A

Summer Training Project

On

Training and Development

At

L.G. ELECTRONICS PVT. LTD.

A Report Submitted in Partial fulfillment of the requirements

for award of the degree of

MASTER IN BUSINESS ADMINISTRATION

Session : 2017-19

Submitted To: Submitted By: chandni

Controller of Examination Reg. no :

YMCA University Roll No : MB17012

ADVANCED INSTITUTE OF TECHNOLOGY & MANAGEMENT

 DECLARATION

I Chandni Registration No……., Roll No. MB17012 Class M.B.A 3rd Sem. of the A.I.T.M.
COLLEGE, Palwal hereby declare that the Summer Training Report entitled, “Training and
development” is an original work and the same has not been submitted to any other institute for
the award of any other degree.

Signature of the Candidate

 ACKNOWLEDGEMENT

This report prepared by me is a result of the joint effort of several helping hands of the HR Department of
LG PVT LTD,NOIDA. The knowledge of our theoretical studies is absolutely incomplete without its
proper implementation & application in the diversified corporate world of today. I have been really
opportunistic to be a part of the LG group during my summer training, which is one of the leading
business houses in today’s scenario.

At the outset I would like to extend my sincere gratitude to Mr. VinodKumar (GM-HR) for providing
the opportunity to carry out the research and for providing guidance during the preparation of the report
whenever needed.

I am indebted to the helping hand of my faculty guide by teachers contiuous reinforcement and best
wishes pioneered me into an absolutely intense and interesting corporate world.

Lastly, it is difficult to forget the help and moral support from my family and friends. It has been an
enriching experience for me, which has enabled me to get a clear picture of my report. Learning in the
past 8 week was a life time experience and will be helpful for me in the future.
 PREFACE

Summer training report is a part of our curriculum that gives us knowledge about practical work. This
also helped us to understand the practical aspects of the conceptual studies learnt by them in the HR
subject. The Project Report presented here is the part of the syllabus of the MBA degree provided by
YMCA UNIVERSITY,FARIDABAD.

Each student pursuing this course is required to submit a particular project on the topic assigned to him in
his course. The essential purpose of this project is to given an exposure and detailed outlook to the student
of the practical concept, which they already studied research. For the purpose, I was assigned the project
for the “Training & development” in LG PVT LTD... It is a matter of great privilege to get training
from LG PVT LTD one of the largest organizations of its kind.

The whole Report is divided into 6 segments-

First segment consists of Introduction of company profile.

Second segment consists of Review of literation.

Third segment consists of Micro analysis.

Fourth segment consists of Macro analysis.

Fifth segment consists of Summary of major observations, Findings, Recommendations &

Suggestions.

Sixth segment consists of Appendix which involves Questionnaire and Bibliography.

.
 INDEX

CONTENTS

1.INTRODUCTION

2. INTRODUCTION OF THE COMPANY PROLIE.

3. ABOUT THE TPOIC.

4.. REVIEW OF LITERATURE

5. RESEARCH METHODOLOGY

6. ANALYSIS & INTERPRETATION OF DATA.

7.. FINDINGS.

8. SUMMARY $ CONCLUSION.

9. BIBLIOGRAPHY.

10. QUESTIONNAIRE.
CHAPTER – 1

INTRODUCTION
INTRODUCTION

TRAINING

Training is one of the processes required to turn new members of an organization into
“productive insiders”. Training is a process of transmitting and receiving information related to
problem solving. Training is a means to educate somewhat narrowly mainly by instruction, drill
and Discipline. It is referred as applying principally to the improvement of skills and hence to
learning how to perform specific tasks. Training is being defined as an act of increasing the
knowledge and skill of an employee for doing a particular job. It is concerned with imparting
specific skills for particular purposes. Training is aimed at learning a skill by a prescribed
method of application of a technique. Training is the formal procedure which a company utilizes
to facilitate learning so that the resultant behavior contributes to the attainment of the company’s
goals and objectives.

Thus, training refers to the efforts made on the part of the trainer who facilitates learning on the
part of the training to increasing skills knowledge and perfection in a specific task for efficiency
economy and satisfaction. Upon reviewing the variety of definition of training available the
following characteristics can be listed as key elements for effective training.

Effective training is the learning experience

Effective training is a planned organizational activity

Effective training is a response to identified needs.

Training enables employees to demonstrate new concepts, build skills, solve difficult
interpersonal relationship and technical problems or gain insight into behavior accepted as “the
way things are.

A key assumption of training is that by giving employees skill and insight for identifying and
defining organizational problems, individual will have greater capacity to change unproductive
and unsatisfying organizational structures and processes. It is a catalytic process that depends
largely on the abilities of informed and skilled members to develop their tools for charge.
However, the individual abilities must be simultaneously supported by organizational
accountability so that, participants use their abilities to the hilt to learn from the training
programmers and transfer those learning to the workplace and is technically termed as the
transfer of training effects. It is basically the process of increasing the knowledge and skills for
doing a particular job; an organized procedure by which people gain knowledge and skill for a
definite purpose.

Training gives people an awareness of the rules and procedures to guide their behavior. It
attempts to improve their performance on the current job or prepare them for an intended job. In
organizational terms it is intended to equip persons to earn promotion and hold greater
responsibility. Training is aimed at improving the behavior and performance. It is a never ending
or continuous process.

Notice that the last part of the definition states that training is provided for the present job. This
includes training new personnel to perform their job, introducing a new technology, or bringing
an employee up to standards. Earlier it was stated that there are four inputs to a system: people,
material, technology, and time. Training is mainly concerned with the meeting of two of these
inputs -- people and technology. That is, having people learn to master a given technology.

DEVELOPMENT

Management development is all those activities and programmer when recognized and controlled
have substantial influence in changing the capacity of the individual to perform his assignment
better and in going so all likely to increase his potential for future assignments.

Thus, management development is a combination of various training programmer, though some

kind of training is necessary, it is the overall development of the competency of managerial
personal in the light of the present requirement as well as the future requirement.
SIGNIFICANCE OF TRAINING AND DEVELOPEMENT

Optimum Utilization of Human Resources Training and Development helps in optimizing

the utilization of human resource that further helps the employee to achieve the
organizational goals as well as their individual goals.

Training and Development helps to provide an opportunity and broad structure for the
development of human resources in Technical and behavioral skills in an organization. It
also helps the employees in attaining personal growth.

Development of skills of employees Training and Development helps in increasing the

job knowledge and skills of employees at each level. It helps to expand the horizons of
human intellect and an overall personality of the employees.

Productivity Training and Development helps in increasing the productivity of the

employees that helps the organization further to achieve its long-term goal.

Team spirit Training and Development helps in inculcating the sense of team work, team
spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the
employees.

Organization Culture Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
within the organization.

Organization Climate Training and Development helps building the positive perception
and feeling about the organization. The employees get these feelings from leaders,
subordinates, and peers.
 Quality Training and Development helps in improving upon the quality of work and
work-life.

Healthy work environment Training and Development helps in creating the healthy
working environment. It helps to build good employee, relationship so that individual
goals aligns with organizational goal.

Health and Safety Training and Development helps in improving the health and safety of
the organization thus preventing obsolescence.

Morale Training and Development helps in improving the morale of the work force.

Image Training and Development helps in creating a better corporate image.

Profitability training and development leads to improved profitability and more positive
attitudes towards profit orientation.

Training and Development aids in organizational development i.e. Organization gets

more effective decision making and problem solving. It helps in understanding and
carrying out organizational policies.

