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1. A PROJECT REPORT
ON
STUDYING AND IMPROVING THE TRAINING
PROCEDURE
VIS-À-VIS EMPLOYEE SATISFACTION
FOR
SUBROS LIMITED
UNIT: PUNE
MIDC, CHAKAN TALEGAON ROAD.
SUBMITTED TO
UNIVERSITY OF PUNE
IN PARTIAL FULFILMENT OF
MASTER OF BUSINESS ADMINISTRATION
SUBMITTED BY
DEEPTHI RACHEL STEPHEN
VISHWAKARMA INSTITUTE OF MANAGEMENT
PUNE - 48
(2005- 06)

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2
ACKNOWLEDGEMENT
In compliance with the Pune University s rule of completing 2 months of summer
training with an organization in the field of my specialization, I worked with
Subros Limited, Chakan, Pune. I am extremely happy to be submitting the copy of
my project on the study I made on the employee satisfaction with regard to training
procedures.
It would be ingratitude on my part not to mention the names of the many people
who helped me in the completion of this project. I take this opportunity to thank
Mr.Aneil Lala, Manager, HR & Admin, for having given me an opportunity to
work with Subros Ltd. I would also like to thank Ms.Suman Choubey, Senior
Officer, HR& Admin. My sincere thanks to Ms. Monika Kansal, Executive trainee,
HR & Admin, and Ms. Manisha Godse, for their help. I am indebted and express
my sincere gratitude to the employees whom I interviewed at Subros for sparing
their valuable time to answer my queries and for providing valuable suggestions on
how the training programmes could yield better results.
I would like to thank my Project Guide, Prof.Rajesh Vhatkar for the immense help
he provided for the research. Also my sincere thanks to Prof. Yuvraj Lahoti, who
provided me the necessary study material.
I owe the completion of this project to all my people, and I take this opportunity to
thank them all for their guidance, support and help.
Thank you.

3. 3
3
INDEX
Page no:
1. Executive Summary 1 - 2
2. About the Company 3 - 6
3. The Logo of Subros 7 - 8
4. About the Study 9 - 15
5. Need for the Study 16 - 18
6. Research Methodology 19 - 22
7. Data Analysis and Interpretation 23 - 35
8. Limitations 35 - 37
9. Conclusion 38 - 39
10. Suggestions 40 - 42
11. Bibliography 43 - 44
12. Annexure 45 - 54

4. 4
4

5. 5
5
EXECUTIVE SUMMARY
In a rapidly changing society, employee training and development is not only an
activity that is desirable but also an activity that an organization must commit
resources to, if it is to maintain a viable and knowledgeable work force.
Subros lays high importance in people development at all levels to meet its present
and future challenges. People involvement is the foundation of success at Subros.
Employees at all levels are involved in continuous improvement programmes
through suggestion schemes, Quality Circles, TPM, TQM and other small group
activities. Subros aims to become a Preferred Employer in the auto components
manufacturing sector through its people initiatives of employee involvement,
satisfaction and development.
This project is based on the procedures at Subros Limited. It focuses on, Studying
and Improving the training procedure vis-à-vis Employee Satisfaction. The
company, Subros Limited, MIDC, Chakan, is a manufacturing company that
produces AC s for automobiles. It was interesting to study the working of the HR
Department in a manufacturing firm. Training , being one of the most important
functions of the HR Department, was chosen for the purpose of the study.
The study was spread over a span of two months during which interviews were
conducted to ascertain the satisfaction level of employees with regard to the training
procedures. Their suggestions regarding how best they thought the training
procedures should improve was also asked for. An analysis of the information
collected was done and its interpretation was made. It was concluded that on a large
scale, employees were satisfied with the training procedures.

