PROJECT REPORT On ” TRAINING NEED ANALYSIS” FOR THE PARTIAL FULFILLMENT OF THE AWARD OF THE DEGREE OF “MASTER OF BUSINESS ADMINISTRATION” FROM GGS IP UNIVERSITY DELHI BATCH

PROJECT REPORT
On
” TRAINING NEED ANALYSIS”
FOR
THE PARTIAL FULFILLMENT OF THE AWARD OF THE DEGREE OF
“MASTER OF BUSINESS ADMINISTRATION”
FROM GGS IP UNIVERSITY DELHI
BATCH:2017-2019
SUBMITTED BY:
VASUPALLI RAMYA
MBA 2ND YEAR
REGISTER NO:081MBA201719SUBMITTED TO:
PROF.BISWA RANJAN

ARMY INSTITUTE OF MANAGEMENT &TECHNOLOGY, GREATER NOIDA(UP)-201306
Certificate of Training – Industry MentorSample- Certificate of Training
(On the letter head of the company duly signed by the authorities)
TO WHOMSOEVER IT MAY CONCERN
This is to certify that Ms Vasupalli Ramya of MBA 2017-19 Batch from Army Institute of Management & Technology, Greater Noida has undergone Summer Internship Project in our organization. His/her project title was Training Need Analysis , supervised under Mr. Prof. Biswa Ranjan (Industry Mentor/ Guide) from 1June 2018 to 30 July2018. His/ her conduct and effort during the Internship is highly appreciable.

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Authorised Person
Signature:
Name :P.Rajasekhar Designation:Deputy HR
(With stamp)
Supervisor Certificate – Faculty MentorThis is to certify that Ms. Vasupalli Ramya a student of Master of Business Administration, Batch 2017-19, Army Institute Management & Technology, Greater Noida, has successfully completed hi/hers project under my supervision.

During this period, he/she worked on the project titled “Training need Analysis” in partial fulfillment for the award of the degree of Master of Business Administration of GGSIP University, Delhi.

To the best of my knowledge the project work done by the candidate has not been submitted to any university for award of any degree. His/her performance and conduct has been good.

Certificate of OriginalityI, Ms Vasupalli Ramya, Roll No. 081MBA201719 of MBA 2017-19 Batch of Army Institute of Management & Technology has undergone a Summer Internship in Visakha Container Terminal (organization) for a duration of 8weeks on a project title ” Training Need Analysis”, hereby declare that this project is my original piece of work.
Signature of the student:
Student Name: VASUPALLI RAMYA
Date:
AcknowledgementI want to show my sincere gratitude to all those who made this study possible. First of all I am thankful to the helpful staff and the faculty of Army Institute of Management and Technology. Second I would like to extend my sincere thanks to my Industry Guide, Mr.P Rajsekhar, for his/her untiring cooperation. One of the most important tasks in every good study is its critical evaluation and feedback which was performed by my faculty guide Prof. Biswa Ranjan. I am very thankful to my Faculty as well as Industry guide for investing his precious time to discuss and criticize this study in depth, and explained the meaning of different concepts and how to think when it comes to problem discussions and theoretical discussions. My sincere thanks go to my Institute and family, who supported and encouraged me.

Name of the Student: Vasupalli RamyaCourse – MBA
Executive Summary
In this study an attempt has been made to examine and analyze the Training Need Analysis in Visakha Container Terminal, Visakhapatnam
The Training Need Analysis is that changes people’s behavior and Increased productivity is often said to be the most important reason for trainingand also it is used tomotivate and inspire workers by letting them know how important their jobs are and giving them all the information they need to perform those jobs
Training need analysis is the integral part of the whole management programme. This process should not be made just a ritual, but its importance should be understood and utilize it for the well being of both the organization and its employees. Training and development makes employees to fill their gap and develop their skills towards the both the employees goals and Organization goals
The performance appraisal system is effective in the following aspects:
Employees are satisfied with the Training Programes.

Quality of work life is improving day by day.

Table of ContentsCertificate of Training – Industry Mentor(i)
Supervisor Certificate – Faculty Mentor(ii)
Certificate of Originality(iii)Acknowledgement(iv)
Executive Summary……………………………………………………………………………..(v)Chapter Page No.

Chapter 1- IntroductionIndustry Introduction
Company Introduction
Topic Introduction Chapter 2- Objective of the Research undertakenChapter 3- Literature ReviewChapter 4- Hypothesis, if anyChapter 5- Research MethodologyChapter 6- Data AnalysisChapter 7- Result Discussion Chapter 8- Conclusions ; RecommendationsBibliographyAppendices- to include questionnaire
CHAPTER- 1
1.1 INDUSTRY INTRODUCTION
Earlier the cargo was moving in bulk and in big vessel, any cargo that was less than the capacity of the vessel faced the problem and thus the idea and emergence of containerization came into existence. The factors that lead to the need of containerization are as follows.

Time
Cost
Security
These factors like time cost and security has become the main reasons for traders to shift towards containerization. Today the mode of containerization has become a great boon for small and big businesses. Moreover many smaller countries which were not known earlier have started emerging as major players in the international trade.

As we know that the sea has been playing a very major role in foreign trade. Today it seems impossible to imagine International trade without Marine means. As sea being the mode, the moderators of the sea are:-
Ports
Exporters
Importers
Financers
Shipping lines
Stevedores
Clearing and forward agents
Customs House Agents
Container terminals
Container agents
Container freight stations
Inland container depots
The role and Importance of the moderators:
Ports
Ports play a very important role in the international trade. It helps the shipper and the consigners load and unload the cargo they wish to and from the vessel in which the cargo comes. It is the harbor having facilities for vessels to moor and load or discharge. Ever since trade began, ports have been playing the major part as without which the country’s development is at stake.
Ports are of two Kinds:
Natural ports
Man made ports. The port at Visakhapatnam is a natural one.

Exporters
Exporters are the shippers. These exporters are the ones who either produce or procure goods which have to be shipped to other country where another trader is waiting for the cargo. He shipper and the trader have an agreement in which the shipper agrees to send the cargo in exchange of monetary terms. Usually exporters are considered to be the main agents in the development as they are the ones who earn the foreign exchange for the country. It is said that those countries which are more into exports are considered to be major players in International trade.
The Exporters of two types:
Manufacturing Exporters: They are the ones who export the goods produced by them.

Merchant Exporters: They are the ones who procure from small manufacturers and export them as a consignor.

Importers
Importers are the consignee. The importer is the one to whom the shipper ships the goods in return of monetary terms. The goods that come from other nation are called as imports.

The imports are done for two causes:
For manufacturing export related goods:
These are the goods like raw materials of capital goods which are used to produce the exportable goods.

Lack of goods:
Due to the lack of goods in the country, his importer imports goods either for manufacturing or for trade purpose, imports are considered as cost components as they reduce the Foreign Exchange Balance.

