1.

INTRODUCTION:

Training is an educational process. People can learn new information, relearn and reinforce
existing knowledge and skills, and most importantly have time to think and consider what
new options can help them improve their effectiveness at work. Effective trainings convey
relevant and useful information that inform participants and develop skills and behaviors that
can be transferred back to the workplace.

Organizational Development is a process that "strives to build the capacity to achieve and
sustain a new desired state that benefits the organization or community and the world around
them." (From the Organizational Development Network website) OD work implies creating
and sustaining change,”

Employee training tries to improve skills, or add to the existing level of knowledge so that
employee is better equipped to do his present job or to prepare him for a higher position with
increased responsibilities. However individual growth is not and ends in itself. Organizational
growth need to be measured along with individual growth. Training refers to the
teaching/learning activities done for the primary purpose of helping members of an
organization to acquire and apply the knowledge skills, abilities, and attitude needed by that
organization to acquire and apply the same. Broadly speaking training is the act of increasing
employee for doing a particular job.

Employee’s training and development is seen as the most important formation of any
competent management .The reason is not far-fetched, the ever increasing technological
sophistication especially in this age of computer technology has really make it compulsory
for organizations to meet changing situations. Training and practices necessary to enhance
human skills, improve procedures and systems organizing and sponsoring training programs
and encouraging greater involvement of employers, particularly small employers in the
organization and development of training exercises that would lead to the production of
highly-Skilled manpower to man various economy affairs of the country

The growth of a country depends upon the growth of its economy as we can make out
economy of a country is a broad perspective which contains the elements such as agriculture,

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business, industry, infrastructure etc. lf we take business more specifically, it will be
business, finance and service sector, insurance and soon. All these activities need to be
carried out in a proper manner or in a systematic arrangement which we term as
"Management",

Human Resource Management (HRM), a relatively new term, that emerged during the 1930
Many people used to refer it before by its traditional titles, such as Personnel Administration
or Personnel Management. But now, the trend is changing. It is now termed as Human
Resource Management (HRM), Human Resource Management is a management function that
helps an organization select, recruit, train and develops and it performs other functions.

1.1 THEORTICAL BACKGROUND:

HISTORY OF TRAINING & DEVELOPMENT:

Some 50 years back the role of the "'TRAINER" “was relatively simple. The more common
terms in use were “INSTRUCTOR OF TEACHER" with all the emphasis on techniques that
these terms suggest.

In Brittan there has been shortage of skilled workers since Second World War and many
companies shifted their responsibilities for training employees. This situation has contributed
towards the slow rate of economic explosion.

The government attempted to deal with the problem of skill shortage because companies
were suffering from lack of training and development program keeping this in mind, the
INDUSTRIAL TRAINING ACT, 1964 was introduced to supplement the good work of the
INDUSTRIAL TRAINING FEDERATION which was established in 1958 by the trade union
congress, gave root to establish training boards for each industry.

During 1960 and 1970 there was a great progress in training techniques, A new and improved
method has introduced and also existing techniques in training method was modified. During
1987 the government announced new proposal and decisions affecting the role and
Composition. Its role was to improve competitiveness and support the growth of employment
and job creation by fostering the development of a better and more adaptable work force.

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1.2 Meaning of Training and development:

In simple terms training and development refer to the Imparting of specific Skills,abilites and
knowledge to an employee. According to Schuller "Training and development " is an attempt
to Improve current or future employee performance by increasing an employees ability to
perform through learning, usually by changing the employees attitude or increasing his/her
skills and knowledge.

The need for training and development is determined by the employees Performance
deficiency, computed as follows,-

Training and development need = Standard performance --- Actual performance

Training is the act of Increasing the knowledge & skills of an employee for doing a particular
job. Training is a short-term ,educational process and utilizing a systematic & attitude
towards the requirements of the job and organization.

Training bridges the difference between the job requirements and employees present
specifications. Training is the start of one’s assimilation & understanding of the culture, the
systems, the customs, convention, rules, procedures, values & output expectations.

Development refers to those learning opportunities designed to help employees grow.

Development is not primarily skills oriented. Instead it provides general knowledge attitudes
which will be helpful to employees in higher positions.

1.3 Objectives of Training and Development:

 To prepare the employee, both new and old to meet the present as well as the
changing requirements of the job and the organization.
 To prevent obsolescence.
 To prepare employees for higher level tasks
 To make employees more effective and productive which increase the image of
employees, earning power and security.

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1.4 Need and importance of Training:

 Increased Productivity
 Higher Employee Morale
 Less Supervision
 Easy Adaptability
 Less wastages
 Employee development
 Reduced Turnover and Absenteeism

1.5 Advantages of Training program:

A systematic training program offers the following advantages to a company:

 It helps in improving the quality of workers output. It enables the worker to make the
most economical and best use of materials and equipment.
 It develops in the worker-effective work habits and methods of work, there by
reducing the accident rate and the need for close supervision.
 It gives a sense of satisfaction to the worker and makes him feel that he is being
properly cared for. As a result workers morale and his relations with superiors
improve.
 It helps the bright but dronish employee to formulate his goals.

1.6 Benefits of the Training

Benefits of Training to the Organization:

 Improves the job knowledge and skills at all levels of the organization.
 Improves the morale of the work force.
 Aids in development for promotion from within the organization.
 It helps in increasing productivity and or quality of work.
 It helps to create better corporate image.

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  Organizations get more effective decision- making and problem solving
Employees.
 It aids in handling conflicts.

1.7 Benefits to the individual (Which in turn ultimately should benefit the
Organization):-

 Helps the individual in creating career development.

 Aids in encouraging and achieving Self-development and Self-
Confidence.
 Helps the individual in making better decision and effective problem
solving.
 Increase job satisfaction and recognition.
 Develops a sense of growth in learning.
 It helps to eliminate fear in attempting new tasks

1.8 Benefits in personnel and Human Relations, Intra and Inter group
relations and policy

Implementations:-

 Makes the organization a better place to work and live.

 It improves morale.
 Aids in orientation for new employees and those taking new jobs through transfer or
Promotion
 Provides information on equal opportunity and affirmative action.
 It improves inter-personal skills.
 It improves communication between groups and individuals

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1.9 THE TRAINING PROCESS:

The important steps in the typical training programs are;

Organizational objectives and strategies

Assessment of training needs

Establishment of training goals

Designing training program

Implementation of training program

Evaluation of results

1.9.1 Organizational objectives & strategies:

The first step in the training process in an organization is the assessment of its objectives &
strategies. What business are we in? At what level of quality do we wish to provide this
product or service? Where do we want to be in the future? It is only answering these and
other related questions that the organization must assess the strengths & weakness of its
human resources.

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1.9.2 Assessment of training needs:

Needs assessment diagnoses present problems and future challenges to be met through
training & development. Organizations spend vast sums of money on training &
development. Before committing such huge resources, organizations would do well to assess
the training needs of their employees. Need assessment occurs at two levels- group and
individual.

1.9.3 Establishment of training goals:

Once training needs are assessed, training & development goals must be established. Without
clearly-set goals, it is not possible to design a training & development program & after it is
implemented, there will be no way of measuring its effectiveness. Goals must be tangible,
verifiable & measurable.

1.9.4 Designing training & development program:

Every training & development program must address certain vital issues like; who
participates in the program? Who are the trainers? What methods & techniques are to be used
for training? What should be the level of training? What leaming principles are needed?
Where is the program conducted?

1.9.5 Implementation of training program:

Once the training program has been designed, it needs to be implemented. Program
implementation involves action on the following lines; deciding the location & organizing
training & other facilities, scheduling the training program, conducting the program,
monitoring the progress of trainees etc.

1.9.6 Evaluation of results:

The last stage in the training & development process is the evaluation of results. Since huge
sums of money are spent on training & development, been useful must be judged/determined.

