a study on training and development of cholan roadways corporation

8/8/2019 A Study on Training and Development of Cholan Roadways Corporation

1/53

A STUDY ON TRAINING ANDDEVELOPMENT OF

CHOLANROADWAYS CORPORATION

KUMBAKONAM

SUMMER PROJECT REPORT

Submitted by

G.KARTHIKEYAN

REGISTER NO: 27348320

Under the Guidance of

Mr.D.SARAVANAN, MBA, M.Phil, M.F.C, MHRM, (Ph.D),

Faculty, Department of Management Studies

in partial fulfillment for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE

PONDICHERRY UNIVERSITY

PUDUCHERRY, INDIA

SEPTEMBER- 2007

1


2/53

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE

MADAGADIPET, PUDUCHERRY

DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

This to certify that the project work entitled A STUDY ON TRAINING AND

DEVELOPMENT OF CHOLAN ROADWAYS CORPORATION,

KUMBAKONAM is a bonafide work done by G.KARTHIKEYAN [REG.NO

27348320] in partial fulfillment of the requirement for the award of Master of Business

Administration by Pondicherry University during the academic year 2007 2008.

HEAD OF DEPARTMENT GUIDE

Viva-Voce Examination held on

EXTERNAL EXAMINER

2


3/53

TABLE OF CONTENTS

CHAPTER TITLE PAGE NOACKNOWLEDGEMENT

ABSTRACT

LIST OF TABLES

LIST OF CHARTS

Ii

iii

iv

v

I INTRODUCTION

1.1 Profile of Organization

1

8

II REVIEW OF LITERATURE 16

III OBJECTIVES 18

IV RESEARCH METHODOLOGY 19

V DATA ANALYSIS AND INTERPRETATION 21

VI FINDINGS OF THE STUDY36

VII SUGGESTION AND RECOMMENDATIONS 37

VIII CONCLUSIONS 38

IX LIMITATIONS OF TH STUDY 39

X SCOPE FOR THE FUTHER STUDY 40

XI ANNEXURE 42

3


4/53

ACKNOWLEDGEMENT

I am extremely grateful to Our Principal Dr. V.S.K. VENGATACHALAPATHY to

provide necessary and essential facilities to do this project report.

I express our sincere thanks and deep sense of gratitude to our Head of Department

Mr.S.JAYAKUMAR, Department of Management Studies for providing me with an

opportunity to study and to do this report.

I express a deep sense of gratitude to my Guide Mr.SARAVANANDepartmentof Management Studies, for his encouragement, support and guidance to complete this

project work successfully.

I convey my heartiest thanks to GENERAL MANAGER, THE CHOLAN

ROADWAYS CO-OPERATION,KUMBAKONAM , who kindly granted permission to do

this project report in his esteemed organization.

Finally, I express our sincere thanks and deep sense of gratitude to my parents and

friends for giving timely advice in all the ways and in all aspects for doing the project

4


5/53

LIST OF TABLES

S.no TABLE NAME Page No

1 Table showing respondents age 21

2 Table showing of the Respondents sex 22

3 Table showing Educational Qualification of the Respondents 23

4 Table showing respondents by their department 24

5 Table showing respondents by their grade 25

6 Table showing respondents by their marital status 26

7 Table showing respondents by their native place 27

8 Table showing respondents by their experiance 28

9 Table showing respondents by their monthly income 29

10 Association between age of respondents and various dimensions 30

11

Association between monthly income of the respondents and various

dimensions 33

5


6/53

CHARTS

S.no CHART NAME Page No

1 Respondents by their age 21

2 Department of respondents 24

3 Martial status 26

4 Native place 27

5 Experiance 28

6 Monthly income 29

6


7/53

CHAPTER-1

INTRODUCTION

TRAINING AND DEVELOPMENT

In an International level, every organization has the training and development as

appoint of its function. The organization must motivate the employees and trainees in

positive way to obtain the goal of the organization.

In our India the training and development plays a vital role in growth of the

organization .Of each organization take part in the economic development of the country.

