1. Submitted By:
CHANDNI R MISTRY
(ROLL NO : 40)

2. OBJECTIVE OF THE STUDY
 To examine the effectiveness of training in overall development of
skills of workforce.
 To examine the impact of training on the workers.
 To study the changes in behavioural pattern due to training.
 To measure the differential change in output due to training.
 To study the cost effectiveness in implanting training
programmes.

3. COMPANY PROFILE
 BANCO PRODUCTS (INDIA) LTD., are in the business of manufacturing Gaskets and
Radiators, Charged air-coolers and oil-coolers.
 This company has gone thought a series of name changes like “Gaskets & oil ceals
Pvt Ltd.”, “Ideal structure Pvt Ltd.”, “Bharat casements Pvt Ltd.”, “Gaskets &
Radiators pvt Ltd.”, Then after 1982 onwards it was replaced with “Banco products
(India) ltd.”
 It is a multi corers, professionally managed, transactional located, ISO 9002 & QS
9000 certified pubic ltd. “Automobile” ancillary company.
 There are modern design and developed department, quality assurance, tool
room, maintains standard room & other service department like personnel &
HRD, finance, material etc.
 Banco is the largest and the most preferred manufacturer of Gaskets & Radiators
in India today.

4. • Name of the unit
BANCO PRODUCTS (INDIA) LIMITED
• Established year
In 1960: Banco as private limited
IN1982: Transformation into public limited
• Regretted office and factory
Bhaili unit: Bil , near bhaili railway station, padre roas,vadodara-391410
phone: 0265-2680220/21/22/23
Ankhi unit: village ankhi, Ta : Jambusar , Dist : Bhruch
Phone: +91-2644-290179, 222168
• Website
WWW.bancoindia.com
• Board of Directors
Vimal K. Patel- Chairman
Samir k. Patel- Director
Mehul k. patel- Director
Atul G. Shroff- Director
Ram Devidayal- Director
Shailesh A. Thakkar- Executive Director & CEO
Dinesh Kavthekar- Secretary
• Total Workers
Total Worker force of company is 725
Bhaili unit: Staff-235
Field Worker-38
Ankhi Unit: Staff-69
Worked: 188

5. Vision of company
A world class components manufacturing company based in India with global associates.
With our increasing focus in global OEM market, we are developing our capabilities deliver
complete cooling modules with increasing emphasis to use light weight materials coupled
with dimensional flexibility.
Mission of company
Develop and supply technically sound products at competitive process, integrating innovative
manufacturing with eco friendly technologies.
Values
Integrity, Respect for people, Unity of purpose, Outside in focus, A quality and Innovation.

6. Customer List

7. Product Information
Gasket Radiator:
The radiator unit of the company
has an installed capacity of 4000
Banco’s Bhaili is sprawling in 54,580 sq.meter industrials and oil coolers & 3, 00,000
area. automotive heaters & radiators per
It has tooled up for over 10,000 verities of annum.
gaskets with asbestoses & non – asbestos
Banco Products’ industry leading
base, graphite metal & rubberized cork for every
Brazed aluminium and copper brass
conceivable application live automotive
radiators have various bespoke core – fin-
industrial, agricultural, earthmoving, locomotive
tube configurations available to optimise
etc.
the thermal and structural
For the Indian as well as international
performance, to meet our clients’ exacting
market.
application requirements.
The product gasket are using in sealing if
internal combustion engines if passenger They manufacture both Aluminium
cars, commercial, vehicles, tractors, industrial & and Copper Brass radiators with injection
off- road equipment’s. moulded plastic / metal fabricated or
sheet drawn tanks. Core primarily are
fin/tube, bar/plate.