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1.10 METHODS OF TRAINING

There are various methods of training, which can be divided in to cognitive and behavioral
methods. Trainers need to understand the pros and cons of each method, also its impact on
trainees keeping their background and skills in mind before giving training

l.10.1 COGNITIVE METHOD

It is giving theoretical training to the trainees. The various methods under cognitive approach
provide the rules for how to do something, written or verbal information, demonstrate
relationships among concepts, etc. these methods are associated with the changes in
knowledge attitude by stimulating learning.

The various methods that come under cognitive approach:

1. Lectures
2. Demonstrations
3. Discussion
4. Computer Based Training (CBT)
5. Intelligent tutorial system (ITS)
6. Programmed instruction (PI)
7. Virtual reality

1.10.2. BEHAVIORAL METHODS

lt is giving practical training to the trainees. The various methods under behavioral approach
allow the trainee to behave in the real fashion. These methods are used for skill development.
The various methods that come under behavioral approach are.

l, Games and simulation

2. Behavior modeling

3. Business games

4. Case studies

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5. Equipment stimulators

6. In-basket techniques

7. Role plays

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CHAPTER 2

COMPANY PROFILE

OIL PALM INDIA LIMITED, KOTTAYAM

Oil Palm India Ltd was established as a subsidiary of Plantation Corporation of Kerala Ltd in
1977 with the sole objective of propagating oil palm cultivation in the country and more
particularly in Kerala state. Subsequently in 1983 this became independent unit as a joint
venture of the Central Government and the Government of Kerala with a share participation
of Rs.499.29 lakhs and Rs.679 lakhs respectively. Company has got a total area of 3646
hectares of plantations spread over three estates – Yeroor (2029.87 hectares), Chithara
(1225.65 hectares) and Kulathupuzha (390.12 hectares) all in Kollam district. Apart from
this, a seed garden is also set up at Thodupuzha for the production of hybrid variety of palm
trees. Initially it was intended to cultivate oil palm in 6000 hectares of land. However due to
the constraints in getting land allotted by government the plantation has limited to 3646
hectares only and could not develop further cultivation since 1984.

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 For the processing of Fresh Fruits Bunch (FFB) a mill was established with the state
of the art technology at an outlay of Rs.180.92 crore in the year 1999. The factory has
processing capacity of 20 ton FFB/hr. The total employee strength is 907.As part of the
expansion activity; company has set up Oil Palm Seed Garden at Thodupuzha with the
financial assistance of Central Government and State Government under the Oil Palm
Development Programme.
Since 1987, the company was making marginal profit and from 1992 onwards the
performance has been quite encouraging. The hard work of the employees and cost reduction
measures of the company helped to register a phenomenal and continuous growth of the
company. The palm oil is said to be nature gift to the world .Palm oil was long recognized in
west African countries and among west African people. It has long been in wide spread use it
as cooking oil . Consumed for more than 5000 years, its natural valve as a natural resources
continues to be discovered ever today. First introduced to Malaysia in 1870 as an ornamental
plant, the elates Guinness tree , also known as oil palm tree, is now a leading agricultural of
wide range of processed palm oil product. Today palm fruit oil and palm oil product are used
in many food and non food applications they can be used as trying media and making
margarines, shortening, soap. Chemical and other products
Oil palm has a long, colorful history. Most of the planted palm in Malaysia was derived from
four palms established at Bogor Botanical garden in 1848

Palm oil is obtained from Fresh Fruit Bunches (FFB) of oil palm cultivation. There are
several commercial variants of palm oil available,

1 RBD (Refined Bleached deodorized palm oil

2 Crude palm oil (CPO)
3 Palm kernel oil
4 Crude palmoliein

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2.1 INDUSTRY PROFILE:

PALM OIL INDUSTRY

Palm Oil is a fatty edible vegetable oil, yellowish in colour derived from the flesh and the
kernel of the fruit of the oil palm tree. Palm oil is said to be nature’s gift to the world. Palm
oil was long recognized in West African countries and among West African people has long
been in wide spread use it as cooking oil. Consumed for more than 500 years, its nutritional
value as natural resource continues to be discovered every day. First introduced to Malaysia
in 1870 as an ornamental plant, the Elaeris Guiness tree, also known as oil palm tree, is now a
leading agriculture of a wide range of processed palm oil product. Today palm fruit oil palm
products are used in many food and non-food applications. They can be used as frying media
and making margarines, shortenings, soap, oleo, chemicals and other products.

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Delivered from four palms established at the Bogor Botanical Garden in 1848. The oil palm
tree is a tropical, single stemmed tree having feather like leaves that gains a 'height of around
20 meters. The fruits of this tree, that are also the sources of the palm oil grow in bunches, are
reddish in colour, bigger than plums in size and have a single seeded kemel inside. The oil
palm tree is native to the areas of coastal Africa and, appears different from a coconut palm
tree.

Palm oil is used in the manufacturing of soaps, ointments, cosmetics, detergents and
lubricants and also as cooking oil. Commercially palm oil is used in various forms such as
crude palm oil. crude palm lien, refined bleached deodorized (RBD) palm Oil and palm
kernel oil. Palm oil is basically edible oil and almost 90% of the World production is used in
for this purpose. The rest l0% of production accounts to the Industrial uses. It is used as a
substitute for cocoa butter and butter flat. This oil has a unique feature of remaining stable in
a good range of temperature and is often use to f try foods. Also palm wine is made from
tapping and fermenting the palm 011 and it is p very popular in the western African region. V
Palm oil is obtained from Fresh Fruit Bunches (FFB) of oil palm cultivatiors. There are
several commercial variants of oil palm oil available

The combined world production effort of palm oil up to around 35 million tons with
Malaysia topping the production charts with around half of the production being done there.
Indonesia and Nigeria follow Malaysia at the second and third rank. The production figure
of palm oil makes it the second largest vegetable edible oil produced around the world. The
production trend of palm oil has been up in the past few years accompanied by the
consumption trend as well. An estimate of the per capita consumption of palm oil in the
world is 9 pounds per year with total consumption figure of around 33 million tons. China is
the maximum palm oil consuming country of the world. The major consuming countries of
palm oil in the world with their respective consumption figures pertaining to the year 2012-13
are:- China (4.3miIliomons), Indonesia (41 million tons), European Union (3.8 million tons),
India (3.7 million tons). Malaysia (2.6 million tons), Pakistan (l.4 million tons), Nigeria (0.9
million tons). Bangladesh (0.75 million tons), Thailand (0.7 million tons), Egypt (0.6 million
tons)

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The trade figures of palm oil make it incomparable to other vegetable oil traded round the
globe. Approximately 80% of the world palm oil production (24 million tons) gets; exported
to the importing countries and this fact makes it the leading exported vegetable oil. The
largest exporter of oil is its largest producer Malaysia, followed by Indonesia with the exports
of around 125 million tons and 95 million tons respectively. These countries contribute to
over 90% of the palm oil exported in the export trend has risen during the past few years. The
exporters of oil are Papua new guinea, Colombia, Srilanka, Singapore, Jordan ,Thailand
,European Union and United Arab Emirates.

2.2 PALM OIL

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Palm oil is also known as palm fruit oil Palm oil is said to be natures gift to the oiled,
Consumed for more than 5000 years, its nutritional value, health benefits and as a natural
resource continue to he discovered even today.

Palm oil is produced from the fruit of the oil palm tree Elaeis guineensis. Oil palm is only
fruit that can give two types of`oil. Since it is a vegetable oil, not an animal product, and
therefore does not contain cholesterol. Virgin palm oils rich in adenoids (pro Vitamin A)
tocotrienols and tocopherols (Vitamin E) and it contains trans fatty acids.

