Dissertation Whether Training and Education for Gender Equality Sample

Dissertation
Whether Training and Education Can Significantly
Contribute to Human Capital and Gender Equality in
Indian Manufacturing Organisation
Type of Documents : Dissertation
No of Words : 19,000
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Coursework Dissertation Assessment Weight 100.00%
Tutor S Barrett Submission Deadline 30/09/2011
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The University of Greenwich Business School
“Whether training and education can significantly contribute to human capital and gender
equality in Indian manufacturing organisation’’
By
xxxxx
Department of Human Resources and Organisational Behaviour

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EXECUTIVE SUMMARY
In today’s world, HRM has made the training and education as priority to access the skills
and knowledge required for the employee to work in an organization and to work with great
equality to achieve the desire results and furthermore quality training is also necessary to
develop the technical competency of the employees Bhatnagar, Budhwar, Srivastava and Saini,
(2010). In addition, literature review also suggests that the training in manufacturing industry of
India is not available at high scale and it is poor in many organizations in India Sharma, (1992).
The purpose of the research is to examine extensively the importance of training and education
in future and the aim of the study is to determine ways of training employees in the Indian
organizations and how can training and education impacts human capital and gender equality.
Training is an important issue to explore because non – trainers will get affected in the future
because of the technological change and the new legal procedures, Sharma, (1992). Additionally,
training and education opportunities will also reduce the risk of unemployment and will increase the
firm’s competitiveness Malik and Nilakant, (2011). The research will also focus on those areas
which remains unexplored in the field of training and education in Indian organization and which
needs to get investigated.
Moreover, the purpose will focus on the qualitative data and the interviews because the
need of the research is to take the employees views for the lack of training in the Indian
organization. According to the research question “Whether training and education can significantly
contribute to human capital and gender equality in Indian manufacturing organization’’ the two
main areas which are to be considered are need of the training for employees in the Indian
organization and the reason for the lack of training in the organization. The interviews will reveal
the opinions and suggestions of the employees and the qualitative method will be used in the form
of structured and unstructured interviews and will be processed through the manual open code
method which will help in collecting the rich data

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ACKNOWLEGEMENTS
For preparation of this management research many people supported me and I would like to
acknowledge those people. Firstly I would like to thank my dissertation supervisor who helped me in
completing this dissertation, Mrs. Antoinette Saint Hilary.
My supervisor has encouraged me very positively to complete this dissertation and she also guided
me throughout the entire process of completion with great enthusiasm and with great responsiveness
and I am really grateful to my supervisor that she dealt all the process with positively and patience
and eventually I want to acknowledge her great help through which I am able to submit this research
paper.
Secondly I would like to thank all my colleagues, family and friends who supported me and
motivated me to work for my dissertation and let but not the least I would like to give my sincere
gratitude to my manager who really helped me in completing the process of dissertation with
great litheness and I will always be grateful to him in every way he supported me.

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Table of contents
CHAPTER ONE – INTRODUCTION
1.1 Background 9
1.2 The research question 10
1.3 Justification of the study 10
1.4Limitations of the study 11
1.5The structure of the paper 11
1.6 Conclusion 12
CHAPTER TWO – LITERATURE REVIEW
2.1Introduction 13
2.2 What is the Relationship between training and education and its impact? 15
2.2.1Determinants of training 16
Human capital theories 16
Human capital and gender equality in Indian firms 17
Human capital development in Asia 18
Impact of gender inequality on human capital 19
Measuring the impact of training and education 20-21
Measuring the investment in human capital 22-23
2.3Conclusion 24
2.4Gap in the literature
CHAPTER THREE – RESEARCH METHODOLOGY
2.14 Introduction 25
2.15 Research paradigm 25
2.16 Research design and methodology 26

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2.17 Approaches to research 27
2.18 Research methods 28
2.19 Types of Questionnaire 29
2.20 Interview questionnaire 30
2.21 Structured questionnaire
3.6.1.2 Unstructured questionnaire 30
3.7 Validity and reliability of interview 31
3.7.1 Sampling procedure and population 32
3.8 Ethical consideration 33
3.9 Conclusion 34-35
CHAPTER 4 – DATA ANALYSIS AND FINDINGS
4.1 Introduction 36
4.2 Data analysis 36
4.3 Findings overview
4.3.1 Employee satisfaction questionnaire 37
4.3.2 Female training and development information 38
4.3.3 Relationship with the supervisor/Manager and Training manager 38
4.4 Maintaining the trainees in the company 39
4.5 Conclusion 40
CHAPTER FIVE – DISCUSIION AND IMPLICATION
5.1 Introduction 41
5.2 Discussion of the key results
5.2.1 Key findings one- General and specific training 42
5.2.2 Key findings two: Satisfaction of employees from training 43