8. Company Achievement
YEAR AWARDS
2004-05 Export Ancillaries Award
2007 Export Promotion & Performance Award
2007-08 1st in Auto Ancillaries Sector
2007-08 Tape India’s SAMBALY Auto Ancillaries
2009 3rd SMD Award

9. TRAINING AND DEVELOPMENT
• It is a subsystem of an organization. It ensures that randomness is reduced and learning or
behavioral change takes place in structured format.
MEANING OF TRAINING
• “It is any attempt to improve current or future employee performance by increasing an
employee’s ability to perform through learning, usually by changing the employee’s attitude or
increasing his or her skills and knowledge.”
• Training is the act of increasing the knowledge and skill of employer for doing a particular job.
………….Flippo
• “Training is the organized producer by which people learn knowledge and skills for a definite
purpose.”
……………Beach
DEVELOPMENT
• “Development is an inclusive process with process with which both managers and individual
employees are involved. It offers opportunities to learn skills, but also provide an environment
designed to discovering and cultivating basic attitudes and capabilities and facilitating
continuing personal growth.”
………….Dale yoder

10. DIFFERENCES BETWEEN TRAINING & DEVELOPMENT
TRAINING DEVELOPMENT
Short –term process Long-term process
Knowledge & skills for specific purpose For overall development
Primarily related to technical skills learning Related to managerial, behavioural &
attitudinal development

11. 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.
• 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.
TRAINING DEFINED:
• Optimum Utilization of Human Resources
• Development of Human Resources
• Development of skills of employees
• Team spirit
• Organization Culture
• Organization Climate
• Quality
• Healthy work-environment
• Profitability
• Health and Safety

12. TRAINING AND DEVELOPMENT OBJECTIVES
• 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 department’s contribution at a level suitable
to the organization’s needs.
• Societal Objectives – ensure that an organization is ethically and socially
responsible to the needs and challenges of the society.

13. Role of HRD Professionals in Training
1. Active involvement in employee education.
2. Rewards for improvement in performance.
3. Rewards to be associated with self esteem and self worth.
4.Providing pre-employment market oriented skill
development education and post employment support for
advanced education and training.
5. Flexible access i.e. anytime, anywhere training.

14. • TRAINING INPUTS
There are three basic types of inputs;
• (i)Skills
• (ii)Attitude
• (iii)Knowledge.
The primary purpose of training is to establishing a sound relationship is at its best when the
workers attitude to the job is right, when the workers knowledge of the job is adequate, and he
has developed the necessary skills.
Training activities in an industrial organization are aimed at making desired modifications in
skills, attitudes and knowledge of employee so that they perform their jobs most efficiently and
effectively.
• BEST TIME TO IMPART TRAINING TO EMPLOYEE
1. NEW RECRUITS TO THE COMPANY
2. TRANSFEREES WITHIN THE COMPANY
3. PROMOTIONS
4. NEW PLANT OR EQUIPMENT
5. NEW PROCEDURES
6. NEW STANDARDS, RULES AND PRACTICES
7. NEW RELATIONSHIP AND AUTHORITIES
8. MAINTENANCE OF STANDARDS
10. THE MAINTENANCE OF MANAGEMENT SKILLS & STANDARDS

15. BENEFITS OF TRAINING
• Hiring appeal: companies that provide training attract a better quality Workforce.
• Assessing and addressing any performance deficiency.
• Enhancing workforce flexibility.
• Increasing commitment: Training acts as a loyalty booster. Employee motivation is also enhanced
when the employee knows that the organization would provide them opportunities to increase
their skills and knowledge.
• It gives the organization a competitive edge by keeping abreast of the latest changes; it acts as a
catalyst for change.
• Higher customer satisfaction and lower support cost results through improved service, increased
productivity and greater sufficiency.
• Training acts as benchmark for hiring promoting and career planning.
• It acts act as a retention tool by motivating employee to the vast opportunities for growth available
in an organization.
• Training & Development Need = Standard Performance – Actual Performance

16. Model of Training Need analysis
Stage One :Establish Organization's commitment and support
Stage Two : Organizational Analysis
Stage Three: Requirement Analysis
Stage Four: Needs Assessment – Task & KSA analysis of
training needs
Stage Five: Person Analysis
Stage Six: Collate data to input to and design of training
environment and training evaluation

17. Need For Training:
• To match the employees specifications with the job requirement and
organizational needs.
• Organizational Viability and the Transformational process.
• Technological Advantages.
• Organizational Complexity.
• Human Relational.
• Change in Job Assignment.

