A REPORT

ON
THE STUDY ON THE EFFECTIVENESS OF
TRAINING AND DEVELOPMENT

By

Huzefa Calcuttawala
ISB/09/KOL/073

The report is submitted as partial fulfilment of the requirement of

PGDM Program of ISB-K

Penta Auto Equipments Pvt Ltd, Coimbatore

International School of Business

Indismart Leadership Center
EN-34, Sector V, Salt Lake Electronics Complex,
Kolkata – 700 091
 DECLARATION

I hereby declare that the project report entitled “A STUDY ON THE EFFECTIVENESS
OF TRAINING AND DEVELOPMENT REFERENCE TO PENTA AUTO
EQUIPMENTS PVT LTD, COIMBATORE” submitted to International School of
Business, Kolkata as partial fulfilment of the requirement of PGDM is the record original
research work done by me, and that it has not formed the basis for the award of any degree /
diploma / fellowship or similar title to any candidate of any other institute.

Signature of Candidate

Huzefa Calcuttawala
 ACKNOWLEDGEMENT

I wish to express my deep sense of gratitude to Mr. Kumar Venkatachalam, Managing

Director of Penta Auto Equipments Pvt Ltd, Coimbatore for having permitted me to
undertake this project in his organisation.

I would like to thank Mr. D. Vijaykumar, Manager–Production of Penta Auto

Equipments Pvt Ltd, Coimbatore, for having allowed me to do the project in his concern.

I thank Ms. Paramita Bhattacharya, Faculty-HR at the International School of Business,

Kolkata for her continuous guidance and support throughout the project and all other
faculty members for their valuable help.

I am also grateful to Mr. D. Chattaraj, SIP Coordinator for his valuable help.

I would also like to thank every other person who has helped me in my SIP and in the
preparation of the project report.
 EXECUTIVE SUMMARY

The main aim of this project is to analyze the Training and Development Programs of Penta
Auto Equipments Private Limited, Coimbatore. To survive in a highly competitive scenario,
the collective effort of employees is very important. In this regard, training and development
programs will play a vital role in achieving the targets of the company.

To understand the training and development in greater details the researcher has discussed the
Human Resource Management in brief and how it applies in the present context of Penta
Auto Equipments Private Limited. In the modest attempt towards understanding the
training and development programs of the company, I have discussed with the management
and employees and a questionnaire was circulated to collect data from different levels of the
organization.

In the course of discussion, it was understood that the path of training keeps on going forever
and it is a never ending course of action. The need based training of employees at any level is
very important. In this context I have identified a few points on which an improvement can
be brought out which will lead to further development of the employees and the organization.
 INTRODUCTION

COMPANY PROFILE

Penta Auto Equipments was established as a private limited company in the year 2001, as the
percolation of an endeavour to create a world-class manufacturing facility capable of
developing globally competent engineering products. Promoted by a team of young dynamic
entrepreneurs with more than two decades of experience in trading, engineering and tools,
our company grew rapidly into one of the premier manufacturers of automobile special tools
and service equipments. The products manufactured by us meet the highest quality standards
and have been guided by a policy which compasses the vision to be the best in our value
system and business ethics.

Perseverance pays rich dividends. In a short span of about 8 years, our products and services
have been well received by customers, whose list grows perennially. As a result of the
steadfast policy, innovative vision and sound business ethics, Penta Auto has grown at a
remarkable pace.

Our efficient and expanding distribution network with more than 230 outlets across India has
now distributors in Sri Lanka, Bangladesh and Middle East. The Middle East distribution
caters to the entire Gulf, West Asia and North Africa. All of this stands as testimony to our
quality, commitment and long standing business relationship built over mutual trust and
support.

Penta has recently established a branch with warehousing and service facility at Jaipur,
Rajasthan to cater to North Indian states and proposes to have a similar facility at Kolkata in
the near future.

