A

1
A
Research analysis
On
“Impact of Demographic Factors on Employees’ Attitude towards
Training Program”
Submitted to-
Dr. A. C. Bhrambhatt
Submitted by-
Akshay Gaikwad (20165003)
Aquesha Tirmizi (20165005)
Puja Tripathi (20165028)
Radhika Sarda (20165029)

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Summary
 Purpose
The purpose of this study is to investigate the impact of employees’
demographic factors on their attitude towards training program.
 Approach
The study examined the responses of 100 employees, with different
demographic factors such as their age, gender, qualification, marital status
and designation. The questions asked contained information about the
employee attitudes towards the training program as they perceived, as well as
training in general.
 Findings
The results of the study provide support to the hypotheses proposed,
indicating that there is a significant relation between employees’ demographic
factors and their attitude towards certain factors of training such as
importance of training, training hours, training days, interval between training
and training location.
 Conclusion
Demographic factor of employees have some Impact on their attitude
formation towards training
 Practical Implications
The implications of the findings of this study for managers and especially for
human resource professionals are quite significant, given their roles in
funding, designing and delivering training intervention. Study tells about
present attitude of employees which helps in understanding present
employees’ attitude and design training program to get maximum
participation, improve/influence employees attitude to get more effective
outcome from each training program. And ultimately Design more successful
and efficient training program
 Research limitations
The study is limited to examining employee feelings, perception, attitude, not
taking into account their personal characteristics, which may be important.

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Abstract
Human resource on most important as that of any business this asset has to
be given proper guideline and continuous development in order to yield the best
result. Training is most popular method of making employees familiar with important
and new concept necessary for business but providing training alone do not
guarantee the final results one of the main determinant is how employees takes the
training their attitude and perception
Attitude of employees towards training are driven by different factors which
includes the demographic factors, this study is intended to know how demographic
factors influence attitudes of employees towards training. Sample of employees with
different demographic factors is studied and it is seen how these factors results in
difference of attitude in employees.
The study is divided into Six parts. The First part is about the introduction to
study. This part explains the concept of Training, its need, issue, process and result
of a well-executed training and how demographic factors are important variables.
The Second part is about literature review. Certain previous research which was held
in related field was taken into consideration before formulating the research.
Literature review from books, journals, research papers etc were taken. The Third
part contains Background of study, Objectives, Problem statement, Scope,
Hypothesis and Research Methodology. The Forth part consists of data analysis and
interpretation. The data was coded and tabulated in spreadsheet. Statistical tools
have been used in this study. Chi-square test has been applied to analyse the data.
Statistical software (SPSS) has been used for data analysis. The Fifth part contains
Findings, Conclusion and Recommendations of and from the study.

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Introduction
Training is the one of the most important function of human resource in any
organization. It increases the efficiency and the effectiveness of both employees and
the organization.in this competitive world, training plays an important role in the
competent and challenging format of business. Training is the nerve that suffices the
need of fluent and smooth functioning of work which helps in enhancing the quality of
work life of employees and organizational development too. Every organization
needs to study the role, importance and advantages of training and its positive
Impact on development for the growth of the organization. Quality of work life is a
process in which the organization recognizes their responsibility for excellence of
organizational performance as well as employee skills. Training implies constructive
development in such organizational motives for optimum enhancement of quality of
work life of the employees. These types of training and development programs help
in improving the employee behaviour and attitude towards the job and also uplift their
morale. Thus, employee training and development programs are important aspects
which are needed to be studied and focused on
The man power must be properly recruited, nourished and utilized. Every
organization must have its own human resource policies, procedures, rules,
regulations, strategies and so on. For this purpose the organization must have
separate department called HRD/T&D, which will all the times strive to manage and
develop the human resource in organization. Though there are some studies in this
field, there are some gaps in them. There haven’t been studies which show how the
demographic factors of employees affect their attitude towards different aspects such
as training.
Demographic factors play very important role in sculpturing personality of an
individual that in results in his behaviour and attitude towards different things, little
inquiry was done as to the demographic factors that could determine the strength of
its differential Impact on people from diverse backgrounds. This limitation is evident
in this brief literature review. Given this context, the following could be reviewed as a
humble attempt to contribute to the enlightenment of this subject matter.
Gender : There was a study providing a correlation between gender and level of
learning (Schodt 2005). It was supposed that males, generally, have higher levels of
affect than female students in classroom scenarios where instructors used no
technology, whereas female students reported higher levels initial affect than male
students in classroom scenarios where instructors used moderate amounts of
technology (Schrodt 2005). Nonetheless, is was also observed that across genders,
continued incremental use of technology would eventually lead to a point to
diminishing return.
Age Older people have relatively slower perceptual learning than younger ones
(gilbert 1996). This input could be factored in the designing materials for audiences
of varying ages. Mungania (2003), in his description of the e-learning users, asserted
that middle-aged people account for the great part of the educational approach’s
audience, with 80% of the polled respondents belonging to the lower that 45 years.

