CHAPTER 1

INTRODUCTION

The study conducted on training and development at Mysore polymer and rubber products
limited in Mysore as a part of curriculum activities VTU MBA. The project I undergone the
period of 6 weeks from 25-01-2019 to 04-02-2019.
This program helps to acquire knowledge and exposure to the industry. It bring down gap
between class room concept and the applicability of the business words.

1.2 INDUSTRY PROFILE AND COMPANY PROFILE:

INDUSTRY PROFILE:
The rubber industry encompasses the production of monomers or raw material for the synthetic
rubber, the various rubber themselves, the important of natural rubber, the production if rubber
chemicals, and finally the fabrication of the rubber products.
A substantial local market becoming angrily because of the enormous generation of traveler and
business vehicles guarantee a stable base for utilization elastic item. As 65%of the elastic goes
into vehicles specifically or in a roundabout way, the Indian elastic industry is set to develop
burning pace.
A huge actually prepared labor m base and plenitude of supporting establishment for instruction,
preparing and testing the foundation of the Indian elastic industry. More than 3000
unitsincluding30 substantial scales, 300 medium scales and around 2670 little businesses
fabricating 35000 elastic items. Indian's elastic utilization has developed from 7, 00,000 tons in
the year 1996 to a million ton today. Making India the third biggest purchaser of elastic, a shade
behind China, USA. Moreover, India expends 1/4 million tons of carbon dark and 70,000 tons of
recover elastic and 30,000 tons of elastic chemicals every year.
Samples of rubber.
1.1 1.2

India's ambitious is rising at a rapid pace and will cross 1.25 million tons mark in the year 2013-
14. It is previously home to some of the world leading companies in the rubber industry through
straight speculation and scientific tie ups which includes between the others Phoenix
Yule, Michelin, Bridgestone, Goodyear, JK, CEAT, mother son some etc.

Forms of Rubbers:
Rubber comes in to two forms: natural and synthetic. Natural rubber is the sap that is extracted
from the rubber trees, while synthetic rubber is a man-made product from the petrochemicals
feedstock. Its main raw material is crude oil, and it comes more than 20 different grades. Each
with its own advantage and strengths related to numerous industries. More than 90% of the
natural rubber comes from south east. Asia sired as Malaysia, India, and Indonesia etc. The
United States is biggest manufacturer of synthetic rubber in the globe.

Facts about Rubber:

Rubbers comprise of elastomeric property it implies the question made of this material returns
near its unique measurement after twisting created. There are two sorts of rubbers:
 Natural rubber
 Synthetic rubber
Characteristic elastic starts from the latex of elastic trees, yet an extraordinary assortment of
engineered elastic sorts were produced in the 1900s. World elastic utilization in 2004 was around
20 million tons. The figure is estimated to continue rising. The auto versatile area, tires and
segment together, utilizes around 70-75% of the volume said above. Tire businesses are surmised
to grow a somewhat slower pace other than other elastic ventures. The vast majority of the
elastic items internationally are extended in the North America, Western Europe and Japan, the
advancement rate, however is quicker in China and other nation in the Asia - Pacific territory.
Manufactured elastic and 77% of common elastic are devoured by the tire business.

Main Properties of Butyl Rubber:

 Low leakage to air, gas and moistureo
 Low glass otransition temperatureo
 Good chemical confrontation
 well-matched with hydrocarbon solvents

In butyl rubber seven grades are there butyl 0007, butyl 065, butyl 068, butyl one hundred sixty
five, butyl 268, butyl 269, and butyl 3650.
Unique features of butyl polymers:
• Brilliant Ozone conflict
• Good quality Heat Resistance0
• little Compression Set
• little warmth elasticity
The industry has developed and produces a wide variety of synthetic rubber. It is grouped by the
compound composition of their polymer chain. The mainly extensively used artificial rubber is
styrene but cline rubber.

Size of the Industry:

The length of the Indian rubber enterprise is, there are approximately 6000unit comprising 30
large scales, three hundred medium scales and approximately 5600 small and small region such
units are production more than 35000 rubber products, employing four hundred humans. This
includes 22000 technically certified assist and personnel contributing Rs forty billion to the
country wide exchequer through taxes, responsibilities and other levies. The Indian rubber
enterprise plays a vital role inside the Indian national financial system because the rubber
agricultural estate zone in India produce over 630 hundred thousand tons of probable rubber and
there is a predictable manufacturing of more than 1 million lots in close to destiny.

Market Capitalization:
Indian rubber production varies among six and seven lakh plenty. yearly which quantities to Rs-
3000 corers 70% of the overall rubber manufacturing in India is in the shape of grooved smoke
sheets (RSS) and is likewise import via India bookkeeping for 46% of the entire introduce of
rubber. Today Indian rubber enterprise is composed the turnover of RS 12000 crores
the majority of the rubber is ate up via way of the tire corporation which is nearly fifty % of the
overall manufacturing of India. Kerala is the chief producer of rubber it although imports rubber
from special worldwide places. At gift, India is uploading round 50000tons of rubber annually.
The contribution to the GDP in India is 8-9% as projected as much as 2020

Production Sector:
During 2009-10, the manufacturing of herbal rubber in Indian was 749.665 heaps as in
opposition to 711,650 produced in 2008-09. The growth in manufacturing, which changed into
9.6% at some point of 2007-08, declined to 5.3% throughout 2008-09, because of detrimental
climate condition that triumphing all through the primary and ultimate of the yr. The usa's
average productiveness extended to one.805kg during 2008-09.

Consumption Sector:
The performance of rubber production quarter stepped forward notably with the renewal of the
business region. The rubber merchandise production zone in India show a increase price of
five.0% with a consumption of 755,405 tons in the course of 2008-09 as against 719,660 heaps
in the course of 2007-08 with 3.Five% boom. The car type manufacturing zone improved is
boom slightly from 7.1 in 2007-08 to 7.4%in 2008-09.
Demand for rubber industry
The automotive industry accounts for approximately 70% of the global demand for the synthetic
rubber. The United States is the most important purchaser of rubber inside the global. The auto
industry uses synthetic and natural rubber for:
 Gaskets
 Hoses
 Belts
 Sealants and adhesive

1.3 BACKGROUND AND INCEPTION OF THE COMPANY:

In 1981, a set of human beings from numerous disciplines of rubber and polymers technology
and era, engineering, finance, advertising and management were given collectively and analysed
the Indian automotive and rubber industry state of affairs. Butyl internal tubes , due to their
superiority over nature rubber tubes appeared to have an exceptional market within the future
though they were not in extensive use at that point .This turned into the start of the MYPOL Ltd
Which turned into incorporated beneath the enterprise's act 1956 with a licensed share capital of
Rs. 1million.The company commenced production inside the yr 1982. The preliminary method
of concentrating on wheeler markets paid off as the business enterprise have become recognized
established reliable provider of excellent tubes. At present, MYPOL Private Limited
manufactures internal tubes for almost any type of vehicle and Indian avenue.

In addition to this, it's also innovating in relate for industrial and automobile use. MYPOL
bagged the president "Indian unique reputation award” in the 12 months 1985.

Popularity in the enterprise as a reliable provider and companion.

Today MYPOL is a perhaps largest manufacturer of a high great of beetle car internal tubes in
India the corporation has targeted on patron fulfillment via its ceaseless interest to fine,
innovation and lower price as well as running with the high preferred of in territory.
1.4 COMPANY PROFILE:

Company name MYPOL LTD,MYSORE

Business type manufacture\supplier

Establishment year 1981

Company branches Mysore

Product manufacture Tube and Rubber

Company type Limited

No of employee 400

key people Mr.C.D.Nagarajan

Mysore polymers and rubber merchandise Ltd., Was commenced in the yr 1981. The enterprise
started out its business production in the yr 1982. It is a confined company. It has obtained ISO
TS 16949-2009 certificates. The corporation maintains suitable dating with its clients through
presenting first-class products. The company has also entered into the overseas marketplace in
1994-1995 by exporting its merchandise to east, Middle East Africa, North and South America.
MYPOL ensures maximum utilization of available sources. The organization believes in
particularly selling from inside and encourages its people to strive for better control stability. The
set-up also permits them to take the gain of commonplace pool of technical and marketing tablet
of the highest first-rate.

