Table of Content

1.
Introduction
2. Training Held in SCL and various
Topics
3. Objectives
4. Research Methodology
5. Analysis and Interpretation of Data
6. Finding
7. Limitation
8. Suggestion
9. Conclusion
Bibliography
Annexure
Various Training Topics

Introduction

Introduction to Industry:Introduction

The Indian chemical industry is among the

established traditional sectors of the country, playing
an integral role in the countrys economic
development. This sector, forming part of the basic
goods industry, is a critical input for industrial and
agricultural development. The industry has a weight
of 14% in the Index of Industrial Production (Base
year 1993-94 = 100), giving an indication of the
importance the sector holds in the countrys

industrial growth. A robust chemical industry is a

harbinger of significant economic and strategic
benefits to the nation.
The chemical industry is among the most diversified
industrial sectors, including basic chemicals and its
products, petrochemicals, fertilisers, paints, gases,
pharmaceuticals, dyes, etc. The sector covers over
70,000 commercial products, and provides the
building block for many downstream industries, such
as finished drugs, dyestuffs, paper, synthetic rubber,
plastics, polyester, paints, pesticides, fertilisers and
detergents.
The industry includes a wide variety of products,
from basic chemicals to research-driven specialised
products, at different levels across the industry
supply chain. The fundamental nature and diversity
of the industry is best understood from the fact that
the industry itself is the largest consumer of its
products, accounting for around 33% of total
consumption.

Industry structure
The chemical industry can be broadly classified into
two segments organic and inorganic chemicals. An
organic chemical cover over half of all known
chemical compounds, and includes petrochemicals,
drugs, cosmetics, agrochemicals, etc. Inorganic
chemicals comprise of alkalis, dyes & dyestuffs.
Based on a more functional classification, chemicals
may be divided into basic, specialty and fine
chemicals.
The basic chemicals industry forms the largest part
of the chemical industry and is characterised by
capital intensive, high volume, low margin
produ1111cts. Specialty and fine chemicals are low
volume, high margin in nature. It is estimated that
nearly 70% of fine chemicals produced in India are
used by the pharmaceutical and agrochemical
industries. Specialty chemicals include adhesives,
additives, antioxidants, biocides, corrosion inhibitors,
cutting fluids, dyes, lubricants, pigments, etc..

Gol

Sources: Department of Chemicals & Petrochemicals,

Industry Sub-segments
The annual production of basic chemicals between
FY02-FY05 has been growing at 7% per year, while
consumption has been rising at 5% per annum.
Imports and exports have also been rising at 7.25%
and 37.6% respectively, implying that India has been
a net exporter of chemicals. As per the Department
of Chemicals, on the largest imports, in value terms
have been for organic chemicals followed by dyes &
dyestuffs, while the largest export item in value
terms is also organic chemicals and chlor-alkali
chemicals.

State-wise Capacity & Production of

Major Chemicals
Sources: Department of Chemicals &
Petrochemicals,Gol

Organic Chemicals
Organic chemicals form the second largest segment
of the chemical industry. This segment has the
largest number of products classified under it, most
of which are knowledge driven. As a result, R&D
forms a considerable part of the manufacturers
costs. Acetic acid, phenol, methanol, formaldehyde,
nitrobenzene, citric acid, etc are part of this
segment, most of which are used in drugs,
pesticides, etc. This segment accounts for 20% of
total chemical production in the country.
This segment produces a large number of products

and combinations thereof, and is dominated by

medium and small players, with specialised focus in
particular product segment. Being largely a
technology driven segment, these manufacturers
have exhibited the competence to produce
chemicals of high quality standards. This segment
too is concentrated in Western India.
Sources: Department of Chemicals &
Petrochemicals,Gol

Inorganic Chemicals
This segment comprises of products such as
aluminum fluoride, calcium carbide, carbon black,
potassium chlorate, sodium chlorate, titanium
dioxide and red phosphorous, etc. End-users of these
chemicals include manufacturers of soaps &
detergents, glass, fertilisers and alkalis.
Sources: Department of Chemicals & Petrochemicals,Gol

Pesticides
Pesticides are one of the most important constituent
of the agro-chemicals sub-segment, which has
played an almost revolutionary role in the Indian
agricultural sector. According to estimates, India is
the second largest manufacturer of agrochemicals in
the world with 165 pesticides registered in the
country.
Sources: Department of Chemicals &

