A STUDY ON EMPLOYEE NEED ANALYSIS

IN TTK-LIG LIMITED,VIRUDUNAGAR.

A PROJECT REPORT

Submitted by

SENTHILKUMAR.S

(REG NO: 21609631030)

in partial fulfillment for the award of the degree

Of

MASTER OF BUSINESS ADMINISTRATION

SAVEETHA ENGINEERING COLLEGE

THANDALAM, CHENNAI

ANNA UNIVERSITY: CHENNAI 600 025

MAY 2010

BONAFIDE CERTIFICATE

I certify that the project report titled “A Study on Employee need analysis in

TTK-LIG, Limited virudhunagar.” is the bonafide work of “Senthilkumar.S” (Reg. No:

21609631030) who carried out the project work under my guidance and supervision.

SIGNATURE SIGNATURE

Dr.C.CHENDROYAPERUMAL Mrs R CHITRA

HEAD OF THE DEPARTMENT Asst Professor

Department of Management Studies Department of Management Studies

Saveetha Engineering College Saveetha Engineering College

Thandalam. Thandalam

Chennai-105 Chennai-105

DECLARATION

I, SENTHILKUMAR.S hereby declare that the project entitled “A Study on

Employee training need analysis in TTK-LIG ,Limited virudhunagar.” has been done by

me as a partial fulfillment for the award of degree “Master of Business Administration”. The

project report is drafted by me and is original to the best of my knowledge and belief.

Place: Chennai Signature of the Student

Date: (SENTHILKUMAR.S)

Department of management studies

Saveetha engineering college

Thandalam

ACKNOWLEDGEMENT

I express my deep sense of gratitude to beloved President, DR.N.M.VEERIYAN for his

encouragement and guidance.

I express my gratitude to Principal, DR.R.VENKATASWAMY for having given us

spontaneous encouragement in completing the project.

I am indebted to the Head of the Department, DR.C.CHENDROYAPERUMAL for

his constant support for this project.

I express my sincere thanks to my internal guide Asst Professor Mrs R CHITRA

for her valuable suggestion, encouragement, and support for successful completion of the

project.

I wish to record my gratitude to MR.D.VICTOR VIYAS, Assistant Manager-HR and

his staffs for their kind permission and encouragement to do the project in their esteemed

organization.

Finally I thank all the members of the college, staff for their help to complete the project

successfully.

Name: SENTHILKUMAR.S

TABLE OF CONTENTS

CHAPTER

NO

TITLE PAGE NO

Abstract

List of tables

List of Charts

1 Introduction

1.1 Introduction

1.2 Company Profile

1.3 Objectives

1.4 Scope Of Study

1.5 Need of study

1.6 Limitations

2 Review of Literature

3 Research Methodology

4 Data Analysis & Interpretation

5 Findings

6 Suggestions

Conclusions

8 Bibliography

9 Appendix

ABSTRACT

This project is entitled “EMPLOYEE TRAINING NEED ANALYSIS” in TTK-LIG

LIMITED,VIRUDHUNAGAR was carried out to analyze the performance of employee training

need analysis in the organization.

The main objective of the project is to study the need of training at TTK-LIG LIMITED. The

project consists of objectives, limitations, company profile, research methodology, findings,

suggestions and conclusions. The information needed for the research has been gathered from

secondary data i.e. Company Annual report for training .

LIST OF TABLES

TABLE NO TABLE NAME PAGE NO

1 Table showing the Training for current job

2 Table showing the Awareness of component of the job

3 Table showing the Requirement for training

4. Table showing the key area need to be trained

5 Table showing Type of training

6 Table showing Duration of training.

7 Table showing Aware of TTK-LIG Training

8 Table showing performance factor

9 Table showing the Provide Protective equipment

10 Table showing the Members cooperate

11 Table showing the Evaluate training program

12 Table showing the Additional training programs

13 Table showing Additional training in Compounding

14 Table showing the Additional training in Dipping .

15 Table showing the Additional training in ET .

16 Table showing the interested area

17 Table showing the convenient training time

18 Table showing the Desirable time for training

19 Table showing the work division

20 Table showing the job level

21Table showing the analysis between additional training

program and production area interested to you want.

22 Table showing the analysis between require training and

positive changes in training .

23Table showing the analysis between the Convenient time and

Desirable day for training

24 Table showing the analysis between the Training need area

and Evaluate training program

LIST OF CHARTS

CHART NO CHART NAME PAGE NO

1 Figure showing the Training for current job

2 Figure showing the Awareness of component of the job

3 Figure showing the Requirement for training

4 Figure showing the key area need to be trained

5 Figure showing the Type of training

6 Figure showing the Duration of training.

7 Figure showing the Aware of TTK-LIG Training

8 Figure showing performance factor

9 Figure showing the Provide Protective equipment

10 Figure showing the Members cooperate

11 Figure showing the Evaluate training program

12 Figure showing the Additional training programs

13 Figure showing the Additional training in Compounding

14 Figure showing the Additional training in Dipping

15 Figure showing the Additional training in ET

16 Figure showing the interested area

17 Figure showing the convenient training time

18 Figure showing the work division

19 Figure showing the job level

CHAPTER - I

INTRODUCTION

CHAPTER - I

INTRODUCTION

1. 1INTRODUCTION TO THE TOPIC

Training needs analysis process is a series of activities conducted to identify

problems or other issues in the workplace, and to determine whether training is an

appropriate response. The needs analysis is usually the first step taken to cause a change.

