CHAPTER – I
INTRODUCTIN AND DESIGN OF THE STUDY
1.1 INTRODUCTION:
It involves various activities, such as training
programs, mentorship, and coaching, all aimed at helping employees grow
professionally and align their development with the company's
goals. Ultimately, employee development is an investment that can lead
to increased productivity, higher employee engagement, and improved
retention rates.
Employee training involves structured instruction or
activities designed to enhance employee skills, knowledge, and
performance, either to improve their current job roles or prepare them for
future responsibilities. It is a continuous process that aims to improve both
individual and organizational performance, fostering career growth and
adapting to changing business needs.
1.1.1DEFINITIONS OF EMPLOYEE DEVELOPMENT
Employee development involves continuous learning and growth to
enhance employees' capabilities and performance
1.1.2 MEANING OF EMPLOYEE DEVELOPMENT
Employee development refers to the process of enhancing
employees' skills, knowledge, and competencies to:
1. Improve job performance
2. Increase productivity
3. Enhance career growth
4. Prepare for future roles
5. Contribute to organizational succes
The goal of employee development is to help employees grow
professionally and personally, while also aligning with organizational
objectives.
1.1.3objectives of employee development
Primary Objects
1. *Improving Job Performance*: Enhancing employees' skills and
knowledge to perform their current job effectively.
2. *Career Advancement*: Preparing employees for future roles and
responsibilities.
3. *Increasing Productivity*: Enhancing employees' efficiency and
effectiveness.
Secondary Objects
1. *Enhancing Employee Engagement*: Boosting employees' motivation
and job satisfaction.
2. *Reducing Turnover*: Increasing employee retention and reducing
turnover rates.
3. *Building Leadership Pipeline*: Developing future leaders within the
organization.
4. *Fostering Innovation and Growth*: Encouraging employees to think
creatively and contribute to organizational growth.
1.1.4 process of employee development
1. Needs Assessment
1. Identifying employee development needs through performance
evaluations, feedback, and skills assessments.
2. Determining the gaps between current and desired performance levels.
## 2. Goal Setting
1. Setting specific, measurable, achievable, relevant, and time-bound
(SMART) development goals.
2. Aligning employee development goals with organizational objectives.
## 3. Development Planning
1. Creating a development plan outlining the steps to achieve the goals.
2. Identifying resources, such as training programs, mentoring, or
coaching.
## 4. Implementation
1. Providing employees with development opportunities, such as training,
mentoring, or coaching.
2. Encouraging employees to take ownership of their development.
## 5. Evaluation and Feedback
1. Regularly evaluating employee progress and providing feedback.
2. Adjusting development plans as needed.
1.1.5Methods of employee development
On-the-Job Methods
1. *Job Rotation*: Rotating employees through different roles to
broaden their skills and experience.
2. *Mentoring*: Pairing employees with experienced mentors for
guidance and support.
3. *Coaching*: Providing employees with personalized coaching to
improve specific skills.
4. *Job Enrichment*: Adding more responsibilities and challenges to an
employee's job.
## Off-the-Job Methods
1. *Classroom Training*: Providing employees with formal training
sessions, workshops, or seminars.
2. *Online Training*: Offering employees online courses, webinars, or e-
learning modules.
3. *Conferences and Workshops*: Sending employees to industry
conferences, workshops, or seminars.
4. *Self-Study*: Encouraging employees to pursue self-directed
learning through books, articles, or online resources.
## Experiential Methods
1. *Project-Based Learning*: Assigning employees to projects that
challenge them and help them develop new skills.
2. *Action Learning*: Encouraging employees to work on real-world
problems and develop solutions.
3. *Simulations*: Using simulations or case studies to teach employees
new skills and concepts.
1.1.6 IMPORTANT OF EMPLOYEE DEVELOPMENT
Organizational Benefits
1. *Improved Performance*: Employee development enhances skills
and knowledge, leading to improved job performance.
2. *Increased Productivity*: Developed employees are more efficient
and effective, leading to increased productivity.
3. *Competitive Advantage*: Organizations with developed employees
are better equipped to compete in the market.
4. *Succession Planning*: Employee development helps identify and
prepare future leaders.
Employee Benefits
1. *Career Advancement*: Employee development opportunities help
employees advance in their careers.
2. *Increased Job Satisfaction*: Developed employees are more
engaged and satisfied with their jobs.
3. *Improved Skills and Knowledge*: Employee development enhances
employees' skills and knowledge, making them more valuable.
4. *Personal Growth*: Employee development contributes to
employees' personal growth and self-improvement.
Business Outcomes
1. *Improved Quality*: Developed employees produce higher-quality
work, leading to improved customer satisfaction.
2. *Increased Innovation*: Employee development encourages
creativity and innovation, driving business growth.
3. *Reduced Turnover*: Developed employees are more likely to stay
with the organization, reducing turnover costs.
4. *Enhanced Reputation*: Organizations that invest in employee
development are seen as attractive employers.
1.6 : NEED OF THE STUDY
The main element of the study is to render a better
understanding of a concept “employee development .
To understand the employee skill development and
workplace management of karaikal co-operative milk producer’ union
limited,no.p.8
The project is useful in future expansion decisions to be taken by company
1.7 : PERIOD OF THE STUDY
❖ The study covered from 15 may 2025 to 15 june 2025
❖ Reasearch was done in organization forone month
1.8 : RESEARCH METHODOLOGY
Research methodology is used to getting pure information about the
firm predict the nature of the problem and solve it using possible decision
alternatives and variables that need to be considered
❖ The information collected by the sources of secondary data
using company report contains the employee
information and workplace development datas
❖ To determine the workforce management and employee
motivation on KARAIKAL CO-OPERATIVE MILK PRODUCER’ UNION
LIMITED,NO.P.8
1.8.1 : TYPES OF METHODOLOGY
❖ Primary data
❖ Secondary data
Primary data refers to original, raw, and firsthand information collected directly by
the researcher or investigator for a specific purpose. It is collected through:
Methods of Collecting Primary Data
. *Surveys*: Questionnaires, interviews, or online polls.
. *Experiments*: Controlled experiments to test hypotheses.
. *Observations*: Direct observation of behaviors, events, or phenomena.
. *Focus Groups*: Group discussions to gather opinions and insights.
. *Interviews*: In-depth, structured, or unstructured interviews.
1.8.3 secondary data
Secondary data refers to pre-existing, collected, and often analyzed information
gathered from external sources, such as:
ources of Secondary Data
1. *Existing Research*: Published studies, academic papers, and research
reports.
2. *Government Statistics*: Census data, economic indicators, and
demographic information.
3. *Industry Reports*: Market research reports, industry trends, and
analysis.
4. *Online Databases*: Publicly available databases, archives, and
repositories.
5. *Books and Articles*: Published books, articles, and news sources.
1.9: CHAPTER SCHEME
❖ CHAPTER – I: The First Chapter deals with Introduction & Design of the
Study. It includes Objectives, Scope, Limitation, Area, Period, Need and
Chapter Scheme.
❖ CHAPTER – II: The Second Chapter Deals with Review of Literature.
❖ CHAPTER – III: The Third Chapter deals with Anoverview of Bank Profile.
❖ CHPATER – IV: The Fourth Chapter deals with Data Analysis and
Interpretation.
❖ CHAPTER – V: The Final Chapter deals with Findings, Suggestion and
Conclusion.
