wheels india company final year project training and development

A STUDY ON TRAINING AND DEVELOPMENT IN
WHEELS INDIA LIMITED CHENNAI
PROJECT REPORT
SUBMITTED TO
UNIVERSITY OF MADRAS
In partial fulfillment for the award of
BACHELOR OF BUSINESS ADMINISTRATION
SUBMITTED BY
J. BHARATH - Reg no: 411503007
D. DINESH - Reg no: 411503013
R. HEMANTH - Reg no: 411503017
Under the guidance of
Dr. (Mrs). C. Kala, MBA., PGDHRM., M.Phil., Ph.D.
Faculty guide
DEPARTMENT OF BUSINESS ADMINISTRATION
ST. THOMAS COLLEGE OF ARTS & SCIENCE
(AFFILIATED TO UNIVERSITY OF MADRAS)
KOYAMBEDU, CHENNAI- 600107.
March – 2018.

TO WHOMSOEVER IT MAY CONCERN
This is to certify that this dissertation entitled “A Study on Training
and Development Regarding Wheels India Limited in Chennai’’, is a
BONAFIDE record of original work done by J. Bharath, D. Dinesh, R.
Hemanth, Department of Business Administration in St. Thomas
college of Arts & Science, Koyambedu, Chennai-107 in partial
fulfillment of the award of Bachelor in Business Administration,
University of Madras during the academic year 2015 - 2018
Dr. (Mrs). C. Kala, MBA., Dr. Mrs. G. Subbulakshmi,
PGDHRM, M.Phil., Ph.D. M.com., M.Phil., MBA., Ph.D.
Faculty guide. Head of the Department.
Dr. Samuel Sukumar, M.Sc., Ph.D.
Principal
St. THOMAS COLLEGE OF ARTS AND SCIENCE
146/6, St. THOMAS NAGAR, NEW COLONY, KOYAMBEDU,
CHENNAI - 600107
Internal Examiner External Examiner

ACKNOWLEDGEMENT
First of all, we thank almighty god for giving the strength to do
this project. we would like to thank our Principal Dr. Samuel
Sukumar, M.Sc., Ph.D. for giving an opportunity to do this project.
We thank Dr. Mrs. G. Subbulakshmi, M.com., M.Phil., MBA., Ph.D.
Head of the Department of Business Administration, for equipment and
support in doing the project in successful manner.
We are very much thankful to faculty guide Dr. (Mrs). C. Kala, MBA.,
PGDHRM., M.Phil., Ph.D. Department of Business Administration, for
her guidance and co-operation in completing the project period.
We would like to thank Mr. Saravanan, Deputy Manager of Wheels
India Limited., Chennai and special thanks to all the staff and employees
of the organization for the co-operation and guidance for the project
work.
Finally, we convey our heartiest thanks to beloved parents and friends
for their moral support all through the completion of this project.
Place: Chennai J. Bharath
Date: D. Dinesh
R. Hemanth

DECLARATION
We the student in the Department of Business Administration of St.
Thomas Collage of Arts and Science, Chennai we would like to declare
that the project entitled “A Study on Training and Development in
Wheels India Limited in Chennai’’ is a record of Original Work done
by us under the guidance of Dr. (Mrs). C. Kala, MBA., PGDHRM., M.Phil.,
Ph.D., Department of Business Administration, St. Thomas collage of
Arts and Science.
This report has not been submitted to any other university for this award
of any other degree or diploma.
Place: Chennai J. Bharath
Date: D. Dinesh
R. Hemanth

CHAPTER
NO CONTENTS
PAGE
NO
LIST OF TABLES
LIST OF CHARTS
I
INTRODUCTION 1
II
COMPANY PROFILE 2
III
RESEARCH OBJECTIVES 6
IV
REVIEW OF LITERATURE 7
V
RESEARCH METHODOLOGY 13
VI
DATA ANALYSIS AND
INTERPRETATION
16
VII
FINDINGS 60
VIII
SUGGESTIONS 61
IX
LIMITATIONS OF THE STUDY
X
CONCLUSION 62
XI
BIBLOGRAPHY 63
XII
ANNEXURE 64

LIST OF TABLES
S.NO TABLES PAGE NO
1. Table represents the employees age in wheels India
limited 16
2. Table represents the awareness of training program in
wheels India limited 18
3. Table represents that training is compulsory for the
employees 20
4. Table represents the training program before
internship 22
5. Table represents the willingness to attend the training
program 24
6. Table represents the training is a part of organization
strategy 26
7. Table represents the training method of the
organization 28
8. Table represents that training is been well planned in
organization 30
9. Table represents training improves employee,
employer relationship 32
10. Table represents how far training program is
conducted in firm 34
11. Table represents Training method of the productivity 36

on both qualitative, quantitative
12. Table represents the Training program focusing on
team work 38
13. Table represents the training & development program
improving employee’s knowledge 40
14. Table represents the effectiveness of training program
42
15. Table represents the feedback on training program
44
16. Table represents the time duration taken for
completing training and development 46
17. Table represents the methods of effectiveness for
training program 48
18. Table represents training given in organization is
relevant to the firm need 50
19. Table represents the rate of over All effectiveness on
the training program 52

LIST OF CHARTS
S.NO CHARTS PAGE NO
1. Chart represents the employees age in wheels
India limited
17
2. Chart represents the awareness of training
program in wheels India limited
19
3. Chart represents that training is compulsory for
the employees
21
4. Chart represents the training program before
internship
23
5. Chart represents the willingness to attend the
training program
25
6. Chart represents the training is a part of
organization strategy 27
7. Chart represents the training method of the
organization 29
8. Chart represents that training is been well planned
in organization 31
9. Chart represents training improves employee,
employer relationship 33
10. Chart represents how far training program is
conducted in firm 35
11. Chart represents Training method of the
productivity on both qualitative, quantitative
37
12. Chart represents the Training program focusing
on team work 39

13. Chart represents the training & development
program improving employee’s knowledge 41
14. Chart represents the effectiveness of training
program 43
15. Chart represents the feedback on training program
as consideration 45
16. Chart represents the time duration taken for
completing training and development
47
17. Chart represents the methods of effectiveness of
training program 49
18. Chart represents training given in organization is
relevant to the firm need 51
19. Table represents the rate of over All effectiveness
on the training program 53