In the year 1981 a set specialised in rubber and polymers knowledge, business, advertising and
promotion, economics & control attached collectively &recognized car Butyl0 interior tube as
the following signal inside the Indian tirei and tubei manufacturing. The manufacturing
commenced inside a time in 1982. The employer has attention on the 2 wheelers marketplace;
currently Mypol manufactures Butyl & chlorobutyl internal tubes for nearly each sort of vehicle
from 2 wheelers to massive vehicles and ranch gadget, by the side of with various particular
technological rubber merchandise for remote places marketplace. Mypol is the largest producer
of excessive excellent Butyl car internal tube in India.

The business enterprise is targeted on purchaser achievement thru its infinite interest to first-rate,
modernism &lesser price as working with high principles of honesty. ‘Mysore polymer and
rubber ltd.’ is a robust emblem in internal tubes. This is an area of robust increase for the
business enterprise ‘MYPOL’s faith is prosper by means of best, for this reason consumer
satisfaction, non-stop improvement of merchandise, methods and crew paintings govern its
operations. Mysore polymers and rubber merchandise Ltd., Was commenced in the yr 1981. The
enterprise started out its business production in the yr 1982. It is a confined company. It has
obtained ISO TS 16949-2009 certificates. The corporation maintains suitable dating with its
clients through presenting first-class products. The company has also entered into the overseas
marketplace in 1994-1995 by exporting its merchandise to east, Middle East Africa, North and
South America. MYPOL ensures maximum utilization of available sources. The organization
believes in particularly selling from inside and encourages its people to strive for better control
stability. The set-up also permits them to take the gain of commonplace pool of technical and
marketing tablet of the highest first-rate.

In the yr 1981 a set specialised in rubber and polymer technology, engineering, advertising and
marketing, finance& control joined collectively &recognized car Butyl internal tubes as the
following wave inside the Indian tire & tube industry. The manufacturing commenced inside a
year in 1982. The employer has attention on the two wheeler market; currently Mypol
manufactures Butyl & chlorobutyl internal tubes for nearly each sort of vehicle from 2 wheelers
to massive vehicles and farm gadget, along with various specialized technical rubber
merchandise for remote places marketplace. Mypol is the largest producer of excessive excellent
Butyl car internal tubes in India.

The business enterprise is targeted on purchaser success thru its infinite interest to first-rate,
innovation &lower price as well as working with high standards of integrity. ‘MYPOL’ is a
robust emblem in internal tubes. This is an area of robust increase for the business enterprise
‘MYPOL’s faith is prosper by means of best, for this reason consumer satisfaction, non-stop
improvement of merchandise, methods and crew paintings govern its operations.

1.5 PROMOTERS:
The company MYPOL it was founded in the year 1981. Is Mr. C.D. Nagarajan, MYPOL is
Indian’s first butyl tube manufacturer. The company commercial production in the year 198

1.6 V1S1ON M1SSI0N AND QUAL1TY POL1CY:

VISION OF MYPOL:
“ As Being a market head in automotive in butyl rubbers tube for domestic and exportomarket”.

MISSION OF MYPOL:
Each employees at Mysore polymer and rubber strived to lives by this slogan. This listening
carefully vision has results in a rock concrete standing for reliability, and products that verify to
NationaloandoInternational standard alike.
1. Customer First.
2. Team work.
3. Continual improvement of People, Processes, Products and Services.
4. Minimize variation and waste.
5. Management of identified risks.
6. Compliance to applicable Statutory and Regulatory requirements.
7. Satisfaction of all stakeholders.
8. Enhance workplace excellence

1.7 QUALITY0POLICY0OF0MYSORE0POLYMER0AND0RUBBER0LTD.:

Mysore0polymer0and0rubber0ltd. 0belief0is0"flourish by Quality"

“To0create0confidence0as0a0reliable dealer concept0total worker0commitmenti0to first-
class0by using0maintain0more0requirements0of0truthfulness0in0all0elements0of commercial
enterprise".

According0to0the patron pride, non-stop development of products and manner, teamwork and
satisfaction of interested events govern its operation.

• Enhancement of purchaser pleasure

• Self – reliance with decorate quantity of enterprise in domestic and export markets
• Increasing in productiveness

1.9 PRODUCTION PROFILE:

The product profile of any company includes a combination of various products or various sizes
of the same product. As far as MYPOL is concerned it is not an expectation to this product
profile of Mypol includes the following the MYPOL the core product its Automotive tubes they
also manufacturer other subsidiary rubber products in case of tubes, the manufacturers butyl
tubes for vehicle ranging from moped to trucks.
 1. MOLDED0RUBBER0COMPONENTS:
For0USA and Europe0markets, 0MYPOL production0a big0variety0of molded0rubber
manufacturing0in0natural0rubber, 0EPDM, 0Nitrile, 0Chloroprene and0Silicone area of
expertis0 elastomers.

This product is used substantially in India and exported in large portions to Germany strips are
for the cement industry and carry out could be very excessive environment 2. EPDM RUBBER

2. 0 STRIPS:

3. 0JAWS:
These0products0are0precision0made0with floor floor0tolerances as much as00. 55 MM0mainly
us0as a issue0for0the0tube0splicing device0for0the tire enterprise this0undergo0heavy
deformation0during0operation0and0high diploma0of0Precision. 0The0product0is in general0a
metallic strips0bonded0to0rubber0compound, 0ground0and finish0to customer0requirement

4. 0RUBBER DIAPHRAGMS:

0A extensive variety0of0rubber0diaphragms0have0been0developed. Uses0in surprisingly

0corrosive and0inflammable backgrounds those additives0are0mounded0out0of0nitrile0&
0chloroprene0compound in conjunction0with0fabric incarnation and0reinforcement

5. 0DIFFUSER0MEMBRANE:
0Membrane0for0effluent0remedy. 0Diffuser0membrane0made0of0a0blend0of0EPDM and butyl
0rubber use substantially0in0effluent0treatment0plant0to0reduce0biological0oxygen0demand.
0Our0proprietary0manner0is geared0towards0extremely fee0effective0and repaid0production of
0these0diaphragms. 0This unique producer technique0is extraordinarily0flexible0which enables
0use0to0cater0to0wide form0of patron necessities

6. 0Steroidal TUBE:
Steroidal0tube0used0as a0water0tank in satellite0a0large length0butyl tubes0with inner walls
0and0custom design values.

7. 0Other0products:
0We0supply0a0large0variety0of0a0Rubber0articles0in0the0form0of0profiles, 0tubing, 0gaskets,
0scales, 0bladders, 0ext. 0based0on0customer0satisfaction.

1.10 AREA OF OPERATION

Global:
Globally the customers of MYPOL are USA, 0Germany, 0Thailand, 0Malaysia, 0Indonesia, 0Sri
Lanka , 0Burma, 0Pakistan, 0Bangladesh, 0Afghanistan, 0turkey, 0Uganda, 0Nigeria0and0Iran.
National:
The agency has many branch places of work, each department has workplace, beneath0them0are
the0distributors0followed via0the sellers0who0sell0the final patron. MYPOL has branches at the
subsequent places:
A. Mumbai
B. Pune
C. Hyderabad
D. Hubbli
E. Chennai
F. Kochi

1.11 NFRASTRUCTURE FACILITY:

A. Distribution channel:

Distribute means to distribute spread out .the distribute channel refers route of the pathway .This
distribute channel implies how to reaches goods and services from manufacturing to customers.
The distribute channel also subdivisions there are listed in below:
Channels of distribution
1. Manufacturing – consumer channel.
2. Manufacturing - wholesalers - retailers - consumers.
3. Manufacturing –agent- wholesalers – retailers – consumer.
4. Manufacturing – wholesalers –consumers.