This is mainly because a needs analysis specifically defines the gap between the current

and the desired individual and organizational performances. The employment of trainers

has given raise to a number of social, psychological, economic and legal problems. Their

working conditions are unsatisfactory, especially in the unregulated factories, where they

have to work in ill-ventilated, ill-lighted congested and positively dry atmosphere .

employee unaware about their complete job profile, Shyness and not willing to

participate Lack of Interest from Employee Most of them are ill-literate people so they

do only their work they are not able to do other technical work Since they are daily

laborers they don’t want to lose their daily Income by participating training program

Employer shows less interest in employee’s developmental activities It is time

consuming and expensive process Lack of awareness of the employee’s towards recent

trends in their fields.

1.2 COMPANY PROFILE

TTK LIG

About company:

Business Type : Exporter / Manufacturer

Products Manufacturing and Exporting : Condoms, foot care products

T. T. Krishnamachari and Co. and London International Group Plc (LIG), makes and sells condoms. The company

markets its products in the brand name Kohinoor, Fiesta and Durex.

CHENNAI: India's largest condom maker, TTK LIG Limited, is stepping on gas. It is inaugurating its third plant in Pondicherry on Friday.

T T Jagannathan, Chairman, TTK Group of Companies told presspersons that the plant will have a capacity to make 330 million pieces of condoms a year. The total investment in the plant is around Rs 20 crore which has been met completely by internal accruals.

The condoms from the Pondicherry facility would be used for both domestic sales and exports. In India TTK LIG sells two brands -- Kohinoor and Durex. The company makes 1.5 billion condoms a year while the estimated market size in India is 2.5 billion while the world market is slightly less than 8 billion.

"We should be proud because we have 20 per cent of World's capacity with us. We export to practically every country," Jagannathan added. The company hopes to attain a profit after tax of Rs 60 crore this fiscal as against Rs 42.11 crore recorded for the previous year. The company recorded revenues of Rs 179.48 crore for the year ended March 2003 of which export income was Rs 111.34 crore.

Besides Pondicherry, TTK LIG has two more plants one each in Chennai and Virudhunagar in South Tamil Nadu.

TTK-LIG is a leader in more ways than one. They were the first to introduce variant condoms like ribbed, dotted, contoured and spermicidal condoms in India. Having pioneered condom advertising in India, their flagship brand Kohinoor continues to be the market leader with over 40% market share, and Durex, the international bestseller, is the first super premium condom brand to be marketed in India.

TTK-LIG is also a leading supplier of condoms to the Government of India's Family welfare programme, with over 5 billion condoms supplied so far.

Our quality mantra

TTK-LIG has always pursued quality as a religion. The condoms manufactured in the three Indian plants not only meet, but even exceed the stringent quality standards like the European EN600:1996 and ISO 4074:2002 by a substantial margin. A representative of India in the ISO technical group, TTK-LIG also plays an important role in the development of global standards for condoms.

This focus on being better than the best has resulted in the following international accreditations for Quality Management Systems: BS EN ISO 9001: 2000; the EN46001 & ISO 13485 for Medical Devices; US FDA 510K ; German DLF; French AFNOR; Australian TGA & South African SABS. The company has also been accredited to Environmental Management Systems 1SO: 14001 in 2002.

Global Calling

With exports of over 1.5 billion condoms in the last 4 years to over 40 countries including the UK, USA, France, Germany, Australia, Brazil etc., TTK-LIG is today a reliable sourcing point for global market needs.

TTK-LIG Ltd and SSL International plc, UK will soon manufacture the entire range of Dr Scholl’s foot care products in India. The 49:51 joint venture SSL-TTK Ltd, apart from catering to the requirements of the nascent Indian market, will eventually become the hub for catering to the entire Asia-Pacific market. The Rs 7.50-crore facility is coming up at Irrungattukkotai near Chennai and is set to become operational by mid-October.

SSL-TTK, over a period of time, will introduce nearly 50 foot care products in India under four broad category viz. Removal, Relief, Comfort and Care. Dr Scholl’s products are close to 100 year old and have a large following in the US, Europe and other developed markets. Test marketing in Bangalore and leading towns in Tamil Nadu in the last six months have been very encouraging, TTK-LIG managing director and director of SSL-TTK J Srinivasan said.

Speaking on the occasion, Mr Brian Buchan, CEO, SSL International plc, UK said that Indians were spending lot of money to take care of their hair, face, etc. but continue to ignore their feet ‘which is a mirror of general health’. “We want to ignite the passion for the feet whose health is vital for the health of the body,” he added. Dr Scholl’s products will be available in all metros and across the country soon. The company has tied up with Bata India to market the foot care products through latter’s 100 outlets.

