Effectiveness of Training Project Report

A PROJECT REPORT ON

TRAINING AND DEVELOPMENT

IN

ICF (INTEGRAL COACH FACTORY, CHENNAI)

IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE

OF

MA HUMAN RESOURCE MANAGEMENT

By

JOSEPHINE PRIYA N

RAMAPRIYADHARSHINI T

WOMENS CHRISTIAN COLLEGE

CHENNAI-6

(2010 2012)

BONA FIDE CERTIFICATE

This is to certify that the Project Report titled Training and Development in

ICF is a bona fide work carried out by Josephine Priya N and

Ramapriyadharshini T of I year MA Human Resource Management students

from the department of Management Studies, Womens Christian College,

Chennai-6.

HOD Guide

Mrs. Anita Rajendran, Mrs. Ms. G. Nancy Elizabeth, M.A., M.Com, MBA., Ph.D. M.B.A., M.Phil.

Date:

Place:

ACKNOWLEDGEMENTS

A summer project is a golden opportunity for learning and self development.

We consider ourselves very lucky and honored to have so many wonderful

people lead us through in completion of this project.

Our grateful thanks to Mrs. Biji Rajan, Welfare Inspector, ICF who in spite of being extraordinarily busy with her duties, took time out to hear, guide and

keep us on the correct path. A humble Thank you Madam.

Mrs. Anita Rajendran, M.A., M.Com., MBA., Ph.D. HOD, Management

Studies Department monitored our progress continuously. I choose this moment to acknowledge her contribution gratefully.

Prof. Mrs. Ms. G. Nancy Elizabeth, M.B.A., M.Phil., was always so involved in the entire process, shared her knowledge, and encouraged me to think. Thank

you, Dear Madam.

Last but not the least there were so many who shared valuable information that

helped in the successful completion of this project.

Josephine Priya N

Ramapriyadharshini T

TABLE OF CONTENTS.

S.NO TITLE PAGE NO.

1 Title Page

2 Bonafide Certificate

3 Project Completion Letter

4 Declaration

5 Acknowledgement

6 Company Profile

7 Need for the Study

8 Scope of the Study

9 Objective of the Study

10 Research Methodology

11 List of tables

12 List of Charts

13 Findings

14 Suggestions

15 Questionnaire

16 Conclusion

17 Bibliography

COMPANY PROFILE

Started in 1952, the Integral Coach Factory (ICF) is located

in Chennai, India. Its primary products are rail coaches. Most of the coaches

manufactured are supplied to the Indian Railways, but it has also manufactured

coaches for railway companies in other

countries,including Thailand, Burma, Taiwan, Zambia, Philippines, Tanzania, U

ganda, Vietnam, Nigeria, Mozambique and Bangladesh. Recently, ICF exported

coaches to Angola. Today the coach factory produces more than 170 varieties of

coach. It employs about 13,000 people and produces around six coaches a day.

The coach factory provides primarily for the Indian Railways, a

number of different coaches - first and second class coaches, pantry and kitchen

cars, luggage and brake vans, self propelled coaches, electric, diesel and

mainline electric multiple units (EMU, DMU, MEMU), metro coaches and

Diesel Electric Tower Cars (DETC), Accident Relief Medical Vans (ARMV),

Inspection Cars (RA), Fuel Test Cars, Track Recording Cars, the latest coaches

are for the Deccan Odyssey(a luxury train of the Indian Railways), and coaches

for MRVC (world class coaches).

The Integral Coach Factory consists of two main

divisions - Shell division and Furnishing division. The Shell division

manufactures the skeleton of the rail coach, while the Furnishing division is

concerned with the coach interiors and amenities.

NEED FOR THE STUDY

TRAINING AND DEVELOPMENT is a subsystem of an organization. It

ensures that randomness is reduced and learning or behavioural change takes

place in structured format.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVLOPMENT

Traditional Approach - Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and

not made. There were also some views that training is a very costly affair and

not worth. Organizations used to believe more in executive pinching. But now

the scenario seems to be changing.

Modern Approach - The Modern approach of training and development is that Indian Organizations have realized the importance of corporate training.

Training is now considered as more of retention tool than a cost. The training

system in Indian Industry has been changed to create a smarter workforce and

yield the best results.