B. Ware housing facility:

Ware housing facility comprises a massive building, which is big enough to store vast quantities
of finished products. Furthermore, this facility stores the raw material procured from trusted
vendors. The ware housing professionals store all the products according to the categorization
and cataloguing done after much thought and consideration.
C. Welfare facilities for staff:
There are so many welfare facilities provided to employees in terms of security and health .they
are mentioned as follows:
 Tea factory
 Sitting facility
 Drinking water
 First aid application
 Safety measures
 Canteen, toilet and washing facilities etc.,
Each and every industry faces severe competition both in the national and international market.
MYPOL faces stiff competition from other tube manufacturing companies. Many of these
companies manufacture tube from natural rubber, which is costly compared to the tubes
manufactured from beetle rubber. This is an important and very costly. Following are the main
competitors:
1. J.K industries
2. Apollo
3. MRF
4. CEAT
5. TVS
6. Bridgestone
1.13 SWOT ANAYSIS:

A SWOT Analysis is a strategic making plans tool to assess the strengths, weaknesses,
opportunities worried in a very business assignment within the different situation requiring on
selection the technique is created by means of Albert Humphrey, who lead a research challenge
at subsidized University within the 1960 and 70's the usage of from the fortune 500 corporations.

STRENGTHS:- WEAKNESS:-
 Diversification to other  Educational qualification of the foreman
rubber products lacking.
 Good two wheeler inner tube  Increasing price of Rubber.
production capacity  Limitation in advertising.
 Discipline in workers.
 Quality reputation in the market
 Cordial relationship between union
and management

OPPO RTUNITY:- THREATS:-

 Tremendous potential for  Tube less tyres
expansion plan.  Price of rubber increasing, which effects on
 Up gradation of Technology. company production.
 Demand for tube and other rubber  Huge competition.
products.  Dependency on imported raw materials, the
 Expected growth in four wheeler price of which is very uncertain.
segments
1.14 FUTURE GROWTH AND PROSPECTS:
Growth is a trend MYPOL has exhibited from the day one. Our domestic sales have constantly
shown and up word swing. Today our income revenue stands at INR500 million (USD10
million).
MYPOL merchandise enjoy top notch support from all main Tyres manufacturers in India in
addition to various foreign places0markets0in0the0USA, 0Europe, 0Middle East, 0south East
Asia, South America and Africa.
Rubber merchandise have given an delivered enhance to the agency export initiative. Exports
have growth from USD 12000 in 1994-ninety five to USD 2.2 million in the 12 months 2011-
2012

MYPOL is a strong brand in inner tubes this an area of strong growth of the company the tube
replacement market is supported by a strong network of over 1200 dealers all over the country
catering to the needs of individual customers. The brand is gaining popularity in Sri Lanka
countries in Africa; Nepal constant efforts are on to increase this network. Rubber products have
given an added boost to the companies export initiative. That expecting strong growth in exports
in the year 2017-2018.
1.15 FINANCIAL STATEMENT:

PROFIT AND LOSS ACCOUNT OF MYPOL COMPANY:

PARTICULARS MARCH 2016 RS IN MARCH 2017 MARCH 2018

Cr RS IN Cr. RS IN Cr
INCOME

Sales turn over 3.090.74 5438.57 6045.25

Excise Duty 6.82 392.58 544.53

Net sales 3,083.92 5045.99 5480.92
Other incomes 371.14 17.29 24.71
Stock adjustments 3.95 26.17 408.72
Total income 3,459.01 5089.45 5914.35
EXPENDITURE

Raw materials 1,910.84 3243.95 4291.28

Power and fuel cost 26.76 163.47 179.02

Employee cost 186.88 289.31 306.85
Other manufacturing expenses 0.00 78.42 89.37
Selling and administration
195.58 417.14 388.98
expenses
Miscellaneous expenses 425.58 62.76 53.65
Total expenses 2,745.64 4255.05 5309.15
MARCH 2016 RS IN MARCH 2017 MARCH 2018
PARTICULAR
Cr RS IN Cr RS IN Cr
Operating profit 342.23 580.49 817.11
PBDIT 713.37 605.20 834.40
Depreciation 22.79 147.35 122.78
Profit before tax 660.97 259.19 598.08
Extra ordinary items 0.00 4.36 0.11
PBT (post extra ordered items) 660.97 263.55 598.19
Tax 97.30 183.21 65.30
Net profit 563.67 198.25 414.99

BALANCE SHEET OF THE COMPANY:

PARTICULARS MARCH 2016 RS IN MARCH MARCH

Cr 2017 2018
RS IN Cr RS in Cr
SOURCES OF FUND:
Owners fund _ _
Equity share capital 57.88 50.14 50.41
Reserve and surplus 1662.54 1673.07 1842.03
Loan funds:
Secured loan 1013.06 875.95 1093.30
Unsecured loan 680.88 257.02 814.67
TOTAL 3414.36 2856.44 3800.41
APPLICATIONS OF FUND:
Fixes assets - - -
Gross block 3.823.46 2414.17 3299.13
Less: revolutionary reserve 3.12 3.12 3.12
Current Assets, Loans And
Advances:
Less : accumulated depreciation 789.44 803.95 915.55
Net block 2,733.86 1,607.10 2380.46
Capital work –in-progress 211.07 536.04 502.83
Investment 108.26 559.38 559.35
Current Assets, Loans And
2,579.35 1751.35 2371.24
Advances:
Less: Current Liabilities and
2,218.18 1597.44 2013.46
Provisions
Total net current assets 361.17 153.91 357.78
TOTAL 3414.36 2856.42 3,800.41
 CHAPTER-2

THEORETICAL BACKGROUND OF THE STUDY

TITLE OF THE STUDY: “A Study on Training and development” at Mypol ltd, Mysore

INTRODUCTION

MEANING OF TRAINING:
Training is the act of growing the understanding and skill of an employee for schooling a
particular task. Training is a brief term educational manner and making use of a scientific and
prepared system through which employees learn technical expertise and ability for a particular
purpose.

1.1.BACKGROUND OF THE STUDY:

Every organization needs to have properly-skilled and skilled human beings to carry out the
activities that ought to be finished. If the present day or capacity job occupant can meet this
requirement isn't always important. But whilst this in not the case, it's miles vital to raise the
talent degrees and growth the versatility and adaptability of personnel. Inadequate task
performance or a decline in productiveness or modifications resulting out of task remodeling or a
technological leap forward requires a few form of education and development efforts. As the
roles emerge as greater complicated, the significance of employee development also increases. In
a unexpectedly converting society, employee schooling and development are not handiest an
pastime that is suited but additionally an hobby that an corporation should dedicate resources to
if it's miles to hold a feasible and knowledgeable work pressure.
Employee training is the most crucial sub-gadget of human aid development. Training is a
specialized characteristic and it's far one of the essential operative capabilities for human aid
management. The rapid changing technological development makes the knowledge of personnel
out of date. They require regular schooling to address the needs of jobs. After selecting the
employees the following undertaking of control is to provide them right education. Some
personnel may additionally have some previous information of job whilst other may also totally
be new. Both varieties of employees will want some sort of education to acquaint big businesses
may additionally appoint a large quantity of humans every yr. It won't be possible to recruit
already skilled individuals. Every issues has to arrange some sort of schooling for getting ready
workers for jobs and also keeping them familiar with today's technological development.

3.3. LITERATURE REVIEW

Collected data or article review with in India and who’s studied in especially Indian geographical
area.

