A PROJECT REPORT ON TO STUDY THE EMPLOYEE SATISFACTION THROUGH TRAINING PROGRAMMES AT VARROC POLYMERS, PVT.LTD, RANJANGAON, PUNE.

SUBMMITED BY KAVERI SHIVAJI ADHAV ROLL NO: 62 SUBMMITED TO UNIVERSITY OF PUNE

IN PARTIAL FULFILLMENT OFTHE REQUIREMENT FOR THE AWARD OF MBA

RASHTRYA SHIKSHAN MANDALS RESEARCH INSTITUTE OF HEALTH SCIENCE AND MANAGEMENT BATCH 2010-2013

ACKNOWLEDGEMENT

I am really grateful to the Management team for allowing me to complete the project entitled To Study the Employees Satisfaction through Training at Varroc Polymers I express my sincere thanks to Mr. AVINASH BHISE GM (Operations), Mr. M.V CHAUDHARE DGM along with whole Human Resource Department for all the guidance, support rendered by them during my Project work, without which it would have been impossible for me to complete this report. I would like to thank them for the reason that made this project report very exciting and enjoyable. They made me familiar not only with the Human Resource Management but also with the other basics. I would also like to express my gratitude to, Director of Research Institute of Health Science And Management, Pune and also to Course Co-Coordinator, Prof Field work guide for their Suggestion guidance & inspiration that facilitates successful completion of this project report.

TO WHOMSOEVER IT MAY CONCERN

This to certify that the project entitled TO STUDY THE SATISFACTION LEVEL OF EMPLOYEES UNDERGAON TRAINING PROGRAM AT VARROC POLYMERS Pvt.Ltd Submitted by KAVERI SHIVAJI ADHAV In partial fulfillment of requirement for the award of MBA submitted to University of Pune under our guidance & supervision. To the best of my knowledge & belief the work presented has not been submitted earlier for the award of degree or diploma.

Director

Coordinator

Project Guide

DECLARATION

I, the undersigned, hereby declare that the Project Report entitled TO STUDY THE SATISFACTION LEVEL OF THE EMPLOYEES UNDERGAON TRAINING PROGRAM AT VARROC POLYMERS Written and submitted by me to the University of Pune, in partial fulfillment of the requirement for the award of degree of Master of Business Administration under the guidance of Lect. is my original work and the conclusions drawn therein are based on the material collected by myself.

Place:-PUNE

KAVERI SHIVAJI ADHAV MBA (HR)

TABLE OF CONTENTS
CHAPTER NO. TOPIC PAGE NO.

INTRODUCTION

OBJECTIVE & SCOPE

COMPANY PROFILE

3.1

INTRODUCTION

3.2

HISTORY

10

3.3

MISSION

11

3.4

VISSION

12

3.5

ORGANISATION STRUCTURE

14

4 4.1

RESEARCH METHODOLOGY

32

RESEARCH DESIGN 4.2 DRAFTING QUESTIONNAIRE 4.3 4.4 CHAPTER SAMPLING UNIVERSE SAMPLING SIZE TOPIC

34

35 36 37 PAGE NO

5 5.1

DATA COLLECTION

38

PRIMARY DATA 5.2 SECONDARY DATA

40

41

CONCEPTUAL BACKGROUND

42

DATA INTERPRETATION AND ANALYSIS

48

OBSERVATION

60

RECOMMENDATIONS

62

10

CONCLUSION

64

11

BIBILOGRAPHY

66

12

ANNEXURE

68

INTRODUCTION

INTRODUCTION

Training is a process of learning a sequence of programmed behavior by applying knowledge to improve performance. Training is the corner- stone of sound management, as it makes employees more effective and productive. It has become a practical and virtual necessity to management which enables the employees to develop an drive within the organization and raise their market value. Development is a process which covers not only those activities that improve job performance but also those which bring about growth of personality. In this project report the title selected is To Study Employee Satisfaction Through Training Program At Varroc Polymers Pvt Ltd.

