a study on the effectiveness of training programme with respect to malabar gold

7/27/2019 A Study on the Effectiveness of Training Programme With Respect to Malabar Gold

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“A Study on the Effectiveness of Training Programme with

Respect To Malabar Gold, Calicut”

Submitted to University of Calicut in partial fulfillment for the award of the

degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted by

JubairAhammadali T M

Reg.No. FIAMMBA027

Batch 2012 – 14

Under the guidance of

Mrs. Lisbeth Bose

Faculty, FIMS

FAROOK INSTITUTE OF MANAGEMENT STUDIES

FAROOK COLLEGE PO

KOZHIKODE – 673 632



ACKNOWLEDGEMENT

“It takes a lot of effort to work your way through your goal and having someone to guide you

and help you, is always a blessing”

At the completion of my project, I endeavor to express my sincere gratitude to all who have

supported and provided with the necessary guidance to do so. Boundless thanks to The Lord

Almighty for the priceless blessings that showered on me.

I greatly indebted to Dr. M.A. JOSEPH Coordinator (SMS, Calicut), for providing an

opportunity and necessary support to do my project.

I extend my sincere thanks to my guide Mrs. RAJITHA V (Faculty, SMS Calicut) for the

valuable suggestions which directly influenced in the development of every step of my

project.

I would like to thank Mrs. MINI -HR manager MALABAR GROUP, Calicut for giving me an

opportunity to undertake this project in their esteemed organization.

I would also like to convey my sincere gratitude to all faculty members of the centre and

librarian for their whole hearted cooperation.

I acknowledge my sincere thanks to my parents and friends for their help in making this

report in the final form.

JubairAhammadali T M



Declaration

I JubairAhammedali T M, student of MBA IIIrd Semester, studying at Farook Institute of

Management Studies, Farook College, Kozhikode, hereby declare that the project report on “A

Study on the Effectiveness of Training Programme with Respect To Malabar Gold,

Calicut” submitted to University of Calicut in partial fulfillment of Degree of Master‟s of

Business Administration is the original work conducted by me.

The information and data given in the report is authentic to the best of my knowledge. This

project report is not being submitted to any other University for award of any other Degree,

Diploma and Fellowship.

Place: sd/-

Date: JubairAhammedali T M



CHAPTER 1

INTRODUCTION



CHAPTER 2

THEORETICAL REVIEW



CHAPTER 3

DATA ANALYSIS AND DESCUSSION



CHAPTER 4

FINDINGS, SUGGESTIONS AND CONCLUSION



1.1 General Introduction

The purpose of training is to bring about improvement in the performance of work. It

includes the learning of such technique that is required for the better performance of definite

task. Training is an area in which there has been a considerable advance over the past few yearsincluding the new methods, approaches, training aids and technology. we are living in an age

characterized by rapid changes in several factors contributing to the acceleration of the pace of

change. Thus it becomes necessary to study the effectiveness of the training program.

Training programmes assist in enhancing the efficiency and effectiveness of a person at work by

improving and updating his professional knowledge, skills relevant to his work, cultivating

appropriate behavior attitude towards work and people.

A study on effectiveness of training programme at Malabar group was conducted to

understand the various aspects of training programme and the effectiveness of training

programme with a view towards being able to contribute to these programmes in a constructive

way. The study helps to know the response of the employees towards the training program in an

organization and it‟s effective.

The efficiency and effectiveness of an organization depend directly on how capable its

personnel are and how effectively they are utilized for achieving organizational objectives.

Capability of a person depends on his ability to work and the types of training receive. The

Training given to him is taken care of by the organization. Training is provided to each and every

employee for developing their skill and there by the organization can acquire multi skill

personal. Skill development is undertaken in different ways which are in the form of training and

development. Thus evaluating the effectiveness of training and development is important for an

employee.



1.2 Company Profile

The name “Malabar” itself gives a clear idea of its origin, it was established on 05-07-1993

at Calicut, which is known as the heart of Malabar i.e. northern Kerala. The founder of Malabar

Group is Mr. M P Ahamed who is the present chairman. Malabar group of companies is a

reputed group which has a wide range of customers and a wide range of shareholders. Within 18

years Malabar Gold is successful in spreading its wings throughout Kerala, Karnataka, Andra

Pradesh and Gulf countries. Malabar group of companies have proved their ability in many other

divisions other than Malabar gold. It is the first and foremost business concern among the

Malabar group of companies. It is also one of the most established firms among the business

group.

The following are the business firm under Malabar group

Jewellers

Malabar group is having manufacturing divisions for gold ornaments at Calicut, namely

Malabar gold ornament makers and fortune ornament makers. it‟s having diamond

manufacturing divisions at Bangalore namely Malabar diamond gallery. It is also having

Malabar designs and interiors India at Koratty. It is also having various showrooms throughout

Kerala and also in UAE.

Property And Infrastructure Development Division

Malabar Group is having property infrastructures at various cities in Kerala. They are;

Malabar Hilite builders in India, Malabar realtors private limited, and queen city realtors private

limited at Calicut. Then Malabar castle and Malabar commercial plaza at Trivandrum, Malabar

business center at Palakkad, Malabar towers private limited at Kodugallur and Malabar shoppers

center at Kollam are the other divisions.



