Data Analysis and Interpretation - INFLIBNETshodhganga.inflibnet.ac.in/bitstream/10603/49096/10/10_chapter 4.pdfQuestionnaire Intensive Interviews The main techniques of this study

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CHAPTER-IV

DATA ANALYSIS AND INTERPRETATION

4.1 Introduction

Data analysis is a process of assigning meaning to collected data, analysing significance

and determination of findings and conclusions. Data analysis helps in finding conclusions

and results with the help of scientific methods. Significance of data analysis is to provide

suitable findings for proper results and conclusions. Data is firstly collected and coding of

data is done with suitable software like SPSS. Data is collected by several respondents of

selected companies with the help of questionnaires.

After collection of data, graphs, tables and charts are prepared with the help of software.

Graphs and charts help to analyze the collected data in a proper and desired way. Findings

and data interpretation becomes easy with software as manual calculations are time

consuming.

Variables are defined properly in context with hypothesis. Hypothesis has both dependent

and independent variables. Suitable test are applied on each hypotheses relating dependent

and independent variable. These tests provide results with certain conclusion and

recommendations.

In current chapter various factors are taken into consideration related with training of

employees in cement industry with special reference to industries in Rajasthan through the

framed set of hypothesis with the vision to analyze training programs in cement industry.

It elaborates the significance of various statistical tests which are applied in study. The

chapter describes the primary points of employee training program in cement industry,

94

strengthen the logics evolved in research and to justify the hypothesis related with current

study.

The survey was conducted among employees (sample size 300) of Cement Industry of

Rajasthan (JK cement, Ultratech cement, Shree Cement and Wonder cement) and views of

these employees in preview of training of employee of these industries. Employees of all

departments of cement industry such as Managers, Engineers, Higher authorities, & others

are evaluated as respondents in current study.

Researcher gave a brief introduction about herself and assured respondents that their

participation of providing information will be used for research study only. All the

respondents were asked some interview scheduled questions and their views on the topics

were noted.

4.1.1 Tools for Data Analysis

Description of Tools-

Questionnaire

Intensive Interviews

The main techniques of this study are to gather information through questionnaires which

is known as primary data, containing close ended questions. One set of questionnaire was

formed for all employees of cement industry respondents (J.K cement, Ultratech cement,

Shree Cement and Wonder cement). The questionnaire was divided into two parts

(Questionnaire is attached as Annexure-I at last of the thesis)

a) First part Section A consisted of Demographic Information i.e. primary information

regarding Respondent’s Name, Age, Designation, Income, and Gender etc.

95

b) The second part of the questionnaire i.e. Section B constitutes the crux of the research

and is related to training of employee in cement industry and directly correlates with

hypothesis testing.

4.1.2 Variables

Both dependent and independent variables are taken into consideration for study.

Dependent variable

Variable which is dependent on other associated factor and values got changed with

change in associated factor. Dependent variable in study is Employee Training Program.

Independent variable

Variable which is independent and not affected by other associated factor and value is

same with change in associated factor. Independent variable are communication skills,

technical awareness, performance, confidence, commitment, motivation, learning, loyalty,

team work etc.

4.2 Descriptive analysis

This provides the descriptive analysis of collected data with tables, charts and graphs. It

overall describes the data with each variable and percent wise comparison of each section.

96

(i) Demographic details of respondents.

Demographic study means study of different aspects of selected human population. It

includes age, gender, designation, organization details, income and educational

qualification of respondents.

In current research study Rajasthan is chosen as the universe of study. Training program

among cement industry employees has been tried to be identified. Tables and graphs show

the demographic details of respondents from employees of cement industry.

97

Table 4.1.1 Company Details of Respondents

Company Details Employees of Cement

Industry

Name of Cement

Company

Ultra Tech cement 98

JK Cement 85

Shree Cement 59

Wonder cement 58

Chart 4.1.1(a) Company Details of respondents

From above graph it has been observed that respondents are from Ultratech

cement, J.K cement, Shree cement and Wonder cement. Pie chart shows the

number of respondents of four different cement companies. Ultratech cement,

J.K cement, Shree cement and Wonder cement are the top cement players of

Rajasthan.