EXECUTIVE SUMMARY

Tree cannot touch the skies, but certainly can have branches. Varroc Group too believes in this axiom, and has strong footholds in Polymer, Electrical, and Metallic Divisions and exists in all important areas of Automobile sector. Now, Varroc Group has ventured into the field of automotive components subassemblies of 2, 3, and 4wheeler in domestic and overseas market with an objective to become the preferred quality supplier across the globe. To survive and achieve success, any ventures need to understand the dynamics of competition in their industries and develop skills and capabilities that give them a competitive advantage. This is especially true among automotive industries. Customer do not buy only products as such, they buy satisfaction, hence organization must be clear about the satisfaction the customer is seeking and check out whether supplier is also meeting the standard as per concern of quality, delivery & service provided so that proper improvement is achieved throughout the supply chain. This report is based on the training conducted in the organization with an objective to measure its satisfaction level. This report is broken down into four main parts, first its deals with the introduction and the scope of the research, second it explains the profile of the Varroc Group followed by process or methodology adopted under the research methodology and the review of literature and finally concluding by analyzing the collected data. The work environment of Varroc group was absolutely encouraging and full of support. During training exposure to the work culture in the company and also the knowledge about the human recourse department was overall a great experience.

REASON FOR SELECTING PROJECT TITLE

The project title selected is To Study The Satisfaction Level Of The Employees Undergone Training Program At Varroc Polymers Pvt. Ltd

This project is basic study of satisfaction level through training program .To find out the satisfaction level of training program on the employees. This topic is selected on the account that training is one of the most important functions which takes place in any of the organization. The success of management in any organization just not only depends on selecting potential candidate unless he is trained to deliver his best performance.

REASONS FOR SELECTING COMPANY

Starting with aim behind choosing Varroc Polymers Pvt Ltd for doing summer project is getting deep knowledge in training and development area. Varroc polymers Pvt. Ltd is a part of Varroc group a global player in the business of supplying automotive components and modules. Being a manufacturing firm it was a benefit to actually get to know the practical application of theoretical concepts. So I have selected this corporation to get deep knowledge about its training programs and other process of work carried out in the company.

OBJECTIVE

OBJECTIVE

The Objective of the project are: To study the process of training programs at Varroc Polymers. To understand employee satisfaction through Training and Development programs at Varroc Polymers.

HYPOTHESIS

H01 The training conducted in Varroc Polymers is not satisfactory to the employees . Ha1 The training conducted in Varroc Polymers is satisfactory to the Employees .

SCOPE
Training focuses on skills needed to perform employees curr ent jobs. Its aim is to develop current or future employees for the future jobs with the organization or to solve organizational problems.

Training is not only meant to develop employees but also generate a feeling of competitiveness, application oriented & effectiveness in employees. It improves the job knowledge and skills at all levels of the organization. It improves the morale at the work place. Helps people create a better corporate image. It aids in increasing productivity and quality of work. It increases job satisfaction.

The survey which have been carried out regarding the perception of the employees about training in Varroc Polymers.Pvt.Ltd aims at finding out the training satisfaction of the employees and the organization and how important they think training is required for their development

COMPANY PROFILE

3.1

COMPANY PROFILE VARROC POLYMERS Pvt Ltd.

INTRODUCTION

Company Name: VARROC POLYMERS Pvt Ltd Location Details: E-88, Ranjangaon, Industrial Area, Tal- Shirur, Dist- Pune(M.S) India, Pin-412220 Travelling Time & Distance: 1 hour & 30 minutes for 70 kms from Shivajinagar, Pune. Website:www.varrocgroup.com

3.2

HISTORICAL BACKGROUND

Beginning with a venture in Aluminum Die Casting in 1985, the Jain Group made a successful foray into the automobile industry by manufacturing engineering products. However, with plastics making its presence felt in different aspects of life, the Jains foresaw a vast potential to expand its business in the booming automobile and consumer durable industries. This far-sight enabled them to sow the seeds of successful foray into polymer engineering. Consequently, Varroc Engineering was setup in the year 1990. It is operating through two divisions: Metallic and Electrical.

VARROC GROUP AT GLANCE

Varroc`s innovation initiatives make an important contribution in the overall performance of the product while providing technologies that improve fuel economy, assist in making the vehicle aesthetically , reduce weight and provide value to our customers. Modern and innovative manufacturing capabilities ensure quality and cost-efficient production. Varroc is: Customer focused, Continuous improvement thrust on Future Technologies, Live with a zero defect strategy; Involve our suppliers as partners, Protect people and the environment.

