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INTRODUCTION

INTRODUCTION
I am student of MBA 2nd Year from DNS, Amroha my summer training project report topic Training & Development at Shri Venkateshwara University, Gajraula. In this project I have tries to analysis training & development needs of the employees of Shri Venkateshwara University, Gajraula Training: In the present industrial era, it is necessary to raise the skill levels and increase the versatility and adoptability of employees. Inadequate job performance a decline in productivity or changes resulting out of job redesigning or a technological break -through require some type of training and development efforts. As the jobs become more complex, the importance of employee development also increases in a rapidly changing society. "Employee training and development is not only an activity that is desirable but also an activity that an organization must commit resources to if it is to maintain a viable and knowledgeable work force." Thus it shows that training and development has been becoming more and more important par of any industrial undertaking. Moreover management ability does not come automatically. It comes slowly and gradually from training experience and growth, since the days of the early Management pioneers, training has been recognized as vital and legitimate area of corporate concern. Definition of Training: Following are some of the major definitions given by various scholars: According to Flippo," Training is the act of increasing the knowledge and skill of an 2

employee for doing a particular job According to lucius, "The term training is used to indicate only a process, by which the aptitudes, skills and abilities of the employees to perform specific jobs are increased." Characteristics or Nature of Training On the basis of different given by various scholars and on the basis of general knowledge the following facts can be presented about the nature or training and its characteristics: Expense on Training is investment and not wastage: The most important characteristics of training is that expenditure incurred on it is investment and not wastage. In other words the expenses on training of employees will be a recurring advantage for the enterprises for a long run, which will be in the form of an increased efficiency of the employees. It relates to special jobs: The purpose of training is not to increase the general knowledge of the employees but to make them proficient or skillful in a special job. It is beneficial both to the organization and the employees: Training is a process which benefits both the organization and the employees. on the one hand ,the dream of the enterprise to have more production is fulfilled, and on the other hand, because of increased proficiency the employee get better remuneration by increasing production in less time. Because of a decrease in the numbers of accidents their life is also safe and secured. Training is a continuous process Training is not a process which can give all the knowledge to an employee regarding a 3

particular work for all time to come. Whenever some new procedure, and new technology are adopted in the enterprise, training becomes imperative.

Development: Employee development and training software helps companies invest in their people so that they will be ready for the challenges of the future. By making career and personal development more relevant, timely, and social, you can redefine your approach to employee development and training for increased engagement. Development program activities become relevant and timely when they are embedded within goal, succession, and career plans. Taleo performance review integration ensures that development plans are revisited regularly and are tied to employee career successes. Social networking tools enable your people to create, share, and rank development activities that unlock the hidden knowledge within your organization. With Talent Intelligence, you can identify and address skill gaps and ensure that employees are guided to the right development activities.

Difference between Training and Development: Basis Meant for Focus Scope Goal Initiated by Content Time- frame Training Operatives Current job Individual employee Fix current skill deficit Management Specific job related information Immediate Development Executives Current and future jobs Work group or organization Prepare for future work demands The Individual General Knowledge Long term

Table-1 IMPORTANCE :

BENEFITS OF THE BUSINESS Trained worker works more efficiency.

BENEFITS OF THE EMPLOYESS Training makes an employee more useful to a firm. Hence he will find employment more easily.

They use machines tools, materials in a Makes employees more efficient and properly is thus eliminated to a large effective. extent. Fewer accidents, Trained worker need Training enables employees to secure not be put under close supervision as promotions easily. they know how to handle operations properly. 5

Training makes employees more loyal It can enable employees to cope up with to an organization. They will less in organizational client to leave the unit where there is changes. growth opportunity. social & technological

Table-2

Need for Training Training is needed to serve the following purposes:. Newly recruited employees require training so as to perform their tasks effectively.

Training is necessary to prepare existing employees for high level jobs. 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 to make employees mobile and versatile. Training is needed to bridge the gap between what the employees have and what the job demands. Training is needed to make employees more productive and useful in long run. Training Methods There is a range of teaching methods available to the trainer. Each method has its advantages & disadvantages in terms of the objective of a particular training programme or training situation. The differences between the training methods lie mainly in terms of the trainees personal involvement or participation in the process of learning. This can be represented on a continuum from least to highest involvement. It is difficult to establish

whether one method of instruction is superior, in every way, to another method. Each method of instruction has its use in a training programme. The choice of method is a matter of experience & competence of the instructor. It is also a matter of his judgments of how much & what a particular group of trainees could learn from using one method or another. However, in management training the principal problem is not how to deal with specific subjects & functional areas. It is much more important to: Explain the relationship between various functions of the enterprise & highlight the complex character of the management process; Help participants not to take a one-function & over-simplified approach to multidimensional situations in business organizations.(one-function approach means marketing man viewing everything from marketing point of view, production man viewing everything from production point of view etc.) Promote general management skills, which essentially lie in an inter-disciplinary systems approach to management. In simple words, training and development refers to the imparting of specific skills, abilities, knowledge to an employee. A formal definition of training and development is determined as follows: It is any attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. The need for training and development is determined by the employees performance deficiency, computed as follows: 7

We can make a distinction among training, education and development. Such distinctions enables us to acquire a better perspective about the meaning if the term training. Which refers to the process of imparting specific skills, Education, on the other hand is confined theoretically learning in classroom To distinct more, the training is offered in case of operatives whereas development programs are conducted for employees at higher levels. Education however is common to all the employees.

Inputs in Training and Development


Any training and development programme must contain inputs which enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into the distant future. The inputs of training and development are as follows: 1) Skills 2) Education 3) Development 4) Ethics 5) Attitudinal Changes 6) Decision making and problem solving skills 1) Skills

Training is imparting skills to the employees. A worker needs skills to operate machines, and use other equipments with least damage and scrap. This is basic skills without which the operator will not function. There is also a need of motor skills or psychomotor skills as they are refer to performance of specific physical activities .These skills involve learning to move various parts of their body in response to certain external and internal stimuli. Employees particularly like supervisors and executives, need interpersonal skills mostly know as people skills. These skills helps a person understand oneself and others better and act accordingly. Examples of interpersonal skills include listening. Persuading and showing an understanding of others feelings

2) Education The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. That any training and development programme must contain an element of education is well understood by the HR specialist. In fact, sometimes, organizations depute or encourage employees to do courses on a part time basis. Chief executive officers (CEOs) are known to attend refresher course conducted in many Business schools. The late Manu Chabria, CMD, Shaw Wallace, attended such a two month programme at the Harvard business school. Education is more important for managers and executives than for lower-cadre workers. 3) Development

Another component of a training and development programme is development which is less skill oriented but stress on knowledge. Knowledge about business environment, management principles and techniques, human relations, specific industry analysis and the like is useful for better management of a company. Development programme should help an employee to be a self-starter, build sense of commitment, motivation, which should again helps him being self generating. It should make their performance result oriented and help them in being more efficient and effective. It should also help in making the employee sensitive towards the environment that is his work place and outside. This programme should keep the employee aware of him i.e. his potentials and his limitations. Help him see himself as others see him and accept his self image as a prelude to change. It helps teach an individual to communicate without filters, to see and feel points of view different from their own. Also helps them understand the powers in their hands and thereby develop leadership styles which inspire and motivate others. And finally helps install a zest for excellence, a divine discontent, a nagging dissatisfaction with the status quo. 4) Ethics There is a need for imparting greater ethical orientation to a training and development programme. There is no denial of the fact that ethics are largely ignored in businesses. They are less seen and talked about in the personnel function this does not mean that the HR manager is absolved if the responsibility. If the production, finance or marketing personnel indulge in unethical practices the fault rest on the HR manager. It is his/her duty to enlighten all the employees in the organization about the need for ethical behavior. 5) Attitudinal Changes 10