6. 6
6

7. 7
7
ABOUT SUBROS
Subros was established in 1985 as a joint venture between the Suri Brothers, Denso
Corporation, Japan, and Suzuki Motor Corporation, Japan. The company has grown
from a capacity of 15,000 AC units in 1985 comprising of largely an assembly
operation, into the largest and only integrated manufacturing unit in India for Auto
Air Conditioning Systems. Subros has three plants in Noida and one in Gurgaon.
The Pune plant of Subros came up in 2005.
The entire Subros has been working together to achieve the following objectives to
succeed in the competition and expand the market with customer trust and
satisfaction:
1. Development of new products
2. High quality and reliability
3. Low cost
4. Ensuring of the delivery times
Subros main products include Compressor, Condenser, Evaporator & Cooling
units, Blower units, Heater units, Squeeze Die Casting components, and Tube
connectors & Hoses.
Subros supplies its products to automobile manufacturers in India. Its key
customers are Maruti Suzuki and TATA Motors. Other customers include
Hindustan Motors Ltd, REVA, DNKI, ACDelco, and Bajaj Tempo.
Vision: To be the world class Auto Air Conditioning Systems manufacturer
having global competitiveness.
Mission: To maintain market leadership through total customer satisfaction in
terms of quality, cost and speed.

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8
SHOP FLOOR ACTIVITIES
Pune plant deals with the assembly of core AC parts which come from the Noida plant,
and other parts that come from local vendors. The plant also has two injection
moulding machines for producing plastic parts that are assembled in the AC body. The
injection moulding machines are of JSW (Japan Steel Works) make. The raw material
processed on this machine is polypropylene. The plant also has crane facility for
loading and unloading (these machines are of Demag make, and have a capacity of
12.5 tons and 6.5 tons).
The assembly lines are on the basis of:
(i) Model Indica, Safari, TMCC
(ii) Component Compressor, Condenser, Evaporator, FAD,
Blower, Tube Liquid
PPC (Planning and Production Control) Department issues orders for production.
The SCM (Supply Chain Management) Department then informs vendors, who
send the material. For Gate entry a GRR (Goods Receipt Record) is made, and then
the goods are unloaded. At the receipt store these goods are inspected and the
approved material is stored. The PPC Dept issues the material that is then taken to
the line. Once the assembly is done it is send to the Finished Goods store. Thereon,
it is the Logistics Department s duty to see to it that the goods reach the end
customer in time.

9. 9
9
The main parts of an AC comprises of the following:
1. Compressor: Subros has wide range of swash plate of compressors,
compatible for R12 as well as eco friendly R-13a Refrigerant. These
compressors are available in different size and capacities to suit requirements
and engine power. These compressors draw little power from engine and works
efficiently and silently.
2. Condensors: Subros is the largest manufacturer in India for the automotive
condensers. These condensers are manufactured in house with technical
collaboration with M/S Denso Corporation of Japan on Japanese machines.
Serpentine type of condensers with fan and receiver dryer/condenser cores with
corrugated fins has been widely accepted by Indian Automobile Industries.
3. Evaporators: Subros existing serpentine evaporators with corrugated fins are
highly efficient and light in weight.
4. Blowers: High speed, low consumption Blowers with air discharge resulting in
complete circulation of air in passenger compartment.
5. Heaters: Aluminium Heater light weight, smaller in size high heat transfer unit
suitable for Alto/Wagon-R, Versa, Baleno vehicles.
6. Tubes and Hoses: Tubes and Hoses made from special grade aluminium
material with wrinkle free bending and special grade rubber material for
carrying high pressure R134a environment friendly refrigerant from
Compressor to Condensor to Evaporator in order to keep the vehicle cabin cool
during summer.

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11
THE EMBLEM
© Subros Limited. All rights reserved
The S in the Subros emblem has three lines in the upper portion and three lines in the
lower portion.
The lines in the upper portion denote Customer Focus, Innovation, and World Class.
It denotes the organization s vision.
The three lines in the lower portion depict the operating principles:
PDCA (Plan-Do-Check-Act),
Eliminating waste in 5M (Man, Machine, Method, Material, Money). Man and
machine talks about the self-auditing culture. Material and money talks about
protection of company fund.
Speed, Quality, and Cost. i.e., to bring cost awareness in masses and initiate cost
leadership projects.
The o in the Subros emblem denotes the company s eco-friendly policies. It also
denotes global reach and it aims at having global competitiveness.