TRAINING AND DEVELOPMENT IN NATIONAL AND

INTENATIONAL LEVEL

A major study was conducted on as based publicity traded firms during 1996,1997

and 1998.American societies for Training and Development found the organization have

invested $680 or more in the training programme was found that the organization have

invested an average $1,595 per employee for training.,

In Indian organization did not demonstrate much interest in updating employees

knowledge and awareness about the business through training and development until

1991.Government of India introduced its new industrial policy on July 24, 1991 by

liberalization.

This trend can be seen not only in us and India, but also in most of the developed and

developing countries.

MEANING;

Training is a process of learning a sequence of programme behavior. it is an

application of knowledge .It gives people an awareness of rules and procedures to guide

personal behavior.

Development is a relational and rational process. It covers not only those activities,

which improve its performance, but also those, which about the growth of the productivity,

7


8/53


9/53

1.2 PLANNED TRAINING

Identify training needs

Define learning requirements

Planned Training programme

Techniques Facilities Location Trainers

Implement Training

Evaluate training

Essentials of Good Training Programme

1. clear purpose

2. Training needs

3. Relevance4. Individual differences

5. Appropriate incentives

6. Management support

7. Balance between theory practice

9


10/53

Methods and Techniques of Training

Some of the methods and techniques of training as follows:

ON-THE-JOB TRAINING

Under this method, the workers is given training at his workplace by his immediate

supervisor.They include learning by doing.

1. Coaching

The supervisor gives direct instruction and guidance to the training. He demonstrates how

to do the job. The advantage here is greater for minimum adjustment after training.

2. Job Rotation

In this method the trainee is periodically rotated from job to job. The purpose is to

broaden his outlook and give a general background view of the organization.

3. External Agency:

The trainee is periodically gets the training form the same type of external agency.

Supervisors Development

Supervisor development or management development is a systematic and

continuous of learning and growth, it is designed to create behavioral change in executives

by cultivating their mental abilities and latent potential.

Main features

Executive development is a planned and organization process rather then

haphazard/automatic techniques.

10


11/53

Management development is mainly self-development it depends more on effort

of individual executives themselves than on efforts organization.

1.3 Management development

Mum ford (1993)

Business strategy Business environment

Critical Success factors

Organization capability Management capability

Business performance

Skills and Knowledge

Technical Skill

Human Skill

Conceptual Skill

Methods of executive development

A large variety of techniques are employed for the training and development of

executives. These techniques may be classified into the following categories.

1.On-the-job Methods

Position rotation

Special projects and task forces Committee assignments

2.Off-the job Methods

Case study

Role playing

11


12/53

Special Projects

A special project is a highly flexible training device. Under it, a trainee is assigned a

project closely related to his job. For instance trainee will study the problem and make

recommendations.

By performing the special assignment he learns work procedure and organizational

relationships. Some times a task force is created consisting of several executives from

different functional areas. The trainee not only acquires knowledge about the assigned tasks

but also learn how to work with others.

committee Assignments

In this technique committee is constituted to study solve specific problems.

Trainees with different viewpoints are included in the committee. By participating in

committee meetings and discussion, every member gets an opportunity to learn from

others. Committee assignments help executives in acquiring general background and a

wider perspective.

Case study

Under this method the trainees are given a problem to discuss and analysis study is

a written account of a real life business event or an imaginary one. Case studies are

extensively used in training personal management, law, marketing, business policy and

human relations.

Case discussion increases the trainees power of observation and analysis. They

learn that is not single answer to a particular problem.

Role Playing

Under it is a conflict which is artificially created and the trainees are

assigned different roles to play. No dialogue is given beforehand. The role players then act

12


13/53

out their parts spontaneously. For example, a trainee may play the role of a salesman and

make a presentation to a purchasing agent.

Role playing is used in human relations and leadership training. It helps to develop insight

into ones own behavior and its effect upon others.However; it is a time consuming and

expensive process requiring experience trainers.

TYPES OF TRAINING

1. INPLANT TRAINING

2. REFRESHER TRAINING

3. COMPANYS TRAINING NEW TECHONOLOGIES

4. STRESS MANAGEMANT TRAINING

5. SKILL IMPLEMENT KEMP(K.M.per litter)

13


14/53

1.4 COMPANY PROFILE

HISTORY OF THE TRANSPORT CORPORATION

The government in the year 1972 by nationalizing, the private major bus operators

formed the CHOLAN ROADWAYS CORPORATION.