Ultra Tech cement

33%

JK Cement 28%

Shree Cement 20%

Wonder cement 19%

Cement Company Details

Ultra Tech cement

JK Cement

Shree Cement

Wonder cement

98

Table 4.1.2 Gender of Respondents

Gender Male respondents 276

Female respondents 24

Chart 4.1.2(a) Gender of Respondents

Cement industry is well known to all and it has been found that female

employees are very less as compared to male respondents. Female respondents

contribute only 8% of total respondents while male respondents are in majority

in above mentioned cement companies. Only 24 female respondents are there

as compared to 276 male respondents.

Male 92%

Female 8%

Gender of Respondents

99

Table 4.1.3 Age of Respondents

Age

(In Years)

Below 25 Years 31

26-35 (In Years) 86

36-45 (In Years) 95

45 Years and above 88

Chart 4.1.3(a) Age Group of Respondents

As per the chart most of the respondents belong to 36-45 years, above 45 years and

26-35 years in cement companies. It means that cement companies has higher age

workforce than young age employees. Below 25 years contribute only 10 % of the

total respondents. Majority of respondents are above 25 years of age.

Below 25 10%

26-35 29%

36-45 32%

45 and above 29%

Age Group of Respondents

100

Table 4.1.4 Educational Qualification of Respondents

Educational Qualification Below Graduation 32

Graduation 184

Post Graduation 30

Higher Studies 54

Chart 4.1.4(a) Educational Qualification of Respondents

Above chart depicts educational qualification of cement employees which shows that

two third of total respondents are graduated. Post graduated are only 10 % of total

respondents. This data shows the education level of cement companies which states

that most of the respondents have done graduation in cement companies.

Higher Studies 18%

Graduation 61%

Post Graduation 10%

Below Graduation

11%

Educational Qualification of Respondents

101

Table 4.1.5 Designation of Respondents

Designation Engineer 112

Manager 105

Higher Authority 42

Others 41

Chart 4.1.5(a) Designation of Respondents

Chart shows that most of the respondents of cement industry are engineers and

managers. More than 70% of respondents are engineers and managers. Engineers

are the base of technology and innovation and cement industry is equipped with

high machinery and mechanised plants.

Engineer 37%

Manager 35%

Higher Authority

14%

Others 14%

Designation of Respondents

102

Table 4.1.6 Work Experience of Respondents

Work Experience

0-3 Years 71

4-8Years 124

9-14 Years 68

15 Years & Above 37

Chart 4.1.6(a) Work Experience of Respondents

Another parameter deals with work experience of respondents of cement industry.

Working experience of 71 respondents is nearly in category of up to 3 years

experience and 4-8 years respondents are 124 in number. Very few employees have

15 years of work experiences.

0-3 Years 24%

4-8Years 41%

9-14 Years 23%

15 Years & Above 12%

103

Table 4.1.7 Monthly Income of Respondents

Monthly Income Less than Rs 20,000/- 46

Rs 20,001- Rs49,999/- 138

Rs 50,000- Rs99,999/- 69

Rs 1,00,000/- & Above 47

Chart 4.1.7(a) Monthly Salary of Respondents

Similarly the parameter under study is salary range of employees and it is identified

that maximum respondents have salary from Rs 20,000 to Rs 49,000/-(138

respondents) and another category of respondents are less than Rs 20,000/- per month

and they are only 46.

Less than Rs 20,000/-

15%

Rs 20,001- Rs49,999/-

46%

Rs 50,000- Rs99,999/-

23%

Rs 1,00,000/- & Above

16%

104

Table 4.1.8 Respondents Response for Undergoing

Any Training Program

Yes No

231 69

Chart 4.1.8(a) Respondents Response for Undergoing

Any Training- Program

It is been identified that majority of the respondents under study have

undergone a training program in an organization. 231 out of 300 respondents

have said yes and only 69 respondents have not undergone any training

program in the organization.

Yes 77%

No 23%

Respondents Response for Undergoing

Training- Program

105

Table 4.1.9 Respondents Response for Individual Training Needs

Appraisal and

performance

review

Competency

assessment

Subordinate appraisal Self-

appraisal

54 79 68 99

Chart 4.1.9(a) Respondents Response For Determine the Individual Training Needs

It is evident from above table that 54 respondents determine need of training in

cement industry as appraisal and performance review. 79 respondents opined

competency assessment, while 68 respondents favour subordinate appraisal.