With young skilled and talented force at work, the company has taken great strides in
establishing itself as a premier provider of automobile special tools for 2-wheeler and 4-
wheeler vehicles like Maruti, Tata, Hero Honda, Bajaj and TVS etc., The range of service
equipment include Grease Dispensers, High Pressure Washers, Hydraulic Trolley Jacks, Two
Wheeler Ramp and many other testing gadgets.

The manufacturing facility is located at Coimbatore, an industrial hub of Tamil Nadu in

South India also known for its versatile entrepreneurial spirit. With a floor area of about
20,000sq.ft our in-house facility includes development, fabrication, machine shop and surface
coating apart from dedicated assembly lines.

Our commitment in delivering the best quality is substantiated by continual investment in

sophisticated CNC machines, state of the art inspection / testing equipment, high end
development software to ensure stringent quality control at all stages. The years to come will
see the introduction of several other innovative products, all rooted in emerging customer
needs of dynamic global economy.
TRAINING AND DEVELOPMENT

INTRODUCTION

Organization and individual should develop and progress simultaneously for their survival
and attainment of mutual goals. So every modern management has to develop the
organization through human resource development. Training is function and is one of the
fundamental operative functions of human resource management.

MEANING

After an employee is selected, placed and introduced in an organization he / she must be

provided with training facilities in order to adjust the job. Training is the act of increasing
knowledge and skills of employee for doing particular job training is a short term educational
process and utilizing a systematic and organized procedure which employees learn with
technical knowledge and skills for a definite purpose. Dale.S.Beach defines training as “the
organized procedure by which people learn knowledge and skill for a definite purpose”.

In other words, training improves changes and mould employee’s knowledge, skill,
behaviour, attitude towards the requirement of the job and the organization. Training refers to
the teaching and learning activities to acquire and apply the knowledge, skills, abilities and
attitude needed by a particular job and organization. Thus training bridges the difference
between the job requirements and employee’s present specification.
MANAGEMENT DEVELOPMENT

Employee training is different from management development or executive development.

While the former refers to the training give to the employees in the areas of operation,
technical, and allied areas, the later refers to developing employees in the areas of principle
and technique of management, administration, and allied areas.

Management development is a systematic process of growth and development by which the

manager develops their abilities to manage. So it is a result of not only in participation in
formal courses of instruction but also of actual job experience. It is concerned with improving
the performance of the managers by giving them opportunities of growth and development,
which in turn depends on the organization structure of the company.

IMPORTANCE OF TRAINING

The importance of human resource management to a large extent depends on the human
resource development and training is the most important technique. As stated earlier, no
organization can get a candidate who exactly matches with the job and the organizational
requirements. Hence training is important to develop the employee and make him suitable for
the job. The objective of TQM can be achieved only through training which develops human
skills and efficiency.

Trained employees would be a valuable asset to an organization. Organizational efficiency,

productivity, progress and development to a great extent, depends on the training. It is very
important as it constitutes a significant part of management control. Training enhances 4Cs
viz. competence, commitment, creativity and contribution to the organization.
OBJECTIVES OF TRAINING

 To ensure adequate supply of properly trained employees.

 To improve the performance of each employees.
 To increase productivity.
 To reduce scrap, accident rate, fatigue and labour absenteeism
 To boost morale of employees.
 To promote co operation, team work and good relation between employer and
employees.

