M PRA

Munich Personal RePEc Archive

Perceived effectiveness of training and

development: a case study in stc
technologies pvt ltd., chennai
j Swaminathan and u Gowri shankar
A.V.C.College of Engineering, India

1. March 2011

Online at http://mpra.ub.uni-muenchen.de/39641/
MPRA Paper No. 39641, posted 3. July 2012 13:00 UTC

PERCEIVED EFFECTIVENESS OF TRAINING AND DEVELOPMENT

A CASE STUDY IN STC TECHNOLOGIES PVT LTD, CHENNAI.
J.SWAMINATHAN M.A., B.L., M.B.A, M.Phil.,
U. GOWRI SHANKAR M.B.A, M.Phil.
Department of Management Studies, A.V.C.College of Engineering,
Mannampandal, Mayiladuthurai 609 305 Tamil Nadu
Mobile : 9488923659
Mobile : 9788065789
Email- < [email protected]>
Email- [email protected]

ABSTRACT

Training is the act of increasing the knowledge and skill of an employee for doing
particular job .The training is to acquire new skill, technical knowledge, problem- solving,
etc. Training improves the performance of employees on present jobs and prepares them for
taking up new assignments in the future. Training also helps in the development of the
employees.
The main objective of the study is to measure the effectiveness of the training in the
organization and its impact on employee job performance in the organisation.
For collecting the required primary data, a structured questionnaire, with multiple
choice and close-ended questions was administered to 60 employees in the organisation
through the simple random sampling method. In this study Chi-Square test, Correlation and
Anova have been used to interpret the data collected. Based on the research findings the
researcher offered suitable suggestions for improving the employee training and development
in the organization.

INTRODUCTION
TRAINING AND DEVELOPMENT
Training and development is the field concerned with organizational activity aimed at
bettering the performance of individuals and groups in organizational settings. It has been
known by several names, including employee development, human resource development,
and learning and development.
An organisation which aspires to grow must be in tune with the changing needs of the
society. Training becomes relevant in the context since it is only through training that the
gap between performance of the organisation and the felt need of a changing society can be
neutralised. Training reduces the gap by increasing employees knowledge, skill, ability and
attitude. Employees are motivated to attend the training programmes by the management for
self development as well as organization development Employees realize the importance of
training needs of training to achieve the organizational goals.(5)
Training and Development are terms which are sometimes used interchangeably.
Development was seen as an activity associated with managers. In contrast training has a
more immediate concern and has been associated with improving the knowledge and skill of
non-managerial employees in the present job. In management education system, training
system is a set of interdependent parts which together form a unitary whole that performs a
well defined function. It essentially has an input, a processing or transforming unit, an output
and a feedback.(4)
Every organisation needs the services of trained persons for performing the activities
in a systematic way. The fast changing technological development makes the knowledge of
employees obsolete. They require constant training to cope with the needs of jobs. After
selecting the employees, the next task of management is to give them proper training.
Training makes a very important contribution to the development of the organisation
human resource and hence to the achievement of its aims and objectives. To achieve its
purpose training needs to be effectively managed so that right training is given to the right
people in the right form at the right time and at the right cost.
Training is different from college education since management is relating experience
to learning going from experience and concept. Training is purely vocational in contrast to
education .The main purpose of which is the development

of general culture.

The term training indicates the process involed in improving the apptitude, skills, and
abilities of the employees to perform specific jobs. (6)

Training is a vital phase of management control .It helps in reducing accidents,

eliminating wastages and increases the quality of work. The training programmes must focus
on are soft skill ,such as interpersonal communication , team work , innovation and
leadership .most importantly the training has to be comprehensive ,systematic and strategy
with which the company is planning to fight the competition . In the future it is training that
will act as between people, between strategy and between customers and the organisation.
The development of individual and teams through training is important for the achievement
of long term goals of the organization.(3)

The existing favourable conditions and the rate at which it is expected to grow the
BPO sector requires large number of trained and well groomed employees. Any attempt
which undermine the importance of training could adversely affect the quality of service
provided and in turn becomes detrimental to the outsourcing business itself. Hence it is
significant not only to identify the training needs of this sector but also the appropriate mode
of training(1).
Importance of Training (6)
The benefits of training like Better performance, Employee Development,
Personal Growth, Less Supervision and High morale clearly shows its importance.
NEED OF THE STUDY
Training is very important for employees in doing the job and it improves the
performance or skills. Training strongly influence the productivity, efficiency, innovative
ideas and complete knowledge about the job.
Therefore, it is necessary to know the training given to the employees in the
organization provide them level of acceptance, care and confidence after the training
programme and their satisfaction about the training programme.