OBJECTIVES AND SCOPE OF TRAINING AND DEVELOPMENT

The principal objective of training and development division is to make sure the

availability of a skilled and willing workforce to an organization. In addition to

that, there are four other objectives: Individual, Organizational, Functional, and

Societal.

Individual Objectives help employees in achieving their personal goals,

which in turn, enhances the individual contribution to an organization.

Organizational Objectives assist the organization with its primary objective by bringing individual effectiveness.

Functional Objectives maintain the departments contribution at a level

suitable to the organizations needs.

Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

PURPOSE OF TRAINING AND DEVELOPMENT

The quality of employees and their development

through training and education are major factors in determining long-term

profitability of a small business. If you hire and keep good employees, it is good

policy to invest in the development of their skills, so they can increase their

productivity. Training often is considered for new employees only. This is a

mistake because ongoing training for current employees helps them adjust to

rapidly changing job requirements.

Reasons for emphasizing the growth and development of personnel include:

Creating a pool of readily available and adequate replacements for

personnel who may leave or move up in the organization.

Enhancing the company's ability to adopt and use advances in technology

because of a sufficiently knowledgeable staff.

Building a more efficient, effective and highly motivated team, which

enhances the company's competitive position and improves employee

morale.

Ensuring adequate human resources for expansion into new programs.

Research has shown specific benefits that a small business receives from

training and developing its workers, including:

Increased productivity.

Reduced employee turnover.

Increased Quality of Work.

Increased efficiency resulting in financial gains.

Decreased need for supervision.

Improves the overall Morale of the Work force.

Employees frequently develop a greater sense of self-worth, dignity and well-

being as they become more valuable to the firm and to society. These factors

give them a sense of satisfaction through the achievement of personal and

company goals.

Optimum Utilization of Human Resources Training and

Development helps in optimizing the utilization of human resource

that further helps the employee to achieve the organizational goals as

well as their individual goals.

Development of Human Resources Training and Development

helps to provide an opportunity and broad structure for the

development of human resources technical and behavioural skills in

an organization. It also helps the employees in attaining personal

growth.

Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at

each level. It helps to expand the horizons of human intellect and an

overall personality of the employees.

RESEARCH METHODOLOGY

Research methodology is a collective term for the structured process of

conducting research. There are many different methodologies used in various

types of research and the term is usually considered to include research design,

data gathering and data analysis.

Data were collected through different sources and by different methods. There

are two different methods through which data can be collected. They are as

follows:

PRIMARY DATA:

Under primary data collection method, data are collected

through questionnaires. Here a set of questions are given and employees

are asked to respond to it.

SECONDARY DATA:

In secondary data information are collected from the available

sources of the organization. They are collected through the use of

Internet, Magazines, Journals and Reports.

This study is based on both primary and secondary data.

SAMPLE SIZE:

Due to the busy schedule of the employees in ICF, we could

get only 40 samples.

TABLES

1. Table showing the number of Employees attended training programs so far.

INTERPRETATION:

From the above table 92% of the employees have attended some kind of

training program so far and 8% of the employees have not attended any kind of

training program so far.

CHART 1

2. Table showing the number of training programs attended by the Employees.

Criteria No. of Respondents % of Respondents

Yes 36 90

No 4 10

Total 40 100


0-2 12 30

3-5 12 30

6-7 6 15

8-above 10 25

Total 40 100

INTERPRETATION:

From the above table, 30% of the employees have attended 0-2 training

programs, another 30% of the employees have attended 3-5 training programs,

15% of the employees have attended 6-7 training programs and the rest 10% of

the employees have attended 8-above training programs.

CHART 2

3. Table showing the method of training given to the Employees.


On-the-Job 24 60

Off-the-Job 16 40

Total 40 100

INTERPRETATION:

From the above table, 60% of the employees were given On-the-Job training

and the rest 60% of the employees were provided with Off-the-job training.

CHART 3

4. Table showing the duration of training period.


One Week 12 30

One Month 10 25

3 Months 6 15

More 12 30

Total 40 100

INTERPRETATION:

From the above table, 30% of the respondents had one week of training,

another 30% of the employees had one month period of training, 15% of

the employees have had 3 months of training and the rest 12% of

employees have had more than 3 months of training program.

