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INTRODUCTION

The beginning of the modern day concept of training could be traced far back to the

Stone Age, when people use to transfer knowledge in particular activity through signs and deeds

to others. It was only during the industrial revolution, the formal and vocational training was

started to instruct the apprentices about the operation of machines. Since then, there is no

looking back in this regards. Today, training has become the most important organizational

activity not only in the business organization but in the educational institutions also, it is a fact

that many organizations have realized the need for training, created infrastructure and provided

financial support. Organization and individual should develop and progress simultaneously for

their survival and attainment of mutual goals. Employee training is the most important

subsystem of human resource development. Training provided knowledge and skills required to

perform the job. If an organization considers its employees to be human assets, training and

development represents an ongoing investment in these assets and one of the most significant

investments an organization can make.

Training refers to the instructions provided to increase the knowledge and skill for the

current job. Development on the other hand has broader scope and aims at developing an

individual in all respects. Training aims at achieving immediate gains for the organization takes

up. Executive development programmer, helps to enhance the capabilities, potential and creativeinstinct of the managers which enables them to be more effective in performing various

managerial functions to achieve the predetermined goals.


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INDUSTRY PROFILE


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INDUSTRY PROFILE

The TTK Group is an Indian business conglomerate with a presence across several

segments of the industry including consumer durables, pharmaceuticals and supplements, bio-

medical devices, maps and atlases, consular visa services, virtual assistant services and health

care services. The TTK Group was started in 1928 by T. T. Krishnamachari, and is largely

owned by the family. The group has revenues of over Rs. 10 billion with a presence across India

and several international markets. The group has joint ventures with global corporations such as

SSL International, who are the makers of Durex condoms and Dr. Scholl's foot care products.

The group is also associated with several charitable and social organizations, such as the TTK

Voluntary Blood Bank, the T.T. Ranganathan Clinical Research Foundation (a hospital for

alcohol and drug addiction) and TTK Schools for the underprivileged

PRODUCTS

Consumer durablesPharmaceuticalsBio-medical devicesMaps and atlasesVisa servicesVirtual assistant servicesHealth care

SUBSIDIARIES

TTKPrestigeTTK LIGTTKHealthcareTTK TextilesTTK Services


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Pharmaceuticals

TTKHealthcare's Pharmaceuticals Division has many breakthrough herbal and allopathic

formulations, across various therapeutic segments. The range includes calcium supplements,

haematinics, cervical dilators, thrombolytic agents, rejuvenators, multimineral supplements, liver

correctives and pain management products.

Besides being the first Pharmaceutical Company in India to be awarded the ISO certification by

BIS, TTKHealthcare was also the first to launch technology-driven life-saving products like

Urokinase and Dopamine. The Company has also developed medicines like Lactare based on

Ayurveda - the ancient traditional system of medicine.

The Company's products are marketed by a well-trained sales force, who form an ideal interface

between the medical fraternity and the Company's pharmaceutical division. TTKHealthcare's

products are trusted and prescribed by a wide segment of healthcare professionals in India.

Almost 90,000 doctors are met every month by personnel from the Ethical Products

Division(EPD).

The Animal Welfare Division(AWD) caters to the requirements of veterinarians, hatcheries,

poultry farms and dairy farms through a variety of herbal and allopathic formulations. The

division's product range includes feed supplements, liver correctives, calcium and phosphorous

supplements, fertility inducers, anthelmintics, antispasmodic & cervical dilators, antihistamines,

trace minerals & vitamin-A supplements, antibiotics, ectoparasiticide, cocktail enzymes etc. The

AWD has an extensive, well-trained sales force that is in touch with nearly 9000 Veterinarians

across the country, and reaches out to the customer through a nation-wide network of 450

stockists.