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13
WHAT IS TRAINING AND DEVELOPMENT?
Training attempts to improve skills or to add to the existing level of knowledge so that
the employee is better equipped to do his present job, or to prepare him for a higher
position with increased responsibilities. It is a process by means of which the aptitudes,
skills and capabilities of individual employees to perform specific jobs are increased.
Development is a process by means of which an individual attains overall
improvement in ability and competence, and makes progress towards maturity and
actualization of personality.
Importance of developing men can be well highlighted from the following Chinese
saying: If you wish to plan for a year sow seeds, if you wish to plan for ten years
plant trees, if you wish to plan for a life-time develop men. Employee development
is the process whereby people learn the skills, knowledge, attitudes and behaviors
needed in order to perform their job effectively. Growth rate of an organization is
likely to be limited more by its personnel than by any other factor. As such no
organization can ignore the learning and development needs of its employees without
seriously affecting their performance in a rapidly changing society, employee training
and development is not only an activity that is desirable but also an activity that an
organization must commit resources to, if it is to maintain a viable and
knowledgeable work force.

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14
OBJECTIVES OF TRAINING
1.) To ensure increase in productivity.
2.) To improve quality since better informed workers are less likely to make
operational mistakes.
3.) To enhance employee motivation.
4.) To improve employee morale
5.) To improve organizational climate
6.) To make possible an increase in compensation indirectly through opportunities for
internal promotions arising out of better knowledge, understanding and competence,
bringing about financial rewards.
7.) Improvement of health and safety through proper training can be achieved by
prevention
8.) Personal growth of individual employees.
BENEFITS OF TRAINING AND DEVELOPMENT
1.) Training is required for improving performance on the job
2.) Training is essential to keep pace with technological advances and avoid
obsolescence.
3.) To cope with changing environment such as competition.
4.) Training is needed for promotion to higher jobs, i.e. for future role succession.
5.) Training is needed for dealing complexity of organizational problems, e.g.,
coordination and integration of activities for achievement of goals
6.) For tackling human problems, for e.g., imparting training in human relations
7.) Training helps to harness human potential, foe e.g., creativity
8.) Training for creating favorable attitudes and motivation of employees.
9.) To train for better adjustment to the organization and commitment to work.
10.) To train employees in the company culture

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TRAINING PROGRAMMES CONDUCTED AT SUBROS .
The company gives training to the employees to enhance their skills so that they can
achieve the quality objectives of the company.
Training has been given a lot of importance at Subros. Training is internal as well as
external.
The training programmes have the following pattern:
(A) INDUCTION
It includes Company Profile, 5S, Product Awareness, and Information Management
System (IMS).
(B) DNJP MODULE (Denso Japan Module)
It includes:
Introductory
Basic.
(C) NON DNJP
It includes Daily Work Management, Lotus Notes, Problem Solving, Fire Fighting
and Safety, Others.
TRAINING PROCEDURE AT SUBROS
Training objectives will be in line with the company s objective. Trainings will be
executed within the allocated budget. Any training beyond the budget will require an
additional approval from Plant head.
Training could be in the form of Awareness sessions/ Seminars/ Workshops /
Classroom sessions or a comprehensive Certificate Course. The source of the training
program can be in-house or external institutions. The sequence of training cycle will
be Need Identification, Training Calendar, Execution, Feedback, Effectiveness
Evaluation, Updation of History Card and Updation.

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16
1.) TRAINING NEED IDENTIFICATION
Trainings will be need based, which will be decided / identified by the concerned
HOD in consultation with HR at the following stages:
An assessment of person profile with master position profile is made. The gap will be
documented as training need.
Quarterly assessments of performance w.r.t KRA is done. The shortcoming in
performance or the areas of improvements will be documented as training need.
Areas identified by HOD in consultation with HR for Employees with Potential for
2nd
line towards enhancement of their qualifications, skills & competencies
The documented needs will be executed after its approval from the Plant Head.
(Refer Annex 1)
2.) TRAINING EXECUTION CHART
After the training needs are approved by the plant head and communicated to HR
dept, the dept will work out the modalities of its execution like:
Arranging the source of imparting training.
Fees payments
Arrangement of travel, hotel
Communication with the employee, its HOD and the institution.
(Refer Annex 2)
3.) TRAINING FEEDBACK
After the employee has attended the training, the feedback form has be filled within a
day in all respect and submitted to HR Dept.
(Refer Annex 3)
4.) KNOWLEDGE SHARING SESSION
The employee has to prepare himself for knowledge sharing session within 7days
from the completion of the training. The date & duration will be taken from the

