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PERIYAR UNIVERSITYSalem

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PROJECT REPORT

SSR College of Science, Commerce & Management Study Center: Periyar University-Salem-636011

A Dissertation Report on

Training and Development Systems

@

M/S Pragathi Consultancy Services (PCS).Submitted to Periyar University in partial fulfillment of the Requirement for

MASTER OF BUSINESS ADMINISTRATION

Under the Guidance __________________________________________________________________

Mr. Santosh Avadhani Prof.GG Pai. BA, ATI, MBACEO Faculty Guide

Pragathi Consultancy Services SSR College Bangalore. Bangalore____________

By

Sharmila Parveen(Reg No 05DBIA1047)

(2005- 2007)


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CERTIFICATE

This is to certify that the Dissertation Titled An Extensive study of

Training & Development systems at M/S Pragathi Consulting

Services . (PCS) is based on an Original Project Study conducted by

Ms. Sharmila Parveen of IV semester MBA Programme under the

Guidance of

Mr. GG Pai.

This dissertation is based on original Research and has not formed

basis for the award of any other Degree/Diploma By Periyar

University.

Mr.NN Giri

Principal SSR CollegeBangalore

SSR College of Science, Commerce & Management Study Center: Periyar University-Salem-636011.

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GUIDE CERTIFICATE

This is to certify that the Dissertation entitled An analytical

study of Training & development systemUndertaken At

M/S Pragathi Constancy Services Bangalore

Submitted in Partial Fulfillment of the Requirement for the Award of the Degree of

Master of Business Administration, Is a bonafide work carried out by

Ms.Sharmila Parveen

Reg No 05DBIA1047

Under my supervision and guidance and that no part of this report has been submitted for the award of any other Degree and the work has not been published in any scientificor popular magazines.

Prof.GG Pai. BA, ATI, MBA

Project Guide-MBASSRC Bangalore

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Bangalore

STUDENT DECLARATION

I here by declare that the project Report or the Dissertation entitled

An Study of

Training & Development system

Undertaken at

M/S PRAGATHI CONSULTING SERVICES (PCS)

Under the Guidance of

Mr. Santosh Avadhani & Prof. GG Pai. BA, ATI, MBACEO Faculty Guide

Pragathi consulting Services SSRC Bangalore Bangalore

Submitted in partial fulfillment of the Requirement for the award of the

Degree of Master of Business Administration, to Periyar University

Is the result of my own effort and has not been submitted to any other

institution for the award of any degree

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Place: Bangalore

Date: Sharmila Parveen

Reg.No05DBIA1043

ACKNOWLEDGEMENT

I am pleased to record my gratitude and sincere thanks to my guide Prof. GG Pai faculty guide, SSRC, Bangalore for his sincere guidance and valuable assistance for completing

this report.

I would like to express my sincere thanks to Mr. NN.Giri Principal SSRC Bangalore for

giving this opportunity.

I also take this moment to express my gratitude to Mr. Raghunath BV HR& Admin

Professional, Bangalore.

I am also indebted to my parents and friends for their support for completing this project

successfully.

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Sharmila Parveen Reg.No 05DBIA1047

TABLE OF CONTENTS

Particulars PageNo.

Certificate from the OrganizationCertificate from the CollegeStudent DeclarationGuide CertificateAcknowledgement

1 Introduction to Training 072 Training Objective 103 Introduction to HRM 124 Background Scenario of the Training 155 Classification of Training 226 Company Profile-PCS 317 Research & Methodology 378 Formulation of Hypotheses 409 Data Analysis 5110 Findings From the study 6711 Suggestions& Recommendations 6912 Conclusion 7113 Bibliography 7414 Annexure & Questionnaires 76

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Training is process of learning a sequence of programmed behavior. It is the applicof knowledge. It gives people an awareness of the rules and procedures to guide th

behaviors. It attempts to improve their performance on the current job and preparefor an intended job.

Need for training :

Specifically, the need for training arises due to the following reasons: To match theemployee specifications with the Job requirements and organizational Needs:Management finds deviations between employees present specifications and the jorequirements and organizational needs. Training is needed to fill these gaps bydeveloping and molding the employee skills, knowledge, attitude, behavior, etc tune of the job requirements and organizational needs as felt Glaxo India, ICICIOrganizational Viability and the Transformation Process: The primary goal of mosorganizations is that their viability is continuously influenced by environmental preIf the organization desires to adapt to these changes, first it has to train the employimpart specific skills and knowledge in order to enable them to contribute toorganizational efficiency and to cope with training in order to ensure a smooth

transformation process.Technological Advance: Every organization to survive and to be effective should athe latest technology i.e. mechanization, computerization and automation. So, theorganization should train the employees train the employees to enrich them in the of changing technical skills and knowledge from time to time. __________________________________________________________________ _ Page 8 of 80

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_______________________________________________________________________ _ Organizational Complexity: With the emergence of increased mechanization andautomation, manufacturing of multiple products and by-products or dealing in serv

diversified lines, extension of operations to various regions of the country or in ovecountries, organization of most of the companies has become complex: This createcomplex problems of co-ordination and integration of activities adaptable for andadaptable to the expanding and diversifying situations. This situation calls for trainthe skills of co-ordination, integration and adaptability to the requirements of growdiversification and expansion.Human relations: Trends in approach towards personnel management has changed

the commodity approach to partnership approach, crossing the human relations besmaintaining sound industrial relations although hitherto the managers are not accusto deal with the workers accordingly. Training in human relations is necessary to dwith human problems.

Change in the job assignment: Training is also necessary when the existing employ promoted to the higher level in the organization and when there is some new job ooccupation due to transfer. Training is also necessary to equip employees with advdisplaces, techniques or technology. Training also becomes essential when anorganization has plans for modernization.The need for training also arises to:

Increased Productivity. Improved quality of the product/service. Help a company to fulfill its future personnel needs. Improved organizational climate. Improved health and safety. Prevent obsolescence. Effect personal growth. Minimize the resistance to change and

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To act as mentor.

Training objectives

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The personnel manager formulates the following training objectives in keeping w

companys goals and objectives:To prepare the employees, both new and old to meet the present as well as thchanging requirement6s of the job and the organization.To prevent obsolescence.To impart the new entrants the basic knowledge and skills they need for anintelligent performance of a definite job.To prepare employees for higher-level tasks.

To assist employees to function more effectively in their present positions byexposing them to the latest concepts, information and techniques and develothe skills they will need in their particular fields.To build up a second line of competent officers and prepare them top occupymore responsible positions.To broaden the minds of senior managers by providing them with opportunitfor an interchange of experiences within and outside with a view to correctin

narrown3ess of outlook that may arise from over-specialization.To develop the potentialities of people for the next level job.To ensure smooth and efficient working of a department.To ensure economical output of required quality.