INTRODUCTION
Human resources are the people who make up the workforce of an organization, business sector,
or economy. "Human capital" is sometimes used synonymously with "human resources",
although human capital typically refers to a narrow view (i.e., the knowledge the individuals
embody and economic growth). Likewise, other terms sometimes used include "manpower",
"talent", "Workers”, "personnel", or simply "people". Training is a program that helps employees
learn specific knowledge or skills to improve performance in their current roles. Development is
more expansive and focuses on employee growth and future performance, rather than an
immediate job role.
Training and development is vital part of the human resource development. It is assuming ever
important role in wake of the advancement of technology which has resulted in ever increasing
competition, rise in customer’s expectation of quality and service and a subsequent need to lower
costs. It is also become more important globally in order to prepare workers for new jobs. In the
current write up, we will focus more on the emerging need of training and development, its
implications upon individuals and the employers. Noted management author Peter Drucker said
that the fastest growing industry would be training and development because of replacement on
industrial workers with knowledge workers. In United States, for example, according to one
estimate technology is de-skilling 75 % of the population. This is true for the developing nations
and for those who are on the threshold of development. In Japan for example, with increasing
number of women joining traditionally male jobs, training is required not only to impart
necessary job skills but also for preparing them for the physically demanding jobs. They are
trained in everything from sexual harassment policies to the necessary job skills.
Every organization is comprised of people acquiring their services, developing their skills,
motivating them to high levels of performance, and ensuring that they continue to maintain their
commitment to the organization are essential to achieving organization objectives. This is true
regardless of the type of organization Government, business, education, health, recreation or
social action. Getting and keeping good people is critical to the success of every organization.
Milkovich & Boudreau: Human resources management is a series of decision that affect the
relationship between employee and employer: it affects many constituencies and is intended to
influences the effectiveness of employee and employer.
We are currently study on effectiveness of training and development, to evaluate the study of
sample size of 50 has been taken for the survey in wheels India limited. Total sum of respondents
is 1000 and training program is to be formed in an effective manner. The study shows the full
implementation of the work and employees effectiveness on training program in wheels India
limited.
1

COMPANY PROFILE
Wheels India Limited is company promoted by the TVS Group, India’s auto component
manufacturing. Starting with a bus service in 1911, the TVS Group has grown to become one of
India’s largest business houses with businesses in two wheelers, vehicle dealership & logistics
and auto component which had a turnover of over USD 7 Billion (FY 2012-13).
Wheels India (established in 1962) is one of the largest steel wheel manufacturers in the world.
The company hard turnover of USD 375 million (FY 2012-13) coming from the segments of
cars/UVs, commercial vehicles, tractors, single piece wheels and construction & earth mover
wheels. The company also manufactures air suspension kits for trucks and buses. With over 15%
of its turnover coming from Exports, particularly from the construction & earth mover equipment
segment, it is truly a global player in the auto component industry.
Wheels India started production of wheels for commercial vehicles in 1962 at our plant in PADI
Chennai. The company started the production of car and tractor wheels in PADI in 1965. In
1972, the company made a foray into the construction equipment sector with Hindustan Motors
(now CAT India). In 1982, the company opened its second facilities in Rampur for tractor
Wheels. Wheels India entered he wire wheels business in 1988 and entered the air suspension
market under the brand “WILRIDE”. In 1998, the company opened a facility in Pune to cater to
this growing automotive hub. Facilities manufactures Wheels for cars, trucks and busses.
The 2000s represented a decode of growing for the company and 2000 market its entry to the
earth mover market with 35” and 49” wheels. In 2005 the company started manufacturing forged
aluminum wheels to cater to the growing after market for truck and trailer manufactures. 2007
market the setup of 2 new facilities in Sriperumbudur for Big OEM wheels and BAWAL for
car wheels. In 2009 the company setup a new facility in PANTNAGAR to cater to the growing
truck and light commercial vehicle business.
Wheels India is a partner to various Global OMEs like Ford, Hyundai, Tata, Caterpillar, John
Deer, Komatsu, Hyundai Heavy Industries, Case New Holland, Leyland, TAFE and
Suzuki. the company has won various awards which stand as a testament to its “quality First”
policies, to name a few –CAT SQEP Silver Certification, Toyota Supplier Award for
Quality & Regional Construction Awards for Quality & Cost ’09 and Regional
Construction Award from Toyota in 2013 Global Supplier Convention.
The company believes that its future lies in partnering OMEs in their growth and providing
service to match. Wheels India has launched aftermarket brand “TVS WILGO” for catering
aftermarket need in 2012.
1.Marketoverview:
The Indian automotive component industry is small in size compared to the world market (INR
740, 0 billion). The industry has been experiencing a high growth rate of 27 percent over the
2

period 2001-06 and 13 percent over the period 2006-14, in year 2012-13 growth rate is 5.6%.
The quality of components made in India has improved significantly in the last decade and about
11 Indian auto component companies have won the Deming prize so far. Indian is estimated to
have the potential to become one of the top five auto component economies by 2025.
2.Export Scenario:
In 2012-13, automotive component exports from India were worth INR 582 billion and are
expected to reach INR 840 billion in 2016. While growth rate of exports has been 38 percent
during 2002-06, the export is growing by 24.4 percent during 2006-15. India exports a vast range
of automotive chassis and components. The major component categories that have shown a
healthy growth in exports are vehicle component and accessories, transmission shaft and cranks,
drive axles, starter motors, generators, and bumpers. The driving force behind India’s growing
automotive components exports in the past has been higher exports by Indian subsidiaries of
global OMEs and tier-l manufactures.
3.Key Product CategoriesandSegments for Exports:
The engine components segment is technology and capital intensive and is likely to be
dominated by the existing major firms in the short to medium term. Engine technology is
expected to move towards superior design (for optimal fuel consumption and lesser emission),
thus access to such technologies will be limited to the existing major firms. Among drive
transmission and steering components, the steering system are among the critical component of a
four-wheeler. The capital technology intensive nature of the segment acts as an entry barrier for
companies in the unorganized segment.
4.Majorcharacteristics:
The Indian auto component industry is a thrust sector for India. The direct employment
generated by the medium and large firms in the organized sector is 2.5 lakhs. In terms of
location, over 70 percent of the automotive components companies are situated in either the
northern or western regions. Delhi, and Chennai have traditionally been the most important
clusters for the automotive components segment in India. The industry has 500 medium and
large key participants in auto component in the organized sector, along with 6000 ancillary units.
The unorganized sector predominantly caters to the aftermarket. Manufacturers in this sector
operate independently with little investment and on a small scale. They generally produce
component based on copied drawing and their quality is below average. Most component
required by the Indian automobile industry are manufactured locally. Import dependence is
estimated to the tune of 13.5 percent of the domestic demand.
5.MajorFindings:
Major factors affecting the competitiveness & growth of the Indian auto component
manufacturers and exporters and challenges faced by the Indian auto component industry with
3