18. Process of Training
Step -1 Assessment Of Training Needs:
• To provided the effective training to the workers. The basic requirement of the trainee’s should
be analyzed. First the information is gathered from the potential trainee’s about the requirement of the
skills and then the assessment is done.
• Needs assessment diagnoses present problems and future challenge to be met through training
and development. Needs assessment occurs at two levels i.e. group level and individual level, an
individual obviously needs training when his or her performance falls short or standards that is when
there is performance deficiency.
Step – 2 Establishment of Training Goals:
• Banco after assessment of the training needs, training budget is prepared with the approximate
cost involved in the training. The budget is sent to the management for the approval. The management
would consider the different factor in to account and would sanction the budget with the current
condition and priority of the training needs.
Step –3 Designing Training Program:
• After the approval of the raining budget the final training calendar is prepared. All the training
activity which is necessary for the development of the organization is included in the training calendar.
Step –4 Implementation OF Training Program:
• A communication is made to the potential trainees about the schedule of the training and informed to
be available at the mentioned date. If the trained is from outside. There is no problem regarding the
availability.
• But if the trainer is from within the organization, the trainer is informed about the training schedule
and the trainer should be available.
Step –5 Evaluations Of Results:
• The last step in the process of training is the evaluation of the results. All the participants are providing
with the feedback from along with training material. These forms are collected from them before they
leave the training session. These feedback forms are then analyzed and then training results are
compared.

19. Methods of Training
There are various methods of training, which can be divided in to cognitive and behavioral methods.
• Cognitive methods are more of giving theoretical training to the trainees. The various methods
under Cognitive approach provide the rules for how to do something, written or verbal
information, demonstrate relationships among concepts, etc. These methods are associated with
changes in knowledge and attitude by stimulating learning.
1. LECTURES – A Method of Training
2. Demonstration Training Method
3. Discussion Training Method
• Behavioral methods are more of giving practical training to the trainees. The various methods
under Behavioral approach allow the trainee to behavior in a real fashion. These methods are
best used for skill development.
1. Games
2. Business games
3. Case studies
4. Equipment stimulators
5. In-basket technique
6. Role plays

20. On the Job technique:
1) On the job: On-the-job training places the employees in an actual work situation
and makes them appear to be immediately productive. It is learning by doing. For
jobs, that either are difficult to simulate or can be learn quickly by watching and
doing on-the job training makes sense.
2)Job Instruction Training: JIT consists of four basic steps:
(a) Preparing the trainees by telling them about the job and overcoming their
uncertainties
(b) Presenting the instruction, giving essential information in a clear manner;
(c) Having the trainees try out the job to demonstrate their understanding; and
(d) Placing the workers into the job, on their own, with a designated resource person to
call upon should they need assistance.

21. Off the job Technique:
1. Class room training:
It is to convey rules, policies, and procedures. It is simple and efficient, have only minimum
cost and time. The disadvantages are: one way communication, passive participation.
2. Conferences,seminars,workshops:
Discuss points of common interest for enriching knowledge and skill. This is a group activity.
3. Case Method/Group
Case study is based on the belief that managerial competence can be best attained through
the study. Contemplation and discussion of concrete cases. Experience is the best teacher is
the principle used in this method.
4. T Group training:
T stands for training. This is also known as Sensitivity Training or Laboratory Training. In this
program, an attempt is made to change attitude and behaviour of people in the group. It is a
small discussion group without and leader.
5. In Basket Method:
This is for developing decision making skills among the trainees. The trainee is provided with
a basket or tray of papers/files related to his functional area. The trainee is expected to study
and make recommendations on the problem situation.

22. RESEARCH METHODOLOGY

23. Type of Sudy
It is Descriptive as well as Exploratory research design .
Sampling design
Random sampling method has been used.
Sample size
50 respondents will be surveyed from the sampling area.
Sampling unit
Employees of Banco Products (India) ltd.
Research instrument
A structured questionnaire is used.
Data collection method
Primary data.
The primary data for doing this project was obtained from the company officials. The
information has been collected by way of interactions with employees in the organization &
by the Questionnaire.
Secondary data.
The secondary data collected from the company’s manuals, official records, various
files operating procedures & booklets.
Data Analysis Techniques and tools
After collection of data, table is formed and the analysis of percentage responses has helped
in arriving at findings and conclusions.
Data analysis tools
Charts, Tables, Hypothesis.
In analysis tool as Hypothesis ,Chi-square is used.