Petrochemicals,Gol

Introduction to Company :Established in the early 90s SCL offers a wide range
of Active Pharmaceutical Ingredients and
Intermediates to its customers worldwide. SCLs
products are exported to Europe, Japan, Russia,
South and Central America, ASEAN, W.Asia, MENA
regions. Amongst our international customers are :
Sanofi Aventis, DSM, Sandoz, Stada, Eisai, Actavis,
Lonza, Krka, A.E. Tieffeubacher etc. while our
domestic customers include major pharmaceutical
companies such as Lupin, Ranbaxy, Hospira (exOrchid) and Aurobindo Pharma.
SCLs manufacturing facilities have been built to
comply with EU GMP and U.S. FDA norms and the API
facility has been successfully certified as EU GMP
compliant five times by the European Authorities.
Latest certification was carried out by German
Health Authority, Berlin in AUG-2012. Besides
manufacturing, SCL also operates a pharmaceuticals
trading and distribution business offering Generic
Finished Dosages and Pharmaceutical Ingredients.
Our participation in areas across the
pharmaceuticals industry ensures firsthand, leadingedge knowledge and bolsters our strength as a
partner to customers and suppliers alike.
In early 2013, Mitsubushi Corporation, Japan became
a Partner in SCL by acquiring an Equity stake in the
Shareholding of SCL. This partnership is expected to
bring huge advantage to SCL through access to the
Japanese market as well as in different parts of the
world through MCs wide spread distribution network.
Company Head Office (Punchkula)

Main Business Areas are

Manufacturing of Bulk APIs and Intermediates

Custom Manufacturing and Custom synthesis
Trading in APIs, Pharmaceutical Intermediates,
Finished Dosages.

Introduction
to
Project:Training:-

"Training is a critical in any organization's strategy,

but organizations don't always evaluate the business
impact of a training program. Given the large
expenditures for training in many organizations, it is
important to develop business intelligence tools that
will help companies improve the measurement of
training effectiveness. These tools need to provide a
methodology to measure, evaluate, and continuously
improve training, as well as the organizational and
technical infrastructure (systems) to implement the
methodology. Cross-functional and reporting and
learning analytics provide important connections
between the measures of learning effectiveness
offered by a learning management system (LMS) and
the larger enterprise metrics that indicate whether
learning is transferred and positively affects business
results."
Training can be expensive both in terms of
financial cost and of having staff away from work to
attend courses. Helen highly describes how a
manager can assess whether a training course has
been effective and whether the employee has been
able to put his or her learning into practice.
Employees need to be adequately skilled to do their
job and require continued training to maintain and
develop their competency levels. With pressure to
keep costs under control, the manager needs to
ensure that any training investment represents good
value for money and delivers the necessary skills
and knowledge to staff. There are a number of
techniques that can be used to assess whether
training has been absorbed and put into practice in
everyday work. The manager should use a
combination of methods to check whether the
training has been effective in the real-life work
setting. Soon after the course, the manager should
meet with the employee to discuss it. This meeting
demonstrates the organization's interest in the
employee's development and allows the manager to
perform an initial assessment of how effective the
training has been.

TYPES OF TRAINING
On the basis of purpose, several types of training

programmes are offered to employees. The

important types of training programmes are as
follows:

i) INDUCTION TRAINING
Induction is concerned with introducing a new
employee to the organization and its procedures,
rules and regulations. When a new employee reports
for work, he must be helped to get acquainted with
the work environment and fellow employees. It is
better to give him a friendly welcome when he joins
the organization, get him introduced to the
organization and help him to get a general idea
about rules and regulations, working conditions, etc
of the organization.

ii) JOB TRAINING

Job training relates to specific job which workers
have to handle. It gives information about machines,
process of production, instructions to be followed,
and methods to be used and so on. It develops skills
and confidence among the workers and enables
them to perform the job efficiently. It is the most
common of formal in- plant training programmes.It
helps in creating interest of the employees in their
jobs.

iii) APPRENTICESHIP TRAINING

Apprenticeship training programmes tend more
towards education than merely on vocational
training. Under this, both skills and knowledge in
doing a job or a series of related jobs are involved.
The governments of various countries have passed
laws which make it obligatory on certain classes of
employers to provide apprenticeship training to
young people. The usual apprenticeship programmes
combine on the job training and experience with
class room instructions in particular subjects. This
training is desirable in industries which require a
constant flow of new employees expected to become
all round craftsmen. It is very much prevalent in
printing trades, building and construction and crafts
like mechanics, electricians, welders, etc.

