“A Study on the Effectiveness of Training Programme with Respect To Malabar Gold, Calicut ”
Submitted to University of Calicut in partial fulfillment for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
Submitted by
JubairAhammadali JubairAhammadali T M Reg.No. FIAMMBA027 Batch 2012 – 14 – 14
Under the guidance of Mrs. Lisbeth Bose Faculty, FIMS
FAROOK INSTITUTE OF MANAGEMENT MANAGEMENT STUDIES FAROOK COLLEGE PO KOZHIKODE – KOZHIKODE – 673 673 632
ACKNOWLEDGEMENT
“It takes a lot of effort to work your way through your goal and having someone to guide you
and help you, is always alwa ys a blessing” At the completion of my project, I endeavor to express my sincere gratitude to all who have supported and provided with the necessary guidance to do so. Boundless thanks to The Lord Almighty for the priceless blessings that showered on me. I greatly indebted to Dr. M.A. JOSEPH Coordinator (SMS, Calicut), for providing an opportunity and necessary support to do my project. I extend my sincere thanks to my guide Mrs. RAJITHA V (Faculty, SMS Calicut) for the valuable suggestions which directly influenced in the development of every step of my project. I would like to thank Mrs. MINI M INI -HR manager MALABAR GROUP, Calicut for giving me an opportunity to undertake this project in their esteemed organization. I would also like to convey my sincere gratitude to all faculty members of the centre and librarian for their whole hearted cooperation. I acknowledge my sincere thanks to my parents and friends for their help in making this report in the final form.
JubairAhammadali T M
ACKNOWLEDGEMENT
“It takes a lot of effort to work your way through your goal and having someone to guide you
and help you, is always alwa ys a blessing” At the completion of my project, I endeavor to express my sincere gratitude to all who have supported and provided with the necessary guidance to do so. Boundless thanks to The Lord Almighty for the priceless blessings that showered on me. I greatly indebted to Dr. M.A. JOSEPH Coordinator (SMS, Calicut), for providing an opportunity and necessary support to do my project. I extend my sincere thanks to my guide Mrs. RAJITHA V (Faculty, SMS Calicut) for the valuable suggestions which directly influenced in the development of every step of my project. I would like to thank Mrs. MINI M INI -HR manager MALABAR GROUP, Calicut for giving me an opportunity to undertake this project in their esteemed organization. I would also like to convey my sincere gratitude to all faculty members of the centre and librarian for their whole hearted cooperation. I acknowledge my sincere thanks to my parents and friends for their help in making this report in the final form.
JubairAhammadali T M
Declaration
I JubairAhammedali T M, student of MBA IIIrd Semester, studying at Farook Institute of Management Studies, Farook College, Kozhikode, hereby declare that the project report on “A “A Study on the Effectiveness of Training Programme with Respect To Malabar Gold, Calicut ” submitted to University of Calicut in partial fulfillment of Degree of Master‟s of Business Administration is the original work conducted by me. The information and data given in the report is authentic to the best of my knowledge. This project report is not being submitted to any other University for award of any other Degree, Diploma and Fellowship. Place: Date:
sd/-
JubairAhammedali T M
CHAPTER 1 INTRODUCTION
CHAPTER 2 THEORETICAL REVIEW
CHAPTER 3 DATA ANALYSIS AND DESCUSSION
CHAPTER 4 FINDINGS, SUGGESTIONS AND CONCLUSION
1.1 General Introduction The purpose of training is to bring about improvement in the performance of work. It includes the learning of such technique that is required for the better performance of definite task. Training is an area in which there has been a considerable advance over the past few years including the new methods, approaches, training aids and technology. we are living in an age characterized by rapid changes in several factors contributing to the acceleration of the pace of change. Thus it becomes necessary to study the effectiveness of the training program. Training programmes assist in enhancing the efficiency and effectiveness of a person at work by improving and updating his professional knowledge, skills relevant to his work, cultivating appropriate behavior attitude towards work and people. A study on effectiveness of training programme at Malabar group was conducted to understand the various aspects of training programme and the effectiveness of training programme with a view towards being able to contribute to these programmes in a constructive way. The study helps to know the response of the employees towards the training program in an organization and it‟s effective. The efficiency and effectiveness of an organization depend directly on how capable its personnel are and how effectively they are utilized for achieving organizational objectives. Capability of a person depends on his ability to work and the types of training receive. The Training given to him is taken care of by the organization. Training is provided to each and every employee for developing their skill and there by the organization can acquire multi skill personal. Skill development is undertaken in d ifferent ways which are in the form of training and development. Thus evaluating the effectiveness of training and development is important for an employee.