Maximum of respondents i.e. 99 respondents prefer self appraisal as training

needs.

Appraisal and performance

review 18%

Competency assessment

26% Subordinate appraisal

23%

Self-appraisal 33%

106

Table 4.1.10 Respondents Response for Best Training Method

On the job Training Off the job Training

198 102

Chart 4.1.10(a) Respondents Response for Best Training Method

198 respondents were in favour of On the job training while remaining 102

respondents wish for Off the job training methods in present research study. Some

respondents work in office while others have the duty to work outside for supervision

also. Opinion differs as per the job profile of employees in cement companies.

On the job Training

66%

Off the job Training

34%

Respondents Response for Best Training Method

107

Table 4.1.11 Respondents Response for Duration of Training

Less than 10 days More than 10 days

131 169

Chart 4.1.11(a) Respondents Response for Duration of Training

169 respondents have undergone training program of more than 10 days and 131

employees have undergone short duration training program i.e. less than 10 days. It

can be stated that duration of training program is fixed or can be changed as per the

need of desired outcome of training program or it depends on requirements of job

profile in cement industry.

Less than 10 days 44%

More than 10 days 56%

Respondents Response for Duration of Training

108

Table 4.1.12 - Comparison of Duration of Training with Final Outcome of Training

Statement Strongly agree Agree Neutral Disagree Strongly

Disagree

Duration of

training

program effect

the final

outcome.

51 62 157 21 9

Chart 4.1.12(a) Respondents Response Comparison of Duration of Training with Final

Outcome of Training

Above study analyses the comparison of duration of training with final outcome of training

and it has been observed that most of the respondents are neutral on the effect of time

duration of training program on final outcome. Very few of respondents are agreed or

disagreed over effect of time duration of training on final outcome.

0

20

40

60

80

100

120

140

160

Strongly agree

Agree Neutral Disagree Strongly Disagree

No

of

Re

spo

nd

en

ts

Respondents Response

Respondents response

109

Table 4.1.13 Respondents Response for Various Methods of Training

S. no Method of Training No of Respondents

1. Lectures 18

2. Demonstrations 54

3. Discussions 39

4. Computer Based Training ((CBT) 62

5. Games & Simulation 13

6. Coaching 17

7. Mentoring 2

8. Job rotation 45

9. Sensitivity training 16

10. Transactional analysis 10

11. Simulation exercises 24

Methods of Training:-

Eleven various types of training methods are being applied in cement industry for their

employees.

110

Chart 4.1.13(A) Respondents Response for Various Methods of Training

Above study analyses the most appropriate method of training program in view of

respondents. The respondent views show that demonstration and computer based training

are the preferred training methods in cement industry. Job rotation is highly desired for

training program in cement companies.

Lectures

Demonstratio

ns

Discussions

Computer

Based Training ((CBT)

Games &

Simulation

Coaching

Mentoring

Job rotatio

n

Sensitivity

training

Transactional

analysis

Simulation

exercises

Series1 18 54 39 62 13 17 2 45 16 10 24

0

10

20

30

40

50

60

70

No

of

Re

spo

nd

en

ts

Respondents response for various methods of Training

111

Table 4.1.14 Respondents Response for Change after Training

Strongly

agree

Agree Neutral Disagree Strongly

Disagree

Performance 119 69 32 55 25

Chart 4.1.14(a) Respondents Response for Positive Change after Training

Above chart depicts the number of respondents who strongly found a positive

change in performance after training program. Majority of respondents found a

positive change in performance while there are few who donot rely on training

program for a change in performance.

Strongly Disagree

8%

Disagree 18%

Neutral 11%

Agree 23%

Strongly agree 40%

112

Table 4.1.15 Respondents Response for Positive Change after Training

Strongly

agree


Disagree

Communication

skills

57 114 20 59 50


Majority of the respondents enhanced their communication skills with the help of training

program while only 20 respondents were neutral on this. It has been found that

respondents do enhance their communication skills with the help of training program in

cement industries.

Strongly agree 19%

Agree 38%

Neutral 6%

Disagree 20%

Strongly Disagree

17%

113


Strongly

agree


Disagree

Motivation 102 86 10 24 78


Above graph shows that around 65 % of the respondents found that motivation

level has been increased with the help of training program. But still 78

respondents are strongly disagree, it means some respondents did not find any

change in motivation after attending training program in cement companies.