Attitudinal represents feelings and beliefs an individual towards others. Attitudes affect motivation, satisfaction and job commitment. Negative attitudes needs to be converted into positive attitudes. Changing negative attitudes is difficult because of (1) Employees refuse to change (2) They have prior commitments and (3) Information needed to change attitudes may not be sufficient. Attitude must be changed so that the employee feels committed to the organization and give better performance. 6) Decision making and problem solving skills Decision making and problem solving skill focus on methods and techniques for making organizational decision and solve work related problems. Learning related to decision making and problem solving skills seeks to improve trainees abilities to define and structure problems, collect and analysis information, generate alternatives. Training of this type is typically provided to potential managers, supervisors and professionals

Importance of Training and development for the organization


There are many benefits of Training and Development to the organization as well as employee. We have categorized as under 1) Benefits for the organization 2) Benefits for the individual 3) Benefits for personnel and human relation, intra group and internal group relation and policy implementation 1) Benefits for the organization a) Improves communication between group and individuals. 11

b) Aid in orientation of new employee and those taking new job through transfer or promotion. c) Provides information on equal opportunities and affirmative action. d) Provides information on other government laws and administration policies. e) Improve interpersonal skills. f) Makes organizational policies, rules and regulations viable. g) Builds cohesiveness in group. h) Provides a good climate for learning, growth and co ordination. i) Makes the organization a better place to work and live. 2) Benefits for the individual a) Helps and individual in making better decision and effective problem solving. b) Through training and development, motivational variables of recognition achievement, growth, responsibility and advancement are internalized and operationalised. c) Aid in encouraging and achieving selfdevelopment and self confidence. d) Helps a person handle stress, tension, frustration and conflict. e) Provides information for improving leadership, knowledge, communication skills and attitudes. f) Increases job satisfaction and recognition. g) Moves a person towards personal goals while improving interactive skills. h) Satisfies personal needs of a trainee. i) Provides the trainee an avenue for growth in his or her future. j) Develops a sense of learning. k) Helps eliminate fear in attempting new task. 12

l) Helps a person improve his listening skill, speaking skills also with his writing skills. 3) Benefits for personnel and human relation, intra group and internal group relation and policy implementation a) Improves communication between group and individuals. b) Aid in orientation of new employee and those taking new job through transfer or promotion. c) Provides information on equal opportunities and affirmative action. d) Provides information on other government laws and administration policies. e) Improve interpersonal skills. f) Makes organizational policies, rules and regulations viable. g) Builds cohesiveness in group. h) Provides a good climate for learning, growth and co ordination. i) Makes the organization a better place to work and live.

Training Process
The steps of Training Process are as under: a) Organizational objectives and strategies The first step in the training process is an organization in the assessment of its objectives and strategies. What business are we in? At what level of quality do we wish to provide this product or service? Where do we what to be in the future? Its only after answering these and other related questions that the organization must assess the strength and weakness of its human resources. b) Needs assessment

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Needs assessment diagnoses present problems and future challenge to be met through training and development. Needs assessment occurs at two levels i.e. group level and individual level, an individual obviously needs training when his or her performance falls short or standards that is when there is performance deficiency. Inadequate in performance may be due to lack of skills or knowledge or any other problem. The following diagram explains performance deficiency Performance Deficiency Lack of skills other causes Or knowledge Training Non training measures c) Training and development objectives once training needs are assessed, training and development goals must be established. Without clearly-set goals, it is not possible to design a training and development programme and after it has been implemented, there will be no way of measuring its effectiveness. Goals must be tangible, verifying and measurable. This is easy where skilled training is involved d) Designing training and development program Who are the trainees? Who are the trainers? What methods and techniques? What is the what are the where to conduct level of training principles of learning the program e) Conducting training activities Where is the training going to be conducted and how? At the job itself. 14

On site but not the job for example in a training room in the company. Off site such as a university, college classroom hotel, etc. f) Implementation of the training programme Program implementation involves actions on the following lines: Deciding the location and organizing training and other facilities. Scheduling the training programme. Conducting the programme. Monitoring the progress of the trainees. g) Evaluation of the results The last stage in the training and development process is the evaluation of the results. Since huge sums of money are spent on training and development, how far the programme has been useful must be judge/determined. Evaluation helps determine the results of the training and development programme. In the practice, however organizations either overlook or lack facilities for evaluation.

Methods of training
A multitude of techniques are used to train employees. Training techniques represent the medium of imparting skills and knowledge to employees. Training techniques are means employed in the training methods. They are basically of two types.

1) Lectures It is the verbal presentation of information by an instructor to a large audience. The lecturer is presumed to possess knowledge about the subject. A virtue in this method is that it can be 15

used for large groups and hence the cost of training per employee is very low. However, this method violates the principle of learning by practice. Also this type of communication is a one-way communication and there is no feedback from the audience because in case of very large groups it is difficult to have interactive sessions. Long lectures can also cause Boredom. 2) Audio Visuals This is an extension of the lecture method. This method includes slides, OHPs, video tapes and films. They can be used to provide a range of realistic examples of job conditions and situations in the condensed period of time. It also improves the quality of presentation to a great extent. 3) On- the Job- Training It is used primarily to teach workers how to do their present jobs. Majority of the industrial training is on the job training. It is conducted at the work site and in the context of the job. Often, it is informal, as when experienced worker shows a trainee how to perform tasks. In this method, the focus of trainers focus is on making a good product and not on good training technique. It has several steps; the trainee first receives an overview of the job, its purpose and the desired outcomes. The trainer then demonstrates how the job is to be performed and to give trainee a model to copy. And since a model is given to the trainee, the transferability to the job is very high. Then the employee is allowed to mimic the trainers example. The trainee repeats these jobs until the job is mastered. 4) Programmed Instruction (PI) In this method, training is offered without the intervention of the trainer. Information is provided to the employee in blocks, in form of books or through teaching machine. After 16

going through each block of material, the trainee goes through a test/ answers a question. Feedback in the form of correct answers is provided after each response. Thus PI involves: Presenting questions, facts, and problems to the learner. Allowing the person to respond Providing feedback on the accuracy of the answers If the answers are correct, he proceeds to the next block or else, repeats the same. However it is an impersonal method and the scope of learning is less as compared to other methods of training. Also the cost of preparing books, manuals and machinery is very high. 5) Computer Assisted Instruction (CAI) This is an extension of the PI method. In this method, the learners response determines the frequency and difficulty level of the next frame. This is possible thanks to the speed, memory and the data manipulation capabilities of the computer. 6) Simulation It is any equipment or technique that duplicates as nearly as the possible the actual conditions encountered at the job. It is an attempt to create a realistic for decision-making. This method is most widely used in Aeronautical Industry. 7) Vestibule Training This method utilizes equipment which closely resembles the actual ones used in the job.It is performed in a special area set aside for the purpose and not at the workplace. The emphasis is placed on learning skills than on production. It is however difficult to duplicate pressures and realities of actual situations. Even though the kind of tension or pressure may be the same but the employee knows it is just a technique and not a real situation. Also the

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employees behave differently in real situations than in simulations. Also additional investment is required for the equipment. 8) Case study It is a written description of an actual situation in the business, which provokes the reader to think and make decisions/ suggestions. The trainees read the case, analyze it and develop alternative solutions, select the best one and implement it. It is an ideal method to promote decision making skills. They also provide transference to an extent. They allow participation through discussion. This is the most effective method of developing problem solving skills The method /approach to analysis may not be given importance. Many a times only the result at the end of the case may be considered and not the line of thinking to approach it. This is a major disadvantage since case studies must primarily be used to influence or mend the attitude or thinking of an individual. 9) Role Playing and Behavior Modeling This method mainly focuses on emotional (human relation) issues than other ones. The essences are on creating a real life situation and have trainees assumed parts of specific personalities (mostly interchanged roles of boss and subordinate to create empathy for one another). The consequence is better understanding of issues from the others point of view. Concept of Behavior Modeling: Fundamental psychological process by which new patterns of behavior can be acquired and existing ones can be altered. Vicarious process learning takes place not by own experience but by observation or imagination of others action.