Financers
It is very essential for the import or export to pass smoothly without any financial hindrances. The financer plays a very important role for exporting either produced or procured goods. Similar in case for the importing.Banks are the main players as financers. They act as:
Creditors
Negotiators in case of LC’s(Letter of Credit)
Help the importers in providing Foreign Exchange.

Acts as Third Party
Shipping Lines:
The shipping lines are either vessel owners or a vessel operating agent who takes care of the vessel operation on commission basis. The more the vessel the less will be the ocean freight, they charge freight from traders basing on the incoterms.Inco terms are a set of uniform rules codifying the interpretation of trade terms defining the rights and obligations of both buyer and seller in an international transaction.

Stevedores:
They are the service providers. Stevedores are the persons/firm who discharges/loads the cargo into/form the vessels by deploying the dock labor Board employees in the dock area.

Customs:
Customs is the government organization that guards the foreign trade. It is a body that safe guards the interest of the country and checks both the cargo coming in and going out of the port. The main duty of the customs is to ensure that no illegal practices are going which may bring loss to the country or harmful for the people and for the survival of the country.

Clearing and forwarding Agents:
Clearing and Forwarding agents are the agents who choose the shipping lines. Negotiate with the shipping lines. Stuff the cargo, gets the shipping bill. And many more pretty procedures involved in exporting or importing. The traders usually assign all these works to these agents as they are quite painful. Thus clearing and forwarding agents takes care of the whole process and sometimes acts as both stevedores and Customs House Agent.

Container Terminal
Earlier cargo which was moving in break bulk has discovered a need for more safe and cost efficiency and this resulted into containerization. The job which the ports did earlier is now being privatized to attain more perfection Vizag ports outer harbor has been given on BOT basis. The Container Terminal exclusively handles the containers; their business is loading and unloading of container to /from yard to/ from vessel.

Container Agents
The Shipper and consignee usually do not own the containers in which the goods are stuffed. The people who lend the containers to the traders for rent are the container agents. The Terminals are directly related to them as the expenses at the terminal are charged to them.

Container Freight Station
These are the places where the stuffing and de stuffing of the cargo into the container takes places also the packing of the cargo take place here only. The Freight stations are equipped with huge Warehouses where the cargo is stored before the stuffing takes place and after the de stuffing takes place.

Inland Container Depots
Also known as the Inland Clearance Depots, these are the inland locations where the cargo, particularly containerized, is cleared by customs and this Government body. The depots have railway linkage to the port, the stuffing and de stuffing also takes place here. Usually the container depots are at places where port service is not available as the place would have been land locked. India presently have 15% ICD’s located in all major cities.

Built Operate Transfer System
Andhra Pradesh was amongst the first maritime states in 1994-95 to recognize the imperative need for increased port infrastructure and the central role that the private sector would be required to play in developing the same. The port privatization in Andhra Pradesh has been based in Build – Operate- Share – Transfer (BOST) basis.

The Salient Features of the BOTS are:
30 years concession period which can be extended by 2 more spells of 10 years each.

In – Operated Period: 5 Years
Concession agreement on BOST (Build, Operate, Share, and Transfer) or BOMST (Build, Operate, Maintain, Share and Transfer) basis.

Port Developer to be designated as Conservator for the port under the Indian Posts Act, 1908.

Freedom to fix tariff.

Freedom to set own employee policies.

Sharing of revenue with the government (5% in first five years progressing to 12% in later years).

Government land to be leased. In respect of acquired land, cost of land acquisition to be borne by developer and adjusted against share revenue payable to the government.

In Case of new port, development activity within 30kms, assured exclusively in terms of right of first offer and refusal.

At the end of the concession, immovable assets to be transferred to the government free of cost. Movable assets to revert at a consideration specified in the Concession Agreement.

The mandates were granted through a competitive bidding process coordinated by the consultants to the government. The tender criteria pre-qualified Bidders based on their technical and financial competence and assessed their detailed bids for techno-commercial sufficiency. Final award was driven by an assessment of the project validity and the financial offers made to the government are:
Minimum Guaranteed Revenue Share in Rupees Per Annum(50% weight age)
Percentage of Revenue Share Offered per Annum(30% weight age)
Maximum Investment Proposal in Phase I(20% weight age)
The Visakha Container Terminal Private Limited is also based on BOTS. The terminal pays the royalty to the port per Twenty Foot Equivalent Unit (TEU) it handles and the port charges from the various lines the other expenses like Pilot age, Berthing and Light House Charges. According to the port norms any vessel carrying more than five containers has to divert itself to the terminal. Vizag port gives berthing and pilot age priority to the vessels calling the terminal.

1.2 COMPANY INTRODUCTION

The Visakha Container Terminal (VCT) was set up under the aegis of Visakhapatnam Port Trust as a joint venture between DP World and United Liner Agencies of India (Private) Ltd and commenced operations on 26th June’03.

With a natural depth of 16.5 meters alongside, VCT is the only container terminal in India that can accommodate, at any time of the year, the largest container vessel sailing today.

The terminal is well equipped with modern and efficient infrastructure on par with the international standards including Ship to Shore Gantry Cranes, Transfer Cranes and Reach Stackers in Yard, fully computerized environment for Vessel Planning and Yard Management (NAVIS SPARCS N4) and has a full complement of trained and experienced personnel.

Located on the center of the East Coast of India, VCT is ideally located to cater to its vast hinterland covering seven (7) states within 700 KM and extending up to North and North East India. With an excellent rail and road connectivity established, it is an ideal alternative especially for shipments to and from Far East and South East Asian regions to Delhi and other nearby ICDs of Hyderabad, Nagpur and Raipur.  
Promoters:
DP World is a leader in international port terminal operations and development, logistics and related services. Reputed for its efficiency and expertise which is driven by leadership in innovation and commitment to the customers.United Liners Agencies of India (Private) Ltd established in 1947, has evolved into a leading logistics service provider in India and is accredited with the ISO 9001: 2008 (Quality Management System).

Highlights:
VCTPL, a all-weather Container Terminal located in the Outer Harbour of Visakhapatnam Port, is on the East Coast of India in position latitude 170 41 ‘  North and longitude 830 18 ‘ East.

Quay length is 450 meters and the permissible draught is 15.0 meters alongside. The depth of 16.5 meters makes VCTPL the deepest container terminal in the country, amongst the major ports in India.

VCTPL is equipped with post-pana max gantry cranes, modern RTGs, Reach Stackers and a fleet of modern ITV (Internal Transfer Vehicle) capable of handling all type of containerized cargo including reefer and out of gauge equipment’s.

VCTPL has implemented advanced software and systems to provide secure, reliable, faster, efficient and user-friendly services to all its customers, and suppliers. The terminal, therefore, has the flexibility to adapt software to specific customer requirements and keep abreast of the advances in electronic data interchange (EDI).

Geographically, Visakhapatnam lends itself to be the natural conduit of trade from the fast growing markets of Andhra Pradesh, Orissa, Chhattisgarh, Jharkhand, MP, UP, north India and West Bengal.
VCTPL places a premium on Quality, Health, Safety and care for the Environment, with Management commitment to provide all personnel, safe and secure working place. It has successfully adopted and is certified with prestigious ISO 9001:2008, ISO 14001:2004, OHSAS 18001:2007 and ISO 28000: 2007.