Palm oil is sometimes confused with palm kernel oil, but in fact it is quite different
impositionally. Palm oil comes from the mc socarp (flesh of the fruit) and the lauric palm
kemel oil from the kernel at the fruit's core. The two oils are separated in the oil palm
bunches by the thick shell of palm kernels. Palm oil is physically refined without use of
chemical solvents, thereby reducing the risk of residue contamination. palm oil itself is
reddish because it contains a high amount of beta-carotene. It is used cooking oil, to make
margarine and is a component of many processed foods. it for a few minutes destroys the
carotenoids and the oil becomes white, Palm one of the few vegetable oils relatively high in
saturated fats (such as coconut and semi-solid at room temperature.

Previously the second-most widely produced edible oil, alter soybean oil, 28 million metric
tons were produced worldwide in 2004. It may have now surpassed soybean oil as the most
widely produced vegetable oil in the world. Since its introduction, oil palm is now a leading
agricultural crop. Increased planting, cultivation and refinement have led to the introduction
of a wide range of processed palm oil products. Today, palm fruit oil and palm oil products
are used in many food and non~food applications. They can be used for trying media and for
making margarines, shortenings, soap, oleo chemicals and other products.

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2.3 ORGANISATION HISTORY

The history of oil palm starts from the western coast if Africa where it marked its origination.
It is believed that it originated in the coastal area as it is considered to be of riparian species
i.e. species that is not able to grow in shades but can tolerate flooding conditions. The
western coast of Africa extends towards east from Sierra Leone to areas of Congo and this
was the region where it was domesticated by the native people probably in Nigeria. With the
help of the people who made agricultural shifts around 5000 years ago, the plantation spread
throughout Africa. It also played an important role as a food plantation in the time of Pharos.

When the Europeans reached Africa to explore the continent in around the 5 th century, they
discovered palm tree and that was the time the rest of world got introduced with it. The
cultivation of palm spread throughout the world and in the 19th centaury palm oil began to
trade. As late as in the 20th century, oil palm tree was introduced into Malaysia and palm oil

started to get produced commercially in 1917. With time Malaysia developed as a dominant
player in the world scenario and is currently the largest producer of palm oil in the world.

2.4 MISSION AND VISSION

MISSION
The mission of Oil Palm India Ltd is to develop Oil Palm cultivation in the state to
find solution for the shortage of oil by developing the company as a farmer friendly
organization and for giving employment to people who are lower grade in the society.
VISION
Promote oil palm cultivation in small farmers’ holdings and introduce a new crop
among the farmers. To produce edible quality palm oil and production of various by-products
using the waste material, after the extraction of the crude palm oil.

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2.5 PRODUCT PROFILE
Oil palm is the richest source of oil. Oil Palm India Ltd was established in the year
1977 with the objective of propagating oil palm cultivation in the country and more
particularly in Kerala. The various varieties that are marketed under the Oil Palm India Ltd
are given below:
 Crude Palm Oil
 Palm Nut
 Kernel Cake
 Kernel Palm Oil
Oil Palm India had products in its early stages. But now the company produces only two
products i.e. Crude Palm Oil and Palm Kernel.

 Crude Palm Oil (CPO)

Palm Oil is one of the most commonly used vegetable oils. Oil Palms are grown in
tropical countries, mainly South East Asia, India and some African and South American
countries. Before being refined, oil is called Crude Palm Oil.Palm Oil or Palmolein is the
oil produced from the palm oil tree. The crude palm oil is deep orange red in colour and is
semi solid at a temperature of 20 degree centigrade. Palm oil or polyolefin is the oil is the
oil produced from the red oil palm tree (Elasis Guincensis). Palm oil extracted from the
pulpy portion (Mesocarp) of the fruit of oil palm. Palm oil contains an equal proportion of
saturated and unsaturated fatty acid containing about 40% of oleic acid, 44% palmitic
acid and 5% stearin acid.
 Kernel Palm Oil
Palm Kernel Oil is “tropical” oil derived from seeds of oil palm tree fruit. This is
saturated oil (80%-85% Saturated) and low in essential fatty acids.

Palm Kernel Oil can be heated without the risk of creating harmful breakdown
products (as is the case within saturated oils, when heated). Some research conducted in
areas ripe with live palm trees (where very flesh palm kernel oil is available) indicates
that a diet high in tropical oils may decrease cholesterol level; however other research
contradicts these finding. As with other saturated oils, palm kernel oil (especially refined
palm kernel oil) should be used in moderation or avoided in one’s diet.

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 Palm Oil is of interest both commercially and technically for the following
reasons:-
 It is readily available
 It is economically priced, although straight comparisons of commodity prices don’t
tell the whole story. Refined palm oil from Malaysia should be compared with partly
hydrogenated soybean oil.
 It is a source of the solid fat needed for the functionally of many foods, without the
cost of hydrogenation and the concomitant formation of translate fatty acids.
 Palm mid – fraction is a major component of cocoa butter equivalent fat.

 Palm oil and palm oelin have good stability at frying temperature. Large scale
industrial frying in Europe and Asia is properly the largest application of palm oil.

 It is available in bulk in fractionated form. In addition to regular palm oil and palm
stearin, special oleins with iodine values up to 65 are available and a whole range of
softened, hard strains.

2.6 COMPETITORS

At present Oil Palm India Ltd has the advantage of “No Competitors in Kerala”.

2.7 MARKET SHARE

India holds a very small share of palm oil production in the world figures It hardly
contributes to the world production and is not able to satisfy its domestic consumption
demand. It produces a mere 70000 tons of palm oil annually i.e., just 02% Share in the total
worlds produce The state having the maximum production of palm Oil in India is Kerala as II
produces 20000 tons per year. Kerala, cultivating oil palm trees on around 12000 hectares of
land also hold the maximum acreage with 10000 hectares the private sector. Godrej is the
maximum oil palm plantation company in India. Producing over 20000 tons per year.

2.7.1 INDIAN PALM OIL MARKET

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India is basically a net importer of the palm oil. It never had a production history in context
of this oil. But it does have vast palm oil consumption and import background. India
produces around 70000 tons of palm oil annually which stands at approximately 0.2% share
in the world’s total production. Kerala is the largest palm producing state in India with 30%
share in the total production figures of the country, Among the companies indulged in the
production of palm oil.

Indian palm oil consumption covers around 3.7 million which is a much bigger quantity as
compared to the production figure. The country ranks 4th regarding its consumption level. It
is not capable of fulfilling the domestic consumption demand that is why it has to rely on
imports of the oil. The major den of palm oil arises from the food and cooking oil industries.
Alter China and European Union, India is the third largest importer of vegetable oils. Palm
oil contributes to around 48% the total edible oils that are imported in the country. The
countries imports of palm oil reach up to 3.7 million tons that is same as the consumption
figure. Palm imports in the Country are controlled with the help of high import duties
imposed by the government. The countries from which palm oil is imported are Malaysia and
Indonesia. The Indian pair oil market is largely organized and is in the hands large refining
companies.

2.7.2 FACTS AND FIGURES ON INDIA'S PALM OIL CONSUMPTION

Malaysia is the world‘s largest producer and exporter of palm oil and is producing about 50%
of the world's supply of palm oil. Indonesia is the second largest world producer of palm oil
producing approximate 30% of world palm oil volume.

With a share of 54% (18 million tons), palm oil dominates the global vegetable oil expert’s
trade. Plam oil produced in different countries, but around 80% is produced by Malaysia
totals between 11 million tons, while Indonesia with 8 – 9 million tons in second only to it.
While the production has been growing at the rate of 7%. Its consumption has been growing
slightly faster at 7.15%

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To meet this challenge the acreage under palm plantations has been growing at the rate of
about 6.47%, which is significantly higher than its competitor soybean (3.36%) Besides this
Malaysian and Indonesian governments have been working in the direction of increasing the
yield levels of the plantations.