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It is referred to as copying, observational learning or imitation implying that it a behavior is learned or modified through observation of others experiences. This change may be videotaped and showed to the trainee and he can review and critique it. It also helps him see the negative consequences that result from not using the behavior as recommended. 10) Sensitivity Training It uses small number of trainees usually less than 12 in a group. They meet with a passive trainer and get an insight into their own behavior and that of others. These meetings have no agenda and take place away from the workplace. The discussions focus on why participants behave the way they do and how others perceive them. The objective is to provide the participants with increased awareness of their own behavior, the perception of others about them and increased understanding of group process. Examples: Laboratory training, encounter groups. Laboratory training is a form of group training primarily used to enhance interpersonal skills. It can be used to develop desired behaviors for future job responsibilities. A trained professional serves as a facilitator. However once the training is over employees get back to being the way they are. 11) Apprenticeships and Coaching It is involved learning from more experienced employee/s. This method may be supplemented with other off-the-job methods for effectiveness. It is applied in cases of most craft workers, carpenters, plumbers and mechanics. This approach uses high levels of participation and facilitates transferability. Coaching is similar to apprenticeships. But it is always handled by a supervisor and not by the HR department. The person being trained is 19

called understudy. It is very similar to on the job training method. But in that case, more stress is laid on productivity, whereas here, the focus is on learning. In this method skilled workforce is maintained since the participation, feedback and job transference is very high. Immediate returns can be expected from training almost as soon as the training is over the desired outcomes can be seen in the trainee.

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OBJECTIVE OF THE STUDY

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OBJECTIVE OF THE STUDY

The following training objectives in keeping with the companys goals & objectives:1. To prepare employees for higher level tasks. 2. To prepare them to occupy more responsible positions. 3. To develop the potentialities of people for the next level job. 4. To promote individual and collective morale, a sense of responsibility, co-operative attitudes and good relationships. 5. To evaluate the training and development efficiencies of University. Shri Venkateshwara

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SCOPE & IMPORTANCE

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SCOPE & IMPORTANCE

2.1 HUMAN RESOURCES DEVELOPMENT Introduction Human resources can be viewed as the sum of knowledge, skills, attitudes, commitment, values and the like of the people of an organization. Development is acquisition of capabilities that are needed to do the present job, or the future expected job. Human Resources Development (HRD) is a positive concept in human resources management. It aims at overall development of human resources in order to contribute to the well-being of the employees, organization and the society at large. Simply stated, HRD is the process of helping people to acquire competencies. HRD has become a major subsystem of human resources management. John Ingalls observed the necessity for the emergence of HRD thus: The 1980s will be the decade in which personnel as it has traditionally been known may cease to exist. He outlined the problems faced by traditional personnel function thus: 1. 2. 3. Not being respected by members of management. It has no unique technology to drive it forward. It doesnt know how to appeal to new worker values.

Hence, he says the new concept which can solve the above problem in HRD. HRD enables employees to sharpen their capabilities and serve the organization in a more productive manner. Further human beings also have a need to develop themselves professionally. 24

Development of their capabilities keeps themselves professionally. Development of their capabilities keeps them psychologically vital. This development needs to be mention in terms of making it with organizational requirements. According to Lippitt the HRD system depends on: Work itself which generate a higher degree of responsibility for the employees. The individuals personal and professional growth. The improved quality output as a result of increased responsibility. Organization as an open system.

The HRD system should be such that it should maintain all people involved. It should develop newer and creative qualities in employees. Career Planning and Development It would be useful to make new employees aware of the various phases of development in the company and plan their specific career paths with senior employee. Necessary help can also be given to those employees who may find it difficult to cope with realities in beginning. Many seminars may be held on career planning for this purpose. In its first seminar, the Shri Ram Centre for Industrial Relations and Human Resources held in 1981, recommended that the employees should be able to convey their goals clearly to the management. This is very sensitive concept as it succinctly brings out the joint responsibility of the individuals as well as the enterprises in formulating policies regarding career planning and development. The organization on its part should try to identify the goals and aspirations of the individual employees, their development needs and try to match with the available 25

opportunities for implementing schemes of career planning, a various measures have been recommended in the seminar. These are: 1) Setting up manpower planning cells in each enterprise. 2) Job analysis and job descriptions in respect of all categories of posts. 3) Appraisal system. 4) Job rotation. 5) Training & development etc. 6) 2.3.5 Feedback and Counseling If proper climate for the skill of providing critical and supportive feedback to the employees by the boss is not organized, HRD becomes a fruitless experience. The differences between self-assessment and superiors assessment should be discussed and a programme for further development of the employees should work out jointly. Feedback and counseling subsystems includes performance feedback, potential feedback, career opportunities feedback etc. Feedback should be given through counseling sessions. It should enable the individual to identify his strengths and weaknesses so that he will plan a career that suits his potentials. The assessment-centre approach aims at giving such a feedback through simulation exercises and discussions. In certain organizations where assessment is not in existence, the management should use some mechanisms to give feedback to the individuals. Communication of feedback should also be done properly, failing which all the lofty aims of feedback may be lost in wildness. Research and Organizational Development Research is a vital input for any organization intending to scale new height continually. It is only through research, organizations find the need for change in them to cope with the 26

conditions leading to their development. Research and organizational development are clubbed together as one subsystem of HRD mainly because organizational development depends on the results of the research carries out from time to time. This system aims developing and maintaining an active profile of organizational health, conflict resolution helping department/ units self-renewal leading to overall development of the organization. Research can also be done on the trends that develop other subsystems. Data Storage System A Data Storage System provides complete information about the skills, capabilities, biographic data, performance appraisal ratings, potential appraisal rating, training data etc. of every individual in the organization. Good maintenance of data will help in the development of human resources systematically, identifying people having the required qualities whenever a vacancy arises. Every organization should take steps in maintaining personnel inventory for this purpose. Importance of the Training+ 3.1 IMPORTANCE OF TRAINING

TRAINING APPLICATIONS LEADERSHIP DEVELOPMENT: In the organizations effected by rapid change the need for leadership is greater than ever from the individuals responsible for his or her own career to the executive responsible for many. Leadership development is where people learn how to be master of change.

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EXECUTIVE DEVELOPEMNT: It is a primary lever that a CEO uses to create and execute the companys vision, values and strategies. The mission of executive development is to develop the organizations leaders, so that the strategic development of whole company follows. MANAGEMENT DEVELOPMENT: Management development is the education; training and knowledge transfer of those individuals who are defined as managers by their respective organizations. To develop the best managers and to ensure competitive position training is important. SUPERVISOR DEVELOPMENT: The supervisory management force, holds the power to turn on-or-off the productivity of the organizations, Their efforts ultimately ignite or diffuse the productive spirit of more than 70 million employees who generate the nations output of goods and services. Without training a good supervisor development cannot be implemented. CAREER DEVELOPMENT: It is a continuous involving the individuals participation in his or her own performance, professional growth and development, which cannot be done by proper training.

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3.2 IMPORTANCE OF EMPLOYEES TRAINING 1) Reduction in cost of production: Efficient workers do their work in the best possible manner. They make the maximum utilization of material and machines. Thus, the cost of production is reduced. 2) Maximum Utilization Of Materials And Machines: Training teaches the employees of the enterprise the method of doing their job in the best possible manner. As a result of it they make the best possible utilization of the material and machines of the enterprise available to them. 3) Minimum possibility of accidents: Trained workers know the methods of doing their jobs in the required manner. They know how to use the machines in the best possible manner. It reduces the possibility of accidents to the minimum. 4) Stability in organisation: Training brings stability in the organization, because it reduces the rate of absenteeism and labor turnover. It enables the workers to do their works in the absence of any supervision. It brings stability in the organization. 5) High Moral: As the trained workers are capable in doing their jobs inmost suitable manner and can understand the procedures and methods easily, it increases their morale. It gives them satisfaction in their work.