Hospitality Division

The hospitality division of Malabar group at Calicut which is reputed firm as an ideal gateway

to all segment of discerning travelers. It is namely Malabar gate hotel at the center of Calicut

city.

Trading Division

Malabar equipments and general traders at Calicut is the trading division of Malabar group,

where it shows its shining presence.

Charitable Trust

Malabar group also have a charitable division which provide medical facilities, house

constructions, treatment system etc. for poor and downtrodden families of the society. They work

under two division namely Malabar charitable trust and Malabar housing charitable trust both

working and around Calicut city. A fixed percentage of each year sales are allotted for Malabar

charitable division. As part of its corporate social responsibility Malabar Gold gifted poor homes

to the poor in Hyderabad. Malabar charitable Trust, the social service wing of Malabar Group

supplies free medicine to the poor patients through its Medicare division and helps homeless

people to build homes through its housing division. Malabar Charitable Trust has supplied free

medicines to more than 1.2 lakh people and built over 1600 houses for homeless till date.

Mission Statement

Malabar Group of Companies are committed to honesty and fairness to achieve a leadership

position in all our core business areas though utilizing the best and most appropriate

technologies, applying the finest manufacturing disciplines and most efficiency marketing high

quality products to consistency gives its customers the best value for their money.



Unique Features Of Malabar Gold

Exclusive showrooms for 100% BIS hallmarked 916 gold collections.

A vast array of modern designer collections from India, Italy, Singapore, Europe, Middle

East etc.

Pure value for money guaranteed while buying and selling.

Lifelong guarantee and free maintenance for gold ornaments.

Insurance protection for gold ornaments.

German made gold check carat Analyzer to check the purity of gold while buying and

selling gold.

Naksharta collection in diamond.

Buy back guarantee for diamond ornament.

Special counter for world renowned brands of watches ( Omega, Rado, Police, Fast track,

Titan, Seiko, Caterpillar)

2 year international warranty and after sale service for Swiss-made watches.

Extensive parking area at your disposal beside each showroom.

Centralized management facility.

The following are the business firm under Malabar group

Jewellers

Malabar group is having manufacturing divisions for gold ornaments at Calicut, namely Malabar

gold ornament makers and fortune ornament makers. it‟s having diamond manufacturing

divisions at Bangalore namely Malabar diamond gallery. It is also having Malabar designs and

interiors India at koratty. It is also having various showrooms throughout kerala and also in

UAE.

Property And Infrastructure Development Division

Malabar Group is having property infrastructures at various cities in Kerala. They are;

Malabar Hilite builders in India, Malabar realtors private limited, and queen city realtors private

limited at Calicut. Then Malabar castle and Malabar commercial plaza at Trivandrum, Malabar



business center at Palakkad, Malabar towers private limited at Kodugallur and Malabar shoppers

center at Kollam are the other divisions.

Hospitality Division

The hospitality division of Malabar group at Calicut which is reputed firm as an ideal gateway

to all segment of discerning travelers. It is namely Malabar gate hotel at the center of Calicut

city.

Trading Division

Malabar equipments and general traders at Calicut is the trading division of Malabar group,

where it shows its shining presence.

Charitable Trust

Malabar group also have a charitable division which provide medical facilities, house

constructions, treatment system etc. for poor and downtrodden families of the society. They work

under two division namely Malabar charitable trust and Malabar housing charitable trust both

working and around Calicut city. A fixed percentage of each year sales are allotted for Malabar

charitable division. As part of its corporate social responsibility Malabar Gold gifted poor homesto the poor in Hyderabad. Malabar charitable Trust, the social service wing of Malabar Group

supplies free medicine to the poor patients through its Medicare division and helps homeless

people to build homes through its housing division. Malabar Charitable Trust has supplied free

medicines to more than 1.2 lakh people and built over 1600 houses for homeless till date.

Malabar Gold International

Malabar gold always been ahead of the game when it comes to rising up to the challengesof international gold trade. Our international operations were started with the opening of the first

wholesale outlets, Malabar jewellery LLC, at Dubai Gold Souk, the world‟s gold destination. In

2007 August under the leadership of MR. ShamlalAhamed.M.P, (MD- Malabar Gold

international Operations & Executive Director-Malabar Group of Companies). After 4 months,



the group‟s international presence was further strengthened by the inception of the offshore

investment company, Malabar Investment Ltd.

Our Activities Include:

Importing jewellery from Singapore, Italy, Bahrain, Malaysia, Turkey and India.

Supply to domestic market and re-export to USA, India, Canada, Australia and other

GCC countries.

Awards And Recognition

ISO 9001:2000

The first to be honored with ISO 9001-2000 for quality and services. ISO 9000and 9001 is a set

of standards for quality management system that is accepted around the world. When you

purchase a product or services from an organization that is registered to the appropriate ISO

9000 or ISO 9001 standard, you have important assurances that the quality of what you receive

will be as per the standards prescribed.

Mission

To provide employment opportunity to educated people

To provide training to unskilled people

To provide employment to persons from rural areas

To provide good quality products at reasonable price

To give customers the best value for their money

To provide good working conditions

Vision

Open 500 branches across the world by the year.

