my project

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PROJECT REPORT
On
A STUDY ON “EMPLOYEES TRAINING AND DEVELOPMENT”
WITH THE SPECIAL REFERENCE TO
MAZ POLIMERS (P) LIMITTED, ATHANI, THRISSUR
Submitted
To
SCHOOL OF DISTANCE EDUCATION
UNIVERSITY OF CALICUT
As a part of the partial fulfilment of the requirement for the award of the degree of
BACHELOR OF BUSINESS ADMINISTRATION
By
FAISAL.A.M
Reg.NO:THAMBBA280
Enroll.NO:1211296
Under The Supervision of
DR. K.T.MARKOSE
(Retired) Associated Professor in Commerce
SCHOOL OF DISTENCE EDUCATION
CALICUT UNIVERSITY
Year- 2015

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CERTIFICATE
This is to certify that the project titled A STUDY ON “EMPLOYEES TRAINING AND
DEVELOPMENT” WITH THE SPECIAL REFERENCE TO MAZ Polymers (P)
LIMITTED, ATHANI, THRISSUR submitted in partial fulfilment of the requirements for
the award of the degree of Bachelor of Business Administration of University of Calicut was
carried out by Mr. Faisal.A.M under my supervision and guidance and that this project has
not formed on the basis for the award of any other degree, diploma, fellowship or other
similar title of recognition of any other university.
DR K T MARKOSE

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DECLERATION
I Faisal.A.M student of BBA, School of Distance Education, Calicut University do here by
declare that the Project Report titled “titled A STUDY ON “EMPLOYEES TRAINING
AND DEVELOPMENT” WITH THE SPECIAL REFERENCE TO MAZ Polymers (P)
LIMITTED, ATHANI, THRISSUR” submitted in partial fulfilment for the award of the
degree of Bachelor of Business Administration Programme under the guidance and
supervision of prof. K.T.MARKOSE, is my original work and not submitted for the award of
any other degree, diploma or fellowship under similar title to any other university.
Place: Trissur Faisal.A.M
Date:

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ACKNOWLEDGEMENT
First of all I am thankful to god almighty for all his blessing throughout my life with a
light and that helped me to do this project in better manner. I wish to express my deep sense
of gratitude to DR K.T.MARKOSE, Associate Professor in Commerce (Retired), for his
valuable support and providing with all possible opportunities for the preparation of this
Report. I am also grateful to Prof. Biju John M, Co-ordinator, SDE: University of
Calicut, St Thomas College, Thrissur, for his valuable advice and guidance throughout the
course.
I would like to express my heartfelt thanks to Mr. Nizam, The managing director of MAZ
Polymers (p) Limite, Athani, Thrissur, for giving my privilege to conduct the Project Report
work in their esteemed organization. I am so thankful to my family members and friends for
their constant support and encouragement.
Place:
Date:
Faisal.A.M

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LIST OF CONTENTS
Ch. No S. No TOPIC Page. No
I. INTRODUCTION
1.1 INTRODUCTION
1.2 ORGANISATION PROFILE
1.3 RESEARCH PROBLEM
1.4 OBJECTIVES OF THE STUDY
1.5 RESEARCH METHODOLOGY
II. REVIEW OF LITERATURE
2.1 REVIEW OF LITERATURE
III. DATA ANALYSIS AND INTERPRETATION
3.1 DATA ANALYSIS AND INTERPRETATION
IV. SUMMARY, FINDINGS
&RECOMMENDATIONS
4.1 SUMMARY
4.2 FINDINGS
4.3 RECOMMENDATION
V. APPENDIX
5.1 QUESTIONNAIRE
BIBLIOGRAPHY

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LIST OF TABLES.
No. TOPIC Page
No.
3.1 Organization Provides proper Training to the Employees
3.2 Improves the Overall Performance of Organization
3.3 Morale of Employees is increased through Proper Training
3.4 Effective Training Helps to Reduce Cost of Production
3.5 The Need of Supervision Will be lessened
3.6 Training improves The Productivity and Quality of Products
3.7 Training Makes the Newly Recruited Employees Fully Productive
3.8 The Best Available Methods of Performing the Work Can Be
Standardized
3.9 Vision and Goal of the Organization Is Explained To the Staff during
Training and Development Program
3.10 Training Provides Up-To-Date Knowledge about the Organization
3.11 Training Creates a Feeling of Confidence among Workers
3.12 Provide Opportunity for Quick Promotion and Self-Development
3.13 Helps In Earning Higher Remuneration and Other Monitory Benefits
3.14 Workers Can Handle the Machine Safely
3.15 Helps To Create Adaptability among Employees