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Level of education In his presentation, Mungania (2003) suggested people who
have a relatively high degree of academic and professional education. In his
backdrop of e-learners, he maintained that 37% are bachelor’s degree holders, 56%
continue studying while in the office, 80% have been enrolled in no less than ten
online courses and that 96% are intermediate and advanced uses of computer
training exposure and that 87% registered warm acceptance of the modern learning
approach
Marital status This have Impact on how employee live outside the organisation,
what are factors that affect decisions of employee other than the work
Designation represents the authority and responsibility of employee determining his
perception on different aspects of job
Knowing this will not only help in designing better training program and yield more
out of it, it will also help at different level right starting from recruitment process.
Although studies are present on training, the information provided by them is not
suitable and sufficient for present context. More over in review of literature some
missing links are observed. So this study is to be conducted to fill the gap and also
add to the existing literature in the field of hr practices.

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Training
Training aims to achieve behaviour change resulting a change in performance
and improvement in skills which is measurable. Training is not the end itself but a
means to an end. To be effective, training needs to be learner oriented as opposed
to trainer oriented. Its aim is to stimulate and help learners to learn rather than to
impose upon the trainee what the trainer believes should be learnt so the trainer
must use learner oriented techniques. In this chapter basic concepts of learning,
training objectives, needs, methods, advantages and evaluation are discussed to
throw light on training and development since training remains as the most powerful
motivating factor for human system. Training should be viewed as a long term
investment in human resources using the equation.
Performance = ability x motivation
Training has Impact on both the factors. It can improve skills and abilities of
the employees and their motivation by increasing their sense of commitment and
encouraging them to develop and use new skills. It is a powerful tool that can have a
major Impact on both employees’ productivity and morale.
An organisation’s effectiveness depends on its
Ability to accomplish the following three objectives.
I. To achieve its goals.
Ii. To maintain itself internally and
Iii. To adapt to its environment.
Issues In Training
The following are the objectives of training programmes.
 To prepare employees for the job meant for them on first
Appointment/promotion/transfer and impart to them the required skill and
knowledge.
 To assist employees to function more effectively in their present position
by exposing them to the latest concepts/information/ technologies and
develop skills that would be required in their particular fields.
 To build a second line competent officers and prepare them to occupy
more responsible positions.
 Training must be based on ogranisation and individual needs.
 Training should address problems that need to be solved.
 Training should be based on sound theories of learning.
 Training should be evaluated periodically and make modifications in the
Training programmes whenever necessary.
 Training should be a continuous process for employees.

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Need For Training
Training is needed for the following reasons
 New incumbents and inexperienced employees require training for
Effective performance on the job
 Employees not only to work but work more effectively with minimum
Supervision, minimum cost, less waste and produce good quality
Services.
 Increasing use of fast changing techniques in production and other
Operations require training into new methods for the operatives.
 Experienced employees need refresher training to enable them to keep
Abreast of changing techniques and the use of sophisticated tools and
Equipments.
 Training is necessary when a person has to move from one job to another
because of promotion / transfer.
Stages of Training and Development Programs
Training should be conducted in a systematic order so as to derive expected
benefits from it. The training system involves four stages, namely: a. Assessment of
training and development programs needs. B. Designing the training and
development programs. C. Implementation of the training program d. Evaluation of
the training program stages in training and development programs
(source: p. Subba Rao, “essentials of human resource management and industrial
relations” Himalaya publication house, 3rd revised & enlarged edition 2009, pg-199-
203)
A WELL-PLANNED AND WELL-EXECUTED TRAINING PROGRAMME SHOULD RESULT IN :-
1) Reduction in waste and spoilage;
2) Reduction in manpower obsolescence;
3) Reduction in learning time;
4) Reduction in supervisory burden;
5) Reduction in machine breakage and maintenance cost;
6) Reduction in accident rate;

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7) Improvement in methods of word
8) Improvement in quality of products;
9) Improvement in production rate;
10)Improvement of morale and reduction in grievances;
11)Improvement of efficiency and productivity;
12)Enabling the organisation to provide increased financial incentives, opportunity
for internal
13)Promotion and raising of pay rates;
14)Wider awareness among participants, enlarged skill; and personal growth.

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Research
Objectives
Primary
 To study how different demographic factor influence attitude of employees
towards training Program
 To offer suggestions and recommendations for more effective design of
training program
Secondary
 To assign perception of employees sharing same demographic factor
 To study whether employees with different demographic factors differ in their
attitude
 To make present training program more effective
 To direct attitude of employees in right direction
 To redesign training programs
 To associate employees personal factors like age, experience and education
and the employee’s attitude on training.
Background of study
 Employees recruited for company rarely 100% fits in job description and
job specification
 In order to match the present knowledge skills and ability of employees to
that of required, training is imparted
 Training increases the job performance of employees and help
organisation to grow more.
 Many factors contribute towards formation of attitude of an employee
 Demographic factors play huge role in determining the attitude of
employees
 Attitude of employees determines how he is/will perceive anything
Hence it is important to see if demographic factors play part in formation of
attitude toward training.
Problem Statement
“Impact of Demographic Factors on Employees’ Attitude towards Training Program”
.
1. Does demographic factors influence attitude of employees?
2. Does demographic factor of employees affect how they perceive training?
3. How attitude of employees determines success of training program ?