24. Data Analysis And Interpretation

25. Personal Bio-Data
TABLE SHOWING DISTRIBUTION ACCORDING TO SEX
GENDER FREQUENCY PERCENTAGE(%)
MALE 47 94
FEMALE 3 06
TOTAL 50 100
GENDER RATIO
MALE FEMALE
6%
94%
INTERPRETATION:-
The above graph indicates that there are 47 male and 3 female as respondents in this
survey.

26. TABLE SHOWING AGE OF RESPONDENTS
AGE FREQUENCY PERCENTAGE(%)
20-24 17 34
25-29 23 46
30-34 4 8
35-39 5 10
40-44 1 2
TOTAL 50 100
AGE RATIO
20-24 25-29 30-34 35-39 40-44
2%
10%
8% 34%
46%
INTERPRETATION:-
The above graph indicates that most of the respondents are in the age group of
20 to 30.

27. TABLE SHOWING DESIGNATION OF RESPONDENTS
DESIGNATION FREQUENCY PERCENTAGE(%)
MANAGER 3 6
DY.MANAGER 3 6
ASST.MANAGER 2 4
SR.OFFICER 21 42
ASST.OFFICER 7 14
SR.SUPERVISOR 3 6
JR.ENGINEER 8 16
OTHER 3 6
TOTAL 50 100
DESIGNATION DISTRIBUTION
6% MANAGER
4%
6% 6% DY.MANAGER
16%
6% ASST.MANAGER
14% SR.OFFICER
42%
ASST.OFFICER
SR.SUPERVISOR
JR.ENGINEER

28. General information
Q 1:How many training program have you attended?
NO OF TRAINING PROGRAM FREQUENCY PERCENTAGE (%)
1-3 15 30
4-6 26 52
7-10 7 14
MORE THAN 10 2 4
TOTAL 50 100
TRAINING PROGRAM ATTENDANCE
1 TO 3 4 TO 6 7 TO 10 MORE THAN 10
4%
14% 30%
52%
INTERPRETATION:-
The above graph indicates that respondents are attended atleast 4-6 training programs
in the organization.

29. Q 2:Does hr department give due emphasis to training and development program?
PARTICULARS FREQUENCY PERCENTAGE(%)
YES 49 98
NO 1 2
TOTAL 50 100
OPINION OF RESPONDENT FOR HR POLICY ABOUT
TRAINING
2%
YES
NO
98%
INTERPRETATION:-
The above graph indicates that 98 % respondents are agree that organization give
importance to training and development program.

30. Awareness regarding Training program:
Q 1: According to you, what is training? OPINION RESPONDENT ABOUT
WHAT IS TRAINING
MEANING FREQUENC PERCENTAGE(%)
Y A Tool to change
A Tool to change 2 4
0%
A tool to bring about desired results 0 0 0% A tool to bring
about desired
4% 6% results
A tool to maximize profit 3 6 6%
A tool to maximize
A tool to increase technical change 3 6 profit
All of the above 42 84 84% A tool to increase
technical change
None of the above 0 0
TOTAL 50 100 All of the above
None of the above
INTERPRETATION:-
The above graph indicate that training program is a tool to change, a tool to bring
about desired results, a tool to increase technical change.

31. Q 2: what are objectives of training program?
OBJECTIVES FREQUENCY PERCENTAGE(%)
Team building - -
OPINION OF RESPONDENT ABOUT OBJECTIVE OF
Self-awareness - - TRAINING
120
Creativity & - -
Production 100
Leadership - - 96
80
Problem solving - -
Improve technical 1 2 60
skill
40
- PERCENTAGE(%)
To prevent accident -
20
To reach at desire 1 2
goal 0 0 0 0 0 2 0 2 0
0
All of the above 48 96
None of the above - -
TOTAL 50 100
INTERPRETATION:-
Main objectives of training program are bring self-awareness , creativity &
production, to improve technical skill, to prevent accident, to reach at desire goal.