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TABLE OF CHARTS.
No. TOPIC Page
No.
3.1 Organization Provides proper Training to the Employees
3.2 Improves the Overall Performance of Organization
3.3 Morale of Employees is increased through Proper Training
3.4 Effective Training Helps to Reduce Cost of Production
3.5 The Need of Supervision Will be lessened
3.6 Training improves The Productivity and Quality of Products
3.7 Training Makes the Newly Recruited Employees Fully Productive
3.8 The Best Available Methods of Performing the Work Can Be
Standardized
3.9 Vision and Goal of the Organization Is Explained To the Staff during
Training and Development Program
3.10 Training Provides Up-To-Date Knowledge about the Organization
3.11 Training Creates a Feeling of Confidence among Workers
3.12 Provide Opportunity for Quick Promotion and Self-Development
3.13 Helps In Earning Higher Remuneration and Other Monitory Benefits
3.14 Workers Can Handle the Machine Safely
3.15 Helps To Create Adaptability among Employees

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1.1. INTRODUCTION
Training and development is the field concerned with organization activity aimed at bettering
the performance of individuals and groups in organizational settings, it has been known by several
names, including employee’s development, human resource development and learning and
development. Training employees to get along well with authority and with people who entertain
divers points of view is one of the best guarantees of long term success, talent knowledge and skill
alone won’t compensate for a sour relationship with a superior, peer or customer.
In modern world, technologies are changing with a few minutes. Day’s are beginning by hearing the
news of invention of new technology in any field. Training is the being increasingly recognized so as
to keep the employees in to touch with new development. Ever concern has systematic training
program. Training is an organized procedure of increasing the knowledge and skill of the people or a
specific purpose. Without training and development programmes no concern can attain in its
objectives by using new technologies.
The researcher has taken the topic Employees Training and Development at MAZ
Polymerase (P) Limited, Athani, Thrissur because the organization wants to know more about the
training and development of their employees for future effectiveness of the organization
By doing this project the researcher has got an opportunity to know the training policies and
programs followed by the organization, It helped he researcher to access and introduces modern
method of training and development program in the organization and to ensure whether the company
is able to consistently provide quality training and development programmes to their employees to
overcome the deficiencies in them to achieve organizational goals in this modern world.

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1.3. RESEARCH PROBLEM
Employees training and development was conducted to access and evaluate the training and
development needs of the organization. This way mainly to identify the principles, which can be
capable in designing a training program. So that it is organized effectively and, to analyse the current
training and development program in the organization.
 By doing this study the researcher has got a chance to known the importance of training and
development of the employees.
 The study revealed that the training and development programs helped the organization to
improve employee commitment to the organization and also develop adaptability among
workers.
 The society also gained some benefits with this study to overlook the future oriented
development and understanding capability of the environment towards the training and
development policies in order to meet the challenges of changes in an organization,

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1.4. OBJECTIVE OF THE STUDY
1. GENARAL OBJECTIVES
1. To understand the outlook of management towards training and development.
2. To understand the nature and importance of training and development.
3. To study the difference between training and development programmes.
4. To study the major benefits of training programmes towards the employees.
1. SPECIFIC OBJECTIVES
1. To analyse the training and development methods adopted by the organization.
2. To measure the effectiveness of training and development programmes adopted by the
company.
3. To evaluate the factors influencing the training and development of the organization.

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1.5. RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It may be
understood as a science of studying how research is done scientifically. There are various step are
generally adopted by a researcher in studying the research problem along with the logic behind them.
It is necessary for the researcher to know not only the research design but also the researcher
methodology.
Research Design
A research design is a map developed to guide the research. It is the part of the planning stage of
research, a blue print for the collection, measurement and analysis of data. Williams Zikmund has
described research design as a master plan specifying the methods and procedures for collecting and
analysing the needed information.
Type of Research Design
1) Exploratory Research Design
2) Descriptive Diagnostic Research Design
3) Experimental Research Design
Exploratory Research Design
An Exploratory Research is conducted with the purpose of gaining a better insight in to a problem.
Its objectives could be to:

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 Evaluate the feasibility of a research project
 Formulate a problem statement
 Provide theoretical basis to a hypothesis
 Provide alternative option / approaches to a problem
 Establish priority / possibilities for further research
Exploratory research is of great use when a researcher has only a vague idea of the problems he
would encounter during a study. It may also help in saving time and money because if a problem is
not as significant as it was first taught, then the project can be cancelled. An Exploratory research
employs three different techniques.
 A secondary data analysis
 Expert service
 Case study
Here in this study there is not a prominent problem being given. So the researcher conducted an
exploratory research in specific aspects human resource department i.e. performance appraisal and
tried find any problem that area.
Data source
Research is based on various types of information. Different types of research are required different
types of information. For collecting the information, the researcher should keep in mind two type of
data collection such as primary and secondary.
Primary Data
Primary data are those which are collected as fresh and for the first time and this happen to be
original in character. The primary data consists of information collected for specific purpose. This