CHART 4

5. Table showing the sufficiency of the employees in the training given.


Yes 36 90

No 4 10

Total 40 100

INTERPRETATION:

From the above table, 90% of the employees are sufficient and 10% of

employees are not sufficient with the level of training program given to the

employees.

CHART 5

6. Table showing the employees improvement in various skills through

training programs.


Technical Skills 20 50

Interpersonal Skills 18 45

Both 2 5

None 0 0

Total 40 100

INTERPRETATION: From the above table, 50% of the employees agree that the given training

helps to improve their technical skills, where as 45% of the employees have

said it helps to improve their interpersonal skills and the rest 5% of the

employees have said it helps improve both.

CHART 6

7. Table showing the extent of knowledge and skills applied to the job obtained

through training programs.


To Full Extent 33 82.5

To Some Extent 7 17.5

Not Suitable 0 0

Total 40 100

INTERPRETATION:

From the above table, 82.5% of the employees think that the knowledge and

skills obtained from the training programs directly apply to their job to full

extent and the rest 17.5% employees thinks it applies to their job only to some

extent.

CHART 7

8. Table showing the extent of training programs contribution in achieving the

concerns and individuals goals.


To Full Extent 35 87.5

To Some Extent 5 12.5

Not Suitable 0 0

Total 40 100

INTERPRETATION:

From the above table, 87.5% of the employees feel that their training programs

contribute to the achievement of concerns goals and employees individual

goals to the full extent and 12.5% of employees feel that it contributes only to

some extent.

CHART 8

9. Table showing the employees rating of training infrastructure facilities

provided in the organisation.


Very Good 24 60

Good 13 33

Average 3 7

Poor 0 0

Total 40 100

INTERPRETATION:

From the above table 60% of the employees rated the training infrastructure

facility provided in the organisation as very good, 33% of employees rated it as

good and 7% of the employees rated it as average.

CHART 9

10. Table showing the Employees preferred training method.


On-the-Job 22 55

Off-the-Job 18 45

Total 40 100

INTERPRETATION:

From the above table, 55% of the employees prefer On-the-Job training

method and 45% of the employees prefer Off-the-Job training method.

CHART 10

11. Table showing the percentage of employees who convey their training needs

to their Superiors.


Yes 40 100

No 0 0

Total 40 100

INTERPRETATION:

From the above table, 100% of the employees in the concern have conveyed

their need for training to their supervisors.

CHART 11

12. Table showing the ratings of trainers by their employees.


Very Good 25 63

Good 15 38

Average 0 0

Poor 0 0

Total 100 100

INTERPRETATION:

From the above table 63% of the employees rated their trainers conducting the

training programs in the organisation as very good and the remaining 38% of

employees rated them as good.

CHART 12

13. Table showing the employees acceptance of job satisfaction due to training

activities.


Yes 37 93

No 3 8

Total 40 100

INTERPRETATION:

From the above table, 93% of the employees have achieved job satisfaction due

to training activities and the remaining 8% of the employees have not achieved

job satisfaction from these training activities.

CHART 13

14. Table showing about the information secured about the training program.


Well in advance 25 63

Previous day 10 25

On the day of program 5 12

Never 0 0

Total 40 100

INTERPRETATION:

From the above table, 63% of the employees get the information about the

training program well in advance, 10% of the employees get information only

the day before and 5% of the employees never get the information at all.

CHART 14

15. Table showing the employees acceptance of changes in work after the

training programs.


Yes 36 90

No 4 10

Total 40 100

INTERPRETATION:

From the above table, 90% of the employees accept that there is change in their

working method after the training programs. 10% of the employees do not

accept that there is a change in their working style after the training programs.

CHART 15

16. Table showing about the stipends paid during the training program.


Yes 0 0

No 40 100

Total 40 100

INTERPRETATION: From the above table 100% of the employees say that there is no stipends paid

during the training programs.

CHART 16

17. Table showing about the formal feedback session held after training

programs.


Yes 36 90

No 4 10

Total 40 100

INTERPRETATION:

From the above table, 90% of the employees say that they have a formal

feedback session after every training program but 10% of the employees say

that they dont have such a feedback session.

CHART 17

18. Table showing about the measurement of performance after training.


Yes 28 70

No 12 30

Total 40 100

INTERPRETATION:

From the above table, 70% of the employees say that their performance is

being measured after the training programs. But the remaining 30% of the

employees say that there is no such measurement of performance after

training.