The facility will also service the strong demand for the products that presently exists in the Asia-Pacific region comprising Australia, New Zealand, Thailand, Malaysia, etc. Presently, this market is fed either by outsourcing or from the UK factory. Higher production costs in the UK was making these products costly as well as uncompetitive. This will get corrected with the commencement of the Indian manufacturing facility which will conform to international quality standards. First export consignment is expected to be shipped from December this year. According to Mr Srinivasan, SSL-TTK Ltd will have a turnover of Rs 15 crore in the first full year of operation and is expected to grow by 25 per cent thereon for the next couple of years.

SSL had originally tied up with the Nicholas-Piramal group (which had 49 per cent) and the latter’s stake was picked up by the TTK group a few years ago.

TTK-LIG sees much potential online

The anonymity that the Internet affords is proving a big advantage for condom makers. And they're willing to add to it by delivering the products bought online “in well-concealed packaging,” says TTK-LIG. Sales through the online store for Durex, marketed by the company, have touched Rs 3.5 lakh a month, compared to Rs 15,000-20,000 two years ago.

In India, Durex is a Rs 15.5-crore brand. Kohinoor, the company's mass market brand, is valued by The Nielsen Company at Rs 75 crore, according to information provided by the company.

‘Huge potential'

“We believe there's huge potential,” says Mr Vishal Vyas, Group Product Manager, TTK-LIG. Embarrassment, lack of privacy and not enough space to stock the entire range in retail outlets, affect the shopping experience and retailers take advantage of these factors to push brands that give them higher margins, he explains, adding that the online store gets around all these problems.

The complete range of Durex products available in the country is offered in the online store. They include the ‘Play' range of lubricants and stimulators. Most of the sales come from Bangalore, Mumbai, Delhi and Pune, but there are customers from smaller places too. Depending on the place, TTK-LIG promises delivery within 2-5 days. The packaging is kept discreet and nondescript (though the company name is mentioned) to ensure privacy, says Mr Vyas.

The average purchase value is Rs 600, and it's increasing everyday, says Mr Vyas. There are about 300-350 transactions a month. The products are priced at MRP and delivery charges apply only if the total value is below Rs 100. Most of the stuff bought online comprises lubricants and stimulators, he said.

TTK-LIG has seen a spike in sales since July-August a year ago, a result it attributes to its sustained marketing activity online (including social networks) as well as on its packs.

TTK-LIG has seen a spike in sales since July-August a year ago, a result it attributes to its sustained marketing activity online (including social networks) as well as on its packs.

However, an executive in another company that sells similar products says that while there has been an increase in sales online compared to last year, it should be remembered that the growth comes on a small base. So it can't be considered a big jump, he says, adding that the company's online store has only recently begun operations.

According to The Nielsen Company's statistics, of the 1.5 billion pieces (Rs 443.3 crore) produced every year, a total of 814 million (valued at Rs 94.3 crore) are dispensed free through the Government's Primary Health Centres and sold at a subsidised price of Rs 5 for three through NGOs. The non-subsidised portion, estimated at Rs 349 crore, is split between various brands such as Kohinoor (Rs 75 crore), Durex (Rs 15.5 crore), Kama Sutra (Rs 59.9 crore), Moods (Rs 35.7 crore), Manforce (Rs 50.6 crore), IMFC/imported (Rs 106.8 crore), and others.

RELATED PRODUCTS

Dotted Condoms

Coloured Condoms

1.3OBJECTIVES OF THE STUDY

Primary objective:

1. To Identify the Initial Training of employees at TTK-LIG.

Secondary objective:

2. To finding the problems about the training at TTK-LIG.

3. To identify the gaps that exist between the current training situation.

4. To identify the future requirement in training.

5. ToDevelop a greater Safety awareness.

6. To Inspire more effective team work.

1.4 SCOPE OF THE STUDY

It helps the organization to plan the training and their needs for productive

results.

The organization will know in the what state it is now after conducting so many

training programs.

It is necessary to prepare existing employees for high level jobs(promotion).

Its necessary when a person moves from one job to another (transfer).after

training ,employee can change jobs quickly ,improve his performance levels and

achieve career goals comfortably.

1.5 LIMITATION OF THE STUDY

The study is undertaken only at TTK-LIG in virudhunagar.

The major shortcoming faced by the researcher is lack of time , because of which the

analysis was confounded to a limited area of study.

The study may suffer from analysis of statistical tool.

CHAPTER - 2

REVIEW OF LITERATURE

CHAPTER - II

REVIEW OF LITERATURE

Gould D, Kelly D, White I, Chidgey J (2005), Training needs analysis is the initial step

in a cyclical process which contributes to the overall training and educational strategy of

staff in an organisation or a professional group. The cycle commences with a systematic

consultation to identify the learning needs of the population considered, followed by

course planning, delivery and evaluation.

Tara Lynne, (2004), This study was an evaluation of the tribes training program , a

program aimed at providing educators with strategies and methods for creating an

inclusive classroom environment . this was a pilot that attempted to assess “Tribes”

ability to enhance educator and student positive attitudes toward student with learning

difficulties as well as attitudes toward mainstreaming /inclusion.