respect to input cost, quality, delivery schedule, scaling up operations and government policies.
Many of the top executive of the companies are increasingly buoyant about India’s prospects for
the next five years both in terms of exports and investment by Indian companies abroad.
6.Challengesfacedby Indian auto component industry
1.Raw material prices: some of the challenges faced on raw material prices Include rising
prices, fluctuating prices, discriminatory higher pricing by the foreign vendors for Indian
component manufactures, custom free import of finished goods from ASEAN countries under
FTA.
2.Competitiveness: the south East Asian companies are over taking Indian auto-
component companies in competitiveness. Thailand and Korea apart from china are highly
competitive. The major threat to India’s export is expected to be from other Asian nation such as
Thailand and Taiwan.
3.Inability to Have Dedicated R&D, Testing and Design Capability: Many of
Indian auto component manufacture are small in size, their financial conditions do not permit’s
them for R&D, testing and design capability.
4.Financial Related Issues: finance is always a key issue for any manufacturing
industry, Indian industry needs high level of foreign investment to conduct R&D and for high
productivity, but it is challenging for Indian auto component industry. Some other challenges are
delay in duty drawback and incentive, currency fluctuation and frequent changes in DEMP
rates.
5.Finace Related Issues: At present, foreign partners of Indian companies insist on
arbitration in their home country primarily due to lack of trust in Indian arbitration process.
Among SMEs, this works as a deterrent for entering in to any business relationship with a
foreign company.
Small companies find it difficult to navigate through the legal documentation for any
transnational business interaction. Such companies are not aware of legal experts who can
address to their legal documentation requirements keeping the law of the land of the country
where they want to do business.
6.Market Exposure: The small and medium companies in auto component sector do not
have enough resources to create awareness about their companies and product in even key
markets.
7.Manpower / Human Resources Related Issues: Availability of trained manpower
and productivity is a big challenge. Rising wage cost & various provisions of labor law could be
other H.R. related challenge.
8.Basic Infrastructure: Power shortage is a major concern for many companies located
4

in several industrial belts across the country. Poor logistics/ transport infrastructure and
seemingly cartelization of transporter are also the areas of concern.
The prominent Ports in India are congested and as a result there are delays in shipment of
consignment.
5

OBJECTIVES OF THE STUDY
PRIMARY:
1. To find the effectiveness of training program imported by wheels India limited.
2. To rate the satisfaction level of training program.
SECONDARY:
1. To find out the training method used by the firm.
2. To evaluate whether training program helps in increasing the productivity of the firm.
6

REVIEW OF LITERATURE
Definition of Training & Development:
“Training & Development is any attempt to improve current or future employee
performance by increasing an employee’s ability to perform through learning, usually by
changing the employee’s attitude or increasing his or her skills and knowledge.”
Meaning of training and Development:
The need for Training and Development is determined by the employee’s
performance deficiency, computed as follows.
Training & Development Need = Standard Performance – Actual Performance
Importance of Training & Development:
• Helps remove performance deficiencies in employees
• Greater stability, flexibility and capacity for growth in an organization
• Accidents, scraps and damages to machinery can be avoided
• Serves as effective source of recruitment
• It is an investment in HR with a promise of better returns in future
• Reduces dissatisfaction, absenteeism, complaints and turnover of employees
Needof Training:
Individual level –
• Diagnosis of present problems and future challenges
• Improve individual performance or fix up performance deficiency
• Improve skills or knowledge or any other problem
• To anticipate future skill-needs and prepare employee to handle more
challenging tasks
• To prepare for possible job transfers
Group level -
• To face any change in organization strategy at group levels
• When new products and services are launched
• To avoid scraps and accident rates
7

Identification of Training Methods:
Individual Training Needs Identification -
• Performance Appraisals
• Interviews
• Questionnaires
• Attitude Surveys
• Training Progress Feedback
• Work Sampling
• Rating Scales
Group Level Training Needs Identification -
• Organizational Goals and Objectives
• Personnel / Skills Inventories
• Organizational Climate Indices
• Efficiency Indices
• Exit Interviews
• MBO / Work Planning Systems
• Quality Circles
• Customer Satisfaction Survey
• Analysis of Current and Anticipated Changes
Benefits of Training Needs Identification:
• Trainers can be informed about the broader needs in advance
• Trainers Perception Gaps can be reduced between employees and their supervisors
Trainers can design course inputs closer to the specific needs of the participants
• Diagnosis of causes of performance deficiencies can be done
Methods of Training:
1.On the Job Trainings: These methods are generally applied on the workplace while
employees are actually working. Following are the on-the-job methods.
8