Be the global leader in gold and diamond jewelers retailing.

Redefine gold and diamond industry according to the changing trends.



Generate a lot of employment opportunities for the youth of India and uplifted their living

standard.

1.3 Statement of the Problem

Training of employees is very important in every organization. The organization provides

various methods for training program, in order to increase the efficiency of employees so that

they can perform their duties more efficiently than before. It will increase production and overall

performance of the organization. The organization wants to know how effective the existing

program and what aspect of training is missing in their existing training and development

program. The organization also wants to know the new and improved methods of training and

development program to be implemented.

In this study, Training with special reference to the Malabar Gold, Calicut is analyzing.

Without the satisfaction of employees the company cannot withstand in the competing business

scenario because now a days the employees are the assets of an organization so their satisfaction

through Training is a must.

1.4 Objectives of the Study1.4.1 Primary Objectives

The primary objective is to measure the effectiveness of the training program followed in

Malabar gold

1.4.2 Secondary Objectives

To understand and evaluate the present training program

To examine the impact of training on employees.

To know the response of employees towards the training program in Malabar group.



1.5 Research Methodology

Research methodology is a way to systematically solve the research problem. Research

methods may be understood as all those methods or techniques that are used for conducting

research. Research process includes formulating the research problem, Extensive literature

survey, preparing the research design, determining the sample design, collecting the data,

Execution of data, Generalization &Interpretation and Preparation of the project on that basis.

1.5.1 Research Approach

The study adopts Descriptive Research design. Descriptive design is one which gives a snapshot

of the prevailing environment. It is used to provide a summary of some aspects of theenvironment when certain aspects of the problem where speculative in nature.

1.5.2 Data Sources

1.5.2.1 Primary Data

Primary data is used for analysis, which is gathered usingquestionnaire and interview with employees.

1.5.2.2 Secondary Data

Secondary data is also used for the study, which is gathered from internet, already done

project reports, and journals

1.5.3 Research Instruments Used (for Data Collection)

The primary data for the study will be collected through a structured questionnaire and

interview with employees and officers.



Secondary sources of data required for the study can be collected from secondary

sources, this include library references, technical and subject related magazines, journals,

newspapers and other previous studies, website of organization etc.

1.5.4 Sampling Plan

Convenience sampling is used while selecting samples for data collection.

1.5.4.1 Sampling Unit

1.5.4.2 Sample Size

A sample size of 30 was taken out from the population of the company.

1.5.4.3 Sampling Procedure

1.5.4.4 Contact Method

1.5.5 Tools Used for Analysis

1.5.6 Project Period

Time taken to conduct the study is 21 days and it is from 1st

August 2013 to 24th

August

2013.

1.5.7 Limitations of The Study As many sections in the corporate office were busy with their works,lengthy

interactions were restricted.

Sometimes the employees do not express their original opinion due to their fear

towards their management.

Respondents might have given biased answer to the questionnaire in order to please the

organization.

The study is limited only to Malabar Gold, Calicut branch. So the result cannot be

generalized.



2.1 Theoretical Review

Training

After selecting the employee the next task before the management is to give them proper

training. Training means to give information or skill through or particles. It is the method for

increasing the knowledge and skill of the people for specific job. Training involves the

development of skill that is usually necessary to perform a specific job. If refers to the process of

passing along “know how” through carefully selected methods, by competent people. Training is

telling plus showing, supervising until the desired change is achieved in the skill and attitude.

Definition

“Training is the act of increasing the knowledge and skill of an employee for doing a particular job”-Edwin.Flippo

“The purpose of training is to bring about improvement in the performance of work. It

include the learning of such technique that are required for the better performance of definite

task”-T.N Chandra

Importance Of Training:

The reason why training is important are:

1. Training enables the management to face the pressure of changing environment.

2. Training usually results in an increase of quantity and quality of output.

3. Training leads to job satisfaction and higher morale of the employees.

4. Trained workers need lesser supervision.

5. Trained workers enable the enterprise to face competition from rival organizations.

6. Training enables employees to develop and rise within the organization and increase their

earning capacity.

7. It moulds the employees‟ attitude and helps them to achieve better co-operation within

the organization.

8. Training instructs the workers towards the better job adjustment and reduces the rate of

labor turnover and absenteeism.



9. Trained employees make better economic use of materials and equipment resulting in

reduction of wastage and spoilage.

Benefits to Organization:

A programme of training becomes essential for the purpose of meeting the specific

problems of a particular organization arising out of the introduction of new lines of production,

changes in design, the demands of competition etc. The major benefits of the training to an

organization are:

1. Higher productivity: Training can help employees to increase their level of performance on

their present assignment. Training increases the skill of an employee in the performance of a

particular job .An increase in skill usually helps to increase both quantity and quality of output

.A trained worker will handle the machines and materials in the most economical manner.

2 .Better organizational climate: An endless chain of positive reactions result from a well-

planned training programme. Increased morale, less supervisory pressures, improved product

quality, increased financial incentives, internal promotions etc., result in better organizational

climate.

3. Less supervision: Training does not eliminate the need for supervision, but it reduces the need

for constant supervision.