SCOPE OF THE STUDY

In this survey, the emphasis is to identify the perceived effectiveness of training
programme among the employees in Software Testing Company Private Limited.

This

extends to enable the management to conduct better training programmes and to adopt new
methods of training programme.
3

In earlier researches while gender, educational background experience and salary did
not influence the opinion on the impact of training on individual such as enhancement of selfconfidence, improvement of individual, competence, decision making ability, problem
solving significant differences were noticed among the different positions and age groups.(2)

PROFILE OF THE COMPANY

STC Technologies Pvt. Ltd.
STC Technologies is an independent software testing service company providing
enterprise-wide critical quality solutions to software development organizations. With a
unique, effective and efficient approach to quality, STC helps clients align IT to their
business strategy and implement projects that provide a measurable return on investment.
STC is among the fastest growing and most innovative Software and Human
Resource Consulting firm based at Chennai, India. The company provides comprehensive
services in the areas of IT Staff Recruiting, Temporary Staffing, Executive Staffing, and Job
Placements for leading technology companies both in India and outside.
STC Technologies is the country's leading provider of Outsourced
Independent Testing Services to the IT organizations of the most admired corporations in the
Banking, Finance, Insurance and Technology sector.
Training
STC Technology provides a formalized set of training courses on Manual and
Automated regression and load testing tools, as well as a more generalized training class on
quality assurance methodology for managers.
The On site training courses is provided at their premises for larger groups and teams.
This flexible and cost effective method of training allows them to schedule training around
your project schedule allowing all members of your team and project to be involved.

OBJECTIVES OF THE STUDY

1.

To analysis the perceived effectiveness of training and development

provided by STC Technologies.

2.

To evaluate the impact of the training programme on employee job

performance.

Research Design:
This study is Descriptive research because it includes survey and fact finding enquires
of different kinds to fulfill the objectives. A structured questionnaire containing closed, open
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ended and multiple choice questions is used. The primary data is collected from the 60
employees selected by Simple Random Sampling Method. Chi- Square, ANOVA and
Correlation Analysis were used to analyse the data.
Limitation of the study
The effectiveness of training and development programme is measured only
on the basis of the perceived satisfaction level regarding the programmes.
ANALYSIS AND INTERPRETATION OF DATA
Table.1
Perceived Effectiveness Score
Effectiveness Elements
1.Competent Faculty
2.Resourse used
3.Information gained
4.Evaluated after training
5.Comfortable training environment
6.Interval between
7.Well planned
8.Overall training
9.Importance to the personal
10.Develop my career
11.Organisation development
12.New skill
13.Self development
14.Techincal skill
15.Work better with job satisfaction
16.Improves job performance
17.Offerd minimize accident
18.Improve working condition
19.Work development
Total

Total Score
250
207
221
239
209
183
212
213
239
263
252
264
247
259
242
263
220
266
248

Average(Totalscore/60)
4.17
3.45
3.68
3.98
3.48
3.05
3.53
3.55
3.98
4.38
4.2
4.4
4.12
4.31
4.03
4.38
3.66
4.43
4.13
74.91
Source : Primary Data

Effectiveness score= 74.91/19=3.94/5*100=78.8 %

Inference: The Average score is found to be 74.91.This implies that the perceived
effectiveness is up to 78.8 % .The employee satisfaction level is comparatively more.