Rising consumption of palm oil in India is mainly attributed to its price compatencives
among several of its competing oils is being met through increasing imports. The import is
mainly through the ports of Kandla, Kakinada, Kolkata, Mangalore, Mundra, Mumbai and
Chennai.

Palm oil supports many other industries in India like refining, Vanaspati and other industrial
sectors apart from human consumption as RBD palmolein.

The major importing and trading centres for palm in India are Chennai, Kakinada, Mumbai
and Kandla. The other centres like Mundra. Kolkata, Mangalore and Karwar also play
important role, but next to the four major trading centres.

Palm oil prices in India depend on the imported palm oil from Malaysia and Indonesia at the
various ports. The prices in these countries are directly reflected in the trend of the palm oil
prices at Indian ports.

Besides these palm oil trade in India is influenced by the supply-demand scene in the
domestic market, including the factors influencing various oilseed production in the country,
prices of various domestically produced and imported oils, production and trade policies of
the Government mainly the export-import policy, over-all health of the economy that has a
bearing on the purchasing power of ultimate.

The entire industry of CPO in India is dominated by importers, large refiners, involved in
wholesale and retail trade through value-additions and retail regional level players along with
a few National level players. The industry is dominated by over 200 importing companies,
who are mostly refiners too consumers etc.

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2.7.3 MARKET INFLUENCING FACTORS

 World demand and supply fluctuations of the competitive edible oils.

 Domestic demand and supply fluctuations of other oils and oilseeds.
 Seasonal cycles, as April to December is the peak production period.
 Import policies of the importing nations.

2.7.4 List of Top Manufactures in the World

 Asian Plantations, Philippians

 Oil Palm India Limited
 Ricol Mills Corporations
 Mine Oil Mill Corporations
 Oleo Fats
 Royal Oil Products
 Pacific Oil Products

2.7.5 The main buyers of crude palm oil are as follows:

 Parisons
 Hindustan Unilever
 Wipro Limited
 Godrej Agro Vet Limited
 SSD Oil Palm
 Foods Fats and Fertilizers etc

2.8 AWARDS RECEIVED BY THE COMPANY

The “Kerala State Productivity Council” has awarded the second “Best Productivity
Award” among medium industries in the state during the year 2002-2003 and “Best
Productivity Award” during the 2004-2005 among medium industries in the state recognizing
the achievements and efforts made by the employees.

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2.9 COPERATE SOCIAL RESPONSIBILITIES
The company is implemented oil palm development program a centrally sponsored scheme to
promote cultivation amongst farmers. Oil Palm Ltd. is entrusted to promote oil palm
cultivation amongst the small holders in the state. The Central and State Governments are
extending subsidy for the cultivation. The program is being successfully implemented in the
state and nearing completion of the target of 1600 ha. Including 84.63 ha. As Front Line
Demonstration in Kariland of Kuttanad. 2665 small and marginal farmers are benefited by
this scheme. Oil Palm India directly purchases the crop produced by them. The present price
is Rs. 4500/- per ton of FFB plus transportation charges. The present rate of subsidy given to
farmers is Rs. 23,000/- per ha. lt is proposed to cultivate 20 ha. Area under the scheme
during the ensuing Xl. five year plan and also to establish a palm oil mill in Northern Region.

The scheme is implemented with the following targets;

 Population of oil palm cultivation among and marginal farmers with a target of 1000
HA
 Development of oil palm cultivation in 200 ha in Kariland as demonstration plot.
Three different fields have been identified for the scheme in two districts of Kottayam
and Allapuzha, 8iv.63HA has been developed under the scheme..
 Commencement of OPDP scheme in 200 Ha in Malabar areas, especially ln
Kozhikode, Malapuram and Kannur District.
 Seed garden at Thodupuzha for predicting of hybrid seeds for promoting oil plam
cultivation in India.

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2.10 SWOT ANALYSIS
Strength

 Their product has very good demand

 Dedicated employees
 Has got financial reserve
 Oil palm is very highly productive crop
 Modern productive technology
 Well equipped factory
 Quality control measure
 Health value of the product
 Good infrastructure
 Sophisticated production process emphasizing greatly on quality
 Leading producer of palm oil
 Good relationship with trade union
 New production method
 Safely measure in factory

Weakness

 Insufficiency of land for cultivation

 Deficiency of online business
 Lack of adequate infrastructure facilities like road ,building etc
 Shortage of sufficient man power
 No worker’s participation in managerial decision making
 Fluctuations in oil price
 Delay in computerizing the company
 No standard for quality like ISO, IS implemented

23
  Oil palm is a seasonal product , thus leading to low plant utilization from
august
 Deficiency of online business

Opportunities

 Healthy market competition

 Has no direct competitors in kerala
 Monopoly in production
 High demand for palm oil
 Responsibility towards society
 No environmental pollution
 Oil palm developmental programme(opdp)
 Government intervention to control palm oil imports
 Consumers like wipro ,HLL etc
 National research centre and seed production unit producing high yield
variety

Threats

 Price of fluctuation.
 Pressure by Malaysia and Indonesia to lift the import barriers.
 Globalization.
 No marketing strategies.
 Government policy.
 World trade organization agreement.
 Low tariff rate for import of substitute palm oil.

24
2.12 ORGANISATION STRUCTURE

Managing Director

senior Senior Senior

Manager Senior production
Manager HRD Manager Manager
(F&A) (S & M)
Manager
Manager (Factory)
Acconts Ministerial
Staff
Deputy
Ministerial AM (Cons)
Manager
Staff
MIniserial AM
Draftman AM (main)
Staff (Operation)

Engg: Production
Supervisor supervisor Technical
supervisor

Workers

25
3 RESEARCH DESIGN
TITLE OF THE STUDY
A study on “TRAINING AND DEVELOPMENT” at Oil Palm India Ltd, Kottayam

3.1 REVIEW OF LITERATURE

 Franco Gandolfi in the year (2009) has done his research in the topic “TRAINING
AND DEVELOPMENT IN AN ERA OF DOWNSIZING” and he has analyzed that
downsizing as a restructuring strategy which has been actively implemented for the
last three decades. While employee reductions were utilized mainly in response to
crises prior to the mid 1980s, downsizing developed into a fully-fledged managerial
strategy for tens of thousands of companies in the mid to late 1980s. Since then,
downsizing has transformed the international corporate landscape and affected the
lives of hundreds of millions of individuals around the world. While the overall
effects of downsizing have been widely reported, many misconceptions surrounding
the concept of downsizing have remained. This conceptual paper focuses on the role
of training and development (T&D) during the downsizing process. In particular, the
research depicts the current body of literature associated with the function of HR and
its plans, programs, and policies that firms adopting downsizing must provide to their
surviving workforces. Finally, this paper offers concluding comments regarding
effective downsizing practices that have emerged in the literature.

 David Pollitt in the year (2009) has done his research in the topic “SOUTHERN
COACHES MANAGERS IN A BETTER WAY OF WORKING (Training and
development help rail company to improve organizational culture and performance)”
and has said that managers at a UK train operator have become role models for their
employees, who now have more power to take direct responsibility and reach their
full potential. The change has taken place following a managementdevelopment
program at train operator Southern, working with coaching and training company
Buonacorsi Consulting. The program has so far reached 300 managers, including the
managing director Chris Burchell. Some 20 managers, from different areas of the

26
 business, take part in each annual program. This comprises a mixture of group-
learning days, 360-degree feedback, personal development, coaching techniques and
written assignments. It has evolved through feedback from a cross-functional steering
group and other input from the business. The 360-degree feedback provides evidence
of progress in coaching skills. Hence, the written assignments take the form of
implementation plans for coaching in each manager’s own area of work.