Andrew Knowles, (2009), Most people can, if they put their mind to it, perform a

training needs analysis on staff within their organization in order to identify learning

needs. All it requires is a clear understanding of what is to be achieved, some knowledge

of the organization itself, and a consistent, methodical approach. Analysing training need

often forms part of an ongoing cycle of needs assessment, training delivery and

evaluation of the training, which leads back to needs assessment.

Bill Cochrane, A (2005), It is possible that the process of analysing learning needs leads

to the identification of other issues. It could reveal that there is poor communication

within or between departments or teams, or even that there is a break down of

relationships. Analysis can pin-point problems with staff morale or systemic weaknesses

within the organization. It may lead to the conclusion that training alone will not resolve

a particular problem.

Janice A. Miller, February 1996, The first step in designing a training and development

program is to conduct a needs assessment. The assessment begins with a "need" which

can be identified in several ways but is generally described as a gap between what is

currently in place and what is needed, now and in the future. Gaps can include

discrepancies/differences between:

• What the organization expects to happen and what actually happens.

• Current and desired job performance.

• Existing and desired competencies and skills.

M. Osinski, SPHR, July 2002 There are three levels of needs assessment: organizational

analysis, task analysis and individual analysis. Organizational analysis looks at the

effectiveness of the organization and determines where training is needed and under what

conditions it will be conducted. The organizational analysis should identify:

• Environmental impacts (new laws such as ADA, FMLA, OSHA, etc.).

• State of the economy and the impact on operating costs.

• Changing work force demographics and the need to address cultural or language

barriers.

• Changing technology and automation.

• Increasing global/world market places.

• Political trends such as sexual harassment and workplace violence.

• Organizational goals (how effective is the organization in meetings its goals), resources

available (money, facilities; materials on hand and current, available expertise within the

organization).

• Climate and support for training (top management support, employee willingness to

participate, responsibility for outcomes).

Chapter 3

Research Methodology

CHAPTER-III

3.1RESEARCH METHODOLOGY:

Aim of the study:

The main aim of study is to employees training need analysis in TTK-LIG .

3.2Research design:

This study used the analytical research design. This is typically concerned with determining

frequency with something occurs or how two variables vary together. Analytical study is a

system of procedures and techniques of analysis applied to quantitative data. It may consist of a

system of mathematical models or statistical techniques applicable to numerical data.

3.3Sampling design:

Sampling unit: Respondents have been selected from all the level of TTL-LIG employees.

Sampling size: Respondents are mostly selected form one level. So the sample size is limited to

125 due to availability and the busy schedule of the employees.

3.4Sampling procedure:

The sampling method used was simple random sampling. This sampling method was used

because of lack of time and lack of thorough knowledge about the Universe. The sample size

was fixed to 125 respondents.

Data required:

The information required for the study was directly collected from the employees through

questionnaire.

3.5Data collection:

Primary data:

These are fresh data which are collected for the first time such as observation, personal interview, and

questionnaire.

.

Secondary data:

To supplement the primary data, secondary data is required. This is obtained from the company

profile, internet and various other hand books on the subject matter.

3.6Data preparation and processing:

The data has to be processed and analyzed in accordance with the outline laid down for the

purpose at the time of developing the research plan. Processing implies editing, coding,

tabulation of collected data, so that they are amenable to analysis. Validity must be one of the

objectives of measurement, validity exist when data actually measure what they are supposed to

measure. The data must properly valued, if not it will give misleading result.

3.7Statistical tools used:

1. Simple percentage analysis:

It was initially done to edit and tabulated one data collected through questionnaire

Percentage of respondents = Number of respondents *100

Total respondents

2. Chi-square test:

Chi-square test is used to find out whether there is relationship among various groups. It is

calculated by using the formula:

¥2=∑(Oi-Ei)2/∑Ei

Where,

O i=observed frequency

E i =Expected frequency= (row total*column total)/grand total

I=1,2,3……..n

Hypothesis

Definition

It means tentative generalization the validity of which remains to be tested. In short it deals

certain assumptions made in the study.

It is a statement of universe and it is of two types

Null Hypothesis

A hypothesis which assumes that there is no significant difference between sample statistic and

population parameter is called null hypothesis. It is denoted by H0.

Alternative hypothesis

A hypothesis which assumes that there is significant difference between sample statistic and

population parameter is called alternative hypothesis. It is denoted by H1.

3. Correlation analysis

Correlation is defined as the association or relationship that exist between two or more variables.

r = N ∑x y- ∑x ∑y

√N∑x2 – (∑x)2 √N∑y2 – (∑y)2

Where,r measures the degree of relation that exist between the variables.

4. Spearman’s Rank correlation

The coefficient of rank correlation is based on the various values of the variates is denoted by r.

it is applied in the problems in which data cannot be measured quantitatively but qualitatively

assessment is possible such as beauty , honesty etc..

Formulae:

When the ranks are equal,

r= 1 – 6(∑D2 )

N(N2-1)

N = Number of valuesin a group.

M = number of times a value is repeated.