Subsequently, they were bifurcated by the government for administrative purpose. The

chief executive of each corporation is called as the managing director and he is one of the

directors of the board. The secretary of the Government Transport Department is the

chairman of all the corporations and also the Board of the concerned coporation.The board

governs and approves the actions and ratification of the chief Executive of the concerned

Corporation .The Board delegates ,the power of both Administration and finance to the

chief Executive.

TRANSPORT CORPORATION OF TAMILNADU

The transport corporations available after amalgamation from 01.04.2004 under

government undertakings are,

1. Metropolitan Transport Corporation, Chennai

2. Tamil Nadu State Express transport Corpoation, Chennai.

3. Tamil Nadu State Transport Corporation(Kumbakonam)L.t.d

Kumbakonam.

Region

Kumbakonam

Trichy

Karaikudi

Pudukotai

4. TamilNadu State transport Corporation (Villupuram) L.td

14


15/53

Villupuram.

Region

Villupuram

Vellore

Kanchipuram

5. Tamil Nadu State transport Corporation (Salem) ltd, Salem

Region

Salem

Dharmapuri

6.Tamil Nadu State transport Corporation (Coimbatore) Ltd

Coimbatore

Region

Coimbatore

Erode

7.Tamil Nadu State transport Corporation (Madurai) ltd.Madurai.

Region

Madurai

Thirunelveli

Nagerkovil

Dindugal

Vadalur

TNSTC,KUMBAKONAM REGION KUMBAKONAM

I have done the project at Tamil Nadu state transport Corporation, Kumbakonam

Region. Branches and divisions of the Kumbakonam region are as follows:

BRANCHES

The branches of the kumbakonam region are

Kumbakonam(Mofussil)

15


16/53

Kumbakonam Town I division

Kumbakonam Town-2

Nannilam

Thanjavur(Mofussil)

Thanjavur Town-1

Thanjavur Town-2

Trichy

Thanjavur

Pattukotai

Mannargudi

Paeravoorni

Mayiladuthurai(Mofussil)

Mayiladuthurai Town

Sirkali

Poraiyar

Chidamparam

Nagapattinam

Karaikkal

Thiruthuraipoondi

Vedharaniyam

VEHICLE DETAILS

THE Kumbakonam Devision-I consists of 926 vehicles. Among these the categories

are,

Town vehicles - 292

Mofussil Vehicles - 576

Spares - 55

Idle - 3

__________

16


17/53

___926____

DEPARTMENT OF THE CORPORATIONS

The various departments of the corporations are,

Commercial and operation

Personnel

Materials

Industries relation

Training centre

Electronic data processing wing

Accounts and audit

Security and Vigilance

Technical section

Civil department

ACCOUNTS:

The corporation has a centralized accounts departments.major lion of the accounts

departments like bill preparation, voucher preparation, cashbook, cheque and balance,

general ledger and balance sheet are computerized.

INVOICE AUDITING

Initially Town tickets up to 35KMs.were computerized for collection statements

and also on line ticket auditing purpose. Nowadays the preprinted tickets are implemented

for 182 KMs.For this purpose, most of the branches are being computerized for online

auditing purpose. Due to this, it may be given a room to reduce staff strength and

establishment cost also.

17


18/53

1. COMMERCIAL AND OPERATION

The commercial wing governs the entry of a vehicle in to the corporation and also

the exit of an old vehicle from it. The important functions of the commercial wing is as

follows:

Registration

Tax payment

Augmentation

Replacement

REGISTRATION

A newly purchase vehicle is first registered at the RTO office to get the registration

certificates. Then the fitness certificate is obtained after the physical inspection of the

vehicle. The average cost of a vehicle is around Rs.7 or Rs.8 Lakhs.

TAX PAYMENTS

The tax is paid at the RTO office; tax per mofussil Rs.450 and per town bus is

Rs.330 per month. The total tax is around Rs.8500 per month.

AUGMENTATION

It is the process of obtaining the permit for a new vehicle in a particular route. The

permit is valid for a period of 2 years and the old vehicles permit has to be renewed every

year.

REPLACEMENT

18


19/53

It is the process of exchanging the permit of a faulty old vehicle with new one.

Incase the old vehicle has reached its stoppage limit, tile permit has to be transferred to the

new one.