 D.A. Olaniyan and Lucas. B. Ojo in the year (2008) has done their research in the
topic “STAFF TRAINING AND DEVELOPMENT: A VITAL TOOL FOR
ORGANIZATIONAL EFFECTIVENESS” and has reviewed that this paper is based
on staff training and development. This paper is basically a conceptual paper. The
author says that the need for improved productivity has become universally accepted
and that it depends on efficient and effective training is not less apparent. It has
further become necessary in view of advancement in the modern world to invest in
training. Thus the role played by staff training and development can no longer be
over-emphasized. Staff training and development are based on the premise that staff
skills need to be improved for organizations to grow. Training is a systematic
development of knowledge, skills and attitudes required by employees to perform
adequately on a given task or job. New entrants into organizations have various skills,
though not all are relevant to organizational needs. Training and development are
required for staff to enable them work towards taking the organization to its expected
destination. However, for any organization to succeed, training and re-training of all
staff in the form of workshops, conferences and seminars should be vigorously
pursued and made compulsory. Finally this paper addresses that it is against the
backdrop of the relative importance of staff training and development in relation to
organizational effectiveness.

 Premila Seth in the year (1980) has done her research in the topic “MANAGEMENT
TRAINING AND DEVELOPMENT: A CRITIQUE” and she has reviewed that
development of high quality managerial manpower in the country is considered
essential for copying with the rapidly changing industrial scene. This has led to
expansion in the number of training activities and institutions. The author feels that it

27
 is time that the training and development practitioners closely examine whether the
expansion is matching the qualitative requirements of our changing environment. The
author also feels that is important that the training institutions recognize the intimate
relationship between management training philosophy, principles and practices for
establishing rational, goal – directed development policies, failing which they may
lead to overzealous of training panaceas, preoccupation with routine patterns, and
neglect of overall objectives.

3.2 STATEMENT OF THE PROBLEM

Training and development programs whatever the size is have been given by most
organizations outright important in the present environment. Every organization provide
training to all employees irrespective of their qualification, skill, suitability for the job etc.
training of employees is essential because work force is invaluable asset to an organization
without proper training and development the organization cannot attain their target.

3.3 OBJECTIVES OF THE STUDY

 To understand the existing training techniques in the company

 To analyze the effectiveness of training programs.
 To suggest measures for improving the effectiveness of training
programs.
 To know whether the training is been beneficial in improving quality
and productivity.
 To know the satisfaction level of employees regarding training.

28
3.4 SCOPE OF THE STUDY

The study was conducted at Oil Palm India Ltd, Kottayam. The study gives the
detailed information about the company and its products. The company has developmental
programmes for employees and its products. The OPIL is one of the major palm oil
producing company in Kerala and has good demand for its products. However the company
has been facing some problems. One of the major problems is the low plant utilization.
Oil Palm is a seasonal product and this leads to low plant utilization from August to January.
This study gives an insight into the strengths and weaknesses of the company.

3.5 OPERATIONAL DEFINITION OF THE CONCEPT

An operational is a result of the process of operationalization and is used to define
something (e.g. a variable, term, or object) in terms of a process (or set of validation tests)
needed to determine its existence, duration, and quantity. Since the degree of
operationalization can vary itself, it can result in a more or less operational definition. The
procedures included in definitions should be repeatable by anyone or at least by peers.
Operationalized to a degree, would be the following: “weight is the numbers that appear when
that object is placed on a weighing scale”. According to it, the weight can be any of the
numbers shown on the scale after, including the very moment the object is put on it. Clearly,
the inclusion of the moment when one can start reading the numbers on the scale would make
it more fully an operational definition.

29
3.6 RESEARCH METHODOLOGY

1. Research design: A research design is the arrangement of conditions for collection

and analysis of data in a manner that aims to combine relevance to the research
purpose with economy in procedure.
2. Descriptive research is a study designed to depict the participants in an accurate
way. More simply put, descriptive research is all about describing people who take
part in the study.

There are three ways a researcher can go about doing a descriptive research project, and
they are:

Observational, defined as a method of viewing and recording the participants

Case study, defined as an in-depth study of an individual or group of individuals

Survey, defined as a brief interview or discussion with an individual about a specific topic.

3. Sampling design: Sampling design refers to the technique or procedure the researcher
would adopt in selecting items from the sample.
4. Sampling size: 100 employees were selected after considering time and cost.
5. Sampling method: Convenience method of sampling is used to collect the data from
the respondents.
6. Data collection: The data is collected from both primary and secondary sources.
Primary data is collected through structured questionnaire and the secondary data is
collected from books, magazines, and websites etc.

30
3.7 Data collection tools

Questionnaire method

Structured Questionnaire (define) A questionnaire is a series of questions asked to individuals

to obtain statistically useful information about a given topic. When properly constructed and
responsibly administered, questionnaires become a vital instrument by which statements can
be made about specific groups or people or entire populations.

Questionnaires are frequently used in quantitative marketing research and social research.
They are a valuable method of collecting a wide range of information from a large number of
individuals, often referred to as respondents. Adequate questionnaire construction is critical
to the success of a survey. Inappropriate questions, incorrect ordering of questions, incorrect
scaling, or bad questionnaire format can make the survey valueless, as it may not accurately
reflect the views and opinions of the participants. A useful method for checking a
questionnaire and making sure it is accurately capturing the intended information is to pretest
among a smaller subset of target respondents. It is a positivist research method. It includes
the low level of involvement of the researcher and high number of respondents (the
individuals who answer the questions).

Closed ended questions- Respondents’ answers are limited to a fixed set of responses. Most
scales are closed ended. Other types of closed ended questions include.

Multiple choice - The respondent has several option from which to choose.

Open ended questions- No options or predefined categories are suggested. The respondent
supplies their own answer without being constrained by a fixed set of possible responses.
Examples of types of open ended questions include:

31
3.8 SAMPLING METHOD

Simple Random sampling is used for this study. A simple random sampling is selected
from a population in such a way that every member of the population has an equal chance
of being selection of any individual does not influence the selection of any other
The number of sampling units selected from the universe to form a sample size. The study
involves 50 respondents.
Sampling Techniques
The sample size has been taken by simple random sampling techniques.

3.9 PLAN OF ANALYSIS

Analysis of are done by various suitable statistical tools. It includes;

• Percentage Analysis
• Graphical Representation
• Averages.

3.10 Limitations of the study.

1) The study is purely based on the information provided by the respondents.

2) The study was conducted in a short period of time and detailed study was not
possible.
3) In the industry there was a minimum contact with the employees because of the work
schedule.
4) Time allocated for the study are considered to be constrains.
5) The study is been done only to few departments in the industry premises.

32
3.11 CHAPTER SCHEME

1. INTRODUCTION:

This chapter deals with brief introduction, objectives, statement of the problem, scope,
methodology, limitations of the study, an over view of chapter scheme.

2. PROFILE OF THE ORGANIZATION:

This chapter contains of review of company details, vision and mission statements, product
profile, competitors, market share milestones, awards received, corporate social
responsibilities, SWOT assessment.

3. COMPANY PROFILE:

This chapter includes review of literature, statement of the problem/need for the study,
objectives of the study, hypothesis, scope of the study, methodology, data collection,
sampling, plan of analysis, limitations of the study, chapter scheme.

4. DATA ANALYSIS AND INTERPRETATION:

This chapter includes title of the table, data table in figures, graphical representation of data
with analysis and interpretation.

5. SUMMARY OF FINDINGS, CONCLUSIONS AND SUGGESTIONS

This chapter provides summary of investing. The investigator gives his view on regarding
financial analysis list out some suggestions for future actions.

BIBLIOGRAPHY:

It includes the reference made from Text books, journals, news papers, and Magazines are
listed.

33
4. DATA ANALYSIS AND INTERPRETATION:

This Section deals with the analysis of data and interpretation for the responses collected
from the primary sources. The replies from the respondents are obtained in Likert scale are
graphically represented and inferences are drawn.