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To promote individual and collective morale, a sense of responsibility, co-operative attitudes and good relationships

Introduction to HRM

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Need for the Study :

Shortage of skills.Skills and knowledge people are always on short supply. Alternatively they are tooto hire from outside. The best alternative is to improve skill and knowledge of exiemployees.

Technological Obsolescence.

Growth of technology takes places very fast. This will render current technology oin the future. There is a great need to upgrade technology. This needs suitable train

Personal Obsolescence.At the time recruitment employees possess certain of knowledge and skill. As timeknowledge becomes obsolete, unless it is updated by proper training. This happens because of changes taking place in product technology, production methods, procuof better machines, setting up of modern production lines, introduction of modern

of supervision and information processing through MIS and EDO..Organization Obsolescence.

Modern management has introduced a number of innovative steps in functions of management like planning, organizing, controlling, coordinating and directing.Organization which is impervious to such changes is bound to fail and become obs __________________________________________________________________ _ Page 13 of 80

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Upgrading Ability of Threshold workers.Public policy provides reservation to disadvantaged sections of the society like

handicapped, minorities and dependents of deceased workers etc. All these are threworkers having less than minimum prescribed level of knowledge and skill. They rextensive training to bring them up to the minimum level of performance standard

Coercive training by government.In order to provide better employability chances of unemployed youth, certaingovernments taken initiative to mobilize resources available at pubic/government a

private sectors to outside candidates. One such example is the Apprentice Traininconducted by govt. of India. A part of expenditure incurred for this by private sectoreimbursed by government.

Human capitalThe latest thinking is to treat employees as human capital. The expenditure involtraining and developments are now being considered as an investment.

Environmental Influences on HRM: Since 1930s, certain developments took place,which greatly contributed, to the evolution and growth of Human Resources Mana(HRM). These developments are given below:

Scientific ManagementLabour Movements

Government Regulations.Evolution of HRM

Personnel functions: Till 1930s, it was not felt necessary to have a separate disciplineof management called Personnel management. In fact, this job was assigned as pthe factory manager. Adam Smiths concept of factory was that it consists of threeresources, land, labour and capital. This factory manager is expected to procure,

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_______________________________________________________________________ _ Process and peddle labour as one of the resources. The first time when such a speperson was used; it was to maintain a buffer between employer and employee

meet the legitimate need of employees. However, it is the employer who decidedis legitimate need of employees. In fact, the specialist person was more needed prevent unionization of employees. This was the case before 1930-s all over the Earlier references: In western countries HRM had its primitive beginning in 1930s. Nmuch thought was given on this subject in particular and no written records or docinteresting to note HRM concepts was available, in ancient philosophies of Greek, and Chinese. This is not to suggest that industrial establishment and factories syste

is known today, existed in ancient Greece, India or china. The philosophy of mana.

BACKGROUND SCENARIO TRAINING

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William James of Harvard University estimated that employees could retain th jobs by working at a mere 20-30 percent of their potential. His research led him to believe that if these same employees were properly motivated, they could work at 90% of their capabilities. Behavioral science concepts like motivation and enhance productivity could well be used for such improvements in employee output. Traini

could be one of the means used to achieve such improvements through the effectivefficient use of learning resources.

Training and development has been considered an integral part of any organizasince the industrial revolution era. From training imparted to improve mass producnow training employees on soft skills and attitudinal change, training industry has long way today. In fact most training companies are expecting the market to doublthe year 2007, which just means that the Indian training industry seems to have comage.

Organization and individual should develop and progress simultaneously for thsurvival and attainment of mutual goals. So, every modern management has to dev __________________________________________________________________ _ Page 16 of 80

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_______________________________________________________________________ _ the organization through human resource development. Employee training is the mimportant sub-system of human resources development. Training is a specialized fu

and one of the fundamental operative functions for human resources management.

The market is unofficially estimated to be anywhere between Rs 3000 crores an6000 crores. What is surprising is that the Indian companies. Perception regardingcorporate training seems to have undergone a sea-change in the past two years, witcompanies realizing it to be an integral part of enhancing productivity of its personWhile MNC.s with their global standards of training are the harbingers of corporat

training culture in India, the bug seems to have bitten most companies aiming atincreasing their efficiency.

According to Ms Pallavi Jha, Managing Director, Walchand Capital and Dale CaTraining India, "The Indian training industry is estimated at approximately Rs 3,00crores per annum. The NFO study states that over a third of this is in the area of beand soft skills development. With the exponential boom in the services sector and temergence of a full-fledged consumer-driven market, human resources have becomkey assets, which organizations cannot ignore. With soft skills training gaining so mmomentum, it.s imperative to understand if it serving the right purpose or not. With background, I plan to research if training indeed is proving to be effective in the behavioral area.

The following steps must form the basis of any training activity: Determine the training needs and objectives. Translate them into programs that meet the needs of the selected trainees. Evaluate the results.

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_______________________________________________________________________ _ There are few generalizations about training that can help the practitioner. Trainingshould be seen as a long term investment in human resources using the equation gi

below:Performance = ability (x) motivation

Training can have an impact on both these factors. It can heighten the skills and abof the employees and their motivation by increasing their sense of commitment andencouraging them to develop and use new skills. It is a powerful tool that can havemajor impact on both employee productivity and morale, if properly used.

Scope of Human Resource Management

The Scope of HRM is in deed fast. All major activities in the working life of worker from time of his entry in an organization until he / she leaves, come under t preview of HRM. Specifically, the activities included are Human Resource planninanalysis and design, Recruitment, Selection, Orientation and placement, Training adevelopment, Performance appraisal and Job evaluation, employee and executiveremuneration and communication, employee welfare, safety and health, industrialrelations and the like.HRM is becoming a specialized branch giving rise to a number of specialized area

Staffing Welfare and Safety Wages and Salary Administration Training and Development Labour Relations

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Objectives of the HRM are to secure the following: -

1. Industrial peace: This is secured by excellent union management relations, healinter-personal relationships, and promoting participative management style and goindustrial and labour relations.2. Achieve High Productivity: The underlying objective brings to increase the quor volume of the product or service for a given input, productivity improvement programme is very significant in a competitive environment.3. Better quality of working life of employees: This involves both intrinsic and ex

factors connected with work.4. Obtain and sustain competitive advantage through empowerment : continuousimprovement and innovative steps being the two essential ingredients to achieve ansustain competitive advantage, todays industriesare knowledge based and skill intensive.5. Cordial relationship between the employer and employees.6. Personnel research functions.7. Proper orientation and introduction to the new employees.