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6) Improvement in the quality and quantity of production: Training improves the efficiency of worker, which increases the quantity of production and improves its quality. 7) Difference between efficient and Inefficient employees: Training provides an opportunity to evaluate the ability and capability of all the employees. An efficient employee learns the methods to do a work efficiently while an inefficient employee learns the methods to do a work very lat 8) Minimum need of supervision: A trained worker can do job himself efficiently. Thus, the training reduces the need of supervision to minimum. 9) Helpful to managers: As there is minimum need of supervision, it helps the managers of the enterprise to concentrate upon the important problems of enterprise. They have not to waster their valuable time on supervising the workers. 10) Increse in understanding: Trained workers can learn the methods and procedures quickly. Training improves the power of understanding among them. They can follow the technical attitudes and changes themselves easily and quickly.
3.3TRAINING FOR DIFFERENT EMPLOYEES

The employees who are to be trained can be of different types and each type would require a different type of training. 1) Unskilled workers are given training in improved methods of handling machines and materials. The objective here is to secure reduction in cost of production and waste. Immediate superior officers give training on the job itself. 30

2) Semi-skilled workers require training to cope with requirements arising out of adoption of mechanization and technical processes. It may be given in the section or department of the workers or in the segregated training shops. 3) Skilled workers are given training through apprenticeship in training centers or in the industry itself. 4) Salesmen are trained in the art of salesmanship, in handling customers, planning their work and facing challenges of market place 5) Supervisory staff constitutes a very important link in the chain of the administration. They have to cope with increasing demands of the enterprise in which they are employed and to develop team spirit among people under their charge. A training programme for them should aim at helping the supervisor to improve their performance, and to prepare them for assuming greater responsibilities at higher levels of management.

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LITERATURE REVIEW

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LITERATURE REVIEW
The evolution of every organization towards the changes being offered in the international creates a great impact in the life of the business. Through the various technologies and application of an innovative system, continuous product development and immense services offered, there is no doubt that the business tycoons in today valued the importance of their resources and knowledge. Aside from the form of the new driven technology, the business leaders also believe in the ability and capacity of the natural resources the people. The human resource department or the HRD is the only one department wherein a good decision is being carried out from the start of their hiring process up to the point of the promotion and retention. Their planning and organizational model of application is affected through the series of changes that might affect the entire business. Still, the propellers look to the department as one of the most essential part of the organization. One purpose of HR is to produce a talent that would be fit in the needs of the organization and be suitable the human knowledge in their position. The idea of having a right people in the right position is not impossible through the integration of the training. Training and development of the employees depends on how well the organization wants to achieve their full potential. Different organizations encourage the human resource management to involve every employee into assessment. As a result of the assessment, the HR and business leaders can decide on whom among their people needs to undergo in intensive training. In the meantime, the employee belong the training program have the natural feeling of anxiety because it is new to their everyday task (Meek, 2007). Most of the 33

employees look forward to the training to build their career path. Training is also available for the corporate leaders to recognize the importance of their control and leadership style in managing their organization (Portway and Lane, 1994). However, the development of the employees should also begin form the employees own initiative to improve. The essence of training is not that effective if there is no application on the side of the employees. Training and development is a call of the organizations need for the effectiveness most especially in the establishing a strong foundation of the customer relationship (Shea, 2008). The responsibility of the training facilitators is to encourage the development in the employees and casting out the doubts and anxiety, and build the sense of the responsibility of the employees (Rexam, 2007). Due to the high competency available in the market, the usual employee performance should place on the level where the people can accommodate the flow of the changes. The harmony of the people working under the umbrella of the organization is an advantage for the company. But this harmonization of the people will not last for long and there will be challenges that might create affect the members and leads to its own destruction. Through the awareness of the business leaders that the globalization and international threats can affect the performance of their entire organization, the areas of training were emphasized (Juere, 2009). Business leaders are always looking forward for the success of the organization and therefore, they should create a kind of strategy that can endure the midst of challenges (Meek, 2007). Historically, the training suggests that there are benefits that the training might deliver in the entire organization. One inevitable result is the improvement or the increase in the level of performance of the people. Another is the minimization of the organizational cost and the capacity of the employees to answer the consumer needs (Shea, 34

2008). There are many other results which are all advantageous for the organization. Also the business leaders or the business managers are not exempted in the area of training. People, as the key for the organization, are the main target of the training therefore the training among the business leader help them provide the valid reason in creating the appropriate decision for the entire organization or/and have a great impact on their managerial skills and styles (Johnson, 2001; Farvaque, et al., 2009). The training suggests that there is an assurance that the employees can create another milestone that is very beneficial to the entire organization. Tailing the training is the idea of development that can be in many ways and can be applied in many areas.

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INDUSTRY PROFILE

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INDUSTRY PROFILE
Uttar Pradesh is home to some of the best universities in India and in the world offering an array of courses in various disciplines. IIT Kanpur, Banaras Hindu University, Aligarh Muslim University, University of Allahabad, Indian Veterinary Research Institute, IMT Gaziabad are some of the universities and institutes in Uttar Pradeshoffering the best courses and research options for students. 1. Aligarh Muslim University 2. Allahabad Agricultural Institute 3. Babasaheb Bhimrao Ambedkar University 4. Banaras Hindu University 5. Bhatkhande Music Institute 6. Bundelkhand University 7. Central Institute of Higher Tibetan Studies 8. Ch. Charan Singh University 9. Chandra Shekhar Azad University of Agriculture & Technology 10. Chhatrapati Shahu Ji Maharaj University 11. Chhatrapati Shahuji Maharaj Medical Uni 12. Dayalbagh Educational Institute 13. Deendayal Upadhyaya Gorakhpur University 14. Dr. Bhim Rao Ambedkar University 15. Dr. Ram Manohar Lohia Avadh University 16. Gautam Buddha University 17. Gurukula Kangri Vishwavidyalaya 37

18. Indian Institute of Information Technology 19. Indian Institute of Technology Kanpur 20. Indian Veterinary Research Institute 21. Institute of Management Technology Ghaziabad 22. Integral University 23. Jagadguru Rambhadracharya Handicapped University 24. Jaypee Institute of Information Technology (JIIT) 25. King George's Medical University 26. M.J.P. Rohilkhand University 27. Mahatma Gandhi Kashi Vidyapeeth 28. Motilal Nehru National Institute of Technology 29. Narendra Deva University of Agriclture & Technology 30. Sampurnanand Sanskrit Vishwavidyalaya 31. Sanjay Gandhi Postgraduate Institute of Medical Sciences 32. Sardar Vallabh Bhai Patel University of Agriculture & Technology 33. Shobhit University 34. U.P. Rajrarshi Tandon Open University 35. U.P. King George's University of Dental Science 36. University of Allahabad 37. University of Lucknow 38. Uttar Pradesh Technical University 39. V B S Purvanchal University

38

COMPANY PROFILE

39

COMPANY PROFILE

Shri Venkateshwara University is the outcome of the dream of a visionary who had a desire to create an education system where even a deprived background student will get equal opportunity and motivation to learn and receive education in order to become an achiever par excellence. The dreamer, our Founder Chancellor, Shri Sudhir Giri, an Engineer by profession, a down to earth person with human values by childhood and family experience, an achiever and leader, an educational entrepreneur, knows how to translate his dream to reality. He analyzed and observed very keenly the changing global scenario and its demand on education system especially the applied sciences, including management and technical education. With this in mind, a world class facility had been created in Gajraula to develop products to be the most integrated and well tuned professionals, technocrats who will serve the society with dedication, value and proper mindset. Shri Venkateshwara University is strongly wedded to orienting education capable of meeting the rapidly changing needs and challenges of the universe at large and of India in particular. The University education is an organized attempt to help people become intelligent, self reliant, able to face real life situation and have an economic and ethical relevance to the society. We at Shri Venkateshwara University evolved and adopted the teaching programs, requiring the students to undergo the rigor of the professional world in 40