BENEFITS OF TRAINING

 Leads to improved profitability and brings more positive attitudes towards

profit orientation.
 Improves the job knowledge and skills at all levels of the organization.
 Improves the morale of the work force.
 Improves the relationship between leaders and sub ordinates.
 Helps to prepare guidelines to work.
 Organization gets more effective way of decision making and problem
solving.
 Creates an appropriate climate for growth and communication
 Aids in improving organization communication.
 Helps the employees in adapting to changes.
 Aids in handling conflicts, thereby helping to prevent stress and tension.
TRAINING OF EMPLOYEES

Some methods used in training employees are explained below:

1) On the job training:

This type of training is also known as job instruction training. It is most effective way of
training for the new employees to give them knowledge and for retaining the old employees.
Under this method the worker is trained on the job and at his work place. This enables a
worker to get trained under the same working condition and with the same material and
equipment that will be used by him ultimately. The trainer explains and demonstrates the
trainee the job, use of tools and equipment and the correct procedure to do the job. The
trainee is then asked to do the job by himself. Mistakes made by the trainee are corrected.
The trainee is kept under constant watch until he develops correct work habits. On the job
training method includes:

a) Job rotation.
b) Coaching.
c) Job instruction.
d) Committee assignments.

INDUCTION AND ORIENTATION TRAINING

This type of training is meant for new employees. When a new worker joins a concern,
everything may be strange for him. Hence this type of training is done to make employees
familiar to the company. This training provides information about the company, condition of
employment, rules, service benefits, wage rate, incentive scheme, safety regulation, proper
use of tools, the work to be undertaken etc. this type of training introduces a new worker to
his fellow workers and supervisors.
 2) Off the job training:
Under this method, the trainee is separated from the job situation and his attention is focused
upon the learning the material related to his future job performance. Since the trainee is not
distracted by job requirements, he can place his entire concentration on learning the job rather
spending his time in performing it. There is an opportunity for freedom of the expression for
the trainees. Off the job training includes the following methods:

a) Vestibule training
b) Role playing
c) Lecture playing
d) Conference or discussion.
e) Programmed instruction

3) Apprentice training:

This training consists of both class room instruction and shop floor practice. This training is
used in a number of fields such as turner, welder, motor machine, electrician etc. Under this
scheme young boy from 16 to 18 years of age are trained for 2 to 4 years and they are paid
stipend. The training is broad, systematic, and planned one.
 OBJECTIVES OF THE STUDY

The study is concerned with the objective of the analyzing the training and development
function of Penta Auto Equipments Pvt. Ltd., Coimbatore. The company has around 100
employees at present, including various staff and workers. A questionnaire was circulated to
collect data on the following aspects of objectives.

 To analyze the effectiveness of training.

 To find out the need and the kind of the training program that employees
expect.
 To know the need the development of workers before and after training.
 To find the significant relationship age of the respondents and the level
of satisfaction towards the training program.
 To find out suitable remedial measures for improving the effectiveness
of training program.

Thus the study aims to analyze the details like the method of training is given according to
the needs, whether the employees are given opportunities to improve their career, the purpose
of training, the duration of training etc. In short the study is a survey and analysis of the
training and development function at Penta Auto Equipments Pvt. Ltd., Coimbatore.
 RESEARCH METHODOLOGY

AN INTRODUCTION TO RESEARCH METHODOLOGY

Research in common parlance refers to a search for knowledge. One can also define research
as a scientific and systematic search for pertinent information on a specific topic. In fact
research is an art of scientific investigation. The Advanced Learners Dictionary of Current
English lays down the meaning of research as “A careful investigation or enquiry especially
through search for new facts in any branch of knowledge.” Redman and Mory defines
research as a “Systematized effort to gain new knowledge.” Some people consider research as
a movement, a movement from the unknown to the known. It is actually a voyage of
discovery. We all possess the vital instincts of inquisitiveness for, when the unknown
confronts us, we wonder and our inquisitiveness makes us probe and attain fuller
understanding of the unknown. This inquisitiveness is the mother of all knowledge and the
method which man employs for obtaining the knowledge of whatever the unknown can be
termed as research.