Maps

The Publications Division of TTKHealthcare is the largest producer of maps and map-based

publications in the private sector and is the most popular brand in India today, amongst students,

travellers, researchers and a wide variety of end-users. Founded in 1965, in collaboration with


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COMPANY PROFILE


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COMPANY PROFILE

Vision

We create wealth by contributing to peoples health and well being

Mission

Create value for all stake holders by delivering products of the highest quality at a competitive

cost

Goal

To become a World Class Organization by 2009

Corporate Policy

Total Continuous Improvement

Corporate Management Culture

Lead by Example

Our Focus

Customerapproach

Quality & regulatory compliance Cost Health & Environment


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We Value

Integrity Velocity Openness & transparency Innovative Ideas Self Confidence Selflessness Commitment Simplicity Teamwork

Manufacturing Strength

Location: Three Strategic Manufacturing Sites

Capacity: 1690 million Condoms

Production Site Details

Location : Outskirts of Chennai

Area : Land 2.13 acres, Bldg 53,877 sq ft

Capacity : 535 Million condoms

Plants : 1 AP

: 9 Maps


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Location : 500 kms south of Chennai

Area : Land-6.15 acres, Bldg-57,763 sq ft

Capacity : 652 Million condoms

Plants : 7 Maps

: 2 Medis

Location : 160 km. South of Chennai

Area : Land - 3.4 acres, Bldg - 46,875 sq ft.

Capacity : 343 mn

Plants : 3 Medis

Exports


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Durex Brand

We manufacture and export a third of SSL Internationals global condom requirements.

Export Bid

In international bid segment, we have an impressive international clientele list: Three Strategic

Manufacturing Sites1650 million Condoms Three: AP, MEDI &MAP

UNFPA

PSI

Crown Agents DKT International MOH Brazil MSI - Uganda MOH Kenya


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MOH Bangladesh MOH - Botswana

In House R&D Facility

We have a world class R&D facility set up at Ticel Bio Park, Chennai. It is the global hub of all

research activities including development of new products for Durex Range-

Condoms/Lubricants/Devices and Scholl Range- Footcare products/OTC products. The facility

accounts for 40% of Global requirements of the SSL group.

Apart from New product development, it is also involved in In house engineering development

such as

Design and Fabrication ofMedi Plant Fabrication and supply of Dipping line, ETs, foiling machine for manufacturing site

including SSL group.

Awards & Recognitions

JIPMs Award for TPM Excellence (2nd Category) at Pallavaram & Virudhunagar JIPMs Award for TPM Excellence (2nd Category) at PondicherryWon the CIIs Award as "Excellent Water efficient Unit"


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Won the National Award for "Leadership Excellence in Safety Health and Environment" Accredited to New Standard of ISO 14001:2004Won the National Award for "Excellence in EnergyManagement 2005" "Best Exporters Award" from CAPEXIL TPM Excellence Award (1st category) for all 3 sites

Product Details

Kohinoor

Durex

Scholl

Entire range is broadly classified into five categories

Foot Remedies: Comprehensive range of specialist products providing expert solutions tocommon problems affecting feet & treatment of minor foot ailments (Range includes

Corn Removal Plasters, Callus Removal Pads, Diabetic Footcare Pack, etc.)

Shoe Comfort:Range of cushioning pads and insoles to help make shoes and feet morecomfortable and protect pressure points on the foot (Range includes Party Feet Gel

Cushions, AirPillo Gel Insoles, Gel Heel cups, Heel Leather Liners etc.)

Foot Skincare:Specialist range of exfoliators, moisturisers and nourishing creams, whichare specially formulated to care for the unique characteristics of the skin on the feet

(Range includes Rough Skin Remover, Cracked Heel Cream, Foot creamMousse etc.)


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Fresh Feet: Specialist products for feet and shoes to help keep your feet fresh, dry andcomfortable throughout the day (Range includes Fresh Step Refreshing Foot Spray,

Refreshing Foot soak, Odour Control insoles etc.)

Home Pedicure: A regular footcare regime is essential if you want your feet to look andfeel good. The Scholl range of specialist foot files, nail clippers form an essential part of

your at home pedicure kit. (Dual Action Foot File, Pumice Brush, Nail Clippers etc.