4. Prevents Manpower Obsolescence: Manpower obsolescence is prevented by training as it

fosters the initiative and creativity of employees. An employee is able to adapt himself to

technical changes.

5. Economical Operations: Trained personnel will make economical use of materials and

equipment. This will reduce wastage in materials and damage to machinery and equipment‟s.

6. Prevent Industrial Accidents: proper training can help to prevent industrial accidents.

7. Improve Quality: Trained employees are less likely to make operational mistakes there by

increasing the quality of company‟s products.



8. Grater Loyalty: A common objective of training programme will mould employees‟ attitudes

to achieve support for organizational activities and to obtain better cooperation and greater

loyalty. Thus, training helps in building an efficient and loyal workforce

9. To fulfill Organizations‟ future Personnel needs: When the need arises ,organizational

vacancies can be staffed from internal sources, if an organization initiates and maintains an

adequate training programme.

10. Standardization of procedures: Trained employees will work intelligently and make fewer

mistakes when they possess the required know-how and have an understanding of their jobs.

Benefits to Employees:

1. Personal Growth: Employees on a personal basis gain individually from training. They secure

wider awareness, improved skill and enhanced personal growth.

2. Development of new skills: Training improves the performance of the employees and makes

them more useful and productive. The skill developed through training serves as a valuable

personal asset to the employee. It remains permanently with the employees.

3. Higher Earning Capacity: By Imparting skills, training facilitates higher remuneration and

other monetary benefits to the employee. Thus, training helps each employee to utilise and

develop his full potential.

4. Helps Adjust with Changing Technology: Old employees need refresher training to enable

them to keep abreast of the changing methods, techniques and use of sophisticated tools and

equipment.

5. Increased Safety: Proper training can help prevent industrial accidents. Trained workers

handle the machines safely. Thus they are less prone to industrial accidents. A safe work

environment also leads to a more stable mental attitude on the part of employees.

6. Confidence; Training creates a feeling of confidence in the minds of employees. It gives safety

and security to them in the organization.



Methods Of Training

There are various methods of training, which can be divided in to cognitive and

behavioralmethods. They are:-

I. Cognitive Methods

Cognitive methods are more of giving theoretical training to the trainees. The various

methods under Cognitive approach provide the rules for how to do something, written or verbal

information, demonstrate relationships among concepts, etc. These methods are associated with

changes in knowledge and attitude by stimulating learning. The various methods that come under

Cognitive approach are:

1) Lectures

2) Demonstrations

3) Discussions

4) Computer based training

1. Demonstration Training Method: This method is a visual display of how something works

or how to do something. As an example, trainer shows the trainees how to perform or how to do

the tasks of the job. In order to be more effective, demonstration method should be should be

accompanied by the discussion or lecture method.

2. Discussion Training Method: This method uses a lecturer to provide the learners with

context that is supported, elaborated, explains, or expanded on through interactions both among

the trainees and between the trainer and the trainees. The interaction and the communication

between these two make it much more effective and powerful than the lecture method.

1. Lecture – A Method of Training: It is one of the oldest methods of training. This

method is used to create understanding of a topic or to influence behavior, attitudes

through lecture. A lecture can be in printed or oral form. Lecture is telling someone about

something. Lecture is given to enhance the knowledge of listener or to give him the

theoretical aspect of a topic.

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3.Computer Based Training (CBT): With the worldwide expansion of companies and

changing technologies, the demands for knowledge and skilled employees have increased more

than ever, which in turn, is putting pressure on HR department to provide training at lower costs.

Many organizations are now implementing CBT as an alternative to classroom based

training to accomplish those goals.

II. BEHAVIOURAL METHOD

Behavioral methods are more of giving practical training to the trainees. The various methods

under Behavioral approach allow the trainee to behavior in a real fashion. These methods are

best used for skill development

The various methods that come under Behavioral approach are:

1) GAMES AND SIMULATIONS

a) BEHAVIOR-MODELING

b) BUSINESS GAMES

c) CASE STUDIES

d) EQUIPMENT STIMULATORS

e) IN-BASKET TECHNIQUE

f) ROLE PLAYS

1. Behavior Modeling: In this method, some kind of process or behavior is videotaped and then

is watched by the trainees. Games and simulation section is also included because once the

trainees see the videotape, they practice the behavior through role plays or other kind of

simulation techniques.

2. Business Games Training: In the business games, trainees are given some information that

describes a particular situation and are then asked to make decisions that will best suit in the

favor of the company. And then the system provides the feedback about the impact of their

decisions.

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3. Case Studies: Case Studies try to simulate decision making situation that trainees may find at

their work place. It reflects the situations and complex problems faced by managers, staff, HR,

CEO, etc. The objective of the case study method is to get trainees to apply known concepts and

ideologies and ascertain new ones. The case study method emphasize on approach to see a

particular problem rather than a solution.

4.Equipment Simulators: Equipment simulators are the mechanical devices that necessitate

trainees to use some actions, plans, measures, trials, movements, or decision processes they

would use with equipment back on the their respective work place.