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project relied on the response from major daily wages employees of MAZ Polymers (p) Limited,
Athani, Thrissur, as primary data.
Secondary Data
Secondary data are those which has already been collected by some else and which have already
been passed through the statistical process. In this study secondary data were obtained from various
sources like organizational records, websites, magazines book etc. all the required details about the
origin of the MAZ Polymers (p) Limited, Athani, Thrissur ,growth and organizational set up were
collected from the secondary data.
Data Collection Instrument
In this research the researcher used questionnaire method. A questionnaire is a form contains a set of
questions, which are filled by respondents. Objectives of questionnaire could be,
1) To collect information from respondent scattered in wide area
2) To achieve success in collecting reliable and dependable information in a short span
3) In the questionnaire the researcher used Likert scaling technique
Likert Scale
Likert scale is summated scale based on item analysis approach. In this each statement is evaluated
on its ability to discriminate between respondent with high and low scores.
Unlike the differential scales where the respondent agrees with only those statements that are around
his scale position and ignore others, the respondent in this scale is asked to indicate the degree of
agreement or disagreement with each statement in the instrument.

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Sampling Procedure / design
The researcher collected data as per the guide line lied down in the research design. An essential
component of the research design is the sampling design which is concerned with the selection of a
sample. We encounter sampling in our day to day lives. In our research efforts, we used the same
concept of sample but the more methodological and organised manner.
Sampling Unit
A corollary to the above point is defining the sample unit. The sampling unit is the person plays or
object about which or form which the information is required for a research.
In the research the sampling unit is the daily wages employee majority.
Sample Size
A sample size is concerned optimum if it fulfils the requirements of efficiency, representativeness,
reliability and flexibility. The number of subject factor like natural population, natural respondents,
and time and funds available, sampling techniques etc. influence the decision of sample size.
Sampling Technique
Probability Sampling Non Probability Sampling
Convenience Sampling

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Convenience Sampling
The most common type of non-probability sampling done without any restrictions in con variance
sampling. In this researcher has the freedom of choosing any respondent based on his convenient.
Convenience sampling a commercial technique and is generally used in exploratory phase of
research project the sampling unit are co-operative, easily accessible and reachable. However
convenience sampling suffers from many drawbacks like bias, less precision and lack of proper
representation of the population.
Data Analysis
It is the analysis of primary data, which done by several method.
Percentage Analysis
By percentage analysis the ratio of the respondent towards the response is calculated. This helps to
make comparisons.

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IICHAPTER-
REVIEW OF LITERATURE

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2.1. REVIEW OF LITERATURE
INTRODUCTION
In earlier years the new workers were acquiring the necessary job skills & knowledge from
experience employees. Typically they were called as Helpers. Later because of advanced
technologies to face the rapid changes & retain the continuity of experienced & new comers in an
organization the need of Training has emerge out as a essential parameter. Major systematic training
activities in the industries started during the period of World War I & II. Especially noteworthy were
training-within-industry (TWI) & the Engineering, science & management War Training (ESMWT)
programmes of World War II. The TWI program trained people in industry in procedures for
teaching job skills to others, in developing better work methods & industrial relations. The ESMWT
consisted largely of specialized technical courses offered by college & technical schools.
Training is an important function of the human resource management. Training is organized
procedure by which people learn knowledge &/or skills for a definite purpose. It is not correct to
assume that the candidates employed after selection will learn on the job on their own. Training is
slow process & the candidates learn the things at varying paces. Training is never a waste of time &
money but an investment for efficient & effective working. Training is a continuous process where
the objective of training is achieved to change in the behaviour of the trained candidate is observed.
Training is a vital & necessary activity to newly recruited candidate, whole personality in the
organization.
Training the newly recruited employees is the next important step in human resource management
process. Systematic & scientific training is the cornerstone of a sound manpower management.
Training is the process of increasing the knowledge, skills, aptitude & ability of an employee for

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doing the specific job in an efficient manner. It implies imparting technical knowledge, manipulative
skills, problem solving ability &positive attitude in the employees. The resource use up in human
resource training is an investment in human assets & the skills acquired in the process is an
advantage for both the enterprise & the employees.
Training is different than education & development. Training is not broad like education & does not
carry an emphasis on individual growth. The term education is wider in scope & more general, while
training is work oriented & is aim imparting specific skills for doing a particular job. Development,
in contrast is considered to be more general than training & more oriented to individual needs & it is
most often aimed toward management people.
Meaning and definitions
Training may be viewed as a systematic and planned process which has its organizational
purpose to impart and provide learning experiences that will bring about improvement in an
employee and thus enabling him to make his contribution in grater measure in meeting the goals and
objectives of an organization.
“Training is defined as the systematic development of the knowledge, skills & attitude required by
an individual to perform a given task or job successfully”.
Some management thinkers specifically define training as below:
“The term training is used to indicate only the process by which the aptitudes, skills & abilities
of employees to perform specific jobs are increased” . -Michael J. Jucius.
“Teaching is the imparting knowledge; training is the development of habits”.
-W. H. Leffingwell.