RESERVATION

Another important advantage of computerization in the Transport field is of the

reservation facilities. The reservation procedures involves the details of reservation

cancellation and reports. The reports consist of details daily report, ticket stock, conductor

chart and cancellation report in this procedure once a seat has to be reserved. The system

asks for the desired seat after displaying the layout of the seats of the bus nagapattinam

divisions, once a seat is reserved immediately it is reflected in the layout. This makes the

process of the reservation very user friendly.

MATERIAL MANAGEMENT

In order to purchase the materials from the vendors quotations are called far and

lowest rate quoted-vendor is asked to issue the purchase order (p.o).The p.o and quotations

are computerized. Like wise receipts from suppliers issues to branches sections are

computerized. So that they can take consolidate statements with value for the month. Theycan also calculate the maintenance cost per kilometer for every branch.

ELECTRONIC DATA PROCESSING WING

EDP has several functions, They are

Preparation of collection of statements

Preparation of KMPL(Kilometers per liter)

Wages Management Information System(MIS)

WAGES SECTION

19


20/53

The demands (such as P.F. other allowances and loans) and the attendance are

updated. Then the updated attendance is checked and leaves if any are taken into account to

calculate the salary.

MANAGEMENT INFORMATION SYSTEM

MIS section sends the physical performance, route performance, quarterly report

and the annual reports to the government, the institute of Road Transport undertakings,

New Delhi. It also prepares branch performance of every month( MIS book). Based on this

book, the higher authorities discuss in the branch manager meetings and give suggestions

to those branch managers who have achieved to the efficiency in all the fields.

TRAINING IMPARTED DURING THE YEAR

CATEGORY TOTAL NO OF NO OF EMPLOYEES

EMPLOYEES TRAINED(INHOUSE)

OFFICER 40 0SUPERVISOR 221 2

WORKMEN 5458 2571

TOTAL 5719 2573

75% of training has been over.

Regarding employees, 80% of permanent employees and the remaining are

temporary employees.

.

PHYSICAL PERFORMANCE

20


21/53

This section sends the physical performance to the Government every

month. This report shows fleet utilization, kilometere per liter efficiency, kilometer loss,

punctuality, occupancy ratio, KMPL, passengers travelled.In addition to this, the cost of

damages to the vehicle, either by public agitation by the crew assault is also to the

Government as enclosure with physical performance.

ROUTE PERFORMANCE

The statement contains traffic indication route performance and the service

performance.

QUARTERLY REPORT

Quarterly report pertaining to KMPL achieved physical, finance and battery

performances are sent to the Government Central Institute of Road transport, Pune.Annual

report on the physical performance will also be sent to CRIT, National Productivity

Council, and New Delhi. Based on the report submitted by the Transport undertakings in

all the states, the council decides the award for the best STU.

21


22/53

CHAPTER-2

REVIEW OF LITERATURE

MILKOVICH AND BUREAOU

Training is a systematic process of changing the behaviour, knowledge and

motivation of present employees to improve the match between employees characteristics

and employment requirements.

Nanda (`1976) conducted a study in ICF Chennai on training programme.He

selected respondents through accidencitial sampling.

SethuRaman (1974) studies the impact of short term training programme for

supervisor. All 15 members and engineering unit Bangalore who had attended supervisory

training programme were interviewed.

Paul Davison conducted a study on HR development services at MRF in

year 1982.The study was conducted with some objectives.

Major findings of the study as follows:

Training has to be imparted to supervisor in following areas.Production, house

keeping, syupervisors lacked desired qualities in these areas.

Nathniel Sarkar (1988) conducted a study on HRD programme in BHEL; Trichy.To

respondents were selected through simple random.

Raja Sekaran(1991) conducted study on the identification of training needs at

BHEL.The study revealed that the following areas have been identical by more than 50%

of the respondents where the need for training to develop their personality ,communication

skills ,leadership qualities,transaction analysis,industrial relations ,positive thinking and

motivation are found essential.

22


23/53

L.A.Kennedy sam(1994)conducted a study on HR development for executive at

BHEL,Trichy 60% of the respondents were selected through systematic random sampling

and finding of study.

Hamblin(1974)conducted a study on training programme at FORD.The feedback on

the effects of a training programme and to assess the value of training in the light of that

information.