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4. How does demographic factor influence attitude of employees towards training ?
5. How does attitude of employees differs as per difference in their demographic
background?
Scope
Study was conducted on 100 employees of ONGC Ahmedabad on the basis
of training that they have gone through and their attitude towards that training(s).
Demographic factors to be studied are their,
-Age,
-Gender,
-Marital Status,
-Education and
-Designation
In the company and their Impact on attitude factor of employees, toward training,
such as
- Importance of training,
-Training programs hours per day
-Duration of a whole training program
-Interval between Training Programs
- Location of training Program

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RDF/
Hypothesis
H0 – there is no significant Impact of demographic factor on attitude of employees
towards training
H1 – there is significant Impact of demographic factor on attitude of employees
towards training
H2: there is a significant relationship between gender and perceiving training
H3: there is a significant relationship between marital status and perceiving training
H4: there is significant relationship between age and perceiving training
H5: there is significant relationship between level of education and perceiving
training
H6: there is significant relationship between designation and perceiving training
Research Methodology
This study is primary data based involves to explored the effect of
demographic factors on attitude towards training program. Data is collected from
Attitude towards Training
Program Factors
- Importance of training,
-Training programs hours per
day
-Duration of a whole training
program
-Interval between Training
Programs
- Location of training
Program
AGE
GENDER
EDUCATIONAL LEVEL
MARITAL STATUS
DESIGNATION

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various respondents through a structured questionnaire. The Questionnaire contains
close ended questions. The total sample consisted of 100 respondents. Males and
females from different occupations and income levels are splits from different age
groups and education levels. In this study attitude towards training program is
consider as a dependent variable, while demographic factors individually checked as
independent factors in relation with attitude of investors. In order to statistically check
the results Chi- square test is used. These tests are also used by Jain, D.D. &
Mandot, M.N. (2012) for similar study in Rajasthan. In The Effect of Demographic
Factors on the Behaviour of Investors during the Choice of Investment. The data
statistical package SPSS is used.
Sampling unit:
The sampling unit consisted of 100 employees with different demographical
background.
Study population:
Employees of different companies
Sampling method:
Since the study focuses on perception of different employees towards similar
training, the appropriate sampling technique followed was non-probabilistic sampling
technique i.e. Convenience sampling method.
Sample size:
Formula ; n = p*q*(z/e)2
Pre testing = 14 people
positive response = 13 people = 92.8%
value of p = .928 = .93
value of q= .070
Here p=.93
q=.07
(z/e)2
= 1536.69
Therefore n= .93 x .07 x 1536.69
n= 100.03
Hence sample size was taken as 100 people
Statistical Tests
The statistical measure used to analyse the data was Pearson’s Chi-Square
test, the most commonly used type of Chi-square significance test. When wanting to
know if “frequency of cases possessing some quality varies among levels of a given
factor or among combinations of levels of two or more factors” a chi-square test is

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appropriate (Preacher, 2001). The main goal of a chi-square test is to show whether
there are significant differences between the populations being tested (Gravetter &
Wallnau, 2009, p. 619). “To conduct the chi-square test, the researcher enters
observed frequencies corresponding to combinations of levels of relevant
factors…sums of elements within rows and within columns are then computed”
(Preacher, 2001). A chi-square test is more likely to establish significance if “(1) the
relationship is strong, (2) the sample size is large, and/or (3) the number of values of
the two associated variables is large” (North Carolina State University, 2009). The
results of a chi-square test will usually be reported in a table that shows either the
number or percentage of responses or cases in each category (McMillan, 2008, p.
266). “If the number is less than five in any single category, the chi-square test
needs to be “corrected” with, what is called, a Yate’s correction. This correction
statistically adjusts the numbers to get a more valid result”
Table 1: Demographic characteristics of the respondents
Characteristics of respondents No of
respondents
Percentage (%)
Age 25-32 34 34
33-40 33 33
41+ 33 33
Total 100 100
Gender Male 70 70
Female 30 30
Total 100 100
Education Low level (matrix-iti) 46 46
High level (grad-post grad) 54 54
Total 100 100
Marital status Married 66 66
Unmarried 34 34
Total 100 100
Designation Bottom level (wi – av) 21 21
Middle level (si – s iv) 33 33
Top level (e0 +) 46 46
Total 100 100

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From the above table it is seen that ;
 Percentage of respondents of different age group are 25 to 50 (young
to old) are relatively same.
 Percentage of male respondents is more than female respondents
which are 70 and 30 respectively.
 Percentage of respondents with high level education is more than that
of low level education which are 54 and 46 respectively.
 Percentages of respondents who are married are more than that of
unmarried respondents which are 66 and 34 respectively.
 21% respondents are at bottom level, 33% respondents are at middle
level and 46% respondents are at top level in hierarchy of business.