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According to the Michel Armstrong, “Training is systematic development of the knowledge,
skills and attitudes required by an individual to perform adequately a given task or job”. (Source:
A Handbook of Human Resource Management Practice, Kogan Page, 8th Ed.,2001)
According to the Edwin B Flippo, “Training is the act of increasing knowledge and skills of an
employee for doing a particular job.”
(Source: Personnel Management, McGraw Hill; 6th Edition, 1984)
The term ‘training’ indicates the process involved in improving the aptitudes, skills and abilities of
the employees to perform specific jobs. Training helps in updating old talents and developing new
ones. ‘Successful candidates placed on the jobs need training to perform their duties effectively’.
(Source: Aswathappa, K. Human resource and Personnel Management, New Delhi: Tata Mcgraw-
Hill Publishing CompanyLimited,2000, p.189)
OBJECTIVE OF TRAINING
The basic objective of providing training is to develop skills, knowledge & attitude. This aims
to improve performance levels, quality of work, efficiency & productivity. The objective is to
improve economic situation of workers in the job market, to enhance wage welfare conditions &
make it possible to upgrade their economic & social situation in society.
The principal objective of training is to make sure the availability of a skilled and willing workforce
to the organization. In addition to that, there are four other objectives: Individual, Organizational,
Functional, and Social.
 Individual Objectives – These objectives are helpful to employees in achieving their personal
goals, which in turn, enhances the individual contribution to the organization.

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 Organizational Objectives – Organizational objectives assists the organization with its
primary objective by bringing individual effectiveness.
 Functional Objectives – Functional objectives are maintaining the department’s contribution
at a level suitable to the organization’s needs.
 Social Objectives – Social objectives ensures that the organization is ethically and socially
responsible to the needs and challenges of the society.
Further, the additional objectives are as follows:
 To prepare the employees both new and old to meet the present as well as the changing
requirements of the job and the organization.
 To prevent obsolescence.
 To impart the basic knowledge and skill in the new entrants that they need for an intelligent
performance of a definite job.
 To prepare the employees for higher level tasks.
 To assist the employees to function more effectively in their present positions by exposing
them to the latest concepts, information and techniques and developing the skills they will
need in their particular fields.
 To build up a second line of competent officers and prepare them to occupy more
responsible positions.
 To ensure smooth and efficient working of the departments.
 To ensure economic output of required quality.
NEEDS FOR TRAINING
Basic needs for training can be examined as follows:

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Attitude formation: A common objective of training programme is the moulding of employee
attitude to achieve support for company activities, to obtained better cooperation & greater loyalty.
 To reduce learning time to reach acceptable performance: A qualified trainer & adequate
learning situation is able to shorter learning period & encourages higher productivity from
new employee.
 To improve performance on present job: Training help employees either new or experienced
employees increase their level of performance on their present job assignments.
 To improve health & safety: Adequate training helps to prevent industrial accidents.
 Aid in solving operational problems: training of both supervisory & newly recruited
employees can help to reduce absenteeism, accidents & grievance.
 To improve organizational climate: Training can help to maintain healthy relationships
among the labours, leaders, administrators & managements.
TYPES OF TRAINING
1. Induction Training: This is to induct or orient a new employee in the organization. He is
introduce to his colleagues, to new set up etc. & is familiarized with rules & regulations &
other particulars. Induction training helps personal adjustments for new employee to the new
setting & to build up cordiality in the group.
2. Job training: This is carried out to increase the knowledge & skills of doing the job with
which the employee is related. This also helps in acquainting the employee with specific
procedures, sequences etc. That are followed in the organization.
3. Refresher Training: This training helps the worker to keep abreast with the latest that is
happening in the field which adds to their self-confidence, efficiency & removes
obsolescence

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METHODS OF TRAINING
Trainers who administer training programme have great choice of methods for imparting learning in
trainees. A specific methods selected is decided by considerations of cost, available time, number of
trainee, the depth of relevant knowledge, background of trainees & many other factors. Some of
widely used training methods are listed as below:
I ON THE JOB TRAINING
1. Job instruction Training
2. Mentoring / Coaching
3. Training by experienced supervisors
4. Apprenticeship training
5. Job Rotation
6. Demonstration / Simulation
7. Internship Training
8. Training through step by step
II OFF THE JOB TRAINING
1. lecture / Discussion Method
2. Business Games
3. Sensitivity Training
4. Conference method
5. Programme instructions
6. Case Studies
7. Audio- visual Method
8. Workshop / Seminars

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IMPORTANCE OF TRAINING
 Higher performance: Training helps to improve the quantity & quality of work output,
increase knowledge, skills, & productivity of both employees & an organization as a whole.
 Lesser learning period: It helps to reduce the learning time & cost required reaching the
acceptable level of performance. The employees need not waste time in learning through trial
or error or by observing others.
 Uniformity of procedures: Through it, the best available methods of performing the work
can be standardized & taught to all employees, which helps to improve the quality of
performance.
 Economy of materials & equipment: It helps trained employees to make better &
economical use of materials & equipment, thus wastage will be low. Also, the rate of
industrial accidents & damages to machinery & equipment will be minimum. This in turn
will lead to low cost of production per unit.
 Less supervision: It reduces the need for detailed & constant supervision of workers by
making them self-reliant in their work as they know what to do & how to do it.
 High morale: It helps to improve the employees‟ job satisfaction, morale, developing in
them positive attitude, making them more cooperative & loyal to the organization. It enables
them to utilize & develop their full potential. With improvement in industrial discipline &
relations, rates of absenteeism & labour turnover are reduced