Advantages of On-the-Job Training:
• It is directly in the context of job
• It is often informal
• It is most effective because it is learning by experience
• It is least expensive
• Trainees are highly motivated
• It is free from artificial classroom situations
DisadvantagesofOn-the-Job Training:
• Trainer may not be experienced enough to train
• It is not systematically organized
• Poorly conducted programs may create safety hazards
On the Job Training Methods:
• Job Rotation: In this method, usually employees are put on different jobs turn by turn
where they learn all sorts of jobs of various departments. The objective is to give a
comprehensive awareness about the jobs of different departments. Advantage –
employee gets to know how his own and other departments also function.
Interdepartmental coordination can be improved, instills team spirit. Disadvantage – It
may become too much for an employee to learn. It is not focused on employee’s own job
responsibilities. Employees basic talents may remain under- utilized.
• Job Coaching: An experienced employee can give a verbal presentation to explain
the nitty-gritties of the job.
• Job Instruction: It may consist an instruction or directions to perform a particular
task or a function. It may be in the form of orders or steps to perform a task.
• Apprenticeships: Generally fresh graduates are put under the experienced employee
to learn the functions of job.
• Internships and Assistantships: An intern or an assistance are recruited to
perform a specific time-bound jobs or projects during their education. It may consist a
part of their educational courses.
2.Off the Job Trainings: These are used away from work places while employees are not
working like classroom trainings, seminars etc. Following are the off-the-job methods.
9

Advantages of Off-the-Job Training:
• Trainers are usually experienced enough to train
• It is systematically organized
• Efficiently created programs may add lot of value
DisadvantagesofOff-the-Job Training:
• It is not directly in the context of job
• It is often formal
• It is not based on experience
• It is least expensive
• Trainees may not be highly motivated
• It is more artificial in nature
Off the Job Training Methods:
• Classroom Lectures: It is a verbal lecture presentation by an instructor to a
large audience. Advantage – It can be used for large groups. Cost per trainee is low.
Disadvantages – Low popularity. It is not learning by practice. It is One-way
communication. No authentic feedback mechanism. Likely to boredom.
• Audio-Visual: It can be done using Films, Televisions, Video, and Presentations
etc. Advantages – Wide range of realistic examples, quality control possible.
Disadvantages – One-way communication, No feedback mechanism. No flexibility
for different audience.
• Simulation: creating a real-life situation for decision-making and understanding
the actual job conditions give it. Following are some of the simulation methods of
trainings
• Case Studies: It is a written description of an actual situation and trainer is
supposed to analyze and give his conclusions in writing. The cases are generally
based on actual organizational situations. It is an ideal method to promote decision-
making abilities within the constraints of limited data. Role Plays: Here trainees
assume the part of the specific personalities in a case study and enact it in front of
the audience. It is more emotional orientation and improves interpersonal
relationships. Attitudinal change is another result. These are generally used in MDP.
• Sensitivity Trainings: This is more from the point of view of behavioral
assessment, under different circumstances how an individual will behave himself
10

• and towards others. There is no preplanned agenda and it is instant. Advantages –
increased ability to empathize, listening skills, openness, tolerance, and conflict
resolution skills. Disadvantage – Participants may resort to their old habits after the
training.
• Programmed Instructions: Provided in the form of blocks either in book or a
teaching machine using questions and Feedbacks without the intervention of trainer.
Advantages – Self paced, trainees can progress at their own speed, strong motivation
for repeat learning, material is structured and self-contained. Disadvantages – Scope
for learning is less; cost of books, manuals or machinery is expensive.
• Computer Aided Instructions: It is extension of PI method, by using
computers. Advantages – Provides accountabilities, modifiable to technological
innovations, flexible to time. Disadvantages – High cost.
1. Training and Development: Enhancing Communication and Leadership
Skills, by Steven A. Beebe, Timothy P. Mottet and K. David Roach,2012-
Training and Development presents a step-by-step approach to developing training programs
organized around the Needs-Centered model of training. This book suggests that every aspect of
developing a training program should be based upon trainee needs. It includes application and
discussion questions at the end of each chapter, offering readers the opportunity to put principles
and skills to the test. It also provides readers with examples of needs assessment questionnaires,
task analysis, training plans, and other tools that can be used as models when planning their own
training programs.
2. Employee Development on a Shoestring, (Halelly Azulay, 2012)-It has been
estimated that 70 percent of employee development takes place through informal learning, rather
than through formal learning events. Employee Development on a Shoestring offers insights and
lessons for leveraging non-training activities for on-the-job employee development. It therefore
offers specific implementation techniques for developing motivated, engaged employees in
today’s “do more with less” business environment and acts as a tool kit for any employee
developer including: Step-by-step guidance for initial goal-setting, templates, worksheets,
checklists, ways to capitalize on development ideas that are easy to implement immediately and
cheaply, and the hidden value of job rotation, stretch assignments, and special teams.
3. Telling Ain’t Training- 2nd Edition, by (Harold D. Stolovitch and Erica J.
Keeps, 2011)- This book is full of training myth-busting research and ready-to-use tools,
delivered in a lighthearted and entertaining style. This new edition has been updated, expanded
and enhanced to reflect almost a decade of progress. This is a book that faithfully practices what
it preaches, engaging the reader from page one and immediately involving them in the first of
many try-it-yourself exercises in learning.
11

4. Design for How People Learn (Voices That Matter), by (Julie Dirksen,
2011). In this book the authors describe how we can all use the key principles behind learning,
memory, and attention to create materials that enable an audience to both gain and retain the
knowledge and skills being shared.
5. The Gamification of Learning and Instruction: Game-based Methods and
Strategies for Training and Education, by (Karl M. Kapp, 2011)-This book
shows how to design online instruction that leverages the best elements of online games to
increase learning, retention, and application. It explains how to match different game strategies
to types of learning content for the right learning outcome and discusses how gamification
techniques can be used in a variety of settings to improve learning, retention and application of
knowledge.
6. R.K. SAHU: A practical treatise covering all facets of Training including: Managing
Training Function Training Needs Identification Aligning training with organizational goals
Designing Training Program Training Methodologies Delivery of Training Measuring Impact of
Training a masterpiece detailing all finer elements of Training with a practical approach.
7. DR.B. JANAKI RAMAN: The present book is an effort to blend training and
organizational strategic planning to present training management as a tool for enhanced
productivity.
8. ROLF.P. LYNTON: Training for Development has been regarded as the most
comprehensive work available to professionals in the field of training and development. The
authors focus on training not primarily as a source of new information, but rather as a means for
changing behavior for lasting improvement on the job.
9. DEEPAK KUMAR BATACHARYA: Provides a complete idea of the nuances of
training and development in an organizational setting through appropriate treatment of theories
and real-life cases. Training and Development: Theories and Applications provides readers with
a suitable backdrop to understand the complexities of training and development theories.
12