1.2 Company Profile The name “Malabar” itself gives a clear idea of its origin, it was established on 05-07-1993 at Calicut, which is known as the heart of Malabar i.e. northern Kerala. The founder of Malabar Group is Mr. M P Ahamed who is the present chairman. Malabar group of companies is a reputed group which has a wide range of customers and a wide range of shareholders. Within 18 years Malabar Gold is successful in spreading its wings throughout Kerala, Karnataka, Andra Pradesh and Gulf countries. Malabar group of companies have proved their ability in many other divisions other than Malabar gold. It is the first and foremost business concern among the Malabar group of companies. It is also one of the most established firms among the business group. The following are the business firm under Malabar group Jewellers
Malabar group is having manufacturing divisions for gold ornaments at Calicut, namely Malabar gold ornament makers and fortune ornament makers. it‟s having diamond manufacturing divisions at Bangalore namely Malabar diamond gallery. It is also having Malabar designs and interiors India at Koratty. It is also having various showrooms throughout Kerala and also in UAE. Property And Infrastructure Development Division
Malabar Group is having property infrastructures at various cities in Kerala. They are; Malabar Hilite builders in India, Malabar realtors private limited, and queen city realtors private limited at Calicut. Then Malabar castle and Malabar commercial plaza at Trivandrum, Malabar business center at Palakkad, Malabar towers private limited at Kodugallur and Malabar shoppers center at Kollam are the other divisions.
Hospitality Division
The hospitality division of Malabar group at Calicut which is reputed firm as an ideal gateway to all segment of discerning travelers. It is namely Malabar gate hotel at the center of Calicut city. Trading Division
Malabar equipments and general traders at Calicut is the trading division of Malabar group, where it shows its shining presence. Charitable Trust
Malabar group also have a charitable division which provide medical facilities, house constructions, treatment system etc. for poor and downtrodden families of the society. They work under two division namely Malabar charitable trust and Malabar housing charitable trust both working and around Calicut city. A fixed percentage of each year sales are allotted for Malabar charitable division. As part of its corporate social responsibility Malabar Gold gifted poor homes to the poor in Hyderabad. Malabar charitable Trust, the social service wing of Malabar Group supplies free medicine to the poor patients through its Medicare division and helps homeless people to build homes through its housing division. Malabar Charitable Trust has supplied free medicines to more than 1.2 lakh people and built over 1600 houses for homeless till date. Mission Statement
Malabar Group of Companies are committed to honesty and fairness to achieve a leadership position in all our core business areas though utilizing the best and most appropriate technologies, applying the finest manufacturing disciplines and most efficiency marketing high quality products to consistency gives its customers the best value for their money.
Unique Features Of Malabar Gold
Exclusive showrooms for 100% BIS hallmarked 916 gold collections.
A vast array of modern designer collections from India, Italy, Singapore, Europe, Middle East etc.
Pure value for money guaranteed while buying and selling.
Lifelong guarantee and free maintenance for gold ornaments.
Insurance protection for gold ornaments.
German made gold check carat Analyzer to check the purity of gold while buying and selling gold. Naksharta collection in diamond.
Buy back guarantee for diamond ornament.
Special counter for world renowned brands of watches ( Omega, Rado, Police, Fast track, Titan, Seiko, Caterpillar)
2 year international warranty and after sale service for Swiss-made watches.
Extensive parking area at your disposal beside each showroom.
Centralized management facility.
The following are the business firm under Malabar group Jewellers
Malabar group is having manufacturing divisions for gold ornaments at Calicut, namely Malabar gold ornament makers and fortune ornament makers. it‟s having diamond manufacturing divisions at Bangalore namely Malabar diamond gallery. It is also having Malabar designs and interiors India at koratty. It is also having various showrooms throughout kerala and also in UAE. Property And Infrastructure Development Division
Malabar Group is having property infrastructures at various cities in Kerala. They are; Malabar Hilite builders in India, Malabar realtors private limited, and queen city realtors private limited at Calicut. Then Malabar castle and Malabar commercial plaza at Trivandrum, Malabar
business center at Palakkad, Malabar towers private limited at Kodugallur and Malabar shoppers center at Kollam are the other divisions. Hospitality Division
The hospitality division of Malabar group at Calicut which is reputed firm as an ideal gateway to all segment of discerning travelers. It is namely Malabar gate hotel at the center of Calicut city. Trading Division
Malabar equipments and general traders at Calicut is the trading division of Malabar group, where it shows its shining presence. Charitable Trust
Malabar group also have a charitable division which provide medical facilities, house constructions, treatment system etc. for poor and downtrodden families of the society. They work under two division namely Malabar charitable trust and Malabar housing charitable trust both working and around Calicut city. A fixed percentage of each year sales are allotted for Malabar charitable division. As part of its corporate social responsibility Malabar Gold gifted poor homes to the poor in Hyderabad. Malabar charitable Trust, the social service wing of Malabar Group supplies free medicine to the poor patients through its Medicare division and helps homeless people to build homes through its housing division. Malabar Charitable Trust has supplied free medicines to more than 1.2 lakh people and built over 1600 houses for homeless till date. Malabar Gold International
Malabar gold always been ahead of the game when it comes to rising up to the challenges of international gold trade. Our international operations were started with the opening of the first wholesale outlets, Malabar jewellery LLC, at Dubai Gold Souk, the world‟s gold destination. In 2007 August under the leadership of MR. ShamlalAhamed.M.P, (MD- Malabar Gold international Operations & Executive Director-Malabar Group of Companies). After 4 months,
the group‟s international presence was further strengthened by the inception of the offshore investment company, Malabar Investment Ltd. Our Activities Include:
Importing jewellery from Singapore, Italy, Bahrain, Malaysia, Turkey and India.