17. 17
17
feedback form, which has been filled by the employee & approved by his / her HOD.
The attendance record for this session must be maintained.
5.) TRAINING EFFECTIVENESS EVALUATION
Training Evaluation, for its effectiveness will be done w.r.t to the objective of the
identified training need. The date for evaluation of training undergone will depend on
the nature of training, e.g. technical / behavioral or general. This date will be decided
& mentioned on the feedback form by the HOD of the Employee while signing the
feedback form.
(Refer Annex 4)
6.) TRAINING HISTORY
Training history card will be maintained by HR dept for all the Subros employees in
the Plant. This card at a glance will provide the information on the training his of the
employee.
(Refer Annex 5)

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18
TRAINING FACILITIES AT SUBROS
Training hall which can accommodate a strength of 65 employees
Training hall which can accommodate a strength of 35 employees
Skill Room
VHP
Flip Board
White Board
Collar mike
Cassette Player
Good seating arrangement
It stands to the credit of the company that they have three well-equipped training
halls.
The bigger training hall can accommodate 65 employees at a time, while the smaller
training hall can accommodate 35 employees at a time.
The Skill Room is used for practical training.
All the three training halls are well lit and have facilities like VHP, Flip Board, White
Board, Collar Mike, Cassette Player, and good seating arrangements.

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19

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20
NEED FOR THE STUDY
TO UNDERSTAND THE TRAINING PROCEDURES
PREVALENT IN THE COMPANY AND TO STUDY AND
IMPROVE THE TRAINING PROCEDURES VIS-À-VIS
EMPLOYEE SATISFACTION
The main purpose behind having conducted this study was:
To understand the training procedures
To ascertain the employee satisfaction with respect to training procedures.
To suggest measures to improve training procedures on the basis of the study
conducted.
(A) To understand the training procedures
One of the main purposes of the project was to have a practical knowledge of the
workings in the HR Dept over and above the knowledge received from books. During
the study, a practical knowledge of how training is conducted was obtained. The
manner in which the organization identified training needs and then made training
calendars and executed them was observed. Taking a feedback of all the employees
who underwent the training programmes and evaluating the effectiveness of these
programmes after 3 months (or after a time period specified by the employee), and
entering these details in the Training History Cards were also done by the HR Dept.
Assisting the department with all these activities proved to be an invaluable learning,
and was also a valid source of information for the study.

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21
(B) To ascertain employee satisfaction with respect to the training procedures.
One of the reasons of conducting this study was to ascertain how satisfied employees
were with respect to the training procedures. To ascertain the satisfaction level some
questions were asked relating to the sufficiency of training programmes, increase in
productivity by attending such training programmes, usefulness of these programmes
in their personal growth, the level of gains, efficiency of inhouse programmes, and
overall satisfaction level. It is noteworthy here that 81% of the employees were
satisfied with the training procedures. During the course of the study the factors that
led to dissatisfaction amongst employees could also be identified.
(C) To suggest measures to improve training procedures on the basis of the
study conducted.
During the course of the study the factors that led to dissatisfaction among employees
with regard to the training procedures were identified. On the basis of the study,
certain points that the company could take care of while conducting training
programmes were identified. Also to achieve this objective the employees themselves
were asked to give their suggestions regarding how well they thought the programmes
could be conducted. A few of them said that the existing system was perfect. Many
others gave their suggestions. The suggestions were reported to the HR Dept daily. In
cases where there were complaints, necessary action was taken. Suggestions of
repetitive nature were noted. A list of the suggestions has been included in this
project report.