RESEARCH METHODOLOGY
RESEARCH-AN OVERVIEW:
Research is a scientific and systematic search for pertinent information on a specific topic.
the advanced learner's dictionary of current English lays down the meaning of research as "A
careful investigation or inquiry especially through search for new facts in any branch of
knowledge." Redman and Moray define research as "A systematized effort to gain new
knowledge." Research is an academic activity and as such the term should be used in a technical
sense. According to Clifford Woody, research comprises of defining and re-defining problems,
formulating hypothesis or suggested solution; collection, organizing and evaluating data; making
deduction and reaching conclusions; and at last, carefully testing the conclusions to determine
whether they fit the formulating hypothesis.
RESEARCHMETHODOLOGY:
Research methodology is a way to systematically solve the research problem. It is a
science of studying how research is done scientifically. The various steps that are generally
adopted by a researcher in studying the research problem along with the logic behind them are
studied. The researcher should know the research techniques, the research methodology, how to
develop certain tests, how to calculate the mean, median, mode or chi-square, how to apply a
particular research technique, which methods are relevant, and which are not, what would they
mean and indicate and why. Researchers should understand the assumptions underlying the
various techniques. Hence, Research methodology has various dimensions and research method
constitute a part of research methodology.
RESEARCHDESIGN:
Research design is the decision regarding what, when, where, how much, by what means
concerning an inquiry or research study constitute a research design. It can be defined as the
arrangement of conditions for collection and analysis of data in a manner that aims to combine
the relevance to the research purpose to the economy procedure. Research design is needed
because it facilitates the smooth sailing of the various research operations, thereby making
research as efficient as possible yielding maximal information with minimal expenditure of
effort, time and money. In fact, research design has a great bearing on the reliability of the results
arrived at the end as such constitutes the firm foundation of the entire edifice of the research
work.
DATA COLLECTION:
There are two types of data:
13

Primary and Secondary
PRIMARY DATA are those which are collected a fresh and for the first time and thus happen to
be original in character.
SECONDARY DATA on the other hand, are those which have already been collected by
someone else and which have already Being passed through the statistical process. The methods
of collecting primary and secondary data differ since; primary data are to be originally collected,
while in case of secondary data, the nature of data collection work is merely that of complication.
FOR THE STUDY:
In this study, Primary data has been collected directly from the respondents using a
questionnaire while the secondary data was collected from books, articles and the internet.
RESEARCHINSTRUMENT:
QUESTIONNAIRE:
A questionnaire is sent to the persons concerned with the request to answer the question and
return the questionnaire. the questionnaire consists of many questions printed in a definite order
on a form or set of forms. The questionnaire is mail to respondents who are expected to read and
understand the questions and write down the reply in the space lent for the purpose in the
questionnaire itself. The respondents have to answer the questions on their own. In this study, a
questionnaire was collect data from the sample.
SAMPLING METHOD:
Sampling is the process of selecting a sufficient number of elements from the population, so
that a study of the sample and an understanding of its properties or characteristics would make it
possible for us to generalize such properties or characteristics to the population element. In this
study stratified sampling technique is used.
STRATIFIED RANDOM SAMPLING:
Stratified random sampling involves a process of stratification or segregation, followed
by random selection of subjects from each stratum. The population is first divided into manually
exclusive groups that are relevant, appropriate and meaningful in the context of the study.
The various stratum of this study is
• Recruitment
14

• Selection
• Training and Development
• Web designing and web development
SAMPLE SIZE:
Total population size is = 1000
The sample size for the study is = 50
15

DATA INTERPRETATION AND DATA
ANALYSIS

TABLE – 1
Table represents the employees age in wheels India limited
Particular No. of
Respondents
Percentage
( % )
21 – 30 8 16
31 – 40 15 30
41 – 50 19 38
Above 50 8 16
Total 50 100
Inference: Above table states 38% of the employees age is between
41-50, 30% of the employees age is between 31-40, 16% of the
employees age is between 21-30, 16% of the employees are above 50.
16

CHART – 1
Chart represents the employees age in wheels India limited
17
0
10
20
30
40
50
60
21 - 30 31 - 40 41 - 50 Above 50
8
15
19
8
16%
30%
38%
16%
Percentage
No. of Respondent

TABLE – 2
Table represents the awareness of training program in wheels India
limited
Particulars
No. of
Respondents Percentage
( % )
Aware 25 50
Not Aware 25 50
Total 50 100
Inference: Above table states that 50% of the respondents aware on
the role conducted in training program, 50% of the respondents not
aware on the role conducted in training program.
18

CHART – 2
Chart represents the awareness of training program in wheels India
limited
19
25 25
50% 50%
0
10
20
30
40
50
60
70
80
Aware Not Aware
Percentage
No. of Respontent

TABLE – 3
Table represents that training is compulsory for the employees
Particular
No. of
( % )
Yes 25 50
No 25 50
Total 50 100
Inference: Above table states that 50% of the respondent said yes in
the training program is compulsory, 50% of the respondent said no
in the training program.
20

CHART – 3
Chart represents that training is compulsory for the employees
21
25 25
50% 50%
5
15
25
35
45
55
65
75
85
Yes No
Percentage
No. of
Respontents

TABLE – 4
Table represents the training program before internship
Particular No. of
Respondents
Percentage
( % )
Yes 22 44
No 28 56
Total 50 100
Inference: Above table states that 56% of the respondents said no to
the attending of training program, 44% of the respondents said yes
for not attended the training program.
22

CHART – 4
Chart represents the training program before internship
23
44%
56%
Percentage
Yes
No

TABLE – 5
Table represents the willingness to attend the training program
Particular No. of
Respondents
Percentage
(%)
Yes 34 68
No 16 32
Total 50 100
Inference: Above table states that 68% of the respondents said yes
for willingness to attend the training program, 32% of the
respondents said no for not willing to attend the training program.
24

CHART – 5
Chart represents the willingness to attend the training program
25
34
16
68%
32%
0 20 40 60 80 100 120
Yes
No
No. of
Respontents
Percentage