Awards & Recognitions

yJIPMs Award for TPM Excellence (2nd Category) at Pallavaram & Virudhunagar

yJIPMs Award for TPM Excellence (2nd Category) at Pondicherry

yWon the CIIs Award as "Excellent Water efficient Unit"

yWon the National Award for "Leadership Excellence in Safety Health and Environment"

yAccredited to New Standard of ISO 14001:2004

yWon the National Award for "Excellence in EnergyManagement 2005"

y"Best Exporters Award" from CAPEXIL

yTPM Excellence Award (1st category) for all 3 sites


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REVIEW OF LITERATURE


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REVIEW OF LITERATURE

According to the author of the book human resource management by DR. C. B. GUPTA

Executive development or management development is a systematic process of learning and

growth by which managerial personnel gain and apply knowledge, skills, attitudes and insights to

manage the works in their organization effectively and efficiently. it is an educational process

through which executives learn conceptual and theoretical knowledge and managerial skills in an

organized manner . Management development involves relating experience to learning.

Executive development consists of all the means by which executives learn to improve their

behavior and performance. it is designed to improve the effectiveness of their behavior and

performance. It is designed to improve the effectiveness of the managers in their present jobs and

to prepare them for the higher job in the future.

An analysis on the executive development leads to the following description

yExecutive development is a planned and organized process of learning rather than ahaphazard or trial and error approach

yIt is an ongoing or never ending exercise rather than a one-shot affair . it continuesthroughout an executives entire professional career because there is no end to learning.

yExecutive development is a long term process an managerial skills cannot be developedovernight.

yExecutive development aims at preparing managers for better performance and helpingthem to realize their full potential.

According to the Wharton's Executive Development Program (EDP)

In today's rapidly changing competitive environment, executives must be adept at moving

quickly out of their comfort zone to build new capabilities as leaders. Wharton's Executive

Development Program (EDP) prepares fast-track executives for moving from mastery of one

area to a broader role. Participants not only expand business acumen in key areas, but also

engage in competitive strategy simulations that dramatize the connection between management

decisions and business results. At the same time, a leadership workshop reveals how each

participant's style impacts group culture and process.


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During two very intense, transformative weeks, you will broaden your core business knowledge

in areas such as strategy, marketing, finance, and negotiations as you benefit from the expertise

of global participants from a wide variety of industries, functional areas, cultures, and

geographical regions. The knowledge you gain in group discussions led by Wharton faculty,

strategy simulations, the leadership workshop, and peer mentoring will have immediate

relevance and impact when you are back on the job.

]

Multiple Teaching Methods

In order to ensure participants thoroughly assimilate the concepts presented during the program,

there is a high level exchange between participants and faculty. Through the use of simulations,

case studies, and action learning, participants integrate what they learn into business strategy.

Our goal is to provide leaders with a transformative learning experience that transcends theclassroom and has significant impact on both individual performance and the organizations as a

whole.

OBJECTIVE OF EXECUTIVE DEVELOPMENT

Any programme development aims at achieving the following purpose

1 To improve the performance of the manager at all the levels


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2 To sustain good performance of the manager throughout their career by exploring their full

potential

3 To ensure availability of required number of managers with the needed skills so as to meet the

present and the anticipated future needs of the organization

4 To prevent obsolesces of the executives by exposing them the latest concept and techniques in

their respective areas of specialization.

5 To provide opportunities to executive to fulfill their career aspiration.

IMPORTANCE OF EXECUTIVE DEVELOPMENT

1 The size and complexity of the organization, both business and non business are

increasing. Manager need to be developed to handle the problems of the giants and complex

organization in the face of the increasing competition.

2 The rapid rate of the technologies and the social changes in the society requires training

of the manager so that they can be able to cope with these changes.

3 labor management relationships is the increasing complicated problem. Workers are

better educated and aware. More competent manager is needed to manage the modern world.

PROCESS OF EXECUTIVE DEVELOPMENT

1 ANALYSIS OF DEVELOPMENT NEEDS First of all the present and the future

development needs of the organization are ascertained. It is necessary to determine how many

and what type of executive are required to meet the present and the future needs of the enterprise.