5. In-Basket Technique: It provides trainees with a log of written text or information

and requests, such as memos, messages, and reports, which would be handled by manger,

engineer, reporting officer, or administrator.

6. Role play Training Method: Role play is a simulation in which each participant is

given a role to play. Trainees are given with some information related to description of

the role, concerns, objectives, responsibilities, emotions, etc. Then, a general description

of the situation, and the problem that each one of them faces, is given. For instance,

situation could be strike in factory, managing conflict, two parties in conflict, scheduling

vacation days, etc. Once the participants read their role descriptions, they act out their

roles by interacting with one another.

Both the methods can be used effectively to change attitudes, but through different

means.

Another Method is MANAGEMENT DEVELOPMENT METHOD.

III. MANAGEMENT DEVELOPMENT METHOD

Management development method is further divided into two parts:

1. ON-THE-JOB TRAINING









The most common method used by industry to train individuals is on-the-job training.

Virtually every employee, from clerk to general manager, gets some “on-the- job training”. Under

this method, the employee is given training at his work place by his immediate superior who

knows exactly what the trainee should learn to do. The management should also keep a close

watch and check up on the training from time to time. On-the-job training may take any one of

the following forms:

a. Coaching: Under coaching or understudy method, the employee is trained on the job by his

immediate superior to improve the skill and knowledge.

b. Job- rotation: The trainee is periodically rotated from job to job so that he acquires a general

background of different jobs.

c. Special Projects: Under this method, a trainee is assigned to a project that is closely related to

the objectives of his department. The trainee will study the problem and make recommendation

upon it.

d. Committee Assignments: Under this method, an adhoc committee is constituted and is

assigned a subject to discuss and make recommendations. The committee will make a study of

the problem and present its suggestions to the departmental head.

2. VESTIBULE TRAINIG: This method attempts to duplicate on-the-job situations in a

company classroom. The trainees are taken through a short course under working conditions ,

sales or office conditions.

3. OFF-THE-JOB TRAINING

Off-the- job training simply means that training is not a part of everyday job activities.

Classroom or off-the-job instructions are useful when concepts ,attitudes, theories and problem

solving abilities are to be taught .It is associated more with knowledge than skill. Off the job

consist of:

a. Role Playing: Role Playing techniques are used for human relations and leadership training.

Under this method, a conflict situation is artificially constructed and two or more trainees are

assigned different parts to play.



b. Case Study: Under this method, the trainees may be given a problem to discuss which is more

or less related to the principles already taught. This method gives the trainee an opportunity to

apply his knowledge to the solution of realistic problems.

c. Conference Training: The trainee as a member can learn from others. The conference is ideally

suited to learning about problems and issues and examining them from different angles.

d. Management Games: A management game is a classroom exercise in which teams of students

compete against each other to achieve common objectives.

e. Sensitivity Training: It is an experience in interpersonal relationships which results in change

in feeling and attitudes towards oneself and others.

f. Seminar or Team Discussion: Seminar is based on a presetation prepared by one or more

trainees on a subject selected in consultation with person in charge of the seminar.

g. Lecture method: This is most commonly used to address large groups above general topics.

TYPES OF TRAINING:-

1. Induction or Orientation training: As the name suggests, it is the method of introducing a new

employees into the organization with a view to gaining his confidence and developing in him a

sense of co-operation.

2. Job training: The object of job training is to increase the knowledge of workers about the job

with which they are concerned, so that their efficiency and skills of performance are improved.

3. Promotional Training: Many concerns follow a policy of filling some of the vacancies at

higher levels by promoting existing employees.

4. Refresher Training: With the passage of time, employees may forget some of the methods,

which were taught to them, or they may have become outdated because of technological

development and improved techniques of management and production. Hence, refresher training

is arranged for existing employees in order to provide them with an opportunity to revive and

also improve their knowledge.



5. Apprenticeship Training: It is a good source of providing, the required personnel for the

industry. Under this method, both knowledge and skills in doing a job or a series of related jobs

are involved.

6. Internship Training: Internship training is usually meant for such vocations where advance

theoretical knowledge is to be backed up by practical experience on the job.

The Kirkpatrick Model of Training Evaluation

Donald Kirkpatrick is Professor Emeritus of the University of Wisconsin in the United

States and a past president of the American Society for Training and Development (ASTD). He

is best known for creating a highly influential 'four level' model for training course evaluation.

Kirkpatrick's ideas were first published in 1959 in a series of articles in the US Training and

Development Journal but are better known from a book he published in 1994 entitled

"Evaluating Training Programs."

The Four Levels

Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin and past president

of the American Society for Training and Development (ASTD), first published his Four-Level

Training Evaluation Model in 1959, in the US Training and Development Journal.

The model was then updated in 1975, and again in 1994, when he published his best-known

work, "Evaluating Training Programs."

The four levels are:

Reaction.

Learning.

Behavior.

Results.

Let's look at each level in greater detail.

Level 1: Reaction

http://en.wikipedia.org/wiki/Course_evaluation

http://en.wikipedia.org/wiki/Course_evaluation



This level measures how your trainees (the people being trained), reacted to the training.

Obviously, you want them to feel that the training was a valuable experience, and you want them

to feel good about the instructor, the topic, the material, its presentation, and the venue.