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TRAINING PROCESS OR STAGES OF TRAINING
Training process consists of six steps:
1. Organizational Objectives & Strategies:
The first step in training process in an organization is the assessment of its objectives &
strategies. What business are we in? At what level of Quality do we wish to provide this product or
service? Where we want to be in the future? It is only after answering these & other related questions
that the organization must assess the strengths & weaknesses of its human resources.
Implementation of Training Programme
Designing Training Programme
Establish of Training Goals
Assessment of Training Needs
Organisational Objectives & Strategies
Evaluation of Result

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2. Assessment of Training Needs:
Organization spends vast sums of money (usually as a percentage on turnover) on training &
development. Before committing such huge resources, organization would do well to assess the
training needs of their employees.
3. Establishment of Training Goals:
Once training needs are assessed, training & development goals must be established. Without
clearly-set goals, it is not possible to design a training & development program &, after it has been
implemented, there will be no way of measuring its effectiveness. Goals must be tangible, verifiable,
& measurable. This is easy where skills‟ training involved.
4. Designing Training & Development Programme:
Every training & development programme must address certain vital issues.
i. Who participates in the programme?
ii. Who are the trainers?
iii. What methods & techniques are to be used for training?
iv. What should be the level of training?
v. What learning principles are needed?
vi. Where is the programme conducted?
5. Implementation of the Training Programme:
Once the training programme designed, it needs to be implemented. Programme implementation
involves action on the following lines:
i. Deciding the location & organising training & other facilities.
ii. Scheduling the training programme.

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iii. Conducting the programme.
iv. Monitoring the progress of trainees.
6. Evaluation of Result:
Since huge sums of money are spend on training & development, has been useful must be judge/
determined. Evaluation helps determine the results of the training & development programme.
DEVELOPMENT:
Employee Development Programs are designed to meet specific objectives, which contribute
to both employee and organizational effectiveness. There are several steps in the process of
management development. These includes reviewing organizational objectives, evaluating the
organization’s current management resources, determining individual needs, designing and
implementing development programs and evaluating the effectiveness of these programs and
measuring the impact of training on participants quality of work life. In simple way, it can be
denoted as per the following formula.
“Development = Employee Education + Employee Skills + Training Effectiveness + Employee
Quality of work life”
There are various authors who shared their views regarding the role of training and development in
different aspects. The opinions of different authors regarding the view of training and development
given below,
 Training improves a person’s skill at a task. Training helps in socially, intellectually and
mentally developing an employee, which is very essential in facilitating not only the level of
productivity but also the development of personnel in any organization.
Oatey (1970)

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 Training and development in today’s employment setting is far more appropriate than
training alone since human resources can exert their full potentials only when the learning
process goes for beyond the simple routine.
Yoder (1970)
 Training is a sequence of experiences or opportunities designed to modify behaviour in order
to attain a stated objective.
Hesseling (1971)
 If the training and development function is to be effective in the future, it will need to move
beyond its concern with techniques and traditional roles. He describes the strategic
approaches that the organization can take to training and development, and suggests that the
choice of approach should be based on an analysis of the organization’s needs, management
and staff attitudes and beliefs, and the level of resources that can be committed. This more
strategic view-point should be of use in assessing current efforts as well as when planning for
the future.
Kane (1986)
 The influences of trainees’ characteristics on training effectiveness have focused on the level
of ability necessary to learn program content. Motivational and environmental influences of
training effectiveness have received little attention. This analysis integrates important
motivational and situational factors from organizational behaviour theory and research into a
model which describes how trainees' attributes and attitudes may influence the effectiveness
of training.
Raymond (1986)

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 Staff training and development is a work activity that can make a very significant
contribution to the overall effectiveness and profitability of an organization.
Adeniyi (1995)
 Training and development aim at developing competences such as technical, human,
conceptual and managerial for the furtherance of individual and organization growth.
Chris (1996)
 The continuous changing scenario of business world, training is an effective measure used by
employers to supplement employees’ knowledge, skills and behaviour.
Seyler, Holton III, Bates, Burnett and Carvalho (1998)
 The process of training and development is a continuous one. The need to perform one’s job
efficiently and the need to know how to lead others are sufficient reasons for training and
development and the desire to meet organizations objectives of higher productivity, makes it
absolutely compulsory.
Akinpeju (1999)
 Raining and development aim at developing competencies such as technical, human,
conceptual and managerial for the furtherance of individual and organization growth.
Oribabor (2000)
 The process of training and development is a continuous one. It is an avenue to acquire more
and new knowledge and develop further the skills and techniques to function effectively.
Isyaku (2000)
 Companies are making huge investment on training programmes to prepare them for future
needs. The researchers and practitioners have constantly emphasised on the importance of
training due to its role and investment.