Training and Development helps in developing leadership skills, motivation, loyalty,

better attitudes, and other aspects that successful workers and managers usually display.

OBJECTIVE OF STUDY

To analyze the existing training practices, its effectiveness and recommend measures to
improve the training practices in the organization.
 To study the frequency of training, training methods and their effects on the trainees and
recommend certain measures for improvement.

To understand the present practices enforced in respect of training at the personnel

department and recommend any changes if necessary.

To take feedback and analyze the level of satisfaction amongst the employees in respect
of training activities and suggest alternatives.

SCOPE OF STUDY

Training Effectiveness is the process wherein the management finds out how effective it has
been at training and developing the employees in an organization.

This study gives some suggestions for making the present training and development
system more effective.

It gives organization the direction, how to deal differently with different employees.

It identifies the training & development needs present among the employees.
CHAPTER –2

COMPANY PROFILE
INTRODUCTION OF LG COMPANY

India is the fifth largest economy in the world and has the second largest gross domestic product
among the emerging economies. Owing to its large population, the potential consumer demand is
ever increasing and consequently under appropriate conditions, strong growth performance can
be expected. The liberalization of the Indian economy that began in 1991 has started changing
regulatory, financial, and monetary policies leading to a higher pace of growth. The software
industry in India is already a world leader. The electronics industry is likely to follow.

In India, the demand of video products, such as color televisions (CTVs), VCD/DVD players,
and set-top boxes account for 90% of the consumer electronic market. Easy availability of
finance is an important factor driving growth for consumer electronics market. Some companies
are also taking advantage of this factor by teaming up with banks to offer attractive loan schemes
to consumers. According to supply projects (India market intelligent service), consumer
electronics industry in India is growing at a compounded annual growth rate (CAGR) of 11%.

The electronic industry in India constitutes just 0.7 % of the global electronic industry. Hence it
is miniscule by international comparison. However the demand in the Indian market is growing
rapidly and investments are flowing in to augment manufacturing capacity. India however
remains a major importer of electronic materials, components and finished equipment amounting
to over US$12 Billion in 2005. This is not a desirable situation and local manufacturing has to
keep pace with growing local demand. The output of the Electronic Hardware Industry in India is
worth $11.6 by at present. The breakup of production in various segments the industry is as
shown below:
 Figure 1

India is also an exporter of a vast range of electronic components and products for the following
segments -

 Display technologies
 Entertainment electronics
 Optical Storage devices
 Passive components
 Electromechanical components
 Telecom equipment
 Transmission & Signaling equipment
 Semiconductor designing
 Electronic Manufacturing Services (EMS)

The Indian Electronics Industry is slated to grow at an amazing pace for years to come.
According to a study by Ernst and Young titled “India: The Hardware Opportunity" the Indian
hardware industry has the potential to achieve revenues of $62 billion by 2010, wherein the
domestic market will account for $37 billion and exports for another $25 billion. India is the
fourth largest economy in the world, its consumption of electronics goods recorded at $12 billion
in 2003 is anticipated to grow at a startling pace. The population of India exceeds a billion, and
according to supply, the nation is projected to have a gross domestic product (GDP) growth rate
of 6 percent in 2005. With the growth of the Indian middle class and the income levels,
electronics industry (the hardware industry) is slated to grow at record levels.

In accordance with the study, the main challenge for the industry lies in the orientation and path
it takes in the years to come. The domestic Indian industry is growing at rapid pace and to grow
six-seven folds in six years is an ideal situation but very challenging. The exports are targeting
mostly the new areas of hardware manufacturing. The contract manufacturing industry all over
the world is slated to grow to $ 500 billion by 2010 and the report suggests that India might
corner $11 billion of the market, a mere 2.2%. The rest of the revenue will come from other
activities such as designing and related exports plus components exports. Depending on the
outlook, analysts have been pessimistic and optimistic on this report, whereby the optimists are
looking beyond the sales figures quoted here. Though China is slated to pick up chunk of the
share for contract manufacturing, India is also fast emerging favorite amongst the FDIs as a
target destination. Though China is the favorite India is closing in on number three for 2004 plus
India is favored for its high tech prowess and it has already cornered a major chunk of the
software contracting work. But before we get too optimistic on India’s potential, there are some
bottlenecks that have to be taken care by Enterprise India if it wants to succeed.

Says VinayDeshpande, president of MAIT, “There are four key steps which we need to take to
make India a manufacturing-friendly country. Firstly, market India as a hardware destination and
build a brand akin to software. Making India manufacturing friendly through improvements in
infrastructure and logistics should follow this. We should also emphasize on design and
innovation through the development of Indian solutions for Indian needs. All these initiatives
need to be backed up by the government with adequate funds.” But the investment requirements
to realize potential opportunities are expected to be about $9 billion and India’s track record in
attracting Foreign Direct Investments (FDI) is not something India can boast of. But to see
whether India becomes a major exporter of electronic components, in a league that will be
headed by none other than most attractive FDI destination, China, all depends on their ability to
improve infrastructure and attract the required capital investments through FDIs.
Major challenges facing the Indian electronic manufacturing market are an infrastructure that
needs to be improved at the earliest possibility, easing of foreign investment procedures, which is
underway, and a restructured government tariff that now makes domestically manufactured
goods more expensive than imported goods with zero tariff, says Bryan Wang, In-Stat analyst.

OVERVIEW OF LG AS AN ORGANISATION

LG Electronics India Pvt. Ltd., a wholly owned subsidiary of LG Electronics, South Korea was
established in January, 1997 after clearance from the Foreign Investment Promotion Board
(FIPB).

The trend of beating industry norms started with the fastest ever-nationwide launch by LG in a
period of 4 and 1/2 months with the commencement of operations in May 1997. LG set up a
state-of-the art manufacturing facility at Greater Noida, near Delhi, in 1998, with an investment
of Rs 500 Crore. This facility manufactured Color Televisions, Washing Machines, Air-
Conditioners and Microwave Ovens. During the year 2001, LG also commenced the home
production for its eco-friendly Refrigerators and established its assembly line for its PC Monitors
at its Greater Noida manufacturing unit. The beginning of 2003 saw the roll out of the first
locally manufactured Direct Cool Refrigerator from the plant at Greater Noida.

In 2006, LGEIL also up its second Greenfield manufacturing unit in Pune, Maharashtra that
commences operations in October this year. Covering over 50 acres, the facility manufactures
Color Televisions, Air Conditioners, Refrigerators, Washing Machines Microwave Ovens Color
Monitors and GSM phones.

The Greater Noida manufacturing unit line has been designed with the latest technologies at par
with international standards at Korea and is one of the most Eco-friendly units amongst all LG
manufacturing plants in the world.

LG has been able to craft out in eight years, a premium brand positioning in the Indian market
and is today the most preferred brand in the segment. Various studies have shown that the
consumer is well informed on the health awareness front. LG was one of the first companies who
recognized the emerging change in consumer needs and decided to differentiate their products on
the basis of technology which appealed to the consumer on the basis of health benefits. Its vision
was to become a 'Health Partner' for its consumers worldwide and therefore formulated its
corporate philosophy to make peoples' lives better, convenient and healthier. The CTV range
offered by LG has 'Golden Eye' technology, which senses the light levels in the room and adjusts
the picture to make it more comfortable for the eyes. The entire range of LG air-conditioners
have 'Health Air System', which not just cools, but keeps pollution out. Similarly, microwave
ovens have the 'Health Wave System', refrigerators have the 'PN System', which preserve the
nutrition in food and washing machines have 'Fabric is System', which takes the health factor
down to ones clothes. All the products offered by the company have unique technologies,
developed by its R&D departments that give customers a healthier environment to live-in.