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Analysis
IMPORTANCE OF TRAINING
Age wise
H0 – There is no significance impact of Age on Attitude of employees towards
Importance of training
H1 – There is significance impact of Age on Attitude of employees towards
(T 1.1) Importance * age crosstabulation
Age
TotalYoung
Middle
age Old age
Importanc
e
Strongly
disagree
Count 0 6 2 8
Expected
count
2.7 2.6 2.6 8.0
Disagree Count 6 4 2 12
Expected
count
4.1 4.0 4.0 12.0
Neutral Count 4 5 1 10
Expected
count
3.4 3.3 3.3 10.0
Agree Count 16 14 24 54
Expected
count
18.4 17.8 17.8 54.0
Strongly agree Count 8 4 4 16
Expected
count
5.4 5.3 5.3 16.0
Total Count 34 33 33 100
Expected
count
34.0 33.0 33.0 100.0

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(C 1.1)Chi-square tests
Value Df
Asymptotic
significance
(2-sided)
Pearson chi-square 16.701a
8 .033
N of valid cases 100
A. 9 cells (60.0%) have expected count less than 5.
The minimum expected count is 2.64.
Calculated value of Chi-square is 16.701. Chi-square at 5% Significance Level and 8
Degree of Freedom with p = .033. As the calculated value of p is less than the critical
value .05, Null hypothesis is rejected and alternative hypothesis is accepted,
revealing that There Is Significant Impact Of Employee’s Age On Their Attitude
Towards Importance Of Training.
Gender
H0 – There is no significance impact of Gender on Attitude of employees towards
H1 – There is significance impact of Gender on Attitude of employees towards
(T1.2) Importance * gender Cross tabulation
Gender
TotalMale Female
Importanc
e
Strongly
disagree
Count 5 3 8
Expected
count
5.6 2.4 8.0
Disagree Count 8 4 12
Expected
count
8.4 3.6 12.0
Neutral Count 4 6 10

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Expected
count
7.0 3.0 10.0
Agree Count 41 13 54
Expected
count
37.8 16.2 54.0
Strongly agree Count 12 4 16
Expected
count
11.2 4.8 16.0
Total Count 70 30 100
Expected
count
70.0 30.0 100.0
Value Df
Asymptotic
significance
(2-sided)
4 .226
Degree of Freedom with p = .226. As the calculated value of p is more than the
critical value .05, Null hypothesis is accepted and alternative hypothesis is rejected,
revealing that There Is No Significant Impact Of Gender Of Employees On Their
Attitude Towards Importance Of Training.
Educational level
H0 – There is no significance impact of Educational Level on Attitude of employees
towards Importance of training
H1 – There is significance impact of Educational Level on Attitude of employees

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(T1.3) Importance * education level Cross tabulation
Education level
TotalLow High
Importanc
e
Strongly
disagree
Count 5 3 8
Expected
count
3.7 4.3 8.0
Expected
count
5.5 6.5 12.0
Expected
count
4.6 5.4 10.0
Expected
count
24.8 29.2 54.0
Expected
count
7.4 8.6 16.0
Expected
count
46.0 54.0 100.0
(C1.3) Chi-square tests
Value Df
Asymptotic
significance
(2-sided)
4 .083

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revealing that There Is No Significance Impact Of Educational Level On Attitude
Of Employees Towards Importance Of Training
Marital status
H0 – There is no significance impact of Marital Status on Attitude of employees
H1 – There is significance impact of Marital Status on Attitude of employees towards
(T1.4) Importance * marital status cross tabulation
Marital status
TotalMarried
Unmarrie
d
Importanc
e
Strongly
disagree
Count 5 3 8
Expected
count
5.3 2.7 8.0
Expected
count
7.9 4.1 12.0
Expected
count
6.6 3.4 10.0
Expected
count
35.6 18.4 54.0
Expected
count
10.6 5.4 16.0
Expected
count
66.0 34.0 100.0

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(C 1.4) Chi-square tests
Value Df
Asymptotic
significance
(2-sided)
4 .015
revealing that There Is Significance Impact Of Marital Status On Attitude Of
Employees Towards Importance Of Training
Designation
H0 – There is no significance impact of Designation Level on Attitude of employees
H1 – There is significance impact of Designation Level on Attitude of employees
(T1.5) Importance * designation level cross tabulation
Designation level
TotalBottom Middle Top
Importanc
e
Strongly
disagree
Count 3 2 3 8
Expected
count
1.7 2.6 3.7 8.0
Expected
count
2.5 4.0 5.5 12.0
Expected
count
2.1 3.3 4.6 10.0
Expected
count
11.3 17.8 24.8 54.0

