A 

 PROJECT REPORT 

ON 

“A STUDY ON EMPLOYEE TRAINING AND DEVELOPMENT PROGRAM WITH REFERENCE TO 
DATANOTIC INTERNATIONAL, CHENNAI” 

In partial fulfillment of the requirements

Of the Master of Business Administration

Submitted to
SRM SCHOOL OF MANAGEMENT
 

Submitted by: 

G.SAKTHI 

REGISTER NO:  3511210225 

UNDER THE GUIDANCE OF 

Ms. M.VETRISELVI 

Asst. Professor  

FACULTY OF ENGINEERING AND TECHNOLOGY

SRM UNIVERSITY
KATTANKULATHUR
MAY-2013
  

BONAFIDE CERTIFICATE

Certified that this project report titled “A STUDY ON EMPLOYEE TRAINING AND
DEVELOPMENT PROGRAM WITH REFERENCE TO DATANOTIC
INTERNATIONAL,CHENNAI” is the bonafide work of G.SAKTHI (3511210225) who
carried out the research under my supervision.

Certified further, that to the best of my knowledge the work reported here in does not form part
of any other project report or dissertation on the basis of which a degree or award was conferred
on an earlier occasion on this or any other candidate.

Ms. VETRI SELVI Dr.Jayshree Suresh

(Project Guide) (Dean, SRM School of Management)

Internal examiner External examiner

ii
 DECARATION

I hereby declare that the project work entitled “A STUDY ON EMPLOYEE TRAINING AND
DEVELOPMENT PROGRAM CONDUCTED AT DATANOTIC INTERNATIONAL” is
the produce of my sincere effort. This summer internship project report is being submitted by
me alone, at SRM School of management, SRM University, Chennai, for the partial fulfillment
of the course MBA, and the report has not been submitted to any other educational institutions
for any other purpose.

G.SAKTHI

Place:

Date :

iii
 ACKNOWLEDGEMENT

The success of any task lies upon the efforts made by a person, but it cannot be achieved
without the help and cooperation of others. So I would like to thank SRM UNIVERSITY -
SCHOOL OF BUSINESS MANAGEMENT for giving me the opportunity of doing a general
industrial training and project work as a special subject and provides a wonderful platform to
represent myself as a management student. 

First and foremost I would like to thank God almighty for giving me a chance to undertaken
and to complete my project successfully.

I would like to thank full to Dr.Jayshree Suresh, Dean, SRM School of Management, for
giving me an opportunity to carry out the project work.

I express my sincere thanks to my class in charge Mr. Miranda, Asst. Professor, SRM
School of Management, SRM University, for being constant source of inspiration and
wholehearted support

I take great pleasure in thanking my guide Miss.Vetriselvi M. Asst. Professor, SRM School
of Management, SRM University, for her valuable guidance and the suggestions without which
the report could not have been completed.

My greatful thanks to thank Mr. Ramesh BSC, MCA.. who permitted me to do the project
work in same DATANOTIC INTERNATIONAL. He was very understanding.

Last but not the least I would like to thank my family, friends and relatives. Who were with me
in every step of my work.

My sincere thanks to everyone.

                          

v
 TABLE OF CONTENTS

CHAPTER TOPIC PAGE NO

Title page i
Bonafide certificate ii
Declaration iii
Company certificate Iv
Acknowledgement v
Chapter I Introduction 1-25
1.1 Industry profile 1-6
1.2 Organization profile 7-11
1.3 Review of literature 12
1.4 Statement of problem 13
1.5 Objective of the study 14
1.6 Limitation of the study 15
1.7 Significance of the study 16
1.8 Methodology 17-22
1.9Analysis of method 23-25
Chapter II All functional areas in organization 26-30
2.1 Production 26
2.2 Marketing 27
2.3 Finance 28
2.4 HR 29-30
Chapter III Data analysis and interpretation 31-83
Chapter IV Findings and Suggestion 84-87
4.1 Findings 84-86
4.2 Suggestion 87
Chapter V Conclusion 88
Annexure
Questionnaire
Bibliography
 LIST OF TABLES

TABLE TITLE PAGE NO

NO

3.1 Table showing Age group of the respondents 31

3.2 Table showing Years of experience of the 33

respondents

3.3 Table showing Income of the respondents 35

3.4 Table showing Employee’s opinion on the 37

importance of training

3.5 Table showing Employees’ opinion about the 39

duration of the training program

3.6 Table showing Training was more relevant and 41

helpful

3.7 Table showing Opinion regarding the satisfaction 43

level of the existing training programme

3.8 Table showing Employees opinion before the 45

training programme

3.9 Table showing Employees opinion after the training 47

programme
3.10 Table showing Opinion regarding knowledge and 49
skills through the training programme

3.11 Table showing Opinion regarding superior 51

guidance during the training programme

3.12 Table showing Opinion regarding the relationship 53

between trainer and trainee

3.13 Table showing Employees opinion regarding the 55

opportunities that they get during the training
programme

3.14 Table showing Employees suggestions are taken 57

into consideration

3.15 Table showing Overall feedback about the training 59

programme

3.16 Table showing Effectiveness of the training 61

programme.
 LIST OF CHARTS

S.NO TITLE PAGE NO

3.1 Chart showing Age group of the respondents 32

3.2 Chart showing Years of experience of the 34

respondents

3.3 Chart showing Income of the respondents 36

3.4 Chart showing Employee’s opinion on the 38

importance of training

3.5 Chart showing Employees’ opinion about the 40

duration of the training program

3.6 Chart showing Training was more relevant and 42

helpful

3.7 Chart showing Opinion regarding the satisfaction 44

level of the existing training programme

3.8 Chart showing Opinion regarding the satisfaction 46

level of the existing training programme

3.9 Chart showing Employees opinion before the 48

training programme
3.10 Chart showing Opinion regarding knowledge and 50
skills through the training programme

3.11 Chart showing Opinion regarding superior guidance 52

during the training programme

3.12 Chart showing Opinion regarding the relationship 54

between trainer and trainee

3.13 Chart showing Employees opinion regarding the 56

opportunities that they get during the training
programme

3.14 Chart showing Employees suggestions are taken into 58

consideration

3.15 Chart showing Overall feedback about the training 60

programme

3.16 Chart showing Effectiveness of the training 62

programme.
 CHAPTER I

1. INTRODUCTION 

1.1 INDUSTRY PROFILE

The software industry includes businesses involved in the

development, maintenance and publication of computer software using any business model. The
industry also includes software services, such as training, documentation, and consulting and
outsourcing those business models.

The word "software" had been coined as a prank by at least 1953, but
did not appear in print until the 1960s. Before this time, computers were programmed either by
customers, or the few commercial computer vendors of the time, such as UNIVAC and IBM.
The first company founded to provide software products and services was Computer Usage
Company in 1955. The software industry expanded in the early 1960s, almost immediately after
computers were first sold in mass-produced quantities. Universities, government, and business
customers created a demand for software. Many of these programs were written in-house by full-
time staff programmers. Some were distributed freely between users of a particular machine for
no charge. Others were done on a commercial basis, and other firms such as Computer Sciences
Corporation (founded in 1959) started to grow. The computer-makers started bundling operating
systems software and programming environments with their machines.

The industry expanded greatly with the rise of the personal

computer in the mid-1970s, which brought computing to the desktop of the office worker. In
subsequent years, it also created a growing market for games, applications, and utilities. DOS,
Microsoft's first operating system product, was the dominant operating system at the time. In the
early years of the 21st century, another successful business model has arisen for hosted software,
called software as a service, or SaaS,this was at least the third time this model had been
attempted. SaaS reduces the concerns about software piracy, since it can only be accessed
through the Web, and by definition no client software is loaded onto the end user's PC.
Software sectors: The Global Scenario 

There are several types of businesses in the software industry.