forms as well as in substance providing them an opportunity to apply their class-room knowledge to live situations. Thus, to build the long needed bridge between the professional world and the educational world. DUAL DEGREE PROGRAM (INTEGRATED PROGRAM): One of the most popular flexibilities provided in the University's Educational structures is the dual degree integrated programs. Under the scheme, it is possible for a student to work for and complete concurrently two programs within a reasonable period of time (normally one year is saved). We have introduced some value aided programs and also the course structure has been designed in a way where a student can earn while learning. ABOUT JP NAGAR HISTORY The District has been the part of Moradabad in the past which was a part of 'Sarkar of Sambhal' of Delhi Province during the Akbar regime. ORIGIN District Jyotiba Phule Nagarlies in the west of Moradabad District adjoining Meerut, Ghaziabad & Buland Shahar. The district came into being on 24th April 1997 in the memory of famous social reformer Sant Mahatama Jyotiba Phule by combining Amroha, Dhanora & Hasanpur Tehsils of Moradabad district vide UP Gazette no. 1071/1-5-97/224/sa-5 dated 15/4/1997 whose head-office is situated in the ancient city Amroha. AREA & GEOGRAPHY The district consists of 1133 villages, 3 Tehsils, 6 Blocks & 11 Police Stations. Its geographical area is 2470 Sq. Km. It extends from Latitude 28 54' North to 39 6' North and Longitude 78 28' East to 78 39' East. The maximum & minimum heights from sea 41

level are 240ft. & 177ft. respectively. In the north of the district lies district Bijnore, Tehsil Sambhal of Moradabad is in the south; Tehsil Sadar of Moradabad is in the east and in the west are situated districts Meerut, Ghaziabad & Buland Shahar. Ganga river separates it from district Ghaziabad, Meerut & Buland Shahar. Moradabad is a hub of commercial activities and is called "Brass City". There are several hundred of units engaged in the manufacturing and export of Brass Products. Average annual export of Brass and handicraft items from Moradabad is estimated to be worth 3000 crores, which constitutes 40% of the total export from India in their category. Amraha is a historical city with Mazars, Masjids, Temples and Gates as old as 1325 AD-1351 AD. ABOUT GAJRAULA Gajraula is situated on National Highway 24, 53 km. away from Moradabad & 100 Km. from Delhi. It has been developed as an important industrial city. Many large & medium scale industries are established here, to name some are Vam Organics, Chaddha Rubber, Shivalik Cellolose of Hindustan Lever, Jubiliant Life Sciences, INSILCO, Coral Newsprint, EOU, Raunaq Automobiles, and the list goes on. The University is surrounded by industrial towns like Moradabad, Rudrapur, Hardwar, Roorkee, Meerut, Kashipur, Noida, Ghaziabad and Delhi, providing a wealth of opportunities to the graduating students to get trained and absorbed both in Indian and Multinational companies. ACADEMIC ADVISORY BODY

1.

Dr. Binod Kumar Vice Chancellor , Shri Venkateshwara University, Gajraula Former Professor ,IIM Calcutta, Director IMT, Ghaziabad 42

2.

Dr. Ashish Banarjee Prof. & Head of Marketing, IIM Calcutta

3.

Prof.(Dr.) S.P. Sabberwal Former Director, Energy Center, IIT Delhi

4.

Prof( Dr. ) A K Raghav Former Dean(IRD), IIT Delhi

5.

Prof. (Dr.)Binita Srivastava Prof. & Head of Paedodontistry Santosh Medical College, Ghaziabad

6.

Dr. Ashok Agarwal Former Professor ,IIM Calcutta and Former CMD, SQL Star International, Professor (Adjunct) BITS, Piliani.

7.

Dr. (Prof.) Nand Kumar All India Institute of Medical Sciences, New Delhi

8.

Dr. S.C Sharma Registrar, Shri Venkateshwara University, Gajraula

9.

Dr. Sunita Saxena Director, ICMR (Indian Council for Medical Research) Safdarjung Hospital Campus, New Delhi

10. Dr. S.R. Sen Gupta CMD, QUEST HR SDN., BHD, Kualalumpur Malaysia 11. Dr. Piyush M. Sinha Chief Technical Manager, Portland Oregon USA 12. Prof. Jagdish Kapur Ex Prof. & Head, IIPA , New Delhi 13. Mr. Hemant Sharma Director, India T.V. 43

14. Mr. Anup Srivastava Director, HR, Air India 15. Dr. Abhay Kumar Srivastava Head, Disaster Management, Haryana Institute of Public Administration, Gurgaon 16. Sh. Mayank Manshingh Director, India T.V. 17. Mr. Ajay Anand IPS 18. Prof.( Dr.) N.K.Sinha CEO, Venkateshwarta Group of Institutions,Meerut

MISSION & VISION MISSION To create a world class academic system with best infrastructure and learning resources in order to produce global level achievers. To facilitate integration and tuning of personal excellence among our pupils that will be demonstrated through their balanced personality, adjustability under all conditions, creativity, dedication, passion for learning, value orientation and foresight. Development of high standard of professionalism among our products with global vision and managerial leadership to build and lead a winning team. To organize national and international seminars for sharing of knowledge and also meaningful understanding and networking among schools and scholars. 44

To facilitate research of high quality and publication of standard Books & Journals. To inculcate passion among the university community including students to apply knowledge for the development & growth of community, society & mankind as a whole. VISION To be a recognized as a centre of academic excellence imparting quality education, producing research of high standard and developing talents with balance of personal and professional excellence. CLASSROOMS & TUTORIALS Class Rooms & Tutorials at Shri Venkateshwara University are spacious, airy and well ventilated. They are designed in a manner that even when there is a power failure, the student and the teacher will not feel any type of discomfort as the flow of natural light will provide enough light to continue with their teaching activities. The furniture is designed keeping in view the comfort and the necessities of the students. The class rooms are equipped with modern teaching aids such as Over Head Projector, LCD projector, Magnetic Boards, Power Presentation Techniques (PPT), Public Address System etc. LABORATORIES SHRI VENKATESHWARA UNIVERSITY is well equipped with laboratories which have been aesthetically designed and arranged with modern equipment and infrastructure to completely cover the syllabus of each branch and school of study. School of Engineering & Technology Labs include Physics Lab, Chemistry Lab, Electrical Lab, Electronics Lab, Mechanical Lab, Professional Communication Lab, Workshop, Computer Lab, Graphics Lab etc. In all these labs, hands-on training is imparted for students to keep pace with modern technology. The Central Workshop is divided in different sections 45

i.e. Carpentry Shop, Smithy Shop, Fitting Shop, Welding Shop, Painting Shop, Sheet Metal Soldering & Brazing Shop, Plumbing Shop, Machine Shop, Foundry Shop and each section is equipped with adequate number of latest machines and tools to cater to the syllabus and needs of the students capable of meeting the challenges of the industries. School of Nursing Labs include Nursing Foundation Lab, CHN Lab, Nutrition Lab, OBG and Pediatrics Lab, Pre-Clinical Science Lab, Computer Lab. These labs are equipped with required articles and equipment needed for practicing nursing procedures. Clinical facilities have also been created. The University also has a hospital consisting of three hundred beds with community service center. School of Pharmacy Labs include Pharmaceutics Lab, Inorganic Chemistry Lab, Human Anatomy & Physiology Lab, Pharmaceutical Analysis Lab, Organic Lab, Physical Chemistry Lab, and Computer Lab. All the above said labs have latest equipment in sufficient number to meet the requirement of the industry and of the PCI. We have also planned to have an Animal House, for which the appropriate authorities have been approached for a license. School of Hospitality Management. Arrangements have already been made to establish modular kitchen, restaurant, flower room, service room, guest room and front office. School of Journalism and Mass Communication. Three studios have been planned with latest cameras and other equipment for imparting print and electronic media techniques to the students. School of Management and School of Computer Science. Dedicated Computer labs have been set up. In addition to these, dedicated computer labs, common computer labs have also been planned for other schools. Computer Laboratories include Artificial Intelligence, 46