OBJECTIVES OF TRAINING AND DEVELOPMENT

Training objectivities is to improve the workers performance on the current job and

also prepare them for an intend job

Training helps to provide mastery in new methods and machines.

Training objectives is to improve the defective ways of doing work and to teach

current methods and behavior patterns.

The objectives of development are to improve their performance in job and also

improve personality and skills.

23


24/53

CHAPTER-3

OBJECTIVES OF THE STUDY

To study the reflection of the training programme

To study about the workers attitude regarding development programme.

To study the involvement of trainees in the programme.

24


25/53

CHAPTER-4

RESEARCH METHODOLOGY

Research:

Researchis a systematic and scientific activity to achieve the truth.Research

includes procedures of collecting data,analysis the data and finding the conclusion or truth.

Research Methodology:

Research Methodologyis a way of systematically solves the research problem.It is

a science of studying how the research is done successfully.

Title of the Study:The title is the study on Training and Developmant of cholan roadways

corporation, kumbakonam.

.

RESEARCH DESIGN

Research Design means the exact nature of Research work in a systematic manner

. It involves the information about the research work in view of the framework of the

study,availability of various data,observations,analysis ,sampling etc.,

Descriptive Research Design:

The researcher has followed the descriptive research by using primary and

secondary data collections.

Descriptive studies try to discover answers to the questions who,what,when,where

and sometimes how the researcher attempts to describe or define a subject,often by creating

profile of a group of problems.People or events such studies may involve the collection of

data and the creation of distribution of the number of times the researcher observes a single

event or chararacteristics or they may involve relating the interaction of two or more

variables.

25


26/53

SAMPLING:

Once the Researcher has clearly specified the problem and developed an

appropriate design and data collection instruments ,the next step in research process is to

select those elements from which the information will be collected.Following sampling

methods may collect the required information in any scientific enquiry.

SAMPLE SIZE:

The researcher takes the sample size as 50

Methods Sample:

The researcher has followed stratified Random sampling method in this project.

STRATIFIELD RANDOM SAMPLING:

The universe is divided into different stratas based on certain attributes.

Proportionately, select some samples from each stratum are called Stratified Random

sampling under Probability Sampling.,

Data Collection Methods:

The Researcher have collected the primary data by using questionnaire andsecondary data from company magazine

Research hypotheses:

There is a significant association between monthly income of respondents

and various dimensions of Training Effectiveness.

There is a significant association between age of the respondents and

various dimensions of Training Effectiveness.

Statistical Tool used:

1. Percentage Method

2. Chi-Square Test

26


27/53

CHAPTER-5

DATA ANALYSIS FOR WORKERS

Table:5.1

DISTRIBUTION OF RESPONDENTS BY THEIR AGE

SOURCE; Primary data

INFERENCE:

From the above results, it is clear that 44% of the respondents are in the age group

of 20-30 years,22%of the respondents are in the age group of 31-40 years,20%of the

respondents are in the age group of 41-50 and the rest of the respondents are in the age

group of 51-60

DISTRIBUTION OF RESPONDENTS BY THEIR AGE

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

20-30 31-40 41-50 51-60

AGE GROUPS

NO AGE NO OF

RESPONDENTS

PERCENTAGE

(%)

1

2

3

4

20-30 years

31-40 years

41-50 years

51-60 years

22

11

10

7

44

22

20

14

27


28/53

Table:5. 2

DISTRIBUTION OF RESPONDENTS BY THEIR SEX

S.NO SEX NO OF

RESPONDENTS

PERCENTAGE

(%)

1

2

Male

female

50

-

100

-

SOURCE;Primary data

From the above table, its found the major percentage of the respondents (100%)

are males.

28


29/53

Table : 5.3

DISTRIBUTION OF RESPONDENTS BY THEIR

EDUCATION QUALIFICATION

S.NO EDUCATION NO OF

RESPONDENTS

PERCENTAGE

(%)

1

2

Technical

Non Technical

-

50

-

100

SOURCE;Primary data

From the above table, it is clear that most respondents (100%) are having non-

Technical qualification.