Infrastructure software, including operating systems, middleware and databases, is made by
companies such as Microsoft, IBM, Sybase, EMC, Oracle and VMWare. Enterprise software, the
software that automates business processes in finance, production, logistics, sales and marketing,
is made by Oracle, SAP AG , Sage and Infor. Security software is made by the likes of
Symantec, Trend Micro and Kaspersky. Several industry-specific software makers are also
among the largest software companies in the world: SunGard, making software for banks, Black
Board making software for schools, and companies like Qualcomm or Cyber Vision making
software for telecom companies. Other companies do contract programming to develop unique
software for one particular client company i.e outsourcing, or focus on configuring and
customizing suites from large vendors such as SAP or Oracle.

Leading companies: Mindshare and Market share

In terms of technology leadership, the software industry has

long been led by IBM. However, Microsoft became the dominant PC operating system supplier.
Other companies that have substantial mindshare (not: market share) in the software industry are
SUN Microsystems, the developer of the Java platform (purchased by Oracle in 2010), Red Hat,
for its open source momentum, and Google for its Google Docs. However in terms of revenues
coming from software sales, the software industry is clearly dominated by Microsoft, since
inception. Microsoft products are still sold in largest number across the globe.
 Size of the industry:

According to market researcher DataMonitor, the size of the worldwide

software industry in 2008 was US$ 303.8 billion, an increase of 6.5% compared to 2007.
Americas account for 42.6% of the global software market's value. DataMonitor forecasts that in
2013, the global software market will have a value of US$ 457 billion, an increase of 50.5%
since 2008.

Software Magazine's Top 10 ranking of 2011:

1. International Business Machine

2. Oracle Corporation
3. Accenture
4. Google
5. Yahoo
6. HP
7. Symantec
8. Capgemini
9. Computer Sciences Corporation

India It Industry:

The  Indian  information  technology  (IT)  industry  has  played  a  major  role  in  placing  India  on  the 
international  map.  The  industry  is  mainly  governed  by  IT  software  and  facilities  for  instance  System 
Integration,  Software  experiments,  Custom  Application  Development  and  Maintenance  (CADM), 
network services and IT Solutions. According to Nasscom's findings Indian IT‐BPO industry expanded by 
12% during the Fiscal year 2009 and attained aggregate returns of US$ 71.6 billion. Out of the derived 
revenue US$ 59.6 billion was solely earned by the software and services division. Moreover, the industry 
witnessed an increase of around US$ 7 million in FY 2008‐09 i.e. US$ 47.3 billion against US$ 40.9 billion 
accrued in FY 2008‐09. 
 IT Outsourcing in India:

As per NASSCOM, IT exports in business process outsourcing (BPO) services attained revenues of US$ 48 
billion in FY 2008‐09 and accounted for more than 77% of the entire software and services income. Over 
the years India has been the most favourable outsourcing hub for firm on a lookout to offshore their IT 
operations.  The  factors  behind  India  being  a  preferred  destination  are  its  reasonably  priced  labour, 
favourable  business  ambiance  and  availability  of  expert  workforce.  Considering  its  escalating  growth, 
IBM has  plans to increase its business  process outsourcing  (BPO) functions in India  besides employing 
5,000 workforces to assist its growth.

In the next few years, the industry is all set to witness some multi-million dollar agreements
namely:

• A 5 year agreement between HCL Technologies and News Corp for administering its
information centers and IT services in UK. As per the industry analysts, the pact is estimated
to be in the range of US$ 200-US$ 250 million
• US$ 50 million agreement between HCL Technologies and Meggitt, UK-based security
apparatus manufacturer, for offering engineering facilities.
• Global giant Walmart has short listed their Indian IT dealers namely Cognizant Technology
Solutions, UST Global and Infosys Technologies for a contract worth US$ 600 million

India's domestic IT Market:

India's domestic IT Market over the years has become one of the major driving forces of the
industry. The domestic IT infrastructure is developing contexts of technology and intensity of
penetration.
In the FY 2008-09, the domestic IT sector attained revenues worth US$ 24.3 billion as compared
to US$ 23.1 billion in FY 2007-08, registering a growth of 5.4%. Moreover, the increasing
demand for IT services and goods by India Inc has strengthened the expansion of the domestic
market with agreements worth rising up extraordinarily to US$ 100 million. By the FY 2012, the
domestic sector is estimated to expand to US$ 1.7 billion against the existing from US$ 1
billion.

Government initiative in India's domestic IT Market:

• The Indian government has established a National Taskforce on IT with an aim of formatting
a durable National IT Policy for India
• Endorsement of the IT Act, which offers an authorized structure to assist electronic trade and
electronic operations.

Major investments in India's domestic IT Market:

• According to Andhra Pradesh Government the state's SEZs and Software Technology Parks
of India (STPI) will witness an investment of US$ 3.27 billion in the next few years.
• VMware Inc, San Francisco-based IT firm is looking forward to invest US$ 100 million by
2010 in India. 

Indian Software Industry:

The Indian Information Technology industry accounts for a

5.19% of the country's GDP and export earnings as of 2010, while providing employment to a
significant number of its tertiary sector workforce. More than 2.3 million people are employed in
the sector either directly or indirectly, making it one of the biggest job creators in India and a
mainstay of the national economy. In 2011, annual revenues from outsourcing operations in
India amounted to US$54.33 billion compared to China with $35.76 billion and Philippines with
$8.85 billion. India's outsourcing industry is expected to increase to US$225 billion by 2020.

Recent trends in software Industry:

 The computer software industry, unlike the more
traditional manufacturing and services industries, is coping with the current gloomy economic
climate as best it can by concentrating on transforming interesting ideas into novel technology,
must-have applications, and competitive manoeuvring rivals. Profits may be down at the moment
but expectations, whether for companies like Microsoft, Apple, and IBM or Intel, Symantec and
Oracle, remain quite high. Remond, WA-based software giant Microsoft is currently battling the
European Commission over inclusion of its Internet Explorer web browser in operating system
software.

Additional issues facing the computer software industry are piracy, a crime which may lessen
once software applications are more often found and used on the Internet and are not available on
individual computers; portability, the transferability of software among operating systems

Future of software industry:

Hardware, software, and people are the three basic ingredients

of enterprise business technology. They provide the enterprise with an economic advantage
through automated and improved business processes, increased employee productivity, and more
accurate and precise information. The relationship between these three components has evolved
over time. In the business technology era, we predict that managing the third part of the equation
people will emerge as the dominant focus. As software applications become business services,
the cost of human resources producing, operating, and managing software will soon be
prohibitive and the new focal point.

1.2 ORGANIZATION PROFILE

 

Data Notic International, This Company set up in April of 2005 and registered with
Government Of Tamil Nadu by section 58 (1) of the Indian Partnership act.1932 by Mr.
Himansu Kumar , having more than 5 years of experience in the field of Hardware &
Networking, Man Power Recruitment, Data Conversion, Data Entry, Call Center etc. Now, this
company has privilege to introduce ourselves as a growing data management company doing
jobs like form filling, data conversion, data entry, scanning of documents, conversion of
PDF/JPEG/TIFF/BMP files into DOC files, e-Pub conversion, XML/HTML, manpower
consultancy and training of staff for BPO (Business Process Outsourcing) etc., for a reputed
company like yours under the Division name & style of “Data Notic International”. Our basic
motive is to provide “Prompt Solutions to Right Person at Right Place in Right Time for
Right Work” in the most apropos business solutions to clients that enables them to enjoy a
competitive edge over the competing business, and this company, continues to focus on strategic
planning for the business, which provides solutions to domestic and globally corporate.

In today's technology-influenced business world, “Data Notic International” delivers low-to-

end solutions for an integrated, multi-channel communications service to manage its client's
Customer Interaction Services. “Data Notic International” approaches each contact with the
customer as an opportunity to build the client's brand and strengthen the customer relationship.
We work round the clock throughout the year towards accomplishing our mission of providing
high-quality, in time bound and cost-effective services to our world wide clients and that too at
competitive rates. We guarantee quality of work confirming to prevailing world standards.

Our Vision:-
Data Notic International began with a vision to operate locally as well as globally & bring the
benefits of BPO Solutions to all categories of customers and to maintain the Quality of Services
& Focus on Long Term Benefits of the Clients. 
  

Challenge: -
In as much as executive of this company are well energetic, sincere, loyal, innate ability,
dedicated to the business. We will take up any assignment as Challenge and put all our efforts to
complete assignment in time with 99.5% quality and accuracy.