Table 2
Combined Pearson Chi-Square Results
Criteria

Hypothetical Relation ship Criteria

Training & development programme is
well planned
Training imparted is towards organisation
development
Training improves my job performance
Training & Development offered minimize
accident and damages
Training improves working condition
Recourses used is satisfactory
Recourses used is satisfactory
Information is gained in the training
Evaluated after the training programme
Sufficient personal importance given
Training helps me to develop my career
Training improves working condition

Age

Gender

Asymp. Sig.
Relationship
(2-sided)
Yes
.001

Value

df

26.868(a)

21.251 (a)

.002

14.923(a)

.021

5.996(a)

.740

Yes
Yes
No

No
2.388(a)
3
.496
Yes
27.171(a)
12
.007
No
4.966(a)
4
.291
No
1.918(a)
3
.590
No
3.847(a)
2
.146
Yes
9.907(a)
2
.007
No
3.038(b)
1
.081
No
.477(b)
1
.490
Source : Primary Data Analysis

Hypotheses:
Ho: There is no significant relation ship between Age/Gender and the measured criteria.
H1: There is significant relation ship between Age/Gender and the measured criteria.
When the significant value is less than 0.05 the null hypothesis is rejected and if it is
more than 0.05 the null hypothesis is accepted. The relationship between various opinions
and age/gender is clearly seen in the table.
Table.3
Correlation
Assumptions
Training conducted by competent faculty and
comfortable with training environment.
Evaluated after the training and no.of the training
programs attended
Sufficient personal importance given in the training
and training is well planned
Overall training in my organization is satisfactory and
no .of training programs
Training is towards organization development and
personal importance is given
Age and training programme improve working
condition.

Correlation

Relationship

.503

Positive correlation

.340

Positive correlation

.239

Positive correlation

-.341

Negative correlation

.298

Positive correlation

.031

Positive correlation

Source : Primary Data Analysis

Inferences:
1) This implies when the competency of the faculty increases, the comfortability of
participants also increases.
2) This implies the increase in no.of.training programs increase the opinion about evaluation
after training.
3) This implies the training is well planned and the participants feel that personal importance
is given.
4) The negative correlation implies, if the no.of.training programs increase the overall
satisfaction decreases to some extent.
5).The training is towards organisation development and is also giving importance to the
personal.
6).The age has a small influence in the opinion of working condition improvements.
Table.4
ANOVA
Criteria

Gender

Age

Mean
Square

Relationship

Sig.

Training conduted by competent

.193 .424 .517
faculty
Recourses used in the training is
5.630 4.858 .031
satisfactory
Information is gained in the training
.000 .000 .996
programme
Satisfied with time interval between
.534 .363 .549
various training programs
Training imparted is towards
.250 .409 .525
organisation development
Recourses used in the training is
3.706 3.361 .025
satisfactory
Evaluated after the training programme. 1.391 2.704 .054
Sufficient personal importance given in
.944 1.754 .166
the training
Training develops new skill
.149 .667 .576
Training improves working condition
.195 .774 .514
Overall training in my organisation is
.505 .587 .627
satisfactory
Source : Primary Data Analysis

Hypotheses :
Ho : Both male and female employees have equal chances of giving opinion about training.
H1 : Both male and female employees have no equal chances of giving opinion about
training.
Inferences:
When the significant value is greater than 0.05 the null hypothesis is accepted and when it is
less than 0.05 null hypotheses is rejected.
1) There is no gender bias on the opinion about competent faculty.
2) There is no gender bias on the opinion about satisfactory resources used.
3) This implies there is no gender bias on the opinion about the information gained.
4) There is no gender bias on the opinion about the satisfaction with intervals between
various training programs.
5) There is no gender bias on the opinion about training given towards organisation
development.
6) This implies age did not affect the opinion about satisfactory resources used.
7) This implies age did not affect the opinion about evaluation after training.
8) This implies age did not affect the opinion about giving importance to the personal.
9) This implies age did not affect the opinion about new skill developed by training.
10) This implies age did not affect the opinion about

the

working condition

improvements by training.
11) This implies training did not affect opinion about overall satisfaction.
Findings
Majority of the employees are found to be 30-40 years of age and have attended
mostly internal training programs. They also opined that the training and
development programs offered by STC are more satisfactory to the employees.
In the chi-square analysis, it is found that there is relationship between Age and
opinion on the planned training activities and organisational development. But
age did not have any association with the opinion on the job performance and
improvement in working condition. Similarly gender has no association with the
opinion on resources used, career development help, giving importance to the
personal and evaluation also improves.