Mission of VCTPL:
To drive a paradigm shift in container handling at Visakhapatnam from present conventional facilities of operating geared vessels into modern, efficient, safe and economical dedicated container terminal.

To capitalize on advantageous location, deep drafts, excellent track Records of Visakhapatnam port and its impressive road and rail connectivity.

To provide an efficient gateway to shipping lines and customers, Connecting Andhra Pradesh and rapidly growing hinterland of north. Central and east India with overseas markets.

To provide a catalyst by efficiently handling the surging growth in exports and imports, fulfilling the fast developing expectation of intra-Asian trade and utilizing Visakhapatnam geographical proximity to eastern world.

To facilitate competitive trading conditions through Visakhapatnam by radically transit times for trade and encouraging the deployment of larger gearless tonnage.

To provide customer satisfaction backed by highly advanced technology, equipment and energetic workforce, supported by a motivating team.

To translate VCTPL as an outstanding example of public and private Enterprise.

Facilities:
450 meters long jetty.

A Draught of 14.9 meters below chart datum.

Four Rail Mounted Quay Cranes (RMQC).

Six Rubber Tyre Gantry Cranes (RTGC).

Six Reach Stackers (RS).

A five ton Fork Lifter for transport of workshop equipment.

For yard movement 11 Internal Trailer Vehicles are available.

192 refer points for storage of reefer containers.

2500 ground slots spread over 114,000 sq. Meters of land in 12 container yards.

Electrical sub-station.

Services:

The Above Figure is Exim Container Operations (Import/ Export/ Transshipment).

CONTAINER OPERATIONS (IMPORT/EXPORT/TRANSSHIPMENT)
Priority movement of container vessels
Competitive vessel related charges
Bunkering and fresh water available
Promoting independent road connectivity to NH-5
Computerized vessel & yard planning
Efficient and safe operating procedures complying with international standards
IT enabled gate complex
Administration building with modern communication facilities
Extensive IT network
Customs processing through EDI online
Online container tracking

The Above Figure is Container Handling and Storage.

Container storage in the yard
Container delivery/receivable from/to Truck/rail

The Above figure is the Rail Operations.

Handling of Hazardous/over dimensional containers

The Above Figure is Handling of ICD Containers
Lashing/unlashing of containers in the vessel
Reefer monitoring

The Above picture is The Reefer the Operations.

EDI (Electronic Data Interchange)
Garbage removal
ORGANIZATION CHART:
COO

Corp.FinanceFFFinance

DGM-01
Dgm-1
VP Ops
GM-1
QHSE & t
Sr.GM-BDC
VP-1
GM- Proc.& stores
AGM- CFS
VP-Engg
Exe-01
Sr.Exe-2
MNG-2
SM-1
Security &PR
DM/AM-05
Sr.Exe-01
Exe-01
Dm/Am-03
MNG-1
HR&AdmnExe-01
Am/Sr.Exe-02
SM-1
Sr. Technicians-4
Sr. Exe-14
DGM.Mech-1
Dm-03
MNG- Stores
AM-3
Sr.Ex-2
TCN-01
Exe-2
MNG-2
DGM / SM02
MNG-01
SM-01
Am/Sr.Exe-2
Exe-02
MNG-1
DM-M/E-3
Jr.EXE-12
Exe-19
AM M/C/E-14
Mgr-2
JR.Exe- 10
Sr.Exe-8
AM-2
Exe-4
PortallAM-04
DM-01
Jr.Exe-53
Exe-20
Sr.Exe-14
AM-06
DM-01
SMG-IT

1.3 TOPIC INTRODUCTION
INTRODUCTION TO TRAINING NEED ANALYSIS
TRAINING: STRATEGIC FUNCTION OF HR
The HR functioning is changing with time and with this change, the relationship between the training function and other management activity is also changing. The Training and Development activities are now equally important with that of other HR functions. Gone are the days, when training was considered to be futile, waste of time, resources, and money. Now a day, training is an investment because the departments such as, marketing & sales, HR, production, finance, etc. depends on training for its survival. If Training is not considered as a priority or not seen as a vital part in the organization, then it is difficult to accept that such a company has effectively carried out HRM. Training actually provides the opportunity to raise the profile development activities in the organization.
To increase the commitment level of employees and growth in quality movement (concepts of HRM), senior management team is now increasing the role of training. Such concepts of HRM require careful planning as well as greater emphasis on employee development and long term education. Training is now the important tool of Human Resource Management to control the attrition rate because it helps in motivating employees, achieving their professional and personal goals, increasing the level of job satisfaction, etc. As a result training is given on a variety of skill development and covers a multitude of courses.

Training is an organized activity aimed at imparting  information  and/ or instructions to improve the recipient’s performance or to help him or her attain a required level of knowledge or skill.

According to Fllippo: “The act of increasing the skills of an employee for doing a particular Job” can be termed as training
Training is an educational process. People can learn new information, re-learn 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. Training is a technique which properly focuses and direct towards the achievement of particular goals and objectives of the organization. Hence identification of training needs is first and probably the most important step towards the identification of training techniques. The process of identifying training needs is carefully thought out programme that needs to be carried out with sensitivity because success of a training programme may be crucial for the survival of the organization.

TRAINING NEEDS ANALYSIS: MEANING
The first step in any training program is to determine whether training is needed and, if needed, to specify what that training should accomplish. Mitchell (1993) describes needs analysis as “an examination of the existing need for training within an organization”. In other words, it identifies performance areas or programs within an organization where training should be applied. A needs analysis gathers information about present practices and compares these practices to the desired way of doing business. The difference between where you are now and where you want to be defines where a training program should concentrate its effort. This information also establishes a baseline against which training accomplishments can be measured. If you know where you started, it is easier to determine if your training has been effective. A needs analysis may identify more than one training need. These needs should be prioritized, and either placed into a formal training plan, or form a data base for future training. Training Need is utilized to identify what training workshops or activities should be provided to employees to improve their work productivity. Focus should be placed on needs as opposed to desires.
TRAINING NEEDS 3 LEVELS

1. ORGANIZATIONAL LEVEL
Training need analysis at organizational level focuses on strategic planning, business need, and goals. It starts with the assessment of internal environment of the organization such as, procedures, structures, policies, strengths, and weaknesses and external environment such as opportunitiesandthreats.After doing the SWOT analysis, weaknesses can be dealt with the training interventions, while strengths can further be strengthened with continued training. Threats can be reduced by identifying the areas where training is required. And, opportunities can be exploitedby balancing cost. For this approach to be successful, the HR department of the company requires to be involved in strategic planning. In this planning, HR develops strategies to be sure that the employees in the organization have the required Knowledge, Skills, and Attributes (KSAs) based on the future KSAs requirements at each level.