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22

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23
RESEARCH OBJECTIVE
To understand the training procedures
To ascertain the employee satisfaction with respect to training procedures.
To suggest measures to improve training procedures on the basis of the study
conducted.
RESEARCH METHODOLOGY
Research means study and investigation to discover facts. To achieve the purpose
of the study, Survey method was applied. Survey means to look at and take a general
view of, or examine the condition of a thing and measure and map out.
UNIVERSE:
There are 52 employees at Subros, Chakan. Of the entire strength, a sample size of
27 employees was chosen. (The interviewees exclude senior managerial level
employees and shop floor workers). A proportionate size of employees who would
represent the entire company was chosen for the purpose of the sample study.
DATA COLLECTION METHODS
Statistics is those facts that can be stated in a table or in any tabular or classified
arrangement. It is called as science of averages.

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24
(I) PRIMARY DATA
Primary data is data collected from field research.
PRIMARY DATA COLLECTION METHOD
Primary data was collected by means of personal interview. Methods applied to
conduct the Survey was:
Direct Questionnaire method
Interview technique
The questionnaire consisted of ten general questions which were aimed at finding
the satisfaction level of employees with regard to the sufficiency of training
programmes, increase in productivity by way of attending such training
programmes, usefulness of these programmes in their personal growth, the level of
gains, efficiency of inhouse programmes, and overall satisfaction level. Also, the
employees were asked to give their suggestions regarding how best they thought
the training programmes could change.
(Refer Annex: 6)
The need of the project was explained to the employees. In the interviews it was
observed that a few employees could not find their training programmes beneficial
because the training programme was not specifically related to their work area, and
sometimes because the facilities to implement the learning at the training
programme was not provided. There were instances where training programmes
yielded no results due to the inability of the trainer to get across his message to the
audience, and because old and faded slides were used for presentations.
Thus a direct interview method enabled in understanding the pros and cons in the
training procedures in a broader sense.

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25
(II) SECONDARY DATA
Secondary data refers to data collected from books and articles.
Secondary data was provided by the HR Dept. Feed back forms that were filled in by
the employees as soon as a training programme got over provided a lot of information.
Training Need Identification and Training History Cards too provided necessary
secondary data for study purposes.
SECONDARY DATA COLLECTION METHOD:
The company hands out a feed back form to each employee after they undergo a
training programme. The employees are required to fill these forms and return it to
the concerned HR person. A file of these feedback forms is maintained. These forms
provided ample information for the project. Training Need Requisition Forms gave an
idea regarding the background against which training programmes were given to
employees and Training History Cards gave ample information regarding the number
and kind of training programmes that employees underwent. Accompanying the
evaluators when Training Effectiveness Evaluation was done also provided a great
deal of insight into how well the programmes were being applied by the employee in
his work situation.

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26

27. 27
27
DATA ANALYSIS AND INTERPRETATION
Qs 1: Do you receive sufficient training programmes as per your
need?
SUFFICIENCY OF TRAINING
PROGRAMMES
0
26%
44%
30%
0
0
0.1
0.2
0.3
0.4
0.5
Too Less Less Sufficient Many Too Many
OPTIONS
PERCENTAGE
OPTIONS
Too Less Less Sufficient Many Too
Many
No: of
Respondents
0 7 12 8 0
Percentage 0 26% 44% 30% 0

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OBSERVATIONS
While 26% employees felt that training programmes were less and that it would
benefit them if they received a few more training programmes, not a single
employee felt that the programmes given to them were too less
74% employees were satisfied with the number of training programmes they
underwent.