iv) INTERNSHIP TRAINING

Under this method, the educational and
vocational institute enters into arrangement with an
industrial enterprise for providing practical
knowledge to its students. This training is usually
meant for such vocations where advanced
theoretical knowledge is to be backed up by practical

experience on the job. For instance, engineering

students are sent to big industrial enterprises for
gaining practical work experience and medical
students are sent to hospitals to get practical
knowledge. The period of such training varies from
six months to two years.

v) REFRESHER TRAINING
As the name implies, the refresher training is
meant for the old employees of the enterprise. The
basic purpose of this training is to acquaint the
existing work-force with the latest methods of
performing their jobs and improve their efficiency
further. In the words of Dale Yoder, Retraining
programmes are designed to avoid personnel
obsolescence. The skills with the existing
employees become obsolete because of
technological changes and of the human tendency to
forget.
vi) TRAINING FOR PROMOTION
The talented employees may be given adequate
training to make them eligible for promotion to
higher jobs in the organization. Promotion means a
significant change in the Responsibilities and duties.
Therefore, it is essential that employees are provided
sufficient training to learn new skills to perform their
jobs more efficiently. The purpose of training for
promotion is to develop the existing employees to
make them fit for undertaking higher job
responsibilities. This serves as a motivating force to
the employees

TRAINING METHODS
Training methods are usually classified by the
location of instruction. On the job training is
provided when the workers are taught relevant
knowledge, skills and abilities at the actual
workplace; off - the-job training, on the other hand,
requires that trainees learn at a location other than
the real work spot. Some of the widely used training
methods are listed below.

B21). ON THE JOB TRAINING:i) JOB INSTRUCTION TRAINING

The JIT method is a four step instructional process

involving preparation, presentation, performance try
out and follows up. It is used primarily to teach

workers how to do their current job. A trainer,

supervisor or co-worker acts as the coach.

ii) COACHING
Coaching is a kind of training method
given daily with feedback given to employees by
immediate supervisors. It involves a continuous
process of learning by doing. It may be defined as
an informal, unplanned training and development
activity provided by supervisors and peers.

iii) MENTORING
Mentoring is a relationship in which a senior
manager in an organization assumes the
responsibility for grooming a junior person. A
mentor is a teacher, spouse, and counselor,
developer of skills and intellect, host, guide,
exemplar. The main objective of mentoring is to help
an employee attain psychological maturity and
effectiveness and get integrated with the
organization.

iv) JOB ROTATION

The purpose of job rotation is to provide trainees
with a larger organizational perspective and a
greater understanding of different functional areas
as well as better sense of their own career objectives
and interests.

v) APPRENTICESHIP TRAINING
Most craft workers such as plumbers and
carpenters are trained formal apprenticeship
programs. Apprentices are trainees who spend a
prescribed amount of time working with an
experienced guide, coach or trainer.

Vi) COMMITTEE ASSIGNMENTS

In this method, trainees are asked to solve an
actual organizational problem. Assigning talented
employees to important committees can give these
employees a broadening experience and can help
them to understand the personalities, issues and
processes governing the organization.

2.) OFF THE JOB METHODS:

i) VESTIBULE TRAINING
In this method, actual work conditions are
simulated in a class room. This type of training is

commonly used for training personnel for clerical and

semi-skilled jobs. The duration of this training
ranges from a few days to a few weeks. Theory can
be related to practice in this method.

ii) ROLE PLAYING

It is defined as a method of human interaction
that involves realistic behavior in imaginary
situations. This method of training involves action,
doing and practice. The participants play the role of
certain characters, such as the production manager,
mechanical engineer, superintendents, maintenance
engineers, quality control inspectors, foreman,
workers and the like. This method is mostly used for
developing interpersonal interactions and relations.

iii) LECTURE METHOD

The lecture is a traditional and direct method of
instruction. The instructor organizes the material
and gives it to a group of trainees in the form of a
talk. To be effective, the lecture must motivate and
create interest among the trainees.