2. INDIVIDUAL LEVEL
Training need analysis at individual level focuses on each and every individual in the organization. At this level, the organization checks whether an employee is performing at desired level or the performance is below expectation. If the difference between the expected performance and actual performance comes out to be positive, then certainly there is a need for training. However, individual competence can also be linked to individual need. The methods that are used to analyze the individual need are:
Appraisal and performance review
Peer appraisal
Competency assessments
Subordinate appraisal
Client feedback
Customer feedback
Self-assessment or self-appraisal
3. OPERATIONAL LEVEL
Training Need analysis at operational level focuses on the work that is being assigned to the employees. The job analyst gathers the information on whether the job is clearly understood by an employee or not. He gathers this information through technical interview, observation, psychological test; questionnaires asking the closed ended as well as open ended questions, etc. Today, jobs are dynamic and keep changing over the time. Employees need to prepare for these changes. The job analyst also gathers information on the tasks needs to be done plus the tasks that will be required in the future.Based on the information collected, training Need analysis (TNA) is done.

ETHICAL ISSUES
Training needs analyses involve two major ethical challenges. The first of these relates tosenior management support for the results of the needs analysis and direction of resources accordingly. Certain supervisors assume what the training needs of their staff are regardless of the investigation results. They place no value on the objective nature of the analysis process. The second ethical challenge for training needs analyses relates to the objective nature of the process, which is specifically ensured by the confidentiality of the results obtained. To resolve these ethical issues, the person responsible for carrying out the needs analysis must, at the outset of their initiative, promote to senior management the value of an objective training needs analysis based on use of standardized and impartial measurements of the knowledge and skills involved. In an ethical process, administration, analysis and interpretation of the data must be completely independent of the analyst’s subjective judgments.

Therefore, the person carrying out the training needs analysis must provide mechanisms to ensure confidentiality of the data collected and advise respondents that such is the case before beginning data collection.

NECESSARY TO TRAINING NEEDS ANALYSIS
The training needs analysis is a vital phase in planning training that will successfully close
the gap between the actual and desired situations. It ensures that the right remedy is applied to the right problem. Since limited budgets are available for training, the preferred areas of training must be those ensuring that the anticipated outcome will be achieved, as well as maximum gains for the professionals and their organization.

FACTORS INFLUENCING TRAINING NEEDS
Organizations are complex and dynamic in nature and their effectiveness depends on number of factors. Complexity of organization is again a multifaceted implication of various factors being determined by various environmental factors. Hence the nature of complexity of a given organization needs to be evaluated before determining its training needs. Some of the factors that increase complexity are being discussed keeping in view that all are not determinants of complexity for all organization. Technology in the computer age is being upgraded frequently and hence is the most important factors in increasing the complexity of an organization, structurally as well as behaviorally. Another important factor that needs to be taken into consideration is concerned with social changes that are taking place in the new social environment.The other factor that has influenced training needs is related the new role that the government are being asked to play. The governments are being asked to play sensitive role of controlling the business ethical activities on one hand and safeguarding the interests of consumer on the other. In the era of privatization and globalization. Also the factor that has influenced the training needs is the emerging competitive market Conditions.

THE IMPORTANCE OF TRAINING
The significance and value of training has long been recognized. Consider the popular and often repeated quotation, “Give a person a fish and you feed him for a day. Teach a person to fish and you feed him for a lifetime.” This simple but profound saying is attributed to the wisdom of Confusius who lived in the 5th century BC. Given today’s business climate and the exponential growth in technology with its effect on the economy and society at large, the need for training is more pronounced than ever. Training, in the most simplistic definition, is an activity that changes people’s behavior. Increased productivity is often said to be the most important reason for training. But it is only one of the benefits. Training is essential not only to increase productivity but also to motivate and inspire workers by letting them know how important their jobs are and giving them all the information they need to perform those jobs (Anonymous, 1998). McNamara (n.d.) lists the following as general benefits from employee training:
• increased job satisfaction and morale
• increased motivation
• increased efficiencies in processes, resulting in financial gain
• increased capacity to adopt new technologies and methods
• increased innovation in strategies and products
• reduced employee turnover
The training needs analysis must be carried out before training activities are organized, since it guarantees the success of those activities. It ensures synergy among individual learning needs and the quest for effectiveness, job performance, and strategic organizational development.In fact, the training needs analysis outcome is expressed not in the form of a training policy or program, but a database defining the measured training needs of the population(s) under review. This database will provide the foundation for development of the training
specificationTraining needs assessment that gives you a consensus of what skills is Important to Job Performance.  Not just from the perspective of the job incumbents, but their managers as well.  It will tell you what skills are important at different levels and functional groups in the organization.

Training needs assessment that gives you a consensus of which of those critical skills are in Need of Training.  Some think this is the same as what’s important.  There is, and should be, significant overlap between what is important and what is in need of training.  But in some cases, especially in organizations that train well and often, people have already received extensive training in the most important skills.  In other situations, people want training in skills that aren’t critical to strategy, but which are recognized or rewarded in their organization.

A needs assessment that gives you a consensus of what skills are actually aligned with strategy in the way the organization Rewards.  Without alignment of rewards and incentives, your training may succeed, but the skills will not be supported by the workplace when the training is over.  The answers to this question help you determine when to train, and when to wait until organizational reward and support systems are in place for the new skills.

An assessment that tells you whether people are answering honestly or “fudging”.  The Scaled Comparison cannot be unobtrusively manipulated, so decision makers are alerted to results that look plausible but can’t be trusted.  The Scaled Comparison can distinguish between manipulation and simple confusion about what the questions or skills mean.

A training tool that is a completely custom product.  It will ask the questions you want to ask, about the skills you want to study, using language your people will recognize as unique to your organization or industry.

An assessment that gives you readable, “no statistics necessary” reports. 
The reports that give decision makers understandable views of the results, with no jargon or numerical mumbo-jumbo.

TYPES OF TRAINING NEEDS
The need is defined as the gap between the existing and the desired situation. In other words, it refers to what is indispensable, or at least valuable, to the organization or to individuals for the purpose of achieving an evaluated, appropriate objective..Training needs may be individual or collective.

A collective need is determined in terms of the lowest common denominator of individual needs. This is the basis for development of the future training activity. The greater the homogeneity of the group, the easier it will be to determine the collective needs.

NORMATIVE NEEDS
Normative needs are defined by expert members of recognized professional associations or Research centers who continuously develop science and technology and therefore base themselves on the need to update skills based on progress achieved in the research field. The new elements are often introduced in the form of practice guides, guidelines and protocols, such as new standards and new methods. Any gap between actual practices and the new standard defined by the experts is recognized as the normative need of the individual professional or the group.

ORGANIZATIONAL NEEDS
Organizational training needs are intrinsically related to the role of the organization or the institution responsible for the educational activity. Organizational skills are those that the organization considers essential for its various groups of professionals to have in order to carry out the mission it has assumed.

COMPARATIVE NEEDS
Comparative needs represent the gaps observed between a group or individuals when they
are mutually compared in which the studied behaviours are taking place.