Research is an academic activity and as such the term should be used in a technical sense.
According to Clifford Woody, research comprises defining and redefining and evaluating
data; making deductions and reaching conclusions. In short, the search for knowledge
through objective and systematic method of finding solution to a problem is research. Hence
research aims in reaching certain conclusions either in the form of solutions towards the
concerned problem or in certain generalizations for some theoretical formulation.
TITLE OF THE PROJECT

“A study on the effectiveness of training and development at Penta Auto Equipments Pvt Ltd,
Coimbatore”

STATEMENT OF THE PROBLEM

Training enables a new employee to acquire necessary knowledge and skill to do the job
effectively. Training is essential since no one is moulded to the required qualification for
immediate employment. Even the top executives are sent for training to learn the latest
techniques of management. The training and development effectiveness is to be evaluated
regularly.

METHODOLOGY AND TECHNIQUES

Primary data was collected through discussion with the senior management personnel of
Penta Auto Equipments Pvt Ltd, Coimbatore. The secondary data was collected from the
company record and other sources like websites, journals, newspapers, etc.

A questionnaire was prepared to collect all the details of the training and development
functions of the company. The factors like the need for training, duration of training, mode of
training, areas of training, etc are extracted from the data of the questionnaire. I have also
collected some information on the foregoing points by observing and talking to few
employees during my visit to the work place.
PERIOD OF THE STUDY

The study was conducted for a period of two months.

SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given population. It refers to
the technique or the procedure the researcher would adopt in selecting items for the sample. It
also lays down the number of items to be included in the sample. Sample design is
determined before data collection. The sample design must be reliable and appropriate to the
topic of study.

The sample design used in analyzing the training and development functions of Penta Auto
Equipments Pvt Ltd, Coimbatore

1) SAMPLING TECHNIQUES

In this study convenience sampling techniques has been used. The questionnaires were
circulated randomly to the workers as well as the supervisors and managers. The data were
screened altogether without and special preference to any level of workers or managers.

2) SAMPLE SIZE

The sample size used for the research is 100 employees.

TOOLS OF DATA ANALYSIS

The following method was used in analyzing the data of the research:

PERCENTAGE ANALYSIS:

All the factors relating to the training and development functions of the company listed in the
questionnaire are noted down. Then the percentage of each factor in terms of satisfactory
level, willingness, views, etc is calculated from the sample size

CHI SQUARE TEST

The figures of various different data collected are taken and a hypothesis has been formed. A
cross table is created and calculations are done to check the relationship between different
type data.
 ANALYSIS AND INTERPRETATION

This is intended to analyze and interpret the data collected from the respondents. This
will give a clear cut idea about the responses collected from the employees. From the
tables we can study and learn the way the respondents reacted to the questions and
how they consider the training needs to their present working conditions.

The data on the table interpreted to give a clear idea of the effectiveness of the training
and development in the company. Finally the details of the tables are represented by
charts which give a tabulated statistical view of data studied.
 Table No. 1
Table showing the age wise classification of employees

Sl. No. Particulars No. of respondents Percentage

1. Below 25 20 20%

2. 25-35 53 53%

3. 36-45 24 24%

4. Above 45 3 3%
Total 100 100

Interpretation:
From the above table we understand that 20% of the respondents are below 25 years of age,
53% of the respondents are between 25-35 years of age and 24% of the respondents are
between 36-45 years of age.
 Table No. 2
Table showing the department wise classification of employees

Sl. No. Particulars No. of respondents Percentage

1 Production 75 75%

2 Marketing 15 15%

3 Stores 5 5%

4 Accounts 5 5%

Total 100 100

Interpretation:
From the above table we understand that 75% of the respondents work in the production department,
15% of the respondents work in Marketing, whereas 5% each work in Accounts and Stores
department.
 Table No. 3
Table showing the reason for the need for training

Sl. No. Particulars No. of respondents Percentage

1 Lack of Experience 28 28%

2 Induction of New 65 65%

Technology

3 Lack of Knowledge 7 7%

4 Others 0 0%
Total 100 100

Interpretation:
The table above shows the factors which influenced the employees to get trained. 28% of the
employees want to get trained due to lack of experience while the majority i.e. 65% of the employees
want to get trained for the induction of the new technology and only 7% want to get trained due to
lack of knowledge.