Strongly agree 34%

Agree 29%

Neutral 3%

Disagree 8%

Strongly Disagree

26%

114


Strongly

agree


Disagree

Personality 102 105 26 45 20


It has been analysed that positive change in personality through training program

can be achieved in cement industry as maximum respondents are agree on this.

Neutral respondents are only 9% of total employees.

Strongly agree 34%

Agree 35%

Neutral 9%

Disagree 15%

Strongly Disagree 7%

115


Strongly

agree


Disagree

Learning 56 113 22 58 51


It has been found that positive change in learning is possible by attending training

program, around 113 employees found change in their learning. But 17 % of

employees did not find any change in learning after training program. It states that

cement industry training programs enhances learning of employees.

Strongly agree 19%

Agree 38%

Neutral 7%

disagree 19%

Strongly disagree

17% Strongly agree

Agree

Neutral

disagree

Strongly disagree

116


Strongly

agree


Disagree

Technical

awareness

136 105 27 18 14


Technical awareness can be improved with the help of training in cement industry.

Only 11% respondents did not get technological awareness through training program

but most of the respondents enhanced their technical expertise in cement industry.

Strongly agree 45%

Agree 35%

Neutral 9%

Disagree 6%


117


Strongly

agree


Disagree

Role clarity 95 96 21 51 37


Above graph states that role clarity or clarity of role, duties and liabilities of

employees can be enhanced through training program in cement industry. 191

respondents become clear about their role at workplace but still 37 respondents

are not satisfied. 21 employees are neutral and it contribute 7% of total

respondents.

Strongly agree 32%

Agree 32%

Neutral 7%

Disagree 17%


118


Strongly

agree


Disagree

Loyalty

towards

organization

89 49 39 110 13


Graph states that loyalty skills towards organisation can be enhanced through training

program of cement industry employees. More than 50% of respondents found more

loyal towards organisation with the help of training program in cement industry. It

means if management conduct training sessions for employees then employee too

become loyal for organisation.

Strongly agree 30%

Agree 16%

Neutral 13%

Disagree 37%


119


Strongly

agree


Disagree

Mutual trust 80 95 18 52 56


Study shows mutual trust or mutual bonding can become stronger through training

program in cement industry. Nearly half of the respondents found stronger mutual

bonding and only 18 employees do not find any change in mutual relationship

through training program. Only 19% respondents have no affect on mutual

relationship by training programs.

Strongly agree 27%

Agree 31%

Neutral 6%

Disagree 17%

Strongly Disagree

19%

120


Strongly

agree


Disagree

Change

adaptation

112 109 22 41 16


Respondents found that training helps in adopting change where change can be

related to knowledge, learning or working environment. 75% of respondents favour

to enhance change adaptation ability with training sessions. Training improves

expertise, builds confidence and loyalty, enhance communication skills and team

bonding, all these helps an employee to adopt change in an organisation.

Strongly agree 38%

Agree 36%

Neutral 7%

Disagree 14%


121


Strongly agree Agree Neutral Disagree Strongly

Disagree

Confidence 84 99 14 49 54


Training helps employees in doing their job well and most of the respondents opined

for increase in confidence level through training program. This states that training

program of cement industry is significant for building confidence level.

Strongly agree 28%

Agree 33% Neutral

5%

Disagree 16%


122


Strongly

agree


Disagree

Team work 96 67 49 49 39


Above graph states that team bonding is a factor which can be enhanced through

training program. Respondents favour that team bonding can be stronger through

training program. Nearly half of the cement industry employees found stronger

bonding with team through training sessions of cement companies.

Strongly agree 32%

Agree 23%

Neutral 16%

Disagree 16%

Strongly disagree

13%

123


Strongly

agree


Disagree

Commitment

towards

organization

95 96 21 51 37

Chart 4.26(a) Respondents Response for Positive Change after Training

Above graph states that nearly 200 respondents found more committed towards

organisation after attending training program in cement industry. This means training

in cement industries build commitment of employees towards organisation.

Strongly agree 32%

agree 32%

Neutral 7%

disagree 17%

Strongly disagree

12%

124


Strongly

agree


Disagree

Leadership skills 80 67 59 54 40


As per the graph it has been observed that respondents found positive change in

leadership traits through training program. Nearly half of the employees find change in

leadership traits through training programs. 59 respondents have no views but 94

respondents found no change in leadership traits.