CHAPTER IV

DATA ANALYSIS

AND

INTERPRETATION

CHAPTER IV

DATA ANALYSIS AND INTERPRETATION

PERCENAGE ANALYSIS

1.Training for current job

Training for current job No of respondents percentageYes 125 100No 0 0Total 125 100

Yes No0

102030405060708090

100

100

0

percentage

perc

enta

ge

Training for current job

INFERENCE:

The collected data shows that 100% of the employees said that they are given training for the job undertaken by them

2.Awareness of component of the job

wareness of component of the job

No of respondents percentage

Yes 100 70No 25 30total 125 100

Yes No0

10

20

30

40

50

60

70

70

30percentage

perc

enta

ge

Awareness of component of the job

INFERENCE:

the collected data shows that 70% of the employees said that they are well aware of their job components and 30% said that they are unaware of that.

3.Requirement for training

Requirement for training No of respondents percentageYes 113 90No 12 10Total 125 100

Yes No0

102030405060708090

90

10

percentage

perc

enta

ge

Requirement for training

INFERENCE:

the collected data shows that 90% of the employees feel that they need training and 10% of employees said they do not feel the need of training

Training analysis

4. key area need to be trained

key area need to be trained No of respondents PercentageTechnically 38 30Subjectively/systematically 25 20Practically 38 30Others 24 20total 125 100

Tech

nically

Subjec

tively/

system

atical

ly

Practical

ly

Others05

1015202530

30

20

30

20

Percentageperc

enta

ge

key area need to be trained

INFERENCE:

The collected data shows that 30% of the employees said that they need to train technically, 20% said subjectively/ systematically, 30% said practically and 20% said others.

5. Type of training

Type of training No of respondents PercentageOn the job 38 30.4Class Room 12 9.6Group Discussion 26 20.8Lab /Factory Visits 49 38.2total 125 100

On the j

ob

Class R

oom

Group Disc

ussion

Lab /F

actory

Visits

05

10152025303540 30.4

9.6

20.8

38.2

Percentage

perc

enta

ge

Type of training

INFERENCE:

The collected data shows that 30.4% of the employees prefer on the job training, 9.6% prefer class room training, 20.8% prefer group discussion and 39.2% prefer lab/factory visits.

6. Duration of training

Duration of training No of respondents PercentageLess then a week 12 10Week 1 month 13 101 Month to 2 Month 50 402 Month to 3 Month 50 40Total 125 100

Less then a week

Week 1 month

1 Month to 2 Month

2 Month to 3 Month

05

10152025303540

10 10

40 40

Percentageperc

enta

ge

Duration of training

INFERENCE:

The collected data shows that 10% of the employees said that the duration of the training should be less than a week, 10% said week to ! Month, 40% said 1 month to 2 months and 40% said 2 months to 3 months

7. Aware of TTK-LIG Training

Aware of TTK-LIG Training No of respondents percentageYes 125 100No 0 0total 125 100

Yes No0

102030405060708090

100

100

0

percentage

perc

enta

ge

Aware of TTK-LIG Training

INFERENCE:

The collected data shows that 100% of the employees are aware of the training program followed in TTK-LIG Ltd

8.performance factor

Aware of TTK-LIG Training No of respondents percentageYes 113 90No 12 10Total 125 100

Yes No0

102030405060708090

90

10

percentage

perc

enta

ge

performance factor

INFERENCE:

The collected data shows 90% of the employees believe that training makes a positive change in performance factor and 10% do not believe that.

9. Provide Protective equipment

Aware of TTK-LIG Training No of respondents percentageYes 125 100No 0 0total 125 100

Yes No0

102030405060708090

100

100

0

percentage

perc

enta

ge

Provide Protective equipment

INFERENCE:

The collected data shows that 100% of the employees said that the company provide sufficient first-aid boxes and protective equipments

10. Members cooperate

Aware of TTK-LIG Training No of respondents percentageYes 113 90No 12 10Total 125 100

Yes No0

102030405060708090

90

10

percentage

perc

enta

ge

Members cooperate

INFERENCE:

The collected data shows 90% of the employees said their team members cooperate with them and 10% said that their team members are not cooperating

Training Evaluation

11.Evaluate training program

Evaluate training program No of respondents PercentageWritten Exam 13 10Practical 6 5Presentation 6 5On the Job performance 100 80Total 125 100

Writt

en Ex

am

Practical

Presen

tation

On the J

ob perform

ance

0

20

40

60

80

10 5 5

80

Percentage

perc

enta

ge

Evaluate training program

INFERENCE:

The collected data shows that 10% of the employees want to evaluate their training programs through written exams, 5% want through practical exams, 5% want presentations and 80% want to evaluate training through on the job performance

12.Additional training programs

Additional training programs No of respondents PercentageCompounding 25 20Dipping 25 20ET 25 20Foiling 50 40total 125 100

Compound-ing

Dipping ET Foiling05

10152025303540

20 20 20

40

Percentageperc

enta

ge

Additional training programs

INFERENCE:

The collected data shows that 20% of the employees like to have additional training programs in Compounding, 20% like in Dipping, 20% like in ET and 40% like to have training in Foiling