Operating System, Graphics Multimedia, Networking, Visual Studio Dot Net, Advanced Java, Database, Mobile Computing and Advance Computer Network. The Computer laboratories have a large number of P-4 IBM, HCL, HP, DELL, Lenovo machines with high-resolution color TFTs, Scanners, Printers, CD/DVD writers, CISCO switches, Hubs and UPS. Each Laboratory is networked through an appropriate IBM server. The Centre is equipped with 24 Mbps leased-line-based Internet facility, workstations running Microsoft Windows Vista, Windows7 and XP. The University is recruiting well-qualified and experienced technical staff with all resources to develop the technical skills of the students in all fields. Shri Venkateshwara University has a well-stocked and fully computerized multimedia library for the various schools. To ignite the intellectual spirit in young minds, a stock of about 25,000 latest books, large collection of video/audio CDs, Magazines, Journals, industry and company information sources are made available to the students, faculty and staff. The University also has school-wise libraries to provide adequate support for complete academic pursuit. Additionally, separate reference section for each school with recommended books for each course have also been provided. The very purpose of the Library is to support and supplement teaching, learning and research in the University by developing and promoting access to relevant and useful information resources. It is also to contribute to the wider section of the world with the transfer of knowledge by collaborating and cooperating with other organizations. We give access to information of the world and can help the university community at large, to develop a mindset and make the most of it. The timings of the library are extended during the examination periods to cater to the needs of the students. 47

Major features of the Libraries include:


A rich collection of Reference & Text Books Large collection of National & International Journals Spacious & Airy Reading Halls Separate reading room for Researchers & Teachers Computerized Library Management System Audio-Visual Library Section Career Guidance Section Magazines and Periodicals Section Easy operation through automated library procedures and Bar Code system Digital Library to provide access to e-Journals, to download desired materials Photocopy facilities Small team discussion center

Therefore, our Library can be redefined as a place where students can get unrestricted access to information in many formats and from many sources. It extends beyond the physical walls of a building by including material accessible by electronic means and by providing the assistance of librarians in navigating and analyzing tremendous amounts of knowledge with a variety of digital tools as well as manually. HOSTEL Separate hostel facility has been created for men and women keeping in view the need of discipline, security and comfort. Shri Venkateshwara University provides immaculate hostel rooms for both men and women. A high level of hygiene is observed in the campus. 48

We strive to provide the best facilities to hostellers. Uninterrupted power and water supply is in the hostel rooms. 24 hours security is deployed on the campus to ensure the safety of the students. High standard of discipline is also ensured on the campus. Hot water is supplied during the winter. Water coolers are attached with R.O. installed on each floor. Single, Double, Three and Four students are accommodated in a room depending on its size. Common rooms in every hostel are equipped with modern recreational activity equipments. SPORTS We believe that a healthy body is a healthy mind. We have the required infrastructure for the various outdoor sports. Students are encouraged to take part in sports so that they imbibe various attributes that are helpful in life. It allows the individuals to make constructive use of their leisure time. A fully air conditioned gym on the campus with all the latest equipment's are a matter of envy. We have the luxury of providing personal coaches for students who aspire to become future body builders. It is pleasing to see the students staying fit in their journey of life. We would like to have our own team of builders to represent us in various events. CAFETERIA A cafeteria is a place where students come to hangout and relax between lectures. We believe that a student must enjoy his/her social life as much as he/she enjoys his/her academic life. We offer a lavish menu to cater to the taste buds of the students. The menu comprises of dishes from across the states. The mouthwatering dishes served at our cafeteria are prepared maintaining high standards of hygiene and cleanliness. The sumptuous meals are served round the clock at our cafeteria.

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The basic amenities in the college campus are available at a comfortable distance. Regular supply of drinking water in the campus is ensured. TRANSPORT Students should not come across any kind of problem with regard to Transport. For the purpose, Shri Venkateshwara University has ties with cab and bus services. You can apply for cab or bus service in the office by submitting an application and we will notify you about the services we can provide in your respected locality. OGA We also touch upon the spiritual aspect of individuals. With the high level of stress and anxiety prevalent in the lifestyle today, we have highly qualified instructors to help cope with same. Mental strength is equally important as is the physical might. Yoga is important as it helps to remove negative blocks from the mind and toxins from the body. It also helps in building attention, focus and concentration, especially in children.

ADMISSION PROCEDURE Students securing desired merit in the SVU Entrance Examination will be informed of their selection. These students will then need to report to the University Admissions office to complete further formalities, deposit required documents and University Fee. In case a student fails to report for admission on a given date or an extended date, his/her admission will be cancelled and such a student will not have any right to admission subsequently. ADMISSION CRITERIA Admission in Shri Venkateshwara University will be through Entrance Examinations conducted online at a several centers across the country. The Entrance Examination schedule 50

will be notified in the Admission Notification circular. However, for some of the courses, admission will be merit based. For admission in MBA, GD & PI will also be conducted in addition to entrance exams. ADMISSION LEVERAGES FEE PAYMENT: Every student is required to make full payment of the requested course fee for confirmed admission. All admissions will be treated as provisional till the realization of full fee. Further a student is not eligible to attend classes till the full payment of all components of the course of SVU fee is paid. REFUND OF FEE: Fee once paid will not be refunded in any case if a student wants to get his/her admission withdrawn on his/her own reason. However, in case a student is found ineligible for admission due to certain criteria, fee paid may be refunded after deducting processing charges. REFUND OF SECURITY DEPOSIT: If a student withdraws admission in the middle of the tenure of a course, the security amount, if any, will be refunded only after the completion of the tenure of the course. EXAMINATION SYSTEM Students who fulfill Shri Venkateshwara University's admission eligibility criteria are allowed to appear in the examinations. Every student needs to attend 75% theory and practical classes. However, in some exceptional cases (to be notified separately), relaxations may be granted by the Vice Chancellor.

51

A student is required to pay full fees and clear all the University dues before granting permission to appear in the examinations. The detailed pre-requisite guidelines for appearing in Shri Venkateshwara University conducted exams and promotion are to be issued separately by the controller of exams. The University has adopted semester system exams for most of its courses. Each academic year comprises of two semesters. SCHOLARSHIPS To start with, a certain amount of fee waiver is granted in admission to a student based on the percentage of marks secured by the candidate in the qualifying exams. The formalities for scholarship to a second year or more student are being worked out.

SCHOOL OF ENGINEERING AND TECHNOLOGY B.TECH.

S. No. 1.

Name of Program

Eligibility

Duration

B.Tech.

1. Candidates who have passed 10+2 (intermediate) levels from any Board or its

4 Years (8 Semest

Automobile Engineering (AE)

equivalent from any recognized Board/ University with Mathematics, Physics and Chemistry /

Aeronautical & Space Computer Science/ Bio-Technology/ Biology can Engineering (ASE) Civil Engineering (CE) 2. Candidates appearing in 10+2/ intermediate 52 apply.

Mechanical Engineering (ME) Electronics & Communication Engineering (ECE) Computer Science Engineering (CSE) Information Technology (IT) B.TECH.(INTEGRATED)

with above combination may also apply.

3. Merit in AIEEE/ UPSEE 2011-12

S. No. 2.

Name of Program

Eligibility

Duration

B.Tech.(Integrated)

1. For admission in First year of B.Tech (Integrated), a candidate should have passed

6 Years (12 Seme

Automobile Engineering High School or 10th from any Board or its (AE) Aeronautical & Space Engineering (ASE) Civil Engineering (CE) Mechanical Engineering (ME) Electronics & 53 2. Compulsory : Science Group equivalent from any recognized Board/University. Candidate is essentially required to pass in each subject of the qualifying subject group.