Strongly agree 27%

agree 22% Neutral

20%

Disagree 18%

Strongly disagree

13%

125

Table 4.1.28 Respondents Response for Negative Impact of Training

Statement Yes No

Performance 45 255

Chart 4.1.28(A) Respondents Response for Negative Impact of Training

Respondent’s response for negative impact of training on employee performance

shows that there is no negative impact of training on employee performance. 255

respondents found no negative impact which states that training program in cement

industry has no negative impact on performance.

Yes 15%

No 85%

Respondents Response for Negative Impact of

Training on performance

126

Table 4.1.29 Respondents Response for Negative Impact of Training

Statement Yes No

Learning 69 231

Chart 4.1.29(A) Respondents Response for Negative Impact of Training

Respondent’s response for negative impact of training on employee learning

shows that there is no negative impact of training on learning of employees. 231

respondents found no negative impact which reveals that training program in

cement industry has no negative impact on learning of employees.

Yes 23%

No 77%

Respondents Response for Negative Impact of

Training on learning

127

Table 4.1.30 Respondents Response for Satisfied Training Program

Statement Yes No

Are you satisfied with the Training

programs organized by company?

241 59

Chart 4.1.30(a) Respondents Response for Satisfied Training Program

Study shows that most of the respondents are satisfied with the training program

conducted by the company in cement industries but there are 59 respondents who

are not satisfied with training sessions. This means companies have to work over

training program to make training a successful event in organisation.

Yes 80%

No 20%

Respondents Response for satisfied training program

128

Table 4.1.31 Respondents Response for Improvement of Training Program

Expert guidance Competency

assessment

Proper follow -up Time duration

82 89 91 38

Chart 4.1.31(a) Respondents Response for Improvement of Training Program

Employees preferred guidance of experts and competency assessment as most

preferred ways to improve training program in cement companies. Proper follow up

is needed at priority for improving training program as per the respondent’s views.

Time duration is not a way to improve training program as it is favoured by only

13% of total respondents.

Expert guidance 27%


30%

Proper follow -up 30%

Time duration 13%

Training programme can be improved by

Expert guidance


Proper follow -up

Time duration

129

4.3 Testing of hypothesis

Tools for Hypothesis Testing

Descriptive analysis is done after data collection which will be followed by appropriate

statistical analysis. Statistical analysis includes representation and tabulation using graphs

and charts for diagrammatic representation of data.

Hypothesis testing is a process to test given hypothesis with scientific methods. Hypothesis

testing process has four steps:

1. Formulate the null hypothesis Ho.

2. Find out a statistical test to evaluate the acceptance of null hypothesis.

3. Work out the actual value of P. Smaller the actual P-value, more robust evidence will be

against null theory.

4. Comparison of actual p-value with an appropriate significance level (known as a great

leader value). If p<=alpha, which shows result is usually statistically considerable, the

actual null theory is usually eliminated, alternate theory is usually logical.

The data collected from the questionnaire has been used to check the hypothesis. For

hypothesis testing the following statistical techniques are being applied on the tabulated

data.

130

Following tests have been applied on the study.

1. Cronbach’s Alpha

2. Normality Test (Shapiro Wilk Test)

3. Chi-Square (Goodness of Fit)

4. Chi-Square for Independence

Cronbach Alpha

Cronbach alpha is the most commonly used method to measure reliability or internal

consistency. It was given by Kuder & Richardson in year 1937 and later on generalized by

Cronbach for test measures.

Cronbach alpha is a tool to investigate reliability of data or given sample. Test provides an

estimate of internal consistency but does not imply the stability of sample test with respect

to time. It estimates proportion of variance in test score and that can be attributed to true

variance.

More the normality or normal distribution it would provide, high value estimate of

Cronbach alpha will be achieved. It shows how much the data is reliable with internal

consistency of a set of items. Less reliability means less estimation to work further or less

reliability of results.

If Cronbach alpha is greater than .075 or equal to that, it estimates the reliability of data but

if it is less than standard value, reliability test failed in that case.