13. Additional training in Compounding

Additional training in Compounding

No of respondents percentage

Lab testing 100 80No 12 10total 125 100

Lab testing GT0

10

20

30

40

50

60

70

80

percentage

Perc

enta

ge

Additional training in Compounding

INFERENCE:

The collected data shows that 80% of the employees like to see additional training in lab testing and 20% like to see in GT

14. Additional training in Dipping

Additional training in Dipping No of respondents PercentageQuality testing 75 60GT 50 40total 125 100

Quality testing GT0

10

20

30

40

50

60

percentage

perc

enta

ge

Additional training in Dipping

INFERENCE:

The collected data shows that 60% of the employees like to see additional training in Quality testing and 40% like to see in GT

15. Additional training in ET

Additional training in ET No of respondents PercentageWater testing 75 60Air testing 50 40

Total 125 100

Water testing Air testing0

10

20

30

40

50

60

percentage

percentage

perc

enta

ge

Additional training in ET

INFERENCE:

The collected data shows that 60% of the employees like to see additional training in Water testing and 40% like to see in Air testing

16.interested area

interested area No of respondents PercentageCompounding 25 20Dipping 25 20ET 25 20

Foiling 50 40Total 125 100

Compound-ing

Dipping ET Foiling05

10152025303540

20 20 20

40

Percentageperc

enta

ge

Interested area

INFERENCE:

The collected data shows that 20% of the employees interested in Compounding, 20% in Dipping, 20% in ET and 40% like in Foiling

17.convenient training time

convenient training time No of respondents Percentage8.00am 12 1010.00am 0 010.00am-12.00pm 0 01.00pm 25 203.00pm 0 03.00pm-5.00pm 88 70Morning 0 0Afternoon 0 0Total 125 100

8.00am

10.00am

10.00am-12.00pm

1.00pm

3.00pm

3.00pm-5.00pm

Morning

Afternoon

010203040506070

Percentageperc

enta

ge

convenient training time

INFERENCE:

The collected data shows that 10% of the employees said the most convenient time for them to attend training programs is 8am ,20% said 1pm and 70% said 3pm-5pm

18.Desirable time for training

Desirable time for training No of respondents PercentageWorking days 75 60Leave days 50 40Total 125 100

Working days Leave days0

102030405060

Percentage

perc

enta

ge

Desirable time for training

INFERENCE:

The collected data shows that 60% of the employees said that the most desirable day to attend training is Week days and 40% said leave days

19.work division

work division No of respondents PercentageCompounding 31 25Dipping 31 25ET 31 25

Foiling 32 25Total 125 100

Compound-ing

Dipping ET Foiling0

5

10

15

20

25

Percentage

Percentage

perc

enta

ge

work division

INFERENCE:

The collected data shows that 25% of the employees are working in compounding, 25% in dipping, 25% in Et and 25% in foiling

20. job level

Job level No of respondents PercentageOperator 31 25Supervisor 31 25Lab testing 32 25LQC 31 25Total 125 100

Operator Supervisor Lab testing LQC0

5

10

15

20

25

Percentage

perc

enta

ge

job level

INFERENCE:

The collected data shows that 25% of the employees are working at operator level, 25% at supervisor level, 25% at Lab testing level and 25% at LQC

4.2 CHI-SQUARE ANALYSIS:

4.2.1Analysis between additional training program and production area interested to you

want.

Null hypothesis (H0): There is no significant different between addition training program and

production area interested to you want.

Alternative hypothesis (H1): There is significant different between addition training program

and production area interested to you want.

Table showing the additional training program and production area interested to you

want.

Compounding Dipping ET Foiling Total

Additional

training

program

20 20 20 40 100

Production

are to you

want

20 20 20 40 100

Total 40 40 40 80 200

FORMULA:

χ2 = ∑ (Oi -Ei )2 / Ei

Where,

O = Observed Frequency

E = Expected Frequency = Row Total x Column Total

Grand Total

i = 1, 2, 3………n

Table showing the analysis between additional training program and production area

interested to you want.

Oi Ei (Oi – Ei) (Oi – Ei)2 (Oi – Ei)2/ Ei

20 20 0 0 0

20 20 0 0 0

20 20 0 0 0

40 40 0 0 0

20 20 0 0 0

20 20 0 0 0

20 20 0 0 0

20 20 0 0 0

40 40 0 0 0

Total 0

Degree of freedom:

= (r - 1) (c -1)

= (2-1) (2-1)

= 1

χ2 Table value at 5% Level of significance = 3.841

χ2 Calculated value = 0

χ2 CV < χ2 TV

So, H0 is accepted, H1 is rejected.

INFERENCE:

Hence, There is no significant different between addition training program and production area

interested to you want.

4.3Analysis between require training and positive changes in training .

4.3.1Null hypothesis (H0): There is no significant different between require training and positive

changes in training .

Alternative hypothesis (H1): There is a significant different between require training and

positive changes in training .

Table showing the require training and positive changes in training .