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5.2.3 Key findings three: Managing the human capital and education level 44
5.2.4 Key findings four: Constraints to training 45
5.3 Summary of key findings/Managerial implication 45-46
5.4 Conclusion 47-48
CHAPTER SIX – CONCLUSIONS
6.1 Introduction 49
6.2 Summary of the study
6.2.1 Addressing the research question 50
6.2.2 Methodology of the study and data analysis 50
6.2.3 Key findings/Discussions 51
6.3 Limitations of the study 51
6.4 Future research 52
6.5 Conclusion 53
REFERENCE LIST 54-62
Appendices 63
APPENDIX 1 63-64
APPENDIX 2 65-66
APPENDIX 3 67-68
APPENDIX 4 69-70

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Chapter 1: Introduction
1.1 Introduction
In today’s world the training has become the crucial part of the human resource because training
helps the employees inincreasingtheir knowledge and skills. Moreover the importance of this researchis to
determine the significance of the training which will help the trainees and the trainer and this management
research will ultimately helps in determining the opportunities for organizational performance (Aziz and
Ahmad 2011).In India managers are facing new challenges because of the technological change and
similarly managers need to train the employees to work with safety in new organizational climate.
In this researchthe company selectedfor the analysis is Akrati Decorators. The company is situated
in India and is involved in the manufacturing of glasses, used for the decoration purpose. The company is
situated in Firozabad, Uttar Pradesh (India) where the company has a high availability of cheap labor but is
not skilled to the level required for the purpose of training. The company provides the glass related
decorative products requiring high skills for developing each finished product. The company also provides
services related to the developing of the glasses on contractual basis for the outside vendors. The company
manufactures and trades in raw glasses and also the final decorative products made up of glasses.
The company’s total turnover is approximately 150 lakh’s rupees. The company total turnover growth rate is
around 10 % every year. The company is performing very well as analyzed from the past data’s and can grow
further by the use of training in the organization because there is a huge availability of unskilled labor which
can be trained and can be utilized for the production. The companies has a total of around 50 employees, out
of which 30 are unskilled and rest are experienced but are not trained at any point of their career. Most of the
employees of the company are unskilled that are in the need of training that could help them in understanding
their work and completing it with full efficiency.Training and education has become the need of the hour for
the company and for the productivity and profitability it is very important that proper training programs
should be organized within the company. These training programs must teach them how to handle the new

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tools and techniques that could be applied in the working process. The Company has several of the growth
opportunities available but it seems that due to the lack of the training of the employees and skilled workers
the company is lacking its growth. Akraiti Decorators follows the Porter’s value chain model through, which
it gathers the raw material and brings out with the finish product. The whole process involves inbound
logistics, outbound logistics, marketing and sales services, and operations. To handle all the tasks the
company has hiredthe human resource that couldlook around all the activities. The company is also focused
in adopting the new technologies for bringing the efficiency and effectiveness in the work process. Either of
recruiting the new employees the company is focused in giving job training to the employees, because the
philosophyof the company is that old employees caneasilylearnthe working process and can perform better,
but new employees need to explain each and every process from the beginning, therefore company is more
strive in giving on the job training to employees. Furthermore the needto explore the importance of education
and training in India is that training helps in minimizing the pollution in manufacturing industry and thus the
topic of training and education in regards of human capital and gender equality should be focused. Several of
the Indian small and medium size manufacturing firms does not provide training because of the lack of
finance and the fear of loosing the trained workers who might quit their existing job therefore the lack of
training and education affects the human capital and the gender equality. Training is depend upon the
education level of employees and the impact of gender inequality also affects the human capital in any
organization, thus training and education is related to the gender inequality and the human capital (Zheng,
Hyland and Soosay 2007).
Ultimately this research paper will highlight the relationship between the training and education with
the impact on gender inequality and the human capital.

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