Our Leadership: -
Our Management team comprises of experienced Management and Service industry professionals,
programmers and the experts, with proven expertise in both International and Domestic projects.

They are well exposed to the challenging applications of the technology with the use of latest tools
available today.

Our professionals have played key roles in a wide range of applications such as Data Conversion, XML,
Data Entry, Scanning, Image Processing, Form Processing, Medical Billing, E-Book, Hospital Records,
Telecom Billing, and maintenance of Database systems.

Strength:-

™ Having Encouraging and Challenging Team.

™ Dedicated hard working staff members for 24 hours services.
™ Delivery of outputs within the specified TAT.
™ Interactive Communication and feedback system to avoid Discrepancy.

Our Basic Objective is:-

™ To meet out the requirement with remarkable quality of work in time according to
customer specification.
™ To provide service to customer satisfaction and to do work/job at reasonable cost.
 ™ To meet customer requirement within the parameters of Specifications given by the
customer and also within the statutory provisions as applicable.
™ To give the result in time with 99.5% accuracy level and TAT guaranteed.
™ To do the work in Economic way and quality control process is integrated into every
project.
™ To do Data confidentiality is maintained for all projects.
™ Paper Communication is asserted when job is in “Live”.

Our Management:

Mr. Himansu Kumar Garnayak

Founder, Managing Director

Mr. Himansu Kumar Garnayak, having more than 5 years of experience in the field of Hardware &
Networking, and Call Center Projects and Non-Voice Projects. Prior to this he was working as a
Manager (Technical) in Raj Technology, Chennai supporting the operations of Dell customers in
USA. He also has run the call center project for Multi-Cultural Press (USA) ALLTELL (USA)
and Bell Canada.

He is responsible for the overall strategy and focus of the company. He keeps updated
with the latest technological developments in BPO industry and brings in extensive management
experience to Datanotic International.

He holds a degree in Aeronautical Engineering from Aeronautical Society of India, New

Delhi.

Projects undertaken:-

Project Title : PDF to DOC

Environment : Abbey Fine Reader 7, Acrobat 6.0.,

Photoshop, Omni Page & MS Word.

Description of Work : PDF image conversion to Test with

 Double Column Alignment.

1. Project Title : PDF to DOC

Software Environment : Abbey Fine Reader 7, Acrobat 6.0.,

Photoshop, Omni Page & MS Word.

Description of Work : PDF image conversion to Test with

Double Column Alignment.

2. Project Title : JPEG to DOC

Software Environment : Abbey Fine Reader 7, Imaging & Word

Description of Work : JPEG image conversion to Test with

Single Column Alignment.

3. E-Publishing : HTML & XML and converting to e-Pub format

4. Project Title : Comparing

Software Environment : MS Word

Description of Work : Word to Word Comparing

5. Form Filling Project : Source from US

Software Environment : MS Office

Description of Work : The forms of finance and insurance will be provided

with scanned image and the data will be in put manually.
 6. Data Transcription : PDF to DOC

Software Environment : MS Excel

Description of Work : Data Typing

7. Form Filling Project : Mutual Funds Form Banks

Software Environment : FoxPro

Description of Jobs : Data Entry and QC

1.3 REVIEW OF LITERATURE

William James (1998, P.18) of Harvard University reports that employee could retain
their jobs by working at mere 20-30 percent of their potential. His research led him to believe
that if these same employees were properly motivated, they could work at 80-90 percent of their
capabilities. Behavioral science concepts like motivation and enhanced productivity could well
be used for such improvement through the effective and efficient use of learning resources.
 Jack Welch (1999, P.21) Companies can't promise lifetime employment, but by
constant training and education we may be able to guarantee lifetime employability.
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. Employee training is the important sub-system of human
resource development. Employee training is a specialized function and is one of the fundamental
operative functions for human resources management.

C. K. Prahalad (1997 P.8) says that mentoring requires special skills, but it does not
require hierarchical position. After an employee is selected, placed and introduced he or she must
be provided with by training facilities. Training is the act of increasing the knowledge and skill
of an employee for doing a particular job. Training is a short-term educational process and
utilizing a systematic and organized procedure by which employees learn technical knowledge
and skills for a definite purpose. Dale S.

Beach (1996 P.14) define the training as “The organized procedure by which
people learn knowledge and /or skill for a definite purpose”. In other words, training improves
changes and moulds the employee’s knowledge, skill behavior and aptitude and attitude towards
the requirements of the job and the organization. Training refer to the teaching and learning
activities carried on for the primary purpose of helping members of an organization to acquire
and apply the knowledge, skill, abilities and attitudes needs by a particular job and organization.

1.4 STATEMENT OF PROBLEM

Management was under cloud in identifying the impact of the training program on the
performance and productivity as well as in identifying the best method of training, which
enhances the job efficiency, and skills of employees. The management was dubious about the
satisfaction level of employees towards the training program.
 Besides enormous efforts and expectations put in by the management in executing the
training and development programs, the objectives of the company remain seldom met.  

1.5 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVES:

To study the opinion of employees towards the training program

conducted at Datanotic International.

SECONDARY OBJECTIVES:

• To ascertain the satisfaction level of employee towards the training

programme.

• To find which type of training is comfortable to the employees in the organization

• To find the opinion of employees regarding the impact of training on the organizational
and personal development
• To find the relationship between the trainer and the trainee.

1.6 LIMITATION OF THE STUDY

 
  Training is the important factor of any company. So it requires to know the critical area
where they can implement new training method to bring the effectiveness of training program.
This study is required to find whether the training provided by Datanotic International satisfies
the training needs of the employees, whether the employees are satisfied with the duration of
training program, and the need to find whether the trainer maintains a good relationship with the
trainee.

All the employees are not specialized in all areas, and thus every individual employee
lacks in some areas. There is a need to find out the personal requirement, and based on that
training should be given.

This study is necessary to identify the best training method, which assists the employees
to implement their action plans. The fundamental need of this study is to evaluate the satisfactory
level of employees about their training program.

1.7 SIGNIFICANCE OF THE STUDY

 
 This study helps to understand more about the positive & negative aspects of the
present training programs and work on enabling the effective training, which gives high
motivation to the employees. Training given to the employees at the earlier stage should reflect
in future also. After the long run, the company will achieve its expected standards with the help
of training. This study educates the researcher how effectively the training process can be
followed and brings out awareness on different training strategies followed at various occasions.

1.8 RESEARCH METHODOLOGY

Meaning Of Research:
 Research is an organized, systematic, critical, scientific inquiry or investigation into a
specific problem, undertaken with the objective of finding answers or solutions thereto. Research
is simply the process of finding solutions to a problem after a thorough study and analysis of the
situational factors.

Research Methodology:

Research Methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically. In it we study the various
steps that are generally adopted by a researcher in studying his research problem along with the
logic behind them. It is necessary for the researcher to know not only the research methods but
also the methodology.

Research Design:

“A research design is the arrangement of conditions for collection and analysis of data in
a manner that aims to combine relevance to the research purpose with economy in procedure.”

Research design is the conceptual structure within which research is conducted. It

constitutes the blueprint for the collection, measurement and analysis of data. As such the design
includes an outline of what the researcher will do from writing the hypothesis and its operational
implications to the final analysis of data.

  

Types Of Project:

  There are 3 basic types of research design. They are,

1. Exploratory Research.
2. Descriptive Research.

3. Experimental Research.

Out of the research design said above the research design took for the study was
Descriptive Research Design.

Descriptive Research Design:

In descriptive research, the researcher presents a description of the state of affairs as it

exists at present. The researcher can present only what has happened or what is happening. The
variables remain beyond his\her control. The descriptive study is undertaken in order to ascertain
and be able to describe the characteristics of the variables of interest in a situation.

Hypothesis

      The hypotheses used in this study are as follows:

Hypothesis 1:

                           Age and effectiveness of training program conducted at Datanotic International.

Null Hypothesis (H0):

         There is no significant association between the age and effectiveness of training program
conducted in Datanotic International.

Alternative Hypothesis (H1):

There is a significant association between the age and effectiveness of training program
conducted in Datanotic International.
Hypothesis 2:

Experience and Satisfaction level of training program conducted at Datanotic International.