The majority who want training due to induction of new technology are from the production
department and are sometimes not capable of using the latest machinery that is installed with different
types of functions that they would be used to and thus they require training for that.
 Table No. 4
Table showing whether training sessions have been attended
previously

Sl. No. Particulars No. of respondents Percentage of

respondents
1. Yes 75 75%

2. No 25 25%

Total 100 100%

Interpretation:
The above table gives the idea whether the employees have previously undergone any
training or not. Here 75% of the respondents have experienced training programs while the
remaining 25% are yet to get any training.

The 25% who have not undergone training in the company yet are mostly new recruits who
are waiting for a training session to be arranged. 3 out of these 25 employees however are
new recruits but fairly experienced and thus do not require training as they are thorough with
their work.
 Table No. 5
Table showing the type of training preferred

Sl. No. Particulars No. of respondents Percentage

1 On the job 83 83%

2 Off the job 7 7%

3 Outside seminars 0 0%

4 Lectures 10 10%
Total 100 100%

Interpretation:
From the above table we can conclude that a majority of 83% of the respondents prefer on the
job training while the rest prefer off the job training and lectures. No employee wants to go
for outside seminars.

On the job training is mostly preferred as the workers working in production feel it is the best way to
learn. Lectures are usually required by marketing executives, to give them a better insight of the
products and different markets.
 Table No. 6
Table showing the view over time allotted for training

Sl. No. Particulars No. of respondents Percentage

1 Short 0 0%

2 Ideal 50 67%

3 Long 25 33%

Total 75 100%

Interpretation:
The time allotted for the training program is ideal; this is what a majority of 67% of the
respondents say, while the rest feel it is long. No employee feels the time is short.

Here only 75 respondents have been taken into consideration because only 75 employees
have previously undergone training in the company.
 Table No. 7
Table showing the need for continuous training

Sl. No. Particulars No. of respondents Percentage

1 Yes 68 91%

2 No 7 9%

Total 75 100%

Interpretation:
The table shows the workers’ need for continuous training. Most of them workers i.e. 91%
feel that training should be a continuous process while only 9% of the employees feel that
training should not be continuous.

Here only 75 respondents have been taken into consideration because only 75 employees
have previously undergone training in the company.

Mostly employees want regular training due to regular technological advancements and new methods
in production. Marketing executives feels that they should be updated with the latest product features
and market information and thus are in favour of regular short training sessions.
 Table No. 8
Table showing training as a motivator

Sl. No. Particulars No. of respondents Percentage

1 Yes 75 100%

2 No 0 0%

Total 75 100

Interpretation:
From the above table, it can be concluded that majority of the respondents i.e. 100% says that training
motivates them and increase the level of confidence and nobody feels that training is not an important
factor of motivation.

Here only 75 respondents have been taken into consideration because only 75 employees
have previously undergone training in the company.

Training helps employees to get up-to-date with latest technology n trends and thus everyone feels
that they are more confident and motivated to work after a training session due to the added
knowledge.
.
 Table No. 9
Table showing the idea of change in the training system

Sl. No. Particulars No. of respondents Percentage

1 Yes 30 40%

2 No 45 60%

Total 75 100%

Interpretation
From the above table, it can be concluded that majority of the respondents i.e. 60% says that
training methods need not to be changed whereas 40% feels that it needs to be changed.

Here only 75 respondents have been taken into consideration because only 75 employees
have previously undergone training in the company.
 CHI SQUARE TEST

Test No. 1

CHI – SQUARE TEST IS CONDUCTED TO EXTEND THE

RELATIONSHIP BETWEEN THE QUALIFICATION AND NEED FOR
TRAINING:
HO: There is no significant relationship between qualification and need for training.
H1: There is significant relationship between qualification and need for training.