The year 2012 witnessed LG becoming the fastest growing company in the consumer electronics,
home appliances and computer peripherals industry. The company had till the month of October
2012 achieved a cumulative turnover of Rs 5000 Cores in India since its inception in 1997,
making it the fastest ever Rs 5000 Crore clocked by any company in the Indian consumer
electronics and home appliances industry. Having achieved this milestone, LG achieved another
benchmark with the first ever sales of One Lakh ACs (Windows and Splits) in a calendar year.
In Color Televisions having set the sales target of one million units of Color Televisions for
2006, LG has already achieved the one million mark in the month ahead of its target. In 2012,
LG has emerged as the leader in Color Televisions, Semi Automatic Washing Machines, Air
Conditioners, Frost-Free Refrigerators and Microwaves Ovens. In the year 2012, LGEIL
achieved unprecedented sales efficiency both in Direct Cool and Frost Free segment and sold
more than 1 million units of refrigerators outperforming industry expectations.

LG India has also been taking on a slew of initiatives as a part of Corporate Social
Responsibility. LGEIL is proud to have adopted about 24 villages around our Greater Noida
facility. LG extends Free Medical Care, which comprises of free checkups and a free distribution
of medicines on a daily basis. LGEIL is also generating self-employment opportunities for the
people in the form of tailoring, knitting etc. in addition to all this, LG also sends veterinary
doctors regularly to these villages. Besides all this, LG India is one of the very few companies in
the country that has an internal Energy, Environment function caters to activities like Energy
Conservation, Environmental Issues, Work Place Fire, Safety and Health Department. This

And Safety as well as Occupational Health for the benefit of the employees.

VISION

LG’s vision is to bring the ‘smiling face’ to every home across the globe.The smiling face logo
symbolizes five key concepts world, future, youth Human and Technology. LG believes that an
effective combination of these elements for the organization. LGE has been exploring ways to
develop, combine, apply technologies that would customize products and services to meet
customer needs and exceed their expectations LGE are performing this task by identifying its
focus on R&D centers.

LG Electronics vision for the 21st century is to become a true global digital leader through fast
growth and fast innovation and to be known as a company who can make its worldwide
customers happy through its innovative digital products and services. LG Electronics has set its
mid-term and long-term goal to rank among the top 3 electronics, information, and
telecommunication firms in the world by 2010. Weaim to utilize our core capabilities of product
leadership, market leadership and people leadership and enhance our corporate culture of team
work and fun workplace to achieve our mission of becoming "2 by 10", that is, double our sales
volume and profit by year 2010.

PRODUCTS

LG Electronics' products include televisions, home theater systems, refrigerators, washing

machines, computer monitors, wearable device, smart appliance and smartphones.

LG Electronics launched an OLED TV in 2013 and 65-inch and 77-inch sizes in 2014. LG
Electronics introduced its first Internet TV in 2007, originally branded as "NetCast
Entertainment Access" devices. They later renamed the 2011 Internet televisions to "LG Smart
TV" when more interactive television features were added, that enable the audience to receive
information from the Internet while at the same time watching conventional TV programming. In
November 2013, a blogger discovered that some of LG's smart TVs silently collect filenames
from attached USB storage devices and program viewing data, and transmit the information to
LG's servers and LG-affiliated servers. Shortly after this blog entry went live, LG disabled
playback on its site of the video, explaining how its viewer analytics work, and closed the
Brightcove account the video was hosted on. By December 2013, the page itself was removed
from LG's website.

LG's remote uses Hillcrest Labs' Freespace technology to allow users to change channels using
gestures and Dragon NaturallySpeaking technology for voice recognition.

Mobile

LG Electronics manufactures a wide range of smartphones and tablet devices.Other than the G3,
LG officially unveiled the curved smartphone, G Flex, on 27 October 2013. LG has released it in
South Korea in November 2013, and later announced releases in Europe, the rest of Asia, and
North America.At Consumer Electronics Show in January 2014, LG announced an U.S. release
for the G2 across several major carriers. In 2015, LG has released LG G4 .
Tablet

In 2014, LG revealed three new additions to the G series of tablets, which each include LG's
Knock Code feature, allowing users to unlock devices with a series of taps. The tablets also
feature Q Pair which allows tablets to sync up with a smartphones, and for phone calls and text
messages passed on to the tablet in real time.

Home application

LG manufactures and sells home appliance products such as refrigerators, washers and dryers,
vacuum cleaners, kitchen appliances, and residential air conditioners. In June 2014, LG
Electronics also announced the launch of its smart appliances with HomeChat™ messaging
service in South Korea. HomeChat™ employs LINE, the mobile messenger app from Korean
company 'Naver', to let homeowners communicate, control, monitor and share content with LG’s
smart appliances. Users can send simple messages, such as "start washing cycle," in order to
control their washing machines.

SPONSORSHIP

In August 2013, it was announced that LG Electronics would sponsor German Bundesliga club
Bayer 04 Leverkusen for the next three years with an option to extend for one more year. In the
U.S., LG Electronics' brand and product advertisements can be seen in Dodger Stadium of the
Los Angeles Dodgers and Great American Ball Park of the Cincinnati Reds. LG sponsors the
International Cricket Council, the world governing body for cricket, and also sponsors ICC
Awards. LG also sponsors two Korean professional golf players Ja-young Kim and Bomi Lee.

From 2009 to 2013, LG Electronics sponsored Formula One for 5 years as a Global Partner and
Technology Partner of Formula One. until 2013. LG was also an official supplier to Virgin
Racing and Lotus Racing team, plus engine manufacturer Cosworth from 2010-2012.

LG Electronics sponsored the English football club Weyside Rovers (Guildford) from 2000 until
2002 and the English football club Fulham F.C until July 2010. LG sponsored the Brazilian
football club Sao Paulo FC from 2001 to 2009, during which time the club were the winners of
the 2005 FIFA Club World Championship. LG currently[when?] sponsor the Australian Football
League team Fremantle Football Club, the Costa Rican football club LigaDeportivaAlajuelense,
the Australian National Rugby League team Cronulla Sharks(now[when?] discontinued), and the
Argentinian club Boca Juniors. LG also sponsors London Fashion Week and the LG Arena in
Birmingham.

During the period 2001–2003, LG sponsored the snooker Grand Prix. During these years the
tournament was known as the LG Cup. In 2008 LG became sponsors of the Extreme Sport 'FSO4
Freeze' festival. LG sponsored the LG Mobile World Cup texting competition.

ENVIROMENTAL RECORD

LG is listed in Greenpeace’s Guide to Greener Electronics where it ranked 13th (jointly with
Toshiba) out of 15 leading electronics makers in November 2011, scoring 2.8 out of 10. LG
benefited from having a penalty point lifted from the previous edition (October 2010). The
company was penalized for failing to meet its commitment to make products free of polyvinyl
chloride (PVC) plastic and brominated flame retardants (BFRs) by the end of 2010. All of LG's
mobile phones are now free from PVC and BFRs while other products such as TVs and
notebooks contain PVC/BFR free parts; LG aims to phase these substances out from TVs
monitors and PCs by 2012 and household appliances by 2014.