Then job description and specification are prepared for all executives position to know the type

of knowledge, skills, training, and experience for each position.

2 APPRAISAL OF PRESENT MANAGERIAL TALENT A qualitative assessment of the

existing executive is made to determine the type of executive talent available within the

organization. The performance of every executive is compared with the standard expected of

him.


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3 INVENTORY OF EXECUTIVE MANPOWER This inventory is prepared to obtain complete

information about each executive. Data on the age, education, experience, health, test result and

performance appraisal result is collected.

4 PLANNING INDIVIDUAL DEVELOPMENT PROGRAMMES Each one of us has a unique

set of physical, intellectual and emotional characteristics. Therefore, development plan should be

tailor made for each individual. Such tailor-made programmes of development should give due

attention to the interest and goals of the subordinates as well as to the training and development

opportunities existing in the organization.

5 EVALUATING DEVELOPOMENT PROGRAMMES Consider money, time and effort are

spent on executive development programmes. It is, therefore, natural to find the extent the

programme objectives have been achieved. General result of the development programmes can

be measured in the long run. But some specific result may be assessed during the short term.

METHODS AND TECHNIQUES OF EXECUTIVES DEVELOPMENT

The selection of techniques rests on on philosophy of development. There are two principal

methods of executive development which are generally used by the firms. One is on-the-job

development and the other is off-the job development. We shall discuss here under the various

one-the-job and off-the-job executive development technologic

There are two methods

1.On-the-job Method

2.Off-The-Job-Methods

Off-The-Job-Methods of method of executive development

(a)Special Courses. The method of special courses requires the trainee to leave the work

place and to devote is entire time to developmental objectives. The prime object of such


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special courses is to provide an opportunity to te trainee to acquire knowledge with full

devotion. Development is primary and work is secondary. These courses may be

conducted in a number of ways-Firstly, the organisation establishes such courses to be

taught to the trains by the members of the firm or by the regular instructor appointed by

the firm or by the regular instructor appointed by the firm or by the specialists (professors

and lecturers_ from other outside institutions. The second approach to this technique is to

send the personnel to programmes established by the colleges or universities. The

organisation sponsors some of its members to the courses and bears the expenses. The

third approach to the technique is to work with a college or other institutions in

establishing a course or a series of courses to be taught by faculty members. A big

organisation may starts its own training school.

(b) Role Playing. Under this method, two or more trainees are assigned different roles to

play by creating an a rtificial conflict situation. No dialogged is given before hand. The

role players are provided with he written or oral description of the situation and the role

to play. Sufficient time is given to the role players to plan tier actions and they must act

their parts before the class. For instance role playing situation may be a supervisor

discussing grievances with is subordinate.

(c) Case Study. Case study technique is extensively used in teaching law, business

management, human relation, etc., to let the trainee understand that there mat be different

solutions to a particular problem. Under this method, the trainees are given a realistic

problem to discuss, which is more or less related to the principles already taught. This

method provides an opportunity to the trainee to apply his skill to the solution of realistic

problems. Cases may be used in either of the two ways:- (i) They can be used after

exposing the formal theory under which the trainee applies their skill to specific situation,

or (ii) They may be assigned to the trainees for written analysis or oral discussion without

any prior discussion of the theory.

(d) Conference. A conference is a group meeting conducted according to an organised

plan is which members participate in oral discussion of a particular problem and thus


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develop their knowledge and understanding. It is an effective training device for

conferences members and conference leaders. Both learns a lot from others view point

and compare his opinions with others. The conference leaders may also learn how to

develop his skill to motivate people through his direction of discussion. Conferences may

of three types:- (i) The directed or guided conference, (ii) Consultative conference, and

(ii) Problem solving conference. However guided conference is generally used for

training purposes.

(e) Multiple Management. Under this system, a permanent advisory board or committee

of executives study the problems of organisation and make recommendations to the

higher management for final decision. There is another device, constituting a junior board

of directors in a company for training the executives. The board is given power to discuss

any problem which the senior board of directors (constituted by shareholders) could

discuss. The utility of junior board is only to train the junior executives. Thus junior

board discuss wide variety of subjects which a senior board can discuss or in other way, it

is an advisory body.