CHART 18

LIMITATION OF THE STUDY

The time allocated for doing the project was limited. So the information

collected for the study was not sufficient.

The information was collected only from 40 employees so a decision

cannot be taken from the conclusion of these sample size employees.

The details in this study may subject to change in future.

FINDINGS AND SUGGESTIONS

Findings

ICF is providing training for all the employees relevant to their job during

different time periods according to their job, individual needs and

experience.

Training is given both within and outside the organisation to improve

employees overall skills and talents.

All the employees are conveying their need for training to their superiors.

This shows that the employees are very active and well interested in

increasing their knowledge and keeping them updated.

No substitutes are appointed to do the office work during the period of

training programs. Hence the work load of those employees accumulates.

Suggestions Training programs can be arranged after well informing to

all the employees, so that they will prepare themselves in a

better way, especially in case of Off-the-Job trainings in

distant places.

It can be provided continuously for bringing better results in

the organisation.

More updated materials relevant to the subject can be given.

More interactive classes can be held with in-between breaks

during the training programs. It will help the trainees to

remain active and interested.

Online training programs can also be given to save time and

money.

Female employees can be given more of, On-the-job training

or training with short duration as they feel inconvenient to

attend other station or long period training programs due to

domestic reasons.

Accommodation facilities can be improved in case of other

station training programs.

Specific and periodical training programs can be arranged

for Ministerial staffs.

Training can be provided in a uniformed language as many

employees cannot understand regional language.

BIBLIOGRAPHY

www.google.com

in.answers.yahoo.com

www.ehow.com

en.wikipedia.org/wiki/Integral_Coach_Factory

www.icf.indianrailways.gov.in

CONCLUSION

Integral Coach Factory, ICF, just like every other successful company has learnt

the value of Training and Development and is working hard to identify and

satisfy the training needs of its employees. We, through this one month project,

learnt about the Training and Development Process carried out in ICF by going

to each and every department in ICF allocated by our Guide in a daily basis. It

was a very good and useful learning. Overall doing a project in a giant railway

industry gave us a very pleasant and valuable experience.

QUESTIONNAIRE

We, Josephine Priya N and Ramapriyadharshini T, students of MA Human Resource Management from Womens Christian College, Chennai are doing our Project on the topic of Training and Development. So we kindly request you to fill in this Questionnaire for our further analysis.

Name:

Designation:

Experience:

a) 0-2 years b) 3-5 years c) 5-10 years d) 10 above years

1. Have you attended any training program so far?a) Yes b) No

1. How many training programs have you attended so far?a) 0-2 b) 3-5 c) 6-7 d) 8- above

1. What type of training is given in the concern?a) On-the-Job b) Off-the-Job

1. What is the duration of training period? a) One week b) One month c) 3 months d) More

1. Do you feel the given training is sufficient?a) Yes b) No

1. The training programs help employees to improve their?a) Technical Skills b) Interpersonal Skills c) Both d) None

1. Do you think the knowledge and skills obtained from the training programs directly apply to your job?a) To full extent b) To some extent c) Not suitable

1. To what extent training programs contribute to the concerns goals and employees individual goals?a) To full extent b) To some extent c) Not suitable

1. How would you rate the training infrastructure facility provide in the organization?a) Very Good b) Good c) Average d) poor

1. Which method of training is preferred well?a) On-the-Job b) off-the-Job

1. Do you convey your need for training to your Supervisors? a) Yes b) No

1. How do you rate the trainers conducting training program for your organization?a) Very Good b) Good c) Average d) poor

1. Do you accept job satisfaction has increased due to training activities?a) Yes b) No

1. When do you get information regarding training program schedule?a) Well in advance b) Previous day c) On the day of program d) Never

1. Have you observed any changes in your work after the training program?a) Yes b) No

1. Are you paid any stipends during the training program?a) Yes b) No

1. What are the problems faced during training programs?

2. Do you have any formal feedback session after training program? a) Yes b) No

1. How is your performance after training measured?a) In Qualitative terms b) In Quantitative terms

1. What changes would you like to suggest for improvement in the training program?

Thank You!

Documents

Effectiveness of Training Project Report