Analysis.4.1

Question No 1: Is your organization considering training as a part of organizational strategy.

Importance: To understand the importance of training as the part of organizational strategy.

TABLE No. 4. 1

THE TABLE SHOWING TRAINING FORMS THE PART OF

ORGANIZATION STRATEGY

Sl.No Opinion of employees No. of employees Percentage

1 Strongly agree 10 20%

2 Agree 26 52%

3 Neutral 06 12%

4 Disagree 08 16%

TOTAL 50 100%

The above table showing different forms of training in different parts of the organizational
strategy, showing the opinions of the employees working in the organization.
In which the table contains the details about the number of employees and their satisfaction
towards the organization.

34
GRAPH: 4.1

THE GRAPH SHOWING TRAINING FORMS THE PART OF

ORGANIZATION STRATEGY

60%
52%
50%

40%

30%
20%
16%
20% 12%

10%

0%
Strongly agree Agree Some what agree disagree

Findings:

From the above, it is evident that 20% of the respondents strongly agree , 52 percent of the
respondents merely agree, 12% of customers are neutral about the training forms the part of
the organizational strategy and 16% disagree on the fact that the organization consider
training as a part of organizational strategy.

Inference:

From the replies, a majority of 72% feel that the organization consider training as a part of
organizational strategy.

This evident that the employees are given appropriate training on new changes made in the
organization so that the uneasiness and anxiety of employees is reduced and the training
activities are considered an important part of the organization strategy.

35
Analysis: 4.2

Question No 2: Do you think training and development helps the individual growth and
organizational growth?

Importance: To understand the training and development helps the individual growth and
organizational growth.

TABLE: 4.2

Training and development helps for the individual growth and organizational growth

SI.N0 Opinion of employees No. of employees Percentage

1 Agree 45 90%

2 Disagree 05 10%

TOTAL 50 100%

From the above table it can be inferred that 90% of the respondents had agree that training
and development is helpful for the organizational and individual growth.

Only 10 percent of the respondents feel that training and development is not helpful for the
organizational and individual growth.

From the replies, a majority of 90 % of feel agree that training and development is helpful for
the organizational and individual growth. This implies positive attitude among employees
thereby contributing to higher qualitative productivity

36
GRAPH: 4. 2

Training and development helps in the organizational and individual growth

Disagree 10%

No. of respondents

Agree 90%

0% 20% 40% 60% 80% 100%

Findings:

From the above, it can be inferred that 90% of the respondents had agree that training and
development is helpful for the organizational and individual growth.

Only 10 percent of the respondents feel that training and development is not helpful for the
organizational and individual growth.

Inference:

From the replies, a majority of 90 % of feel agree that training and development is helpful for
the organizational and individual growth. This implies positive attitude among employees
thereby contributing to higher qualitative productivity

37
Analysis: 4.3

Question 3: How many training programs have you attended during your service period ?

Importance: To understand how many training programs attended the employees during
their service period.

Table: 4.3

Training programs attended in service periods.

Sl. No Training Programs No of employees Percentage

1 0-2 15 30%

2 2-5 25 50%

3 Above 5 10 20%

TOTAL 50 100%

From the above table, it is evident that 30 percent of the respondents mentioned they have
undergone less than 2 training programs. 50 percent of the respondents have attended 2 to 5
training programs. Only 20 percentages of people have undergone training programs more
than five.

From the replies, a majority of respondents have attended 2 to 5 training programs which
imply that the respondents are given appropriate training in time so that the employees get
update regarding the new implementations of technology and changes in the organization

38
GRAPH: 4.3

Training programs attended in service periods:

30

25

20

15
No. of respondent
10

0
0--2 2--5 Above 5

Findings:

From the above graph, it is evident that 30 percent of the respondents mentioned they have
undergone less than 2 training programs. 50 percent of the respondents have attended 2 to 5
training programs. Only 20 percentages of people have undergone training programs more
than five

Inference:

From the replies, a majority of respondents have attended 2 to 5 training programs which
imply that the respondents are given appropriate training in time so that the employees get
update regarding the new implementations of technology and changes in the rganization.

39
Analysis; 4.4

Question No. 4: Do you agree training is necessary for everyone irrespective of the nature of
the job/qualification/experience?

Importance: To understand the necessity of training programs irrespective of the nature of

job, qualification and experience.

TABLE: 4.4

Necessity of training programs irrespective of the nature of job, qualification and

experience.

SLNO Opinion of employees No of employees Percentage

1 YES 39 78%

2 NO 11 22%

TOTAL 50 100%

From the above table, a majority of respondents have attended 2 to 5 training programs which
imply that the respondents are given appropriate training in time so that the employees get
update regarding the new implementations of technology and changes in the organization.

From the analysis, a majority of 78 % feel that training is essential for every employee
irrespective of qualification and the experience. This shows that the employees require and
demand to undergo training activities irrespective of their qualification and the experience.

40
GRAPH: 4.4

Necessity of training programs irrespective of job, qualification and experience.

No. of respondents

22%

Yes
No
78%

Findings:

From the replies, a majority of respondents have attended 2 to 5 training programs which
imply that the respondents are given appropriate training in time so that the employees get
update regarding the new implementations of technology and changes in the organization

Inference:

From the analysis, a majority of 78 % feel that training is essential for every employee
irrespective of qualification and the experience. This shows that the employees require and
demand to undergo training activities irrespective of their qualification and the experience.

41
Analysis: 4.5

Question No. 5: Is training important for enhancing the productivity and performance?

Importance: To understand as how training is important for enhancing the productivity and
performance.

TABLE: 4.5

Training enhances the productivity and performance:

SI.NO Opinion of employees No of employees Percentage

1 Completely agree 32 64%

2 Partially agree 18 36%

3 Disagree Nil Nil

TOTAL 50 100%

From the above table, it can be inferred that 64 percent of the respondents had completely
agreed that training enhances the productivity and performance of employees. 36 percent of
employees partially agreed with the above statement.

From the analysis, a majority of 64% agree that training enhances the productivity and
performance of employees, It is evident that the productivity and performance gets highly
influenced if appropriate training activities are provided.

42
GRAPH: 4.5

Training enhances the productivity and performance:

No. of respondents

70% 64%

60%

50%
36%
40%
No. of respondents
30%

20%

10% 0%

0%
Completely agree Partially agree Disagree

Findings:

From the above graph, it can be inferred that 64 percent of the respondents had completely
agreed that training enhances the productivity and performance of employees. 36 percent of
employees partially agreed with the above statement.

Inference:

From the analysis, a majority of 64% agree that training enhances the productivity and
performance of employees, It is evident that the productivity and performance gets highly
influenced if appropriate training activities are provided.

43
Analysis:4. 6

Question No. 6: Does training must be focused on the present or the future of the
employees?

Importance: To understand as how training focus on the present or the future of the
employees.

TABLE: 4. 6

Focus on Training programs

SI.NO Opinion of employees No. of employees Percentage

1 Present needs 23 46%

2 Future needs 10 20%

3 Both 17 34%

TOTAL 50 100%

From the above table, it can be inferred that 46 percent of the respondents agreed that the
training programs focus on the present needs of the employees. 20% of the respondents
agreed that the training programs conducted focus on the future needs of the employees 34%
of the respondents agreed that the training programs conducted focus on both present and
future needs

A majority of respondents feel that the present needs to be focused while providing the
training, thereby helping the employees to meet the targets and to enhance their performance
and productivity

44
GRAPH: 4.6

Focus on training programs:

No. of respondents
46%
50%
45%
34%
40%
35%
30%
20% No. of respondents
25%
20%
15%
10%
5%
0%
Present needs Future needs Both

Findings:

From the above graph , it can be inferred that 46 percent of the respondents agreed that the
training programs focus on the present needs of the employees. 20% of the respondents
agreed that the training programs conducted focus on the future needs of the employees 34%
of the respondents agreed that the training programs conducted focus on both present and
future needs.