(b)f) Managements Games. It is a classroom exercise, in which teams of students compete

against each other to achieve common objective. The game is designed to be a close

representations of real life conditions. The trainees are asked to make decisions about

production, cost, research and development, etc., for an organisation. Since they are often

divided into teams as competing companies, experience is obtained in team work. Under

tis method, the trainees learn by analyzing problems by using some intention and by

making trial and error type of decisions. Any wrong is corrected by the trainer or

sometimes a second chance is given to to something all other again.

(g) Syndicate Method. Under this method, 5 or 6 groups consisting of about 10 members

are formed. Each group (Syndicate) is composed of carefully selected men who, on the

one and, represents fair cross section of the executive life of t country, i.e. men from

public sector and private sector undertakings, civil and defense services, banking,


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background of the individuals.Many organisations purchase some high level journals like

the Commerce, the Capitalist, the Management in Govt., etc,. And dailies like the

Economic Times, the Financial Express, etc.

On-the-job Method of method of executive development

(a)Coaching. Under this technique, the superior coaches the job knowledge and skill, to his

subordinates. He briefs the trainees what is expected of them and guides how to get it. He

also watches their performance and directs them to correct the mistakes. The main

objective of this training is to provide them diversified knowledge. Coaching is

recognised as one of t managerial responsibilities, and the manger as an obligation to

train an develop the subordinates working under him. He delegates his authority to the

subordinates to prepare them to handle the complex situations.

(b) Understudy. This system is quite different from the system discussed above. Under

this system, a person is specifically designated as the their apparent who is called the

understudy. The understudy's future depends on what happens to his superior leaves his

post due to promotion, retirement or transfer. Te department manger picks up one

individual from the department to become his understudy. He guides him to learn his job

and tackle the problems tat confront the manger.

(c) Job Rotation. Under this system, an individual is transferred one job to another or

from open department all to another in the co-ordinate and planned manager with a view

to broaden the general background of the trainee in the business. The trainees is rotated

from one job to another and thus the acquires a considerable degree of specialized

knowledge and skill but a man can never acquire t diversified skill needed for promotion

unless is deliberately put in different types of situations.

(d) Special Project. A special assignment is a highly useful training device, under which

a trainee is assigned a project that is closely related to his job. He well study the problem


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and submit the written recommendations upon it. It will not only provide the trainee a

valuable experience in tackling the problem but would also have the other values of

educating the trainees about t importance of t problem but would also have the other

values of educating the trainees about the importance of the problem and to understand

the organizational relationship of the problem with different angles. Thus the trainee

acquires knowledge of the assigned task and learns to work with other s having different

viewpoints.

(e) Committee Assignments: This system is similar to special project. Under this system

an adhoc committee is constituted and is assigned a subject related to the business to

discuss and make recommendations. The committee will study the problem, discuss it

and submit to be report containing the various suggestions and recommendations to the

departmental manager. With a view to avoid the unnecessary hardships in studying the

problem, the members of the committee should be selected from different departments,

having specialized knowledge in different fields but connecting to the problem.


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OBJECTIVES OF THE STUDY


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OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES

To measure the efficiency of work before and after trainingSECONDARY OBJECTIVES

To know the various levels of training the executivesTo catalyze the process of trainingView the values of Training Need Analysis (TNA)Suggest suitable improvisations for the existing training methods


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SCOPE AND SIGNIFICANCE


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SCOPE AND SIGNIFICANCE

People are the most valuable resources of the organization, they are source of

creativity and inspiration that keep your organization alive. Training is one of the essential

ingredients in HR department that helps to update the employees skills and knowledge for the

present and future requirement in job. It also aims at improving the performance of the

employees and helps and new employees in adapting to the new atmosphere. It is the part of the

HR manager to identify the need for training and the required outcome of training.