3.3 MISSION

Varroc aims to become a global player in the business of supplying components, aggregates and systems to its customers. Plans to cater towards automotive OEMs in 2/3 wheelers, Passenger cars and commercial vehicle segments and to non-automotive customers such as off road vehicles, white good, industrial, oil & gas etc. Markets shall be India and selected overseas markets such as America, Europe &Asia. Exports will constitute 10% of our total sales by 2013 The aftermarket will constitute 5% of our total sales by 2015 including domestic sales, Exports and Sales to the spare part division of our customers. We shall continue to grow at 25% CAGR over the next 5 years.

3.4 VISION

Varroc is committed to serve the society by adding value to the Customers, Employees, Suppliers, Shareholders and the Community at large in terms of:

Providing Customer Satisfaction by offering Reliable Products and Services at Competitive Prices.

Providing an environment conducive to the development, growth and satisfaction of employees while fulfilling their reasonable aspirations.

Providing adequate returns to the shareholders while nurturing business growth. Contributing to the well-being of the society and conducting ourselves as a responsible corporate citizen known for integrity and ethics.

3.5 ORGANISATION STRUCTUR

Managing Director

President Corporate Functions Varroc Engineering

Sr. Vice President Varroc Polymer SUB Head Electronics SUB Head Integrated Divison SUB Head Polymer

SBU HEAD

SUB Head Metalic

Finance

Metalic

Human Resource Plant Head Plant Head Plant Head

Plant Head

Plant Head

Legal

Business Developmen t

Business Development

Business Development

Business Developm ent

Sourcing & Supply Chain Manageme nt M&A Corporate Marketing Information Technology

Design & Development

Design & Development

Design & Development

Design & Developm ent

VARROC WORLD WIDE

20Production 3 Engineering, R&D Employees 9000 nos India Plants Location Northern India- 3 Western India- 15

DIFFERENT DEPARTMENTS IN VARROC POLYMERS

HUMAN RESOURSE

RESEARCH & DEVELOPMENT

PRODUCTION

INFORMATION TECHNOLOGY

QUALITY

ACCOUNTS

PRODUCTION PLANNING CONTROL

MATERIALS

MAINTANENCE

DESPATCH

TOOL ROOM

STORES

TRAINING & DEVELOPMENT AT VARROC

Varroc has a well-designed system of addressing the Learning & Development needs of its employees. Apart from on line and off line trainings, cross-functional teams are formed to accelerate training efficiency. Training Need Identification (TNI) is done right from the interview stage (through Assessment Centers) till retirement. The developmental needs are also identified through the Competency Model and employees potential is improved through Personal Development Plans (PDPs). As a result, Peters principle i.e. the chance of anyone rising to his level of incompetence does not arise. Varroc strongly believe that an individual has unlimited potential and we just have to tap it through catalytic actions of training and development. The T&D team acts as a facilitator while the employee puts in his efforts to reach his full potential.

3.6 PRODUCT PROFILE

PRODUCTS AND SERVICES
The main focus of Varroc is to develop technologies and produce products for auto manufacturers that increase the quality, reliability, economy and the sheer satisfaction.

Varroc today is one of the most diversified suppliers in the Indian auto component industry. Varroc has got the capabilities of Full Service Supplier in Plastic Molded modules, Machined Forgings & Auto Electrical commodities. We provide customers with unparalleled manufacturing reach and ability. Our approach is solution-based, innovative and built on stringent best practices and commitment to the success of our customers in the global marketplace. The flexibility leaves no opportunity unanswered and better ideas are uncovered every day. Excellence and perfection are the key stones of Varroc manufacturing philosophy. Varroc emphasis on Quality Systems and insistence on process reliability ensures that products not only meet customer requirements in every respect, but also satisfy the international norms of product excellence. The passion is reflected in the excellence of work, for which varroc received a lot of appreciation from the clients and even some awards. With these achievements, Varroc group has proud feeling that, this is just a beginning, and our best is yet to come. Varroc Group has adopted the TPM system to ensure continuous improvement and sustenance of the quality of the products. All divisions manufacture precision high quality parts for the automobile industry.

1. POLYMER DIVISION:

Interior Pillar Trims, Door Panels, Floor Console Exterior Parts Bumpers, Fenders, Claddings, Wheel Arches Underbody/ HVAC parts Injection and Compression Molded Rubber Parts Mirror Assemblies and Mirror Rubber Parts Air Cleaner Assembly PU Foam Pad and Seating System Assembly Multilayer co-extruded Thermoplastic Sheets Molded parts for White Goods and Consumer Electronic Parts Series Molds and Pre Production Molds

POLYMER DIVISION Polymer Division-Exterior

Automotive Exterior parts provide highly aesthetic look. Some of these assemblies include value added operations like welding, Chrome plating, and Adhesive attachments.