Inference:

A majority of respondents feel that the present needs to be focused while providing the
training, thereby helping the employees to meet the targets and to enhance their performance
and productivity.

45
Analysis :4.7

Question No: 7: With what expectation have you attended training programs?

Importance: To understand employee’s expectation about training programs.

TABLE:4.7

Expectations from training programs:

Sl. NO. Opinion of employees No. of employees Percentage

1
Improving skills 24 48%
2
Information gathering 12 24%
3
Earning good incentive 07 14%
4
All of the above 07 14%

TOTAL 50 100%

From the above, it is evident that 48 percent of the respondent expressed that they have
attended training programs with the expectation of improving their skills 24 percent of the
employees attended for gathering information, 14 percent of the employees attended mainly
for gaining incentives, and 14 percent of the employees attend to gain all of the above.

From the analysis a majority of 48 % of respondents feel that they have attended training
programs with the expectation of improving their skills this implies positive attitude among
employees thereby contribution to higher qualitative productivity.

46
GRAPH:4.7

Expectations from training programs:

No.of respondents

All of the above 14%

Earning good income 14%

No.of respondents

Information gathering 24%

Improving strength 48%

0% 10% 20% 30% 40% 50%

Findings:

From the above, it is evident that 48 percent of the respondent expressed that they have
attended training programs with the expectation of improving their skills 24 percent of the
employees attended for gathering information, 14 percent of the employees attended mainly
for gaining incentives, and 14 percent of the employees attend to gain all of the above.

Inference:

From the analysis a majority of 48 % of respondents feel that they have attended training
programs with the expectation of improving their skills this implies positive attitude among
employees thereby contribution to higher qualitative productivity.

47
Analysis: 4. 8

Question No. 8. Which mode of training method is used in your organization?

Importance: To understand the mode of training method used by the organization.

TABLE:4. 8

Mode of training method used by the organization:

Sl. No Opinions on the Mode No of employees Percentage

of training

1 Job rotation 20 40%

2 External training 12 24%

3 Conference/Discussion 10 20%

4 Programmed instruction 08 16%

TOTAL 50 100%

From the majority opinion, it can be inferred that most of the respondent employees are
interested in job rotation mode of training. This evident that most of the employees want the
training which is innovative and reduces the boredom of repetition.

From the above, it is evident that 40 percent of the respondents feel job rotation is good. 24
percent of the respondents expressed external training and 20 percent of the respondents
mentioned conference/discussion is good and l6 percentage of respondents believed that
programmed instruction is better than other methods.

48
GRAPH:4. 8

Mode of training method used by organization:

No. of respondents

16%
40%
Job rotation
20%
External training
Conference/discussion

24% Programmed instruction

Findings:

From the above, it is evident that 40 percent of the respondents feel job rotation is good. 24
percent of the respondents expressed external training and 20 percent of the respondents
mentioned conference/discussion is good and l6 percentage of respondents believed that
programmed instruction is better than other methods.

Inference:

From the majority opinion, it can be inferred that most of the respondent employees are
interested in job rotation mode of training. This evident that most of the employees want the
training which is innovative and reduces the boredom of repetition.

49
Analysis:4. 9

Question No. 9: Do you think training is essential for new employees?

Importance: To understand training is essential for new employees.

TABLE: 4.9

Training is essential for new employees:

Sl. No. Opinion of employees No. of employees Percentage

1 Yes 50 100%

2 No Nil Nil

TOTAL 50 100%

From the above, it can be inferred that 100% of the employees felt that training as essential to
new employees

Majority of the employees think that training is essential for new employees to have training.
This helps the employees to know better about the organization and it reduces the anxiety of
the employees in the new organization. It also helps the employees to meet the targets and to
enhance their performance and productivity.

50
GRAPH: 4. 9

Training is essential for new employees:

No. of respondent

100%

Findings:

From the above, it can be inferred that 100% of the employees felt that training as essential to
new employees

Inference:

Majority of the employees think that training is essential for new employees to have training.
This helps the employees to know better about the organization and it reduces the anxiety of
the employees in the new organization. It also helps the employees to meet the targets and to
enhance their performance and productivity.

51
Analysis: 4.10

Question No. 10: What should be the duration of training period while participating training
program?

Importance: To understand the duration of training period.

TABLE: 4.10

Duration of Training period

Sl. No. Duration on training periods No of employees Percentage

1 1 day 15 30%

2 3 day 30 60%

3 1 week 05 10%

TOTAL 50 100%

From the above, it can be inferred that 30 percent of the respondents had agreed that the
duration of training period to be 1 day,60 percent agreed duration of training to be 3 days. 10
percent of the respondents agreed duration of training needs 1 week.

Majority of the employees feel that the training duration has to be 3 days.

52
GRAPH; 4. 10

Duration of training period:

70%

60%

50%

40%
No. of respondents
60%
30%

20%
30%
10%
10%
0%
1 day 3 days 1 week

Findings:

From the above, it can be inferred that 30 percent of the respondents had agreed that the
duration of training period to be 1 day,60 percent agreed duration of training to be 3 days. 10
percent of the respondents agreed duration of training needs 1 week.

Inference:

Majority of the employees feel that the training duration has to be 3 days.

53
Analysis: 4 11

Question No. 11: Is the trainer capable of training you?

Importance: To understand the trainer’s capabilities in training the trainees.

TABLE 11

Trainer’s capability in training the trainees.

Sl. No. Opinions No of employees Percentage

1 Yes 42 84%

2 No 08 16%

TOTAL 50 100%

From the above, it can be inferred that 84 percent of the respondents expressed the trainer
was capable of training the trainees. Only 16% of the respondents mentioned that trainer was
incapable to train the trainees.

From the majority respondents, it can be inferred that most of the respondents think that their
trainer is capable of training the trainees. This shows that the role of trainer is important in
training activities and it is essential the trainer to be capable enough to handle the trainees.

54
GRAPH: 4. 11

Trainer’s capability in training the trainees.

No. of respondents

16%

Yes
No

84%

Findings:

From the above, it can be inferred that 84 percent of the respondents expressed the trainer
was capable of training the trainees. Only 16% of the respondents mentioned that trainer was
incapable to train the trainees.

Inference:

From the majority respondents, it can be inferred that most of the respondents think that their
trainer is capable of training the trainees. This shows that the role of trainer is important in
training activities and it is essential the trainer to be capable enough to handle the trainees.

55
Analysis: 4. 12

Question No. 12: Have you got satisfaction from attending these training programs?

Importance: To understand the employees satisfaction from the training programs.

TABLE: 4. 12

Satisfaction from training programs:

Sl. No Opinion of employees No of employees Percentage

1 Yes 34 68%

2 No 16 32%

TOTAL 50 100%

From the above, it can be inferred that 68 percent of the respondents agreed they got
opportunity to take active part in training programs conducted by the organization. Only 32
percent of the respondents disagreed with the above statement.

Most of the respondents agreed they got opportunity to take active part in training programs
conducted by the organization which shows that the employees are satisfied and are happy
with the training programs conducted by the organization.

56
GRAPH: 4. 12

Satisfaction from training programs:

No. of respondents

32%

Yes
68% 32%
No

Findings:

From the above, it can be inferred that 68 percent of the respondents agreed they got
opportunity to take active part in training programs conducted by the organization. Only 32
percent of the respondents disagreed with the above statement.

Inference:

Most of the respondents agreed they got opportunity to take active part in training programs
conducted by the organization which shows that the employees are satisfied and are happy
with the training programs conducted by the organization.

57
Analysis: 4. 13

Question No. 13: According to you which training method is essential to the employees?

Importance: To understand the training method as essential to the employees.