TABLE – 6
Table represents the training is a part of organization strategy
Particular
No. of
( % )
Strongly agree 20 40
Agree 19 38
Dis- Agree 11 22
Total 50 100
Inference: Above table state that 40% of the respondents strongly
agree the strategy of the organization, 38% of the respondents agree
the strategy of the organization, 22% of the respondents dis-agree
the strategy of the organization.
26

CHART – 6
Chart represents the training is a part of organization strategy
27
0
5
10
15
20
25
Strongly Agree Agree Dis-Agree
20 19
11
40% 38%
22%
Percentage
No. of Respontent

TABLE – 7
Table represents the training method of the organization
Particular No. of
Respondents
Percentage
( % )
On the job 18 36
Off the job 11 22
Audio visual method 12 24
All the above 9 18
Total 50 100
Inference: Above table states that 36% of the respondents choose on
the job method in their organization, 24% of the respondents choose
audio visual method in their organization, 22% of the respondents
choose off the job method in their organization, 18% of the
respondents choose all the above method is undertaken in their
organization.
28

CHART – 7
Chart represents the training method of the organization
29
18
11 12
9
36
22
24
18
0
5
10
15
20
25
30
35
40
On the job Off the job Audio visual
method
All the above
N0.of Respondent
Percentage

TABLE – 8
Table represents that training is been well planned in organization
Particular
No. of
Respondents
Percentage
( % )
Agree 39 78
Dis-Agree 11 22
Total 50 100
Inference: Above table states that 78% of the respondents agreed
that training is well planned in their organization, 22% of the
respondents dis-agreed that training is not planned in their
organization.
30

CHART – 8
Chart represents that training is been well planned in organization
31
0
20
40
60
80
100
120
Agree Dis-Agree
39
11
78%
22%
Percentage
No. of Respontents

TABLE – 9
Table represents training improves employee, employer relationship
Particular No. of
Respondents
Percentage
( % )
True 22 44
False 28 56
Total 50 100
Inference: Above table states that 56% of the respondents did not
accepted and said false for the employee, employer relationship,
44% of the respondents accepted and said true for the employee,
employer relationship.
32

CHART – 9
Chart represents training improves employee, employer relationship
33
0
5
10
15
20
25
30
1 0
22
28
44%
56%
Percentage
No. of Respontent

TABLE – 10
Table represents how far training program is conducted in firm
Particular
No. of
Respondents
Percentage
(%)
Every month 19 38
Half yearly 16 32
Quarterly 7 14
Once in a year 8 16
Total 50 100
Inference: Above table states that 38% of the respondents stated the
duration of their training program is conducted at every month,
32% of the respondents stated half yearly period is conducted in
training program, 16% of the respondents stated once in a year is
conducted in training program, 14% of the respondents stated
quarterly period is conducted in training program.
34

CHART – 10
Chart represents how far training program is conducted in firm
35
0
10
20
30
40
50
60
Every
month
Half yearly Quarterly Once in a
year
19 16
7 8
38%
32%
14%
16%
Percentage
No. of Respondent

TABLE – 11
Table represents Training method of the productivity on both
qualitative, quantitative
Particular No. of
Respondents
Percentage
( % )
Strongly agree 18 36
Agree 7 14
Strongly Dis- Agree 11 22
Dis- Agree 14 28
Total 50 100
Inference: Above table states that 36% of the respondents strongly
agree the increase in qualitative and quantitative, 28% of the
respondents dis-agree the increase in qualitative and quantitative,
22% of the respondents strongly dis-agree the increase in qualitative
and quantitative, 14% of the respondents agree the increase in
qualitative and quantitative.
36

CHART – 11
Chart represents Training method of the productivity on both
qualitative, quantitative
37
0
10
20
30
40
50
60
Strongly
Agree
Agree Strongly
dis- agree
Dis-Agree
18
7
11 14
36%
14%
22%
28%
Percentage
No. of Respondent

TABLE – 12
Table represents the Training program focusing on team work
Particular No. of
Respondents
Percentage
( % )
Yes 30 60
No 20 40
Total 50 100
Inference: Above table states that 60% of the respondents said yes
to the focus on team work in training program, 40% of the
respondents said no to the focus on team work in training program.
38

CHART – 12
Chart represents the Training program focusing on team work
39
0
5
10
15
20
25
30
35
Yes No
30
20
60%
40%
Percentage
No. of Respondent

TABLE – 13
Table represents the training & development program improving
employee’s knowledge
Particular No. of
Respondents
Percentage
( % )
Agree 29 58
Dis- Agree 21 42
Total 50 100
Inference: Above table states that 58% of the respondents agree that
training and development program improves employee’s knowledge,
42% of the respondents dis-agree that training and development
program doesn't improves the employee’s knowledge.
40

CHART – 13
Chart represents the training & development program improving
employee’s knowledge
41
58%
42%
Percentage
Agree
Dis-Agree

TABLE – 14
Table represents the effectiveness of training program
Particular No. of
Respondents
Percentage
( % )
Satisfied 17 34
Dis- satisfied 14 28
partially satisfied 11 22
Partially
Dis-satisfied
8 16
Total 50 100
Inference: Above table states that 34% of the respondents satisfied
with the effectiveness of training program, 28% of the respondents
dis-satisfied with the with the effectiveness of training program,
22% of the respondents partially satisfied with the effectiveness of
training program, 16% of the respondents partially dis-satisfied
with the effectiveness of training program.
42

CHART – 14
Chart represents the effectiveness of training program
43
17
14
11
8
34%
28%
22%
16%
0
5
10
15
20
25
30
35
40
Satisfied Dis-Agree Partially
Satisfied
Partially Dis-
Satisfied
No. of Respondent
Percentage

TABLE – 15
Table represents the feedback on training program as consideration
Particular No. of
Respondents
Percentage
( % )
Absolute true 18 36
False 17 34
Can’t say 15 30
Total 50 100
Inference: Above table states that 36% of the respondents said
absolute true for the feedback of the training program taken as
consideration, 34% of the respondents said false to training
program feedback consideration, 30% of the respondents said can't
say feedback for the training program taken for consideration.
44

Chart – 15
Chart represents the feedback on training program as consideration
45
97%
98%
98%
99%
99%
100%
100%
Absolutely
true
False can't say
18 17 15
36% 34% 30%
Percentage
No. of Respontent