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RESEARCH METHODOLGY


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DATA COLLECTION METHOD

PRIMARY DATA

The primary data are those which are collected for the first time and thus happen to be

original in characteristics. Primary data are data gathered for specific purpose or for a specific

research project the instrument used to collect the primary data to carry out the survey is

structured questionnaire which is administrated to personal interview.

SECONDARY DATA

The secondary data are those data which have already been collected through others

sources like news paper, magazine, books & internet. Secondary data are collected to find out the

level of their needs, wants, and their taste.

POPULATION OF THE STUDY

The study is conducted among the population of 28 000 employees in TTK


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LIMITATIONS OF THE STUDY


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LIMITATIONS OF THE STUDY

yThe time period which they offered was very shortySample size was not sufficientyThe source of information was insufficientySampling was biased


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ANALYSIS AND INTERPRETATION


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ANALYSIS AND INTERPRETATION

Respondents Based on Genders

Sl.No. PARTICULARS NO OF

RESPONDENTS

% OF

RESPONDENTS

1. Male 23 77%

2. Female 7 23%

TOTAL 30 100

Respondents Based on Genders

Interpretation:

From the above table it is interpreted that 77% of the respondents are male, 23%

Of the respondents are female.

0

10

20

30

40

50

60

70

80

MaleFemale


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Respondents Based on Designations

Sl.No. PARTICULARS NO OF

RESPONDENTS

% OF

RESPONDENTS

1. General mgr 23 76

2 Branch mgr 5 17

3 executive 2 7

TOTAL 30 100

Respondents Based on Designations

Interpretation:

From the above table it is interpreted that 76% of the respondents are from general manager

category , 17% are branch manager 7%are executives.

0

10

20

30

40

50

60

70

80

General mgr

Branch mgr

Executives


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How do you feel after training?

S NO PARTICULARS NO OF RESPONDENTS % OF

RESPONDENTS

1 Excellent 12 40

2 Good 08 27

3 Better 06 20

4 Bad 03 10

5 Worst 01 03

Total 30 100

How do you feel after training

Inference:

The above table shows that majority of the respondents feel that the improvement after

the training is excellent.

0

5

10

15

20

25

30

35

40

Excellent Good Better Bad Worst

Excellent

Good

Better

Bad

Worst


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How about the trainers methodology of training?


RESPONDENTS

1 Excellent 17 57

2 Good 08 27

3 Better 03 10

4 Bad 01 03

5 Worst 01 03

Total 30 100

How about the trainers methodology of training

Inference:

The above table shows that majority of the respondents says that the methodology of the

training is excellent.

0

10

20

30

40

50

60

Excellent Good Better Bad Worst

Excellent

Good

Better

Bad

Worst


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TABLE NO

. Is the time allocation for training sufficient?

S NO PARTICULARS

NO OF

RESPONDENTS

% OF

RESPONDENTS

1 Yes 19 63

2 No 11 37

Total 30 100

.

Is the time allocation for training sufficient

Inference

From the above table shows that majority of the employees are feel the time allocation of

training is sufficient only.

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Yes No

No

Yes


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knowledge you acquired through this training

S no Particulars No of respondents % of respondents

1 Work skills 10 33

2 Communication 7 23

3 confidence 8 27

4 Work strategies 5 17

Total 30 100

knowledge you acquired through this training

Inference

From the above table shows that 33% has work skill 23% gained communication 27% has

gained confidence and about 17% gained work strategies.

0

5

10

15

20

25

30

35

work skill

communica

confidence

work strster


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Does it help in developing your personality?

S NO PARTICULARSNO OF

RESPONDENTS

% OF

RESPONDENTS

1 Yes 27 90

2 No 03 10

Total 30 100

Does it help in developing your personality

Inference:

From the above table shows that majority of the respondents are said that executive

training & development is developed their personality.

0

10

20

30

40

50

60

70

80

90

100

Yes No

Yes

No


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Do you want this program to be repeated


RESPONDENTS

1 Yes 21 70

2 No 09 30

Total 30 100

Do you want this program to be repeated

Inference:

From the above table shows that 70% of the respondents are feel the program is repeated for the

executive training & development.