CROSS TABLE

Need for
Yes No Total
Training
Qualification
of the --- --- --- ---
Respondents

Below 12th --- 38 2 40

HSC --- 25 5 30

UG --- 10 7 17
 PG --- 10 3 13

Total --- 83 17 100

CALCULATION

O E (O-E) (O-E)² (O-E)²/E

38 (40*83)/100 = 33.2 4.8 23.04 0.693

2 (40*17/)100 = 6.8 -4.8 23.04 3.388

25 (30*83)/100 = 24.9 0.1 0.01 0.0004

5 (30*17)/100 = 5.1 -0.1 0.01 0.002

10 (17*83)/100 = 14.1 -4.1 16.81 1.192

7 (17*17)/100 =2.9 4.1 16.81 12.796

10 (13*83)/100 = 10.8 -0.8 0.64 0.059

3 (13*17)/100 = 2.2 0.8 0.64 0.29

Calculated Value = Σ (O-E)²/E = 18.42

DEGREE OF FREEDOM = (4-1) * (2-1)

= (3) * (1)

=3

CALCULATED VALUE = 18.42

TABLE VALUE OF CHI SQAURE = 7.83

LEVEL OF SIGNIFICANCE = 5%

THUS IT IS FOUND THAT 7.83<18.42

The calculated Chi-Square value is more than the critical value at 5% level of significance
which reveals that the value is significant. So, null hypothesis is rejected. There is no
significant association between the qualification of the respondents and the need for training.

On the other hand, alternative hypothesis is accepted and there is a significant association
between the qualification of the respondents and the need for training.

We have rejected the null hypothesis and accepted the alternative hypothesis. This means
there is a significant relationship between qualification and need for training.
Test No. 2

CHI – SQUARE TEST IS CONDUCTED TO EXTEND THE

RELATIONSHIP BETWEEN THE AGE AND SATISFACTION FROM
TRAINING:
HO: There is no significant relationship between age and need for continuous training.
H1: There is significant relationship between age and need for continuous training.

CROSS TABLE

Need for
Continuous Yes No Total
Training
Age of the
--- --- --- ---
Respondents

Below 25 --- 5 0 5

25-35 --- 43 3 46

36-45 --- 19 2 21

Above 45 --- 1 2 3
 Total --- 68 7 75*

*Here only 75 respondents have been taken into consideration because only 75 employees
have previously undergone training in the company.

CALCULATION

O E (O-E) (O-E)² (O-E)²/E

5 (5*68)/75 = 4.53 0.47 0.22 0.049

0 (5*7)/75 = 0.47 -0.47 0.22 0.57

43 (46*68)/75 = 41.71 1.29 1.66 0.04

3 (46*7)/75 = 4.29 -1.29 1.66 0.39

19 (68*21)/75 = 19.04 -0.04 0.0016 0.00008

2 (21*7)/75 = 1.96 0.04 0.0016 0.0008

1 (3*68)/75 = 2.72 -1.72 2.96 1.09

2 (3*7)/75 = 0.28 1.72 2.96 10.57

Calculated Value = Σ (O-E)²/E = 12.709

DEGREE OF FREEDOM = (4-1) * (2-1)

= (3) * (1)

=3

CALCULATED VALUE = 12.709

TABLE VALUE OF CHI SQAURE = 7.83

LEVEL OF SIGNIFICANCE = 5%

THUS IT IS FOUND THAT 7.83<12.709

The calculated Chi-Square value is more than the critical value at 5% level of significance
which reveals that the value is significant. So, null hypothesis is rejected. There is no
significant association between the age of the respondents and need for continuous training.

On the other hand, alternative hypothesis is accepted and there is a significant association
between the age of the respondents and need for continuous training.