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Tan, Hall and Boyce (2003)
 The main goal of training is to provide, obtain and improve the necessary skills in order to
help organizations achieve their goals and create competitive advantage by adding value to
their key resources – i.e. managers.
Stavrou et al., (2004)
 Training programme is dependent on the following parameters for its success
(i) perceived value of leaning programme
(ii) attitude to teacher
(iii) response to learning conditions
(iv) desire to learn:
The degree to which trainees really want to which trainees really want to learn and do well.
Chih , Li and Lee (2008)
 The key determinants of overall satisfaction with training (OST) are perceived training
efficiency (PTE) and Perceived usefulness of training (PUT).
Giangreco, Sebastiano, and Peccei (2009),
 Usefulness of training programme is possible only when the trainee is able to practise the
theoretical aspects learned in training programme in actual work environment. They
highlighted the use of role playing, cases, simulation, mediated exercises, and computer
based learning to provide exposure to a current and relevant body of knowledge and real
world situations.
Bates and Davis (2010)
 Training cost and business benefits are drawn on X and Y axis respectively. Four quadrants
were identified to highlight

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(i) strategic (Lower training cost and higher business benefits),
(ii) Payback (Higher training cost and higher business benefits)
(iii)Think (Lower training cost and lower business benefits)
(iv)Drop (Higher training cost and higher business benefits).
Kalaiselvan and Naachimuthu (2011)
 Training objectives tell the trainee that what is expected out of him at the end of the training
program. Training objectives are of great significance from a number of stakeholder
perspectives; Trainer, trainee, designer, evaluator.
Karthik R (2012)

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LIMITATIONS OF THE STUDY
1. The time act as major constraints for the detailed analysis of the problem understood.
2. As the sample size was comparatively small, the result obtained may not be accurate.
3. The result of the study and their accuracy depends very much on the data released by
managers and dealers; therefore it results in sum response errors or business that will affect
the study.
4. Some of the respondents are reluctant to give their personal opinions.
5. The study was conducted in MAZ Polymers (p) Limited, Athani, Thrissur. So generalization
of result may lack complete perfection.

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IIICHAPTER-
DATA ANALYSIS&INTERPRETATION

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Table 3.1
Table Showing Organization Provide Proper Training to the Employees,
Attributes
No. of
Respondents
Percentage
Of Respondents
Strongly Agree 20 80
Agree 3 12
Neither Agree nor Disagree 2 8
Strongly Disagree 0 0
Disagree 0 0
Total 25 100
Source:collected from primary data
Interpretation
Organization provides proper training to the employees to increase the perform level of an employee
in their specific jobs and to develop him in such a manner in order to rise to the position of their
responsibility. The above table shows that 80% of respondents have strongly agreed that the
organization provides proper training, while 12% of respondents have agreed to the remaining 8%
neither agree nor disagree to this statement.
0
5
10
15
20
25
30
Strongly Agree Agree Neither Agree
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.1
no. of respondents Column1

[29]
Table 3.2
Table showing training improves the Overall Performance of Organization,
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 7 28
Disagree 1 4
Total 25 100
Source: collected from primary data
Interpretation
Training and development programmes improve the overall performance of organization which helps
to ensure the effective utilization of human resources. So it helps to increase productivity and reduce
cost of production for meeting competition of market. From the above table, it is clear that the 60%
managers have strongly agreed that the training improves the overall performance of organization,
28% have agreed while 8% neither agree nor disagree and remaining 4% disagree to this statement.
0
5
10
15
20
25
30
Strongly
Agree
Agree Neither Agree
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.2

[30]
Table 3.3
Table showing Morale of Employees is increased through Proper Training
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 6 24
Disagree 1 4
Total 25 100
Interpretation
A good training programme will mould employee’s attitudes towards organizational activities and
generate Better Corporation and greater loyalty. Thus, training helps in building an efficient and
corporative work force. From the above table, researcher can infer that 64% of respondents have
strongly agreed that the morale of the employees increased, 24% have agreed while 8% neither agree
nor disagree and the rest 4% disagree with this statement.
0
5
10
15
20
25
30
Strongly
Agree
Agree Neither Agree
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.3

[31]
Table 3.4
Table showing Effective Training Helps to Reduce Cost of Production,
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 8 32
Disagree 1 4
Total 25 100
Interpretation
Trained person will be able to make better and economical use of material and equipment, so that
wastage will be low. This will lead to lower cost of production per unit in the organization. The able
table shows, it was 52% of managers have strongly agreed that effective training reduce the cost of
production, 32% have agreed and 8% neither agree nor disagree while 4% strongly disagree and the
remaining 4% disagree to this statement.
0
5
10
15
20
25
30
Strongly
Agree
Agree Neither Agree
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.4