TABLE – 16
Table represents the time duration taken for completing training
and development
Particular No. of
Respondents
Percentage
( % )
15 days 9 18
1 months 14 28
3 months 18 36
6 months 9 18
Total 50 100
Inference: Above table states that 36% of the respondents assumed
3 months of time duration taken for completing a training program,
28% of the respondents assumed 1month time duration taken for
completing a training program, 18 of the respondents assumed
6months time duration taken for completing a training program, 18
% of the respondents assumed 15 days of time duration taken for
completing a training program.
46

CHART – 16
Chart represents the time duration taken for completing training
and development
47
9
14
18
9
18%
28%
36%
18%
0
10
20
30
40
50
60
15 days 1 month 3 month 6 month
Percentage
No. of Respondent

TABLE – 17
Table represents the methods of effectiveness
Particular No. of
Respondents
Percentage
( % )
Job rotation 11 22
Coaching 14 28
Job instruction 10 20
Committee
assignment
6 12
Internship training 9 18
Total 50 100
Inference: Above table state that 28% of the respondents selected
coaching is effective for training, 22% of the respondents selected
job rotation is effective for training, 20% of the respondents selected
job instruction is effective for training, 18% of the respondents
selected internship training is effective for training, 12% of the
respondents selected committee assignment is effective for training,
48

CHART – 17
Chart represents the methods of effectiveness
49
0
5
10
15
20
25
30
35
40
45
Job rotation Coaching Job
Instruction
Committee
assignment
internship
training
11
14
10
6
9
22%
28%
20%
12%
18%
Percentage
No. of Respondent

TABLE – 18
Table represents training given in organization is relevant to the
firm need
Particular No. of
Respondents
Percentage
( % )
Agree 31 62
Dis- Agree 19 38
Total 50 100
Inference: Above table states that 62% of the respondents agreed
that training given in organization is relevant to the firm need, 38%
of the respondents dis-agree that training given in organization is
not relevant to the firm need.
50

CHART – 18
Chart represents training given in organization is relevant to the
firm need
51
0.97
0.98
0.98
0.99
0.99
1.00
1.00
Agree Dis-Agree
31 19
62% 38%
Percentage
No. of Respontent

TABLE – 19
Table represents the rate of over All effectiveness on the training
program
Particular
No. of
( % )
Excellent 14 28
Very Good 12 24
Average 14 28
Poor 10 20
Total 50 100
Inference: Above table state that 28% of the respondents said
excellent to effectiveness of the training program, 28% of the
respondents said average to effectiveness of the training program,
24% of the respondents said very good to effectiveness of the
training program, 20% of the respondents said poor to effectiveness
of the training program.
52

CHART – 19
Chart represents the rate of over All effectiveness on the training
program
53
14
12
14
10
28%
24%
28%
20%
0
5
10
15
20
25
30
Excellent Very Good Average Poor
No. of Respondent
Percentage

CHI-SQUARE TEST
PRIMARY OBJECTIVE
Needfor the test:
To find out the relationship between the age & opinion regarding
effectiveness of training program.
HYPOTHESIS
Null Hypothesis (H0): There is no significant different between age & opinion
regarding effectiveness of training program.
Alternative Hypothesis (H1): There is significant different between age &
opinion regarding effectiveness of training program.
Particulars 21-30 31-40 41-50 Above 50 Total
Satisfied 3 2 10 2 17
Dis-
Satisfied
3 4 5 4 16
Partially
Satisfied
2 7 2 0 11
Partially
Dis-
Satisfied
0 2 2 2 6
Total 8 15 19 8 50
54

Solution:
O E O - E (O – E)2
3 2.72 0.28 0.0784
3 2.56 0.44 0.1936
2 1.76 0.24 0.0576
0 0.96 -0.96 0.9216
2 5.1 -3.1 9.61
4 4.8 -0.8 0.64
7 3.3 3.7 13.69
2 1.8 0.2 0.04
10 6.46 3.54 12.5316
5 6.08 -1.08 1.1664
2 4.18 -2.18 4.7524
2 2.28 -0.28 0.0784
2 2.72 -0.72 0.5184
4 2.56 1.44 2.0736
0 1.76 -1.76 3.0976
2 0.96 1.04 1.0816
Total 50 50.5312
55

X 2
= E (O-E)2
E
= 50.5312
50
X 2
= 1.010624
Where, O= the frequencies observed
E= the frequencies expected
Calculated value = 1.010624
Degree of freedom = (r-1) (c-1)
= (4-1) (4-1)
= 3 x 3
= 9
At 5% Level of significance
Table value = 16.919
Calculatedvalue < Table value
Hence H1 is accepted.
Conclusion:
Calculated value= 1.010624, Table value = 16.919,
Since table value is less than calculated value, H1 is accepted and H0 is rejected.
Therefore, there is no significant different between age & opinion regarding
56

Secondaryobjective
Needfor the test:
To find out the relationship between the age & opinion regarding
the training method used by the firm of training program.
HYPOTHESIS
Null Hypothesis(H0): there is no significant different between age & opinion regarding
Alternative Hypothesis(H1): there is significant different between age & opinion
regarding effectiveness of training program.
particular 21-30 31-40 41-50 Above50 Total
On the job 2 3 13 0 18
Off the job 3 5 1 2 11
Audio
visual
method
1 6 3 2 12
Above all 2 1 2 4 9
Total 8 15 19 8 50
57

Solution:
O E O-E (O-E)2
2 2.88 -0.88 0.7744
3 1.76 1.24 1.5376
1 1.92 -0.92 0.8464
2 1.44 0.56 0.3136
3 5.4 -2.4 5.76
5 3.3 4.67 21.8089
6 3.6 2.4 5.76
1 2.7 -1.7 2.89
13 6.84 6.16 37.9456
1 4.18 -3.18 10.1124
3 4.56 -1.56 2.4336
2 3.42 -1.42 2.0164
0 2.88 -2.88 8.2944
2 1.76 0.24 0.5676
2 1.92 0.08 6.4
4 1.44 2.56 6.5536
Total 50 114.0229
58