Alpha value > = 0.75 (reliability passed)

Alpha value < 0.75 (reliability failed)

131

Shapiro Wilk Test for Normality

Normality tests means that the assumed distribution of population from which samples are

drawn are normally distributed or not. Although true normality is considered to be a myth,

one can check normality by graphs, plots, tests etc.

Chi-Square Test (A Goodness of Fit)

Chi-square is a test to find that observed value is a true representative of given distribution

or not. By this it is studied that expected frequencies or a distribution fits an appropriate

model or not. For chi square goodness of fit number of degrees of freedom is the

independent values which can be done for expected values or by this much degree change

is acceptable by the method.

In likelihood hypothesis and facts, the chi-squared appropriation (likewise chi-square or χ²-

circulation) with k degrees of flexibility is the dispersion of a total of the squares of k free

standard ordinary irregular variables.

Chi-Square Test for Independence

This test is applied to find association between two independent variables for a study to be

performed in research. In the current research design Chi Square is been applied and

interpreted with the help of table as well as SPSS software. Interpretation is essential as the

useful users and utility of researchers findings lie in proper interpretation. It is through

interpretation that the researcher can well understand the abstract principle that work

beneath the findings.

132

4.4 Reliability test- Cronbach’s Alpha through SPSS software.

Table 4.4 (a)

Reliability Statistics

Cronbach's Alpha No. of Items

.894 15

Interpretation: The above reliability study indicates that various cement industries in

Rajasthan respondent’s responses are reliable up to significant level and free from biases.

Cronbach's Alpha is a reliability tests which shows reliability of data and this has been

done with the help of SPSS software.

It can be seen that Cronbach's alpha is 0.894, which shows high level of internal

consistency of sample data. If Cronbach's Alpha value is equal or more than 0.75 than data

is considered to be reliable but if it is less than 0.75 than data is not reliable.

133

4.5 Normality test through Shapiro Wilk test

Table 4.5(a)

Tests of Normality

Variables

Shapiro-Wilk Test

Statistic df Sig.

Performance .827 299 .000

Communication

Skills

.852 299 .000

Motivation .783 299 .000

Personality .831 299 .000

Learning .854 299 .000

Technical

Awareness

.840 299 .000

Role clarity .833 299 .000

Loyalty .835 299 .000

Mutual trust .764 299 .000

Change Adaptation .809 299 .000

Confidence .827 299 .000

Team work .860 299 .000

Commitment .833 299 .000

Leadership .882 299 .000

134

Interpretation: From the above table it can be seen that the significant value of Shapiro-

Wilk test is less than 0.05, so the data significantly deviate from a normal distribution. The

significant value for each statement is less than 0.05, normality test failed and it is assumed

that data is not normal. If the significance level is more than 0.05 than data is considered to

be normal. So for hypothesis testing non-parametric tests will be applied as normality of

data got failed as per Shapiro-Wilk test.

Hypothesis Testing

Hypothesis 1

H10: There is no significant difference amongst the opinion of employees regarding

effectiveness of training program with respect to selected variables in cement industry.

H1: There is a significant difference amongst the opinion of employees regarding

effectiveness of training program with respect to selected variables in cement industry.

4.6 Chi-Square Test (Goodness of Fit)

Independent variables are: Performance, Communication Skills, Motivation, Personality,

Learning, Technical Awareness, Role clarity, Loyalty, Mutual trust, Change Adaptation,

Confidence, Team work, Commitment, Leadership.

135

Table 4.6 (a) Chi-Square Test (Goodness of Fit)

Test Statistics

Variables Asymp. Sig. df

Chi-Square

Performance .000 4 93.267a

Communication

Skills

.000

4

77.100a

Motivation .000 4 109.333a

Personality .000 4 72.700a

learning .000 4 72.567a

Technical

Awareness

.000

4

57.967a

Role clarity .000 4 100.548b

Loyalty .000 4 77.533a

Mutual trust .000 4 212.833a

Change Adaptation .000 4 147.433a

Confidence .000 4 110.233a

Team work .000 4 33.800a

Commitment .000 4 77.533a

Leadership .000

4

14.767a

136

Interpretation: Above table shows the significant value of each independent variable and

chi-square value at four degree of freedom for selected variables. It has been observed

from above table that the significant difference of all selected variables are less than 0.05

which means null hypothesis will be rejected and alternate hypothesis will be accepted. It

indicates that there is a significant difference amongst the opinion of employees regarding

effectiveness of employee training program with respect to selected variables in cement

industry.

