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Study on the effectiveness of learning in development of soft-skills among the employees in IBS Software Services, Technopark, Trivandrum
Soft skills relate to a set of skills that individuals possess, which makes them good employees no matter where they work or what they do. Soft skills are not a substitute for specific subject knowledge and technical skills. Rather, soft skills enhance these areas, allowing all employees to make the...
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| Format: | Ph.D Thesis |
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Vellanikkara
College of Co-operation Banking and Management
2017
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| LEADER | 09873nam a22001697a 4500 | ||
|---|---|---|---|
| 082 | |a 380.141 |b ANA/ST | ||
| 100 | |a Ananya P P | ||
| 245 | |a Study on the effectiveness of learning in development of soft-skills among the employees in IBS Software Services, Technopark, Trivandrum | ||
| 260 | |a Vellanikkara |b College of Co-operation Banking and Management |c 2017 | ||
| 300 | |a 73p | ||
| 502 | |a MBA | ||
| 520 | 3 | |a Soft skills relate to a set of skills that individuals possess, which makes them good employees no matter where they work or what they do. Soft skills are not a substitute for specific subject knowledge and technical skills. Rather, soft skills enhance these areas, allowing all employees to make the most of their specific knowledge and technical skills. The primary data were collected from the 100 employees of IBS. The previous chapter dealt with the detailed analysis of results derived from the primary data. This chapter covered the summary of findings and conclusions of the study. 6.2 Major findings The major findings were as follows. 6.2.1 Socio economic profile of the sample respondents. 1) Of the 100 respondents studied, 51 percent of them were males and 42 percent were females. 2) The total sample of respondents selected was between the age group of 21 to 36 plus years. 28 percent of the respondents belonged to the age group of 21- 25 years, 32 percent of them belonged to the age group of 26-30 years old, 22 percent of them belonged to 31-35 years and only 18 percent belonged to age group of 36 and above year’s category. 3) Majority of the respondents were single (66 %), 32 percent were married and only 2 percent were separated. 4) Majority of the respondents were Under Graduates (51 %), 42 percent of the respondents were Post Graduates and only 7 percent were diploma holders. 5) Majority of the respondents (63 %) had an experience of zero to five years. 22 percent of the respondents had an experience of 5-10 years and 15 percent of the respondents had more than 10 years of experience. 6.2.2 Various types and methods of training provided to the employees The organisation usually provides mainly 3 types of training. This include on the job training, off the job training and E-learning. The respondents were asked to mention those kinds of training that have been provided by the organisation. 1) Majority of the respondents (50 %) reported that the organisation employed all the three types of training. 19 percent of the respondents has undergone off the job training alone, 16 percent has undergone e-learning methods of training alone and 15 percent of the respondents has undergone on the job training alone. 2) On the job training methods commonly include job rotation, job instructions, coaching methods and committee assignments. 42 percent of the respondents opined that job instruction was the major employed method of on the job training provided to the respondents in IBS. The least adopted on the job training method was committee assignment. 3) Of the total respondents, majority of them (44 %) opined that lecturing method was the most commonly employed off the job training method employed by IBS. Case studies (31 %) and conferences (15 %) were also adopted for off the job training process. Role plays method was attended by the least number of respondents (10 %). 4) The respondents were asked to report those methods of training that they prefer. From the analysis, it was found that majority of the respondents (60 %) preferred both on and off the job training over any other training methods. 20 percent of the total respondents opined on the job training as their most preferred method of training. Only 4 percent of the sample opined off the job training as their most preferred form of training. 6.2.3 Employee satisfaction level attained through training For analysing this objective, different parameters were studied, which included the following: 1) The respondents were asked to provide their opinion on whether they found that their organisation considered training as an integral part of employee development. Majority of the respondents (52 %) agreed to the statement, 42 percent strongly agreed and only 2 percent somewhat agreed the same. 2) It was observed that majority (58 %) of the respondents agreed that they found induction training was a well-planned process by their organisation. 37 percent strongly agreed the statement, only 4 percent disagreed and just 1 percent strongly disagreed the statement. 