0

10

20

30

40

50

60

70

Yes No

No

Yes


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WHAT IS THE DURATION YOU NEEDED

S no Particulars No of respondents % of respondents

1 1 DAY 20 67

2 3 DAYS 08 27

3 1 WEEK 02 06

Total 30 100

WHAT IS THE DURATION YOU NEEDED

Inference:

From the above table shows that 67% suggested for 1day training about 27% suggested for 3daystraining and 6% for 1 week

0

10

20

30

40

50

60

70

1 DAY

3 DAYS

1 WEEK


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Were the modes of training like (Ppt/lecture/gd) effective?

S NO PARTICULARS NO OF

RESPONDENTS

% OF

RESPONDENTS

1 Excellent 07 23

2 Good 13 43

3 Better 06 20

4 Bad 03 10

5 Worst 01 03

Total 30 100

Inference;

From the above table shows that the majority of the respondents are said that the effective

training is good only.

0

10

20

30

40

50

60

70

80

90

100

Worst

Bad

Better

Good

Excellent


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Are you sure that this training will promote you in future?


RESPONDENTS

1 Sure 21 70

2 Doubtful 04 13

3 No idea 05 17

Total 30 100

Inference:

From the table shows that majority of the respondents are belong to the category of sure that this

training will promote their future.

0

10

20

30

40

50

60

70

Sure Doubtful No idea

No idea

Doubtful

Sure


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What is the current level of work from your table after training?


RESPONDENTS

% OF

RESPONDENTS

1 Excellent 07 23

2 Good 14 47

3 Better 07 23

4 Bad 02 7

5 Worst _ _

Total 30 100

Inference:

From the above table shows that majority of the respondents are said that current level of work

after the training is good only.

0

5

10

15

20

25

3035

40

45

50

Excellent Good better Bad worst

Excellent

Good

better

Bad

worst


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Does it help you to reach your goal?


RESPONDENTS

1 Yes 24 80

2 No 06 20

Total 30 100

Inference:

From the above table shows that the majority of the respondents are said that it help to reach

their goal.

0

10

20

30

40

50

60

70

80

Yes No

Yes

No


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Rate the overall performance of training


RESPONDENTS

% OF

RESPONDENTS

1 Excellent 19 63

2 Good 04 14

3 Better 06 20

4 Bad 01 03

5 Worst 00 _

TOTAL 30 100

Inference:

From the above table shows that the majority of the respondents are said that the overall

performance of training is excellent only.

0

10

20

30

40

50

60

70

Excellent Good Better bad Worst

Excellent

Good

Betterbad

Worst


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Is the company giving pressure to you in work since you are trained?


RESPONDENTS

1 Yes 21 70

2 No 09 30

Total 30 100

Inference:

From the above table shows that the majority of the respondents said that the company giving

pressure to their in work since trained.

0

10

20

30

40

50

60

70

Yes No

No

Yes


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49

Did you have any job rotation in the previous years?


RESPONDENTS

% OF

RESPONDENTS

1 Yes 22 73

2 No 08 27

Total 30 100

Inference:

From the above table shows that the majority of the respondents are said that the job rotation is

in the previous years.

0

10

20

30

40

50

60

70

80

Yes No


50/64


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51

CONFIDENCE IN ATTENDING THE TRAINING


RESPONDENTS

% OF

RESPONDENTS

1 Yes 27 90

2 No 03 10

Total 30 100

CONFIDENCE IN ATTENDING THE TRAINING

Inference

From the above table shows that the majority of the respondents are said that the attending the

training increase their confidence level.