Hypothesis 2

H20: There is no significant association amongst opinion of employees regarding impact of

training program on employee skills on the basis of training methods.

H21: There is a significant association amongst opinion of employees regarding impact of

training program on employee skills on the basis of training methods.

4.7 Chi-Square for Independence

Employee skills as- Technical Awareness and Role clarity

Independent variables are: Technical Awareness and Training methods

Training methods: On the job training and Off the job training

137

Table 4.7 (a) Crosstab: Training methods and Technical Awareness

Crosstab: Training methods and Technical

Awareness

Total

strongly

disagree disagree neutral agree

strongly

agree

On the

job

training

% within

training

method

5.6% 3.5% 7.1% 35.9% 48.0% 100.0%

% within

technical

aware

78.6% 38.9% 51.9% 67.6% 69.9% 66.0%

% of

Total

3.7% 2.3% 4.7% 23.7% 31.7% 66.0%

Off the

job

training

% within

training

method

2.9% 10.8% 12.7% 33.3% 40.2% 100.0%

% within

technical

aware

21.4% 61.1% 48.1% 32.4% 30.1% 34.0%

% of

Total

1.0% 3.7% 4.3% 11.3% 13.7% 34.0%

Total % within

training

method

4.7% 6.0% 9.0% 35.0% 45.3% 100.0%

% within

technical

aware

100.0% 100.0% 100.0% 100.0% 100.0% 100.0%

% of

Total

4.7% 6.0% 9.0% 35.0% 45.3% 100.0%

138

Table 4.7 (b) - Chi-Square Tests

Chi-Square Tests

Value df

Asymp. Sig. (2-

sided)

Pearson Chi-Square 10.313a 4 .035

Likelihood Ratio 9.892 4 .042

Linear-by-Linear

Association

2.276 1 .131

N of Valid Cases 300

Interpretation: From the above table it can be seen that Pearson Chi-Square is

10.313; significant value is .035 at 4 degree of freedom. The significant value is less

than 0.05 which results in rejection of null hypothesis. It indicates that there is a

significant association amongst opinion of employees regarding impact of training

program on employee technical awareness on the basis of different training methods.

139

Table 4.7 (c) Crosstab: Training methods and Role Clarity.

Training methods: On the job training and Off the job training

Crosstab: Training methods and Role Clarity

Total

strongly

disagree disagree neutral agree

strongly

agree

On the

job

training

% within

training

method

14.1% 12.6% 5.6% 32.8% 34.8% 100.0%

% within

technical

aware

75.7% 49.0% 52.4% 67.7% 72.6% 66.0%

% of

Total

9.3% 8.3% 3.7% 21.7% 23.0% 66.0%

Off the

job

training

% within

training

method

8.8% 25.5% 9.8% 30.4% 25.5% 100.0%

% within

technical

aware

24.3% 51.0% 47.6% 32.3% 27.4% 34.0%

% of

Total

3.0% 8.7% 3.3% 10.3% 8.7% 34.0%

Total % within

training

method

12.3% 17.0% 7.0% 32.0% 31.7% 100.0%

% within

technical

aware

100.0% 100.0% 100.0% 100.0% 100.0% 100.0%

% of

Total

12.3% 17.0% 7.0% 32.0% 31.7% 100.0%

140

Table 4.7(d) Chi-Square Tests

Chi-Square Tests

Value df

Asymp. Sig. (2-

sided)



Linear-by-Linear

Association

1.869 1 .172


Interpretation: From the above table it can be seen that Pearson Chi-Square is 11.8;

significant value is .019 at 4 degree of freedom. The significant value is less than .05

which results in rejection of null hypothesis. It indicates that there is a significant

association amongst opinion of employees regarding impact of training program on

employee role clarity on the basis of different training methods.

141

Hypothesis 3

H20: There is no significant association amongst opinion of employees regarding impact of

training program on employee skills on the basis of different age groups.

H21: There is a significant association amongst opinion of employees regarding impact of

training program on employee skills on the basis of different age groups.

4.8 Chi-Square for Independence

Employee skills as- Communication Skills and Confidence

Independent variables are: Communication Skills and Age Groups

142

Table 4.8(a) Crosstab: Communication Skills and Age Groups.