What is Training?

Training is the act of increasing the knowledge of an employee for doing a

particular job. -Edwin B Flippo

Training is process of learning a sequence of programmed behavior. It is the applicof knowledge. It gives people an awareness of the rules and procedures to guide th

behaviors. It attempts to improve their performance on the current job and preparefor an intended job.

What is Development?

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_______________________________________________________________________ _ Development is a related process. It covers not only those activities which improve

job performance but also those which bring about growth of the personality.

Training a person for a bigger and higher job is development, this process includesnot only imparting skills but also certain mental and personality attributes.

Need for training :

Specifically, the need for training arises due to the following reasons: Tmatch the employee specifications with the Job requirements andorganizational Needs: Management finds deviations between employe

present specifications and the job requirements and organizational neeTraining is needed to fill these gaps by developing and molding theemployee skills, knowledge, attitude, behavior, etc to the tune of therequirements and organizational needs as felt Glaxo India, ICICIOrganizational Viability and the Transformation Process: The primarygoal of most of the organizations is that their viability is continuouslyinfluenced by environmental pressure. If the organization desires to adto these changes, first it has to train the employees to impart specific sand knowledge in order to enable them to contribute to organizationalefficiency and to cope with training in order to ensure a smoothtransformation process.Technological Advance: Every organization to survive and to be effectshould adopt the latest technology i.e. mechanization, computerizationautomation. So, the organization should train the employees train theemployees to enrich them in the areas of changing technical skills and

knowledge from time to time.Organizational Complexity: With the emergence of increasedmechanization and automation, manufacturing of multiple products an by-products or dealing in services of diversified lines, extension of

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operations to various regions of the country or in overseas countries,organization of most of the companies has become complex: This crea

the complex problems of co-ordination and integration of activitiesadaptable for and adaptable to the expanding and diversifying situationThis situation calls for training in the skills of co-ordination, integratioand adaptability to the requirements of growth, diversification andexpansion.Human relations: Trends in approach towards personnel management hchanged from the commodity approach to partnership approach, crossi

the human relations besides maintaining sound industrial relationsalthough hitherto the managers are not accustomed to deal with theworkers accordingly. Training in human relations is necessary to deal whuman problems.

Change in the job assignment: Training is also necessary when theexisting employee is promoted to the higher level in the organization awhen there is some new job or occupation due to transfer. Training is anecessary to equip employees with advanced displaces, techniques or technology. Training also becomes essential when an organization ha plans for modernization.

The need for training also arises to: Increased Productivity. Improved quality of the product/service. Help a company to fulfill its future personnel needs. Improved organizational climate. Improved health and safety. Prevent obsolescence.

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Effect personal growth. Minimize the resistance to change and To act as mentor.

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Classification of Training

There are a number of training methods available. Use of particular methods depenthe trainees viz., worker, supervisor, and manager. Basically these methods can beclassified into following broad categories:

On the job trainingOff the job training

In regard to employees, other than managers (executives following are the methodtraining:

On the job training

1. Apprenticeship training.

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_______________________________________________________________________ _ 2. Job instruction training (JIT).

Off the job training

1. Class room lectures.2. Conferences/seminars.3. Group discussions/case study analysis.4. Audio visual/film shows.5. Simulation/Computer modeling.6. Vestibule training.

7. Programmed instructions (PI).8. Games and Role-playing.

On The Job Training:

Apprenticeship Training:Skilled worker and apprenticeship training. The duration of the course/training depon the nature of trade and desired skill level. Apprenticeship training is normally gartisans, electricians, plumbers, bricklayers and the like. The duration normally varfrom 2 to 5 years. This should not mix up with government sponsored ApprenticeTraining for unemployed youth certain underdeveloped nations like India.Apprenticeship training is carried out under the guidance and intimate supervision master craftsmans/expert worker/supervisor. During apprenticeship training periodtrainee is paid less than that of a qualified worker.

Job Instruction Training(JIT):

During Second World War, Allied Forces experienced acute shortage of skilled craand able supervisors. Special training programme was initiated on warfootings. Sptraining. Training within industry(TWI) was one such programme. JIT was part of

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_______________________________________________________________________ _ JIT was intended for developing efficient supervisiors. JIT proved very effective anextremely popular.

Off The Job Training:

Class Room Lectures:This is the simplest form of training. This is a best form of instruction when the intis to convey information on rules, regulations, policies, and procedures. This form suited on imparting knowledge on theory and concepts. Lecture form has limited s

when the objective is to improve the skill level of trainees. Another advantage is thcan be used effectively even when numbers of trainees. Another advantage is that i be used effectively even when numbers of trainees are more. It also saves time. Madisadvantage is that it involves passive participants of trainees and depends on abilteacher to a great extent.

Conferences, Seminars and Workshops:This is a formal method of arranging meeting in which in which individuals conferdiscuss points of common interest for enriching their knowledge and skill. This is aactivity. It encourages group discussion and participation of individuals for seekingclarifications and offering explanatations and own experiences. It is a planned activwith a leader/ moderator to guide the proceedings, which is focused on agreed agen points prefixed during planning of such conferences. There are 3 variations nearlyDirected conferences, Training conference and seminar/workshops.

Audio/Visual and film shows:

In order to improve understanding, audio-visual aids considered very useful andsometimes inescapable to demonstrate operation of a machine or explain a processAudio visual and film shows can supplement the efforts of lecturing and improveeffectiveness.

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Group Discussions and Case study analysis:

Christopher Langdell initially introduced case study method at Harvard Law Schoo1880s. The principle used is experience is the best teacher. Here several empiricstudies are examined in details to find out commonalities to derive general principlThis method has, however, limited use for workers but better use for supervisiors. case of workers , one area of importance in this method is that of quality control .The case study is based upon the belief that managerial competence can best atta

through the study, contemplation and discussion of concrete cases.

Simulation/Computer Modelling:

Any training activity in which actual working environment is artificially created asand realistic as possible, is called simulation training. Case study analysis experimexercises, game playing, computer modeling and vestibule training etc. come undcategory. When using computer-programming method artificially creates workenvironment, we call it computer modeling.

Vestibule Training :

In vestibule training, employees are trained on the equipment they are employed, btraining is conducted away from the place of work. For training a machineshop ope

a vestibule or separate room is arranged for training in which all necessary equipmmachines required in an actual machineshop are duplicated.

Programmed instruction:

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_______________________________________________________________________ _ Programmed instruction is a structured method of instruction aided through texts,handouts, books, and computer aided instructions(CAI) . In this case the instructio

material and information is broken down in meaningful units and arranged in a prosequence to form a logical method of learning package, the learning ability is testeevaluated in real time basis.