We have rejected the null hypothesis and accepted the alternative hypothesis. This means
there is a significant relationship between age and need for continuous training.
Test No. 3

CHI – SQUARE TEST IS CONDUCTED TO EXTEND THE

RELATIONSHIP BETWEEN THE DEPARTMENT AND TYPE OF
TRAINING PREFERRED:
HO: There is no significant relationship between department and type of training preferred.
H1: There is significant relationship between department and type of training preferred.

CROSS TABLE

Type of
Training On the Off the
Lectures Total
Preferre Job Job

d
Department
of the --- --- --- --- ---
Respondents

Production --- 68 7 0 75

Stores --- 5 0 0 5
 Marketing --- 5 0 10 15

Accounts --- 5 0 0 5

Total --- 83 7 10 100

CALCULATION

O E (O-E) (O-E)² (O-E)²/E

68 (75*83)/100 = 62.25 5.75 33.06 0.53

7 (75*7)/100 = 5.25 1.75 3.06 0.58

0 (75*10)/100 = 7.50 -7.50 56.25 7.5

5 (5*83)/100 = 4.15 0.85 0.72 0.17

0 (5*7)/100 = 0.35 -0.35 0.12 0.34

0 (5*10)/100 = 0.50 -0.50 0.25 0.50

5 (15*83)/100 = 12.45 -7.45 55.50 4.46

0 (15*7)/100 = 1.05 -1.05 1.10 1.05

10 (15*10)/100 = 1.50 8.50 72.25 48.17

5 (5*83)/100 = 4.15 0.85 0.72 0.17

 0 (5*7)/100 = 0.35 -0.35 0.12 0.34

0 (5*10)/100 = 0.50 -0.50 0.25 0.50

Calculated Value = Σ (O-E)²/E = 64.31

DEGREE OF FREEDOM = (4-1) * (3-1)

= (3) * (2)

=6

CALCULATED VALUE = 64.31

TABLE VALUE OF CHI SQAURE = 12.59

LEVEL OF SIGNIFICANCE = 5%
THUS IT IS FOUND THAT 12.59<64.31

The calculated Chi-Square value is more than the critical value at 5% level of significance
which reveals that the value is significant. So, null hypothesis is rejected. There is no
significant association between the department of the respondents and type of training
preferred.

On the other hand, alternative hypothesis is accepted and there is a significant association
between the department of the respondents and type of training preferred.

We have rejected the null hypothesis and accepted the alternative hypothesis. This means
there is a significant relationship between department and type of training preferred.

FINDINGS

 Most of the respondents feel that training is essential for their job.
 The study reveals that the respondents prefer on the job training and the assistance
for machine or computer.
 More than 50% of the respondents have taken part in the training and development
program of the company.
 The induction of new technology and lack of experience are the factors influencing to
training.
 The more qualified the employees are, the less training they require.
 The company has both short term and long term training modules.
 It is seen that there is a relationship between age and need for continuous training and
thus younger employees are more in need of continuous training than older ones.
 The type of training to be undergone is mostly determined by the department in which
the employee is working.
 More than 50% of the respondents feel that the time allotted for their training is ideal.
 Majority of the respondents feel that their training is interactive.
 Majority of the respondents agree to the fact that training has improved their
performance.
 Majority of the respondents are satisfied with the training they attend.
 Majority of the employees feel that continuous training will bring more effectiveness
in their work.
 All of the workers are motivated and they gain confidence after the training.
 The study reveals that most of the employees feel that the overall rating of the training
programs of the company is good.

CONCLUSION

A survey was conducted at Penta Auto Equipments Pvt. Ltd to analyze the training and
development function of the company. It is one of the leading companies in India which
started as an entrepreneurial firm, now boomed and it is on the road to fame. The
company has decided workforce and management which is added value. With slight
improvements in technology and design it can indeed raise a challenge which can bring
pride among its competitors.
From this study it is clear that the employees need training program frequently in order to
update and sharpen the skills. Even though they have implemented some of the
technologies, skill they have to make it more. Arranging the human resource as a separate
department and maintaining it properly will bring fruitful results. The companies has a lot
of opportunities and low threats and hence re-equipping the available resources and
utilizing it in maximum will be the best done job foe its improvement.