Crosstab: Communication Skills and Age

Groups Total strongly

disagree

disagr

ee

neutral agree strongl

y agree

BELO

W 25

yrs

% within

Age

6.5% 22.6% 48.4% 22.6% 100.0

%

% within

Communic

ation

4.0% 11.9% 13.2% 12.3% 10.3%

% of Total .7% 2.3% 5.0% 2.3% 10.3%

26-35 % within

Age

4.7% 12.8% 59.3% 23.3% 100.0

%

% within

Communic

ation

8.0% 18.6% 44.7% 35.1% 28.7%

% of Total 1.3% 3.7% 17.0% 6.7% 28.7%

36-45 % within

Age

7.4% 14.7% 13.7% 40.0% 24.2% 100.0

%

% within

Communic

ation

14.0% 23.7% 65.0% 33.3% 40.4% 31.7%

% of Total 2.3% 4.7% 4.3% 12.7% 7.7% 31.7%

above

45 yrs

% within

Age

42.0% 30.7% 8.0% 11.4% 8.0% 100.0

%

% within

Communic

ation

74.0% 45.8% 35.0% 8.8% 12.3% 29.3%

% of Total 12.3% 9.0% 2.3% 3.3% 2.3% 29.3%

Total % within

Age

16.7% 19.7% 6.7% 38.0% 19.0% 100.0

%

% within

Communic

ation

100.0% 100.0

%

100.0

%

100.0

%

100.0

%

100.0

%

% of Total 16.7% 19.7% 6.7% 38.0% 19.0% 100.0

%

143

Table 4.8(b) Chi-Square Tests

Value df

Asymp. Sig. (2-

sided)



Linear-by-Linear

Association

52.367 1 .000


Interpretation: From the above table it can be seen that Pearson Chi-Square is

107.8; significant value is .000 at 12 degree of freedom. The significant value is less

than .05 which results in rejection of null hypothesis. It indicates that there is a

significant association amongst opinion of employees regarding impact of training

program on employee communication skills on the basis of different age groups.

144

4.8(c)Cross tabulation- Crosstab: Confidence and Age Group

Crosstab: Confidence and Age Group Total

strongly

disagree

disagree neutral agree strongly

agree

Below 25 yrs

% within

Age 9.7% 16.1% 6.5% 25.8% 41.9% 100.0%

%within

Confidence 5.7% 10.0% 14.3% 8.1% 15.5% 10.3%

% of Total 1.0% 1.7% 0.7% 2.7% 4.3% 10.3%

26-35

% within

Age 5.8% 11.6%

52.3% 30.2% 100.0%

%within

Confidence 9.4% 20.0%

45.5% 31.0% 28.7%

% of Total 1.7% 3.3%

15.0% 8.7% 28.7%

36-45

% within

Age 17.9% 11.6% 6.3% 33.7% 30.5% 100.0%

%within

Confidence 32.1% 22.0% 42.9% 32.3% 34.5% 31.7%

% of Total 5.7% 3.7% 2.0% 10.7% 9.7% 31.7%

above 45 yrs

% within

Age 31.8% 27.3% 6.8% 15.9% 18.2% 100.0%

%within

Confidence 52.8% 48.0% 42.9% 14.1% 19.0% 29.3%

% of Total 9.3% 8.0% 2.0% 4.7% 5.3% 29.3%

Total

% within

Age 17.7% 16.7% 4.7% 33.0% 28.0% 100.0%

%within

Confidence 100.0% 100.0% 100.0% 100.0% 100.0% 100.0%

% of Total 17.7% 16.7% 4.7% 33.0% 28.0% 100.0%

145

4.8(d)Chi-Square Tests

Value df Asymp. Sig. (2-

sided)



Linear-by-Linear Association 28.962 1 .000


Interpretation: From the above table it can be seen that Pearson Chi-Square is 55.89;

significant value is .000 at 12 degree of freedom. The significant value is less than .05

which results in rejection of null hypothesis. It indicates that there is a significant

association amongst opinion of employees regarding impact of training program on

employee confidence on the basis of different age groups.

Documents

Data Analysis and Interpretation - INFLIBNETshodhganga.inflibnet.ac.in/bitstream/10603/49096/10/10_chapter 4.pdfQuestionnaire Intensive Interviews The main techniques of this study