Supply to domestic market and re-export to USA, India, Canada, Australia and other GCC countries.
Awards And Recognition
ISO 9001:2000 The first to be honored with ISO 9001-2000 for quality and services. ISO 9000and 9001 is a set of standards for quality management system that is accepted around the world. When you purchase a product or services from an organization that is registered to the appropriate ISO 9000 or ISO 9001 standard, you have important assurances that the quality of what you receive will be as per the standards prescribed. Mission
To provide employment opportunity to educated people
To provide training to unskilled people
To provide employment to persons from rural areas
To provide good quality products at reasonable price
To give customers the best value for their mone y
To provide good working conditions
Vision
Open 500 branches across the world by the year.
Be the global leader in gold and diamond jewelers retailing.
Redefine gold and diamond industry according to the changing trends.
Generate a lot of employment opportunities for the youth o f India and uplifted their living standard.
1.3 Statement of the Problem Training of employees is very important in every organization. The organization provides various methods for training program, in order to increase the efficiency of employees so that they can perform their duties more efficiently than before. It will increase production and overall performance of the organization. The organization wants to know how effective the existing program and what aspect of training is missing in their existing training and development program. The organization also wants to know the new and improved methods of training and development program to be implemented. In this study, Training with special reference to the Malabar Gold, Calicut is analyzing. Without the satisfaction of employees the company cannot withstand in the competing business scenario because now a days the employees are the assets of an organization so their satisfaction through Training is a must.
1.4 Objectives of the Study 1.4.1
Primary Objectives
The primary objective is to measure the effectiveness of the training program followed in Malabar gold
1.4.2
Secondary Objectives
To understand and evaluate the present training program
To examine the impact of training on employees.
To know the response of employees towards the training program in Malabar group.
1.5 Research Methodology Research methodology is a way to systematically solve the research problem. Research methods may be understood as all those methods or techniques that are used for conducting research. Research process includes formulating the research problem, Extensive literature survey, preparing the research design, determining the sample design, collecting the data, Execution of data, Generalization &Interpretation and Preparation of the project on that basis.
1.5.1 Research Approach The study adopts Descriptive Research design. Descriptive design is one which gives a snapshot of the prevailing environment. It is used to provide a summary of some aspects of the environment when certain aspects of the problem where speculative in nature.
1.5.2 Data Sources 1.5.2.1
Primary Data
Primary
data
is
used
for
analysis,
which
is
gathered
using
questionnaire and interview with employees.
1.5.2.2
Secondary Data
Secondary data is also used for the study, which is gathered from internet, already done project reports, and journals
1.5.3 Research Instruments Used (for Data Collection) The primary data for the study will be collected through a structured questionnaire and interview with employees and officers.
Secondary sources of data required for the study can be collected from secondary sources, this include library references, technical and subject related magazines, journals, newspapers and other previous studies, website of organization etc.
1.5.4 Sampling Plan Convenience sampling is used while selecting samples for data collection. 1.5.4.1 1.5.4.2
Sampling Unit Sample Size
A sample size of 30 was taken out from the population of the company.
1.5.4.3 1.5.4.4
Sampling Procedure Contact Method
1.5.5 Tools Used for Analysis 1.5.6 Project Period st
th
Time taken to conduct the study is 21 days and it is from 1 August 2013 to 24 August 2013.
1.5.7 Limitations of The Study
As many sections in the corporate office were busy with their works,lengthy interactions were restricted.
Sometimes the employees do not express their original opinion due to their fear towards their management.
Respondents might have given biased answer to the questionnaire in order to please the organization.
The study is limited only to Malabar Gold, Calicut branch. So the result cannot be generalized.
2.1 Theoretical Review Training
After selecting the employee the next task before the management is to give them proper training. Training means to give information or skill through or particles. It is the method for increasing the knowledge and skill of the people for specific job. Training involves the development of skill that is usually necessary to perform a specific job. If refers to the process of passing along “know how” through carefully selected methods, by competent people. Training is telling plus showing, supervising until the desired change is a chieved in the skill and attitude. Definition
“Training is the act of increasing the knowledge and skill of an employee for doing a particular job”-Edwin.Flippo “The purpose of training is to bring about improvement in the performance of work. It include the learning of such technique that are required for the better performance of definite task”-T.N Chandra Importance Of Training:
The reason why training is important are: 1. Training enables the management to face the pressure of changing environment. 2. Training usually results in an increase of quantity and qu ality of output. 3. Training leads to job satisfaction and higher morale of the employees. 4. Trained workers need lesser supervision. 5. Trained workers enable the enterprise to face comp etition from rival organizations. 6. Training enables employees to develop and rise within the organization and increase their earning capacity. 7. It moulds the employees‟ attitude and helps them to achieve better co-operation within the organization. 8. Training instructs the workers towards the better job adjustment and reduces the rate of labor turnover and absenteeism.