iv) CONFERENCE or DISCUSSION

APPROACH

In this method, the trainer delivers a lecture and

involves the trainee in a discussion so that his
doubts about the job get clarified. When big
organizations use this method, the trainer uses
audio-visual aids such as blackboards, mockups and
slides; in some cases the lectures are videotaped or
audio taped.

v) 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 more
complex levels of instruction. The trainee goes
through these units by answering questions or filling
the blanks. This method is, thus, expensive and
time-consuming

NEED OF TRAINING AND

DEVELOPMENT

Training is important not only from the point of

view of organization; but also for the employees.
Training is valuable to the employees because it
will give them greater job security and opportunity
for advancement. The need of training arises in an
enterprise due to following reason:-

i) CHANGING TECHNOLOGY
Technology is changing at a fast pace. The
workers must learn new techniques to make use of
advanced technology. Thus, training should be
treated as a continuous process to update the
employees in new methods and procedures.

ii ) QUALITY CONSCIOUS CUSTOMERS

Customers have become quality conscious and
their requirements keep on changing. To satisfy
the customers, quality of products must be
continuously improved through training of workers.

iii) GREATER PRODUCTIVITY

It is essential to increase productivity and
Reduce cost of production for meeting competition
in the market. Effective training can help increase
productivity of workers.

iv) STABLE WORKPLACE

Training creates a feeling of confidence in the

minds of the workers. It gives them a security at
the work-place. As a result, labour turnover and
absenteeism rates are reduced.

TRAINING AND DEVELOPMENTTHE

IMPORTANCE
i) 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.

ii) DEVELOPMENT OF HUMAN RESOURCES

Training and Development helps to provide an
opportunity and broad structure for the development
of human resources' technical and behavioral skills

in an organization. It also helps the employees in

attaining personal growth.

iii) 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

iv) PRODUCTIVITY
Training and Development helps in increasing the
productivity of the employees that helps the
organization further to achieve its long-term goal.

v) TEAM SPIRIT
Training and Development helps in inculcating the
sense of team work, team spirit, and inter-team
collabourations. It helps in inculcating the zeal to
learn within the employees.

vi) 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.

vii) 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.

viii) QUALITY
Training and Development helps in improving upon
the quality of work and work-life.

ix) 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 goals.

x) HEALTH AND SAFETY

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

X) MORALE
Training and Development helps in improving the
morale of the work force.

xi) Image

Training and Development helps in creating a

better corporate image.

xii) PROFITABILITY
Training and Development leads to improved
profitability and more positive attitudes towards
profit orientation.

xiii) 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.

xiv) Training and Development helps in developing

leadership skills, motivation, loyalty, better attitudes,

and other aspects that successful workers and
managers usually display.

Training Held in
SCL
HR Trainings

Cleaning and sanitization in plant and premises.

Guidelines for eating and drinking in factory
premises.
Visitor receiving

Medical check-up
Social Security
Communication
Personal Hygiene
Housekeeping

EHS (Environment Health & Safety)

Safety measures during duty

Fire fighting
Usages of fire equipments
Training for protect the environment

GMP Trainings (Good Manufacturing

Practice)

Leadership
GMP guidelines
Equipment cleaning and use records
Documentation and records
Training and Evaluation
Change control
Validation
5s Training

Objective
of
Training
To acquire a thorough knowledge base on
subject of Training and Development.
To study how Training and Development
programmes are undertaken in the organization.
To know process of Training and Development
at Saurav Chemical Limited At Saidpura,
Derabassi.
To study the induction programme at SCL..
To study the effectiveness of Training and
development in the organization.
To measure the satisfaction level of employees
regarding training and development.

RESEARCH
METHODOLOGY

Research in common parlance refers to the

search for knowledge. It can be also defined as a
scientific and systematic search for pertinent
information on specific topic. In fact, search is an art
of scientific investigation. In simple terms, research
means, a careful investigation or enquiry especially
through search for new facts in any branch of
knowledge. LOGICAL FLOW OF RESEARCH IS AS

FOLLOWS Identification of problem Research

objective Sources of data collection Sample Size
Data interpretation Data analysis Finding and
observation Conclusion Recommendation

RESEARCH DESIGN

Research design can be thought of as the

structure of research. It is the glue that holds all the
elements in a research project together. Research
design is a vital part of the research study. It is the
logical and systematic planning and directing of
piece of research. It is the master plan and blue print
of the entire study.