[32]
Table 3.5
Table Showing the Needof Supervision Will Be LessenedThrough Training,
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 5 20
Disagree 0 0
Total 25 100
Interpretation
Training does not eliminate the need for supervision, but it reduce the need for detailed and contend
supervision. Therefore, a while trained employees is self-reliant in his work because he knows what
to do and how to do. The above table shows that 60% of respondents have strongly agreed while
20% agree that the need of supervision will be lessened and the remaining 20% neither agree nor
disagree to this statement.
0
5
10
15
20
25
30
Strongly
Agree
Agree Neither Agree
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.5

[33]
Table 3.6
Table Showing the Training Improves the Productivity and Quality of Products,
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 5 20
Disagree 0 0
Total 25 100
Interpretation
Training increase the skill of the new employee in the performance of a particular job. Thus an
increase in skill usually helps to increase in both quality of input and output. From this table, it is
clear that 72% of respondents have strongly agreed that training improves the productivity and
quality of biscuits, while 20% have agreed and remaining 8% neither agree nor disagree to this
statement.
0
5
10
15
20
25
30
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.6

[34]
Table 3.7
Table Showing Training Makes the Newly Recruited Employees Fully Productive,
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 7 28
Disagree 2 8
Total 25 100
Interpretation
Training enables the employees to get acquainted with jobs and also increase their aptitudes and skill
of their specific job in the organization. So it makes the newly recruited employees full productive in
the minimum of time. The above table shows that 64% of managers have strongly agreed to make the
newly recruited employees fully productive through training, while 28% have agreed and the
remaining 4% disagree with this statement.
0
5
10
15
20
25
30
Strongly
Agree
Agree Neither Agree
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.7

[35]
Table 3.8
Table Showing Training Is the Best Available Methods of Performing the Work Can Be
Standardized,
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 9 36
Disagree 1 4
Total 25 100
Interpretation
Standardization will make the high levels of performance rule rather than exception. Thus, the
employees will work intelligently and have an understanding of their jobs in the organization. From
the above table, the researcher can infer that 52% have strongly agreed that the methods of
performing the work can be standardized, and 36%have agreed and the rest 4% disagree to this
statement.
0
5
10
15
20
25
30
Strongly
Agree
Agree Neither Agree
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.8

[36]
Table 3.9
Table Showing Vision and Goal of the Organization Is Explained To the Staff during Training
and Development Program,
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 4 16
Disagree 2 8
Total 25 100
Interpretation
Training can be used in spotting out promising men and preparing themfor promoting according to
the vision and goals of the organization. The above table shows that 68% of respondents have
strongly agreed the vision and goals is explained to the staff during training period and 16% have
agreed, while 8% neither agree nor disagree and the remaining 8% disagree with this statement.
0
5
10
15
20
25
30
Strongly
Agree
Agree Neither Agree
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.9

[37]
Table 3.10
Table Showing Training Provides Up-To-Date Knowledge about the Organization,
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 5 20
Disagree 1 4
Total 25 100
Interpretation
The first and foremost need for manpower training is to renew and update knowledge and skill of
employees to sustain their effective performance for future managerial position. From this table, the
researcher can infer that 76% of managers have strongly agreed that the training program provides
up to dateknowledge while 20% have agreed and the remaining 4% disagree to this statement.
0
5
10
15
20
25
30
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.10

[38]
Table 3.11
Table showing Training Creates a Feeling of Confidence among Workers,
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 6 24
Disagree 0 0
Total 25 100
Interpretation
Training creates a feeling of confidents in the minds of workers. So it gives a feeling of safety and
security to them at the w0rk place. The above table shows that 72% employees have strongly agreed,
training creates a feeling of confidents, while 24% have agreed and the remaining 4% neither agree
nor disagree with this statement.
0
5
10
15
20
25
30
Strongly
Agree
Agree Neither Agree
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.11

[39]
Table 3.12
Table Showing Training Provide Opportunity for Quick Promotion and Self-Development,
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 5 20
Disagree 1 4
Total 25 100
Interpretation
Training provide an opportunity for quick promotion and self-development of employees in an
organization. Thus training helps in building an efficient and co-operative work-force. From the table
it is clear that 68% have strongly agreed that was an opportunity for quick promotion and self-
development, 20% have agreed and 8% neither agree nor disagree, and the rest 4% dis agree to this
statement.
0
5
10
15
20
25
30
Strongly
Agree
Agree Neither Agree
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.12

[40]
Table 3.13
Table Showing training Helps In Earning Higher Remuneration and Other Monitory Benefits,
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 8 32
Disagree 2 8
Total 25 100
Interpretation
Training helps in earning higher remuneration and other monitory benefits to the workers as their
productivity is increased. So it shows the above table that 48% has strongly agreed in in earning
higher remuneration, 32% have agreed while 12% neither agree nor disagree, and the remaining 8%
disagree with this statement.
0
5
10
15
20
25
30
Strongly
Agree
Agree Neither Agree
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.13