0

10

20

30

40

50

60

70

80

90

yes

no


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52

TRAINING PROGRAM IMPROVEMENT


RESPONDENTS

% OF

RESPONDENTS

1 Yes 05 83

2 No 25 17

Total 30 100

TRAINING PROGRAM IMPROVEMENT

Inference

From the above table shows that the majority of the respondents are said that

0

10

20

30

40

50

60

70

80

90

yes

no


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THE MAJOR STRENGHT OF TTK

S no Particulars Excellent Good better Bad Worst Weigh

ted

score

Weigh

ted

Avg

1 Management 20 05 03 02 - 134 8

2 Employee

satisfaction

21 06 02 01 - 137 9

3 Employee

treatment

23 05 02 - - 141 9

4 Policies used 22 07 01 - - 141 9

Total 30 30 30 30 30 30

Weighted average method

Management support

20*5+5*4+3*3+2*2+0*1 133

= = 8.9

15


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Employee satisfaction

21*5+6*4+2*3+1*2+0*1 137

= = 9.13

15 15

Employee treatment

23*5+5*4+2*3+0*2+0*1 = 141 = 9.4

15 15

Policies used

22*5+7*4+1*3+0*2+0*1 141

= = 9.4

15 15

0

20

4060

80

100

120

140

160

we. Score

we avg


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FINDINGS OF THE STUDY


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4.1 FINDINGS OF THE STUDY

77% of the respondents are male 23% are female respondent.About 67% of the employees suggested that training efficiency is up to the level.From the analysis about 57% of the employee suggested that the training methods

which are used are very effective.

The member takes decision by getting guideline from the company to solve theproblem.

The members are fair enough to handle the issue in customer support function.It is conformed that the occurrence of problem after solving the issue is very less.The members partly spend time in understanding the issue.


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SUGGESTION


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Suggestion

yThe training efficiency of the executive development needs some more changesyThere should some more time allocation for the training programyProper training reduce absenteeism and toughness to workyOnly few members are satisfied with the training program so there shold be more

methods to be implemented .

yTraining session should be changed like on line interaction guest lecture and so onyWork pressure should not be increasedyTraining should involve more communication development.yA permanent trainer should be appointed


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CONCLUSION


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Conclusion

Training provides knowledge and skills required to perform the job. If an organization

considers its employees to be human assets, training and development represents an ongoing

investment in these assets and one of the most significant investments an organization can make .

Organizational development aims at bringing about a change in organizational culture. This can

be achieved by hiring the services of professional consultants. Training and development

programmes are often viewed as part of organizational development.


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TTK LIG LTD

QUESTIONNAIRE for

EXECUTIVE TRAINING & DEVELOPMENT

Name:Department/ Designation:

Experience:

1. How do you feel after training?

1 2 3 4 5

2. How about the trainers methodology of training ?

1 2 3 4 5

3. Is the time allocation for training sufficient ?

YES NO

4. What knowledge you acquired through this training ?

a.WORK SKILLS b. COMMUNICATION c. CONFIDENCE d. WORK STRATEGY

5. Does it help in developing your personality ?


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YES NO

7. Do you want this program to be repeated ?

YES NO

8. Were the mode of training like (Ppt/lecture/gd) effective ?

1 2 3 4 5

( Note:1-excellent 2-good 3-better 4-bad 5-worst )

9. Could you please suggest your words for any other alternative mode ?

--------------------------------------------------------------------------------------------

10. Are you sure that this training will promote you in future ?

SURE DOUBTFUL NO IDEA

11. What is the current level of work from your table after training ?

1 2 3 4 5

12. Does it help you to reach your goal ?

YES NO


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13. Rate the overall performance of training

1 2 3 4 5

14. Is the company giving pressure to you in work since you are trained ?

1 2 3 4 5

15. Did you have any job rotation in the previous years ?

YES NO

16. Is your feeling of absenteism and toughness to work reduced ?

YES NO

17. How well you could be able to overcome the problems ?

1 2 3 4 5

( Note: 1-excellent 2-good 3-better 4-bad 5-worst )

18. Are you confident in attaining your objectives ?

YES NO

19. Do you think that the training program should be improved ?


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YES NO

20. What is the major Strength ofTTK ?

a.SCOPE b.SATISFACTION c.EMPLOYEE TREATMENT D

( Note: 1-excellent 2-good 3-better 4-bad 5-worst )

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