Null Hypothesis (H0):

There is no significant association between the experience and satisfaction level of training
program conducted in Datanotic International.

Alternative Hypothesis (H1):

There is a significant association between the experience and satisfaction level of training
program conducted in Datanotic International.

   Proposed Sampling Method:

Sampling is the process of selecting a sufficient number of elements from the

population, so that a study of the sample and an understanding of its properties or characteristics
would make it possible for us to generalize such properties or characteristics to the population
element.

In this study stratified sampling technique is used.

Stratified Random Sampling:

 
 Stratified random sampling involves a process of stratification or segregation, followed
by random selection of subjects from each stratum. The population is first divided into mutually
exclusive groups that are relevant, appropriate and meaningful in the context of the study.

The various stratum of this study is

• Engineering Department
• Production Department
• Plant Tech
• Quality Department
• Industrial Engineering
   

Sample Size:

The sample size of this research is 150 and the population of the study is 220 employees.

Data Collection Techniques

After the research problem and design have been defined and planned the tasks of data
collection beings.

Types Of Data:

1. Primary data.

2. Secondary data.

In this study both primary and secondary data collection methods have been used to
collect data. Now let us see about these two data collection methods.

Primary Data:
      The primary data are those, which are collected fresh and for the first time and thus
happen to be original in character.

Primary data collection is nothing but the data that is directly collected from the people
by the researcher himself. The data shows the employee’s attitude, opinions, their awareness,
knowledge and other similar aspects.

In this study, Primary Data collection method has helped the researcher to a great extent
in arriving at the results.

Secondary Data:

       Secondary data refers to the information or facts already collected. Such data are
collected with the objective of understanding the past status of any variable, or the data collected
and reported by some source is accessed and used for the objective of the study.

In this study, the secondary data are used to collect information for the review of
literature and for the company details.

Description Of Questionnaire
 This method of data collection is quite popular. In this method a questionnaire is issued to
the person concerned with a request to answers the question and return it back.

In this research, three different forms of questions are used in the questionnaire. They are:

1. Open Ended Questions:

       Open ended questions are designed to permit a free response from the various
respondents rather than one limited to certain stated alternatives are considered appropriate.

2. Multiple Choice Questions:

      This type of question has the advantage of easy handling, simple to answer, quick and
relatively inexpensive to analyze.

3. Dichotomous Question:

      A dichotomous question refers to one, which offers the respondent a choice between two
alternatives and reduces the issues.

 
1.9 ANALYSIS OF METHOD

Percentage Analysis:

Percentage analysis is the method which is used for finding the average of collected
information. Percentage analysis can be calculated as follows:

First the number of respondents is noted in a tabular form and then the percentage is
calculated by dividing the number of respondents by total number of respondents which is then
multiplied by 100.

No. of respondents

Percentage = --------------------------------------- * 100

Total no. of respondents

Chi Square Test:

The Chi-Square test is an important non parametric test in statistical work. The symbol
χ2 is used to describe the magnitude of the discrepancy between theory and observation.

It is defined as,

(O-E) 2

χ2 = Σ ---------------

E
Where,

O - Observed frequencies.

E - Expected frequencies.

The above formulae give the calculated value of χ2. The tabulated value is found out with
the help of statistical tables.

Weighted Average Method:

In weighted average each value of the variable is multiplied by its weights and the products so
obtained are summed up. This total is divided by the total of weights and the resulting figure is
the weighted arithmetic average.

X1W1 + X2W2 + X3W3 + ……….. + XnWn

Weighted Average = -------------------------------------------------------------

W1 + W2 + W3 + …………. + Wn

Where X1, X2, X3, ……. ,Xn are the values of the variable and

W1, W2, W3, …… , Wn are their respective weights.

 Target Respondents

The study was conducted in Datanotic International located in Chennai. The

respondents of this study are day shift employees and majority of the respondents have 5 to 10
years of experience.

Constraints of the study

The constraints of the study are as follows:

¾ The data collected cannot be compared with other company.

¾ The study was conducted at smaller scale due to the company’s policy.
¾ The study has been conducted on the employee level only.
¾ The findings are only the result of the survey and so it is not applicable for future.
¾ The responses given by the employees may be true.

 
 CHAPTER II

ALL FUNCTIONAL AREAS

2.1PRODUCTION DEPARTMENT

“Production management is concerned with input into output”

Data Notic technologies release life cycle is the sum of the stages of development and maturity
for a piece of computer software: ranging from its initial development to its eventual release, and
including updated versions of the released version to help improve software or fix bugs still
present in the software.

As the Internet has facilitated rapid and inexpensive distribution of software, companies have
begun to take a looser approach to use of the word "beta". In February 2005 ZDNet published an
article about the recent phenomenon of a beta version often staying for years and being used as if
it were in production level, disparagingly called "perpetual beta". It noted that Gmail and Google
News, for example, had been in beta for a long period of time and were not expected to drop the
beta status despite the fact that they were widely used; however, Google News did leave beta in
January 2006, followed by Google Apps, including Gmail, in July 2009. This technique may
allow a developer to delay offering full support and responsibility for remaining issues. In the
context of Web 2.0, people even talk of perpetual betas to signify that some software is meant to
stay in beta state. Also, "beta" is sometimes used to indicate something more like a release
candidate, or as a form of time-limited demo, or marketing technique .
2.2MARKETING DEPARTMENT

The Importance of Marketing in Organizational Success:

In the corporate world today, in 2012 creating a thriving corporation faces many challenges.
These obstacles often affect their rate of longevity. Even industries that are internationally
recognized and set the standards struggle daily to maintain status quo. Marketing is a vital
component to the prosperity of all organizations. The marketing strategies include obtaining new
clients, branding, and influencing behavior. All of these tactics are performed to encourage sales.
Marketing has many definitions. My personal definition is one that relates marketing to society’s
way of promoting spending on particular products . Marketing usually targets specific consumer
populations depending on the merchandise , and the target community is the global society. This
excludes no one. However, Gerber products are infant specific and target new parents and
caregivers alike. Whether the consumers targeted are in large or small groups it is important to
understand who you intended buyers are to market victoriously.
The interesting fact is that marketing of all goods and services purchased impact every one who
consumes. This is because it is already incorporated in the price of the merchandise. So,
consumers actually pay for all marketing costs of purchased goods. Of course the cost is on the
back end but never the less we do compensate for it. Marketing can be considered an activity
created by communicating, delivering and exchanging offerings that hold value to society .
It is important that marketing focuses on customer needs and specific target audiences. If this is
done correctly the product will sell itself.
 2.3FINANCE DEPARTMENT

Finance is the life blood of business activities. The business with life of through finance. The
main finance department is supporting manufacturing is that they process the purchase order,
release payment to the suppliers. The main function of accounts department is not maintained the
daily accounts and transaction (receipts and payments) inside and outside the company.

Source Of Finance

¾Loans from state government

¾Loan from bank

Accounts And Finance

Book and records are maintains as prescribed in the rules and also as Directed by register with
such additions and board may consider necessary. It must be prepared and kept ready for
inspection and also for auditing once in a year.
 2.4HUMAN RESOURCE DEPARTMENT

“Human resource management is a management concerned with hiring motivating and

maintaining people in and around the organization. It focuses people in an organization”.

The human resources do the recruitment process. Based on the recruitment received from various
departments the recruitment is done. The company adopts advertisement and from private
employment exchange.

Recruitment:

“Recruitment involves attracting and obtaining as many applications as possible from eligible
job-seekers”.

In case of the recruitment for the vacancies approved by the management, the recruitment will be
done automatically expect if the indenting section wants to postpone or advance it, in which case
they have to send a separate note for it. As far as possible internal mobilization of people would
be looked into and in case of non availability of the right manpower within the company.