DEMONSTRATED NEEDS
Demonstrated needs arise from the measured gap between the skills of a professional and
those recommended by specialists. These needs may be revealed by compiling responses to
self-assessment questionnaires, appraisals by peers, or reports of institutional boards or
committees working to improve overall quality.

FELT NEEDS
Felt needs consist of the gap between the skills that a professional believes that they possess and those they wish to have. In consequence of a process of self-criticism, theindividual personally determines their needs based on their work experience. The felt needs therefore emerge from the individual’s frame of reference, which is itself formed by thatindividual’s knowledge, experience and understanding of the circumstances. This level of analysis is limited by the fact that professionals are unable to perceive the need forsomething when they are unaware of its existence or necessity
Knowledge Elements:
What the professional must know to perform their work adequately.

Ability
What the professional must know how to employ, in order to perform their work and use their knowledge elements adequately. Abilities are gained gradually through practice or other types of experience.

Attitudes
The behavior that the professional must adopt to be able to meet the job requirements
NEED FOR THE STUDY
This study helps to understand present conditions of training programs conducted in the company and how effective the programs are. Employee’s expectations are known and understood well, it also provides the result of employee’s willingness towards training programs. Company and all individual differ in their ability to translate their creative talent into results, organization also differ in their ability to translate the talent of their member into new product, processes or services. To enable their organization to use creativity most effectively, managers need to be aware of the process of extracting the talent in different ways and need to take some step to encourage his employee to do better and better through his process like Incentives, appraisal, promotion, etc…
An employee performs his best when trained well, and his roles and responsibility explained him properly. It is very important that a training program should be profound and suitable for employee needs and helps him to perform better. Hence the present study is taken up.

CHAPTER- 2
OBJECTIVES OF THE STUDY
The main objectives of the study are
To study the existing literature training needs analysis.
To study the profile of the Organisation.

To know the training needs analysis policy and practices in the Organisation.

To study the employee opinion on the training and whether it meets the requirements of the needs of the employee.

To suggest measures based on the problems identified in the study.

Hypothesis: The training needs are accurately identified for Training and Development by the Organization.

CHAPTER-3

LITERATURE REVIEW

Training and Development in the Organization
Training is given on four basic grounds:
New candidates who join an organization are given training. This training familiarizes them with the organizational mission, vision, rules and regulations and the working conditions.

The existing employees are trained to refresh and enhance their knowledge
If any updating and amendments take place in technology, training is given to cope up with those changes. For instance, purchasing new equipment, changes in technique of production, computer impartment. The employees are trained about use of new equipment’s and work methods.

When promotion and career growth becomes important. Training is given so that employees are prepared to share the responsibilities of the higher level job.

Techniques of Training:
There are many techniques of training which are broadly classified in two ways:
On-the-job – Employee training at the place of work while he or she is doing the actualjob. Usually a professional trainer (or sometimes an experienced employee) serves as the course instructor usinghands-ontraining often supported by formal classroom training.

Off –the- job – Employee training at a site away from the actual work environment. It often utilizes lectures, case studies, role playing, simulation, etc.
Identification of training needs
Before implementing a training program it is necessary to identify the need of training. Training needs differ from person to person in any organization/company and it is important to match their needs with the organization/company’s needs.

Training is a specialized function; hence trainer must know exactly what is required from the training program in accordance to the identified tools framework techniques processes are identified in designing and implementing efficient effective timely and productive training program for those who require it.
Training needs also determine the nature of training program. Formulation of training program includes those factors that are related to the evaluation of the program in terms of techniques and skills can be properly considered.

Any training program must take into consideration three fundamental behavioral aspects: Organization, people, and environment as far as organization are concerned their survival rests on a certain minimum achievement of goals and objectives which are pre-defined to customer’s owners. Employees. Etc. all these factors are continuously interacting with the organization whose objectives and goals have been formulated so to benefit the members of the organization intermittently
Identifying Training Need

Design the Training
Training Cycle
Measure Success

Deliver the Training

PREFERENCE OF AREAS OF TRAINING AND METHODS OF TRAINING IN THE VCTPL
Details I II III IV
Knowledge enhancement through training Functional Area Inter Disciplinary Organisational Information Training Method Lectures Games/Exercise Role Plays Case Study
Emphasis Required on what skill Communication Skills Leader ship & Team Building Inter Personal Skills Presentation Skills
Areas that need Polishing Understanding Group Dynamics Managing Conflicts Role Clarity Types Of Training Programs in the VCTPL-In House Programs

Training Should include
Programs in collaboration with external agencies
Training Method Generally adopted on seminars and Case Studies

Training is based on inputs of Performance Appraisal and Program staff

Training is mainly conducted on Functional
Training Program is Organized every year is less than 5 years

Evaluation of training programs is done through Feedback forms and Interviewing trainees

Benefits of training
Improves morale of employees- Training helps the employee to get job security and job satisfaction. The more satisfied the employee is and the greater is his morale, the more he will contribute to organizational success and the lesser will be employee absenteeism and turnover.

Less supervision- A well trained employee will be well acquainted with the job and will need less of supervision. Thus, there will be less wastage of time and efforts.

Fewer accidents- Errors are likely to occur if the employees lack knowledge and skills required for doing a particular job. The more trained an employee is, the less are the chances of committing accidents in job and the more proficient the employee becomes.

Chances of promotion- Employees acquire skills and efficiency during training. They become more eligible for promotion. They become an asset for the organization.

.

VCT Training Planner 2018
Course Code Course Title Jan Feb Mar Apr ’18 May ’18 Jun ’18 Jul ’18 Aug ’18 Sept ’18 Oct ’18 Nov ’18 Dec ’18
HSE 001 Behavioural Based Safety ; Safety Culture 9                      
HSE 002 Material Handling – Manual and Mechanical and Accident Prevention   13                    
HSE 003 Fire, Types of Fire, Fire Prevention and control           12            
HSE 004 Good House keepingPratices            10          
HSE 005 Electrical Safety, Electrical Hazards ; LOTO Systems 23                      
HSE 006 First Aid Practices   27                    
HSE 007 Work Permit System, Working at Heights, Confined space, Hot works, Clearing Jams           26            
HSE 008 Emergency Preparedness and Response               14        
HSE 009 Awareness on HSE – All Contract Employees     13                  
HSE 010 Defensive Driving for ITV Drivers       10                
HSE 011 5S – A tool to Safety Management System             24          
HSE 012 Stress Management               28        
HSE 013 Waste Management Program                 11      
HSE 014 Cultural change to new safety       24                
HSE 015 Awareness Training on ISO 9001, ISO 14001 ; OHSAS 18001                   16    
HSE 016 Internal Auditors Training for ISO 9001, ISO14001 ; OHSAS 18001                   23    
HSE 017 Accident Investigation     27                  
HSE 018 Risk Management and Conducting Risk Assessment                 25      
HSE 019 Work at Height ; Full Body Harness         15              
HSE 020 Scaffold Safety Training         29              
HSE 021 Hazmat Handling ; Transportation                     13  
HSE 022 Fire Warden Training                       11
HSE 023 Training for Women Employees on First Aid ; Emergency Response                     27  
HSE 024 Safety Refresher for all VCT Employees Weekly Weekly Weekly                  
TRAINING BUDGET- 2017-18
May June July Aug Sep Oct Nov Dec Jan Feb Mar Year
Training                       –
Nomination to MDPs
– – 15,000 – – 20,000 – – 20,000 – – 75,000
Trainers Fee – 20,000 – – 20,000 – – 20,000 – – – 80,000
Vedanta Classes 7,000 7,000 7,000 7,000 7,000 7,000 7,000 7,000 7,000 7,000 7,000 84,000
Workshops ; Seminars – 8,000 6,000 6,000 6,000 6,000 7,000 7,000 6,000 6,000 6,000 70,000
Inhouse Training – – 4,000 – – 5,000 – – 5,000 – – 19,000
Certification Courses – – 15,000 – – 15,000 – – 15,000 – – 70,000

