90%
INTERPRITATION
Almost all Respondents says (i.e. 90%) yes its helps for development of MSEDCL.
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Analysis
NS - Not Significant
Conclusion: The above table indicates that there is a highly significant
difference between the groups in the dimension Low Self-Esteem, a significant
difference between the groups in the dimension Conditions of Mind and there is
no significant difference between the groups in the dimensions Negative
Approach and Self-Concept. From the findings it is evident that the null
hypothesis with regard to no significant difference between groups on the basis
of designation in the dimensions Negative Approach and Self -Concept is
accepted. The null hypothesis with regard to no significant difference between
groups on the basis of designation in the dimensions Low Self-Esteem and
Conditions of Mind is not accepted.
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The following t-tables show the significant difference between the three
different groups of sample on the basis of designation.
NS - Not Significant
In the above T table, it is seen that there is a significant difference in the low self-esteem
between Group 1 and Group 2, a highly significant difference between Group 1 and
Group 3 and no significant difference between Group 2 and Group 3.
The mean score of Group 2 is greater than Group 3 and the mean score of Group 1 is
greater than Group 2. From the above findings it can be inferred that engineers and
executives have a lower self-esteem than the managers and engineers have a lower
self-esteem than the executives perhaps due to their lesser level in designation. The no
difference between the executives and the engineers is perhaps due to the more
or less same level of designation they hold.
Conclusion: From the above finding it can be concluded that the hypothesis with
regard to no significant difference between executives and engineers is accepted and
the hypothesis with regard to no significant difference between managers and
engineers, and managers and executives is not accepted.
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NS - Not Significant
Conclusion
Training, today, as a means of empowering the employees has made a paradigm shift in
identifying fears and mind-blocks in the attitudinal and behavioural aspects through a
systematic and organized manner. The importance of developing the individuals to
motivate them towards a confident and self-directed approach increases the individuals'
acceptance of new and dynamic work techniques and changes. Therefore, this study has
contributed to the existing body of knowledge by reiterating the importance of
focusing on developing the emotional intelligence of the individuals and training them
to overcome their fears and mind-blocks. As a whole, the study has come up with very
important findings that facilitate improvements and enhancements in the personality of
the management staff of the MSEDCL, which may ultimately have significant impact on
enhancing overall organizational performance. In the area in which a relatively little
research has been attempted to capture the broad spectrum of management practices
associated with employee performance, the findings of this research are hoped to make
immense contribution to the development and enhancement of training programs
imparted to bring about holistic changes in individuals.
Analysis of all the facts & figures, the observations and the experience during
the training period gives a very positive conclusion regarding the training imparted by
the MSEDCL. MSEDCL is performing its role up to the mark and the trainees enjoy the
training imparted especially the reality learning and simulation.
The training imparted meets the objectives like:
Effectiveness of the training and its resultant in the performance of the
employees.
Assists the employees to acquire skills, knowledge and attitude and also enhance
the same.
Helps to motivate employees and helps in avoiding mistakes.
It becomes quite clear that there is no other alternative or short cut to the
development of human resources. If we have to meet the challenges of technology,
social and economic we have to train the HR irrespective to their category at which they
work in the organization. As it is recognized fact that we cannot survive in tomorrow
business„s world with yesterdays method. And hence the continuous development of
HR is prime need of today‟s organization.
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suggestions
The findings from the study have paved the way for the following
recommendations and suggestions by the researcher for the managers, engineers and
executives.
Scope of Research
The present study is an attempt to understand the impact of attitudinal and
behavioural related aspects that would improve and enhance the confidence levels
of the individuals and thereby help to overcome their fears and mind-blocks.
Besides the selected parameters, influence of other parameters of attitude and
behavior can also be researched for making the management staff open-minded.
The study has been conducted by studying the impact of the select variables on
the management staff and could thus be extended by studying their impact on the
top and lower level management in the Automobile Industry.
The context of training today encompasses attitudinal and behavioural
related aspects whether it is manufacturing, process or the service sector.
Hence the parameters taken for the present study can be studied with regard to
other industries and sectors as well.
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LIMITATIONS
Top-level strategic type of decisions and information too are not taken under
study to avoid any favor to the business counter parts.
Project does not concerned about the designing and planning of training
activities which forms a crucial and major part of this field hence a full fledge
study can be done in this area.
The data presented here is taken by prepared questionnaire (open ended and
closed ended) and information and feedback received from the management.
No research has been conducted on this topic for the purpose of this project thus
holds a complete field research and development.
Due to Time Constraints, I was not able to touch all aspects of training and
development.
Due to security reasons, I could not attend the training conducted which would
give me a practical experience.
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BIBLOIGRAPHY/REFERENCES
Web:- www.msedcl.com
www.google.com
Please take a moment and tell us about Training and Development Plan by
answering the following questions and returning your thoughts to us. Thank you.
Name: ______________________________________
Department Name: _______________________________________________
o Yes
o No
2) Is the Training & Development programme helping you and your supervisor to
identify your strength and weakness?
o Yes
o No
3) Do you feel motivated towards your job after the training?
o Yes
o No
4) Please rate your satisfaction for the programme?
o Highly
o Partly
5) Please rate the Training & Development procedure of MSEDCL.?
o Good
o Poor
6) Are you satisfied with the feedback process of MSEDCL?
o Yes
o No
7) What do you think about present training period?
o Good
o Excellent
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o Average
o Satisfy
8) It is proved effectively in solving your problem?
o Yes
o No
9) Whether the objective of employee‟s development helps for your overall
development?
o Yes
o No
10) Is employees permitted time-off from work to attend training?
o Yes
o No
12) Do you have a formal succession-planning program?
o Yes
o No
13) Are you satisfied with your payment?
o Yes
o No
14) Do you think it is important for development of MSEDCL?
o Yes
o No
15) Is in-house training provided for employees?
o Yes
o No
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