[41]
Table 3.14
Table Showing Training Helps To Worker Handle the Machine Safely,
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 6 24
Disagree 0 0
Total 25 100
Interpretation
Workers know the use of various safety devices in an organization. So they are less prone to
accident. From the above table, it is clear that 64% of respondents have strongly agreed to this
statement, 24% have agreed and the remaining 12%niether agree nor disagree with the statement.
0
5
10
15
20
25
30
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.14

[42]
Table 3.15
Table Showing Training Helps To Create Adaptability among Employees
Attributes
No. of
Respondents
Percentage
Of Respondents
Agree 5 20
Disagree 1 4
Total 25 100
Interpretation
Training helps to develop adaptability among workers, so they don’t worry when work procedures
and methods are changed in the organization. The above table shows that 68% of respondents have
strongly agreed to create adaptability through training, 20% have agreed while 8% neither agreed nor
disagree and the remaining 4% disagree to this statement.
0
5
10
15
20
25
30
nor Disagree
Strongly
Disagree
Disagree Total
Chart 3.15

[43]
IVCHAPTER-
SUMMARY, FINDINGS
&
RECOMMENDATION

[44]
5.1 SUMMARY
Training and development is an attempt to improve current or future employee performance by
increasing an employee’s ability, usually by changing their attitude or increasing his or her
knowledge and skill in the organization. The topic ‘Employee Training and Development’ selected
by the researcher is suitable in MAZ Polymers (P) Limited. Thus, training and development
constitute an ongoing process in this organization.
The study on “Employment Training and Development” of “MAZ Polymers (P) Limited” helped the
researcher to understand that the employees acquired greater confidence and an opportunity for
advancement through training and development programme. Producing good quality product is the
main objective of the organization. So the effective implementation of training helped to improve the
overall performance of this organization.
Through this study, it may be realized that “Employee Training and Development” provides up-to-
date knowledge about the organization. So the researcher has, concluded that the evaluation of
training and development programme will help the organization to identity their needs, its
effectiveness and enhanced the performance level of employees to their related in MAZ Polymers (P)
Limited, Thrissur.

[45]
5.2 FINDINGS
During the analysis of data and observation of management and employees, the researcher found that
the organization provide proper training to the employees. With the help of this analysis the
researcher can find that,
 Training improves the overall performance of organization
 Morale of the employees is increased through proper training
 Effective training helps to reduce cost of production
 The need of supervision will be lessened through training
 Training improves the productivity and quality of products
 Training makes the newly recruited employees fully productive
 The best available method of performing the work can be standardized
 Vision and goals of the organization is explained to the staff during training
 Training develop employee ability
 Training Provide up-to-date knowledge about the organization
 Training creates a feeling of confidence among workers
 Training provides opportunity for quick promotion and self-development
 Training helps in earning higher remuneration and other monitory benefits
 Training helps to workers handle the machinery safely

[46]
5.3 RECOMMENDATION
1. HR department should conduct brief sessions after training for getting the feedback of
training. This helps to encourage self confidence among the employees.
2. The management should take more attention in selecting employees in respect of their
efficiency and experience. This will bring about over all department of the organization.
3. The management should be chalked out the training programme after identifying the training
needs for the relevance to the job requirements in the organization.
4. The organization should provide more re-training programme to the employees which helps
to prevent stress and tension in attempting new task.
5. An effective training programme should always be conducted by well qualified and
experienced trainers in the organization.
6. The management should prepare the trainees mentally through a good training programme
before they are imparted with job knowledge or skill in the organization.
7. The management should provide refresher training to the employees in order to learn new
work method to use new techniques in doing their particular job in the organization.

[48]
QUESTIONNAIRE
NAME: …………………………
POSITION: ……………………...
GENDER: Male.Female.
1. Organization provides training to the employees?
Strongly agree [ ], agree [ ], neither agree nor disagree [ ], disagree [ ].
2. Training improves the overall performance of organization?
3. Morale of the employees is increased through proper training?
4. Effective training helps to reduce cost of production?
5. The need of supervision will be lessened through training?
6. Training improves the productivity and quality of products?

[49]
7. Training makes the newly recruited employees fully productive?
8. The best available method of performing the work can be standardized?
9. Vision and goals of the organization is explained to the staff during training?
10. Training develop employee ability?
11.Training Provide up-to-date knowledge about the organization?
12.Training creates a feeling of confidence among workers?
13.Training provides opportunity for quick promotion and self-development?
14.Training helps in earning higher remuneration and other monitory benefits?
15.Training helps to workers handle the machinery safely?

[51]
BIBLIOGRAPHY
TEXT BOOKS
1. Human Resource Management – Prasa. L.M, First Edition 2001,Sulthan Chant & Sons
Educational Publishers, New Delhi.
2. Human Resource & Personal Management – Aswathappa. K, Third Edition, Tata Mc Graw
Hill Publishing Company Ltd, New Delhi.
3. Human Resource Management – Chabra.T.N, Fifth Reserved Edition, Dhanpat Rai &
Company.
WEBSITE
Www.Training and Development.Net
Www.Pipe Industry.Com

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