Retraining:

Technology is advancing at a very rapid pace. Hence obsolescence is a major probfixed by individual workers. Second problem faced by the workers are the introduc

automation. Loyal workers of long service, suddenly find themselves useless to thecompany. There are many instances of protests and fear by many workers in varioufields like railways, posts and telegraphs, LIC, Banking etc.. Phases of training:

The various steps involved in the design and development of training programme particularly for the employees are:

1) Identification of training needs of employees2) Planning of training programme3) Preparation of trainees4) Implementation5) Evaluation

The last stage in the training programme process is the evaluation of results this is main part to know the effectiveness/determines the results of the training program

Benefits of training

How Training Benefits the Organization :

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Leads to improved profitability and/or more positive attitudes toward profitsorientation

Improve the job knowledge and skills at all levels of the organizationImprove the morale of the workforceHelps people identify with organizational goalsHelps create a better corporate imageFosters authenticity, openness and trustImproves the relationship between boss and subordinateAids in organizational developmentLearns from the traineeHelps prepares in guidelines for workAids in understanding and carrying out organizational policiesProvides information for future needs and all areas of the organizationImproves labor management relationsHelps prepare guidelines for workOrganization gets more effective decision making and problem solving skillsAids in development for promotion from withinAids in developing leadership skills, motivation, loyalty, better attitudes andothers aspects that successful workers and managers usually display.Helps keep costs in many areas, e.g. production, personnel distribution etcDevelops a sense of responsibility t the organization for being competent andknowledgeable.

Benefits to the individual which in turn ultimately should benefit the organization :Helps the individual in making better decisions and effective problem solvin

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Through training and development, motivational variables of recognition,achievement, growth, responsibility and advancement are internalized and

operationalised.Aids in encouraging and achieving self-development and self-confidence.Provides information for improving leadership, knowledge, communication and attitudes.Increases job satisfaction and recognition.Moves a person towards personal goals while improving interactive skills.Provides the trainee an avenue for growth and a say in his/her own future

Develops sense of growth in learning.Helps a person develop speaking and listening skills: also writing skills wheexercises are required.Helps eliminate fear in attempting new tasks.

Benefits in personnel and Human Relations, Intragroup and intergroup relations

and policy implementations:

Improves communication between groups and individuals.Aids in orientation for new employees and those taking new jobs through traor promotion.

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_______________________________________________________________________ _ IMPEDIMENTS TO EFFECTIVE TRAINING :

There are impediments which can make a training programme ineffective:Management commitment is lacking and uneven: Most companies do not spmoney on training. Those that do tend to concentrate on managers, techniciaand professionals. The rank and file workers are ignored. This must change a result of rapid technological change, combined with new approaches toorganizational design and production management, workers are required to lthree types of new skills:

(I)the ability to use technology.(ii) the ability to maintain it.(iii) the ability to diagnose system problems.

In an increasingly competitive environment, the ability to implementrapid changes in product and technologies is often essential for economicviability.Aggregate spending on training is inadequate: companies spend misuscule otheir revenues on training. Worse still, budget allocation to training is the firsitem to be cut when a company faces financial crunch.Educational institutions award degrees but graduates lack skills: This is thereason why business must spend vast sums of money to train workers in basiskills. Organizations also need to train employees in multiple skills. Manage particularly at the middle level, need to be retrained in team-playing skills,entrepreneurship skills, leadership skills and customer oriented skills.Large scale poaching of trained workers: Trained workforce is in great dema

Unlike Germany, where local business groups pressure companies not to poacompanys employees there is no such system in our country. Companies in country, however insist on employees to sign bongs of tenure before sendinthem for training, particularly before deputing them to undergo training in fo

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countries. Such bonds are not effective as the employees or the poachers are pay the stipulated amounts as compensation when the bounds are breached.

No help to workers displaced because of downsizing: Organizations aredownsizing and de-layering in order to trim their workforces. The govt shouapart certain fund from the national renewal fund for the purpose of retraininrehabilitating displaced workers.Employers and B schools must develop closer ties: B schools are often seennot responding to labour-market demands. Business is seen as not communicits demand in B schools. This must change.

Organised labour can help: organized labour can play a positive role in imptrainng to workers. Major trade unions in our country seem to be busy inattending to mundane issues such as bonus, wages, settlement of disputes anlike. They have little time in imparting training to their members.

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Company Profile

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Pragathi Consultancy Services

Young and very experienced - that's probably the best way to describe us !

Pragathi helps companies in searching, selecting and managing the ever-valuable hassets. Formed in 2005, PCS enjoys an enviable reputation for deliveringefficient, effective and professional solutions to meet our IT and ITES clientdiverse recruitment needs. We guide the candidates too about the bestopportunities in the marketplace, and constantly advise them in their career progression.

Pragathi Consulting brings valuable experience to benchmark, revise, implement a preach the best practices of recruiting to our clients. We will conduct business and process reviews to assess what works and what doesn't within the client's uniquecorporate environment.Pragathi Consulting will implement methods to decrease the joining time, reduce tcost-per-hire, and propose tailored solutions to streamline your recruitment processservices give you the opportunity to focus your expertise where it counts - on your business endeavors. Our goal is to ensure that our clients succeed in meeting their goals with cost-effectiveness in mind.Our recruitment performance consulting services are designed to help take your coto the next level of recruitment capability. Our recruitment consultants are all senio

recruiters with years of IT and software experience in recruiting, screening, and hirtechniques that produce lasting results in IT sector.

At PCS, we energetically strive to deliver the best employment options for greatcompanies and the associates we place within them. We serve best and respected

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_______________________________________________________________________ _ companies by sending them the highest-quality individuals for temporary, temp-to-and full-time positions.

Companies make Pragathi their first choice for full-time, direct hire, temp-to-hire atemporary employment agencies because we're at the forefront of the ever-changinstaffing industry. We meet our clients' needs - precisely, quickly and cost-effectivelwith the finest talent.

Adopt a "Do what it takes to get the job done

Human Resource Management in PCS :

Personnel/Human Resource of an undertaking is its important constituent.Efficiency, Profitability and in fact the very existence of the undertaking will depenthis constituents. Co-operation and dedication in performance on the part of its perends in the accomplishment of its objectives. Therefore human resource is of immeimportance since it involves matters such as identifying, placing, evaluating, anddeveloping individuals at work and maintaining effective multilateral communicatisystems. Human resources along with financial and material resources contribute t

production of goods and services in an organization.. In short HRM may be definethe art of procuring, developing and maintaining competent workforce to achieve tgoals of an organization in an effective and efficient manner.