It's important to measure reaction, because it helps you understand how well the training was

received by your audience. It also helps you improve the training for future trainees, including

identifying important areas or topics that are missing from the training.

Level 2: Learning

At level 2, you measure what your trainees have learned. How much has their knowledge

increased as a result of the training?

When you planned the training session, you hopefully started with a list of specific

learning objectives: these should be the starting point for your measurement. Keep in mind that

you can measure learning in different ways depending on these objectives, and depending on

whether you're interested in changes to knowledge, skills, or attitude.

It's important to measure this, because knowing what your trainees are learning and what

they aren't will help you improve future training.

Level 3: Behavior

At this level, you evaluate how far your trainees have changed their behavior, based on

the training they received. Specifically, this looks at how trainees apply the information.

It's important to realize that behavior can only change if conditions are favorable. For

instance, imagine you've skipped measurement at the first two Kirkpatrick levels and, when

looking at your group's behavior, you determine that no behavior change has taken place.

Therefore, you assume that your trainees haven't learned anything and that the training was

ineffective.

However, just because behavior hasn't changed, it doesn't mean that trainees haven't

learned anything. Perhaps their boss won't let them apply new knowledge. Or, maybe they've

learned everything you taught, but they have no desire to apply the knowledge themselves.



Level 4: Results

At this level, you analyze the final results of your training. This includes outcomes that

you or your organization have determined to be good for business, good for the employees, or

good for the bottom line



3.1 Data Analysis

Interpretation

From the above analysis it is found that a 100% employee has 1 year experience with the

organization.

Work Experience of the Employees

Frequency Percent Valid Percent Cumulative Percent

Valid 1Year 30 100.0 100.0 100.0



Methods Used To Identify Training Needs Methods


Valid

performance interview 15 50.0 50.0 50.0

performance appraisal 15 50.0 50.0 100.0

Total 30 100.0 100.0

Interpretation

From the above chart the analysis yielded that 50 % of respondents are supporting to identify

Training Needs by Performance In interview and rest 50% are by performance appraisal, so it

clearly show that training needs can be identified that both the methods have significant value in

the training program



Satisfied With Additional Allowance Provided During The Training Program


Valid

Yes 28 93.3 93.3 93.3

no 2 6.7 6.7 100.0

Total 30 100.0 100.0

Interpretation

From the above analysis it is found out that 93% are satisfied with their additional allowance

provided during the training program and 7% are not satisfied with it.



Training Program is Conducted Based on Performance Appraisal

Interpretation

From the above table it can be interpreted that 86.7% of respondents are agree that training is

conducted based on performance appraisal. so the analysis yielded that training programconducted in Malabar gold is only after examine the performance appraisal.

Frequency Percent Valid

Percent

Cumulative

Percent

Valid

yes 26 86.7 86.7 86.7

no 4 13.3 13.3 100.0

Total 30 100.0 100.0



Venue Provided for The Training Program is Appropriated

Interpretation

The analysis yielded that 96.7 % of employees are satisfied with their venue provided for the

training program, so it clearly shows that Malabar gold is providing comfortable venue for

training program.

Frequency Percent Valid Percent Cumulative

Percent

Yes 29 96.7 96.7 96.7

No 1 3.3 3.3 100.0

Total 30 100.0 100.0



Training module should be designed after employees suggestion

Frequency Percent Valid

Percent

Cumulative

Percent

Valid

yes 27 90.0 90.0 90.0

no 3 10.0 10.0 100.0

Total 30 100.0 100.0

Interpretation

From the above table and chart, 90% of the respondents states that training module should be

designed after employees suggestions, so it can interpreted that employees would like to give

suggestion before conducting training program.



Best Feature of Training Program

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

content of the

program5 16.7 16.7 16.7

Facilities 14 46.7 46.7 63.3

study material apply 2 6.7 6.7 70.0

Trainer 9 30.0 30.0 100.0

Total 30 100.0 100.0

Interpretation

From the above table and chart 46.7 respondents agree that the best feature of training program is

facilities of the program, 30% of employees are highlighting trainer,16.7 are supporting with the

content of the program and rest is with study material of training program, so the analysis

yielded that facilities being provided in the training program is the best feature of training

program.



Type of Training Method is More Suitable

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

on the job 9 30.0 30.0 30.0

off the job 6 20.0 20.0 50.0

depends on the

needs15 50.0 50.0 100.0

Total 30 100.0 100.0

Interpretation

From the above chart and table it can be inferred that, 50% of respondents are of the opinion that

training depends on the needs and 30% of them are of opinion that on the job training is better,

and rest of them are with „off the job‟ training method. So the analysis yielded that most of them

think that training depends on need.



Biggest Drawback Faced During the Training Program

Frequenc y

Percent Valid Percent

Cumulative Percent

valid

Time 21 70.0 70.0 70.0

inefficient trainer 5 16.7 16.7 86.7

other

engagements4 13.3 13.3 100.0

Total 30 100.0 100.0

Interpretation

From the above, 70% of the employees are on the opinion that biggest drawback of training

program is time,13.3 are the opinion on the other engagement and rest is with inefficient trainer

so the analysis yielded that time is the biggest drawback of the training program.