In the Guide the company scored badly on the Energy criteria, being criticized for setting a weak
target for the reduction of greenhouse gas emissions and not making renewable energy part of its
low carbon strategy. In 2014 LG started building 19 MW of solar systems on top of its factory
roofs to use significant amounts of renewable power. LG scored most points in the Sustainable
Operations category with the company providing take-back for obsolete phones in 52 countries
and being in the process of addressing the issue of conflict minerals. The guide warned that LG
risks incurring a penalty point in future editions as it was still being listed as a client of Asia Pulp
and Paper (APP) who have been linked to illegal logging and deforestation in Indonesia

Choice magazine, in independent tests of popular LG fridge models in 2010, found the energy
consumption in two models was higher than claimed by LG. LG was aware of the problem and
had offered compensation to affected customer .In 2004, LG made 4A-rated water efficiency
claims for numerous washing machines before they were certified. LG gave undertakings to the
Australian Competition and Consumer Commission (ACCC) to provide appropriate corrective
notices and upgrade and maintain its trade practices compliance program. In 2006, LG overstated
energy efficiency on five of its air conditioner models and was again required to offer consumers
rebates to cover the extra energy costLG now has internal lawyers check all product claims and
since this thorough system has been implemented - no additional issues aros.

METHODS OF TRAINING IN LG PVT LTD

METHODS OF

ON- THE- JOB OFF- THE- JOB

Figure 2

ON-THE-JOB TECHNIQUES

On the job techniques enables managers to practice management skills, make mistakes and learn
from their mistakes under the guidance of an experienced, competent manager. Some of the
methods are as:

 Job Rotation: It is also referred to as cross straining. It involves placing an employee on

different jobs for periods of time ranging from a few hours to several weeks. At lower job
levels, it normally consumes a short period, such as few hours or one or two days. At higher
job levels, it may consume much larger periods because staff trainees may be learning
complex functions and responsibilities.

Job rotation for managers usually involves temporary assignments that may range from several
months to one or more years in various departments, plants and offices.Job rotation for trainees
involves several short-term assignments, that touch a variety of skills and gives the trainees a
greater understanding of how various work areas function.For middle and upper level
management, it serves a slightly different function. At this stage, it involves lateral promotions,
which last for one or more years. It involves a move to different work environment so that
manager may develop competence in general management decision-making skills.

 Enlarged and enriched job responsibilities: By giving an employee added job duties, and
increasing the autonomy and responsibilities associated with the job, the firm allows an
employee to learn a lot about the job, department and organization.

 Job instruction training: It is also known as step-by-step training. Here, the trainer
explains the trainee the way of doing the jobs, job knowledge and skills and allows him to
do the job. The trainer appraises the performance of the trainee, provides feedback
information and corrects the trainee. In simple words, it involves preparation, presentation,
performance, and tryout and follows up.

 Coaching: The trainee is placed under a particular supervisor who functions as a coach in
training the individual. The supervisor provides the feedback to the trainee on his
performance and offers him some suggestions for improvement. Often the trainee shares
some duties and responsibilities of the coach and relives him of his burden. A drawback is
that the trainee may not have the freedom or opportunity to express his own ideas.

 Committee assignments: Here in, a group of trainees are given and asked to solve an actual
organizational problem. The trainees solve the problem jointly. This develops team work and
group cohesiveness feelings amongst the trainees.

 Off-the-job training:It includes anything performed away from the employee’s job area or
immediate work area. Two broad categories of it are:
 In house programmers: These are conducted within the organizations own training
facility; either by training specialists from HR department or by external consultant
or a combination of both.

Off-site programmers:It is held elsewhere and sponsored by an educational

institution, a professional association, a government agency or an independent
training and development firm.

The various off- the- job-training programmers are as follows:

 Vestibule training:Herein, actual work conditions are simulated in a classroom.

Material, files and equipment those are used in actual job performance are also used in
training. This type of training is commonly used for training personnel for clerical and
semiskilled jobs. The duration of this training ranges from few days to a few weeks.
Theory can be related to practice in this method.

 Role-playing: It is defined as a method of human interaction that involves realistic behavior

in imaginary situations. This method involves action doing and practice. The participants
play the role of certain characters, such as production manager, HR manager, foreman,
workers etc. This method is mostly used for developing interpersonal interactions and
relations.

 Lecture method: The lecture is a traditional and direct method of instruction. The
instruction organizes the material and gives it to the group of trainees in the form of a talk.
To be effective, the lecture must motivate and create interest among the trainees. An
advantage of this method is that it is direct and can be used for a large group of trainees.
 Conference or discussion: It is a method in training the clerical, professional and
supervisory personnel. It involves a group of people who pose ideas, examine and share facts
and data, test assumptions and draw conclusions, all of which contribute to the improvement
of job performance. It has an advantage that it involves two-way communication and hence
feedback is provided. The participants feel free to speak in small groups. Success depends
upon the leadership qualities of the person who leads the group.

 Programmed instruction: This method has become popular in recent years. The subject
matter to be learned is presented in a series of carefully planned sequential units. These units
are arranged from simple to mere complex levels of instructions. The trainee goes through
these units by answering questions or filling the blanks. This method is expensive and time
consuming.
EXISTING TRAINING ACTIVITIES IN LG

TRAINING PROGRAMMES IN LG

LG follows the philosophy to establish and build a strong performance driven culture with
greater accountability and responsibility at all levels. To that extent the Company views
capability as a combination of the right people in the right jobs, supported by the right processes,
systems, structure and metrics.

The Company organizes various training and development programmers, both in-house and at
other places in order to enhance the skills and efficiency of its employees. These training and
development programmers are conducted at various levels i.e. for workers and for officers etc.
THE VARIOUS TRAINING PROGRAMMES ATTENDED BY THE OFFICERS OF LG: -

Table -1

S.no Training programmers Duration No. of Designation

participants

1 Baking with Soy 2 days 1 Officer

2 Land Mark Seminar 1 day 5 Manager,

Officers

3 Contract Labor 1 day 2 Managers

4 Lean Manufacturing 2 days 2 Managers

Implementation

5 Risk assessment in work 1 day 1 Officer

place

6 Productivity and 2 days 4 Officers

Accomplishment

7 Adv. Technology mgmt for 2 days 1 Officer

prevention and control of

Pollution

8 Bearing Maintenance 1 day 1 Officer

technology

9 Good Auditing Practices 1 day 1 Manager

10 HACCP/GMP/GHP 2 day 4 Officers

 11 Occupational health and 2 day 1 Officer
safety

12 Sales training programmer 3 days 3 Sales territory

Incharge

13 Assessment centre 2 days 16 Officers

14 Landmark Forum 3 days 7 Managers,

Programmer officers

15 Excellence in Manufacturing 2 days 3 Officers

by eliminating stock-outs

16 XIV training programmer 4 days 4 Officers

17 Occupation and health 2 days 1 Officer

18 Training for INKJET printer 4 days 7 Managers,

officers

VARIOUS TRAINING PROGRAMMES ORGANISED FOR THE WORKERS IN LG:-

Table -2

S.no Training Programmers Duration Conducted by

1 ISO 9000 and ISO 14000 refresher 1 day Worker teachers

programmer

2 Personality development 2 days Worker teachers

3 Worker teacher’s day 1 day Worker teachers

4 ISO 14000 awareness ½ day Worker teachers

5 National safety day 1 day Worker teachers

6 Fire fighting ½ day Security officer

7 Worker’s participation in 3 days Central board of worker’s

management association

8 Educational trip to Haridwar, 7 days Worker teachers

Rishikesh, Dehradun

9 Gemba- Kaizen workshop 5 days Kaizen institute

10 Security and fire fighting 1 day Worker teachers

11 Positive approach 1 day Worker teachers

12 Vipassana meditation 2 days VipassanaSadhnaSansthan

13 Worker’s children- Workshop for 1 day ShakuntalaAnand

young people, personality
development

TRAINING IN LG

LG provides training to all its employees as per the policy of the organization.