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Expected
count
3.4 5.3 7.4 16.0
Expected
count
21.0 33.0 46.0 100.0
Value Df
Asymptotic
significance
(2-sided)
8 .093
A. 9 cells (60.0%) have expected count less than 5. The minimum
expected count is 1.68.
revealing that there is no significance impact of Designation Level on Attitude
of employees towards Importance of training

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TRAINING HOURS PER DAY :
Age wise
training hours per day
H1 – There is significance impact of Age on Attitude of employees towards training
hours per day
(T 2.1)Training hours per day * age cross tabulation
Age
TotalYoung
Middle
age Old age
Training hours per
day
Strongly
disagree
Count 2 3 7 12
Expected
count
4.1 4.0 4.0 12.0
Expected
count
11.6 11.2 11.2 34.0
Expected
count
4.1 4.0 4.0 12.0
Expected
count
10.9 10.6 10.6 32.0
Expected
count
3.4 3.3 3.3 10.0
Expected
count
34.0 33.0 33.0 100.0

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(C2.1)Chi-square tests
Value Df
Asymptotic
significance
(2-sided)
8 .004
Likelihood ratio 22.268 8 .004
Linear-by-linear
association
9.279 1 .002
revealing that there is significance impact of Age on Attitude of employees
towards training hours per day
Gender
Training Hours per Day
(T 2.2) Training hours per day * gender cross tabulation
Gender
TotalMale Female
Training hours per
day
Strongly
disagree
Count 6 6 12
Expected
count
8.4 3.6 12.0
Expected
count
23.8 10.2 34.0
Expected
count
8.4 3.6 12.0
Agree Count 27 5 32
Expected
count
22.4 9.6 32.0

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Expected
count
7.0 3.0 10.0
Expected
count
70.0 30.0 100.0
Value Df
Asymptotic
significance
(2-sided)
4 .049
Linear-by-linear
association
9.078 1 .003
Calculated value of Chi-square is 9.425 . Chi-square at 5% Significance Level and 8
Degree of Freedom with p =.049 As the calculated value of p is less than the critical
revealing that there is significance impact of Gender on Attitude of employees
towards Training Hours per Day
Educational level

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(T2.3)Training hours per day * education level cross tabulation
Education level
TotalLow High
Training hours per
day
Strongly
disagree
Count 5 7 12
Expected
count
5.3 6.7 12.0
Expected
count
15.0 19.0 34.0
Expected
count
5.3 6.7 12.0
Expected
count
14.1 17.9 32.0
Expected
count
4.4 5.6 10.0
Expected
count
44.0 56.0 100.0
Value Df
Asymptotic
significance
(2-sided)
4 .067
revealing that there is significance impact of Educational Level on Attitude of
employees towards Training Hours per Day.

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Marital status
(T2.4)Training hours per day * marital status cross tabulation
Marital status
TotalMarried
Unmarrie
d
Training hours per
day
Strongly
disagree
Count 10 2 12
Expected
count
7.9 4.1 12.0
Expected
count
22.4 11.6 34.0
Expected
count
7.9 4.1 12.0
Expected
count
21.1 10.9 32.0
Expected
count
6.6 3.4 10.0
Expected
count
66.0 34.0 100.0

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Value Df
Asymptotic
significance
(2-sided)
4 .001
Calculated value of Chi-square is 26.239 . Chi-square at 5% Significance Level and
4 Degree of Freedom with p =001 . . As the calculated value of p is less than the
critical value .05, Null hypothesis is rejected and alternative hypothesis is accepted ,
revealing that there is significance impact of Marital Status on Attitude of
employees towards Training Hours per Day
Designation
(T2.5)Training hours per day * designation level crosstabulation
Designation level
Training hours per
day
Strongly
disagree
Count 4 3 5 12
Expected
count
2.5 4.0 5.5 12.0
Expected
count
7.1 11.2 15.6 34.0
Expected
count
2.5 4.0 5.5 12.0
Expected
count
6.7 10.6 14.7 32.0

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Expected
count
2.1 3.3 4.6 10.0
Expected
count
21.0 33.0 46.0 100.0
Value Df
Asymptotic
significance
(2-sided)
8 .795
of employees towards Training Hours per Day

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NUMBER OF TRAINING DAYS PER PROGRAM :
Age wise
Number of Training Days
H1 – There is significance impact of Age on Attitude of employees towards Number
of Training Days
(T 3.1)Long training program * age crosstabulation
Age
TotalYoung
Middle
age Old age
Long training
program
Strongly
disagree
Count 3 4 7 14
Expected
count
4.8 4.6 4.6 14.0
Expected
count
11.9 11.6 11.6 35.0
Expected
count
5.8 5.6 5.6 17.0
Expected
count
8.8 8.6 8.6 26.0
Expected
count
2.7 2.6 2.6 8.0
Expected
count
34.0 33.0 33.0 100.0