SOURCES OF DATA

The sources of the data are as follows

PRIMARY DATA

Internal data about working of HR department

gathered from organization.
Interview
. Observation.
Sufficient data collected through feedback forms
by the employees. [Questionnaires].

SECONDRAY DATA:

Magazines, journals, brochures, etc.

Website of the company. [www.irsl.com].
Books. Earlier researches on similar topic.

SAMPLES

We always have to work with a sample of subjects

rather than the full population. But people are
interested in the population, not the sample. To
generalize from the sample to the population, the
sample has to be representative of the population.
The safest way to ensure that it is the representative
is to use a Random selection procedure.

METHOD OF SAMPLING USED

i)RANDOM SAMPLING METHOD

In the random sampling method, all items have

some chance of selection that can be calculated.
Random sampling technique ensures that bias is not
introduced regarding who is included in the survey.

ii) SAMPLE SIZE

The sample size taken is 20 employees from the
Human Resource Department of Indorama synthetics
(India) ltd. Butibori, Nagpur.

DATA COLLECTION

Survey-questionnaire: - Behaviors, beliefs and

observations of specific groups are identified,
reported and interpreted.
Most of the employees wants to the workplace to
be redesigned where the training sessions are been
conducted.
Employees felt the time wastage during training
session. But trainees were satisfied with activities
conducted during training program because it was
related to their job.

DATA ANALYSIS
AND
INTERPRETAION

1. Your organization consider as a part of

organization strategy.
Your
Response
Response
organisation is
consider as a

part of
organization
Strategy
Agree
Strongly
Agree
3.Disagree

No

30
10

60
20

10

20

Conclusion
Training is considered as part of organization
strategy.
2. How Many Training Program You Attend?
How many
Response
Response
Training
No.
%
Program You
Attend
1. <10
5
10
2. 10-20
7
14
3. 20-40
15
30
4. >40
23
46

Conclusion
Most of the employee attends more than 40
training programs.
3. To whom training is given most?
To whom
Response
Response
training is given
%
No.
1. Senior
5
10
2.Jinnior
6
12

3.New Staff
4.Based on
Requirement

10
29

20
58

Conclusion
Training programs are need base.
4. What are all important barrier to T&D in
Organisation?
Important barrier Response No.
Response %
to raining in org.
1. Time
12
2. Money
10
3. Lack of interest 6
by the staff
4. Non-availability 22
of Skilled Trainers
Conclusion
Most important barrier to training
availability of skilled trainers.
5. Training Technique used?
Training
Response No.
Technique Used
1. Off the Job
16
2. On the Job
14
3. Both
20

24
20
12
44

is nonResponse %
32
28
40

Conclusion
Both on the job and off the job method are
used during training.

6. Training Method used ?

Training Method Response No.
Used
1. Job Rotation
13
Method
2. External
15
Training Method
3. Conference
14
or Discussion
4. Program
8
Instruction
Conclusion
Mostly all the methods of training
by the company or organization.
7. Enough Training is given?
Enough Training Response No.
is Given
1. Agree
36
2. Disagree
5
Strongly
9
Disagree

Conclusion

Response %
26
30
28
16

are followed
Response %
72
10
18

Enough training is given in the organization.

8. Training session conduct in your

organization is useful?
Training session Response No.
conduct in
organization
1. Agree
34
2. Disagree
6
3.Strongly
10
agree

Response %
68
12
20

Conclusion
Training session conduct in the organization is
useful at all levels.

9. T&D do you need to make your

spiration?
T&D do you
Response No.
need to make
your carrier
aspiration
1. Leadership
18
2. External
10
Degree
3. Formal
9
meeting
process
Other
13

carrier
Response %

36
20
18
26

Conclusion
Training makes effective leadership in
employees.

10. Who provides the training to worker?

Who provides
Response No.
Response %
the training to
worker
1. Deptt. Head
32
64
2. Expert
12
24
3. Any other
6
12
Conclusion
Most of the training programs are conducted
by Head of Deptt.

11. Skills that trainer possess to makes training

effective, are?
Trainer possess Response no.
Response %
skills in trainee
1. Technical
20
40
Skills
2. Soft Skills
30
60
Conclusion
Training programs are most focus on
developing soft skills of employees.