32. Q 3: What is the general complaints about training session?
GENERAL COMPLAINTS FREQUENCY PERCENTAGE (%)
Take away precious time of employees 10 20
Too many gaps between the sessions 9 18
Training program are unplanned 27 54
Boring and not useful 4 8
TOTAL 50 100
GENERAL COMPLAINTS OF RESPONDENTS ABOUT
TRAINING SESSION
Take away precious time of
8% 20% employees
Too many gaps between the
18% sessions
54% Training program are
unplanned
Boring and not useful
INTERPRETATION:-
54% respondents say training program are unplanned. Their attitude towards training program
is negative. So, company has to motivate them and take interest in training program.

33. Q 4:What are the methods generally used in the training program in your organization?
METHODS FREQUENCY PERCENTAGE (%)
On the job training 6 12
Off the job training 46 88
TOTAL 50 100
12%
On the job training
Off the job training
88%
INTERPRETATION:-
The above graph indicates that off the job training used at middle level
management.

34. Techniques for identifying Training Need
Q 1: Organization has a systematic analysis of activities associated with given
role, which may throw focus on training needs.
SCALE OF ATING FREQUENCY PERCENTAGE(%)
STRONGLY AGREE 6 12
OPINION OF RESPONDENTS ABOUT
THERE IS WELL-DESIGNED TRAINING
POLICY IN THIS ORGANIZATION
AGREE 35 70
STRONGLY
AGREE
NEUTRAL 9 18 4% 2% 6%
AGREE
34%
DISAGREE 0 0 NEUTRAL
54%
DISAGREE
STRONGLY DISAGREE 0 0
STRONGLY
DISAGREE
TOTAL 50 100
INTERPRETATION:-
The above graph indicates that the 70% respondents agree that there is well- designed
training policy in this organization.

35. Q 2: The organization conducts a research for identifying training need.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 10 20
AGREE 26 52
NEUTRAL 11 22
DISAGREE 3 6
STRONGLY DISAGREE 0 0
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT ORGANIZATION CONDUCTS
A RESEARCH FOR IDENTIFYING TRAINING NEED
0%
6% 20% STRONGLY AGREE
22%
AGREE
NEUTRAL
52% DISAGREE
STRONGLY DISAGREE
INTERPRETATION:-
The above graph indicates that the majority of respondents are agree that
organization conducts a research for identifying training need.

36. Q 3: The training program in the organization is scheduled on fixed interval of time.
SCALE OF RATING FREQUENCY PERCENTAGE(%)
STRONGLY AGREE 11 22
AGREE 32 64
NEUTRAL 6 12
DISAGREE 1 2
STRONGLY DISAGREE 0 0
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT TRAINING PROGRAM IN
THE ORGANIZATION IS SCHEDULED IN FIXED INTERVAL OF TIME
4% 2%
6% STRONGLY AGREE
34% AGREE
54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
64% of respondents are agree that the training program in the
organization is scheduled on fixed interval of time.

37. Selection of Participants
Q 1:Many trainee are taken in to account while planning for training program.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 8 16
AGREE 35 70
NEUTRAL 7 14
DISAGREE 0 0
STRONGLY DISAGREE 0 0
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT MANY TRAINEES
TAKEN INTO ACCOUNT WHILE PLANNING FOR TRAINING
PROGRAM
4% 2% 6%
STRONGLY AGREE
34% AGREE
54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
70% of respondents are agree that many trainee are taken in to
account while planning for training program.

38. Q 2: The organization has a system to find out who should be trained to make
effective use of training.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 5 10
AGREE 34 68
NEUTRAL 10 20
DISAGREE 1 2
STRONGLY DISAGREE 0 0
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT ORGANIZATION HAS A
SYSTEM TO FIND OUT WHO SHOULD BE TRAINED TO MAKE
EFFECTIVE US OF TRAINING
4% 2% 6%
STRONGLY AGREE
34% AGREE
54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
Majority of respondents say that organization has to find out who should be
trained to make effective use of training.