9. Trained employees make better economic use of materials and equipment resulting in reduction of wastage and spoilage. Benefits to Organization :
A programme of training becomes essential for the purpose of meeting the specific problems of a particular organization arising out of the introduction of new lines of production, changes in design, the demands of competition etc. The major benefits of the training to an organization are: 1. Higher productivity: Training can help employees to increase their level of performance on their present assignment. Training increases the skill of an employee in the performance of a particular job .An increase in skill usually helps to increase both quantity and quality of output .A trained worker will handle the machines and materials in the most economical manner. 2 .Better organizational climate: An endless chain of positive reactions result from a well planned training programme. Increased morale, less supervisory pressures, improved product quality, increased financial incentives, internal promotions etc., result in better organizational climate. 3. Less supervision: Training does not eliminate the need for supervision, but it reduces the need for constant supervision. 4. Prevents Manpower Obsolescence: Manpower obsolescence is prevented by training as it fosters the initiative and creativity of employees. An employee is able to adapt himself to technical changes. 5. Economical Operations: Trained personnel will make economical use of materials and equipment. This will reduce wastage in materials and dama ge to machinery and equipment‟s. 6. Prevent Industrial Accidents: proper training can help to prevent industrial accidents. 7. Improve Quality: Trained employees are less likely to make operational mistakes there by increasing the quality of company‟s products.
8. Grater Loyalty: A common objective of training programme will mould employees‟ attitudes to achieve support for organizational activities and to obtain better cooperation and greater loyalty. Thus, training helps in building an efficient and loyal workforce 9. To fulfill Organizations‟ future Personnel needs: When the need arises ,organizational vacancies can be staffed from internal sources, if an organization initiates and maintains an adequate training programme. 10. Standardization of procedures: Trained employees will work intelligently and make fewer mistakes when they possess the required know-how and have an understanding of their jobs. Benefits to Employees:
1. Personal Growth: Employees on a personal basis gain individually from training. They secure wider awareness, improved skill and enhanced personal growth. 2. Development of new skills: Training improves the performance of the employees and makes them more useful and productive. The skill developed through training serves as a valuable personal asset to the employee. It remains permanently with the employees. 3. Higher Earning Capacity: By Imparting skills, training facilitates higher remuneration and other monetary benefits to the employee. Thus, training helps each employee to utilise and develop his full potential. 4. Helps Adjust with Changing Technology: Old employees need refresher training to enable them to keep abreast of the changing methods, techniques and use of sophisticated tools and equipment. 5. Increased Safety: Proper training can help prevent industrial accidents. Trained workers handle the machines safely. Thus they are less prone to industrial accidents. A safe work environment also leads to a more stable mental attitude on the part of employees. 6. Confidence; Training creates a feeling of confidence in the minds of employees. It gives safety and security to them in the organization.
Methods Of Training
There are various methods of training, which can be divided in to cognitive and behavioralmethods. They are:I.
Cognitive Methods
Cognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These methods are associated with changes in knowledge and attitude by stimulating learning. The various methods that come under Cognitive approach are: 1) Lectures 2) Demonstrations 3) Discussions 4) Computer based training 1. Demonstration Training Method : This method is a visual display of how something works or how to do something. As an example, trainer shows the trainees how to perform or how to do the tasks of the job. In order to be more effective, demonstration method should be should be accompanied by the discussion or lecture method. 2. Discussion Training Method : This method uses a lecturer to provide the learners with
context that is supported, elaborated, explains, or expanded on through interactions both among the trainees and between the trainer and the trainees. The interaction and the communication between these two make it much more effective and powerful than the lecture method. 1. Lecture – A Method of Training: It is one of the oldest methods of training. This
method is used to create understanding of a topic or to influence behavior, attitudes through lecture. A lecture can be in printed or oral form. Lecture is telling someone about something. Lecture is given to enhance the knowledge of listener or to give him the theoretical aspect of a topic.
3.Computer Based Training (CBT): With the worldwide expansion of companies and
changing technologies, the demands for knowledge and skilled employees have increased more than ever, which in turn, is putting pressure on HR department to provide training at lower costs. Many organizations are now implementing CBT as an alternative to classroom based training to accomplish those goals. II.