Polymer Division-Instrument Panel

The Instrument Panel (IP) sets the tone for the entire vehicle, and is one of the most difficult interior components to engineer and produce. They are different for every vehicle platform designed to achieve various goals and created with unique purposes and features. Regardless of the complexity, Varroc is fully integrated to engineer; manufacture Instrument Panel assemblies for our customers

Polymer Division-Plastic Omnium Varroc

Plastic Omnium Varroc Location: Chakan , Pune, India Established: 2008 - 09 Plant Area: 1,000m Plastic Omnium Varroc is a JV in between Plastic Omnium, France and Varroc Polymers, India. Business Activities: Manufacture of all Exterior parts & Assemblies except FEM

Polymer Division-Interiors Trim

Varroc; today pulling together all of the major interior components for a seamless interior experience. Interior trim features, such as safety, storage and interior harmony often are overlooked but their purpose in interior trim products is much greater than most people realize. They often include safety countermeasures, like side curtain air bags and electrical sensors to protect the vehicle's occupants during a collision, integrating and complementing other safety devices within the vehicle.

Polymer Division-Door Trims

Our design experience, diverse material knowledge and manufacturing capabilities allow us to offer the highest value door at the economic cost.

Air Filter Assemblies

Manufacturing at 4 different locations in India in close proximity of OEMs Total installed capacity of 2.5 Million nos. air filter assemblies per annum.

Polymer Division-Mirror Assemblies

Mirror Assemblies Facilities in Mirror Division Auto Strip Cutting CNC Glass Marking machine

 Semi-Auto Marking Edge Grinding Glass Convexing Aluminum metalizing Curtain coater for back Infra-red Laser Assembly lines Total installed capacity of 900,000nos

Polymer Division-Seats

Pressure Reaction Injection System. Robotic Pouring Low Pressure Injection System. Capability to produce seat assemblies for two, three, four wheeler segments. Testing facilities for Basic Raw material and Finished Goods. Total installed capacity of 4.5 Million nos. seats per annum

Polymer Division-HVACs& Under Boner Components

Rom under-hood applications like fluid recovery bottles or washer fluid bottles to HVAC ducts, load floors, seat backs and floor consoles, Varroc bends and stretches the possibilities of molding to create and shape products for any size vehicle. Varros capabilities and expanding manufacturing footprint allow us to blend the need for strength, functionality and aesthetically pleasing surfaces in a seamless process.

VARROC CUSTOMERS

TWO WHEELER

THREE WHEELER

COMMERCIALVEHICLES

WHITE GOODS

SYSTEM SUPPLIERS

PASSENGER CARS

VARROC POLYMERS ACHIVEMENTS

1990 1995

Establishment -Varroc

of

polymer

division

from

Waluj, moulding

Aurangabad. process.

successfully

introduced

rubber

1995 Mould craft Hindustan Pvt. Ltd., (MHPL) set up as joint venture with Videocon. 1996 Foam moulding process introduced by varroc group. 1998 Mould craft Hindustan Pvt. Ltd., (MHPL) introduced sheet extrusion process. 1999 New plant set up at Takve in Pune specializing in plastic moulding processes. 2001 Mirror plant operations started at Takve in Pune. 2002 Varroc Polymer Pvt. Ltd., Greater Noida (VPPL-GN) was set up with Specialization in Gas assisted Injection moulding process. 2003 2003 Air Paint cleaner shop assembly started production its for operation 2 wheeler from of Bajaj plant Auto I. Ltd.

2004 Establishment of Technology Development Center (TDC) for Bajaj 2 wheeler business. 2004 VPPL-GN received Best Partners Excellence Award (2004) from LG Electronics. 2004 VPPL-GN won prestigious Excellent Vendor Award (2004) from LG Electronics 2005 -Varroc Polymer Pvt. Ltd., Binola (VPPL-BN) was commissioned with Specialization in Moulding process at Binola in Haryana. 2006 Shifting of Mirror plant at Ranjangaon in Pune i.e. Plant II. 2006 Increase in the domain of expertise of Technology Development Center (TDC) By incorporating activities integral to 4 wheeler business.