3) Regarding the opinion of the respondents about the selection of trainers, 49 percent of the respondents were satisfied with the current process of selection, 35 percent were highly satisfied, and 12 percent of them were dissatisfied; whereas, only 4 percent of them expressed strong dissatisfaction. 4) 58 percent of the respondents agreed that the training was offered on the basis of the needs identified by their organisation. 30 percent strongly agreed with the statement, only 12 percent disagreed the statement. 5) In respect to the periodicity and timing of the training programmes offered to them, 68 percent of the respondents have undergone trainings every month; 19 percent have undergone training every quarter, 8 percent attended half yearly trainings and the rest 5 percent has undergone annual trainings. 6) Majority of the respondents (50 %) were satisfied with the time and duration of the training programmes. 30 percent of the respondents were highly satisfied, 11 percent were dissatisfied and only 9 percent of the respondents were highly dissatisfied with the same. 7) Nearly half (47 %) of the total respondents were satisfied with the topics selected for the training and its coverage in time. 44 percent of the respondents were highly satisfied with the same. Only 7 percent were dissatisfied and just 2 percent of the respondents were highly dissatisfied. 8) Majority (84 %) of the respondents agreed that the trainers were competent enough to clear their doubts. 14 percent of the respondents disagreed and just 2 percent of them strongly disagreed. 9) Majority of the respondents (48 %) agreed that they were satisfied with the training provided by IBS and the training did help in improving their level of job satisfaction. 32 percent of the respondents strongly agreed the statement, 12 percent of the respondents strongly disagreed and 8 percent of them disagreed the statement. 6.2.4 Effectiveness of learning from training on the soft skills under study. The effect of training on employer employee relationship was able to be identified by analysing the following variables: 1) 35 percent responded that the training included special challenges faced by their employers whereas 26 percent of the respondents disagreed the statement. There was only 9 percent difference between the contradicting opinions of the sample respondents. 2) Nearly half (48 %) of the respondents strongly agreed that the training helped the management in identifying, analysisng, forecasting and planning the changes needed in company’s HR area. 32 percent of the respondents agreed the statement. Only 12 percent of the respondents disagreed and 8 percent of them strongly disagreed the statement. 3) The analysis showed that majority of the respondents (45 %) agreed that the training and developmental activities helped the organization to maintain employee relation rate. Only 20 percent of the respondents disagreed the statement. 4) More than half (62 %) of the respondents strongly agreed that the training offered by their organisation did help in improving the employee-employer relationship. 33 percent of the respondents agreed the statement and only 6 percent of the disagreed. The effect of training on productivity of the respondents (in terms of both quantity and quality) was identified by analysing the following variables: 1) Majority of the respondents (47 %) were of the opinion that the training provided to them did help in improving their level of knowledge in their respective work area. 44 percent of the respondents agreed this statement. Only 9 percent of the respondents disagreed the same. 2) More than half of the respondents (68 %) stated that learning from training did have a direct effect on improvement of productivity, in terms of both quality and quantity. They opined that training did help them in improving and increasing productivity. Only 3 percent of the total respondents disagreed the statement. 3) 58.4 percent of the total respondents agreed that learning from training did help in improving their team building skills, only 4.1 percent of the total respondents disagreed this statement. 4) 54 percent of the total respondents strongly agreed that learning from training did help in improving their leadership skills, but only 3 percent of the total respondents disagreed this statement. 5) 48.5 percent of the total respondents agreed that learning from training did help in improving their decision making skills, whereas 11.5 percent of the total respondents disagreed this statement. 6) 62 percent of the total respondents agreed that learning from training did help in improving their motivational skills, only 3 percent of the total respondents disagreed this statement. 7) The effect of learning on both productivity and employee-employer relationship had a direct relation on the development of soft skills among the sample respondents. The linear relationship between productivity and soft skills was statistically significant. Similarly, there was a statistically significant linear relationship between employee-employer relationship and soft skills. | |
| 650 | |a Agribusiness Management | ||
| 700 | |a Arularasan, G S | ||
| 942 | |2 ddc |c TH | ||
| 999 | |c 158360 |d 158360 | ||
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