Selection:

“Selection is the process of differentiating between applications in order to identify and hire
those with a greater likelihood of success in a job”.

o Competence, awareness and training

o Selection is a long process, commencing from the preliminary interview of the applicants and
ending with contract of the employment.
o It’s easier for the applicant because they can send their applications to a single centralized
department/agency.
 Training and development:

“Training refers to the process of imparting specific skills development refers to the learning
opportunities designed to employee grow”.

o Organizational support
o Task and KSA (knowledge skill and ability)
o Person analysis

Methods of training techniques:

o On the job training

o Off the job training
o Lectures
o Audio-visuals
o Programmed instruction
o Computer- assisted instruction (CAI)
o Simulation
o Vestibule training

 
 CHAPTER III

SWOT ANALYSIS

Strength

™ The management takes part in employee’s promotion and transaction

™ The management participates in the decision making
™ Employee suggestion for improving quality implementation by the management is high
™ The data notic international support all participation of the employees
™ New methods are adopted for participation is satisfied by the employees

Weakness

™ The strength of data notic international employees are less

™ The data notic international are partial treatment involve for participation decision
™ Participation of employees in data notic international is less practiced on many years
™ Management should conduct job related interaction with the employees
™ The company has to motivate development of quality products, so as to bring down the
rejection level

Opportunities

™Rapid inflow of investments in the software resulting in a new technology in I T industry.

™This will further open new avenues for the company
™More technology of software is having chance to highly sale in market. Increased
™production o f e f f i c i e n c y will stimulate performance in the industry.

Threats
™Increase no manufacturing products and selling materials
™They may have more contacts with software in future
™Increase more branches
DATA ANALYSIS AND INTERPRETATION

PERCENTAGE ANALYSIS 

  DEMOGRAPHIC DETAILS:

TABLE: 3.1

Age group of the respondents

S.No Age Number of respondents Percentage (%)

1. 25-30 years 15 10

2. 31-35 years 26 17.33

3. 36-40 years 77 51.33

4. Above 40 years 32 21.33

Total 150 100

Inference:

      The above table depicts that the maximum number of respondents, 51.33% belongs to the
age group of 36 to 40 years and 21.33% of the respondents belongs to the age group above 40
years.
 CH
HART 3.1

Age group of the respoondents

80 51.3%
%

70
60
50
NO.OF
F RES
40 21
1%
30 17.3%

20 10%
10
0
25-30 31-35 36-40
0 Abov
ve40
AGE

 
 TABLE:3.2

Years of experience of the respondents

S.No Options Number of respondents Percentage (%)

1. < 5years 33 22

2. 5-10years 49 32.67

3. 10-15years 36 24

4. Above15 32 21.33

Total 150 100

Inference:

         The above table clearly shows that 32.67% of the respondents are 5-10 years
experienced, 24% of the respondents are less than 5 years experienced, 22% of the respondents
are 10-15 years experienced and 21.33% of the respondents are experienced above 15 years.

 
 CHART 3.2

Years of experience of the respondents

60
49
50
40 36
33
NO.OF RES

32
30
20
10
22% 32.67% 24% 21.33%
0
<5yrs 5-10yrs 10-15yrs Above15yrs
EXPERIENCE
 

 
 TABLE: 3.3

Income of the respondents

S.No Options Number of respondents Percentage (%)

1. 3000-4000 33 22

2. 4000-6000 49 32.67

3. 6000-8000 36 24

4. 8000 and above 32 21.33

Total 150 100

Inference:

The above table clearly shows that 32.67% of the respondents earn an income of
3000 to 4000, 24% of the respondents earn an income of 4000 to 6000, 22 % of the respondents
earn an income of 6000 to 8000 and 21.33% of the respondents earn an income of 8000 and
above.
 CHART 3.3

Income of the respondents

35% 32.67% 60
30% 49
50
24%
25% 22% 21.33%
36 40
33
NO.OF RES

20% 32
30
15%
20
10%
5% 10

0% 0
3000-4000 4000-6000 6000-8000 8000and
above
INCOME
 

 
 TABLE:3.4

Employee’s opinion on the importance of training

S.No Options Number of respondents Percentage (%)

1. Highly Satisfied 43 28.67

2. Satisfied 80 53.33

3. Neutral 27 18

4. Dissatisfied 0 0

5. Highly Dissatisfied 0 0

Total 150 100

Inference: 

The above table clearly shows that 53% of the respondents are highly satisfied, 29%
of the respondents are satisfied and 18% of the employees stand neutral.
 CH
HART 3.4

Employeee’s opinion on the importance of trraining 

0%
0%

18%
1
29% Highly sattisfied

Satisfied

Neutral
53%
Dissatisfie
ed

Highly dis
ssatisfied

 
  

TABLE: 3.5

Employees’ opinion about the duration of the training program

S.No Options Number of respondents Percentage (%)

1. Too long 45 30

2. Too short 31 20.67

3. Just enough 74 49.33

Total 150 100

Inference:

The above table clearly shows that 49.33% of the respondents feel that the duration
is just enough, 30% of the respondents feel that the duration is too long, 20.67% of the
employees feel that the duration is too short. 

 
  

HART 3.5
CH

Employees’ opinion about th

he duration
n of the train
ning prograam

80 49.3%
%
70
60
50 30%
NO.O
OF RES 40
20.6%
%
30
20
10
30% 20..67% 49
9.33%
0
Too Too
o Ju
ust
g
long sho
ort enough
DURA
ATION
 

 
  

TABLE: 3.6

Training was more relevant and helpful

S.No Options Number of respondents Percentage (%)

1. Strongly Agree 48 32

2. Agree 88 58.67

3. Disagree 4 2.67

4. Strongly disagree 0 0

5. Neither agrees nor 10 6.67

disagrees

Total 150 100

Inference:

         The above table clearly shows that 58.67% of the respondents agree, 32% of the
respondents strongly agree, 6.67% of the respondents neither agree nor disagree, 2.67% of the
respondents disagree that the training program was more relevant and helpful.
 CH
HART 3.6

T
Training wass more relevvant and heelpful

58.6%
90
80
70
60
32%
NO.OF RES 50
40
30
20
6.6
67%
10 2
2.67%
0
0
Strongly Agree Disagree Strongly Neither
Agree disagree a
agrees nor
disagrees

OPIN
NION OF TH
HE RES
 
 TABLE: 3.7

Opinion regarding the satisfaction level of the existing training programme

S.No Options Number of respondents Percentage (%)

1. Highly Satisfied 41 27.33

2. Satisfied 85 56.67

3. Neither satisfied nor 24 16.67

dissatisfied

4. Dissatisfied 0 0

5.  Highly Dissatisfied  0  0 

Total    150  100 

Inference:

 The above table clearly shows that 56.67% of the respondents are satisfied, 27.33% of
the respondents are highly satisfied, 16.77 % of the respondents neither satisfied nor dissatisfied
with the existing training program.

 
 CH
HART 3.7

O
Opinion reg
garding the satisfaction
n level of thee existing trraining proggramme

90
0 56.6%
80
0
70
0
60
0
50
0 27.3%
NO
O.OF RES
40
0
30
0 16.6%
20
0
10
0
0 0
0
Highly Satisfied
d Neither Dissatisfied Highly
d
satisfied d
satisfied ed
dissatisfie
nor
ed
dissatisfie
O
OPINION OF RES
  

 
 TABLE: 3.8

Employee’s opinion before the training programme

S.No Options Number of respondents Percentage (%)

1. Very easy 0 0

2. Easy to large extent 2 1.33

3. Easy to some extent 36 24

4. Not so easy 49 32.67

5. Difficult 63 42

Total 150 100

Inference:

The above table clearly shows that 42% of the respondents feel that the job is
difficult, 32.67 % of the respondents feels that the job is not so easy, %24 of the respondents
feels that the job is easy to some extent and only 1.33% of the respondents feel that the job is
easy to large extent before the training programme.

 
 CH
HART 3.8

Employee’s opinion beefore the traaining proggramme

 
 TABLE: 3.9

Employee’s opinion after the training programme

S.No Options Number of respondents Percentage (%)

1. Very easy 31 20.67

2. Easy to large extent 76 50.67

3. Easy to some extent 42 28

4. Not so easy 1 0.67

5. Difficult 0 0

Total 150 100

Inference:

         The above table clearly shows that 50.67% of the respondents feels that the job is
easy to large extent, 28% of the respondents feels that the job easy to some extent, 20.67%of the
respondents feels that the job is very easy and only 0.67% of the respondents feel that the job is
not so easy after the training programme.