BEHAVIOURAL METHOD
Behavioral methods are more of giving practical t raining to the trainees. The various methods under Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for skill development The various methods that come under Behavioral approach are: 1) GAMES AND SIMULATIONS a) BEHAVIOR-MODELING b) BUSINESS GAMES c) CASE STUDIES d) EQUIPMENT STIMULATORS e) IN-BASKET TECHNIQUE f) ROLE PLAYS 1. Behavior Modeling : In this method, some kind of process or behavior is videotaped and then
is watched by the trainees. Games and simulation section is also included because once the trainees see the videotape, they practice the behavior through role plays or other kind of simulation techniques. 2. Business Games Training: In the business games, trainees are given some information that describes a particular situation and are then asked to make decisions that will best suit in the favor of the company. And then the system provides the feedback about the impact of their decisions.
3. Case Studies: Case Studies try to simulate decision making situation that trainees may find at
their work place. It reflects the situations and complex problems faced by managers, staff, HR, CEO, etc. The objective of the case study method is to get trainees to apply known concepts and ideologies and ascertain new ones. The case study method emphasize on approach to see a particular problem rather than a solution. 4.Equipment Simulators : Equipment simulators are the mechanical devices that necessitate
trainees to use some actions, plans, measures, trials, movements, or decision processes they would use with equipment back on the their respective work place. 5. In-Basket Technique: It provides trainees with a log of written text or information
and requests, such as memos, messages, and reports, which would be handled by manger, engineer, reporting officer,
or administrator.
6. Role play Training Method: Role play is a simulation in which each participant is
given a role to play. Trainees are given with some information related to description of the role, concerns, objectives, responsibilities, emotions, etc. Then, a general description of the situation, and the problem that each one of them faces, is given. For instance, situation could be strike in factory, managing conflict, two parties in conflict, scheduling vacation days, etc. Once the participants read their role descriptions, they act out their roles
by
interacting
with
one
another.
Both the methods can be used effectively to change attitudes, but through different means. Another Method is MANAGEMENT DEVELOPMENT METHOD. III.
MANAGEMENT DEVELOPMENT METHOD
Management development method is further divided into two parts: 1. ON-THE-JOB TRAINING
The most common method used by industry to train individuals is on-the-job training. Virtually every employee, from clerk to general manager, gets some “on-the- job training”. Under this method, the employee is given training at his work place by his immediate superior who knows exactly what the trainee should learn to do. The management should also keep a close watch and check up on the training from time to time. On-the-job training may take any one of the following forms: a. Coaching: Under coaching or understudy method, the employee is trained on the job by his immediate superior to improve the skill and knowledge. b. Job- rotation: The trainee is periodically rotated from job to job so that he acquires a general background of different jobs. c. Special Projects: Under this method, a trainee is assigned to a project that is closely related to the objectives of his department. The trainee will study the problem and make recommendation upon it. d. Committee Assignments: Under this method, an adhoc committee is constituted and is assigned a subject to discuss and make recommendations. The committee will make a study of the problem and present its suggestions to the depa rtmental head. 2. VESTIBULE TRAINIG: This method attempts to duplicate on-the-job situations in a company classroom. The trainees are taken through a short course under working conditions , sales or office conditions. 3. OFF-THE-JOB TRAINING Off-the- job training simply means that training is not a part of everyday job activities. Classroom or off-the-job instructions are useful when concepts ,attitudes, theories and problem solving abilities are to be taught .It is associated more with knowledge than skill. Off the job consist of: a. Role Playing: Role Playing techniques are used for human relations and leadership training. Under this method, a conflict situation is artificially constructed and two or more trainees are assigned different parts to play.
b. Case Study: Under this method, the trainees may be given a problem to discuss which is more or less related to the principles already taught. This method gives the trainee an opportunity to apply his knowledge to the solution of realistic problems. c. Conference Training: The trainee as a member can learn from others. The conference is ideally suited to learning about problems and issues and examining them from different angles. d. Management Games: A management game is a classroom exercise in which teams of students compete against each other to achieve common objectives. e. Sensitivity Training: It is an experience in interpersonal relationships which results in change in feeling and attitudes towards oneself and others. f. Seminar or Team Discussion: Seminar is based on a presetation prepared by one or more trainees on a subject selected in consultation with person in charge of the seminar. g. Lecture method: This is most commonly used to address large groups above general topics.
TYPES OF TRAINING :-
1. Induction or Orientation training: As the name suggests, it is the method of introducing a new employees into the organization with a view to gaining his confidence and developing in him a sense of co-operation. 2. Job training: The object of job training is to increase the knowledge of workers about the job with which they are concerned, so that their efficiency and skills of performance are improved. 3. Promotional Training: Many concerns follow a policy of filling some of the vacancies at higher levels by promoting existing employees. 4. Refresher Training: With the passage of time, employees may forget some of the methods, which were taught to them, or they may have become outdated because of technological development and improved techniques of management and production. Hence, refresher training is arranged for existing employees in order to provide them with an opportunity to revive and also improve their knowledge.