2007 Expansion of Varroc Polymer Pvt. Ltd., Plant II (VPPL - II) at Ranjangaon in Pune to cater the four wheeler Business 2008 Hot and cold Injection process introduced at VPPL Plant II at Ranjangaon in Pune 2008- Varroc Polymer Pvt. Ltd., Binola (VPPL-BN) won Achievement Award (2008) for meeting quality and delivery targets by Honda Motorcycle and Scooter India (P) Ltd. 2008 -Varroc Polymer Pvt. Ltd., Greater Noida (VPPL-GN) added another feather in its cap by winning Excellence Award (2008) in Q, C, and D in Mold Category from LG Electronics.

COMPANY FUTURE PLANS

The history of Varroc has a constant visible growth, and also projects the simailar success in coming future.

VALUES OF VARROC

Varroc Group enjoys a great degree of credibility in the eyes of its stakeholders for walking the talk. For Varroc, the stated values Sincerity, Humility, Integrity, Passion and Self-discipline are not just other image-building exercises. Employees from top to bottom happily undergo training programs on Human values and Ethics, understanding how values give great practical benefits. The corporate magazine Varroc Pulse carries in every issue lead articles on one value at a time where employees share their own experiences. Regular e-communiqu (code named Svadhyay) takes place to build the culture of self-esteem, gratitude and service. We have a detailed Code of Ethics (Codex) which encourag es more ethical behavior.

SHIPS OF VARROC

Sincerity means transparency, hard work, common sense, in-depth study of ground realities, sharing information and knowledge

Humility means openness to others views, service attitude, willingness to learn/ open to new ideas regardless of source

Integrity means keeping a promise internally and externally, walking the talk, developing trust, keeping organization free from unethical practices

Passion means work intensely, caring more than anyone else Self-discipline means responsibilities with authority, following rules and regulations of the organization

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
Research is a systematic structure of investigation undertaken in order to discover new facts. Methodology provides a way and guiding principles for research. Research methodology is a way to systematically solve the research problems. The research methodology differs for different kind of problems.

4.1

RESEARCH DESIGN
The task of defining the research problem is the preparation of the design of the research project and known as Research Design.

It is arrangement of conditions for collection and analysis of data in a manner that aims to arrangement of conditions for collection and analysis of data in a manner that aims to combine to the relevance purpose with economy in procedure.

4.2 DRAFTING QUESTIONNAIRE

A questionnaire was focused with a view to get clear image of the research problem and the research project. Use of open ended and closed ended questions were asked for this project. Appropriate sequencing of the questions in the questionnaire is also given equal importance.

 Re-examination was done for eliminating the technical defects. The questionnaire was made simple but gave straight forward directions for the respondents so that they may not feel any difficulty in answering the questions.

4.4 SAMPLING UNIVERSE

It is the set of objects, technically called as sampling universe which is to be studied. There are two types of universe finite and infinite. Here finite universe is included, as the sample is within the employees of the organization. The sampling universe was 100 employees.

4.7 SAMPLE SIZE

Sampling is the selection of some part of an aggregate or totality on the basis of which a judgment about the aggregate is made. The sample size refers to a number of items to be selected from the universe to constitute a sample. Sample Size is 60 and total attendance for the training program was100.

DATA COLECTION

DATA COLLECTION
The data which is being collected for research purpose after defining a research and planning research design is said as collection of data. Data which is required for this project was collected from human resource department from the past records, interaction with the employees and filling the feedback forms of training. Thus the effectiveness of trainings was evaluated by giving some suggestions for betterment in training programs.

SOURCES OF DATA 1. PRIMARY DATA 2. SECONDARY DATA

5.1

PRIMARY DATA

PRIMARY DATA
Primary data are obtained by a study specifically designed to fulfill the data needs of the problems at hand. Such data are original in character and are generated in large. The primary data is collected from discussion with Head HR department and employees. Data has also been collected from the questionnaire filled in by randomly selected employees

5.2

SECONDARY DATA
SECONDARY DATA
Data which are not originally collected but rather obtained from published or unpublished sources are known as secondary data. The secondary data constitute of the material on the basis of which statistical work is carried out in man y investigations .

METHOD USED
The method used is Questionnaire Method. In this method a questionnaire is sent to a person concerned with a request to answer the questions and return the questionnaire. The method used was the survey method, where a questionnaire was prepared and also few informal discussions were carried out with the employees.