CHAPTER- 4

RESEARCH METHODLOGY
The project has been carried out at Visakha Container Terminal Pvt. Ltd. Visakhapatnam.

Universe and Sample
Visakha Container Terminal Pvt. Ltd has a total manpower of 258 employees, comprising of the management and non-management and other staff. A sample of 60 employees who were trained in the Organization is taken for the purpose of study. The sampling method followed is Simple Random Sampling.

Data Collection
The data was collected from both the primary and secondary sources.

Primary Data
The primary data has been collected from a sample of 60 employees with the help of structured pilot tested questionnaire. The collected data has been subjected to analysis with the help of simple percentile method.

Questionnaire: A structured questionnaire was prepared and distributed among the employees.

Interaction: Personal interviews, interaction with employees and trainees.

Observation: By observing the working environment and statistical data available on the shop floor.

Secondary Data
Information regarding Diamond industry and profile of Visakha Container Terminal Pvt. Ltd has been collected from secondary sources, which are from the journals, newspapers, manuals, website, publication and records of the company.

Study Instruments
A study instrument has been used to collect the data. A sample has been used to collect the data. A schedule has been used to collect information in detail regarding the response of the employees toward the training practices of the organization. To analyze the training practices of Visakha Container Terminal Pvt. Ltd, a schedule consisting of 16 statements, has been administered to the sampled respondent. The respondents have been asked to give their opinion ranging from Agree to Disagree.

Data Analysis and Interpretation
The collected data is tabulated and subjected to qualitative and quantitative analysis simple
Percentage has used to analyze and followed by pie charts.

Presentation of the Study:
The study is presented in five chapters
Chapter I : Introduction and methodology with objectives, need for the study
Chapter II: Profile of the OrganisationChapter III: Training Needs Analysis in the OrganisationChapter IV: Data Analysis
Chapter V: Findings, suggestions and conclusion
Limitation Of The Study
It is important to stress several limitations of the research method used for this project:
The respondents may be bias so the result cannot be 100% accurate
Employees were hesitant to answer few questions, which was a barrier to collect the whole information
The analysis is done based on assumption that the responses are correct
The main limitation was time which did not permit to extract details from the employees.

CHAPTER- 5
DATA ANALYSIS
The data collected through the instruments were analyzed in this chapter.

The Development and Training Strategies are clearly stated
Table No. 4.1: Clarity in Training and Development Strategies
Options No. of Respondents Percentage
Strongly Agree 12 20
Agree 42 70
Neutral 6 10
Disagree 0 0
Strongly Disagree 0 0
Total 60 100
Graph No. 4.1: Clarity in Training and Development Strategies
From the above table and graph it is found that 20% of the respondents felt that the statement “The Development and Training Strategies are clearly stated” is Strongly Agree. 70% of the respondents felt that Agree, 10% of the respondents felt that Neutral ,0% of the respondents felt that Disagree,0% of respondents felt that Strongly disagree.

It is concluded that the majority 70% of the respondents felt the statement i.e. The Development and Training Strategies are clearly stated is Agree.

Training and development activities are given importance in the Organization?
Table No. 4.2: Clarity in Importance of Training and Development
Options No. of Respondents Percentage
Strongly Agree 24 40
Agree 30 50
Neutral 3 5
Disagree 3 5
Strongly Disagree 0 0
Total 60 100
Graph No. 4.2:Clarity in Importance of Training and Development

From the above table and graph it is found that 40% of the respondents felt that the statement “Training and development activities are given importance in the Organization” is StronglyAgree, 50% of therespondents felt that Agree, 5% of the respondents felt that Neutral, 5% of the respondents felt that Disagree,0% of respondents felt that Strongly disagree.

It is concluded that the majority 50% of the respondents felt the statement i.e. Training and development activities are given importance in the Organization is Agree.

The Training provided is helpful for him/her to attain a required level of knowledge or skill?
Table No. 4.3: Training provided is helpful
Options No. of Respondents Percentage
Strongly Agree 15 25
Agree 39 65
Neutral 6 10
Disagree 0 0
Strongly Disagree 0 0
Total 60 100
Graph No.3 Training provided is helpful
From the above table and graph it is found that 25% of the respondents felt that the statement “The Training provided is helpful for him/her to attain a required level of knowledge or skill” is Strongly Agree. 65% of therespondents felt that Agree, 10% of the respondents felt that Neutral, 0% of the respondents felt that Disagree,0% of respondents felt that Strongly disagree.

It is concluded that the majority 65% of the respondents felt the statement i.e. The Training provided is helpful for him/her to attain a required level of knowledge or skill is Agree.

4. The training is given so that employees are prepared to share the responsibilities of higher level job
Table No. 4.4: Employees Are Share The Responsibilities Of Higher Level Job
Options No. of Respondents Percentage
Strongly Agree 12 20
Agree 42 70
Neutral 6 10
Disagree 0 0
Strongly Disagree 0 0
Total 60 100

Graph No .4.4: Employees Are Share The Responsibilities Of Higher Level Job

From the above table and graph it is found that 8% of the respondents felt that the statement “The training is given so that employees are prepared to share the responsibilitiesof higher level job” is Strongly Agree. 59% of therespondents felt that Agree, 23% of the respondents felt that Neutral, 10% of the respondents felt that Disagree,8% of respondents felt that Strongly disagree.

It is concluded that the majority 59% of the respondents felt the statement i.e.The training is given sothat employees are prepared to share the responsibilitiesof higher level job is Agree.

The training is helpful for the organization to reach the goals
Table No. 4.5: Training Is Help To Reach The Organization Goals
Options No. of Respondents Percentage
Strongly Agree 18 30
Agree 33 55
Neutral 6 10
Disagree 3 5
Strongly Disagree 0 0
Total 60 100
Graph No. 4.5: Training Is Help To Reach The Organization Goals
From the above table and graph it is found that 30% of the respondents felt that the statement “The training is given so that employees are prepared to share the responsibilitiesof higher level job” is Strongly Agree. 55% of therespondents felt that Agree, 10% of the respondents felt that Neutral, 5% of the respondents felt that Disagree,0% of respondents felt that Strongly disagree.
It is concluded that the majority 55% of the respondents felt the statement i.e. The training is given so that employees are prepared to share the responsibilities of the future employees.