5. Apprenticeship Training: It is a good source of providing, the required personnel for the industry. Under this method, both knowledge and skills in doing a job or a series of related jobs are involved. 6. Internship Training: Internship training is usually meant for such vocations where advance theoretical knowledge is to be backed up by practical experience on the job. The Kirkpatrick Model of Training Evaluation
Donald Kirkpatrick is Professor Emeritus of the University of Wisconsin in the United States and a past president of the American Society for Training and Development (ASTD). He is best known for creating a highly influential 'four level' model for training course evaluation. Kirkpatrick's ideas were first published in 1959 in a series of articles in the US Training and Development Journal but are better known from a book he published in 1994 entitled "Evaluating Training Programs." The Four Levels Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin and past president of the American Society for Training and Development (ASTD), first published his Four-Level Training Evaluation Model in 1959, in the US Training and Development Journal. The model was then updated in 1975, and again in 1994, when he published his best-known work, "Evaluating Training Programs." The four levels are:
Reaction.
Learning.
Behavior.
Results.
Let's look at each level in greater detail. Level 1: Reaction
This level measures how your trainees (the people being trained), reacted to the training. Obviously, you want them to feel that the training was a valuable experience, and you want them to feel good about the instructor, the topic, the material, its presentation, and the venue. It's important to measure reaction, because it helps you understand how well the training was received by your audience. It also helps you improve the training for future trainees, including identifying important areas or topics that are missing from the training. Level 2: Learning At level 2, you measure what your trainees have learned. How much has their knowledge increased as a result of the training? When you planned the training session, you hopefully started with a list of specific learning objectives: these should be the starting point for your measurement. Keep in mind that you can measure learning in different ways depending on these objectives, and depending on whether you're interested in changes to knowledge, skills, or attitude. It's important to measure this, because knowing what your trainees are learning and what they aren't will help you improve future training. Level 3: Behavior At this level, you evaluate how far your trainees have changed their behavior, based on the training they received. Specifically, this looks at how trainees apply the information. It's important to realize that behavior can only change if conditions are favorable. For instance, imagine you've skipped measurement at the first two Kirkpatrick levels and, when looking at your group's behavior, you determine that no behavior change has taken place. Therefore, you assume that your trainees haven't learned anything and that the training was ineffective. However, just because behavior hasn't changed, it doesn't mean that trainees haven't learned anything. Perhaps their boss won't let them apply new knowledge. Or, maybe they've learned everything you taught, but they have no desire to apply the knowledge themselves.
Level 4: Results At this level, you analyze the final results of your training. This includes outcomes that you or your organization have determined to be good for business, good for the employees, or good for the bottom line
3.1 Data Analysis
Work Experience of the Employees
Valid 1Year
Frequency
Percent
Valid Percent
Cumulative Percent
30
100.0
100.0
100.0
Interpretation
From the above analysis it is found that a 100% employee has 1 year experience with the organization.
Methods Used To Identify Training Needs Methods
Frequency Percent Valid Percent Cumulative Percent performance interview
15
50.0
50.0
50.0
Valid performance appraisal
15
50.0
50.0
100.0
30
100.0
100.0
Total
Interpretation
From the above chart the analysis yielded that 50 % of respondents are supporting to identify Training Needs by Performance In interview and rest 50% are by performance appraisal, so it clearly show that training needs can be identified that both the methods have significant value in the training program
Satisfied With Additional Allowance Provided During The Training Program
Frequency Percent Valid Percent Cumulative Percent
Valid
Yes
28
93.3
93.3
93.3
no
2
6.7
6.7
100.0
Total
30
100.0
100.0
Interpretation
From the above analysis it is found out that 93% are satisfied with their additional allowance provided during the training program and 7% are not satisfied with it.
Training Program is Conducted Based on Performance Appraisal
Frequency Percent
yes Valid no Total
Valid
Cumulative
Percent
Percent
26
86.7
86.7
86.7
4
13.3
13.3
100.0
30
100.0
100.0
Interpretation
From the above table it can be interpreted that 86.7% of respondents are agree that training is conducted based on performance appraisal. so the analysis yielded that training program conducted in Malabar gold is only after examine the performance appraisal.
Venue Provided for The Training Program is Appropriated
Frequency
Percent
Valid Percent
Cumulative Percent
Yes
29
96.7
96.7
96.7
No
1
3.3
3.3
100.0
Total
30
100.0
100.0
Interpretation
The analysis yielded that 96.7 % of employees are satisfied with their venue provided for the training program, so it clearly shows that Malabar gold is providing comfortable venue for training program.
Training module should be designed after employees suggestion
Frequency
Valid
Percent
Valid
Cumulative
Percent
Percent
yes
27
90.0
90.0
90.0
no
3
10.0
10.0
100.0
Total
30
100.0
100.0
Interpretation
From the above table and chart, 90% of the respondents states that training module should be designed after employees suggestions, so it can interpreted that employees would like to give suggestion before conducting training program.