 
  

CH
HART 3.9

Employee’s opinion after the traaining progrramme

80
0 50%
70
0
60
0
50
0 28%
NO.OF RES
40
0 20%
30
0
20
0
10
0 7%
0.67 0
0
Very easy Easy to Easy to NotN so Difficult
large some easy
extent extent

O
OPINION OF RES
 

 
  

TABLE: 3.10

Opinion regarding knowledge and skills through the training programme

S.No Options Number of respondents Percentage (%)

1. To the full extent 24 16

2. To a very large extent 61 40.67

3. To a large extent 50 33.33

4. To some extent 15 10

5. Not at all 0 0

Total 150 100

Inference:

The above table clearly shows that 40.67% of the respondents acquires knowledge
and skills to a very large extent, 33.33% of the respondents acquires to a large extent, 16%of the
respondents acquires to a full extent and only 10% of the respondents acquires knowledge and
skill to some extent.

CHART 3.10
 Opinion reegarding kn
nowledge an
nd skills throough the traaining programme

70
40.67%
60
33.33%
50
40
30 16%
20 10%
10
0
0
To the
t ery
To a ve To a To some Not at all
fu
ull large
e large extent
exte
ent extennt extent

 
 TABLE: 3.11

Opinion regarding superior guidance during the training programme

S.No Options Number of respondents Percentage (%)

1. Strongly Agree 39 26

2. Agree 85 56.67

3. Disagree 8 5.33

4. Strongly disagree 0 0

5. Neither agrees nor 18 12

disagrees

Total 150 100

Inference:

         The above table clearly shows that 56.67% of the respondents agree that they are
getting superior guidance, 26% of the respondents strongly agree, 12%of the respondents neither
agrees nor disagrees and 5.33% of the respondents disagree.

 
 CH
HART 3.11

Opinion regarding superior guidance duriing the train

ning prograamme

90 7%
56.67
80
70
60
50
26
6%
40
30
12%
20
5.33%
10 0
0
Strongly
S A
Agree Dis
sagree Strrongly Neiither
agree disagree agreeea nor
disag
grees

 
 TABLE: 3.12

Opinion regarding the relationship between trainer and trainee 

S.No Options Number of respondents Percentage (%)

1. Strongly Agree 34 22.67

2. Agree 90 60

3. Disagree 9 6

4. Strongly disagree 0 0

5. Neither agrees nor 17 11.33

disagrees

Total 150 100

Inference:

The above table clearly shows that 60% of the respondents agree that trainer
maintains good relationship with trainee, 22.66% of the respondents strongly agree, 11.33%of
the respondents neither agrees nor disagrees and 6% of the respondents disagree.

 
 CH
HART 3.12

Opiniion regardin
ng the relatiionship betw
ween traineer and trainee

60%
%
90

80

70

60

50

40 22.67%

30

20 11.33
3%
6%
10
0
0
Strongly agree Agree Disagree
e Stron
ngly Neitther agrees
disag
gree norr disagrees
 

 
 TABLE: 3.13

Employee’s opinion regarding the opportunities that they get during the training
programme

S.No Options Number of respondents Percentage (%)

1. Yes 133 88.67

2. No 17 11.33

Total 150 100

Inference:

The above table clearly shows that 88.67% of the respondents are getting
opportunities to give suggestions during the training programme and 11.33% of the respondents
are not getting the opportunities to give suggestions during the training programme.

 
  

CH
HART 3.13

mployee’s op
Em pinion regarrding the op
pportunitiess that they get during th
he training
prrogramme

140 88.67
7%

120

100

80

60

40
1.33%
11
20

0
Yes No

 
 TABLE: 3.14

Employee’s suggestions are taken into consideration

S.No Options Number of respondents Percentage (%)

1. Yes 117 78

2. No 33 22

Total 150 100

Inference:

The above table clearly shows that 78% of the respondents feel that their
suggestions are taken into consideration and 22% of the respondents feel that their suggestions
are not taken into consideration.

 
  

CH
HART 3.14

Employee’ss suggestion
ns are taken
n into consid
deration

78%
%
120

100

80

60

40 22%

20

0
Yes No

 
 TABLE: 3.15

Overall feedback about the training programme

S.No Options Number of respondents Percentage (%)

1. Excellent 36 24

2. Good 96 64

3. Average 16 10.67

4. Not good 2 1.33

Total 150 100

Inference:

The above table clearly shows that 64% of the respondents overall feedback about
the training programme is good, 24% of the respondents overall feedback is excellent, 10% of
the respondents overall feedback is average and only 1.33% respondents overall feedback is not
good.
 CH
HART 3.15

Overall fe
feedback about the training prograamme

100 64%

90
80
70
60
50
40 24
4%

30
20 10%

10
1.33%
%
0
Excellent Go
ood Average
e No
otgood
 

 
  

TABLE: 3.16

Effectiveness of the training programme 

   

S.No Options Number of respondents Percentage (%)

1. Strongly Agree 40 26.67

2. Agree 93 62

3. Disagree 5 3.33

4. Strongly disagree 0 0

5. Neither agrees nor 12 8

disagrees

Total 150 100

Inference:

The above table clearly shows that 62% of the respondents agree, 26.67% of the
respondents strongly agree, 8 % of the respondents either agree nor disagree, 3.33 % of the
respondents disagree with the effectiveness of the existing training program.
 CH
HART 3.16

Effecctiveness of the trainingg programm

me

100 62%
%
90
80
70

NO.OF RES 60
50
26%
%
40
30
20
8%
10 3.3%
%
0
0
Strong
gly Agree A
Agree Diisagree S
Strongly Neither agrees
disagree
d norr disagrees

OPIN
NION OF THE RES

 
  

Ranking Method

Ranking the methods of training

Competencies Rank 1 Rank 2 Rank 3 Rank 4 TOTAL

Job instruction training 82 46 21 1 150

Apprenticeship 1 2 22 125 150

Vestibule training 29 61 45 15 150

Class room 38 43 61 8 150

Competencies 4 3 2 1 Weighted Weighted

Score Average

Job instruction 328 138 42 1 509 3.39

training

Apprenticeship 4 6 44 125 179 1.19

Vestibule training 116 183 90 15 404 2.69

Class room 152 129 122 8 411 2.74

Competencies Weighted Average Rank

Job instruction training 3.39 1

Apprenticeship 1.19 4

Vestibule training 2.69 3

Class room 2.74 2

 

Interpretation:

         Among the four training method, it is inferred that employees have ranked job instruction
training as 1, class room training as rank 2,vestibule training as rank 3 and finally apprenticeship
as rank 4.

Weighted Average

Employees’ Feedback On The Various Aspects Of The Training Programme

Description Very good Good Average Bad Very bad

Training faculty 60 86 4 0 0

Course content 33 95 22 0 0

Course materials 33 93 24 0 0

Discussions/Exercise/ 59 61 30 0 0

Case study

Arrangements done for 72 68 10 0 0

training

Very good = 5

Good =4

Average =3

Bad =2

Very bad =1
Calculation:

1. Training faculty = [(60*5) + (86*4) + (4*3) + (0*2) + (0*1)]/ 15

= 43.7

2. Course content = [(33*5) + (95*4) + (22*3) + (0*2) + (0*1)]/ 15

= 40.7

3. Course materials = [(33*5) + (93*4) + (24*3) + (0*2) + (0*1)]/ 15

= 46.8

4. Discussions/ = [(59*5) + (61*4) + (30*3) + (0*2) + (0*1)]/ 15

Exercise/

case study = 39.9

5. Arrangements = [(72*5) + (68*4) + (10*3) + (0*2) + (0*1)]/ 15

done for training = 44.1

Description Weighted Average Rank

Training faculty 43.7 3

Course content 40.7 4

Course materials 46.8 1

Discussions/Exercise/ 39.9 5

Case study

Arrangements done for 44.1 2

training

Interpretation:

From the above weighted averaged table it has been inferred that the majority of the
respondents have given first preference to the course materials, the second preference is given to
the arrangements done for the training programme, whereas the third preference is given to the
training faculty.