Clints:

Skilled, experienced, high-quality professionals are always at a premium and thecompetition to acquire such individuals will always be fierce, especially in these btimes. At Pragathi, we believe that by fostering a positive, professional and attracticulture, we are able to attract these candidates on behalf of our clients.Relationships are at the core of our business. To successfully match candidates to cwe believe we have to look at more than a resume.We prefer for our consultants to meet with clients at their offices. This allows us toan insight into a client's working culture, as well as taking a detailed brief about thcompany and the position they wish to fill.

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_______________________________________________________________________ _ Our candidates are our product and we want our product to be the best. We attract prospective applicants through advertising, and intensive searching and selection t job portals, and our in-house databases, and will invite only those we judge to be osuitable quality to interact with one of our consultants for private interviews. At thi point, our consultants will add a comprehensive report to the candidate's applicatioWe use self developed enterprise recruitment software, enabling us to conduct acomprehensive search of our candidate database for the criteria specified by our clWe also have the latest skills testing software to validate the candidate's proficiencexperience on all the major software technologies. We can assist in managerial aptand psychometric tests too.Only candidates who complete our rigorous selection process will be entered into orecords and considered for a specific role or other appropriate appointments. We doadd everyone we meet to our books.For additional information, prior to interviews, clients are provided with our consuinitial interview reports. Interviews usually take place at the client's offices, but if required, we are happy for our clients to make use of our offices.

About HR Team:Well Trained Staff of Four Professionals, and 2 of Business unit HR Professional, another Two for Training and HR operations.

HR Team:PCS also had on Excellent HR and Development team of 50+ man power Strengththe world.

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Organization Chart of Technical Team

Training in PCS :

Training is the most important activity and plays an important role in thedevelopment of human resources. To put the right man at the right task with thetrained personnel has now become essential in todays Globalized Market. Noorganization has a choice on whether or not to develop employees. Thereforetraining has nowadays become an important and required factor for maintainingand improving interpersonal and inter group collaboration. Our approach totraining must be to increase productivity and profitability and secondly toinitiate personal growth and development.

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HR

Intigrated QC

Java Team Dot net Team Testing Team TSR Group

Admin DeptFinance

VP- Operations

Marketing


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Registered Corporate office

Pragathi Consultancy Services,

#331,1st floor, 8th Cross

Aavalahalli Extn, BDA LayoutGirinagar

Bangalore - 560085.

INDIA

Performance of PCS in last 2 years:

Sl.No Particulars 2005 - 06 2006 - 071 Customers 26.57 lakhs 35.44 lakhs2 Revenue Demand 25 crores 40 crores3 Revenue Collection 15 crores 18 crores8 T & D Losses 28% 23.88%9 External Trainings 15% 12.5%

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Research & Methodology

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The Training programme plays an important role in increasing the knowledge and an employee for doing a particular job. Training is a short term educational procesutilizing a systematic and organized procedure by which employees learn technicalknowledge and skills for a definite purpose and then reward the employees based o

performance through performance appraisal system after the training programme aconducted. Therefore the study is completely based on the training and developme programmes conducted in PCS .

Objectives of the study

To analyze the training methods followed in PCS its merits pitfalls.To put forward suggestions and recommendations in the Training methodsfollowed in the organization.To analyse whether the training has reached the employees.

The purpose of the study is to understand the training and development programme followed in PCS. The methodology evolves from the objectivesof the project and involves collecting primary and secondary data.Research Design

The research design adopted is descriptive research design. It involves fact-findingInquiries of different kinds etc. The researcher has a wide variety of methods to coeither singly or in combination. They can be grouped as1. Primary source of data

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_______________________________________________________________________ _ 2. Secondary source of dataFor this dissertation the data was collected from both the sources.

Primary data Data is made available through interview and questionnaires.Appointments were with scientists and interviews were conducted. Questionnaires prepared for trainers and trainees to know the methods adopted by the organization

Secondary data Data were collected from documents, records, Journals, Internet, te books and company past records etc.

Sampling unit/Target group

The respondents were Linemen, Assistant Executives /Junior Executives, Senior Assistants /Assistant etc.

Sample size

As the name indicates, sample size refers to the number of respondents or the size sample, which is to be surveyed. Here the sample size taken for the study was 40.

Sampling procedure

It refers to the definite plan adopted by the research for obtaining the data from therespondents; the technique adopted here is to gather data from sampling unit,questionnaire method and interview.

Statistical tools usedThe various statistical tools for the analysis and interpretation of data are simple percentage method and Pie charts.Percentage was calculated for each factor as per the below shown formula

Number of respondents in favour of X 100 __________________________________________________________________ _ Page 40 of 80

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Percentage = ----------------------------------------------------------Total number of respondents

FORMULATION OF HYPOTHESIS

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The hypothesis has been to analyze the effectiveness of training programme conduin the company i.e. it analyzes the effective training methods and techniques adopachieve the organizational goals.

Tools used for testing of hypothesis

A Hypothesis is the tentative explanatation for something. It frequently attempts toanswer the questions How and Why at one level, hypothesis simply suggests h particular variable is related.

At a more theoretical level hypothesis may offer a reason for the way that particulavariable was selected generally speaking, it is a logically organized set of propositiwhich serves to define the events describe the relationships among these events anexplains the occurrence of these events.By hypothesis we mean a statement hypothesis testing deals with a procedure, whiaspects or rejects the hypothesis.The two hypothesis are :

NULL HYPOTHESIS

It states there is no significance difference between the sample value and populatiovalue. This means that the observe difference is clue to the random fluctuations Hodenotes the null hypothesis. __________________________________________________________________ _ Page 42 of 80

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_______________________________________________________________________ _ ALTERNATIVE HYPOTHESIS

In case the null is rejected, we should have the alternate hypothesis to accept altern

hypothesis denoted accordingly.

Types of Errors

While testing hypothesis, there are four possible combinations between the populavalue and sample value. The four combinations are:Hypothesis is true & test accepts it.Hypothesis is true & test rejects it. (Type 1 error)

Hypothesis is false & test accepts it. (Type 2 error)Hypothesis is false & test rejects it.

Level of significance

It is nothing but the probability of rejecting a true hypothesis and denoted by .1- gives the level of confidence of the experiment in taking the decision. It is alw preferable to keep the level of significance at a low percentage. It means that we shnot reject a true hypothesis. represents the risk of accepting a false hypothesis 1-called the power of the test.

Acceptance region

This represents the region with in which the calculated of the statistics must lie to athe null hypothesis. If calculated value lies in this region then the null hypothesis wrejected.