29


30/53

TABLE;5.4


DEPARTMENT

S.NO DEPARTMENT NO OF

RESPONDENTS

PERCENTAGE

(%)

1

2

Transport

Major Repairing

17

33

34

66

SOURCE;Primary data

From the above table, its found that 66% of respondents (100%) are

Working in major repairing department and rest of the respondents are working in

Transport department

0%

10%

20%

30%

40%

50%

60%

70%

transport major

repairing

DEPARTMENTS

30


31/53

Table: 5.5

DISTRIBUTION OF RESPONDENTS BY THEIR GRADE

S.NO GRADE NO OF

RESPONDENTS

PERCENTAGE

(%)

1

2

3

A

B

C

-

-

50

-

-

100


From the above table, we can easily understand that 100% of the respondents are in

C grade.

Table:5.6

31


32/53

DISTRIBUTION OF RESPONDENTS BY THEIR MARITAL

STATUS

S.NO MARITAL

STATUS

NO OF

RESPONDENTS

PERCENTAGE

(%)

1

2

Married

Unmarried

31

19

62

38


From the above table, its clear that most of the respondents (62%) are married and

the rest of the Respondents(38%)are unmarried.,

0%

10%

20%

30%40%

50%

60%

70%

Married Unmarried

Marital status

Table: 5.7

32


33/53


NATIVE PLACE

S.NO NATIVE PLACE NO OF

RESPONDENTS

PERCENTAGE

(%)

1

2

3

Urban

Rural

Semi Urban

27

23

-

54

46

-


From the above table, its clear that 54% of respondents from urban area and the

rest of the respondents (46%)are rural area,.

42%

44%

46%

48%

50%

52%

54%

URBAN RURAL SEMI URBAN

NATIVE PLACE

Table:5. 8

33


34/53


EXPERIENCE

S.NO EXPERIENCE NO OF

RESPONDENTS

PERCENTAGE

(%)

1

2

3

1-10 years

11-20 years

21-30 years

40

6

4

80

12

8


From the above table, it is clearly understandable that (80%)of respondent having 1-

10 years experience,(12%) of respondent having 11-20 years and rest of (8%) respondents

having 21-30 years experience.

0%

10%

20%

30%

40%

50%

60%

70%

80%

1-10yr 11-20yr 21-30yr YEAR OF EXPERIANCE

Table:5. 9

34


35/53


MONTHLY INCOME

S.NO MONTHLY

INCOME

NO OF

RESPONDENTS

PERCENTAGE

(%)

1

2

3

4

1000-3000

3000-5000

5000-7000

7000-9000

35

7

3

5

70

14

6

10


From the above table, it is found that (70%)of the respondent are getting monthly

income between Rs.1000-3000,(14%) of respondent are

getting between Rs3000-5000,(6%)of the respondent are getting between Rs.5000-

7000,and the rest of the respondents are getting between Rs.7000-9000..

DISTRIBUTION OF RESPONDENTSBY THEIR MONTHLY INCOME

0%

10%

20%

30%

40%

50%

60%

70%

1000-3000 3000-5000 5000-7000 7000-9000

Monthly income

Table:5.10

ASSOCIATIONS BETWEEN AGE OF THE RESPONDENT

35


36/53

AND VARIOUS DIMENSIONS OF TRAINING

EFFECTIVENESS

Ho: There is no significant association between monthly income of the respondents and

the various dimensions of Training Effectiveness.

Ha: There is a significant association between monthly income of the respondents and


S.L.NO AGE VARIOUS DIMENSIONS

OF TRAINING

EFFECTIVENESS

PERCENTAGE

(%)

LOW HIGH

1 Objectives&

Need Up to

20-30 years

31-40 years

41-50 years

51-60 years

n:20

10

4

3

3

n:30

11

10

7

2

100

X2=1.282

df=3

p>0.05

Not Significant


OF TRAINING

EFFECTIVENESS

PERCENTAGE

(%)