39. Training and development as HR SUBSYSTEM
Q 1: Induction training is given adequate importance in this organization.
SCALE OF FREQUENCY PERCENTAGE
OPINION OF RESPONDENTS ABOUT INDUCTION
RATING (%) TRAINING IS GIVEN ADEQUATE IMPORTANCE IN THIS
STRONGLY 9 18 ORGANIZATION
AGREE
AGREE 34 68
NEUTRAL 7 14
DISAGREE 0 0 4% 2%
6%
STRONGLY AGREE
STRONGLY 0 0 34% AGREE
DISAGREE 54% NEUTRAL
TOTAL 50 100 DISAGREE
STRONGLY DISAGREE

40. HYPOTHESIS:
• Step 1:
Ho: Induction Training is not important in the
organization.
Ha: Induction Training is important in the organization.
• Step 2:
The statistical test is
Χ2 = Σ * (Or,c - Er,c)2 / Er,c ]
• Step 3:
Alpha is 0.05.
• Step 4:
Degree of freedom are (5-1)(5-1)=16.The critical value of
chi-square for α=0.05 is Χ20.05,16=26.2962.The decision
rule is to accept the null hypothesis if the observed chi-
square is LESS than 26.2962.

41. Step:5
AGE S.A A N D S.D TOTAL
20-24 7 7 3 0 0 17
25-29 7 16 0 0 0 23
30-34 2 0 2 0 0 4
35-39 2 3 0 0 0 5
40-44 0 1 0 0 0 1
TOTAL 18 27 5 0 0 50
Step6:E r,c=(nr*nc)/n
=15.347
Step 7:
The analyzed value of chi-square, 15.347, is less than the
critical value of chi-square, 26.2962.The decision is to
reject the null hypothesis; that is induction training is
important in the organization.

42. Q 2:Induction training is well planned.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 8 16
AGREE 27 54
NEUTRAL 14 28
DISAGREE 1 2
STRONGLY DISAGREE 0 0
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT INDUCTION TRAINING IS
WELL PLANNED
4% 2% 6%
STRONGLY AGREE
34% AGREE
54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
majority of respondents 27(54%) are agree that induction training is well
planned.

43. Q 3: Norms and values of the organization are clearly explained to new employees
during induction
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 10 20
AGREE 27 54
NEUTRAL 11 22
DISAGREE 2 4
STRONGLY DISAGREE 0 0
TOTAL 50 100
POPINION OF RESPONDENTS ABOUT NORMS AND VALUES OF THE
ORGANIZATION ARE CLEARLY EXPLAINED TO NEW EMPLOYEES DURING
INDUCTION
4% 2%
6%
STRONGLY AGREE
34% AGREE
54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
I felt that norms and values of the organization are clearly explained to new
employees during induction training.

44. Q 5:The Quality of training program in this organization is excellent.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 6 12
AGREE 29 58
NEUTRAL 14 28
DISAGREE 1 2
STRONGLY DISAGREE 0 0
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT THE QUALITY OF
TRAINING PROGRAM IN THIS ORGANIZATION IS
EXCELLENT
4% 2%
6% STRONGLY AGREE
34% AGREE
54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
Majority of respondents 29(58%) are agree that the quality of training
program in this organization is excellent.

45. Attitude of trainees towards Training program
Q 1:Training would help employees to overcome his weakness and improve his
strength, thus it would enable him to faction effectively on job and prepare
him for higher responsibilities.
SCALE OF RATING FREQUENCY PERCENTAGE (%) OPINION OF RESPONDENTS ABOUT TRAINING WOULD HELP
EMPLOYEES TO OVERCOME HIS WEAKNESS & IMPROVE HIS
STRENGTH, THUS IT WOULD ENABLE HIM TO FACTION
STRONGLY AGREE 6 12 EFFECTIVELY ON JOB & PREPARE HIM FOR HIGHER
RESPONSIBILITIES
AGREE 39 78
NEUTRAL 4 8 4% 2% 6%
STRONGLY AGREE
DISAGREE 1 2 34% AGREE
STRONGLY DISAGREE 0 0 54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
TOTAL 50 100
INTERPRETATION:
Thus, majority of respondents 39(78%) are agree.

46. Q 2. It helps diagnosing and analyzing the individual level.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 12 24
AGREE 29 58
NEUTRAL 6 12
DISAGREE 3 6
STRONGLY DISAGREE 0 0
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT TRAINING HELP
DIAGNOSING & ANALYZING THE INDIVIDUAL
PROBLEM AT INDIVIDUAL LEVEL
6% 0%
24% STRONGLY AGREE
12%
AGREE
NEUTRAL
58% DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
Above graph shows that organization diagnosing and analyzing training needs at
individual level.