The training helps the employee to develop and maintain a quality of work life.

Table No. 4.6: Training Help To The Employees To Develop And Maintain A Quality Of Work Life.

Options No. of Respondents Percentage
Strongly Agree 15 25
Agree 39 65
Neutral 3 5
Disagree 0 0
Strongly Disagree 3 5
Total 60 100
Graph No. 4.6: Training help to the employees to develop and maintain a quality of work life.
From the above table and graph it is found that25% of the respondents felt that the statement “The training is given so that employees are prepared to share the responsibilities of higher level job” is Strongly Agree. 65% of the respondents felt that Agree, 5% of the respondents felt that Neutral, 0% of the respondents felt that Disagree, 5% of respondents felt that strongly disagree.

It is concluded that the majority 65% of the respondents felt the statement i.e. The training is given so that employees are prepared to share the responsibilities of higher level job is Agree.

7. The training maintains sense of team spirit, team work and inter team collaboration Table No 4.7: training maintain sense of team spirit, team work and inter team collaboration
Options No. of Respondents Percentage
Strongly Agree 3 5
Agree 48 80
Neutral 9 15
Disagree 0 0
Strongly Disagree 0 0
Total 60 100
Graph No 4.7: Training maintain sense of team spirit, team work and inter team collaboration

From the above table and graph it is found that 5% of the respondents felt that the statement “The training maintains sense of team spirit, team work and inter team collaboration” is Strongly Agree. 80% of the respondents felt that Agree, 15% of the respondents felt that Neutral, 0% of the respondents felt that Disagree, 5% of respondents felt that strongly disagree
It is concluded that the majority 80% of the respondents felt the statement i.e. The training maintains sense of team spirit, team work and inter team collaboration is Agree.

8. Training helps the employee to get job security and job satisfaction
Table No. 4.8: training helps to get job security and job satisfaction.

Options No. of Respondents Percentage
Strongly Agree 3 5
Agree 30 50
Neutral 18 30
Disagree 6 10
Strongly Disagree 3 5
Total 60 100

Graph No. 4.8: training helps to get job security and job satisfaction.
From the above table and graph it is found that 5% of the respondents felt that the statement “Training helps the employee to get job security and job satisfaction” is Strongly Agree. 50% of the respondents felt that Agree, 30% of the respondents felt that Neutral, 10% of the respondents felt that Disagree, 5% of respondents felt that strongly disagree.

It is concluded that the majority 80% of the respondents felt the statement i.e. Training helps the employee to get job security and job satisfaction is Agree.

9. The training leads to less wastage of time and efforts. Table No. 4.9: Clarity in Training Saves Time And Efforts
Options No. of Respondents Percentage
Strongly Agree 6 10
Agree 36 60
Neutral 15 25
Disagree 0 0
Strongly Disagree 3 5
Total 60 100
Graph No. 4.9: Training Saves Time And Efforts
From the above table and graph it is found that 10% of the respondents felt that the statement The training leads to less wastage of time and efforts” is Strongly Agree. 60% of the respondents felt that Agree, 25% of the respondents felt that Neutral, 0% of the respondents felt that Disagree, 5% of respondents felt that strongly disagree.

It is concluded that the majority 60% of the respondents felt the statement i.e. The training leads to less wastage of time and efforts is Agree.

10. Employees acquire skills and efficiency during training and makes them eligible for promotion.

Table No. 4.10: Eligible for promotion
Options No. of Respondents Percentage
Strongly Agree 9 15
Agree 36 60
Neutral 9 15
Disagree 6 10
Strongly Disagree 0 0
Total 60 100
Graph No. 4.10: Eligible for Promotion
From the above table and graph it is found that 15% of the respondents felt that the statement “Employees acquires skills and efficiency during training and makes them eligible for promotion” is Strongly Agree. 60% of the respondents felt that Agree, 25% of the respondents felt that Neutral, 0% of the respondents felt that Disagree, 5% of respondents felt that strongly disagree.

It is concluded that the majority 80% of the respondents felt the statement i.e.Employees acquires skills and efficiency during training and makes them eligible for promotion is Agree
11. The training in the Organization is need based on the requirement of the Organization.

Table No. 4.11: Training Is Need Based In The Organization
Options No. of Respondents Percentage
Strongly Agree 3 5
Agree 48 80
Neutral 9 15
Disagree 0 0
Strongly Disagree 0 0
Total 60 100
Graph No. 4.11: Training Is Need Based In The Organization

From the above table and graph it is found that5% of the respondents felt that the statement “The training in the Organization is need based on the requirement of the Organization” is Strongly Agree. 80% of the respondents felt that Agree, 15% of the respondents felt that Neutral, 0% of the respondents felt that Disagree, 0% of respondents felt that strongly disagree. It is concluded that the majority 80% of the respondents felt the statement i.e. The training in the Organization is need based on the requirement of the Organization is Agree
12. The Training needs are correctly identified based on the performance appraisal results.

Table No. 4.12: Training Needs are Correctly Identified
Options No. of Respondents Percentage
Strongly Agree 9 15
Agree 21 35
Neutral 18 30
Disagree 9 15
Strongly Disagree 3 5
Total 60 100
Graph No. 4.12: Training Needs are Correctly Identified

From the above table and graph it is found that15% of the respondents felt that the statement “The Training needs are correctly identified based on the performance appraisal results” is Strongly Agree. 35% of the respondents felt that Agree, 30% of the respondents felt that Neutral, 15% of the respondents felt that Disagree, 5% of respondents felt that strongly disagree.

It is concluded that the majority 35% of the respondents felt the statement i.e. The Training needs are correctly identified based on the performance appraisal results is Agree
13. The purpose of Training need analysis in the Organization is to identify the skill gap between the actual and desired situations.

Table No. 4.13:Clarity in Identifies the Skill Gap
Options
No. of Respondents Percentage
Strongly Agree 3 5
Agree 12 20
Neutral 29 48.3
Disagree 16 26.6
Strongly Disagree 0 0
Total 60 100
Graph No.4.13:Clarity indentifies the skill gap
From the above table and graph it is found that 5% of the respondents felt that the statement “The purpose of Training need analysis in the Organization is to identify the skill gap between the actual and desired situations” is Strongly Agree. 20% of the respondents felt that Agree,48.3% of the respondents felt that Neutral, 26.6% of the respondents felt that Disagree, 0% of respondents felt that strongly disagree. It is concluded that the majority 80% of the respondents felt the statement i.e. The purpose of Training need analysis in the Organization is to identify the skill gap between the actual and desired situations is Neutral.

14. The training programmes are framed based on the need analysis.

Table No.4.14: The training programmes are framed based on the need analysis.