1. Dr. kotreshwaraswamy A. surapuramat (2012),

“A Study of Approach of Lecturers in the direction of In-offerings trainingi programmers of
SarvaiShikshaa Abhiyan” by using Dr. Kotreshvaraswamy A. Surapuramat (2012), instructors
approach in-provider education programmer has remained treated on this papers. The sample
encompassed one hundred primaryischool teaches of iBangalore Districtiin Karnataka selected
by means of using randomosample method. The attitude ofi simple school teachers closer to
special factors of in-servicei education programmer hasi been analyzed. It is concludedi that there
may be no significanti distinction among Rural and iUrbani, Male and Femaleii and Teaching
Experiencei, instructors mindset towardsi in-carrieir schoolingi applicationsi of SSAi

2. Rajendrini Karuppannan (2012)

Trainingi and Developmenti: A study of Employeesi’ mindset on Trainingi In Vellore District

Cooperativei Banki” exhibits that trainingi has an vital part to drama and it's far probable to
instruct high quality adjustments in expertise, abilties and arrogances. Workers Trainingi triesi to
enhance capabilitiesi so that the employeei is higher equippedi to do his presenit processi or to put
togetheir him for a highe ri function with extendeid dutiesi. Training and Development
i i i i

programmers’ are vital in any enterprise for improving the high-quality of work of the
i i i

employee s at all degrees especially in a global of speedy converting generation and

i i i i i

surroundings. This thesis analyses the employees ’ attitude toward education programmers
i i i

performed in Vellore District Cooperative Bank In India. The stu dy conc ludes that ninety eight
i i i

in step wit h cent of respondents expressed that trainings progresse d the paintings performance
i i i i i

and ninety six according to cent of respondents fif ty six favorably accepted that trainings are
i i i
essential for organizational development. Majority (95 consistent with cent) of the respondents
i i i i i i i

felt that training is critical for all personnel and the same degree of employees expressed that
i i i i i i i i i i i i

schooling must be made compulsory in all Cooperative Banks . Among the non-public elements,
i i i i i i i i i

Age and Education don't have any affect on mind-set towards schooling, however there is a
i i i i i i i

tremendous courting exists between the enjoy of the personnel and schooling. i i i i

3. Singh, Anita (2012)

Study on “Bridging cross-cultural issues within the globalised international: a case for training ”
i i i i i i i i i i

means that it is nearly a cliché to analyze on pass-cultural issues within the organizational
i i i i i i i

context . Since early nineties , with the opening up of markets , liberalization guidelines in many
i i i i i i i i i i i

countries and globalization, there has been an explosion in the amount of research in this
i i i i i i i i i i i i

subject . This is a conceptual paper which proposes a model which might be utilized by
i i i i i i i i ii i

managers and running shoes in corporations as a framework for designing move-cultural

i i i i i i i i i

training programmers, To this end , the research first tries to define tradition and why cultures
i i i i i i i i i i

range; second , identify the key go-cultural problems inside the present globalised international;
i i i i i i i i

and eventually , proposes methods to triumph over the problems involving misunderstandings
i ii i

and contrary perspectives on account of multicultural variations. The paper highlights its
i i i i

implications for running shoes, team leaders of multicultural groups, assignment0 managers, o
i i i i i i

in effect, all managerso in an employer’sonational0andointernationalooperationsoItoconcludes

thatomanagersoshould now not recollect go-culturaloproblemsoasoaoproblem, oratheroas
opportunitiesoleveragingothemotooinspireocreativity, oinnovation, peace, oharmonyoand
culturalosynergyoofotheirocompany.

4. Dr. Vimala Sanjeevkumar (2011)

“AoStudyoonoTrainingoFactorsoandoItsoImpactoonoTrainingoEffectivenessoinoKedahooState
Developmento Corporation, Kedah, oMalaysia” - oimpliesothat kinds of educationodoonot
influenceotheo training oeffectiveness. oThis observe, ocombiningotheoreticaloandoempirical
studies, otryingotoofind elementsothat have anoeffect on worker schooling andoitsoimpactoin
actingohumanoaidopracticesotherebyolayino theotheoreticalofoundationoforotheodestiny studies
aboutosurveyoonothe workerotraining. oalso affords a terrificoreference. oTherefore, othe
problemoaddressedoon othisoobserveoisoto observeothe elementsoaffectothe education
(varieties of training, otrainingoenvironment, paintings surroundingsoandoemployees’ private
traits) oandotrainingoeffectivenessoonohuman aidopracticesoinoKedahoStateoDevelopment
Corporationo (KSDC) whichoisotheoparentocompanyobelowoBDBoCompany. oThisoresearch
alsoodeterminesotheoprincipleofactorsowhich impactoemployeeotrainingoonohumanoresource
practices. oManagementoisocommittedotoohuman aid improvementoasowelloasoitsosocial
responsibilitiesothroughodiverse packages. oTrainingoandodevelopmentoprogramsoare provided
byotheoKSDCoCompanyoandosuch schooling applicationoalso tailoredotoothe state-of-the-art
technological advances.

5. Qasim Saleem and Mehwish Shahid (2011)

Studyoperformedoatothe “Degreeoofoinfluenceoofotrainingoandodevelopmentoonoemployees
conduct” discoveredothatothe reasonoof educationoandodevelopmentoisopervasive. oTraining
andodevelopmentobuildsoaoteamoofoprettyopowerfuloand greenoway. oEmployees who're
educated oftenoareowell encouraged, politeoand feature greater oconfidenceoand vanity.
Trainingoano improvementoprepareoandoenhance worker’s information and abilitiesotooenable
them in orderothatotheyoadapt toonewotechnology, the adjustments that happened in the
company and the operating surroundings. Training and developmentoadditionallyocreatesoa pool
of personneloand probabilitiesoforopromotion orotooupdateopersonnelowhoohaveoleftothe
employer. This study highlight thatotrainingoandoimprovementoofoan worker, performsoan
crucial functionoandoexcessiveoauthoritiesoofothese specificosectors deliver remarksothatoall
workers ought toobeogiven possibilitiesoofotraining and improvementothatolead to
organizational performanceoand increase.

6. Rebecca Grossman and Eduardo

The transfer of education: what without a doubt subjects” despite the fact that agencies invest
billions of dollar in training each fifty five 12 months, many skilled abilitiesoreportedlyofail to
switchotoothe place of work. oResearchersohave lengthy testedotheo‘transfer hassle’, discovery a
wealthooof statistios concerning the switchoof education. oInconsistencies continue to be, but,
and businessesomayofind oitodifficultotoopinpoint preciselyowhich elementsoareomost
important. oUsing 1st EarloBaldwinoof BindleyoandoFord's versionoof switch, oweobecome
awareoofotheofactorsorelatingotootraineeocharacteristicso(cognitiveo capacity, oself-efficacy,
motivation, operceivedoutilityoof schooling), schooling layout (behavioralomodeling, errors
control, practical schoolingoenvironments) oandotheoworkosurroundings (transfero weather, aid,
possibility to carry out, observe-up) whichohaveoexhibitedotheostrongest, maximum constant
relationshipsowithotheotransferoofotraining. oWeodescribeoouroreasoningoforoextractingosuch
variablesofromotheoliteratureoandoconcludeoviaodiscussingopotentialoimplicationsoforopractice
andofuture studies.

7. S Barma(1996)
Contented that training is of growing significance to organizations searching for to benefit a
bonus amongst competitors. There is giant debate amongst professionals and students as to the
have an effect on that training has on each personnel and organizational desires. Once faculty of
notion argues that training ends in a growth in turnover even as the oppositeostatesothatotraining
is oaotooloto whichocan causeohigher degreesoof worker retentions. oRegardless of inowhich
oneofallsowithio thisodebate, omost specialistsoagreeothat workerotrainingoisoaocomplex
humanoresourceopracticothatocanosignificantlyoimpactoa agency’s fulfillment.

8. .M Alipour (2009) opined that training is a part of the human resource development along
with the alternative human sources sports, which includes recruitment, choice and repayment.
Training is broadly recognize as verbal exchange directed at a described populace for the cause
of developing abilties, enhancing conduct, and growing competence it's far one of the methods of
improving groups effectiveness in this record, “training” refers to both tactics.

9. Raja and furqan (2011)

Trainingoisoaosystematicorestructuringoof conduct, mindset anoskillsothrough gaining
knowledge of-schooling, coaching and deliberate enjoy. oTrainingoisodesignedoto trade or
enhanco the behavior of personneloinothe paintingsoplace in an effort toostimulateoefficiency.
The cardinal purpose ofotraining is to assist the organisation achieves its short and long time
targets by including cost to its human capital. Training and improvement aren't undertaken for
the sake of schooling, but instead are designed to attain a few needs. Therefore, education and
improvement are want based totally it has a fine courting with the performance it additionally
defined employees competencies/knowledge and inputs which translate to organizational
performance

10.V. RAMA DEVI (2013) Explains that training and development is main supply of aggressive
advantage to the enterprise. Training enables businesses in attaining their strategic targets and
offers organizations a aggressive part. The companies have realizedothatotheiromost treasured
assetoisotheir human capitaloand lots ofoare satisfiedofor bigo investmentsoinemployee
educationoandodevelopment. Training and improvement feature guarantees that human capital
inculcates required know-how and abilties. Organizations need to compare whether or not
schooling and improvement applications are powerful and generating favored outcomes. Proper
evaluation is the bottom to powerful schooling.