Best Feature of Training Program
Frequenc
Percent
y content
of
the
Cumulative
Percent
Percent
5
16.7
16.7
16.7
Facilities
14
46.7
46.7
63.3
study material apply
2
6.7
6.7
70.0
Trainer
9
30.0
30.0
100.0
Total
30
100.0
100.0
program Valid
Valid
Interpretation
From the above table and chart 46.7 respondents agree that the best feature of training program is facilities of the program, 30% of employees are highlighting trainer,16.7 are supporting with the content of the program and rest is with study material of training program, so the analysis yielded that facilities being provided in the training program is the best feature of training program.
Type of Training Method is More Suitable
Frequenc
Percent
y
Valid
Cumulative
Percent
Percent
on the job
9
30.0
30.0
30.0
off the job
6
20.0
20.0
50.0
15
50.0
50.0
100.0
30
100.0
100.0
Valid depends
on
the
needs Total
Interpretation
From the above chart and table it can be inferred that, 50% of respondents are of the opinion that training depends on the needs and 30% of them are of opinion that on the job training is better, and rest of them are with „off the job‟ training method. So the analysis yielded that most of them think that training depends on need.
Biggest Drawback Faced During the Training Program
valid
Frequenc Percent
Valid
Cumulative
y
Percent
Percent
Time
21
70.0
70.0
70.0
inefficient trainer
5
16.7
16.7
86.7
4
13.3
13.3
100.0
30
100.0
100.0
other engagements Total
Interpretation
From the above, 70% of the employees are on the opinion that biggest drawback of training program is time,13.3 are the opinion on the other engagement and rest is with inefficient trainer so the analysis yielded that time is the biggest drawback of the training program.
Get New Ideas for Job Performance from the Training Program
Frequenc
Percent
y Yes Valid No Total
Valid
Cumulative
Percent
Percent
23
76.7
76.7
76.7
7
23.3
23.3
100.0
30
100.0
100.0
Interpretation
From the above shows that ideas getting for job performance from the training program,76% of respondents agree that new ideas are getting for job performance from the training program so it clearly show that performance.
the training program of the Malabar gold is giving new ideas for job
Opinion About Present Training System
Frequenc Percent y Excelle
Cumulative
Percent
Percent
12
40.0
40.0
40.0
Good
13
43.3
43.3
83.3
average
5
16.7
16.7
100.0
Total
30
100.0
100.0
nt Valid
Valid
Interpretation
From the above table and chart states that among 30 respondents 43 % of them states that the present training program is good,40% of them states that training program is excellent ,so it clearly show that present training program of Malabar gold is good.
significance
wa rank 1
wa rank2
wa rank3
product knowledge
7.5
5
2.5
development
1.666666667
3.333333333
5
customer management
3.333333333
0.833333333
0.833333333
personality
8 7 6 5 product knowledge 4
personality development
3
customer management
2 1 0 wa rank 1
wa rank2
wa rank3
Interpretation
The above chart and table the analysis yielded that most of the employees have an opinion that product knowledge is important in training program.
Descriptive Statistics
N Training Program is well planned Valid N (list wise)
Minimu m 30
Maximu m
3.00
Mean
5.00
4.4667
Std. Deviation .62881
30
Interpretation
The analysis yielded that opinion on the training program is well planned. A mean 4.4667,it can be inferred that training program in Malabar gold is well planned.
Descriptive Statistics
duration allotted for training program is sufficient Valid N (list wise)
N
Minimu m
Maximu m
Mean
Std. Deviation
30
3.00
5.00
4.3000
.74971
30
Interpretation
The analysis yielded that as the mean is 4.3 the duration allotted for training program is sufficient for employees in the organization.
Descriptive Statistics
N Program are handled by efficient trainers Valid N (list wise)
Minimu m 30
Maximu m
3.00
5.00
Mean
4.3667
Std. Deviation .61495
30
Interpretation
This analysis yielded that as the mean is 4.3 ,the employees are happy with their trainers and they are efficient.
Descriptive Statistics
training program is helpful to improve job performance Valid N (list wise)
N
Minimu m
Maximu m
Mean
Std. Deviation
30
1.00
5.00
3.9667
.88992
30
Interpretation
From the above table the analysis yielded that training program is helpful for improve job performance which has a mean 3.9667
Descriptive Statistics
training is a strong motivation factor Valid N (list wise)
N
Minimu m
Maximu m
Mean
Std. Deviation
30
3.00
5.00
4.1333
.77608
30
Interpretation The above analysis yielded as the mean is 4 that training is the motivation factor for employees in an organization.
Descriptive Statistics
N training helps to cope with dynamic environment Valid N (listwise)
Minimu m 30
3.00
Maximu m 5.00
Mean
4.3667
Std. Deviation .66868
30
Interpretation The analysis yielded that as mean is 4.3 it can be interpreted that training helps to cope with dynamic environment.