PURPOSE OF TRAINING: To ensure availability of trained manpower.

SCOPE: All categories of employees.

IDENTIFICATION OF NEEDS

Management Staff

The Performance Appraisal form of the organization has a section in which the training and
development needs are filed up. The person whom the concerned employee is reporting fills the
Performance Appraisal form annually. Such person may be a branch head or department head.
Identification of training need is done at the Executive Office (EO) level for the managers
through the Performance Appraisal forms annually and the records are maintained at the
Executive Office. Managers are nominated for the various training courses by the Executive’s
Office. Managers may also be nominated to certain training programmers from the branch if the
subject’s covered are found to be of interest or if they offer a learning opportunity in some
emerging areas of knowledge.

Training needs for the department through their Performance Appraisal forms identifies the
officers, which are filled in by the department head. The Performance Appraisal forms thus give
the emerging training needs. This exercise is carried out annually.

Staff and Workers

Training needs for staff and workers are identified based on:

 Company’s strategy and policy.

Organizational Thrust Areas.
New Emerging Areas.

This together gives the consolidated system of needs that is prepared by the Personnel
Officer and approved by the Department Head.

PREPARATION OF TRAINING PLAN IN LG

On the basis of identified training needs, the annual training calendar is prepared by the
Personnel officer and approved by the Personnel Head.

Annual Training Budget is prepared by Branch Personnel Head and is approved by Executive
Office. This gives the final list of training activities in a particular year. It is attempted to carry
out all the programmers to fulfill the identified needs. The Head of the Personnel Department
monitors the actual training conducted vis-à-vis the identified training needs on a monthly basis.
IMPARTING OF TRAINING

Actual training is imparted with the help of in-house and outside agencies. The selection of these
agencies is done on the basis of reputation; programmers offered by them, past experience and
feedback received from the earlier participants.

Training is also impacted by nominating the concerned employee for an external training
programmer. All records of the training are maintained at branch as per Record of Training in the
Personnel folder and the same is intimated to the Executive Office Personnel through the
Monthly Personnel Report.

FEEDBACK

A feedback is taken from the participants through a questionnaire on the programmer and their
impressions in order to further improve upon the same. There are three such questionnaires
available and one of these is used depending upon the nature of the training programmer and the
level of participants. Also, a person from the personnel department sits through the final session
of the programmer and takes the verbal feedback about the programmer.

INDUCTION TRAINING

Staff/ Officers/ Managers

This is carried out as the very first step for any new entrant into the branch at the Staff/
Officer/ Manager Level.The department prepares a schedule for the employee as per which
he is required to spend specific time in each department. During such period, he is reporting
to the respective department head.

The objective of the induction programmer is to familiarize the participant to the function of
different department. The copies of the same are sent to the General Manager and all concerned.
At the end of the induction, the trainee has to submit a report to the Personnel Department.
 Workers

In the case of a new entrant, he is called in General shift for 2 days for training under a senior
worker to familiarize him with the welfare facilities like card punching, canteen, public
conveniences, rules and regulations, standing orders, shift timings, spell outs, medical facilities,
leave procedures etc. After two days of training, he is deployed in the concerned department. The
Personnel Officer organizes this.

 Management Trainee’s Training

Management trainees are given a fortnight of induction programmer. Corporate HR advises it as

per Management Trainee Training programmer designed by them.

Thereafter, a detailed training programmer is carried out whereby the incumbent is to understand
in depth of working of each department at various locations as per the programmer given by the
Corporate HR. Corporate HR maintains all relevant records pertaining to Management Trainee’s
training at Bangalore.
CHAPTER –3

ABOUT THE TOPIC

TRAINING

MEANING

Dale S. Beach defines training as ‘the organized procedure by which people learn knowledge
and/or skill for a definite purpose’. Training refers to the teaching and learning activities carried
on for the primary purpose of helping members of an organization acquire and apply the
knowledge, skills, abilities, and attitudes needed by a particular job and organization.

According to Edwin Flippo, ‘training is the act of increasing the skills of an employee for doing
a particular job’.

NEED OF TRANING

Every organization should provide training to all the employees irrespective of their
qualifications and skills.

Specifically the need for training arises because of following reasons:

1. Environmental changes:

Mechanization, computerization, and automation have resulted in many changes that require
trained staff possessing enough skills. The organization should train the employees to enrich
them with the latest technology and knowledge.

2. Organizational complexity:

With modern inventions, technological upgradation, and diversification most of the organizations
have become very complex. This has aggravated the problems of coordination. So, in order to
cope up with the complexities, training has become mandatory.

3. Human relations:

Every management has to maintain very good human relations, and this has made training as one
of the basic conditions to deal with human problems.
4. To match employee specifications with the job requirements and organizational needs:

An employee’s specification may not exactly suit to the requirements of the job and the
organization, irrespective of past experience and skills. There is always a gap between an
employee’s present specifications and the organization’s requirements. For filling this gap
training is required.

5. Change in the job assignment:

Training is also necessary when the existing employee is promoted to the higher level or
transferred to another department. Training is also required to equip the old employees with new
techniques and technologies.

IMPORTANCE OF TRANING

Training of employees and mangers are absolutely essential in this changing environment. It is
an important activity of HRD which helps in improving the competency of employees. Training
gives a lot of benefits to the employees such as improvement in efficiency and effectiveness,
development of self confidence and assists every one in self management.

The stability and progress of the organization always depends on the training imparted to the
employees. Training becomes mandatory under each and every step of expansion and
diversification. Only training can improve the quality and reduce the wastages to the minimum.
Training and development is also very essential to adapt according to changing environment.

TYPE OF TRANING

Various types of training can be given to the employees such as induction training, refresher
training, on the job training, vestibule training, and training for promotions.
Some of the commonly used training programs are listed below:

1. Induction training:

Also known as orientation training given for the new recruits in order to make them familiarize
with the internal environment of an organization. It helps the employees to understand the
procedures, code of conduct, policies existing in that organization.

2. Job instruction training:

This training provides an overview about the job and experienced trainers demonstrates the
entire job. Addition training is offered to employees after evaluating their performance if
necessary.

3. Vestibule training:

It is the training on actual work to be done by an employee but conducted away from the work
place.

4. Refresher training:

This type of training is offered in order to incorporate the latest development in a particular field.
This training is imparted to upgrade the skills of employees. This training can also be used for
promoting an employee.

DEVELOPMENT

MEANING

1. The systematic use of scientific and technical knowledge to meet specific objectives or
requirements.

2. An extension of the theoretical or practical aspects of a concept, design, discovery, or

invention.
3. The process of economic and social transformation that is based on complex cultural and
environmental factors and their interactions.

4. The process of adding improvements to a parcel of land, such as grading, subdivisions,

drainage, access, roads, utilities.