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29
Qs 2: Has there been any increase in productivity as a result of
implementing the learning at these programmes?
Options YES NO
No: of Respondents 22 5
Percentage 81% 19%
INCREASE IN PRODUCTIVITY
81%
19%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
YES NO
OPTIONS
PERCENTAGE

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30
OBSERVATIONS
81% of the employees agreed that there has been an increase in productivity by
way of implementing their learning at training programmes. Maximum number
of employees said that they have achieved benefits from the Kaizen, 5S and
Time management programmes. Impressively kept drawers and data entered in
different bold types for different vendors proved the benefits of Kaizen, while
well kept records and files showed the benefits of 5S.Shopfloor work was much
benefited by implementation of Time Management programme. A schedule is
displayed for the day s activities on a notice board so that workers can follow it.
Time savings was the biggest benefit of implementing these programmes.
Other training programmes that were beneficial included War on Waste, which
has helped in controlling waste and maintaining quality, and Communication
Skills, which helped in learning how to communicate with seniors and junior
employees.
The 19% employees who felt that training programmes had not increased their
productivity said so because of the following reasons.
Most of the programmes they got were awareness programmes and not
of implementable nature.
Their understanding of the topic was low due to poor trainer and old
training material.

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31
Qs 3: Has there been any usefulness of these programmes in personal
growth and development?
Options YES NO
No: of Respondents 22 5
Percentage 81% 19%
BENEFITS IN PERSONAL DEVELOPMENT
81%
19%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
YES NO
OPTIONS
PERCENTAGE

32. 32
32
OBSERVATIONS
81% employees agreed that training programmes have helped in their personal
lives too. Here again, maximum number of employees said that Kaizen and 5S
were programmes that helped them to keep their surroundings clean, and Time
management helped them to strike a balance between office work and personal
work. A few employees talked about planning what to do in a day and
maintaining a To Do and Did list in their personal lives.
Even employees who underwent awareness programmes agreed that though it
didn t increase productivity, it was beneficial to their personal lives because it
provided value addition.
19% employees who felt that training programmes had not benefited their personal
lives said so because of the following reasons:
The programme was of technical nature and not related to personal life or
enhancement of personal skills. (as in the case of Robot Training,
Integrated Management System, etc).
Poor external faculty led to poor understanding of subject by employees.
Hence the inability to apply in practical life.

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33
Qs 4: Level of gains by undergoing such training programmes.
Options Very Poor Poor Good Very
Good
Outstanding
No: of
Respondents
0 2 21 4 0
Percentage 0 7% 78% 15% 0
LEVEL OF GAINS
0%
7%
78%
15%
0%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
VERY POOR POOR GOOD VERY GOOD OUTSTANDING
OPTIONS
PERCENTAGE

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34
OBSERVATIONS
While 15% agreed that their level of gains from training programmes was
Very Good , 78% said that it was Good and not Very Good because full
implementation of their learning at the training programme had not yet been
done.
7% of the employees felt that their level of gains by way of attending a
programme was Poor because they had not been able to implement what they
learnt from a training programme either in their work place or in their personal
life.

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35
Qs 5: What do you think of training programmes conducted at Subros?
(with reference to in house trainings)
Options Very Poor Poor Needs
Improvement
Good Very Good
No: of
Respondents
0 0 6 15 5
Percentage 0% 0% 23% 58% 19%
EFFICIENCY OF INHOUSE TRAINING
PROGRAMMES
0% 0%
23%
58%
19%
0
0.1
0.2
0.3
0.4
0.5
0.6
0.7
V
ery
P
oor
P
oor
N
eeds
Im
provem
ent
G
ood
V
ery
G
ood
OPTIONS
PERCENTAGE

36. 36
36
OBSERVATIONS
19% employees said that the training programmes were Very Good due to the
indepth knowledge it imparted.
58% said that it was Good because of the good training facilities and good
faculty.
23% felt that the training programmes required improvement. The suggestions
that employees have given for the improvement of training programmes has
been included in this project.