Get New Ideas for Job Performance from the Training Program

Interpretation

From the above shows that ideas getting for job performance from the training program,76% of

respondents agree that new ideas are getting for job performance from the training program so itclearly show that the training program of the Malabar gold is giving new ideas for job

performance.

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Yes 23 76.7 76.7 76.7

No 7 23.3 23.3 100.0

Total 30 100.0 100.0



Interpretation

From the above table and chart states that among 30 respondents 43 % of them states that the

present training program is good,40% of them states that training program is excellent ,so it

clearly show that present training program of Malabar gold is good.

Opinion About Present Training System

Frequenc

y

Percent Valid

Percent

Cumulative

Percent

Valid

Excelle

nt12 40.0 40.0 40.0

Good 13 43.3 43.3 83.3

average 5 16.7 16.7 100.0

Total 30 100.0 100.0



significance wa rank 1 wa rank2 wa rank3

product knowledge 7.5 5 2.5

personality

development 1.666666667 3.333333333 5

customer management 3.333333333 0.833333333 0.833333333

Interpretation

The above chart and table the analysis yielded that most of the employees have an opinion that

product knowledge is important in training program.

0

1

2

3

4

5

6

7

8

wa rank 1 wa rank2 wa rank3

product knowledge

personality development

customer management



Interpretation

The analysis yielded that opinion on the training program is well planned. A mean 4.4667,it can

be inferred that training program in Malabar gold is well planned.

Descriptive Statistics

N Minimu

m

Maximu

m

Mean Std.

Deviationduration allotted for

training program is

sufficient

30 3.00 5.00 4.3000 .74971

Valid N (list wise) 30

Interpretation

The analysis yielded that as the mean is 4.3 the duration allotted for training program is

sufficient for employees in the organization.


N Minimu

m

Maximu

m

Mean Std.

Deviation

Training Program is

well planned30 3.00 5.00 4.4667 .62881





N Minimu

m

Maximu

m

Mean Std.

Deviation

Program are handled

by efficient trainers30 3.00 5.00 4.3667 .61495


Interpretation

This analysis yielded that as the mean is 4.3,the employees are happy with their trainers and they

are efficient.


Interpretation

From the above table the analysis yielded that training program is helpful for improve job

performance which has a mean 3.9667

N Minimu

m

Maximu

m

Mean Std.

Deviation

training program is

helpful to improve job

performance

30 1.00 5.00 3.9667 .88992





N Minimu

m

Maximu

m

Mean Std. Deviation

training is a strong

motivation factor 30 3.00 5.00 4.1333 .77608


Interpretation

The above analysis yielded as the mean is 4 that training is the motivation factor for

employees in an organization.


N Minimu

m

Maximu

m

Mean Std.

Deviation

training helps to cope

with dynamicenvironment

30 3.00 5.00 4.3667 .66868

Valid N (listwise) 30

InterpretationThe analysis yielded that as mean is 4.3 it can be interpreted that training helps to cope withdynamic environment.




N Minimu

m

Maximu

m

Mean Std.

Deviation

During training

program adequate

infrastructure was

provided

30 3.00 5.00 4.4333 .67891

Valid N (listwise) 30

Interpretation

This analysis yielded as the mean is 4.4 it is interpreted that there is adequate infrastructure

provided during the training program in the organization.



Statistics

Trainin

g

Progra

m is

Well

planned

Duration

Allotted

for

Training

Program

is

Sufficien

t

Training

Program is

Helpful to

Improve

Job

Performanc

e

Progra

m are

Handle

d by

Efficien

t

Trainers

Training

is a Strong

Motivatio

n Factor

Training

Helps to

Cope With

Dynamic

Environmen

t

During

Training

Program

Adequate

Infrastructur

e was

Provided

N

Valid 30 30 30 30 30 30 30

Missin

g0 0 0 0 0 0 0

Mean 4.4667 4.3000 3.9667 4.3667 4.1333 4.3667 4.4333

Std.

Deviation.62881 .74971 .88992 .61495 .77608 .66868 .67891

Skewness -.758 -.568 -1.190 -.404 -.242 -.586 -.805

Std. Error

of

Skewness

.427 .427 .427 .427 .427 .427 .427

Minimum 3.00 3.00 1.00 3.00 3.00 3.00 3.00

Maximum 5.00 5.00 5.00 5.00 5.00 5.00 5.00

Interpretation

The above chart shows the effectiveness of training program of Malabar gold. From this it can be

interpreted that the training has been effective, all the objective of training have been met

positively.



Testing the statically significance simple mean.

In order to check the satisfaction of employees on training the researcher has given 7 set of

questions based on present training system, based on 7 questions theoretically total satisfaction

score has been develop has follows.

Maximum=7*5=35

Minimum=7*1=7, mean of the maximum & minimum s score (35+7) /2=21

One-Sample Statistics

One-Sample Test

Interpretation

It is interpreted that there is statistically significant relationship between the sample mean and

population mean .it may also be concluded that sample mean is greater than the score, and

employees satisfied within present training system in the organization.

The test yielded the result of P=.000(t)=16.621,df=29

N Mean Std.