TYPE OF DEVELOPMENT

1. Onsite Upgrading

The greatest advantage of the relocation strategy is that it usually comes with housing security,
through land use rights, outright ownership or some kind of long-term land lease. Relocation
sites can sometimes be far from existing communities, job opportunities, support structures and
schools. In these cases, community members who want to keep their old jobs or attend the same
schools must bear the burden of additional traveling time and expense and must adapt themselves
to a new environment. But in many towns and cities around the country, resourceful
communities are finding bits of land to buy or rent cheaply for their housing that are not far away
atall

In Baan Mankong, we distinguish between NEARBY RELOCATION projects (within 5

kilometers of the original settlement) and RELOCATION projects (more than 5 kms away).

In all cases of relocation - whether it is nearby or not-so-nearby relocation - communities face

the cost of reconstructing their houses at the new site, and in some cases the additional burden of
land purchase payments. But tenure security tends to be a big incentive to invest in housing and
environmental development at the new community.

Slum upgrading is a way of improving the physical environment and basic services in existing
communities, while preserving their location, character and social structures. Usually upgrading
means that the houses, lanes, roads and open spaces are improved, without changing the layout
or plot sizes. Besides improving the physical conditions and quality of life in these poor
communities, the physical improvements made under an upgrading process can act as a
springboard for other kinds of development among community members such as income
generation, welfare and community enterprises.

2. On-site REBLOCKING

Reblocking is a more systematic way of improving the infrastructure and physical conditions in
existing communities by making some adjustments to the layout of houses and roads to install
sewers, drains, walkways and roads, but doing so in ways which ensure the continuity of the
community. Communities can then develop their housing gradually, at their own pace. When
communities opt for reblocking, some houses usually have to be moved and partially or entirely
reconstructed to improve access. Some lanes may also have to be re-aligned to enable drainage
lines, water supply systems or sewers to be constructed. Reblocking is often undertaken in cases
where communities have negotiated to buy or obtain long-term leases for the land they already
occupy. In both cases, the process of reblocking is an important step in the progress towards land
tenure security and improved husing.

3. LAND SHARING

Land-sharing is a housing and settlement improvement strategy which allows both the land-
owner and the community people living on that land to benefit. After a period of negotiation and
planning, an agreement is reached to “share” the land, where the settlement is divided into two
portions. The community is given, sold or leased one portion (usually the less commercially
attractive part of the site) for reconstructing their housing, and the rest of the land is returned to
the land-owner to develop. There’s no rule about how the land is divided: the amount of land the
people get and how much goes back to the owner is settled during the negotiations.
At the core of a land sharing process is the ability to translate conflicting needs and conflicting
demands into a compromise which takes a concrete “win-win” form, and which is acceptable to
all parties involved. The people may end up with less area than they had before, and the land-
owner may get back less-than-all of his land, but the trade-off is that the poor will no longer be
squatters but the legal owners or tenants of their land. And the landlord finally gets to develop
the land.
he greatest advantage of the relocation strategy is that it usually comes with housing security,
through land use rights, outright ownership or some kind of long-term land lease. Relocation
sites can sometimes be far from existing communities, job opportunities, support structures and
schools. In these cases, community members who want to keep their old jobs or attend the same
schools must bear the burden of additional traveling time and expense and must adapt themselves
to a new environment. But in many towns and cities around the country, resourceful
communities are finding bits of land to buy or rent cheaply for their housing that are not far away
atall.
In Baan Mankong, we distinguish between NEARBY RELOCATION projects (within 5
kilometers of the original settlement) and RELOCATION projects (more than 5 kms away).

In all cases of relocation - whether it is nearby or not-so-nearby relocation - communities face

the cost of reconstructing their houses at the new site, and in some cases the additional burden of
land purchase payments. But tenure security tends to be a big incentive to invest in housing and
environmental development at the new community.

METHOD

 Cause-and-effect method of development begins with either the cause or the effect of
an event. This approach can be used to develop a report that offers a solution to a
problem, beginning with the problem and moving on to the solution or vice versa.

 Chronological method of development emphasizes the time element of a sequence, as

in a trouble report that traces events as they occurred in time.

 Comparison method of development is useful when writing about a new topic that is in
many ways similar to another topic that is more familiar to your readers.

 Definition method of development extends definitions with additional details, examples,

comparisons, or other explanatory devices. See also defining terms.
  Division-and-classification method of development either separates a whole into
component parts and discusses each part separately (division) or groups parts into
categories that clarify the relationship of the parts (classification).

 General and specific methods of development proceed either from general information
to specific details or from specific information to a general conclusion.

 Order-of-importance method of development presents information in either decreasing

order of importance, as in a proposal that begins with the most important point, or
increasing order of importance, as in a presentation that ends with the most important
point.

 Sequential method of development emphasizes the order of elements in a process and is

particularly useful when writing step-by-step instructions.

 Spatial method of development describes the physical appearance of an object or area

from top to bottom, inside to outside, front to back, and so on.

IMPORTANCE

Organizational change

The process of organizational development identifies areas of company operations where change
is needed. Each need is analyzed, and the potential effects are projected into a change
management plan. The plan outlines the specific ways in which the change will improve
company operations, who will be affected by the change and how it can be rolled out efficiently
to employees. Without organizational development as part of change management, a company
would have a difficult time developing effective change management programs.

Growth

Organizational development is an important tool in managing and planning corporate growth. An

organizational development analysis brings together sales projections and consumer demand to help
determine the rate of company growth. This information is used to alter the company business plan and
plan the expansion and use of company resources such as personnel and the distribution network to
accommodate future growth.

Work processes

When a company is involved in organizational development, it analyzes work processes for

efficiency and accuracy. Any quality control measures required to attain company standards are
put in place. Evaluators analyze duplicate process, or processes that can be combined for greater
efficiency, and develop and implement detailed plans on how to improve company methods.

Product innovation

Product innovation requires the analysis of several kinds of information to be successful.

Organizational development is critical to product innovation because it can help analyze each
element of product development and create a method for using it effectively. Some of the
processes that come together in organizational development to assist in product innovation are
competitive analysis, technology development, consumer preferences, target market research,
manufacturing capabilities analysis and patents and trademarks.

CONCEPTUALISATION

The study findings support the general argument proposed in HRD literature regarding the role
of T&D philosophy in guiding the related actions, but also indicate that the way of thinking
about T&D is shaped through the prism of the ‘situation needs’ and T&D ‘utility’. Furthermore,
this study argues that the perceptions, understanding and application of T&D are influenced by a
number of interrelated factors, most importantly, industry and organizational internal
specification and needs.

Further, it provides explanation of how the situation is constructed, which is turn helps in filling
the gap in Arab literature in this area. Finally, for the managerial contribution, this study
proposed a model for T&D management that could be consistent with participants’ perceptions
and with the acceptable philosophical perspective. Furthermore, the model takes account of the
explored T&D problems and obstacles.
FOCUS

The main focus of training and development is in any company or organization that aims at
progressing. Training is simply a process of acquiring the essential skills required for a certain
job. Its main focus is to train the employees in any organization. It targets specific goals, for
instance understanding a process and operating a certain machine or system. On the other side
development, put emphasis on broader skills, which are applicable in a wide range of situations.
This includes decision making, thinking creatively and managing people.

.
CHAPTER-4
LITERATURE REVIEW
LITERATURE REVIEW

According to the Edwin B Flippo, “Training is the act of increasing knowledge and skills of an
employee for doing a particular job.”

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)

(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’
CHAPTER-5
RESEARCH MEHODOLOGY
RESEARCH METHODOLOGY

“Research Methodology comprises defining and redefining problems, formulating, hypotheses or

suggesting solution, collecting organization and evaluating data, making deduction and
researching conclusion and at last carefully testing confusion to determent weather they fit
formulated hypotheses.