Options No. of Respondents Percentage
Strongly Agree 6 10
Agree 45 75
Neutral 3 5
Disagree 6 10
Strongly Disagree 0 0
Total 60 100
Graph No.4.14: The training programmes are framed based on the need analysis.
From the above table and graph it is found that10% of the respondents felt that the statement “The training programmes are framed based on the need analysis” is StronglyAgree. 75% of the respondents felt that Agree,5% of the respondents felt that Neutral, 10% of the respondents felt that Disagree, 0% of respondents felt that strongly disagree.

It is concluded that the majority 80% of the respondents felt the statement i.e. The training programmes are framed based on the need analysis is Agree.

15. The Organization seriously takes training needs responsibilities.

Table No. 4.15: Organization seriously takes training needs responsibilities
Options No. of Respondents Percentage
Strongly Agree 15 25
Agree 36 60
Neutral 9 15
Disagree 0 0
Strongly Disagree 0 0
Total 60 100
Graph No. 4.15: Organization seriously takes training needs responsibilities

From the above table and graph it is found that25% of the respondents felt that the statement “The Organization seriously takes training needs responsibilities” is Strongly Agree. 60% of the respondents felt that Agree, 15% of the respondents felt that Neutral, 0% of the respondents felt that Disagree, 0% of respondents felt that strongly disagree.It is concluded that the majority 60% of the respondents felt the statement i.e. The Organization seriously takes training needs responsibilities is agree.

16.The training needs analysis is done regularly in the Organization.

Table No. 4.16: training needs analysis is done regularly in the Organization
Options No. of Respondents Percentage
Strongly Agree 9 15
Agree 33 55
Neutral 15 25
Disagree 3 5
Strongly Disagree 0 0
Total 60 100
Graph No. 4.16: training needs analysis is done regularly in the Organization
From the above table and graph it is found that15% of the respondents felt that the statement “The training needs analysis is done regularly in the Organization” is Strongly Agree. 55% of the respondents felt that Agree, 25% of the respondents felt that Neutral, 5% of the respondents felt that Disagree, 0% of respondents felt that strongly disagree.

It is concluded that the majority 55% of the respondents felt the statement i.e. The training needs analysis is done regularly in the Organization is agree.

17. I will the rate the training needs analysis policy and practice as high.

Table No. 4.17: Rating Of Training Needs Analysis Policy And Practice
Options No. of Respondents Percentage
Strongly Agree 9 15
Agree 42 70
Neutral 3 5
Disagree 6 10
Strongly Disagree 0 0
Total 60 100
Graph No. 4.17: Rating Of Training Needs Analysis Policy And Practice

From the above table and graph it is found that 15% of the respondents felt that the statement “I will the rate the training needs analysis policy and practice as high” is Strongly Agree. 70% of the respondents felt that Agree, 5% of the respondents felt that Neutral, 10% of the respondents felt that Disagree, 0% of respondents felt that strongly disagree.

It is concluded that the majority 70% of the respondents felt the statement i.e.”I will the rate the training needs analysis policy and practice as high is agree.

CHAPTER-6
RESULT DISCUSSIONSMost of the employees in the organization clearly understood the Training needs.

The Training Programmes are clearly communicated to all the employees.

The Training Program is Organized every year is less than 5 years
The Training Need Analysis is more relevant to skills and abilities which required to the employees job.

The Training Need Analysis has been done according to established goals standards and responsibilities.

Training and Development is done on the basis of a key result areas pictured by the organization.

Employees are given opportunity to increase their skills and fill their gaps.

The vctpl provide training to all the employees working in the organization.

The Language used in the training programme is understandable.

They are maintaining the relationship with others during the training programme.

The training is given so that employees are prepared to share the responsibilities of higher level job
Employees are motivated because of promotions and increments after the Training
The training helps the employee to develop and maintain a quality of work life.

The training maintains sense of team spirit, team work and inter team collaboration
Training helps the employee to get job security and job satisfaction
The Superiors are able to give perfect feedback to the employees about their Training and their performance.

The Training needs are correctly identified based on the performance appraisal results

CHAPTER-7
CONCLUSIONS AND RECOMMENDATIONS
In this study an attempt has been made to examine and analyze the Training Need Analysis in Visakha Container Terminal, Visakhapatnam. The Training Need Analysis is that changes people’s behavior and Increased productivity is often said to be the most important reason for trainingand also it is used tomotivate and inspire workers by letting them know how important their jobs are and giving them all the information they need to perform those jobs
CONCLUSION
Training need analysis is the integral part of the whole management programme. This process should not be made just a ritual, but its importance should be understood and utilize it for the well being of both the organization and its employees. Training and development makes employees to fill their gap and develop their skills towards the both the employees goals and Organization goals
The performance appraisal system is effective in the following aspects:
Employees are satisfied with the Training Programes.

Quality of work life is improving day by day.

RECOMMENDATIONS
The practical training is very useful to develop the employees’ skills and knowledge.

It is suggested to increase the frequency of the training programme.

The duration of the training period also is suggested to be increased for a week.

The employees have to be periodically evaluated and provide with training programs
BIBLIOGRAPHY
Dale Yoder, Hand book of personnel management
Devi Lakshmi “Human Resource Management”, Anmol Publications Private Limited, New Delhi, 1998.Dale Yoder, Hand book of personnel management
Dieselvo.A.David;Robbins.P.Steephen “Human Resource Management”, John Wiley ; Sons Inc, New York, 1999.

Edwin.B.Flippo, “Personnel Management”, McGregor Hill Book Company Limited, Tokyo, 1997.

C.B. Memoria, Personnel Management
C.R. Kothari Research Methodology, Viswaprakasham, New Delhi, 1999
Saha.I.K” Roll of Human Resource Development in 2000 AD”, Personnel Today
P.SubbaRao, Essentials of Human Resource Management
WEBSITES
www.vctpl.comANNEXURE
Questionnaire on Training Need Analysis
Age:
Department: Designation:
Number of Years of Service: Qualification:
Did you attend any training or development programme conducted by the Organisation? Yes/No
Please give your response to the following questions
The development and training strategies are clearly stated.a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
Training And development activities are given importance in the Organisation?a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
The Training provided is helpful for him/her to attain a required level of knowledge or skill?a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
The training is given so that employees are prepared to share the responsibilities of higher level joba. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
The training is helpful for the organisation to reach the goalsa. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
The training helps the employee to develop and maintain a quality of work life.a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
The training maintains sense of team spirit, team work and inter team collaboration?a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
Training helps the employee to get job security and job satisfactiona. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
The training leads to less wastage of time and efforts.a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
An employee acquires skills and efficiency during training and makes them eligible for promotion.a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
The training in the Organisation is need based on the requirement of the Organisation.a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
The Training needs are correctly identified based on the performance appraisal results.a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
The purpose of Training need analysis in the Organisation is to identify the skill gap between the actual and desired situations.a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
The training programmes are framed based on the need analysis.a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
The Organisation seriously takes training needs responsibilities.

a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
The training needs analysis is done regularly in the Organization.

a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree
I will the rate the training needs analysis policy and practice as high.

a. Strongly Agreeb. Agreec. Neutrald. Disagree e. Strongly disagree