47. Q 3:Training enhances the functioning of the employees by developing skills and
knowledge at different level.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 6 12
AGREE 37 74
NEUTRAL 7 14
DISAGREE 0 0
STRONGLY DISAGREE 0 0
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT TRAINING ENHANCES THE
FUNCTIONING OF THE EMPLOYEES BY DEVELOPING SKILLS &
KNOWLEDGE AT DIFFERENT LEVEL
0%
12% 6% 24% STRONGLY AGREE
AGREE
NEUTRAL
58% DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
Majority of respondents response that Training enhances the functioning of
the employees by developing skills and knowledge at different level.

48. Q 4: The organization encourages training program.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 11 22
AGREE 35 70
NEUTRAL 4 8
DISAGREE 0 0
STRONGLY DISAGREE 0 0
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT TRAINING HELP DIAGNOSING &
ANALYZING THE INDIVIDUAL PROBLEM AT INDIVIDUAL LEVEL
4% 2%
6%
STRONGLY AGREE
34%
AGREE
54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
70% respondents are agree that organization encourages training program.

49. Q 5: The organization sends employees for external training.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 27 54
AGREE 14 38
NEUTRAL 5 10
DISAGREE 3 6
STRONGLY DISAGREE 1 2
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT THE
ORGANIZATION SENDS EMPLOYEES FOR EXTERNAL
TRAINING
4% 2% 6%
STRONGLY AGREE
34% AGREE
54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
From the above graph it can be seen that out of 50 respondents, 27(54%)
respondents are strongly agree, 14(38%) respondents are agree and 5(10%)
respondents are neutral, 3(6%) respondent is disagree and 1(2%) respondent is
strongly disagree. Thus, majority of respondents 14(38%) are agree.

50. Extent of effectives of Training
Q 1:The training program facilitates employee’s efficiency to large extent.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 7 14
AGREE 31 62
NEUTRAL 12 24
DISAGREE 0 0
STRONGLY DISAGREE 0 0
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT THE TRAINING
PROGRAM FACILITATE EMPLOYEE’S EFFECIENCY TO
LARGE EXTENT
4% 2% 6%
STRONGLY AGREE
34% AGREE
54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
7(14%) respondents are strongly agree, 31(62%) respondents are agree and 12(24%)
respondents are neutral, 0(0%) respondent is disagree and 0(0%) respondent is strongly
disagree. Thus, majority of respondents 31(62%) are agree that the training program
facilitates employee’s efficiency to large extent.

51. Q 2:The training program facilitate organization’s efficiency to large extent.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 6 12
AGREE 33 66
NEUTRAL 11 22
DISAGREE 0 0
STRONGLY DISAGREE 0 0
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT THE TRAINING PROGRAM
FACILITATE ORGANIZATION’S EFFECIENCY TO LARGE EXTENT
4% 2% 6%
STRONGLY AGREE
34% AGREE
54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
Out of 50 respondents, OPINION OF RESPONDENTS ABOUT THE TRAINING PROGRAM
FACILITATE ORGANIZATION’S EFFECIENCY TO LARGE EXTENT 6(12%) respondents are
strongly agree, 33(66%) respondents are agree and 11(22%) respondents are
neutral, 0(0%) respondent is disagree and 0(0%) respondent is strongly disagree.
Thus, majority of respondents 33(66%) are agree.

52. Q 3: The training technique allows participation.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 11 22
AGREE 31 62
NEUTRAL 8 16
DISAGREE 0 0
STRONGLY DISAGREE 0 0
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT THE TRAINING TECHNIQUES
ALLOWS PARTICIPANTS FOR EQUAL PARTICIPATION
4% 2% 6%
STRONGLY AGREE
34% AGREE
54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
Majority of respondents 31(62%) are agree that Training techniques allows participants for
equal participation.