11. Gordon (1992)

Opined that, within the development of business enterprise, training performs a crucial role,
enhancing overalloperformanceoasowelloasoincreasingoproductivity, oand subsequently setting
corporations in the exceptionalopositionoto stand oppositionoandostayoatotheotop. oThisomeans
thatothere's a considerableodifferenceobetweenothe corporationsothat teachotheiroemployees
andogroupsothatodoonot (april,2010). oTrainingois typeoof hobby that is deliberate, osystematic
andoitooutcomes in stronger degreeoofoskill, oknowledgeoandocompetency which might be
important to perform work performance.

12. TYSON(1986) As we understand that schooling and improvement refers back to the method
to achieve or switch KAS (understanding, talents and talents) needed to perform a selected
activity or work different fore, advantages of education and improvementobothofor organization
and personneloareostrategio inonatureoand therefore a lotobroader. oInoorderotoomeetothe
present day andofutureochallengesoofoourocommercial enterprise, educationoand improvement
assumingoa extensivo rangeoof studying actionable startingofrom schoolingoofothe personnel
forohis or her gift responsibilities and pass so, information sharing to enhance the commercial
enterprise horizon and customer’s provider it additionally makes a speciality of their profession
improvement, the onesoexpandingoindividual, ogroupoandoorganizationaloeffectiveness. oA
comprehensivo trainingoandodevelopmentoprogramohelpsoinodeliberatingoonotheoknowledge
skilloandoattitudesonecessaryotooachieveoorganizationalogoalsoandotoocreateocompetitive
advantages.

13. Astrand and Rodahl, 1977; Examined the 3rd approach of occupation plan which was he
herbal evolved basically from ergonomics which concentrated on diminishing bodily damage on
the consultant by means of fine and survival conditions and working situations, which added
approximately less ache , exhaustion and ailment for workers and employments have dwindled
bodily necessities.

14. Cummings, 1978; The fourth employment configuration approach became talked about by
way of Welford, 1976; Salvendy, 1987 and Sanders and McCormick, 1987 as indicated by which
the perceptual, which placed fourth essentially from human additives arranged closer to human
mental capacities and obstacle essentially via endeavoring to diminish the consideration and
attention stipulations of occupations.

15. Pasmore, (1988)

Concentrated crushed hypothetical structure of occupation design,One turned into employment
attributes show and different socio-specialized framework. Susman, 1976; Rousseau, 1977;
involved approximately the employee self-rule over the components of the employment inclusive
of timing and techniques which were diagnosed as the occupation normal for essential
importance. Divider and Jackson in 1995 saw the significance of studies investigated by those
profession outline hypotheses in the momentum operating situation.

16. Stone and Gueutal, 1985;

In their placing work outline speculation has not noted to hold refreshed with the short
adjustments within the innovation especially those which can be commanded by means of the
information innovation and by means of different administration practices, as an example, with
out a moment to spare and aggregate fine management.
17. oJackson (2002)
Opinedothatosomeocultural assumptionounderlieohuman aid control closeotoodeveloping
personnel: heodeliberated viaoan instanceowhichohighlightedotheodistinction amongotheohard
andosoftotechniquesoonodevelopmental components, oappearingowithinotheostrategicoHRM
literature. oTheohard technique assumed the personnel in the agenciesoao mere asset to achieve
theoobjectivesoofotheocorporation, owhereasotheosoftotechniqueoregardedotheoemployees
moreoasovaluedoassetsoableotoodevelopment.

18. H Deurne (2004)

Explain that, education now not simplest develops the competencies of the worker however
sharp pen their questioning potential and creativity in an effort to take better selection in time
and in more effective way. oMoreoveroitoalsooallowsoemployeesotoodealowithotheopurchaser
inoanopowerfulomanneroandorespondotootheirocourtocasesoinotimelyomanner.

19. Olaniyan (2008)

Explain that productivity is immediately related to effective schooling. The contemporary global
worrying for a large capital funding in education and for the increase of the company and
education is logical expansion of promising knowledge and capability required to carry out their
project and get company long time techniques.

20. Oguntimehin (2001)

Discussed all of the situation of the business enterprise that schooling can facilitate excessive
profitability and aggressive gain. He cited a few key elements that may be more suitable through
schooling and improvement like yield, pleasant of hobby; information, information way;
generation.
 CHAPER: 3

RESEARCH DESIGN

STATEMENT OF0PROBLEM:
A0study0deals with0the0Analysis0of0training0and0development0at Mysore polymer rubber
company to know the understand Training0is0the0act0of0increasing0the0knowledge0and0skill
of0an0employee0for training a0particular0job.
Training0plays0a0vital role in the organization today. It is the continuous development where in
the employees skill and knowledge is shaped to meet the organizational goals. It also help the
employees to balance their work life effectively.

Need for the study

1. For0the0organizational ability0and frame

formation0process0the0organization0has0to0train its0employees0to
import0specific0skills0and0knowledge0in0order0to contribute to
organizational0efficiency0and0changing0environment.
2. For the organization complexity0which0occurs0because0of0the0increased0mechanization
and0automation0manufacturing0the0products and by0–0products0or0dealing0in various
region and overseas counters0this0creates0a0complex0problem
and0this0situation0calls0for training0in0the0skills0of co-ordination0integration and
adoptability0to0the requirements0of growth0diversification and0expansion.
3. Training0is0necessary0when0existing0employees0are0promoted0to0higher0level0in0the
organization0or0when0there0is0some0new
jobs0due0to0transfer0it0is0also0necessary0equip
the0old0employees0with0the0techniques0or0technology and0advanced discipline.
4. It0is0necessary0for0maintaining HR besides0maintaining0sound0industrial relation and
also0to deal0the0human problem.
Objectives0of0the study

 To0study the usefulness0of the0training programmers being undertake0in the MYPOL

 To know the method of training programmer should be conducted at MYPOL
 To identified the challenges faced by MYPOL in providing training services to its staff.
 To examine the employees opinion about the training program me offered by MYPOL
 To draw the suggestion through interpretation of employees feedback for improvement of
training programmer.

SCOPE0OF0THE0STUDY:
The0study0has0been conduct in MYPOL MYSORE. The study helps employees to give the
clear option the training and development program and it helps management to alter the system if
necessary. So it is necessary to study the training effectiveness in MYPOL, Mysore. This help to
evaluate skills and knowledge of the employees. This helps them to improve their skill and
career with well worse training programs. The study helps to understand the training procedure
in practice at MYPOL, Mysore. Measuring the training effectiveness for one of the training
program organized for the employees of MYPOL, Mysore as a part of the training calendar.
Analyzing the feedback collected and identifying the areas of concern and providing necessary
suggestions for the training effectiveness.

RESEARCH METHODOLOGY:
Research technique implies a systematic effort by using the researcher to acquire understanding
about challenge understudy. This is systematic manner to show the trouble and it's far critical
components of the take a look at without which a studies might not be to reap the information
and figures from personnel.
The descriptive research design is adopted for this project. In this research the information’s are
collected through well-prepared questionnaires, face-to face interviews and observation.
METHODOLOGY ADOPTED:
This present study deals with the following:

1. Research Design: The research plan adopted in the nearby study is descriptive research
design.

2. Data Source: The0data0for0the present0study0was0collected on0the basis0of two sources.

 Primary Data: The primary source of records become collected by dispensing a closed
ended questionnaire to the employees, via non-public interview, discussion with the
personnel, and HR as facts for the observe.
 Secondary Data: The secondary source of data was collected through company website,
articles, reports of the company journal internet and other relevant websites.

3. Data0collection0Tools: 0Data0were0collected through0distributing0closed0ended

structured0questionnaire0using0liker’s050point0scale.
4. Sample0design: 0The0sample0design of the study0is as follow
 Sample size: A total sample of 100 respondents was taken as sampling size.
 Sample Technique: Questionnaires

5. Statistical Tool: The statistical tools used for this present study were chi-square.
0Hypothesis:

H1-There0is a significant0relationship0between training design and0training performance .