12. Perform other job in organization, what

training and experience do you required?
What training or Response No.
experience
required
1. Safety
26
52
awareness
2. Negotiation
10
20
Skills
3. Machine
9
18
operations
4. Occupational 5
10
health
Conclusion
Most of training programs are based on safety
awareness.
13. General complaints about the training
session?
Complaints
Response No.
Response %
about training
1. Take away
15
30
previous time of
employee
2. Too many
24
48
gap between
the session
3. Training
5
10
session are
unplanned
4. Boring and
6
12
not useful

Conclusion
There is too many gap in training
programs.
14. On which factor training impact
mostly?
On which factor Response No.
Response %
training effect
most
Efficiency
7
14
Productivity
7
14
Morale
6
12
Job satisfaction 20
40
Knowledge
10
20
Conclusion
It find out that training is help full in job
satisfaction of employee.
15. Do you think training help
which of the following?
Training help in Response No.
reducing
1. Accident
22
2. Breakdown
10
3. Supervision
6
4. Labour
5
turnover
5. Absenteeism
7

in reducing
Response %
44
20
12
10
14

Conclusion
Training programs helps in reducing accidental
cases.

FINDING

1. Attitude of worker towards training is good.

2. Training is need base. Means training is given
when it is required.
3. Training is given to both old and new Staff.
4. Training helps in improvement of working skills of
employees.
5. Training helps reducing any harm full accidental
case.
6. Training program regularly review after every
month.
7. Complaints:- Non availability of time, money and
most important skilled Trainees.

LIMITATION

1. Lack of Interest of workers.

2. Lack time availability
3. Lack of skilled trainees.
4. Lack of money.
5. Lack of Coverage of all employees in training
programs.
6. Lack of support of higher management in some
cases.

RECOMMENDATIONS
AND
SUGGESTIONS

Some advanced training is required in

technology department.
The company should adopt some other ways
for nominating the trainees like training need
identification survey, self nomination, personal
analysis, organizational analysis, etc.
Training should be a continuous process i.e., it
should be imparted at regular intervals.
The duration of training program should be
less and details should be precise and accurate.
HR department should conduct seminars on
some vital topics so that employees are always
motivated and encouraged to work.

CONCLUSIONS

On the basis of the analysis made, the following

conclusions are drawn:
Maximum number of the employees finds
healthy environment at the work place.
Lack of interest in employees act as a barrier
in training programmers.
Maximum employees said that they get help
whenever they require.
Employees are satisfied with the training and
development programmers given to them.
The training programmers has helped in
developing skills of the employees.
After attending the training programmed most
of the workers find their attitude better towards
the job.

ANNEXURE

Q.1 Your organization is considered as a part of

organization?
a) Strong agree
b) Agree
c) Disagree
Q.2 How many training programs you have
attend?
a) <10
b) 10-20
c) 20-40
d) >40
Q.3 To whom training is given?
a) New staff
b) Based on requirements
c) Senior
d) Junior
Q.4 What are all important barrier to T&D in
organization?
a) Time
b) Money
c) Lack of interest by the staff
d) Non-availability of skilled trainer
Q.5 Training technique used?
a) On the job
b) Off the job
c) Both

Q.6 Training method used?

a) Job rotation
b) External training
c) Conference or Discussion
d) Program Instruction
Q.7 Enough practice is given?
a) Agree
b) Disagree
c) Strongly disagree
Q.8 Training session is conduct in your
organization is useful?
a) Agree
b) Disagree
c) Strongly Agree
Q.9 T&D do you need to make your carrier
aspiration?
a) Leadership
b) External Degree
c) Formal meeting process
d) Other
Q.10 Who provides training to worker?
a) Deptt. Supervisor
b) Expert
c) Any other
Q.11 Skills that the trainer should possess to
make the training effective?
a) Technical Skills
b) Soft skills

Q.12 Perform other job in your organization,

what training or experience would you
required?
a) Safety awareness
b) Negotiation skills
c) Machine operations
d) Occupational health
Q.13 General Complaints about the training
session?
a) Take away previous time of employee
b) Too many gaps between the sessions
c) Training sessions are unplanned
d) Boring & not useful
Q.14 On which factor training impact mostly?
a) Efficiency
b) Productivity
c) Moral
d) Job satisfaction
e) Knowledge
Q.15 Do you think training help to reduce
which of the following?
a) Accident
b) Breakdown
c) Labour turnover
d) Absenteeism

BIBLOGRAPHY