Hypothesis testing procedure :1. Set up a null hypothesis denoted by Ho this means there is no significant differe between sample value and population value. In case if Ho is rejected we must havealternative hypothesis.2. Select the level of significance. __________________________________________________________________ _ Page 43 of 80

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_______________________________________________________________________ _ 3. Select an appropriate distribution for the test, which is known as test hypothesis distribution generally used are normal distribution students t distribution, Fisher

distribution or chi-square distribution.

4. Calculate the necessary values from the given data for the test.5. Make conclusion from testing. If calculated value is less than the tabulated velse Ha is accepted and Ho is rejected.

Test of Hypothesis

Whether the training and development activities has reached the employees or not Efforts are made in the study for proving the following hypothesis.

Information:

Sample size : 40 Number of respondents for YES : 38 Number of respondents for NO : 2

Assumptions:

The test is at 5% level of significance.It is assumed that out of total population 5% of the respondents will respond negatSuch a test for attributes are one tailed on the basis of the above assumptions Null hypothesis = Ho = Training and development activities has not reached theemployees effectively.Alternative hypothesis = Ha = Training and development activities has reached th

employees effectively. Test statistic Zcal = p-P

PQ nwhen n = sample size

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p = Population proportionP = sample proportion

Q = Significance

Given:p = 38/40 = 0.92P = 95% = 0.95Q = 1-P = 1-0.95 = 0.05n = 40

Therfore,

Zcal = p-PPQ/n

= 0.950.05/40= 0.03

Zcal = 0.92-0.950.03

Ztab = 1.96Conclusion

Zcal < ZtabTherefore , we can infer that training and development activities has reached theemployees effectively.

Limitations of the study

1. The time duration was very short, to complete the study in the stipulated time.2. The study is purely confined to PCS and based on the facts and data provided bycompany. __________________________________________________________________ _ Page 45 of 80

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_______________________________________________________________________ _ 3. Due to time and financial constraints it was possible to interview 40 respondethough we selected 60 respondents. However, adequate representation was given fo

categories of employees and officers.

TRAINING IS REQUIRED TO ACHIEVE THE FOLLOWING:

Growth, Expansion and ModernizationTo increase productivity and profitability, reduce cost and finally enhance skand knowledge of the employee.To prevent obsolescence.

To help in developing a problem solving attitude.To give people awareness of rules and procedures.To make people more competent .To make personnel become committed to their job resulting in pro activenesTo make people trust each other more.

KEY ASPECTS OF HRD TRAINING IN PCS:

Learning and Development Leadership, Management Training Setting training and learning at the right level Training Needs Analysis (TNA) Train the Trainer

Training categories :

Training is being imparted to the following categories of employees regularly. Attenders/Office Boys Drivers/Watchmens Overseers/meter readers

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Software Engineer/Sr.Software Engineer. Jr. Engineer/ / Sr.Engineer/Technical Architect. Assts.Mgr / Sr. Manager All women employees. AVP/VP

Training Methods adopted in PCS:

Classroom lectures:

Arranging classroom lecture to the participants which do not involve much participexcept some questions from participants. This is suitable for large audience.Talk:

Incorporates variety of techniques, allows participation and discussion from traineeSuitable for groups of not more than 20. Lack of participation may reduce it to a leDiscussion:

Knowledge, ideas and opinions on a subject exchanged freely. Suitable where

information a matter of opinion. Helps change attitudes and provide feedback tothe instructor on application. Some trainees may become entrenched about there behaviour rather than change it.

Role-play:

Trainees asked to enact role they would be called upon to play in the job. Suitable subjects where near-to-life practices in the training situation is helpful. Very usefu building confidence to handle real problem. Case study:A history of some event or set of circumstances with the relevant details examinedtrainees. It provides opportunities for exchange of ideas and consideration of possisolutions.

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_______________________________________________________________________ _ Exercise:

Trainees asked to undertake a particular task leading to a required result following

laid down steps. May be used to discover trainees existing knowledge. Can be posindividuals or to the groups. Suitable for situations where the trainees need to pracBehavioural and attitudinal training - Key factors

Stress management Health & eating the right food Attitude & motivation Team work Role play Leadership and decision making. Effects of bad habits. Attitude and Motivation Communication skills Leadership training Decision making and multi tasking Presentation skills Communication Skills Man Management skills.

Technical Training :

Energy Audit, AT & C Losses ES & D Code and Electrification of Layouts Works unit and Field works, Preventive Maintenance Safety Devices and Proper usage at working places. Rural Management System Fire fighting training for the cadre of linemen.

Job training Key factors :

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Company accounts IE ACT 2003 and ERC Filing Budget and Budgetary control Revenue Reforms Meter & Meter Testing Safety aspects and procedures ES & D Code RLMS, Distribution losses, Energy audit, Field works

Apprentice Training Key factors :

The HRD Training centre have also providing training to the apprentice as p policy of Government of Karnataka since 1st October 2005 and have trainednos. of apprentices.

About 200 nos. of Graduates and Diploma holders have been allotted under apprentice act by GOI Regional centre, Chennai have been deputed to variouCircles, Divisions and Subdivisions.

Training to other utility:

The HRD Training centre have also provided training to 260 nos. of PWD Enginee per the request of Public Work Department of Karnataka.

Training sessions

Training sessions are being continuously held at the hrd centre right frtime to time.

HRD training commences at 9.30 am everyday and ends at 6.00 pm. Basic aim of the HRD centre is to make the employees more effective

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_______________________________________________________________________ _ Training schedules:

Training is conducted in different batches : Assts/JR.Assts/Meter Readers/Daftary/Overseers: Total 3 days Job Training : 2 days (Internal Trainers) Attitude and Behavioural Training : 1 day (External Trainers) Lineman Cadre (i) Attitudinal and Behavioural Training : 2 days (External Trainers)(ii) Job Training : 1 day (Internal Trainers)

Attenders and Drivers

(i) The Training is only for one day devoted to Attitudinal and Behaviouralaspects.

(ii) A special one day workshop was conducted for all women employeesin batches, on stress management, arising out of dual responsibilities.

Proposed training schedules :

As existing3 days: as proposed5 days

2 days Behavioural training is proposed for all cadres excluding linemen. For linemen cadre, 3 day behavioral training is proposed. One day field training is also proposed for all the batches. The timings for the training sessions 9.30 a.m. to 4.00 p.m.

(The participants are finding it difficult to concentrate after the lunch hour) Brain storming sessions proposed on the last halfday.