53. Q 4:The training and development techniques help the employees to overcome
from their problems.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 9 18
AGREE 33 66
NEUTRAL 7 14
DISAGREE 0 0
STRONGLY DISAGREE 1 2
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT THE TRAINING &
DEVELOPMENT TECHNIQUES HELPS THE EMPLOYEES TO
OVERCOME FROM THEIR PROGRAM
4% 2% 6%
STRONGLY AGREE
34% AGREE
54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
Out of 50 respondents, OPINION OF RESPONDENTS ABOUT THE TRAINING & DEVELOPMENT
TECHNIQUES HELPS THE EMPLOYEES TO OVERCOME FROM THEIR PROGRAM 9(18%)
respondents are strongly agree, 33(66%) respondents are agree and 7(14%) respondents are
neutral, 0(0%) respondent is disagree and 1(2%) respondent is strongly disagree.
Thus, majority of respondents 33(66%) are agree.

54. Q 5: The management talks participants return from external training to assess the
effect of the program and learning as well as follow up.
SCALE OF RATING FREQUENCY PERCENTAGE (%)
STRONGLY AGREE 3 6
AGREE 27 54
NEUTRAL 17 34
DISAGREE 2 4
STRONGLY DISAGREE 1 2
TOTAL 50 100
OPINION OF RESPONDENTS ABOUT THE MANAGEMENT TALKS
PARTICIPANTS RETURN FROM EXTERNAL TRAINING TO ASSESS THE
EFFECT OF THE PROGRAM AND LEARNING AS WELL AS FOLLOW UP
4% 2% 6%
STRONGLY AGREE
34% AGREE
54% NEUTRAL
DISAGREE
STRONGLY DISAGREE
INTERPRETATION:
Majority of respondents 27(54%) are agree that The management talks participants
return from external training to assess the effect of the program and learning as well as
follow up.

55. FINDINGS
1. This training also achieve the desire goal, is to increase to leadership & problem solving
skills, to prevent accident .
2. 98 % respondents are agree that organization give importance to training and
development program.(Q 2)
3. In the organization, mainly off the job training is given to the middle level employees. On
the job training is given to the workers.
4. 70% respondents agree that there is well- designed training policy in this organization.
5. The organization has pre planned program for the selection of the trainee for training
programme.
6. I felt that organization give due importance to induction training. majority of respondents
27(54%) are agree that induction training is well planned.(Q 2 is part of training and
development as hr subsystem)

56. 7. Majority of respondents 29(58%) are agree that the quality of training program in
this organization is excellent.(Q 5 is part of Attitude of trainees towards Training
program)
8. Out of 50 respondents, opinion of respondents about the training techniques allows
participants for equal participation 11(22%) respondents are strongly agree, 31(62%)
respondents are agree.(Q 3 is part of extent of effectives of training)
9. Trainees have positive attitude towards the training programmes.
10. In the BANCO , HR manager makes schedule for the training programme, & on the
basis of selection of trainees & the need of training, the training is given to
employee.

57. RECOMMENDATION
• The organization should have give due importance on workers to attend
training program in organization. Employees have to believe that it is the part
of their work.
• The trainee fill the feedback form and from time to time test are conducted
to know the gauge the effectiveness of training to employee to check their
memory if they retain anything or not.
• The management should have to talk participants return from external
training to assess the effectiveness of the program and learning as well as
follow up.
• Internal faculties should be encouraged in order to bring out the talent and
potential in employees besides creating a sense of goodwill.
• Making training and development process and entirely in house activity to
reduce cost.

58. CONCLUSION
• Company has defined policy of training, the idea which is accepted by majority.
• Majority of respondents agree that HR Dept. Give due emphasis to Training and
Development program.
• Majority of respondents agree that training program is unplanned.
• Lack of instrument and inviting external faculties seems to barrier in proper
training program.
• A majority of respondents agree that training program facilitate employee’s
efficiency to large extent.
• Majority of respondents agree that organization encourages training program.
• Majority of respondents agree that selection of participants for training based on
system which decide who require training.

59. BIBLIOGRAPHY
• Human Resource and Personal Management: Aswathapa
• Human Resource Management : Gary Dessler , Biju Varkkey
• Gower handbook of training and development : Anthony Landale
• How to identify your organization’ s training needs: John H McConnell
• Lepak, David and Gowan, Mary(2009) Human Resource Management, Prentice
Hall, New Delhi,2009
• Haldar, Uday kumar,(2009) Human Resource Development Oxford uni, New Delhi
Websites:
• www.google.com
• www.bancoindia.com
• www.naukrihub/training and development.com