Descriptive Statistics
N During training program adequate infrastructure was provided Valid N (listwise)
Minimu m
30
Maximu m
3.00
5.00
Mean
4.4333
Std. Deviation
.67891
30
Interpretation
This analysis yielded as the mean is 4.4 it is interpreted that there is adequate infrastructure provided during the training program in the organization.
Statistics
Trainin g Progra m is Well planned
Valid
Duration Training Progra Training Training During Allotted Program is m are is a Strong Helps to Training for Helpful to Handle Motivatio Cope With Program Training Improve d by n Factor Dynamic Adequate Program Job Efficien Environmen Infrastructur is Performanc t t e was Sufficien e Trainers Provided t
30
30
30
30
30
30
30
0
0
0
0
0
0
0
4.4667
4.3000
3.9667
4.3667
4.1333
4.3667
4.4333
.62881
.74971
.88992
.61495
.77608
.66868
.67891
Skewness Std. Error of Skewness Minimum
-.758
-.568
-1.190
-.404
-.242
-.586
-.805
.427
.427
.427
.427
.427
.427
.427
3.00
3.00
1.00
3.00
3.00
3.00
3.00
Maximum
5.00
5.00
5.00
5.00
5.00
5.00
5.00
N
Missin g Mean Std. Deviation
Interpretation
The above chart shows the effectiveness of training program of Malabar gold. From this it can be interpreted that the training has been effective, all the objective of training have been met positively.
Testing the statically significance simple mean. In order to check the satisfaction of employees on training the researcher has given 7 set of questions based on present training system, based on 7 questions theoretically total satisfaction score has been develop has follows. Maximum=7*5=35 Minimum=7*1=7, mean of the maximum & minimum s score (35+7) /2=21
One-Sample Statistics
N TRAININGEFFECTIV ENESS
Mean
30
30.0333
Std. Deviation 2.97673
Std. Error Mean .54347
One-Sample Test
Test Value = 21 t
df
Sig. (2tailed)
Mean Difference
95% Confidence Interval of the Difference Lower
TRAININGEFFECTIV ENESS
16.621
29
.000
9.03333
7.9218
Upper 10.1449
Interpretation
It is interpreted that there is statistically significant relationship between the sample mean and population mean .it may also be concluded that sample mean is greater than the score, and employees satisfied within present training system in the organization.
The test yielded the result of P=.000(t)=16.621,df=29
4.1Findings
All the employees feel that the Training program provided by Malabar gold is well planned. The study show that duration of training program is sufficient
It is to be found that the existing training program is helpful to improve job performance
Majority of the people are on the opinion that their present training system is good
It was found that training programs are handled b y efficient trainers
The organization provided various motivational trainings to improve the status of the employees
There is an equal opinion among the employees, they gave 2 opinion one being the performance appraisal and performance in interview as methods to be used as identifying the training needs.
It was found that majority of employees would like give suggestion before designing training module
The study revealed that the employees feels the training helps to cope with dynamic work environment
The researcher has found that Malabar gold is providing adequate infrastructure during the training program
The study shows that employees are satisfied with the allowance provided
Majority of the respondents are satisfied with refreshment providing during the training program.
The study revealed that product knowledge is the most important aspect of training program
It was found that facilities of the program is the best feature of training program
From the analysis it clearly shows that employees are satisfied with the venue provide for training program
The study show that employee would like get training depends on their need
The researcher found that training is conducted based on performance appraisal.
The study reveal that time is the biggest drawback faced during the training program
From the analysis it clearly shows that employees are getting performance from the training program
new ideas for job
4.2 Suggestions
The management should ensure that the employees get the training facilities.
The training should be given to the employees according to their needs.
The management should improve the training method so that the employees can do their job better.
The management should ensure the availability of modern and technical training aid is used for training.
The management should provide the expert and specialist as trainers.
Ensure the presence of all trainers in the training center.
From the trainers, collect the feedback about the training for further improvements.
4.3 Conclusion The main objective of a training program is to improve the productivity of the company‟s employees which in turn improves the company‟s profitability and upgrade emplo yees‟ skill levels which make them more productive. The project entitled “A study on the effectiveness of training program conducted at Malabar Group of Companies” was undertaken by the researcher with a view that it enables the organization to know how effective have been the training program they have developed towards configuring their employees so as to suit their organizational culture and towards achieving the organizational goals. The project simultaneously has helped the researcher to enhance the knowledge regarding various facts about the training program and methods. From the study it is clear that most of the employees are satisfied and happy with the current training program. However some particular areas need attention such as employees‟ feedback is essential to understand better the kind of training program that would help them and therefore their opinions will be more valuable in preparing further training program by the organization. The study also helped the researcher to fulfill the objectives for which it has been und ertaken.
Appendices
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