TIME PERIOD
The time period for the project was 2 months from 15th may to 15thjuly 2011.

CONCEPTUAL BACKGROUND

CONCEPTUAL BACKGROUND

TRAINING AND DEVELOPMENT TRAINING:Training is defined as the process of learning and unlearning - to acquire/enhance skills and knowledge and apply them in practice- to enable the employee/trainee to do his job methodically and efficiently. Training can also be defined as the process of bringing the manpower of an organization to the desired level of performance, behavior and attitude from the existing level of performance, behavior and attitude. The efficiency of an organization depends directly on the capability and talent of its personnel, and how motivated they are. Capability of the person is depend on his ability to work and the type of training he receives which enhance his capability to perform better. The training inputs may vary from on-the-job experience to off-the-job training; most of the organizations undertake some kind of training for their employees. In Indian organizations high importance in recent years is given for training programs because of their contributions to the achievement of organizational objectives. Considering the current trend in the corporate sector, the term training is used for all types of development programs, since development program have not remained confined to Management Development only. Companies are organizing development programs not only for white-collar employees but also for blue-collar employees like shop-floor operators, clerical and support staff and even for unskilled workers. This new programs will help the entire employees of an organizatio n to work as a team with a high efficiency to achieve the objectives of organization.

NEED AND IMPORTANCE OF TRAINING & DEVELOPMENT

Training and development programs, remove performance deficiencies in employees. The need of training may be better understood in the light of the following situations, one or several may simultaneously impact and organization and/or its personnel.

1. Rapid technological innovations impacting the workplace have made it necessary for people
to constantly update their knowledge and skills. 2. People have to work in multi-dimensional areas, which are usually far removed from their area of specialization. 3. Change in the style of Management. 4. Lack of proper and scientific selection procedure. 5. For career advancement. 6. For higher motivation and productivity. 7. To make the job challenging and interesting. 8. For self-development. 9. For employee motivation and retention.

10. To improve organizational climate. 11. Prevention of obsolescence.

12. To keep pace with the time.

13. To build the gap between skills requirement and skills availability.

14. For the survival and growth of the organization and the nation.

THE PURPOSE OF TRAINING

The aim of training is to help the organization achieve its purpose by adding the value to its key resource-the people it employs. The purpose of training is to :

1. Increase in Efficiency : Training plays an active role in increasing the efficiency

of employees in an organization. Training increase skills for doing a job in a better way by enhancing the competencies.

2 . Increase in the Moral of Employee : Moral is the mental condition of an

individual or group which determines the willingness to cooperate and voluntary give his best. Training increases employee morale by upgrading their skills in line with their job requirement.

3. Better Human Relations : Training attempts to increase the quality of human

relations in an organization. Growing complexities often high degree of specialization of jobs in large organization has led to various human problems like alienation, depression, interpersonal and inter-group problems. Many of these problems can be overcome by suitable human relation training.

4. Reduce Supervision : Trained employees require less supervision. They need

more autonomy and freedom. Such autonomy and freedom can be given if the employees are trained properly to handle their jobs without the help of supervision.

5.Increased Organizational Viability and Resilience :Trained people are

necessary to maintain organizational viability and flexibility. Viability relates to an organizations ability to tide over bad days, and resilience relates to its ability to sustain its effectiveness.

6.Introduction of New Strategies and Working Methods in the Organization .

7. Advancement in Technology : In view of innovations and changes in

technology, related to its methods of production, a business organization may consider it imperative to update the skills of its staff.

8. Organizational Policy : Some Organizations have a policy of sending their staff

for training on a regular basis. The objective is to keep its staff abreast with the latest working methods, innovation and practices.

ADVANTAGES OF TRAINING
1. Leads to improve profitability and/or more positive attitude toward profits orientation. 2. Improves the job knowledge and skills at all levels of the organization. 3. Improves the morale of the workforce. 4. Helps people identify with organizational goals. 5. Helps create a better corporate image. 6. Fasters authentically, openness and trust. 7. Improves the relationship between boss and subordinate. 8. Aids in organizational development. 9. Learns from the trainee. 10. Helps prepare guidelines for work. 11. Aids in understanding and carrying out organizational policies. 12. Provides information for future needs in all areas of the organization. 13. Organization gets more effective decision-making and problem solving. 14. Aids in development for promotion from within. 15. Aids in developing leadership skill, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

16. Aids in increasing productivity and/ or quality of work. 17. Helps keep costs down in many areas, e.g. production, personnel, administration etc. 18. Develops a sense of responsibility to the organization for being competent and knowledgeable. 19. Improves labor-management relations.

