INTRODUCTION

Organization and individual should develop and progress

simultaneously for their survival and attainment of mutual goals. So every modern management has to develop the organization through human resources development. Employee training is the sub-system of Human Resources Development. After the selection of people for various jobs, the next function of management is to arrange for their training and development. This is because a person, however carefully selected is not molded to specifications and rarely meets the demands of his job adequately. Training function, in fact, has become the corner stone of sound management.

HISTORY
In the field of Human Resource Management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning and development.

Employee Development - was seen as too evocative of the who refer to their employees as "partners" or

master-slave relationship between employer and employee for those "associates" to be comfortable with.

Human

Resource

Development

was

rejected

by

academics, who objected to the idea that people were "resources" an idea that they felt to be demeaning to the individual.

Learning and Development - Eventually, the CIPD settled

upon learning and development, although that was itself not free from problems, "learning" being an over general and ambiguous name. Moreover, the field is still widely known by the other names. Training is a learning experience, in that it seeks a relatively permanent change in an individual that will improve his/her ability to perform the job. It is said that training can involve the changing skills, knowledge, attitudes or social behavior. The success of an organization ultimately depends on, how effectively how managers are able to train their subordinates. In the words of ALLEN Poorly trained people can nullify the soundest organization. Some types of training programs will helps an individual, in which way he has to live in the society and how to a qualitative life etc., Though employees are having ability to do the job well but if they are not having training to do, the organization can not get better performance from them. Therefore, training plays an important role in the productivity.

There are many external factors that influence performance of the employees and any employee does not live in the separate worlds, on inside the factory and the other outside the factory.

NEED FOR STUDY:

After employees have been selected for various positions in an organization, training them for the specific tasks to which they have been assigned assumes great importance. It is true in many organizations that before an employee is fitted into a harmonious working relationship with other employees, he is given adequate training. Training is the act of increasing the knowledge and skills of an employee for performing a particular job. The major outcome of training is learning. A trainee learns new habits, refined skills and useful knowledge during the training that helps him improve performance. It enables an employee to do his present job more efficiently and prepare himself for a higher-level job. The essential features of training may be stated thus: Increases knowledge and skills for doing a particular job; it bridges the gap between job needs and employee skills, knowledge and behaviors Focuses attention on the current job; it is job specific and addresses particular performance deficits or problems

Concentrates on individual employees; changing what employees know, how they work, their attitudes toward their work or their interactions with their co-workers or supervisors

Tends to be more narrowly focused and oriented toward short-term performance concerns.

Therefore, the training & development programs being implemented in the BPOs industry has been selected for the project study. Purpose of Training Newly recruited employees require training so as to perform their tasks effectively. Instruction, guidance, coaching help them to handle jobs competently, without any wastage. Training is necessary to prepare existing employees for higher-level jobs (promotion). Existing employees require refresher training so as to keep abreast of the latest developments in job operations. In the face of rapid technological changes, this is an absolute necessity. Training is necessary when a person moves from one job to another (transfer). After training, the' employee can change jobs quickly, improve his performance levels and achieve career goals comfortably Training is necessary to make employees mobile and versatile. They can be placed on various jobs depending on organizational needs. Training is needed to bridge the gap between what the employee has and what the job demands. Training is needed to make employees more productive and useful in the long-run. Training is needed for employees to gain acceptance from peers (learning a job quickly and being able to pull their own weight is one of the best ways for them to gain acceptance).

OBJECTIVES OF THE STUDY:

The research study is titled as A study on effectives of Training and Development program at Apex Solutions Ltd, Guntur.

To examine different

types of training programs being

conducted at Apex solutions

To measure the effectiveness of training programs in the organization

To examine to what extent the employees are using the skills learned during training period practically

To study the role of training ad development programs at Apex solutions

To elicit opinions of employees regarding the training programs

To offer suggestions for the improvement of the training and development programs

Scope of the study

The scope is limited to the Training & development programs being followed in Apex solutions. It includes the following concepts:

Training

programs

being

followed

in

the

three

divisions of Apex solutions i.e. Content solutions Engineering solutions Technology products & solutions Studies the personnel results after training. Evaluate the effectiveness of the training programs being implemented.

An in-depth study of various programs designed for the development of the personnel in the respective three divisions.

Consider the influence of organizations culture & values on the programs.

Research Methodology:

RESEARCH DESIGN: The research design for this study is descriptive in nature. A research design is purely and simply the framework or plan for a study that guides the collection and analysis of the data. The descriptive together. SOURCE OF DATA: There are several ways of collecting the data, which considerably differ in context of money, costs, time & other resource. The data is collected from primary sources and secondary sources. 1. Sources of Primary data: Primary data is collected through a Questionnaire, which consists of 25 questions about Training and Development in Apex solutions. The respondents are the employees who have already been trained or in the training process and working in the company at present. 2. Sources of secondary data: Secondary data is the data that is not gathered for the immediate study at hand, but for supportive purpose. Here the data is collected from the official records, catalogues, journals and books of the company. The reports and training material can be collected from vocational training centre. study is typically concerned with determining frequency, which somehow occurs and how two variables vary

RESEARCH APPROACH: The approach for the study is through survey method, which is carried out by using a questionnaire. RESEARCH INSTRUMENT: Questionnaire is the research instrument of the study for collecting primary data. The questionnaire used by the researcher is the structured and undisguised. In this data the questionnaire contains close ended questions. They are used to how far the training skills are being implemented, the effectives of the programs and others. CONTACT METHOD: Basically the contact method used for the study is through personal contact, through email in order to fulfill the simple random sampling process. SAMPLING UNIT: Sampling units are the respondents i.e. the employees of the organization who are being trained or completed the training program. SAMPLE SIZE:

The size of the sample used for the study is 125 respondents i.e. the employees. SURVEY AREA: The survey constitutes the employees of Apex Solutions Ltd., at Guntur. DURATION: The duration of the study is only 2 months viz., June 2010 to August 2010. STATISTICAL TOOLS USED: The analysis of the study is done by using statistical tools. The statistical tools used were, i. ii. Percentage method Bar diagrams and Pie diagrams.

ANALSYSIS OF DATA: After finishing the survey and data collection, the data is analyzed. The wide data is arranged in the form of tables. Thus, the data in tables are computed and tabulated using percentages and even represented in the form of graphs. INTERPRETATION:

The analysis of data is further elaborated in the form of findings basing on some theory, it is known as interpretation. The process of interpretation may quite often trigger off new questions, which in turn may lead to further researches.

Limitations:
Every effort has been made to attain accuracy in findings. It is imperative that some limitations can not be contained. Some of the limitations that could be traced are as follows: The study was only confined to Apex Solutions ltd, Guntur. The opinions, behavior and attitudes of the respondents

reflected in this study are restricted to the duration at the research and are subjected to change with passage of time.

Due to short duration of the study, the data presentation Responses by the respondents might be biased. Firsthand information from the HR employees could not able

may not give the true picture

to collect since they are busy or unavailable due to their busy schedule.

Secrecy, fear or threat to respond to the questionnaire.

For the above reasons the study can not give the true representation of the entire organization.

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