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Value Df
Asymptotic
significance
(2-sided)
8 .013
Linear-by-linear
association
13.401 1 .000
8 Degree of Freedom with p = .013 . As the calculated value of p is less than the
towards Number of Training Days
Gender
(T 3.2)Long training program * gender crosstabulation
Gender
TotalMale Female
Long training
program
Strongly
disagree
Count 9 5 14
Expected
count
9.5 4.5 14.0
Expected
count
23.8 11.2 35.0
Expected
count
11.6 5.4 17.0
Agree Count 23 3 26
Expected
count
17.7 8.3 26.0

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Expected
count
5.4 2.6 8.0
Expected
count
68.0 32.0 100.0
Value Df
Asymptotic
significance
(2-sided)
4 .098
Linear-by-linear
association
4.004 1 .045
Degree of Freedom with p = .098 . As the calculated value of p is more than the
revealing that there is no significance impact of Gender on Attitude of
employees towards Number of Training Days.
Educational level
(T 3.3)Long training program * education level crosstabulation
Education level
TotalLow High
Long training Strongly Count 11 3 14

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program disagree Expected
count
6.4 7.6 14.0
Expected
count
16.1 18.9 35.0
Expected
count
7.8 9.2 17.0
Expected
count
12.0 14.0 26.0
Expected
count
3.7 4.3 8.0
Expected
count
46.0 54.0 100.0
Value Df
Asymptotic
significance
(2-sided)
4 .135
revealing that there is no significance impact of Educational Level on Attitude
of employees towards Number of Training Days

33
Marital status
(T 3.4) Long training program * marital status crosstabulation
Marital status
TotalMarried
Unmarrie
d
Long training
program
Strongly
disagree
Count 11 3 14
Expected
count
9.2 4.8 14.0
Expected
count
23.1 11.9 35.0
Expected
count
11.2 5.8 17.0
Expected
count
17.2 8.8 26.0
Expected
count
5.3 2.7 8.0
Expected
count
66.0 34.0 100.0

34
Value Df
Asymptotic
significance
(2-sided)
4 .005
4 Degree of Freedom with p =005 . . As the calculated value of p is less than the
critical value .05, Null hypothesis is rejected and alternative hypothesis is accepted,
employees towards Number of Training Days
Designation
(T3.5)Long training program * designation level cross tabulation
Designation level
Long training
program
Strongly
disagree
Count 3 7 4 14
Expected
count
2.9 4.6 6.4 14.0
Expected
count
7.4 11.6 16.1 35.0
Expected
count
3.6 5.6 7.8 17.0

35
Expected
count
5.5 8.6 12.0 26.0
Expected
count
1.7 2.6 3.7 8.0
Expected
count
21.0 33.0 46.0 100.0
Value Df
Asymptotic
significance
(2-sided)
8 .592
Linear-by-linear
association
1.979 1 .160
A. 6 cells (40.0%) have expected count less than 5. The minimum
expected count is 1.68.
Degree of Freedom with p =592 . . As the calculated value of p is more less than the
critical value .05, Null hypothesis is accepted rejected and alternative hypothesis is
accepted rejected, revealing that there is no significance impact of Designation
Level on Attitude of employees towards Number of Training Days

36
INTERVAL BETWEEN TWO TRAINING PROGRAMS :
Age wise
Interval Between training Programs
H1 – There is significance impact of Age on Attitude of employees towards Interval
Between training Programs
(T 4.1)Intervals * age crosstabulation
Age
TotalYoung
Middle
age Old age
Interval
s
Strongly
disagree
Count 3 4 9 16
Expected
count
5.4 5.3 5.3 16.0
Expected
count
9.9 9.6 9.6 29.0
Expected
count
4.8 4.6 4.6 14.0
Expected
count
9.2 8.9 8.9 27.0
Expected
count
4.8 4.6 4.6 14.0
Expected
count
34.0 33.0 33.0 100.0

37
Value Df
Asymptotic
significance
(2-sided)
8 .010
Linear-by-linear
association
14.185 1 .000
towards Intervals between trainings.
Gender
(T 4.2)Intervals * gender crosstabulation
Gender
TotalMale Female
Interval
s
Strongly
disagree
Count 9 7 16
Expected
count
11.2 4.8 16.0
Expected
count
20.3 8.7 29.0
Expected
count
9.8 4.2 14.0
Agree Count 21 6 27
Expected
count
18.9 8.1 27.0

38
Expected
count
9.8 4.2 14.0
Expected
count
70.0 30.0 100.0
( C 4.2)Chi-square tests
Value Df
Asymptotic
significance
(2-sided)
4 .018
Linear-by-linear
association
8.891 1 .003
towards Intervals between trainings.
Educational level
towards Interval Between training Programs

39
(T 4.3)Intervals * education level crosstabulation
Education level
TotalLow High
Interval
s
Strongly
disagree
Count 6 10 16
Expected
count
7.4 8.6 16.0
Expected
count
13.3 15.7 29.0
Expected
count
6.4 7.6 14.0
Expected
count
12.4 14.6 27.0
Expected
count
6.4 7.6 14.0
Expected
count
46.0 54.0 100.0
Value Df
Asymptotic
significance
(2-sided)
Pearson chi-square .712a
4 .950
A. 0 cells (.0%) have expected count less than 5. The
minimum expected count is 6.44.
Calculated value of Chi-square is .712 . Chi-square at 5% Significance Level and 8
critical value .05, Null hypothesis is accepted and alternative hypothesis is rejected ,
revealing that there is no significance impact of Educational Level on Attitude
of employees towards Intervals between trainings.