TABLE: 4. 13

Training method as essential according to employees

Sl. No. Opinion of No. of employees Percentage

employees

1 On the job 35 70%

2 Off the job 15 30%

TOTAL 50 100%

From the above table, it can be inferred that 70 percentages of the employees expressed that
they have undergone on-the job method of training and 30 percentage employees have
undergone off -the-job training.

This shows that the organization gives more importance towards on the job training methods.
This concentrates on the training as well as the job and productivity which help the
employees to concentrate on their job as well as the new methods they are learning through
training.

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GRAPH: 4. 13

Training method as essential according to employees

No. of respondents

70%
80%

60%
30%
40%
No. of respondents
20%
0%

On the job
Off the job

Findings:

From the above table, it can be inferred that 70 percentages of the employees expressed that
they have undergone on-the job method of training and 30 percentage employees have
undergone off -the-job training.

Inference:

This shows that the organization gives more importance towards on the job training methods.
This concentrates on the training as well as the job and productivity which help the
employees to concentrate on their job as well as the new methods they are learning through
training.

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Analysis: 4. 14

Question No. 14: How do you rate organizations training program?

Importance: To understand the quality of training programs conducted.

TABLE: 4. 14

Quality of training programs conducted

Sl. No Opinion of employees No of employees Percentage

1 Excellent 05 10%

2 Very Good 19 38%

3 Good 19 38%

4 Average 07 14%

TOTAL 50 100%

From the above, it can be inferred that 38% of the respondents expressed quality of training
programs conducted as very good. 38% of the respondents agreed that training programs as
excellent & 14 percent of the respondents feel that training programs conducted as average

Majority of the respondents feel that the quality of training activities conducted are very good
which in turn leads to employee satisfaction and this reduces the anxiety and fear among
employees thereby increasing productivity.

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GRAPH: 4.14

Quality of training programs conducted

No. of respondents

14%
Average

38%
Good

No. of respondents
38%
Very good

10%
Excellent

0% 10% 20% 30% 40%

Findings:

From the above, it can be inferred that 38% of the respondents expressed quality of training
programs conducted as very good. 38% of the respondents agreed that training programs as
excellent & 14 percent of the respondents feel that training programs conducted as average

Inference:

Majority of the respondents feel that the quality of training activities conducted are very good
which in turn leads to employee satisfaction and this reduces the anxiety and fear among
employees thereby increasing productivity.

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Analysis: 4.15

after attending

Question No. 15: Does management take feedback of the employees after attending training
and development programs?

Importance: To understand the feedback obtained by management after training programs.

TABLE:4. 15

Feedback is obtained by management after training programs

SLNO Opinion of employees No of employees Percentage

1 Yes 39 78%

2 No 11 22%

TOTAL 50 100%

From the above, it can be inferred that 78 percent of the respondent’s expressed management
takes the feedback after the training programs. Only 22 percent of the respondents felt that
management does not take the feedback after the training programs.

Majority of the respondents agree that the feedback obtained by management after training
programs. Feedback is essential so as to know about what the employees think about the
program conducted. The feedback plays an important role in conducting future programs and
activities.

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GRAPH: 4.15

Feedback is obtained by management after training programs

Sales

22%

Yes
No
78%

Findings:

From the above, it can be inferred that 78 percent of the respondent’s expressed management
takes the feedback after the training programs. Only 22 percent of the respondents felt that
management does not take the feedback after the training programs.

Inference:

Majority of the respondents agree that the feedback obtained by management after training
programs. Feedback is essential so as to know about what the employees think about the
program conducted. The feedback plays an important role in conducting future programs and
activities.

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5.1 FINDINGS:

 54% of the respondents agree training programs form the part of organizational
strategy.

 90% respondents are of opinion that training is necessary for individual career
growth, 10% respondent do not feel so.

 78% respondents have expressed the training is essential for every employee
irrespective of qualification and experience.

 64% of the respondents agree that training enhances the productivity and performance
of employees. 36 % of employees partially agreed the statement.

 46 % of the respondents think that the training programs focus on the present needs of
the employees. 20 % of the respondents agree that the training conducted focus on the
future needs of the employees. 34 % of the respondents agree that the training
programs conducted focus on both present and future needs.

 100 percent of the employees felt that training as essential to new employees and 78%
of the respondents expressed management takes the feedback after training.

 30% of the respondents agree that the duration of training period to be l day, 60 %
agreed duration of training to be 3 days, and 10% of the respondents agree duration of
training needs 1 week.

 68 % of the respondents agree they got an opportunity to take active part in programs
conducted by the organization. Only 32 % of the respondents disagree with the
statement.

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5.2 SUGGESTIONS

 While organizing training program it is important to take into consideration the

individual difference and accordingly training has to be imported.

 Ensure that proper reading materials are distributed to the trainees in advance.

 Training sessions should be conducted to all employees irrespective of qualification,

position and experience, as majority employees prefers it.

 Company should provide professional trainer

 Training programs must impart on latest technology to the trainees

 Welfare measurement should be improved to motivate the workers .

 Proper guidance should be given to the worker to improve there efficiency.

 The company has to make awareness of the scheme and plans to the employees
properly before its implementation.

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5.3 CONCLUSION:

In this study conducted at Oil Palm Ltd. It was analyzed that the company needs effective
training and development process.

The main finding of the study is the company`s success rate is moderate. The company must
recruited right man on the right job, there by training and development will help the
employees in improving their skills and makes them feel at home; training must be improved
at various related fields in the organizations and the experienced personnel need to be
retained, so that it would effect on the productivity, profitability and creating a brand image.

The training program also helps the employees to develop their inter personal and intra
personal skills. The training program is to be provided to each and every employees based on
identifying the needs of the requirement of training.

The overall efficiency of the training was good and majority of the employees are satisfied
with the training program which they have undergone.

66
BIBLIOGRAPHY

 Rao V.S. P., "Human Resource Management”, Excel Books, First Edition,

Year 2000.

 Subba Rao, “Human Resource Management”, Himalaya Publishing

House, Third Edition.

 C.R. Kothari, “Research Methodology and Technique”, New Age

Publication.

 Garry Desler, Biju Varkkey, “Human Resource Management”, Pearson

Publishers, Eleventh Edition.

 John. M. Ivancevich, “Human Resource Management”, Tata Mc Graw

Hill Publishers, Tenth Edition.

WEBSITES

 Wikipedia
 CiteHr.com
 www.humanresources.about.com
 www.oilpalmindialtd.com

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QUESTIONARE

1. Is your organization considering training as a part of organizational strategy.

a) Strongly agree b) Agree

c) Neutral d) Disagree

2. Do you think training and development helps the individual growth and organizational
growth?

a) Agree b) Disagree

3. How many training programs have you attended during your service period ?

a) 0-2 b) 2-5

c) Above 5

4. Do you agree training is necessary for everyone irrespective of the nature of the
job/qualification/experience?

a) Yes b) No

5. Is training important for enhancing the productivity and performance?

a) Completely agree b) Partially agree

c) Disagree

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6. Does training must be focused on the present or the future of the employees?

a) Present needs b) Future needs

c) Both

7. With what expectation have you attended training programs?

a) Improving skills b) Information gathering

c) Earning good incentive d) All of the above

8. Which mode of training method is used in your organization?

a) Job rotation b) External training

c) Conference/Discussion d) Programmed instruction

9. Do you think training is essential for new employees?

a) Yes b) No

10. What should be the duration of training period while participating training program?

a) 1 day b) 3 day

c) 1 week

11. Is the trainer capable of training you?

a) Yes b) No

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12. Have you got satisfaction from attending these training programs?

a) Yes b) No

13. According to you which training method is essential to the employees?

a) On the job b) Off the job

14. How do you rate organizations training program?

a) Excellent b) Very Good

c) Good d) Average

15. Does management take feedback of the employees after attending training and
development programs?

a) Yes b) No

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