Second phase of HRD Training1. The first phase of HRD training is completed for all employees of PCS.2. The second phase training is now commenced.3. M/S.Expert solutions is conducting training for the employees in Chitradurga zo4. M/S.Shine is conducting training for the employees in Kolar circle. __________________________________________________________________ _ Page 50 of 80

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Training needs of the year 2007-08

Accounts :

Financial accounting packages - accounts related matters with the proper accounting packages and proper utilization of these packages.Cash management systems different collection agencies and mechanisms and

accounting thereof.Sub-divisional revenue accountinglatest amendments to the ES&D Code anvarious acts.Costing conceptSystem Auditing.Establishment matters .Various taxes and duties and all related matters.

Meter reading, MRI downloading , reading of MT reports, Backbilling.Material Audit.

Feedback

Feedback forms are being given to all the trainees on the last day of training. The Attitudinal and Behavioural programme is the highlight of the 3 days tra

- to increase the duration for a further period of 3 days.

M/S. Parimala Consultants the faculty conducting the Attitudinal andBehavioural programmes regularly for the linemen cadre - very well preparetheir involvement is total.

SWOT analysis - motivation to work on strengths and weaknesses to becom better human beings.

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In the study as said overly 40 respondents were interviewed and analysis were drawthe basis of their opinions.

TABLE 1: EMPLOYEES INTEREST IN TYPE OF TRAININGPARTICULARS NO. OF RESPONDENTS PERCENTAGE

ON THE JOB 34 85%

OFF THE JOB 6 15%

TOTAL 40 100%

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85%

15%

ON THEJOB

OFF THEJOB

From the Table1 and graph, it reveals that 85% of employees are interested in on-thand only 15% of the employees are interested in off-the-job.

TABLE 2: METHODS OF TRAINING ADOPTED IN THE ORGANISATION

PARTICULARS NO. OFRESPONDENTS PERCENTAGE

REFRESHER 4 10%

SENSITIVITY 1 2.5%

CONVERGENT 4 10%LATESTTECHNOLOGY 8 20%

CEP 23 57.5%

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10%3%

10%

20%57%

REFRESHER

SENSITIVITY

CONVERGENT

LATESTTECHNOLOGY

CEP

The above stated training are the main training programmes conducted in theorganization, from the above Table2 and graph 57% of the employees have attendei.e. continuous education propgramme, 20% of them have attended latest technolog10% for both convergent and refresher training and Refresher training and only 2.5have attended Sensitivity training.

TABLE 3: OPININON OF EMPLOYEES IN CONTEXT TO TRAININGPROGRAMME

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

INTRAPERSONAL 1 5%

INTERPERSONAL 12 30%

TECHNICAL 26 65%

TOTAL 40 100%

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30%

65%

5%INTRAPERSONAL

INTERPERSONAL

TECHNICAL

From the above Table3 and graph, it is highlighted that 65% of the employees opintraining is helpful for their technical activities, 30% of the employees opine traininhelpful for interpersonal activities and only 2.5% said training is helpful for intrapeactivities.Hence, the organization should also give priority for conducting training programm

which can enhance the intrapersonal activities.

TABLE 4: SATISFACTION OF ENVIRONMENT DURING THE TRAININGPERIOD


YES 38 95%

NO 12 5%

TOTAL 40 100%

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95%

5%

YES

NO

From the above Table4 and graph, it can be viewed that 95% of the employees arecomfortable during the training programme, and only 5% are not comfortable durintraining period.Thus most of the employees are comfortable during the training programme.

TABLE 5: SATISFACTION ABOUT YHE TRAINING PROGRAMME

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

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YES 36 90%

NO 4 10%TOTAL 40 100%

90%

10%

YES

NO

From the above Table5 and graph, it is analysed that 90% of the employees are satiwith the training programme they had and only 10% are not satisfied with the train programme.Thus it can be concluded that most of the employees are fully satisfied with the tra programme conducted by the organization.

TABLE 6: PLACE OF THE EMPLOYEES GETTING TRAINEDPARTICULARS NO. OF PERCENTAGE

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RESPONDENTS

WORK SHOP 2 5%

CLASS ROOMS 16 39%

CONFERENCE HALL 9 23%OUTSIDE THEESTABLISHMENT 13 33%

TOTAL 40 100%

5%

23%

33%

39%

WORK SHOP

CLASS ROOMS

CONFERENCEHALL

OUTSIDE THEESTABLISHMENT

The above are the places were the training are held, from the graph it is viewed thaof them were trained in work shops, 39% in class rooms, 23% in conference hall, 3them outside the establishment. __________________________________________________________________ _ Page 59 of 80

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TABLE 7: OPININON OF EMPLOYEES ABOUT TRAINERS


1. QUALIFIED &EXPERIENCED 20 50%2. SKILLFUL &KNOWLEDGEABLE 5 11%

3. ENCOURAGEDCLASS PARTICIPATION 1 3%

ALL(1+2+3) 14 36%

TOTAL 40 100%

50%

11%3%

36%

QUALIFIED &EXPERIENCED

SKILLFUL &KNOWLEDGEABLE

ENCOURAGEDCLASSPARTICIPATION

ALL

From the Table7, it is analysed that 50% of the employees view their trainers as quand experienced, 12.5% of them are skillful and knowledgeable, 3% of them encou

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_______________________________________________________________________ _ class participation and other 36% said trainers are qualified & experienced, skillfulknowledgeable, and also encouraged class participation.

TABLE 8: BEHAVIOURAL ASPECTS OF THE TRAINERSPARTICULARS NO. OF RESPONDENTS PERCENTAGE

IMPARTIAL 4 10%

RUDE 0 0%

FRIENDLY 28 28%

EASY GOING 8 20%TOTAL 40 100%

0%

17%

49%

34%

IMPARTIAL

RUDE

FRIENDLY

EASYGOING

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From the above graph and Table8 it reveals that 10% of the employees feel that tra

were impartial, 70% feel that trainers were friendly, 20% feel they were easy goingfinally employees feel none of the trainers were rude that is 0%.

TABLE 9: TRAINING CONDUCTED IN PCS

PARTICULARS NO. OF RESPONDENTS PERCENTAGEFORTNIGHTLY 0 0%MONTHLY 16 40%

QUARTERLY 4 10%

HALF YEARLY 1 3%

ANNUALLY 19 47%

TOTAL 40 100%

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3% 10%

40%47%

MONTHLY

QUARTERLY

HALFYEARLY

ANNUALLY

From the above Table9 it reveals that, when all training courses are held, 40% of tsaid the fact that courses are conducted monthly, 2.5% for half yearly, 10% for qua47.5% for annually.The table clearly indicates that most of the training programme were conductedmonthly(40%) some of the training programs are conducted even once in a year(47The table further reveals that no training programms is been conducted with a perioduration of a fortnight.