Number Of

Respondents

Yes No Total

90 10 100

90 10 100

Total 180 20 200

FORMULA:

χ2 = ∑ (Oi -Ei )2 / Ei

Where,

O = Observed Frequency

E = Expected Frequency = Row Total x Column Total

Grand Total

i = 1, 2, 3………n

Table showing the analysis between require training and positive changes in training .

Oi Ei (Oi – Ei) (Oi – Ei)2 (Oi – Ei)2/ Ei

90 90 0 0 0

10 10 0 0 0

90 90 0 0 0

10 10 0 0 0

Total 0

Degree of freedom:

= (r - 1) (c -1)

= (2-1) (2-1)

= 1

χ2 Table value at 5% Level of significance = 3.841

χ2 Calculated value = 0

χ2 CV < χ2 TV

So, H0 is accepted, H1 is rejected.

INFERENCE:

Hence, There is no significant different between require training and positive changes in training.

4.4CORRELATION ANALYSIS:

4.4.1Analysis between the Convenient time and Desirable day for training .

X – Convenient time.

Y – Desirable day.

Table showing the analysis between the Convenient time and Desirable day for training .

X Y X2 Y2 XY

10 60 100 3600 600

0 40 0 1600 0

0 0 0 0 0

20 0 400 0 0

0 0 0 0 0

0 0 0 0 0

70 0 4900 0 0

0 0 0 0 0

0 0 0 0 0

100 100 5300 5200 600

FORMULA:

r = (N ∑xy - ∑x ∑y)

√ (N ∑x2 – (∑x) 2) √ (N ∑y2 – (∑y) 2)

= 11(600) – (100) (100) / √ (9 (5300) – (100)^2) √ (2 (5200) – (100)^2)

= 0.813

INFERENCE:

Correlation for the Convenient time and Desirable day for

training .

.

VALUE RESULT

0.813 GOOD

4.5SPEARMAN’S RANK CORRELATION:

4.5.1Analysis between the Training need area and Evaluate training program.

X – Training need area.

Y – Evaluate training program.

Table showing the analysis between the Training need area and Evaluate training

program

X Y R1 R 2 D = R1 – R2 D2

30 10 3.5 4 -0.5 0.25

20 5 1.5 1.5 0 0

30 5 3.5 1.5 2 4

20 8 1.5 3 -1.5 2.25

TOTAL 6.5

FORMULAE:

When the ranks are equal,

r = 1 – 6 (∑D 2 + 1/12(m 3 – m) +……)

N (N2 – 1)

N = Number of values in a group.

m = Number of times a value is repeated.

Therefore,

r = 1 – 6 (6.5)[ (2 3 – 2) /12 +(2 3 – 2) /12 + (2 3 – 2) /12)

4 (42 – 1)

= 1 – 0.975

= 0.025

INFERENCE:

Training need area and Evaluate training program.VALUE RESULT

0.025 GOOD

Statistical Analysis:

Chi - Square Analysis:

1) There is a relationship between the awareness of workers and the Health and safety

training.

2) There is no relationship existing between the effective disciplinary procedures and safe

working environment.

Correlation:

Since the correlation value is 0.813, there is a high degree of positive relationship that

exists between the maintenance of machines and the accidents happened.

Spearman’s Rank Correlation:

Since the correlation value is 0.875, the relationship that exists between the health check-

up provided and stress towards work is good.

CHAPTER-5

CHAPTER V

FINDINGS

5.1 PERCENTAGE ANALYSIS

1. The collected data shows that 100% of the employees said that they are given training for the job undertaken by them

2. the collected data shows that 70% of the employees said that they are well aware of their job components and 30% said that they are unaware of that.

3. the collected data shows that 90% of the employees feel that they need training and 10% of employees said they do not feel the need of training

4. The collected data shows that 30% of the employees said that they need to train technically, 20% said subjectively/ systematically, 30% said practically and 20% said others

5. The collected data shows that 30.4% of the employees prefer on the job training, 9.6% prefer class room training, 20.8% prefer group discussion and 39.2% prefer lab/factory visits.

6. The collected data shows that 10% of the employees said that the duration of the training should be less than a week, 10% said week to ! Month, 40% said 1 month to 2 months and 40% said 2 months to 3 months

7. The collected data shows that 100% of the employees are aware of the training program followed in TTK-LIG Ltd

8. The collected data shows 90% of the employees believe that training makes a positive change in performance factor and 10% do not believe that.

9. The collected data shows that 100% of the employees said that the company provide sufficient first-aid boxes and protective equipments

10. The collected data shows 90% of the employees said their team members cooperate with them and 10% said that their team members are not cooperating

11. The collected data shows that 10% of the employees want to evaluate their training programs through written exams, 5% want through practical exams, 5% want presentations and 80% want to evaluate training through on the job performance

12. The collected data shows that 20% of the employees like to have additional training programs in Compounding, 20% like in Dipping, 20% like in ET and 40% like to have training in Foiling

13. The collected data shows that 80% of the employees like to see additional training in lab testing and 20% like to see in GT

14. The collected data shows that 60% of the employees like to see additional training in Quality testing and 40% like to see in GT.

15. The collected data shows that 60% of the employees like to see additional training in Water testing and 40% like to see in Air testing.