TRAINING SATISFACTION

The training program lead to better performance, customer satisfaction, customer loyalty, high sales and profit margins, and also employee satisfaction and competence. Satisfaction helps to keep the employee in good state of mind and drives him to give better performance.

DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS AND INTERPRETATION

Data analysis is the important step in process of research. It summaries the complete observation in such a manner that they yield answers to the research question. Interpretation of the data plays important role in further improvements with respect to the action plan for applying the recommendations. Questionnaire included open ended and closed ended questions. The questionnaire was designed for extracting the views of the employees about the trainings conducted in the organization. Sampling is the selection of some part of an aggregate or totality on the basis of which a judgment about the aggregate is made. The sample size refers to a number of items to be selected from the universe to constitute a sample. Sample Size is 60 and total attendance for the training program was100

1.The training program you have undergone has completed your expectations.To what extent do you agree with the above statement.
TABULAR REPRESENTATION SCALE COUNT PERCENTAGE

Strongly Agree Agree Neutral Disagree Strongly Disagree TOTAL

0 60 0 0 0 60 100% 100%

GRAPHICAL REPRESENTATION Satisfaction From Training

Satisfied 100%

INTERPRETATION This shows that all the employees are satisfied and their expectations are fulfilled by the training program.

2.

To what extent do you think that the training you have undergone was practically useful in

your day to day life? TABULAR REPRESENTATION SCALE 1-30% 31-50% 51-80% 81-100% TOTAL COUNT 0 4 34 22 60 PERCENTAGE 0% 4% 57% 39% 100%

GRAPHICAL REPRESENTATION Practical Orientation Of Training

4% 39% 57% 51 - 80 % 81 - 100% 31 - 50 %

INTERPRETATION: It shows that the training delivered was very well communicated, and easily applied in day to day life. The quality of training was good enough and helped people to grasp the knowledge.

3. Which method do you think is more efficient to impart training? TABULAR REPRESENTATION SCALE On the job training Class rooom training Total COUNT 22 38 60 PERCENTAGE 37% 63% 100%

GRAPHICAL REPRESENTATION Training Methods

37% Class Room Training On the job Training

63%

INTERPRETATION The data show that maximum employees would like to have class room trainings. As class room trainings are very effective due to maximum concentration as compared to on job training.

4.To what extent are you satisfied with the current training methodology followed in your
organization? TABULAR REPRESENTATION SCALE Strongly Agree Agree Neutral Disagree Strongly Disagree TOTAL COUNT 4 44 12 0 0 60 PERCENTAGE 7% 73% 20% 0% 0% 100%

GRAPHICAL REPRESENTATION Training Methodology Satisfaction

7% Strongly Agree Agree 73% Neutral

20%

INTERPRETATION The data shows that majority of employees are satisfied with the current training methodology followed in the organization.

5. To what extent do you think that the superior/instructors were co-operative in implementing the skills you have learned in training program? TABULAR REPRESENTATION SCALE 30% 50% 80% 100% TOTAL COUNT 6 18 32 4 60 PERCENTAGE 10% 30% 53% 7% 100%

GRAPHICAL REPRESENTATION Co-operation For Implimentation

7%

10% 30% 30% 50%

53%

80% 100%

INTERPRETATION According to the data 53% employees say that the supervisors are co-operative in implementing the skills you have learned in training program.

6. Have you faced any problem or complication during the entire training program? TABULAR REPRESENTATION SCALE Yes No TOTAL COUNT 16 44 60 PERCENTAGE 27% 73% 100%

GRAPHICAL REPRESENTATION Complications During Training

27%

73% NO 73% 27% YES

INTERPRETATION The data shows that most of the employees didnt have any problem or complication during the entire training program.

7. Are you satisfied with the training and schedule of training program? TABULAR REPRESENTATION SCALE 30% 50% 80% 100% TOTAL COUNT 0 16 36 8 60 PERCENTAGE 0% 27% 60% 13% 100%

GRAPHICAL REPRESENTATION Training schedule Satisfaction

13%

27% 50% Agree 80% Agree

60%

100% Agree

INTERPRETATION
It is seen that the training and the schedule of training is satisfactory to maximum number of employees.