According to Clifford Woody,

“Research Methodology comprises of defining & redefining problems, collecting, organizing

&evaluating data, making deductions & researching to conclusions.”

Accordingly, the methodology used in the project is as follows: -

Defining and redefining problem

 Formulating hypotheses – suggesting solution.

Collecting organizing and evaluating data.

Making reduction and reaching conclusion.

RESEARCH DESIGN
Exploratory Research-
It is type of study where the researcher just explores for the knowledge. He wants to be
familiar with the subject. The reason may be that he wants to define or redefine his
research problem. He want formulate a hypothesis to be tested or he want to create a
good research design for his research etc.
 Descriptive Research Design
It goes a step further than the exploratory research. It helps research in describing
accusatory phenomena, process, people, event, object etc. It helps in describe in the
characteristic of its subject and through this one can go to further step of classifying the
thing.
Experimental Research Design
It refer to research design where the research manipulates distribute or interferes with the
independent variable. Deliberately planned and control with an observed it effect on the
dependent variable.

I have used “Descriptive Research Design” in my training report.

SELECTION OF SAMPLE SIZE

50 officials and employees of LG will be selected at random from all the departments of the
organization and feedback forms (questionnaire) will be obtained. The data will be analyzed in
order to arrive at present training practices in the organization.

The technique of Random Sampling will be used in the analysis of the data. Random sampling
from a finite population refers to that method of sample selection, which gives each possible
sample combination an equal probability of being picked up and each item in the entire
population to have an equal chance of being included in the sample. This sampling is without
replacement, i.e. once an item is selected for the sample, it cannot appear in the sample again.

STATISTICAL TOOLS USED

The main statistical tools that will be used for the collection and analyses of data in this project
are:

Questionnaire
Pie Charts
Tables
DATA COLLECTION

To determine the appropriate data for research mainly two kinds of data will be collected namely
primary & secondary data as explained below:

PRIMARY DATA

Primary data are those, which were collected afresh & for the first time and thus happen to be
original in character. However, there are many methods of collecting the primary data; all will
not be used for the purpose of this project. The ones that will be used are:
Questionnaire
Informal Interviews
Observation

SECONDARY DATA

Secondary data is collected from previous researches and literature to fill in the respective
project. The secondary data will be collected through:

Text Books
Articles
Journals
Websites
ANALYSIS PATTERN

Various statistical tools are used in succeeding pages.

The main statistical tools that will be used for the collection and analyses of data in this project
are:

Questionnaire
Tables

HYPOTHESIS

Because one of the purposes of this study is to replicate the experiment conducted by C&H, the
first nine hypotheses are the same as those that appeared in the original study.

C&H HYPOTHESES:

H1: Subjects who receive behavior modeling training will develop higher perceptions of
computer self-efficacy than subjects who receive non modeling training.

H2: Subjects who receive behavior modeling training will develop higher outcome expectations
than subjects who receive non-modeling training.

H3: Subjects who receive behavior modeling training will score higher than those in non-
modeling training on measures of performance.

H4: Individuals with high computer self-efficacy will demonstrate higher outcome expectations
regarding computer use than individuals with low self-efficacy.

H5: Individuals with high computer self-efficacy will score higher than those with low computer
self-efficacy on measures of performance.

H6: Individuals who expect positive outcomes from their use of computers will exhibit higher
performance than those who do not expect positive outcomes.
H7: Subjects with higher prior computer performance scores will develop higher perceptions of
computer self-efficacy than subjects with lower prior performance scores.

H8: Subjects with higher prior computer performance scores will develop higher outcome
expectations than subjects with lower prior performance scores.

H9: Subjects with higher prior performance scores will exhibit higher performance than subjects
with lower prior performance scores. (Campeau and Higgins, 1995)

C&H found little or no support for Hypotheses 2, 6, and 8, which involve outcome expectations.
They reasoned that because performance is a short-term measure, while outcome expectations
involve a long-term perspective, a comparison of the two variables is not possible in a single test
of performance. Although their reasoning appears rational in light of their findings, Bandura
(1977, 1978) argues that outcome expectations do affect performance and are, in turn, affected
by prior performance, behavior modeling, and self efficacy. This paper again hypothesizes and
tests these relationships to determine if the original "null" findings were mere artifacts of the data
or actual "null" effects.
CHAPTER – 6

DATA ANALYSIS AND

INTERPRETATION
Q.1. Does training helps to improve employee- employer relationship?

a) Yes

b) No

Answer:

Table-3
(Response regarding employee- employer relationship)
S.NO. OPINION %

1 Yes 85

2 No 15

Figure -4

(Response regarding employee- employer relationship)

Q.2. According you how many times training program should be conducted?

a) Every month

b) Every quarter

c) Half yearly

d) Once in a year

Answer:

Table-4

(Response regarding training programs conduct)

S.NO. OPINION %

1 Every month 23

2 Every quarter 35

3 Half yearly 20

4 Once in a year 22

Figure -5

(Response regarding training programs conduct)

Q.3. Does training helps to increase the motivation level of employees?

a) Yes

b) No

Answer:

Table-5
(Response regarding motivation level)
S.NO. OPINION %

1 Yes 82

2 No 18

Figure -6 (Response regarding motivation level)

Q.4. Does training enables employees more productive?

a) Yes

b) No

Answer:

Table-6
(Response regarding employee’s productivity)
S.NO. OPINION %

1 Yes 79

2 No 21

Figure -7
(Response regarding employee’s productivity)
Q.5. Are you satisfied with present method of selection of candidates for training?

a) Yes

b) No

Answer:

Table-7
(Response regarding present method of selection)
S.NO. OPINION %

1 Yes 86

2 No 14

Figure -8
(Response regarding present method of selection)
Q.6. Do you agree that training is well planned in this organization?

(a) Yes

(b) No

Answer:

Table-8
(Response regarding the well planned training)

S.NO. OPINION %

1 Yes 87

2 No 13

Figure -9
(Response regarding the well planned training)
Q.7. Do y ou agree that training duration is sufficient?

a) Strongly Agree

b) Agree

c) Neither Agree nor Disagree

d) Disagree

e) Strongly Disagree

Answer:

Table-9
(Response regarding time duration)
S.NO. OPINION %

1 Strongly Agree 25

2 Agree 27

3 Neither Agree nor Disagree 24

4 Disagree 10

5 Strongly Disagree 14

6 Strongly Agree 0
 Figure -10
(Response regarding time duration)
Q.8. Is the t rai ni ng prog r am he lp ful in lo ng run?

(a) Yes

(b) No

Answer:

Table-10
(Response of helpfulness of the training program)
S.NO. OPINION %

1 Yes 87

2 No 13

Figure -11
(Response of helpfulness of the training program)
Q.9. Was the training program helpful in personal growth?

a) Yes

b) No

Answer:

Table-11

(Response regarding personality development)

S.NO. OPINION %

1 Yes 79

2 No 21

Figure -12

(Response regarding personality development)

Q.10. What is your opinion about present training system?

a) Excellent

b) Average

c) Good

d) Below Average

Answer: Table-12

(Response regarding present training system)

S.NO. OPINION %

1 Excellent 20

2 Good 16

3 Average 19

4 Poor 45

Figure -13
(Response regarding present training system)
Q.11. Do you agree that the instructor responses to trainees ‘doubts?

a) Strongly Agree

b) Agree

c) Neither Agree nor Disagree

d) Disagree

e) Strongly Disagree

Answer:

Table-13

(Response regarding instructor responses to trainees doubts)

S.NO. OPINION %

1 Strongly Agree 20

2 Agree 16

3 Neither Agree nor Disagree 19

4 Disagree 32

5 Strongly Disagree 13

Figure -14

(Response regarding instructor responses to trainees doubts)

Q.12.How would you rate the overall training process in LG.?

a) Excellent

b) Very good

c) Good

d) Average

e) Poor

Answer:

Table-14

(Response regarding rating of the training process)

S.NO. OPINION %

1 Excellent 34

2 Very good 27

3 Good 19

4 Average 0

5 Poor 20
 Figure -15

(Response regarding rating of the training process)

INTERPRETATION

 85% respondent feels that the training helps to improve employee- employer relationship
but 15% feels that it was not helpful. So the organization should use better hi-tech
methods for training to increase the employer- employee relationship.