To conclude, Penta Auto Equipments Pvt. Ltd is suggested to conduct more programs on
training and development and evaluate the effectiveness of training and development and
evaluate the effectiveness of training frequently. Moreover the need based system of
training should be promoted all the time to maintain the same name and fame and bring
laurels for the organization.

LIMITATION OF THE STUDY

 The respondents were reluctant as they thought that, the management was
collecting the information.
 Data collected from the respondents could be bias in nature.
 Technical question were not possible because I am lacking in the technical
knowledge related to company and its working procedures.
 The results may not be accurate as the sample size is small.
 SUGGESTIONS

 Training should be done from time to time on the basis of technological development
in the engineering industry.
 Training should be given periodically to the semiskilled and unskilled workers so that
they can improve their performance and be able to handle the latest machinery.
 Training should be done and proper feedback should be collected from each trainee.
 On the job and off the job training implemented as per the job requirements.
  Technical and computer based training should be conducted more, especially for
employees in the Accounts and Stores department.
 Career development programs should be done as a part of the training programs.
 Training program can be decided based on the specific requirements made by the
employees as production workers require on the job training while marketing
executives are more comfortable with lectures.
 Encouraging the employees to understand the technology up gradation by attending
special courses, seminars, exhibition etc.
 Training can be given in the next level after finding the free time and employees in
different areas.
 Training an employee to work for another section within the production department,
apart from him own section, can help make the employees in the production
department multi tasking.
 Finally, to govern all these things there should be a proper human resource
department.

ANNEXURE

Questionnaire

A Study on the Effectiveness of Training and Development at Penta Auto

Equipments

Personal Details
Name:

Designation:

Age:

Marital Status:
A) Married B) Unmarried

Qualification:
A) Below 12th B) HSC
C) Graduate D) Post Graduate

1. How long have you been working with Penta Auto Equipments?
A) Less Than 3 Yrs B) 3-6 Yrs
C) 7-10 Yrs D) More Than 10 Yrs

2. Which department do you work in?

A) Production B) Stores
C) Marketing D) Accounts

3. Is any basic Training essential for your job?

A) Yes B) No

4. If Yes, then which type of Training method do you prefer?

 A) On the Job B) Off the Job
C) Outside Seminars D) Lectures

5. Have you undergone any Training session previously?

A) Yes B) No

6. What factors influence you to get trained?

A) Lack of Experience B) Induction of New Technology
C) Lack of Knowledge D) Others (Specify) _____________

7. What has been the Duration of your Training program previously?

A) Below 10 Days B) 10-20 Day
C) 20-30 Days D) Above 1 Month

8. What do you feel about the time allotted for Training?

A) Short B) Ideal C) Long

9. How would you rate the interaction of the Trainer?

A) Good B) Very Good
C) Average D) Very Poor

10. Please rate the following statements and write A, B, C, D for

A) Highly Agree B) Agree
C) Average D) Disagree

• The Training session was well organised.

• Training fulfilled all the requirements of your job.
• The Training Session has improved your performance.
• Training has helped you to know your strengths and weaknesses.
• Training has helped you to increase your skills, knowledge and ability to adapt to
changes.
• Training has helped you to improve your interpersonal relationships.
11. Were you satisfied with the last Training programme you attended?
A) Yes B) No

12. Do you feel that continuous Training will be more effective?

A) Yes B) No

13. Does Training motivate you or increase your confidence?

A) Yes B) No

14. Whether changes have to be made in the training system?

A) Yes B) No

15. Overall how would you rate the Training program at Penta Auto Equipments?
A) Very Good B) Good
B) Average C) Poor

16. Please give me your valuable suggestions to improve the Training program given by
Penta Auto Equipments.