H2-There0is no significant0relationship0between0training0design0and0training performance.
Particular Response 0Expected 0 (O-E) 0 (O-E)
0Strongly 000 020 0-20 0400
0disagree
0Disagree 00 20 -20 400
Neutral 32 20 12 144
Agree 60 20 40 1600
Strongly agree 8 20 -12 144
Total 100 2688

Calculation of Expected (E)

E= Observed frequency / scale
100/5=20

Calculation of X2=(O-X)2/E

2688/20=134.4
(D-F)=(n-1)
(5-1)= 4
Significant level=5%(9.49)
There0is0significant0relationship0between0training0design0and0training performance.
i.e, calculated value 134.4 is more than table value 9.49 so the null hypothesis is rejected
LIMITATIONS0OF0THE0STUDY
The0study0is0carried0out with the following limitation:
All the studies to be made have their very own parameters and it are hard to make a have a look
at on assumptions. Despite of all the efforts to make this Analysis complete, clinical and accurate
there's sure to be a few limitations. Some of the restrictions of the look at are:
 The employees were not interested in filling questionnaire because of their busy
schedule.
 Respondents may not disclose their honest and true opinion about the managements
training and development programmed.
 The officials didn’t disclose certain highly confidential matters.
 The available for study way limited.
 Sample size was confined to only 100 employees.

CHAPTER SCHEME:
Chapter scheme refers to what we study in overall five chapters its explains liberally like;

Chapter - 1
I actually have studied in the first chapter is, Introduction about the internship, industry profile
and agency profile: Background and inception of the business enterprise, promoters, vision,
challenge& satisfactory policy. Then after manufacturing/ services profile areas of operation,
Infrastructure centers , competition information, SWOT Analysis , Future boom and possibilities
and Financial statement and Ratio Analysis.

Chapter – 2
I have done conceptual or theoretical background and literature review background, Literature
review with research gap studied in second chapter.

Chapter-3
Then second chapter studied Research Design, Statement0of0the0problem, 0Need for0the0study,
Objectives0of0the0study, 0Scope0of0the0study, 0Research0methodology, Hypotheses, chapter
scheme.

Chapter-4
Then I have studied data Analysis and interpretation of the survey, and calculating hypothesis on
the basis of chi-square test and interpreted.

Chapter -5
Then I have studied findings of0the0study, suggestions of0the0study and also conclusion of0the
overall0study.
 CHAPTER-4
ANALYSIS0AND INTERPETATION
1. Table showing has your employer organizes a training and improvement program.

Statements No of respondents Percentage

Yes 100 100

No 0 0

120

100

80

60 no of respondents
percentage
40

20

0
YES NO

Section-1

Analysis:
The table out of 100 respondents, all 100(100%) of the respondents say that
organization training and development program is organizes and remaining statement and
none of the respondents.
Interpretation:
It is inferred from the above Analysis the majority all 100(100%) respondents opinioned
company organizes a training and development program yes.
2. Table showing Which technique is most suitable for training.
Statements 0No of respondents 0%
0On the job 24 24
0Off the job 28 28
Depends on need 48 48

60

50

40

30 No of respondents
%
20

10

0
On the job Off the job Depends on need

Analysis:
The table out of 100 respondents, 24(24%)
respondents opinioned that an the job training technique is more suitable for their
training, 28(28%) are of opinioned that off the job training is suitable. And 48(48%)
respondents say it is depend on needs.

Interpretation:
It is inferred from the above Analysis that majority all 24(24%) respondents opinioned
that is most suitable for training.
 3. Table showing what type of training you required

Statements No of respondents Percentage

Technical training 52 52
Non technical training 32 32
Awareness training 16 16

60

50

40

30 No of respondents
percentage
20

10

0
Technical training Non technical training Awareness training

Analysis:
That of above table out of 100 respondents, 52(52%) respondents opinioned that technical
training require,32(32%) are of opinioned that behavioral/ non technical training require. And
16(16%) respondents say it is awareness training required.

Interpretation:
It is inferred from the above Analysis that majority all 52(52%) respondents opinioned that
technical training require.
4. Table showing What method you must used to identify training needs.

statements No respondents Percentage

Interview 52 52
Group discussion 16 16
Others 32 32

60

50

40
No. Of Respondents
30
Percentage
20

10

0
Interview Group discussion others

Analysis:
That of above table out of 100 respondents, 52(52%) respondents opinioned that
interview method, 16(16%) are of opinioned that group discussion method, and 32(32%)
respondents say it is other method.

Interpretation:
It is inferred from the above Analysis that majority all 52(52%) respondents opinioned
that interview method.
5. Table showing What is your opinion about present training system.

Statement No of respondents Percentage

Interview 52 52
Group Discussion 16 16
Other 32 32

60

50

40

30 No of respondents
percentage
20

10

0
Inteview Group discussion other

Analysis:

That of above table out of 100 respondents, 68(68%) respondents opinioned that
excellent present training system, 32(32%) are of good, 0(0%) respondents say it is
average present training system, and 0(0) respondents say it is below average training
system.

Interpretation:
It is inferred from the above Analysis that majority more than half 68(68%) respondents
opinioned that excellent present training system.
6. Table showing Training given always increase quality of work there by reducing
defects.

statement 0No of respondents 0Percentage

0Strongly disagree 00 00
0Disagree 00 00
0Neutral 20 20
0Agree 34 34
0Strongly agree 46 46

50
45
40
35
30
25 No of respondents
20
percentage
15
10
5
0
strongly disagree neutral agree strongly
disagree agree

Analysis:
From the table out of 100 respondents 46(46%) strongly agree to that training given
always increase quality of work there by reducing defects, 24(24%) respondents agree
that training given always increase quality of work there by reducing defects, and
remaining 20(20%) respondents neutral to the above statement and none of the
respondents are disagree and strongly disagree to that statement
Interpretation:
It is inferred from the above Analysis that majority more than half 46(46%) respondents
opinioned that strongly agree to that training given always increase quality of work there
by reducing defects.
 7. Table showing Training is done at all levels of the organization on continuous basis.

Statement 0No of respondents 0Percentage

0Strongly disagree 00 00
0Disagree 14 14
0Neutral 036 36
0Agree 30 30
0Strongly agree 20 20

80
70
60
50
40 percentage
30
No of respondents
20
10
0
strongly disagree neutrale agree strongly
disagree agree

Analysis:

From the above table out of 100 respondents 20(20%) strongly comply with that training
is performed in any respect tiers of the business enterprise on continuous foundation,
30(30%) respondents agree that education executed at all stages of the company on non-
stop foundation, 36(36%) respondents impartial that schooling identity finished at all tiers
of the corporation on continuous basis,14(14%) respondents agree that schooling is
performed at all levels of the organization on non-stop foundation, and to the above
assertion and none of the respondents strongly disagree to that announcement.
 Interpretation:
It is inferred the above Analysis that majority more half 36(36%) respondents opinion
with the purpose of training is done at all levels of the organization on nonstop basis.

8. Table showing On-the job training is given importance fully.

Statement 0No of respondents 0Percentage
0Strongly disagree 00 00
0Disagree 00 00
0Neutral 8 8
0Agree 32 32
0Strongly agree 60 60

70
60
50
40
30 No. Of Respondents

20 Percentage

10
0
strongly Disagree neutral agree Strongly
disagree agree

Analysis:
From0the above0table out of 1000respondents 60(60%)0strongly agree to that on-the job
training is given importance fully, 32(32%) respondents agree that on the job training is
given importance fully, and remaining 8(8%) respondents neutral to the on the job
training is given importance fully, and above statement and none of the respondents are
disagree and strongly disagree to the statement.
 Interpretation:
It is inferred from the above Analysis that majority more than half 60(60%) respondents
opinion that strongly agree on the job training is given importance fully.

9. Table showing Training programmer helps in organization development.

Statement 0No of respondents 0Percentage

0Strongly disagree 00 00
0Disagree 00 00
0Neutral 20 20
0Agree 45 45
0Strongly agree 35 35

50
45
40
35
30
25 No. Of Respondents
20
persentage
15
10
5
0
Strongly Disagree Neutral Agree Strongly
disagree agree

Analysis:

From0the above. 0table out of 1000respondents 35(35%)0strongly agree to that training

programmers helps in organization development, 45(45%) respondents a agree that training
programmers helps in organization development, and remaining 20 (20%) respondents neutral to
the training programmers helps in organizational development, and above statement and none of
the respondents are disagree and strongly disagree to the statement training programmers helps
in organizational development.