 
  

Employees Obtained From Training Program

Attributes Full Very large Large Some Not at all

extent extent extent extent

Knowledge 13 74 55 8 0

Efficiency 8 71 61 10 0

Skills 10 58 66 16 0

Communication skills 0 0 0 81 69

Team work 23 35 65 27 0

Confidence 22 38 59 31 0

Full extent =5

Very large extent =4

Large extent =3

Some extent =2

Not at all =1

 
 

Calculation:

1. Knowledge = [(13*5) + (74*4) + (55*3) + (8*2) + (0*1)]/ 15

= 36.1

2. Efficiency = [(8*5) + (71*4) + (61*3) + (10*2) + (0*1)]/ 15

= 35.1

3. Skills = [(10*5) + (58*4) + (66*3) + (16*2) + (0*1)]/ 15

= 34.1

4. Communication = [(0*5) + (0*4) + (0*3) + (81*2) + (69*1)]/ 15

= 15.4

5. Teamwork = [(23*5) + (35*4) + (65*3) + (27*2) + (0*1)]/ 15

= 33.6

6. Confidence = [(22*5) + (38*4) + (59*3) + (31*2) + (0*1)]/ 15

= 33.4
Attributes Weighted Average Rank

Knowledge 36.1 1

Efficiency 35.1 2

Skills 34.1 3

Communication skills 15.4 6

Team work 33.6 4

Confidence 33.4 5

Interpretation:

From the above weighted averaged table it has been inferred that the majority of the
respondents have given first preference to the course materials, the second preference is given to
the arrangements done for the training programme, whereas the third preference is given to the
training faculty.

 
 

Chi - Square Analysis

Age Group And Effectiveness Of Training Program

Strongly Agree Disagree Strongly Neither agrees Total

nor disagrees
Agree Disagree

25 – 30 12 25 1 0 5 43

31 – 35 11 30 2 0 6 49

36 – 40 7 25 0 0 0 32

Above 40 9 14 1 0 2 26

Total 39 94 4 0 13 150

Hypothesis:

Null Hypothesis (Ho):

There is no significant association between the age and effectiveness of training program
conducted in Datanotic International.

Alternative Hypothesis (H1):

         There is a significant association between the age and effectiveness of training program
conducted in Datanotic International.

 
Observed Expected (O – E) (O - E) 2 (O - E) 2 /E
Frequency (O) Frequency (E)

12 11.18 0.82 0.6724 0.0601

25 26.95 -1.95 3.8025 0.1410

1 1.15 -0.15 0.0225 0.0195

0 0 0 0 0

5 3.73 1.27 1.6129 0.4324

11 12.74 -1.74 3.0276 0.2376

30 30.71 -0.71 0.5041 0.0164

2 1.306 0.694 0.481 0.369

0 0 0 0 0

6 4.25 1.75 3.0625 0.7206

7 8.32 -1.32 1.7424 0.2094

25 20.053 4.947 24.472 1.2204

0 0.853 -0.853 0.7276 0.853

0 0 0 0 0

0 2.77 -2.77 7.6729 2.77

9 6.76 2.33 5.4289 0.8031

14 16.29 -2.29 5.2441 0.3219

1 0.693 0.307 0.0942 0.1360

0 0 0 0 0
 2 2.25 -0.25 0.0625 0.0278

Calculated χ2 value 12.629

Degree of freedom :( c-1) (r-1) = (5-1) (4-1) =12 d. f at 5% level of significance

Tabular Value = 21.026

Tabulated value is greater than the calculated value.

Result:

Since the tabulated value is greater than calculated value we accept null hypothesis. That is
there is no significant association between the age and effectiveness of training program
conducted in Datanotic International.

 
 

Experience And Satisfaction Level:

Highly Satisfied Neither Dis Highly Total

satisfied satisfied nor Dissatisfied
satisfied
dissatisfied

<5years 10 12 7 0 0 29

5-10yrs 12 38 6 0 0 56

10-15 8 22 5 0 0 35

Above 11 14 5 0 0 30
5yrs

Total 41 86 23 0 0 150

Hypothesis:

Null Hypothesis (Ho):

         There is no significant association between the experience and satisfaction level of training
program conducted in Datanotic International.

Alternative Hypothesis (H1):

         There is a significant association between the experience and satisfaction level of training
program conducted in Datanotic International. 

 
Observed Expected (O – E) (O - E) 2 (O - E) 2 /E
Frequency (O) Frequency (E)

10 7.927 2.073 18.467 2.329

12 16.627 -4.627 21.409 1.288

7 4.447 2.553 6.518 1.466

0 0 0 0 0

0 0 0 0 0

12 15.307 -3.307 10.936 0.714

38 32.107 5.893 34.727 1.082

6 8.587 -2.587 6.692 0.779

0 0 0 0 0

0 0 0 0 0

8 9.567 -1.567 2.455 0.257

22 20.067 1.933 3.736 0.186

5 5.367 -0.367 0.135 0.025

0 0 0 0 0

0 0 0 0 0

11 8.2 2.8 7.84 0.956

14 17.2 -3.2 10.24 0.595

5 4.6 0.4 0.16 0.035

0 0 0 0 0
 0 0 0 0 0

Calculated χ2 value 9.712

Degree of freedom :( c-1) (r-1) = (5-1) (4-1) =12 d. f at 5% level of significance

Tabular Value = 21.026

Tabulated value is greater than the calculated value.

Result:

         Since the tabulated value is greater than calculated value we accept null hypothesis. That is
there is no significant association between the experience and satisfaction level of training
program conducted in Datanotic International.

 
 Rank Correlation

The ranks of 5 departments are given below:

Attributes P.D I.E E.G QTY P.T

D1 D2 D3 D4 D5

Knowledge 1 1 1 1 4

Efficiency 3 2 2 2 5

Skills 4 5 3 3 2

Communication skills 6 6 6 6 6

Team work 2 4 5 4 3

Confidence 5 3 4 5 1

Comparing production & industrial

D1 D2 di=d1-d2 di 2

1 1 0 0

3 2 1 1

4 5 -1 1

6 6 0 0

2 4 2 4

5 3 2 4

£di2 10
 Comparing Production & Engineering

D1 D3 di=d1-d3 di 2

1 1 0 0

3 2 1 1

4 3 1 1

6 6 0 0

2 5 -3 9

5 4 1 1

£di2 12

Comparing Production & Quality

D1 D4 di=d1-d4 di 2

1 1 0 0

3 2 1 1

4 3 1 1

6 6 0 0

2 4 -2 4

5 5 0 0

£di2 6
 Comparing Production & Plant tech

D1 D5 di=d1-d5 di 2

1 4 -3 9

3 5 -2 4

4 2 2 4

6 6 0 0

2 3 -1 1

5 1 4 16

£di2 34

Comparing Industrial engineering & Engineering department

D2 D3 di=d2-d3 di 2

1 1 0 0

2 2 0 0

5 3 2 4

6 6 0 0

4 5 -1 1

3 4 -1 1

£di2 6
 Comparing Industrial engineering & quality

D2 D4 di=d2-d3 di 2

1 1 0 0

2 2 0 0

5 3 2 4

6 6 0 0

4 4 0 0

3 5 -2 4

£di2 8

Comparing Industrial engineering & Plant tech

D2 D5 di=d2-d5 di 2

1 4 -3 9

2 5 -3 9

5 2 3 9

6 6 0 0

4 3 1 1

3 1 2 4

£di2 32
Comparing Engineering department & Quality

D3 D4 di=d3-d4 di 2

1 1 0 0

2 2 0 0

3 3 0 4

6 6 0 0

5 4 1 1

4 5 -1 1

£di2 2

Comparing Engineering department & Plant tech

D3 D5 di=d3-d5 di 2

1 4 -3 9

2 5 -3 9

3 2 1 1

6 6 0 0

5 3 2 4

4 1 3 9

£di2 32
 Comparing Quality & Plant tech

D4 D5 di=d4-d5 di 2

1 4 -3 9

2 5 -3 9

3 2 1 1

6 6 0 0

4 3 1 1

5 1 4 16

£di2 36

6 £di2

rs = 1 - -------------

n (n2-1)

P.D & I.E rs = 1 - 6*10 = 0.714 P.D & E.G rs = 1 - 6*12 = 0.657

6(36-1) 6(36-1)

P.D & Qty rs = 1 - 6*6 = 0.828 P.D & P.T rs = 1 - 6*34 = 0.028

6(36-1) 6(36-1)
I.E & E.G rs = 1 - 6*6 = 0.828 I.E & Qty rs = 1 - 6*8 = 0.771

6(36-1) 6(36-1)

I.E & P.T rs = 1 - 6*32 = 0.086 E.G & Qty rs = 1 - 6*2 = 0.943

6(36-1) 6(36-1)

E.G & P.T rs = 1 - 6*32 = 0.086 Qty & P.T rs = 1 - 6*10 = 0.714

6(36-1) 6(36-1)

Interpretation:

Since the rank correlation between engineering department and quality

department is maximum and also positive, we conclude that the employees opinion regarding the
training programme in both the departments is more are less same
 CHAPTER IV

4.1 FINDINGS

• From the study it is inferred that 51.33% of respondents belong to the age group of 36 to
40 years and 21.33% of the respondents belong to the age group of above 40years.