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37
Qs 6: Are you satisfied with the training programmes given to you?
Options Highly
Dissatisfied
Dissatisfied Can t Say Satisfied Highly
Satisfied
No: of
Respondents
2 3 0 20 2
Percentage 8% 11% 0% 74% 7%
SATISFACTION LEVEL
8% 11%
0%
74%
7%
0%
10%
20%
30%
40%
50%
60%
70%
80%
H
ighly
D
issatisfied
D
issatisfied
C
an'tS
ay
S
atisfiedH
ighly
S
atisfied
OPTIONS
PERCENTAGE

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OBSERVATIONS
81% of the employees are satisfied with the training programmes given to them.
However 19% are dissatisfied with the training programmes due to the
following reasons:
Few of the employees were dissatisfied with the number of training
programmes given to them.
Sometimes the trainings given to employees were not related to their
work area.
Too many programmes of knowledge enhancement nature has led to
dissatisfaction. Work specific trainings are more favoured by
employees.
The facility to implement the learning at a training programme was not
provided.

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40
LIMITATIONS
By and large the project could be conducted well because of the employees
contribution. However, few drawbacks that cropped up in the research have been put
down here.
A sample study was done. Employees who were interviewed answered on the
basis of the training programmes they had attended. Their views may not be
true for all the employees.
In cases where the answers of respondents with regard to the sufficiency of the
training programmes did not agree with the Training History Cards,
manipulation was done.

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42
CONCLUSION
From the study on the training procedures prevalent in Subros Ltd it was observed that
majority of the employees are satisfied with the training programmes. A case of
dissatisfaction was very minimal and never exceeded 25%.
In cases where the employees complained of not receiving work related training, their
Training Need Requisition forms were cross checked with. In a case where the
employees had not filled in their requirement, the forms were taken to them so that
they could fill in their specific need. In a case where they had already filled that
specific need, measures were taken to ensure that they would receive their training.
In certain other cases, training programmes failed due to poor external faculty. The
company has already taken action to enquire into the credentials of the faculty, and to
ensure that the trainer is efficient enough to impart the knowledge well.
In certain other cases a few employees were dissatisfied with the training programmes
due to the fact that the facility to implement their learning at training programmes was
not provided. However, even these facilities were provided later on.
The company has already taken actions to solve the problems in training. Subros has
given a lot of importance to trainings and lays high importance in people development
at all levels to meet its present and future challenges.

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44
SUGGESTIONS
All the employees who were interviewed gave some suggestion regarding the changes
they wanted in training procedures. Though only a few suggestions have been
included here, each and every suggestion given by employees was forwarded to the
HR Dept.
Some good films should be shown in training programmes, to motivate the
employees. This is necessary for imparting training efficiently.
Training should be given to shop floor operators in Hindi or Marathi so that
they may have a more serious approach towards work.
Written material after a training programme is conducted should be provided
so that employees who have undergone training can explain them to other
employees who haven t attended the programme.
After a certain period of time employees lose interest in implementing what
they learnt at training programmes. A regular check should be kept to see how
well the employees have inculcated what they have learnt.
Achievements that are gained by way of implementing what is learnt at
training programmes should be put up on a notice board. This will help in
improving the employee morale.
SAP training is very necessary, especially for Finance Dept employees,
because the parent plant in Noida follows accounting procedures using SAP
Off site employees should be informed well in advance about a training
programme so that they do not miss it.

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The following suggestions were made after conducting the study:
During the study it was observed that when training needs were identified the
employees were not consulted. Most of the time the H.O.D s filled in the
Training Need Identification Forms. Even in cases where employees filled it,
they simply followed the instructions of the H.O.D. When TNI forms are
given to a department, the employees should be informed that apart from the
programmes that their H.O.D wants them to attend, they too need to fill in
programmes that they feel are necessary for them.
Many employees specified the importance of getting written material after a
training programme gets over. And a little above 60% of the employees
suggested that a brief overview or outline of the programme (not bunch)
should be provided before training was given so that employees can prepare
themselves for what they were going to learn.
An attempt should be made by the trainer to use a language that can be
understood by the audience.
In the course of the study it was observed that the company laid a lot of emphasis on
training programmes. However, training needs need to be consulted with the
employees. All other training related activities like making training calendar, executing
it, collecting feedback forms, and maintaining history cards was done timely.

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BOOKS REFERRED AUTHOR
1. Employee Training and Development Raymond A Noe
(Third Edition)
2. Training and Development S.K.Bhatia
WEBSITE REFERRED: www.google.com

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