sabu project viva ppt

7/31/2019 Sabu Project Viva Ppt

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PROJECT 2012

SABU R

REG NO: 5533

MBA

A STUDY ON EFFECTIVENESS

OF TRAINING IN L & T

CONSTRUCTIONS


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Training is an important factor in all firms business

strategy, but firms dont assess the impact of training

programme over the employees all the time.

Training is effective only if it produces desired outcome.

When the organization is implementing a training

programme, there should be an ideal forum on which the

evaluation scheme can be build and assessment of

effectiveness of training and development activities can

be done.

INTRODUCTION


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COMPANY PROFILE

Larsen & Toubro (L&T) is a technology,engineering, construction and manufacturing

company. It is one of the largest and mostrespected companies in India's private sector.

Together, Holck-Larsen and Toubro founded the

partnership firm of L&T in 1938, which wasconverted into a limited company on February 7,1946


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Today, this has metamorphosed into one of India's

biggest success stories.

ECC was conceived as Engineering Construction

Corporation Limited in April 1944 and was

incorporated as wholly owned subsidiary of Larsen

& Toubro Limited. L&T's founders Holck - Larsen

and Toubro laid the foundation for ECC.


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BACKGROUNDOFTHE PROBLEM

This study aims to find out theEffectiveness of Training on employees of

L & T Constructions. Training is one of theimportant things that should be done in everyorganization.

Training and development is a core HRintervention that can enhance theperformance of an organization.


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OBJECTIVESOFTHE STUDY

To study the effectiveness among employees andexecutives with reference to L & T Constructions.

To understand the factors influencing andaffecting the effectiveness of training process.

To analyse and understand whether the trainingeffectiveness leads to increase in the overallperformance of organization.


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Sampling Technique

Simple random sampling is the sampling method

used for this study and the sample size taken is 50.

Tools for Analysis

Percentage Analysis

Interval Estimation


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SCOPEOFTHE STUDY

The study focuses on the effectiveness of training

programs that were conducted in the

organization.

It helps the H R department to identify the needs

of training to the employees and also it helps the

employees to have an insight into the

importance of attending the training programs

conducted by the company.


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LIMITATIONSOFTHE STUDY

Duration of the project is only 1 month, which is

too less for collecting all data

Due to the busy schedule of employee,

sometimes they might not be able to provide all

necessary information

The reliability of data will sometimes suffer due

to personal bias.


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TIME PERIOD OF STUDY

The period of study is 1 month


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DATA ANALYSIS


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TRAININGWILL INCREASETHESPECIFIC SKILLS

OFTHEEMPLOYEES

0

10

20

30

40

50

60

70

80

90

100

Yes No

Series 3

Series 2

Opinion of respondents No: of Respondents Percentage

Yes 48 96

No 2 4


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THEDURATIONOFTHETRAINING

PROGRAMME ISAPPROPRIATE

0

10

20

30

40

50

60

70

80

90

100

Yes No

Series 3

Series 2

Series 1

Opinion of respondents No: of Respondents No: of Respondents

Yes 47 94

No 3 6


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TRAINING IMPROVESJOBSATISFACTION

0

10

20

30

40

50

60

70

80

90

100

Yes No


Yes 49 98

No 1 2


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RELEVANCE OFTHETRAINING PROGRAMME TO

YOUR JOB

0

10

20

30

40

50

60

70

80

90

100

Very relevant Relevant Neutral Somewhat

relevant

Irrelevant

Series 1

Series 2

Series 3


Very relevant 2 4

Relevant 47 94

Neutral 1 2

Somewhat relevant 0 0

Irrelevant 0 0


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The training provide in the organization is

planned and systematic.

The employees in the organization were

satisfied with the training techniques.

The training had improved job satisfaction

The training given to the employees is

relevant to their job

FINDINGS


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Some employees did not receive adequate training

Training sessions include more of theoretical

aspects.

The training given to the employees had increased

their specific skills.


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Active participation from the trainees should beencouraged.

Feedback should be taken from the trainees afterthe training.

Focus of training should be on prioritydevelopment needs and to produce strongmotivation to bring change in employees.

SUGGESTIONS


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The method of training should be very cautiouslyselected by the organization depending upon theorganizations' resources

The work given to the employees should be madechallenging and relevant to the job.

The number of participants in the training at atime must be reduced.


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CONCLUSION


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sabu project viva ppt

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