• From the study it was found that 32.67% of the respondents have 5-10 years of
experience and 24% of the respondents have 10-15 years of the experience.

• From the study it is inferred that 32.67% of the respondents earn an income of 4000-6000
and 24% of the respondents earn an income of 6000-8000.

• From the study it is inferred that 53.33% of the respondents are satisfied with the
importance of the training program and 28.67% of the respondents are highly satisfied.

• From the study it is inferred that 100% of the respondents have attended the training
program.

• From the study it is inferred that 49.33% of the respondents says that the duration of the
training program is just enough and 30% of the respondents says that the training
programme is too.

• From the study it is inferred that the frequency of training programme conducted in
Datanotic International is once in three months.
• From the above study it is inferred that 100% of the respondents say that both on the job
and off the job training program are adapted in Datanotic International.

• From the above study it is inferred that 54.67% of the respondents have chosen job
instruction training as Rank 1 and 25.33% of the respondents have chosen class room
training as Rank 1 and 19.33% of the respondents have chosen vestibule training as
Rank1, and 0.67% of the respondents have chosen apprenticeship training as rank 1.

• From the above study it is inferred that 58% of the respondents agree that the training
program provided by the organization is more relevant and helpful and 32% of the
respondents strongly agree about this saying.

• From the above study it is inferred that 56.67% of the respondents are satisfied with the
existing training programme and 27.33% of the respondents are highly satisfied with the
training program.

• From the above study it is inferred that 42% of the respondents feel that the job was
difficult before the training programme and 32.67% of the respondents feel that the job
was not so easy.

• From the above study it is inferred that 50.67% of the respondents feel that the job was
easy to large extent after the training programme and 28% of the respondents feel that the
job was easy to some extent.

• From the above study it is inferred that 40.67% of the respondents have acquired
knowledge and kills to a very large extent and 33.33% of the respondents have acquired
to a large extent through the training programme.
• From the above study it is inferred that 56.67% of the respondents agree that they are
getting guidance from the superior during the training program and 26% of the
respondents strongly agree about this saying.

• From the above study it is inferred that 60% of the respondents agree that the trainer
maintains a good relationship with trainee and 22.67% strongly agree about the
relationship between trainer and trainee.
• From the above study it is inferred that 88.67% of the respondents feel that they are
getting opportunities to give suggestions during the training programme and 11.33% of
the respondents feel that they are not getting the opportunities.

• From the above study it is inferred that 78% of the respondents feel that suggestions
given by them are taken into consideration during the training programme and 22% of the
respondents feel that the suggestions are not taken into consideration.

• From the above study it is inferred that 64% of the respondents overall feedback about
the training is good and 24% of the respondents overall feedback about the training is
excellent.

• From the above study it is inferred that 62% of the respondents agree that the training
program provided by the organization is effective and 26.67% of the respondents feel
strongly agree about this saying.
 4.2 SUGGESTIONS

• Refresh training has been given to employees need to be improved by considering the current
requirements

• The company has to improve the training which has been given on communication skills for all
the shop floor workers.

• The suggestions given by the employees during the training programme can be taken into
consideration to increase the effectiveness of the training programs.

• The company can award the best trained employee, so that the other employees in the
organization will be motivated.
 CONCLUSION

     A study on the opinion of employee’s towards training program conducted in Datanotic
International has brought out various information about the training such as contents of the
training programme, trainer relationship, skills, knowledge and ability of the individual
employee. Using this survey the researcher could identify the training modules conducted in the
organization and the satisfaction level of the employee towards the training.

By this research, the objective of the project has been achieved successfully by
applying various methodologies. As an outcome, a clear inference and suggestions have been
contributed so as to make this study a future reference.

 
 ANNEXURE

QUESTIONNAIRE

Name:

Emp No:

Age: 25-30 31-35 36-40 >40

Experience: < 5 Years >5 Years 5-10 Years 10-15years

Above15yrs

Income: 3000 4000 6000 8000

1. The Training is the most important system to enhance the performance and productivity of an
organization.

Highly satisfied Satisfied Neutral Dissatisfied

Highly Dissatisfied

2. Have you undergone any training programme?

Yes No
 3. Duration of training:

4. What do you feel about duration of the programme?

Too long Too short Just enough

5. Mention the frequency of training programme conducted in Datanotic International

Once in a fortnight Once in a month Once in three months

Once in six months Once in a year

6. What was the nature of training imparted on you?

On the job Off the job Both

7. Please rank the methods of training of your concern

• Job instruction training

• Apprenticeship
• Vestibule training
• Class room
• Computer based
8. The training was more relevant and helpful

Strongly agree Agree Disagree Strongly disagree

Neither agree nor disagree

9. Give your satisfaction level on the existing training programme

Highly satisfied Satisfied Neither satisfied nor dissatisfied

Dissatisfied Highly dissatisfied

10. How did you feel the job before the training programme?

Very easy Easy to large extent Easy to some extent

Not so easy Difficult

11. How did you feel the job after the training programme?

Very easy Easy to large extent Easy to some extent

Not so easy Difficult

12. To what extent you have acquired the knowledge and skills through the training programme

To the full extent To a very large extent To a large extent

To some extent Not at all

13. Please give your sincere feedback on the following aspects of the training programme

S.No Description Very Good Average Bad Very bad

good

1 Training Faculty

2 Course content

3 Course materials

4 Discussions/Exercise/Case
study

5 Arrangements done for

training

14. I get guidance from my superior during the training programme

Strongly agree Agree Disagree Strongly disagree

Neither agree nor disagree

15. Trainer maintains a good relationship with Trainee

Strongly agree Agree Disagree Strongly disagree

Neither agree nor disagree

16. I get opportunities to give suggestions/express the views about the training that I have
undergone

Yes No

17. I will recommend this training program to others in my organization

Yes No
18. To what extent you have acquired the following attributes due to the training programme

Attributes Full Very large Large extent Some extent Not at all
extent extent

Knowledge

Efficiency

Skills

Communication

Skills

Team work

Confidence

19. Overall feedback about the training programme

A) Very good B) Average C) Not good

20. I found the training programme to be more effective

A) Strongly agree B) Agree C) Disagree D) Strongly disagree E) Neither agree nor

disagree

21. Any other suggestion/comments?

 BIBLIOGRAPHY

Books

¾Deepak chawala, Neena soundhi, “Research Methodology – Employee participation”,

(2011), vikas publishing house pvt ltd, new delhi.pg.3-236.
¾K. Aswathappa,” Human Resource Management- Employee participation”, Fifth edition,
(2008), Tata Mc Graw, New Delhi. Pg.404-418.
¾TN.Srivastava, Shailaja Rego,”Statitics for Management – Training and
Development”,Tata Mc Graw Hill Education pvt ltd,New Delhi.pg.8.20.

Websites

¾Http://www.datanoticinternational.com

Journals

¾Paul Lewis, William S.Rothwell “International Journal Of Training And

Development”, (2013) Vol- 17, No. 2, Issue - June 2013, page no.93-171.