LOW HIGH

36


37/53

2

3

4

5

6

Session Wise

20-30 years

31-40 years

41-50 years

51-60 years

Practical

Applicability

20-30 years

31-40 years

41-50 years

51-60 years

Training Aids

20-30 years

31-40 years

41-50 years

51-60 years

General

20-30 years31-40 years

41-50 years

51-60 years

Overall

20-30 years

31-40 years

41-50 years

51-60 years

n:21

1

13

6

1

n:16

7

5

2

2

n:16

7

4

3

2

n:16

74

3

2

n:16

11

7

5

2

n:29

17

4

4

4

n:34

11

12

8

3

n:34

14

10

7

3

n:34

1410

7

3

n:25

9

8

5

3

X2=1.098

df=3

p>0.05

Not Significant

X2=1.710

df=3

p>0.05

Not Significant

X2=0.660

df=3

p>0.05

Not Significant

X2=0.373

df=3p>0.05

Not Significant

X2=0.284

df=3

p>0.05

Not Significant

37


38/53

n:25

38


39/53

Null Hypotheses is Accepted:

So, there is no significant association between age of the respondent & others

dimensions like objectives & needs, practicl applicability, training aids, general and

overall.

Null hypotheses is Rejected:

So there is a significant association between age of the respondents & session wise

of the training effectiveness.

39


40/53

Table:5.11

ASSOCIATIONS BETWEEN AGE OF THE RESPONDENT

AND VARIOUS DIMENSIONS OF TRAINING

EFFECTIVENESS

Ho: There is no significant association between monthly income of the respondents and

the various dimensions of Training Effectiveness.

Ha: There is a significant association between monthly income of the respondents and



OF TRAINING

EFFECTIVENESS

PERCENTAGE

(%)

LOW HIGH

1 Objectives&

Need1000-3000

3000-5000

5000-7000

7000-9000

n:20

9

5

4

2

n:30

6

8

10

6

X2=3.315df=3

p>0.05

Not Significant

40


41/53

S.L.NO AGE VARIOUS DIMENSIONS OF

TRAINING EFFECTIVENESS

PERCENTAGE

(%)

LOW HIGH

2

3

4

5

6

Session Wise

1000-3000

3000-5000

5000-7000

7000-9000

Practical

Applicability

1000-30003000-5000

5000-7000

7000-9000

Training

Aids

1000-3000

3000-5000

5000-7000

7000-9000

General

1000-3000

3000-5000

5000-7000

7000-9000

Overall

1000-3000

3000-5000

5000-7000

7000-9000

n:24

11

2

7

4

n:20

44

3

3

n:20

7

2

3

4

n:20

7

2

3

4

n:20

11

6

4

6

n:26

9

4

7

6

n:20

135

13

7

n:20

11

7

10

6

n:20

11

7

10

6

n:20

7

5

7

3

X2=3.753

df=3

p>0.05

Not Significant

X2=1.466

df=3

p>0.05Not Significant

X2=2.599

df=3

p>0.05

Not Significant

X2=1.506

df=3

p>0.05

Not Significant

X2=3.715

df=3

p>0.05

Not Significant

41


42/53

42


43/53

Null hypothesis is accepted:

So, there is no significant association between monthly income of respondents and

various dimensions of training effectiveness like objectives & needs., session wise,

practical applicability ,training aids, general and overall.

43


44/53

CHAPTER-6

6.1 FINDINGS OF THE STUDY

General Findings:

The respondent are male

The respondents are non-technician

66% of the respondents are in Repairing department

The percentage of respondents is in grade C

All the respondents belong to the urban and rural areas

40 respondents are having 1-10 years experience.

35 respondents are getting monthly income 1000-3000

FINDINGS RELATED TO HYPOTHESIS

There is no significant association between the age of the respondents and various

dimension of Training Effectiveness.

There is no significant association between monthly income of the respondents and

the overall dimensions of Training Effectiveness.

44


45/53

6.2 SUGGESTIONS

1. The object of training programme must be properly communicated to the

workers.

2. Importance of the training must enlightened among the new comers and

inexperienced workers.

3. Advanced technical aids can be used by the management to have effective

results.

4. The organization is suggested to place Indians as the top-level supervisors

for better communications.

5. The trainee can be motivated to use the programs more effectively in

developing others.

6. The management has to conduct training & development programme in

frequent intervals

7. Time allocation is needed so as to make the programme success

8. Different methods can be adopted in a single program to maintain

participation of workers.

45


46/53

CHAPTER-7

CONCLUSION

The objectives of the researcher are fulfilled .The researchers findings and

suggestions are very much helpful for the further improvements of the organization.