Interpretation:

It is inferred from the above Analysis that majority more than half 45(45%) respondents
opinioned that agree training programmers helps in organizational development.

10. Table showing I always opportunity to apply learning from training programs to my job.

Statement 0No of respondents 0Percentage

0Strongly disagree 00 0 00
0Disagree 00 00
0Neutral 16 16
0Agree 56 56
0Strongly agree 28 28

60

50

40

30 No. of respondents
20 percentage
10

0
Strongly Disagree Neutral Agree Strongly
disagree agree

Analysis:

From0the above0table out of 1000respondents 28(28%)0strongly agree to that I always get

chance to apply from training programmers to my job, 56(56%) respondents agree that always
get opportunity to apply learning from training programmers to my job, and remaining 16(16%)
respondents neutral to that always get chance to apply learning from training programmers to my
job, and above statement and chance to apply learning from training programmers to my job, and
above statement and none of the respondents are disagree and strongly disagree to that statement
always get chance to apply education from training programmers to my job.

Interpretation: It is inferred from the above Analysis that majority more than half 56(56%)
respondents opinioned that agree I always get chance to apply from training programmers to my
job.

11. Table showing Training in your organization always relevant to the job requirement.

Statement No Of respondents 0Percentage

0Strongly disagree 00 00
0Disagree 0 0
0Neutral 16 16
0Agree 56 56
0Strongly agree 28 28

60

50

40

30 No Of respondents
20 Percentage

10

0
Strongly Disagree Neutral Agree Strongly
disagree agree
Analysis:

From0the0table out of 1000respondents 28(28%)0strongly agree to that training in your

organization always relevant to the job requirement 56(56%) respondents agree to that training in
your organization always relevant to the job requirement, and remaining 16(16%)respondent
neutral to that training in your organization always relevant to the job requirement, and above
statement and none of the respondents are disagree and strongly disagree to that statement
training in your organization always relevant to the job requirement.

Interpretation:

It is inferred from the above Analysis that majority more than half 56(56%) respondents
opinioned that agree training in your organization always relevant to the job requirement.

12. Are you think training is helps to develop in individual.

Statement 0No of respondents 0Percentage
0Strongly disagree 00 00
0Disagree 00 00
0Neutral 00 00
0Agree 40 40
0Strongly agree 60 60

70
60
50
40 No of respondents
30 Percentage
20
10
0
Strongly disagree Disagree Neutral Agree Strongly agree
Analysis:

The table out of 100 respondent 60(60%) strongly agree to that training is helps to develop in
individual, 40(40%) respondent agree to that training is helps to develop in individual, and
remaining respondents neutral and above statement and none of the respondent are disagree0and
strongly0disagree to0that statement0training is0helps to develop0in individual.

Interpretation:

It is inferred from the above Analysis that majority more than half 60(60%) respondents
opinioned that strongly agree is helps to develop in individual.

13. Table shows relationship0between0training0design0and0training0performance.

Statement 0No of respondents 0Percentage
0Strongly disagree 00 00
0Disagree 00 00
0Neutral 32 32

0Agree 60 60
0Strongly agree 8 8
 70
60
50
40
No of respondents
30
Percentage
20
10
0
Strongly Disagree Neutral Agree Strongly
disagree agree

Analysis:

From0the above0table out of 1000respondents 8(8%)0strongly agree to that training

programmer helpful in long run, 60(60%) respondents agree to the training program helpful in
long run, and remaining 32(32%) respondents neutral and above statement and none of the
respondent are Disagree and Strongly disagree to that statement education program helpful in
long run

Interpretation:

It is inferred from the above Analysis that majority more than half 60(60%) respondents
opinioned that training helpful in long run.

14. Do you agree training helps in performing job more enthusiastically?

Statement No of respondents 0Percentage

0Strongly disagree 00 00
0Disagree 0 0
0Neutral 16 16
0Agree 56 56
0Strongly agree 28 28
 60
50
40
30 No of respondents
20 Percentage
10
0
Strongly Disagree Neutral Agree Strongly
disagree agree

Analysis:

From0the0table out of 1000respondents 28(28%)0strongly agree to that training helps in

performing job more enthusiastically, 56(56%) respondents agree to that training helps in
performing job more enthusiastically, and remaining 16(16%) respondents neutral and above
statement and none of the respondents are0disagree0and0strongly0disagree to0that0training
helps0in performing job more enthusiastically.

Interpretation:

It is inferred from the above Analysis that majority more than half 56(56%) respondents
opinioned that0training0helps0in0performing0job0more0enthusiastically.

15. Do0you0agree0training0has0helped in changing the attitude of the personnel.

Statement 0No of respondents 0Percentage
0Strongly disagree 00 00
0Disagree 00 00
0Neutral 20 20
0Agree 70 70
0Strongly agree 10 10
 80
70
60
50
40 No of respondents
30 Percentage
20
10
0
Strongly Disagree Neutral Agree Strongly agree
disagree

Analysis:

From0the0table out of 100 respondents 10(10%) strongly agree to that training has helped in
varying the attitude of the staff, 70(70%) respondent agree to that training has help in varying
the attitude of the employees, and remaining 20(20%) respondents neutral and above statement
and none of the respondents are disagree0and0strongly0disagree to0that0training has help0in
varying0the position of the staff.

Interpretation:

It is inferred of Analysis that majority more than half 70(70%) respondents opinioned that
training0has0helped0in0changing0the0attitude0of0the0employees.
 16. Training0reduces0constant0supervision0do0you0agree0with0this0statement.

Statement 0No of respondents 0Percentage

0Strongly disagree 00 00
0Disagree 00 00
0Neutral 18 18
0Agree 50 50
0Strongly agree 032 032

80
70
60
50
40 No of respondents
30
Percentage
20
10
0
Strongly Disagree Neutral Agree Strongly
disagree agree

Analysis:

From0the0table out of 1000respondents 32(32%)0strongly agree to0that0training0reduces

constant0supervision0do0you0agree0with0this0statement, 50(50%) respondent agree to that
training0reduces0constant0supervision0do0you0agree0with0this0statement, , and remaining
18(18%) respondents neutral and above statement and none of the respondents are disagree and
strongly disagree to that training reduce stable direction do you agree with this statement.

Interpretation:

It is inferred from the above Analysis that majority more than half 50(50%) respondents
opinioned that training reduces stable direction do you agree with this statement.
 17. commitment of the staff with the help of training programmer.
Statement 0No of respondents 0Percentage
0Strongly disagree 00 00
0Disagree 00 00
0Neutral 024 24
0Agree 60 60
0Strongly agree 16 16

70

60

50

40
No of respondents
30
Percentage
20

10

0
Strongly Disagree Neutral Agree Strongly
disagree agree

Analysis:

From0the0table out of 1000respondents 16(16%)0strongly agree to that training to do the job

with more commitment, 60(60%) respondent agree to that training to do the job with more
commitment, and remaining 24(24%) respondents neutral and above statement and none of0the
respondents0are disagree and0strongly disagree to0that0training0to do the job with more
commitment.

Interpretation:

It is inferred from the above Analysis that majority more than half 60(60%) respondents
opinioned that training helps to to job with more commitment.
 18. training plan change the position towards delivery and to build up skills that is needed to
work in a diverse work force.
Statement 0No of respondents 0Percentage
0Strongly disagree 00 00
0Disagree 00 00
0Neutral 14 14
0Agree 60 60

0Strongly agree 26 26

70
60
50
40
No of respondents
30
Percentage
20
10
0
Strongly Disagree Neutral Agree Strongly
disagree agree

Analysis:

From0the above0table out of 1000respondents 26(26%)0strongly agree to that Training program

change the attitude towards delivery and to develop skills that is needed to work in a diverse
work force, 60(60%) respondent agree to that Training program change the attitude towards
delivery and to develop skills that is needed to work in a diverse work force, and remaining
14(14%) respondents neutral and above statement and none of the respondents are disagree and
strongly disagree to Training program change the attitude towards delivery and to develop skills
that is needed to work in a diverse work force.
Interpretation: It is inferred from the above Analysis that majority more than half 60(60%)
respondents opinioned that Training program change the attitude towards delivery and to develop
skills that is needed to work in a diverse work force.