 23% respondent feels that these training programs conduct in LG Ltd. in every month.
But 35% feels that its conduct in LG Ltd. in every quarter and 20% feels half yearly and
22% feels once in a year. They believe that the number of training programmers
organized in a year should be increased and some in house training programmers should
also be organized by the organization regularly.

 82% respondent feels that the training helps to increase the motivation level of employees
but 18% feels that it was not helpful. So these training programs are more helpful when
the organization use better methods to increase the motivation level of employees.

 79% respondents feels that the training enables employees more productive in LG but the
21% feels that the it was not helpful to employees to more productive. The respondents
were of the opinion that having better topics for the training programmers’ would help
them increase employees more productive.

 86% respondents satisfied with present method of selection of candidates for training in
LG Ltd. but the 14% feels that it was not helpful to selection of candidates for training.
The organization should use better hi-tech methods for training to present methods of
selection of candidates for training in LG Ltd.
 87% of the respondents feel that the training programmers are well planned and 13%
think that the programmers are not well planned. The organization should be training
programs well planned.

 52% respondents feel that the time duration of the training programmer was adequate but
24% feel that it was insufficient in LG td. Also, 24% could not comment on the question.
All the respondents though felt that increase in time limit of the programmers would
certainly be beneficial and the organization should plan for this to be implemented in the
near future.

 87% respondents believe that the training programmers are helpful in long run of LG Ltd.
organization but 17% disagree to this. The view of the respondents was towards having
more technological and current topics for the training programmers which could help
them to long run of the organization.

 79% respondent feels that the training helps to improve employee’s personal growth but
21% feels that it was not helpful. So the organization should use better hi-tech methods
for training to increase the employee’s personal growth.

 55% of the respondents feel that the present training systems are good. 45% think that the
programmers are not so well. The respondents were of the opinion that having better
topics for the training programmers’ would help them increase training programs more
effective.

 36% respondents believe that the instructor responses to trainee’s doubts in organization
but 45% disagree to this. Also, 19% could not comment on the question. The view of the
respondents was believed that the instructor should be more response to the trainee’s
doubts.
 80% respondents believe that the overall good training process in LGLtd. but 20%
disagree to this. The organization should use better hi-tech methods for training to better
process of training in LG Ltd.
CHAPTER-7

FINDINGS
FINDINGS

The major findings of the project are enumerated as follows:

 Training is considered as a positive step towards augmentation of the knowledge base by

the respondents.

 The objectives of the training programmers were broadly known to the respondents prior to
attending them.

 The training programmers’ were adequately designed to cater to the developmental needs
of the respondents.

 Some of the respondents suggested that the time period of the training programmers’ were
less and thus need to be increased.

 Some of the respondents also suggested that use of latest training methods will enhance the
effectiveness of the training programmers’.

 Some respondents believe that the training sessions could be made more exciting if the
sessions had been more interactive and in line with the current practices in the market.

 The training aids used were helpful in improving the overall effectiveness of the training
programmers’.
 The training programmers’ were able to improve on-the-job efficiency.

 Some respondents also recommended that the number of training programmers’ be

increased.
CHAPTER – 8

SUMMERY AND CONCLUSION

SUMMAERY

Training enhances the overall performance of an organization in various ways. The major areas
where employees are normally trained in an organization are Soft- skill Development,
Personality Development, Interpersonal Relationship, Problem solving techniques, Managerial
and Supervisory Training Program, quality improvement programs, technical processes, quality
circle programs, Time management skills, employee efficiency development programs, violence
prevention programs, regulatory compliances, goal setting and implementation of programs,
workplace safety management, workplace communication, and so on. Training enables the
employees to develop their skills within the organization and hence naturally helps to increase
the organization’s market value, earning power of the employees and job security of the
employees. Training moulds the employee’s attitude and helps them to achieve a better
cooperation within the organization. Training and Development programs improve the quality of
work-life by creating an employee supportive workplace.

SUGGESTION AND CONCLUSION

In current market scenario the competition in the electronic sector is highest so as to remain in
competition all companies have develop in terms of customer satisfaction and others features.

Based on the data collected through the questionnaire and interactions with the Officers and
Workers of LG the following recommendations are made for consideration:

 The organization may utilize both subjective and objective approach for the training
programmers.
 The organization may consider deputing each employee to attend at least one training
programmers each year.

 The In-house training programmers will be beneficial to the organization as well as

employees since it will help employees to attend their official work while undergoing the
training.

 The organization can also arrange part time training programmers in the office premises for
short durations, spanning over a few days, in order to avoid any interruption in the routine
work.

 The organization can arrange the training programmers department wise in order to give
focused attention towards the departmental requirements.
ANNEXURE
BIBLIOGRAPHY

Book and Author Name

GUPTA, SHASHI K., Human Resource Management, KalyaniPublicers

MEMORIA,C.B Personal Management, Himalaya Publishing House

SAHV,R.K, Training For Development, Excel Book

KOTHARI, C.R. Research Methodology, Himalaya Publishing House

Websites
 www.lgindia.com

 www.wikepedia.org

 www.yahoo.com

 www.google.com
QUESTIONNAIRE

Name:

Age:

Department:

Contact no.:

I am a management student in conducting analysis study on training and development programs

in this organization.

Kindly cooperate in filling the following questionnaire.

Thanking you.
QUESTIONNAIRE FOR THE MANAGERS IN LG

Q.1. Does training helps to improve employee- employer relationship?

a) Yes

b) No

.Q.2. Does training helps to increase the motivation level of employees?

a) Yes

b) No

Q.3. According you how many times training program should be conducted?

a) Every month

b) Every quarter

c) Half yearly

d) Once in a year

Q.4. Does training enables employees more productive?

a) Yes

b) No

Q.5. Are you satisfied with present method of selection of candidates for training?

a) Yes

b) No
Q.6. Do you agree that training duration is sufficient?

a) Strongly Agree

b) Agree

c) Neither Agree nor Disagree

d) Disagree

e) Strongly Disagree

Q.7. Are training progra m help ful in long run?

a) Yes

b) No

Q.8. Do you agree that training is well planned?

(a) Yes

(b) No

Q.9. How would you rate the overall training process in LG.?

a) Excellent

b) Very good

c) Good

d) Average

e) Poor

Q.10. What is your opinion about present training system?

a) Excellent

b) Average

c) Good

d) Below Average
Q.11. Do you agree that instructor responses to trainees doubts?

a) Strongly Agree

b) Agree

c) Neither Agree nor Disagree

d) Disagree

e) Strongly Disagree

Q.12. Was the training program helpful in personal growth?

a) Yes

b) No