40
Marital status
(T 4.4)Intervals * marital status crosstabulation
Marital status
TotalMarried
Unmarrie
d
Interval
s
Strongly
disagree
Count 12 4 16
Expected
count
10.6 5.4 16.0
Expected
count
19.1 9.9 29.0
Expected
count
9.2 4.8 14.0
Expected
count
17.8 9.2 27.0
Expected
count
9.2 4.8 14.0
Expected
count
66.0 34.0 100.0

41
Value Df
Asymptotic
significance
(2-sided)
4 .198
revealing that there is no significance impact of Marital Status on Attitude of
employees towards Intervals between trainings.
Designation
(T 4.5)Intervals * designation level crosstabulation
Designation level
Interval
s
Strongly
disagree
Count 4 4 8 16
Expected
count
3.4 5.3 7.4 16.0
Expected
count
6.1 9.6 13.3 29.0
Expected
count
2.9 4.6 6.4 14.0

42
Expected
count
5.7 8.9 12.4 27.0
Expected
count
2.9 4.6 6.4 14.0
Expected
count
21.0 33.0 46.0 100.0
Value Df
Asymptotic
significance
(2-sided)
8 .490
of employees towards Intervals between trainings.
Age wise
Location of Training Program
H1 – There is significance impact of Age on Attitude of employees towards Location
of Training Program

43
(T 5.1) Location * age crosstabulation
Age
TotalYoung
Middle
age Old age
Locatio
n
Strongly
disagree
Count 3 5 9 17
Expected
count
5.8 5.6 5.6 17.0
Expected
count
7.8 7.6 7.6 23.0
Expected
count
2.7 2.6 2.6 8.0
Expected
count
12.9 12.5 12.5 38.0
Expected
count
4.8 4.6 4.6 14.0
Expected
count
34.0 33.0 33.0 100.0
Value Df
Asymptotic
significance
(2-sided)
8 .002
towards Location Of Training Program

44
Gender
(T 5.2) Location * gender crosstabulation
Gender
TotalMale Female
Locatio
n
Strongly
disagree
Count 8 9 17
Expected
count
11.9 5.1 17.0
Expected
count
16.1 6.9 23.0
Neutral Count 5 3 8
Expected
count
5.6 2.4 8.0
Agree Count 30 8 38
Expected
count
26.6 11.4 38.0
Expected
count
9.8 4.2 14.0
Expected
count
70.0 30.0 100.0
Value Df
Asymptotic
significance
(2-sided)
4 .008

45
Educational level
towards Location of Training Program
(T 5.3) Location * education level crosstabulation
Education level
TotalLow High
Locatio
n
Strongly
disagree
Count 10 7 17
Expected
count
7.8 9.2 17.0
Expected
count
10.6 12.4 23.0
Neutral Count 5 3 8
Expected
count
3.7 4.3 8.0
Expected
count
17.5 20.5 38.0
Expected
count
6.4 7.6 14.0
Expected
count
46.0 54.0 100.0

46
Value Df
Asymptotic
significance
(2-sided)
4 .096
revealing that there is no significance impact of Education Level on Attitude of
employees towards Location Of Training Program
Marital status
(T 5.4) Location * marital status crosstabulation
Marital status
TotalMarried
Unmarrie
d
Locatio
n
Strongly
disagree
Count 16 1 17
Expected
count
11.2 5.8 17.0
Expected
count
15.2 7.8 23.0
Neutral Count 5 3 8
Expected
count
5.3 2.7 8.0

47
Expected
count
25.1 12.9 38.0
Expected
count
9.2 4.8 14.0
Expected
count
66.0 34.0 100.0
Value Df
Asymptotic
significance
(2-sided)
4 .002
Linear-by-linear
association
16.117 1 .000
Degree of Freedom with p = .002 . As the calculated value of p is less than the
Designation

48
(T 5.5) Location * designation level crosstabulation
Designation level
Locatio
n
Strongly
disagree
Count 7 6 4 17
Expected
count
3.6 5.6 7.8 17.0
Expected
count
4.8 7.6 10.6 23.0
Expected
count
1.7 2.6 3.7 8.0
Expected
count
8.0 12.5 17.5 38.0
Expected
count
2.9 4.6 6.4 14.0
Expected
count
21.0 33.0 46.0 100.0
Value Df
Asymptotic
significance
(2-sided)
8 .000
revealing that there is significance impact of Designation Level on Attitude of