Communication Engineering (ECE) Computer Science Engineering (CSE) Information Technology (IT) M.TECH.(FULL TIME)

S. No. 3.

Name of Program

Eligibility

Duration

M.Tech.(Full Time)

1. B. Tech. in relevant field.

2 Years (4 Semeste

Automobile Engineering (AE) Aeronautical & Space Engineering (ASE) Civil Engineering (CE) Mechanical Engineering (ME) Electronics & Communication Engineering (ECE) Computer Science

2. For CSE/IT B. Tech. CSE/IT, MCA and M.Sc. in CSE/IT

3.For ECE B. Tech. ECE/EI, M.Sc. (Electronics)

4. GATE Score or merit based on percentage of marks secured in the qualifying examination 2011-12 will be preferred.

54

Engineering (CSE) Information Technology (IT) M. TECH. (PART TIME/ WEEKEND)

S. No. 4.

Name of Program

Eligibility

Duration

M. Tech. (Part Time/ Weekend)

1. B. Tech. in relevant field.

2 Years (4 Semest

2. For CSE/IT B. Tech. CSE/IT, MCA and Automobile Engineering (AE) Aeronautical & Space Engineering (ASE) Civil Engineering (CE) Mechanical Engineering (ME) Electronics & Communication Engineering (ECE) Computer Science Engineering (CSE) Information Technology 55 5. Sponsorship or employment certificate from the employer is essential. 4. GATE Score or merit based on percentage of marks secured in the qualifying examination 2011-12 will be preferred. 3.For ECE B. Tech. ECE/EI, M.Sc. (Electronics) M.Sc. in CSE/IT

(IT) B.TECH. + M.TECH (DUAL DEGREE)

S. No. 5.

Name of Program

Eligibility

Duration

B.Tech. + M.Tech (Dual Degree)

1. Candidates who have passed 10+2 (intermediate) levels from any Board or its equivalent from any recognized Board/

5 Years (10 Semesters

Automobile Engineering (AE)

University with Mathematics, Physics and Chemistry / Computer Science/ Bio-Technology/

Aeronautical & Space Biology can apply. Engineering (ASE) Civil Engineering (CE) Mechanical Engineering (ME) Electronics & Communication Engineering (ECE) Computer Science Engineering (CSE) Information 3. Merit in AIEEE/ UPSEE 2011-12 2. Candidates appearing in 10+2/ intermediate with above combination may also apply.

56

Technology (IT) B.TECH. + M.B.A. (DUAL DEGREE)

S. No. 6.

Name of Program B.Tech. +

Eligibility

Duration

1. Candidates who have passed 10+2 (intermediate)

4 Years (8 Semesters)

M.B.A. (Dual levels from any Board or its equivalent from any Degree) recognized Board/ University with Mathematics, Physics and Chemistry / Computer Science/ BioTechnology/ Biology can apply.

2. Candidates appearing in 10+2/ intermediate with above combination may also apply.

3. Merit in AIEEE/ UPSEE 2011-12

SCHOOL OF MANAGEMENT B.B.A.

S. No. 1.

Name of Program B.B.A.

Eligibility

Duration

1. Candidates who have passed 10+2 or intermediate levels from any Board or its equivalent from any 57

3 Years

recognized Board/ University with English are eligible.

(6 Semesters)

2. Candidates appearing in 10+2/ intermediate may also apply. M.B.A. (FULL TIME)

S. No. 2.

Name of Program

Eligibility

Duration

M.B.A. (Full Time)

1. Candidates who have passed 10+2 or intermediate levels from any Board or its

2 Years (4 Semesters

Finance HR International Business Marketing Information Technology Hospital and Healthcare Management Tourism and Hospitality Entrepreneurship &

equivalent from any recognized Board/ University with English are eligible.

2. Candidates appearing in 10+2/ intermediate may also apply.

3. Merit/ Percentile in MAT/ CAT/ XAT/ JMET/ CET/ SNAP Board/ UPCMET/ ATMA will be considered.

4. GD/PI

58

Retail Management M.B.A. (PART TIME/ WEEKEND/ EXECUTIVE)

S. No. 3.

Name of Program

Eligibility

Duration

M.B.A. (Part Time/ Weekend/ Executive)

1. Candidates who have passed 10+2 or intermediate levels from any Board or its equivalent from any recognized Board/

2 Years (4 Semesters)

Finance HR International Business Marketing Information Technology

University with English are eligible.

2. Candidates appearing in 10+2/ intermediate may also apply.

Hospital and Healthcare 3. Merit/ Percentile in MAT/ CAT/ XAT/ Management JMET/ CET/ SNAP Board/ UPCMET/ ATMA

Tourism and Hospitality will be considered. Entrepreneurship & Retail Management 4. GD/PI

5. Sponsorship or employment certificate from the employer is essential.

59

B.B.A. + M.B.A. (DUAL DEGREE)

S. No. 4.

Name of Program

Eligibility

Duration

B.B.A. + M.B.A. (Dual Degree)

1. Candidates who have passed 10+2 or intermediate levels from any Board or its equivalent from any recognized Board/

5 Years (10 Semesters)

Finance HR International Business Marketing Information Technology Hospital and Healthcare Management Tourism and Hospitality Entrepreneurship & Retail Management

University with English are eligible.

2. Candidates appearing in 10+2/ intermediate may also apply.

B. COM (PROFESSIONAL) + M.B.A. (DUAL DEGREE)

S.

Name of Program

Eligibility 60

Duration

No. 5. B. Com (Professional) + 1.Candidates who have passed 10+2 or M.B.A. (Dual Degree) intermediate levels from any Board or its equivalent from any recognized Board/ Finance HR International Business Marketing Information Technology Hospital and Healthcare Management Tourism and Hospitality Entrepreneurship & Retail Management 2. Candidates appearing in 10+2/ intermediate may also apply. University with English are eligible. 5 Years (10 Semesters)

B.C.A.

S. No. 1.

Name of Program B.C.A.

Eligibility

Duration

1. Candidates who have passed 10+2 or intermediate levels from any Board or its equivalent from any recognized Board/ University with English are eligible.

3 Years (6 Semesters)

61

2. Candidates appearing in 10+2/ intermediate may also apply. M.C.A.

S. No. 2.

Name of Program M.C.A.

Eligibility

Duration

1. Candidates who have obtained Bachelor's degree in any

3 Years

discipline or equivalent higher qualification with mathematics (6 Semes as a compulsory subject in 10th standard can apply.

2. Candidates appearing in final year in Bachelor's degree can also apply.

3. Candidates who have obtained or appeared in final year of BCA may apply. B.C.A. + MCA (DUAL DEGREE)

S. No. 3.

Name of Program B.C.A. + M.C.A. (Dual Degree)

Eligibility

Duration

1. Candidates who have passed 10+2 (intermediate) levels from any Board or its equivalent from any recognized Board/ University with English & Math 62

5 Years (10

can apply.

Semesters

2. Candidates appearing in 10+2/intermediate may also apply.

SCHOOL OF PHARMACY B.PHARM.

S. No. 1.

Name of Program B.Pharm.

Eligibility

Duration

1. Candidates who have passed or are appearing in 10+2 with Mathematics, Biology and Chemistry/ Computer Science / Bio-Technology can also apply.

4 Years (8 Semesters

M.PHARM.

S. No. 2.

Name of Program Eligibility

Duration

M.Pharm.

1. Candidates who have passed or are appearing in 10+2 with Mathematics, Biology and Chemistry/ Computer Science / Bio-Technology can also apply.

2 Years (4 Semesters

63

SCHOOL OF HOSPITALITY B.SC.

S. No. 1.

Name of Program Eligibility

Duration

B.Sc.

1. Candidates who have passed or are appearing in 10+2 or intermediate class can apply.

3 Years (6 Semester

Airlines Tourism & Hospitality BHMCT

S. No. 2.

Name of Program

Eligibility

Duration

BHMCT (Bachelor of Hotel Management &

1. Candidates who have passed or are appearing 4 Years in the 10+2 (intermediate) levels with Mathematics, Biology and Chemistry/ (8 Semesters)

Catering Technology) Computer Science / Bio-Technology/ Biology can apply.

64

SCHOOL OF JOURNALISM AND MASS COMMUNICATION B.SC. MULTIMEDIA (ANIMATION AND GRAPHICS)

S. No. 1.

Name of Program

Eligibility

Duration

B.Sc. Multimedia

1. Candidates who have passed or are appearing in 3 Years 10+2 or intermediate levels can apply. (6 Semesters

(Animation and Graphics) B.J.M.C.