8. To what extent do you think that you are satisfied with the frequency of training program conducted in your organization? TABULAR REPRESENTATION SCALE 1 30% 31 50% 51 80% 81 100% TOTAL COUNT 0 28 24 8 60 PERCENTAGE 0% 24% 63% 13% 100%

GRAPHICAL REPRESENTATION Satisfaction For Training Frequency

13%

24%

31 - 50% 51 - 80% 81 - 100% 63%

INTERPRETATION According to the data 63% of trainees say that they are satisfied with the frequency of training program conducted in the organization.

9.Do you think that there is a need to organize such type of training program? TABULAR REPRESENTATION SCALE Yes No TOTAL COUNT 60 0 60 PERCENTAGE 100% 0% 100%

GRAPHICAL REPRESENTATION Need Of Training

100% YES

100% YES

INTERPRETATION The need and importance of training programs is felt by employees and hence they agree with the statement.

10.What are the areas in which you would like to gain training? TABULAR REPRESENTATION SCALE Soft skills Technical skills TOTAL COUNT 26 34 60 PERCENTAGE 43% 57% 100%

GRAPHICAL REPRESENTATION

Training Area

43% 57% 57% Technical Training 43% Soft Skill

INTERPRETATION: From the data the technical skills is the interest area for the employees as it enhance their production skills and gives practical knowledge to the employees which increase their work efficiency.

OBSERVATIONS

OBSERVATIONS

The employees are 100% satisfied with the training program. It has been found that 80% of supervisors are being helpful to implementing the trainings. Out of total employees 53% say that trainings are practically useful in day to day life. It is observed that 63% of the employee say that class room trainings method is efficient and effective for imparting training. All the employees are looking forward for good quality trainings in coming future due to realization of importance of training for extra knowledge and better performance.

RECOMMENDATION

RECOMMENDATION

Few recommendations which the company can use could be: On-the-job training method should be used, so that it would not affect the regular production of the company.

The class room trainings must also involve the practical examples of production
department to get sufficient knowledge with greater concentration within the class room.

CONCLUSION

CONCLUSION

Varroc is giving best facility for training programs; this has created a positive approach in the mindset of the trainees to work at Varroc polymers.

The satisfaction level with respect to the training programs being conducted is high thus,
is a proud feeling to be associated with Varroc Polymers.

BIBLIOGRAPHY

BIBLIOGRAPHY

BOOKS: Business Research Methods By Donald R Cooper, Pamela S Schindler Research Methodology Methods And Techniques By C R Kothari

WEBSITE: www.varrocgroup.com www.google.com Www. citehr.com

www.encyclopedia.com

ANNEXURE

ANNEXURE
QUESTIONNAIRE FOR EMPLOYEE Name of Employee: Designation: Department: Experience:

1. The training program you have undergone has completed your expectations. To what extent do you agree with the above statement? (1)Strongly Agree (2) Agree (3) Neutral (4) Disagree (5) Strongly Disagree

2. To what extent do you think that the training you have undergone was practically useful in your day to day life? (1) 1-30% (2) 31-50% (3) 51-80% (4) 81-100%

3. Which method do you think is more efficient to impart training? (1) On job Training (2) Off job Training

4. To what extent are you satisfied with the current training methodology followed in your organization?

(1)Strongly Agree (2) Agree (3) Neutral

(4) Disagree (5) Strongly Disagree

5. To what extent do you think that the superior /instructors were co-operative in implementing the skills you have learned in training program? (1) 30% (2) 50% 3) 80% (4) 100%

6. Have you faced any problem or complication during the entire training program? (1) Yes (2) No

If yes, state suitable reason. -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

7. Are you satisfied with the training and schedule of training program? (1) 30% (2) 50% 3) 80% (4) 100%

8. To what extent do you think that you are satisfied with the frequency of training program conducted in your organization? 1) 1-30% (2) 31-50% (3) 51-80% (4) 81-100%

9. Do u think that there is a need to organize such type of training program? (1) Yes (2) No

If yes, state suitable reason. ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------10. What are the other areas in which you would like to gain training? (1) Soft skills (2) Technical skills

11. Any suggestions regarding the entire training program? ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------Date Sign of Employee