 Through the correlation it was found that the comfortability increases with the
number of training programs, opinion on evaluation improves, organisation
development training, personal importance and improves opinion on working
condition. But the overall satisfaction of training programme decreases with the
increase in number of training programme attended.
In the Anova analysis it is found that the age and gender did not affect the
opinion about

organisation

development and

satisfactory resources used.

Similarly they did not affect overall satisfaction about training.

The average score as found to be 74.91.This implies that the perceived
effectiveness is up to 78.8 %. The training provided by the company is more
effective because the employees satisfaction level is more.

Suggestions

While planning the training programme age is to be considered. Since the increase in
the number of training programs decrease the overall satisfaction to some extent the required
training programme only to be given to the employees. Based on the opinion current need
identified is career development and organization development. Similarly the opinion as need
for developing new skill identified is related to self development by the training programme.
The opinion about training helps to work better and improves job satisfaction and working
condition. This points are to be considered to improve the effectiveness of training and
development programme.
Conclusion
Though the effectiveness of training is more some suggestions are offered to improve
the same. Training is essential for an employee who has just been promoted to a higher level
job. Similarly the training increases the skill and knowledge of employees. This helps
employee to perform his job much better and improve their personality and attitude and also
increases their level of self-confidence and commitment to work. Training also helps in the
development of employees.

Refrerences
1.

Employment structure and Training need in the emerging Business process

outsourcing (BPO) Industry, Sujatha Sony, Indian Journal of Training and Development
xxxv No.1 (January March 2005)

2.

Training as an effective HRD Technique in Banking sector - An opinion survey

Dr.T.Raju, Indian Journal of Training and Developnment xxxv2 (April June 2005)

3.

Managers Training Parameters, Dr. Udai Pareek, Indian Journal of Training and

Developnment xxxv3 (September 2005)

4.

New concept in management Education & Training System (feed back oriented

Rationalized Management Education Training System),Dr. S.K. Shrivastav, Indian Journal

of Training and Development xxxv2 (April June 2005)

5.

S. Sundarajan, Indian Journal of Training and Development xxxvii No.3 (July

September 2007)

6.

Dr. Manju Gupta, Indian Journal of Training and Development xxxvii No.3 (July
September 2007)

ANNEXURE I
PERCEIVED EFFECTIVENESS OF TRAINING AND DEVELOPMENT IN STC
TECHNOLOGIES PVT LTD CHENNAI.
Questionnaire
1) Gender
Male

Female

2) Age
Below 30

30-40

40-50

50&above

3) The attend any training programme in your organization.

Yes

No

4) The training programme programme conducted was.

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External

Internal

5) Number of training programme attended by me so for.

2

morethan 8

6) Training programme Conducted by competent faculty.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

7) The resourse used the training programme is satisfactory.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

8) The information gained from the training programme is.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

Disagree

Strongly disagree

9) I was evaluated after the training programme.

Strongly agree

Agree

Neutral

10) The type of training conducted in my organization is.

Skill Training

Refresher Training

Appretiship training

Team Training

11) I feel comfortable with the training environment.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

12) I am satisfied with time interval between various training programmes.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

13) The training and Development programme is well planned.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

14) The overall training programme in my organization is satisfactory.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

15) Sufficient personnal importance is given the training programme.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

Disagree

Strongly disagree

16) Training helps me to develop my career.

Strongly agree

Agree

Neutral

17) The training imparted is towards organization development.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

Neutral

Disagree

Strongly disagree

18) Training develop new skill.

Strongly agree

Agree

19) The training programme is related to self development.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

Disagree

Strongly disagree

20) I need training to enhance my technical skill.

Strongly agree

Agree

Neutral
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21)Training makes me to work better with job satisfaction.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

22) The training programme provided by the company improve my job performance.
Strongly agree

Agree

Neutral

Disagree

Strongly disagree

23) The training &development offerd to me minimize the accident and damages to
equipment.
Strongly agree

Agree

Neutral

Disagree

Strongly disagree

24) My purpose of training programme is to improve working condition.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

25) The training programme is related to work development.

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

Your valuable suggestion regarding training & development in the organization.

___________________________________________________________________________

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