49
FINDINGS
 There is significant impact of Employee’s age on their attitude towards
Importance of Training.
 There is significance impact of Marital Status on Attitude of employees
Towards Importance of Training
 There is significance impact of Age on Attitude of employees towards Training
Hours per Day
 There is significance impact of Gender on Attitude of employees towards
 There is significance impact of Educational on Attitude of employees towards
 There is significance impact of Age on Attitude of employees towards
Intervals between Trainings.
Intervals between Trainings.
 There is significance impact of Age on Attitude of employees towards
Location Of Training Program
Location Of Training Program
 There is significance impact of Designation Level on Attitude of employees
 There is no significant impact of Gender of employees on their attitude
towards Importance of Training.
 There is no significance impact of Educational Level on Attitude of employees
towards Importance of Training

50
 There is no significance impact of Designation Level on Attitude of employees
towards Importance of Training
 There is no significance impact of on Attitude of Gender employees towards
Number of Training Days.
 There is no significance impact of on Attitude of employees towards Number
of Training Days
towards Intervals between Trainings
 There is no significance impact of Marital Status on Attitude of employees
towards Intervals between Trainings.
towards Intervals between Trainings.
 There is no significance impact of Education Level on Attitude of employees

51
Conclusion
This study concludes that each employee have different attitude towards
different factors of training program. Attitude of employees are influenced by many
factors which includes demographic factors too. As seen in the study, when
employees were grouped demographically, they showed similar characteristics with
employees of their own group and different characteristics from other groups.
Training and Development have advantages not only for employee but the
ultimate benefit is for the organization itself. If the performance of the employee is
not good it will affect the whole organization. The demographic factors such as age,
gender, educational qualifications, marital status and designation contribute towards
attitude formation of the employees towards Training Program.
Age of employee impact their attitude towards importance of training, training
hours per day, Intervals between trainings, Location Of Training Program.
Gender of employee impact their attitude towards Training Hours per Day, Intervals
between trainings, Location of Training Program. Educational Level of employee
impact their attitude towards Training Hours per Day. Marital Status of employee
impacts their attitude towards Importance of Training, Training Hours per Day,
Number of Training Days, Location Of Training Program. Designation of employee
impacts their attitude towards Location Of Training Program.
So to design an effecting Training program the HR department must consider
the demographic background of their employees along with other factors.

52
Recommendations
 The results of the study can be utilized by practitioners in relooking or
revamping their strategies for designing Training Programs
 HR department should study negative attitude of employees towards training
and direct it towards better direction
 As demographic factor of employees affect how employees perceive training,
it should be considered while designing training programs
 Difference in attitude by different demographic group should be used to make
training program more effective
 On basis of how employees perceive training, they should be educated
towards importance of training program as its factors
 Training hours per day for employees of elderly age should be reduced
 Location of training for Female employees should not be kept much away
from their place of living/working
 Less educated employees should be educated towards importance of training
and its effect on individual and on organisation
 Married Employees’ Training Location should be kept near and if not, of less
days
 To design an effecting Training program the HR department must consider
the demographic background of their employees along with other factors.

53
Limitations
 The study do not undertake emotional and personal characteristics of
employees which too impact the formation of attitude
 Study is a sample study and hence do not represent exact attitude of each
and every employee of population
 Study do not undertake impact of nearby environment of employee which
may affect their attitude
 Convenience method of sample selection was done therefore probabilistic
sampling could not be assigned
 Question were asked indirectly and are translated therefore exact attitude
of employee could be misjudged
 5 pointed Likert scale was used which is less expressive than a 7 pointed
Likert scale

54
References
1. Muhammad zahid iqbal, et.al., (2011). An empirical analysis of the relationship
between characteristics and formative evaluation of training. The international journal
of business research 4 (1): 273-86.
2. Eugen rotarescu, (2010). Alternative selection under risk conditions in human
resource training and development through the application of the estimated
monetary value and decision tree analysis. Journal of management and economics 4
(60): 468-75.
3 pilar pineda, (2010). Evaluation of training in organizations: a proposal for an
integrated model. Journal of european industrial training 34(7): 673-93.
4. Cary cherniss, et.al., (2010). Process-designed training: a new approach for
helping leaders develop emotional and social competence. Journal of management
development 29(5): 413-31.
5. Thomas andersson, (2010). Struggles of managerial being and becoming:
experiences from managers’ personal development training. Journal of management
development 29(2): 167-76.
6. David mcguire and mammed bagher, (2010). Diversity training in organisations:
an introduction. Journal of european industrial training 34 (6): 493-505.
7. Cody b. Cox and margaret e. Beier, (2009). The moderating effect of individual
differences on the relationship between the framing of training and interest in
training. The international journal training and development 13(4): 247-60.
8. Franco gandolfi, (2009). Training and development in an era of downsizing.
Journal of management research 9(1): 314.
9. David pollitt, (2009). Training team shines at axa sun life. Journal of human
resource management international digest 17(5): 23-24. 10. David pollitt, (2009).
Thomson reuters maps new relationships in learning and collaboration. Journal of
human resource management international digest 17(4): 24-6.

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