TABLE 10: DURATION OF THE TRAINING PROGRAMME


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ONE DAY 1 3%

2-3 DAYS 4 10%ONE WEEK 22 55%

FORTNIGHT 13 33%

TOTAL 40 100%

3% 10%

54%

33% ONE DAY

2-3 DAYS

ONE WEEK

FORTNIGHT

As regards the duration of the training programme, 2.5% of the employees said it wheld for one day, 10% said for 2-3 days, 55% said training takes place for a week,

TABLE 11: EMPLOYEE OPINION ABOUT THE TYPE OF TRAINING PARTICULARS NO. OF PERCENTAGE

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RESPONDENTS

WORK SCHEDULE 6 15%PERFORMANCEAPPRAISAL 2 5%

CONTINOUS LEARNING 18 45%

ALL 14 35%

TOTAL 40 100%

15%

5%

45%

35%

WORKSCHEDULE

PERFORMANCE APPRAISAL

CONTINOUSLEARNING

ALL

From the Table11, it is highlighted, 15% of the employees said training as a part ofwork schedule, 5% of them for performance appraisal, 45% of them for continuouslearning and 35% of them vote for all.

TABLE 12: IS ORGANIZATION CONDUCTING PRE-TEST & POST-TESTPARTICULARS NO. OF RESPONDENTS PERCENTAGE

YES 4 10%

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NO 36 90%

TOTAL 40 100%

10%

90%

YES

NO

From the Table12, it is analysed that the organization is not conducting regularly th

test and the post-test.It is most surprising fact inspite of its existence in the field for more than 3-4 decadnot taking interest in the pre-test and pro-test because out of 40 respondents 36respondents i.e. 90% of respondents opine that the pre and pro-test are not conduc

TABLE 13: FEEDBACK OF THE TRAINING

PARTICULARS NO. OF PERCENTAGE

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RESPONDENTS

YES 38 92%

NO 2 8%

TOTAL 40 100%

8%

92%

YES

NO

From the above Table13 it is analysed that 92% of the employees expressed that th performance are evaluated and the feed back is given, the remaining 8% expressednegative answer. It is one of the important aspects of HRD is that identification of type of the training requirements of the employees and also to evaluate their perforof the trained workers during their post period .It can be emphasized that the training component of the organization gives importafor getting the feedback about the impact of the training programme on the employ

TABLE 14: SELF EFFICACY INCREASED BY THE TRAINING PROGRAMM

PARTICULARS NO. OF PERCENTAGE

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RESPONDENTSYES 35 87%

NO 5 13%

TOTAL 40 100

13%

87%

YES

NO

From the above table 87% of the employees opine is that there is an increase in theimprovement and the remaining 13% have not noticed any improvement.

TABLE 15: EMPLOYEES CONCERN TOWARDS TRAINING ENCHANCMENTHE FOLLOWING AREAPARTICULARS NO. OF RESPONDENTS PERCENTAGE __________________________________________________________________ _ Page 68 of 80

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_______________________________________________________________________ _ 1. OPERATIONALSKILLS 5 13%2. EFFICIENCY 10 25%3. BEHAVIOUR 2 5%4. COMMUNICATIONSKILLS 2 5%5. TEAM BUILDING 4 10%ALL(1+2+3+4+5) 17 42%TOTAL 40 100%

13%

25%

5%5%10%

42%

OPERATIONALSKILLSEFFICIENCY

BEHAVIOUR

COMMUNICATION SKILLSTEAM BUILDING

ALL

It is seen from the graph that ,training has enhanced in the following areas like 12.operational skills for few employees, 25% in efficiency for others, 5% in Behaviouothers, 5% in communication, 10% in team building for few employees and other 4feel that training has enhanced them for all the areas stated.

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Findings from the study

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The data collected and analyzed and general observation has proven that Pra

Consultancy Services (PCS). Has done remarkable job in its Human resourcedevelopment.

The main findings are as follows:

1. Each and every employee is well prepared to meet todays challenges.2. The organization gives encouragement in career planning for every employ3. There are employees in all experience level in the organization.4. The internal department of core competencies and continuous process

improvements has made PCS. One of the most exciting Staffing companies work for.

5. The management showing their full efforts for the growth of PCS.6. The company is having skilled employees who can give prime solutions to

clients more effectively.

7. The management is showing there individual attention to each and everyemployees for their betterment and to groom there skills.

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Suggestions & Recommendations

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Determine the training needs through job description, performance appraisal potential appraisal and discussion with employees.Prepare a training calendar in discussion with the managers concerned.Define the training objectives specifically.

Determine the criteria of need for nomination of employees for training.Select the efficient faculty.Ensure that the management commits itself to allocate major resources andadequate time to training.Ensure that training contributes to competitive strategies of the firm. Differestrategies need different HR skills for implementation. Let training helpemployees at all levels and acquire the needed skills.

Ensure that a comprehensive and systematic approach too exists, training anretraining are for all levels of employees.Make learning one of the fundamental values of the company. Let this philos percolate down to all employees in the organization.Ensure that there is proper linkage among organizational, operational andindividual needs.Create a system to evaluate the effectiveness of training.

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Conclusion

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The Training Can be effective with the following, In India on the Job Training is

important.

Determine the training needs through job description, performance appraisal

potential appraisal and discussion with employees.Prepare a training calendar in discussion with the managers concerned.Define the training objectives specifically.Determine the criteria of need for nomination of employees for training.Select the efficient faculty.Ensure that the management commits itself to allocate major resources andadequate time to training.

Ensure that training contributes to competitive strategies of the firm.Different strategies need different HR skills for implementation. Let trainingemployees at all levels and acquire the needed skills.Ensure that a comprehensive and systematic approach too exists, training anretraining are for all levels of employees.Make learning one of the fundamental values of the company. Let this philos percolate down to all employees in the organization.

Ensure that there is proper linkage among organizational, operational andindividual needs.Create a system to evaluate the effectiveness of training.

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_______________________________________________________________________ _ Change in the job assignment: Training is also necessary when the existing employ promoted to the higher level in the organization and when there is some new job o

occupation due to transfer. Training is also necessary to equip employees with advdisplaces, techniques or technology. Training also becomes essential when anorganization has plans for modernization.

The need for training also arises to:

Increased Productivity.

Improved quality of the product/service. Help a company to fulfill its future personnel needs. Improved organizational climate. Improved health and safety. Prevent obsolescence. Effect personal growth. Minimize the resistance to change and To act as mentor.

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BIBLIOGRAPHY

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HUMAN RESOURCE AND PERSONNEL MANAGEMENT

BY K. ASWATHAPPA

PERSONNEL MANAGEMENT AND I

hr%20project-trg%20%26%20devlopment recuritment project.doc

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