X2 = E (O-E)2
E
= 114.0229
50
X2 =2.280458
Where, O = the frequencies observed
E = the frequencies expected
Calculated value = 2.280458
Degree of freedom = (r-1) (c-1)
= (4-1) (4-1)
= 3 x 3
= 9
At 5% Level of significance
Table value = 16.919
Calculatedvalue < Table value
Hence H1 is accepted.
Conclusion:
Calculated value= 2.280458, Table value = 16.919,
Since table value is less than calculated value, H1 is accepted and H0 is rejected.
Therefore, there is no significant different between age & opinion regarding the
training method used by the firm of training program.
59

FINDINGS:
1. Many employees age is between 41-50 at wheels India limited.
2.The employees equally assure about awareness of training program.
3. The respondents equally felt training is compulsory for the employees.
4. Employees felt that training program is given to them immediately after recruitment.
5. Many like to attend training program.
6. Many of the employees strongly agree the training as a part of organization strategy.
7. Larger number of respondents choose job method in their organization.
8. Many employees agree that training is well planned in their organization.
9. Respondents believe that training program do not improve employee - employer relationship.
10. More employees stated the duration of their training program is conducted at every month.
11. Many of them strongly agree the productivity increase in qualitative and quantitative.
12. Many employees assumed yes for the training program focuses on team work.
13. Most of the respondents agree that training and development program improves employee’s
knowledge.
14. Most of the employees are satisfied with the effectiveness of training program.
15. Many assumed absolutely true for the feedback on training program as consideration.
16. Many employees assumed 3 months of time duration taken for completing a training
program.
17. More employees agreed coaching method is effective.
18. Many respondents agreed that training given in organization is relevant to the firm need.
19. Most of the employees equally assured excellent and average for effectiveness of training
program.
60

Suggestions:
Based on the findings some suggestions are given to the company and to the employees.
• Greater awareness about the objectives of the training and development program must be
created among the trainees at the time of their nomination for the training so that it helps
the trainee easily understand and attain the objectives and goals of the program.
• Employees must be motivated to take up Training Programs regularly to update their
skills and learn new technique to perform their work effectively and efficiently.
• Objectives of the training program must be in line with the need of the trainees and must
be clearly explained to them so that they can be easily attained.
• Training Program must be conducted at frequent intervals to help the workers update
with new technologies and to improve their performance.
• Superior Quality of training materials and training aids provided to the trainee will
increased their involvement and participation for the training which in turn help in their
performances, effective communicates and to enhance good relationship among co-
workers.
• Trainers must extend their personal care and concern to create a friendly atmosphere and
always be ready to help the trainees in difficult situation.
• Organization must take efforts to see that trainees are provided with the best of facilities
bringing in new improvement with every training program.
61

CONCLUSION
WHEELS INDIA LIMITED has been performing its functioning even in a
competitive environment, this has been providing number of facilities. So that increases the
morale of the employees. From the study it is clear that WHEELS INDIA LIMITED progressing
line & which is having its own reputation necessary features, Infrastructure facilities,
Organizational & Financed structure to satisfy the employees. Certainly, this concern will yield
& retain the good performance in future by considering the suggestions given by the researcher.
Hence the project entitled '' EFFECTIVENESS OF THE TRAINING
PROGRAM''. Exhibits that the employees of the organization are well satisfied with their
TRAINING PROGRAM provided by the organization.
62

BIBLOGRAPHY:
1. Training and Development: Enhancing Communication and Leadership Skills, by
StevenA. Beebe, Timothy P. MOTTE and K. David Roach,2012-
2. Employee Development on a Shoestring, (Halelly Azulay, 2012)
3. Telling Ain’t Training- 2nd Edition, by (Harold D. Stolovitch and Erica J. Keeps, 2011)-
4. Designfor How People Learn (Voices That Matter), by (Julie Dirksen, 2011).
5. The Gamification of Learning and Instruction: Game-based Methods and Strategies for
Training and Education, by (Karl M. Kapp, 2011)
6.R.K. SAHU
7.DR.B. JANAKI RAMAN
8.ROLF.P. LYNTON
9.DEEPAK KUMAR BATACHARYA
63

A Study on training & development Undertaken in
WHEELS INDIA LIMITED
1. NAME:
Age: A) 21-30, B) 31-40, C) 41-50, D) Above 50
OCCUPATION:
INCOME:
2. Are you aware of training program undertaken in your company?
A) Aware, B) Not-Aware
3. Do you feel that training is compulsory for the employees?
A) YES, B) NO
4. Have you attended training program before internship?
A) YES, B) NO
5. Do you like to attend the training program?
A) YES, B) NO
6. Is training is taken as a part of the organization strategy?
A) Strongly agree, B) Agree, C) Dis-Agree
7. What are the training method does your organization prefer?
64

A) On the job, B) Off the job, C) Audio visual method, D) All the above
8. Does training is Been well planned in your organization?
A) Agree, B) Dis-Agree
9. Does training helps to improve employee, employer relationship?
A) True, B) False
10. How often training program are conducted in your firms?
A) Every month, B) Half yearly, C) Quarterly, D) Once in a year
11. Training method help to increase the productivity on both qualitatively, quantitatively?
A) Strongly agree, B) Agree, C) Strongly Dis-Agree, D) Dis-Agree
12. Does the training program focus on team work?
A) YES, B) NO
13. Do you feel that training & development program improves employee’s knowledge?
14. Are you satisfied with the effectiveness of training program?
A) Satisfied, B) Dis-Satisfied, C) Partially Satisfied, D) Partially Dis- Satisfied
15. Do you think your feedback on your training program is been taken into consideration?
65

A) Absolute True, B) False, C) Can't say
16. What is the time duration taken from completing a training program?
A) 15 Days, B) 1 Month, C) 3 Months, D) 6 Months
17. Which method do you prefer as effective?
A) Job rotation, B) Coaching, C) Job instructions, D) Committee assignment,
E) Internship training
18. Do you feel that the training given in organization is relevant to the firms need?
19. How will you rate the over All effectiveness of the training program?
A) Excellent, B) Very Good, C) Average, D) Poor
20. Any suggestion that can be given to improve the training program in your firm?
ANS)
66

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