In Tamil Nadu Transport Corporation, there should be a smooth relationship

between the workers and the management. The management provides all Welfare measures

to the employees.

Majority of the workers are satisfied with the Training and DevelopmentProgramme.

46


47/53

CHAPTER-8

8.1 Limitation of the Study:

Most of the respondents were reluctant in giving information.

It was very difficult to connect the trainees and the supervisors, as they were

busy with their regular day to day activities.

The short period had been given, so the study does not covers the whole.

47


48/53

8.2 Scope for further study:

The research study is highly useful to the organization to know that exactly training

needs.The study deals with various aspect of the programme.It helps the organization to

know its development programme level. It also helps to include new techniques for furtherimprovements

48


49/53

APPENDICES

ANNEXURE-1

STUDY ON TRAINING AND DEVELOPMENT OF CHOLAN ROADWAYS

CORPORATION OF KUMBAKONAM

QUESTIONNAIRE

PERSONAL DATA

Name :

Age :

Sex : a) Male b) Female

Education :

Designation :

Nature of job :

Grade :

Department :

Marital Status : a) Married b) Unmarried

Native Place :a) Urban b) Rural c) semi urban

Monthly Income :

QUESTIONNAIRE FOR WORKERS:

(a) Objectives and needs

I. Very good

II. Good

III. Little

IV. Very little

V. Fully useful

1. To which extend you aware of needs and objectives of programme at the time of your

nomination period.

1. 2. 3. 4. 5.

49


50/53

2. To which extend the programme objectives are explained

1. 2. 3. 4. 5.

3. To which extent the conducted programme was in line with your needs

1. 2. 3. 4. 5.

4. To which extent you got satisfaction

1. 2. 3. 4. 5.

(b)Session voice

I. Too much

II. Much

III. Less

IV. Look less

V. Just right

5. Session Duration 1.

2.

3.

4.

5.

6. Quality of material During Training period1. 2. 3. 4. 5.

I. Very good

II. Good

III. Bad

50


51/53

IV. Worst

V. Outstanding

7. Technical methodology 1. 2. 3. 4. 5.

8. Communication 1.

2.

3.

4.

5.

9. Trainee involvement and participation 1. 2. 3. 4. 5.

10. Level of gains (net contribution of session) 1. 2. 3. 4. 5.

11. Rate of safety measures given during 1. 2. 3. 4. 5.

Training period

12. Training circumstance 1. 2. 3. 4. 5.

(c)Practical applicability:13. How you feel in training period 1. 2. 3. 4. 5.

14. Do you find any deviation between 1. 2. 3. 4. 5.

Initial stage and end stage of programme

15. Usefulness of training in growth and 1. 2. 3. 4. 5.

Development of personal things

(d).training aids:

16. Which aids are used and rate how much 1. 2. 3. 4. 5.

It is used

GENERAL HEADING

I. Very good

II. Good

III. Bad

IV. Worst

V. Outstanding

17. Audio-visual aids 1. 2. 3. 4. 5.

51


52/53

18. Group discussion 1. 2. 3. 4. 5.

19. Slides 1. 2. 3. 4. 5.

20. Charts 1. 2. 3. 4. 5.

21. Lecture 1. 2. 3. 4. 5.

22. Practical session

(e) General:

I. Excellent

II. Good

III. Ok

IV. Bad

V. Poor

23. You should mark the performance 1. 2. 3. 4. 5.

Of the training programme as

Learning experience

24. How is your involvement in the 1. 2. 3. 4. 5.

Programme

25. How was your relationship with other 1. 2. 3. 4. 5.

Participants

26. Overall satisfaction a) High b) Low

If it is low, please specify reason give your kindly suggestion for further

Improvement.

52


53/53

ANNEXURE-2

BIBLIOGRAPHY

Michel Armstrong,8th edition 2001,HR Management and Practice

D.D.Sharma 2001, marketing research.

Tamil Nadu Transport Corporation Kumbakonam Profile

Personal Management,C.B.Memoria

Josh.M.1961, Training Industry, Bombay TATA Institute School of work.

Kothrai.C.,2001 research Methodology

S.C.Gupta and V.K.Kapoor,Fundamental of Statistics

S.P.Gupta,Statistical Methods

a study on training and development of cholan roadways corporation

Documents