Deviation

Std. Error

Mean

TRAININGEFFECTIV

ENESS30 30.0333 2.97673 .54347

Test Value = 21

t df Sig. (2-

tailed)

Mean

Difference

95% Confidence Interval of

the Difference

Lower Upper

TRAININGEFFECTIV

ENESS16.621 29 .000 9.03333 7.9218 10.1449



4.1Findings

All the employees feel that the Training program provided by Malabar gold is well planned. The study show that duration of training program is sufficient

It is to be found that the existing training program is helpful to improve job performance

Majority of the people are on the opinion that their present training system is good

It was found that training programs are handled by efficient trainers

The organization provided various motivational trainings to improve the status of the

employees

There is an equal opinion among the employees, they gave 2 opinion one being the

performance appraisal and performance in interview as methods to be used as identifying

the training needs.

It was found that majority of employees would like give suggestion before designing

training module

The study revealed that the employees feels the training helps to cope with dynamic work

environment

The researcher has found that Malabar gold is providing adequate infrastructure during

the training program

The study shows that employees are satisfied with the allowance provided

Majority of the respondents are satisfied with refreshment providing during the training

program.

The study revealed that product knowledge is the most important aspect of training

program

It was found that facilities of the program is the best feature of training program

From the analysis it clearly shows that employees are satisfied with the venue provide

for training program

The study show that employee would like get training depends on their need

The researcher found that training is conducted based on performance appraisal.

The study reveal that time is the biggest drawback faced during the training program



From the analysis it clearly shows that employees are getting new ideas for job

performance from the training program



4.2 Suggestions

The management should ensure that the employees get the training facilities.

The training should be given to the employees according to their needs.

The management should improve the training method so that the employees can do their

job better.

The management should ensure the availability of modern and technical training aid is

used for training.

The management should provide the expert and specialist as trainers.

Ensure the presence of all trainers in the training center.

From the trainers, collect the feedback about the training for further improvements.



4.3 Conclusion

The main objective of a training program is to improve the productivity of the company‟s

employees which in turn improves the company‟s profitability and upgrade employees‟ skill

levels which make them more productive.

The project entitled “A study on the effectiveness of training program conducted at Malabar

Group of Companies” was undertaken by the researcher with a view that it enables the

organization to know how effective have been the training program they have developed towards

configuring their employees so as to suit their organizational culture and towards achieving the

organizational goals. The project simultaneously has helped the researcher to enhance the

knowledge regarding various facts about the training program and methods.

From the study it is clear that most of the employees are satisfied and happy with the currenttraining program. However some particular areas need attention such as employees‟ feedback is

essential to understand better the kind of training program that would help them and therefore

their opinions will be more valuable in preparing further training program by the organization.

The study also helped the researcher to fulfill the objectives for which it has been undertaken.



Appendices



A STUDY ON THE EFFECTIVENESS OF TRAINING AND PROGRAMME WITH

RESPECT TO MALABAR GOLD CALICUT

QUESTIONNAIRE

Respected Sir/Madam

I‟m JubairAhammadli TM, pursuing MBA from Farook institute of management studies,

University of Calicut. As part of my course curriculum I have taken up a study on training at

Malabar group. I would be grateful if you would kindly co-operate and fill up the questionnaire.

The information will be used purely for academic purpose and will be kept confidential.

1.How long you have been employed in Malabar gold?

3 Month 6 Month 1 Year Other

2. Training program is providing Malabar gold is well planned…

(a) Strongly Agree (c) Agree

(b) Neutral(d) Disagree



(e) Strongly Disagree

3. Duration allotted for training program is sufficient...


(b) Neutral (d) Disagree


4. The existing training program is helpful to improve job performance...




5. What is your opinion about present training system?

(a) Excellent (c) Average

(b) Good (d) Below Average

6. Training programs are handled by efficient trainers...




7. Training is a strong motivation factor...




8 What method according to you must be used to identify training needs?

Performance Interview

Performance appraisal other …………………………………………..



9. Do you think that training module should be designed after considering employees

suggestion?

(a)Yes (b) No

10. Training helps to cope with dynamic work environment...




11. During training program adequate infrastructure was provided




12. I’m satisfied with the additional allowance provided during the training program…

a)Yes (b) No

If yes specify………………………….

13. I’m satisfied with refreshment providing during the training program…

a)Yes (b) No

14. What is the best feature of training program?

(a)Content of the program (b) Facilities

(c) Study Material application (d) Trainer

15. Do you think that the venue provided for the training is appropriate?

(a)Yes (b) No

16. On a scale of 1-3 rank the significance of following aspect in the training program

(a)Product knowledge 1 2 3



(b) Personality development 1 2 3

(c) Customer management 1 2 3

17.From the following which type of training method is more suitable?

(a)On the job (b) off the job (c) depends on needs

18. Do you think that training is conducted based on performance appraisal

(a)Yes (b) No

19. from the following which among the following is the biggest drawback faced during training

program?

(a) Time (b) money (c) lack of interest by staff

(d) Non availability skilled trainer

20. Do you get new ideas for job performance from the training program?

(a)Yes (b) No

a study on the effectiveness of training programme with respect to malabar gold

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