16. The collected data shows that 20% of the employees interested in Compounding, 20% in Dipping, 20% in ET and 40% like in Foiling

17. The collected data shows that 10% of the employees said the most convenient time for them to attend training programs is 8am ,20% said 1pm and 70% said 3pm-5pm

18. The collected data shows that 60% of the employees said that the most desirable day to attend training is Week days and 40% said leave days

19. The collected data shows that 25% of the employees are working in compounding, 25% in dipping, 25% in Et and 25% in foiling.

20. The collected data shows that 25% of the employees are working at operator level, 25% at supervisor level, 25% at Lab testing level and 25% at LQC

CHAPTER-6

6.SUGGESIONS

CHAPTER-VI

6.SUGGESIONS

1.from the outcome of the survey the researcher would suggest the management of TTK-LIG to conduct regular training for the employees to execute the work more effectively.

2.it is suggested that job description, job analysis should be made clear to the employees.

3.the training modules can also have according to work description in order to have full attention of the employee in the training to have a effective and efficient work.

4.training programmers can be organized to all employees to improve their knowledge and skills.

5.the training bring out the true training need of the employees.

6.Action plans should be shared with the training department so analysis can be made with respect to every training programme.

7.performance of the employees before the training and after the training should be compared.

8.pre-course material will make the training programmers more effective.

9.conduct the training program weekly or more.

10.to enhance the training skills.

11.improve the visual aids presentation during the training programmes.

12.training programmer is necessary to all levels of employees to improve their knowledge and traits.

13.presentation by the lecturers should be improved .

14.the presenter must possess a, good communication skills .

15.presence of handout material through insignificant can result for better reproduction of training.

CHAPTER-7

CHAPTER-VII

7.CONCLUSION

“THE STUDY ON THE EMPLOYEE TRAINING NEED ANALYSIS AT TTK-LIG

VIRUDHUNAGAR”, was conducted to identify the post employee training need analysis

programme. The study done with 125 respondent showed clearly that to be effective , years of experience is not a factor but

Frequency of schedule Use of visual aids Presentation skills Coaching

Can play a vital in improving the overall employee training need analysis.

CHAPTER-8

CHAPTER-8

8.BIBLIOGRAPHY

GARY DESSLER-“Human Resource Management”-prentice –hall india- edition 2002,pp.56-57.

C.B.Guptha (2000), “Human Resource management".

P.N.Arora, S.Arora, "Statistics for management" Himalaya publishing house.

Richard I. Levin, David S. Rubin (2002), “Statistics for Management”, 7th edition

O.R.Krishnaswami, M.Ranganatham, “Methodology of research in social sciences”, Himalaya

publishing house.

V.Balu , “Human Resource Management”- sri venkateswara publication, Chennai, second

edition,2007,pp.92-105.

C.R.Kothari (1997), “Research methodology- methods and techniques”, 2nd edition.

Websites:

1) www.hr.com

2) www.humanresources.about.com

3) www.ilo.com

4) www.britannica.com

5) www.definition-info.com

CHAPTER-9

CHAPTER-XI

9.ANNEXURE

Employee Training Need Analysis

Personal Information:

Name : Age:

Designation: Sex:

Experience: Shift:

 Training Need Analysis:

1.Have you given any training for the job currently you are undertaking? 

Yes No

If yes what type of Training ____________________________

2.Are you well aware all the components of your job?

Yes No

3.Do you feel that do you require training?

Yes No

If yes, Please Continue

Training Analysis :

4.What is the key area you need to be trained?

 Technically Subjectively / Systematically

Practically Others, Specify ______________

5.What type of Training you prefer?

On the Job Class Room Group Discussion Lab / Factory Visits

6.Duration of the Training? 

Less than a Week Week to 1 Month

1 Month to 2Months 2 Months to 3 Months

7.Are you aware that training program is followed in TTK-LIG Ltd?

Yes No

8.Do you believe training really makes a positive change in the performance

factor ?

Yes No

9.Does your company provide sufficient first-aid boxes and protective equipments?

Yes No

10.Do your team members cooperate with you?

Yes No

Training Evaluation

11. How do you want to evaluate your training program?

  Written Exams Practical Exams

Presentations On the Job Performance

12. What areas listed below would you like to see additional training programs?

Compounding b. Dipping c.ET d. Foiling

13. what areas listed below would you like to see additional training in compounding?

a. lap testing b. GT

14. what areas listed below would you like to see additional training in Dipping?

Quality testing b. GT 

15. what areas listed below would you like to see additional training in ET?

Water testing b. Air testing

16. What type of production areas interested to you?

Compounding b. Dipping c.ET d. Foiling

17. Please select the most convenient time for you to attend training programs:

8:00am 10:00am 10:00am - 12:00pm 1:00pm 

3:00pm 3:00 pm - 5:00pm Morning Afternoon

18. Please select the most desirable day for you to attend training programs:

Working Days Leave Days 

19. Which division do you work in?

Compounding Dipping ET Foiling 

20. Please indicate your job level.

operator supervisor Lab testing LQC

THANK YOU