19. Training programs helps to decision making

Statement 0No of respondents 0Percentage
0Strongly disagree 00 00
0Disagree 00 00
0Neutral 24 24
0Agree 076 076
0Strongly agree 0 0

80 80
70 70
60 60
50 50
40 40 No of respondents
30 30 Percentage
20 20
10 10
0 0
Strongly Disagree Neutral Agree Strongly
disagree agree

Analysis:

From0the0table out of 1000respondents 76(76%)0strongly agree to that training programs helps

to decision making, 24(24%) respondents neutral to training programs helps to decision making,
and above statement and none of the respondents are disagree and strongly disagree to training
programs helps to decision making.
Interpretation:

It is inferred from the above Analysis that majority more than half 74(74%) respondents
opinioned that training program helps to decision making.

20. Usefulness of training sessions conducted in organization.

Statement 0No of respondents 0Percentage

0Strongly disagree 00 00
0Disagree 00 00
0Neutral 024 24
0Agree 60 60
0Strongly agree 16 16

60

50

40

30
No of respondents
20
Percentage
10

Strongly
disagree Disagree Neutral
Agree
Strongly
agree

Analysis:
From0the 0table out of 25 respondents 25(50%) strongly agree to that training sessions
conducted in organization, 42(42%) respondents agree to usefullness of training sessions, and
remaining 8(8%) respondents neutral and above statement and none of the respondents are
disagree and strongly disagree usefulness of training sessions conducted in organization.

Interpretation:

It is inferred from the above Analysis that majority more than half 50(50%) respondents
opinion that usefulness of training sessions conducted in organisation.
 CHAPTER 5

FINDINGS, CONCLUSION AND SUGGESTION

3. Finding:
1. The majority 100% of the employees are0highly0satisfied0with0the training0programs
provided by0the0company.
2. 0Employees are strongly agreed that is majority 60% about the importance of job training
in the organization.
3. The training program helps in organization division that leads to 80% of the employee
satisfaction.
4. The majority 56% of the respondents agree for training in the organization always relevant
to the job requirement.
5. The training helpful in long run that is the opinion of 60% respondents.
6. Training has helped in motivating employees % gave them job security.
7. Majority more than 74% respondents are opinioned training program helps to decision
making.
8. Majority of employee more than 70% of the employee opinioned that training has helps to
in changing the attitude of the employee.
5.2. SUGGESTIONS:

1. Superiors have to guide their subordinates with advices and assistance which motivate the
employees.
2. The company needs to put the policies into practice so that the employees should not feel
any inconvenience
3. Organization0has0to0provide provision for0the growth &0development0of0employees.
4. Overtime allowance is0sometimes0resourceful0factors0for organization0value0and0its
hike 0actors.
5. Attractive0schemes0from0MYPOL0would0activate0employees0and0increase0individual
istic work0efficiency.
.
6. Systematic0planning0reduces0hurdles0at0workplace0and0it0ensures0smooth0flow0of
work0methods. 0So0the0present0method0of0planning0the0work0would0be0maintained
as0before0to0attain0the0goals0very0effectively.
7. Adequate0canteen0facilities0would0be0necessary0to0maintain0the0health0and0safety
of0the0employees0so, 0the0canteen0facilities0must0be0improved0and0the0management
must0very0in0this0regard.
8. Extra0and0Intra0mural0facilities0are0also0the0boosting0factors0for0efficient0work
source.

9. 0The0organization must employ huge number of potential and qualified employees to

increase the work dynamics in the organization.
10. To attract new employees and retain the existing employees the organization must
provide better gross salary for the employees.
11. The organization should provide both internal and external training and development
programs as a mode of employee’s motivation.
.
5.3. CONCLUSION:

0Findings0and0suggestion0are0based0on0the0survey0conducted0and0these0points0are0to0be
looked0onto0and0steps0are0to0be0taken0in0this0regard0for0higher0growth.

0From0the0Analysis0I0conclude0that0the0job0provides0the0opportunity0to0the0employees0to
exercise0his/her0skills0at0work0place. 0Number0of0the0employees0accepted0that0at0times
there0is0a0considerable0flexibility0in0co-coordinating0with0work0and0they0are0satisfied with
the0existing0inter0personal0communication0in0MYPOL0LTD0Mysore0they0follow0the
systematic0planning0and0review0process0to0evaluate0the0performance0of0employee.

From0Analysis0it0was0also0observed0that0was0there0is0a0scope0for0the0improvement0of
working0conditions0in MYPOL0LTD0.Salary 0package would0hike0so0that0it0can0be0in0par
with0market0rate.

Finally0I0would0like0to0conclude0that0the0employees0of MYPOL0LTD, MYSORE0are0satisfied

with0their0work0and0organization. Training and development is a key aspect for success of every
enterprise, when employees are satisfied work of performance will increase.
BIBLIOGRAPHY:

Name of the Book Author

Personnel /Human Resource Management ( third edition) David A . DeCenzo

Personnel /Human Resource Management ( third edition Stephen P..Robbins

Personnel /Human Resource Management ( third edition P. Subba Rao

Research methodology C.R.Kothari

COMAPANY MANUALS

 Company magazines
 Human Resource Management
Articles

1. AbdusSattarnaiazi [2011], training and Development strategy and Its role in Organization
performance volume. 1, International Journal of management, pp.301-306.

2. AKINFOLARIN C.A and ALIMI O.S (2010), The training and development of housekeepers
in Nigerian university, Internationl Jornal of management, pp.301-306.

Websites

1. www.studymode.com
2. www.mypol.com
3. www.google.in
4. www.apgenco.com
5. www.irjournals.org
Respected Sir/Madam,

As a component of my academic project I, CHANDRU C V(USN: 1RR17MBA03) student of

RRCE, Bangalore, studying Master of Business Administration, would like to assemble some
information from you which are the main source of data for the completion of my project entitled
“training and development “in Mypol ltd Mysore”. Under the guidance of DR Pavan kunar
sir. I kindly request you to spare your precious time to provide information. That would be of
great help for me if you could fill the following questionnaire.

Hereby, I request you to fill the questions mentioned below and I assure you that the responses
provided by you will be kept confidential and used for the academic purposes only.

Thanking you in anticipations.

PART A: Demographic Information

Name:

Gender: male female

Age: below 25 years 25-35 35-45 45 and above

Qualification: SSLC PUC DEGREE POST GRADUATE

Marital status: married unmarried

Experience: 5-10years, 10-15years, 15-20years, 20-25years, 25and above

Income: below15k 15-20 20-25 25and above.

PART B: training and developmemt

Rate the following factors leading to training and development provided which you observe at
your organization on a scale of (1to5)

1- Highly satisfied 2-satisfied 3-neutral 4-dissatisfied 5- Highly dissatisfied.

SL Particular Strongly Agreed Neutral disagreed Strongly

.No agree disagreed
1 Has your company organizes a
training and development
programme

2 Which technique is most suitable

for training

3 what type of training you

required

4 What method according to you

must be used to identify training
needs

5 What is your opinion about

present training system. Training
given always increase quality of
work there by reducing defects
6 Training given always increase
quality of work there by reducing
defects
7 Training is done at all levels of
the organization on continuous
basis
8 On-the job training is given
 importance fully.

9 Training programmes helps in

organization development

10 I always opportunity to apply

learning from training programs
to my job
11 Training in your organization
always relevant to the job
requirement
12 Are you think training is helps to
develop in individual

13 Table shows relationship between

training design and training
performance

14 Do you agree that training has

helped in motivating employees
and giving them job security
15 Do you agree training has helped
in changing the attitude of the
employees
16 Training reduces constant
supervision do you agree with
this statement

17 Do you agree that training helps

to do the job with more
commitment

18 Training program change the

attitude towards delivery and to
develop skills that is needed to
work in a diverse work force
19 Training programs helps to
decision making.
 Usefulness of training sessions
conducted in organization
20 Usefulness of training sessions
conducted in organization.