S. No. 2.

Name of Program B.J.M.C

Eligibility

Duration

1. Candidates who have passed or are appearing in 10+2 or intermediate levels can apply.

3 Years (6 Semesters)

PG PROGRAM IN TELEVISION PRODUCTION, DIRECTION & BROADCAST JOURNALISM

S. No. 3.

Name of Program

Eligibility

Duration

Post Graduation Program in Television Production, Direction & Broadcast

1. Candidates who have passed in Bachelor Degree from a recognized University or equivalent are eligible. 65

1 Year (2 Semesters)

Journalism 2. Candidate appearing in final year bachelor degree may also apply MASTER PROGRAM IN ADVERTISING, PR AND MARKETING

S. No. 4.

Name of Program

Eligibility

Duration

Master Program in Advertising, PR and Marketing

1. Candidates who have passed in Bachelor 1 Year Degree from a recognized University or equivalent can apply. (2 Semesters)

2. Candidates appearing in final year bachelor degree may also apply. DIPLOMA IN ANIMATION AND SPECIAL EFFECTS

S. No. 5.

Name of Program

Eligibility

Duration

Diploma in Animation and 1. Candidates who have passed 10+2 or Special Effects intermediate class can apply.

1 Year (2 Semesters)

2. Candidates appearing in the 10+2 can also apply.

66

DIPLOMA IN TELEVISION PRODUCTION

S. No. 6.

Name of Program

Eligibility

Duration

Diploma in Television Production

1. Candidates who have passed 10+2 or intermediate class are eligible.

1 Year (2 Semesters)

2. Candidates appearing in the 10+2 can also apply. EVENT MANAGEMENT & CORPORATE COMMUNICATION

S. No. 7.

Name of Program

Eligibility

Duration

Event Management &

1. Candidates who have passed in Bachelor 6 Months

Corporate Communication Degree from a recognized University or equivalent can apply.

2. Candidates appearing in final year bachelor degree may also apply. CERTIFICATE COURSE IN RADIO JOCKEYING

S. No.

Name of Program

Eligibility

Duration

67

8.

Certificate Course in 1. Candidates who have passed in Bachelor Radio Jockeying Degree from a recognized University or equivalent are eligible to apply.

6 Months

2. Candidates appearing in final year.

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PROCESS OF SHRI VENKATESHWARA UNIVERSITY TRAINING & DEVELOPMENT TRAINING PROCESS

NEED ANALYSIS DESIGN (TRAINING METHODS EXAMINED) DEVELOPMENT (TRAINING METHOD APPLIED) IMPLEMENTATION

EVALUATION

Model of the Training Process STEP1: Need Analysis Identification of Training Need: 1.1 For Executive: Key duties & responsibilities are mentioned position wise, after that required competency to carry out those duties & responsibilities which are mentioned (generic, behavioral & technical). Thereafter competence level of each individual is taken. 1.2 For workers: It is recommended by the concerned H.O.D. 1.3 Organizational Need Basis: It is recommended by H.O.D. HR 69

STEP 2: Training Design: Preparation of Training Calendar: Yearly calendar Monthly training calendar

2.2 Identification of Training Faculty: According to the training program, training faculty is identified STEP 3: Training Implementation: 3.1 Imparting Training a) As per training need attached nomination are received from concerned HOD for seminar/external specialized training program. Approvals are to be obtained for the training programs (out house training ) from H.O.D. HR b) Attendance sheet is filled during the training program. c) Training feedback is obtained at the end of the training program. STEP 4: Training Evaluation Training evaluation is to be made on the basis of the feedback given by the HOD. This is to be done within 3 months after the training. Then the training records are maintained. Training method Training method can be classified by the location of instruction. It may be divided into two types I. On the Job Training II. Off the Job Training

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RESEARCH METHODOLOGY

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RESEARCH METHODOLOGY

Definition of Research Research refers to a search for knowledge. It can be defined as a scientific and systematic search for pertinent information on a specific topic. It is a careful investigation or inquiry specifically through search for new facts in any branch of knowledge. It is a systematized effort to gain new knowledge. OBJECTIVES OF THE RESEARCH Following are the objectives that researcher had undertaken: 1. To analyze the training procedure at Shri Venkaateshwara University. 2. To find out the shortcomings in the training procedure at Shri Venkaateshwara University.and to suggest the needful changes RESEARCH DESIGN:Research design is the plan structure and strategy of investigation conceived so as to obtain answer to research question and to control variance.. TYPES OF RESEARCH DESCRIPTIVE RESEARCH

This type of research includes surveys and fact finding enquiries of different kinds. The major purpose of this research is description of the state of affairs as it exists at present. EXPLORATORY RESEARCH

The objective of this research is the development of hypothesis and specific hypotheses has to be tested.

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Research project are designed either as exploratory study or conclusive research depending on objective Exploratory research seeks to discover new relationship while conclusive research may be either description of a specific situation in such a way as a to help identify cause and effect relationship. RESEARCH USE IN THE STUDY The researcher has uses Descriptive type of research in this study as it involves the surveys & findings which are totally based on the questionnaire filled by the respondents in this study. DATA SOURCES: Data collection is a very important work in the research process. There are two types of sources from which data can be collected. 1. PRIMARY DATA- Primary data are those which are collected afresh and for the first time and thus happen to be original in character. There are numbers of methods of collecting primary data. 2. SECONDARY DATA- Secondary data means data that are already available i.e. they refer to the data which have already been collected and analyzed by someone else. Secondary data may either be published data or unpublished data.. One must make a minute scrutiny because it is just possible that the secondary data may be unsuitable or may be inadequate in the context of the problem which one want to study. My research based on primary data and sample size is 20 including employees of Shri Venkaateshwara University. The sample size in the project report is 100 taken from the various HR Departments employees. 73

My report is based on Non -Probability Sampling Techniques the analysis is based by using questionnaire as the sampling instrument and the information the primary sources ((a)through questionnaires(b)observation methods (c) through schedules(d)interview method (e)other method which include.) and secondary sources ((a)various publication of the central, state are local governments (b)various publication of foreign government or of international bodies and their subsidiary organization (c) technical and trade journals (d) books, magazines and news papers)

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FINDINGS & ANALYSIS

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FINDINGS AND ANALYSIS

Q.1. Do you know the basic objective of training and development?

Fully

Partially

No

40

50

10

60 50 40 30 20 10 0 fully partially no

INTERPRETATION

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In Shri Venkaateshwara University.40% employees are saying that training programs are Their 50% saying that such practices are here but not consolidatly & 10% employees are saying no.

Q.2. Are you satisfied by the training and development provided by the organization?

Yes 60

No 30

Can Not Say 10

70 60 50 40 30 20 10 0 yes no can not say

INTERPRETATION 77

In Shri Venkaateshwara University.60% employees are saying that training programs are there 30% are saying that such practices are not here and 10% respondents are neutral this question.

Q.3. Are you getting training and development in your organization?

Individuals 45

In Team 30

Both 25

50 45 40 35 30 25 20 15 10 5 0 indiv iduals in team both

INTERPRETATION In Shri Venkaateshwara University. 45% individuals are getting training in the organization , 30% in teams & 25% in both.

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Q.4. Do you believe that training and development system reflect any scope of improvement in ones performance?

agreed 65

partially agreed 20

Disagreed 15

70 60 50 40 30 20 10 0 agreed patially agreed disagreed

INTERPRETATION-

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In Shri Venkaateshwara University.65% agreed that training and development system reflect any scope of improvement in ones performance, 20% partially agreed & 15% disagreed.

Q.5. Who is providing the training to you? a. Members of the personnel staff b. Outsides consultants c. Yours supervisors d. Faculty members at universities

option A

option B

option C

option D

30

10

40

20

80

45 40 35 30 25 20 15 10 5 0 option A option B option C option D

INTERPRETATIONIn Shri Venkaateshwara University.30% said that members of the personnel staff are

providing the training, 10% said that outsides consultants are providing the training, 40% said that our supervisors are providing the training,20%faculty member at university are providing the training. Q.6. Training and development helps you in?

Career Planning 20

Goal Achievement 25

Promotion 50

Others 5

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60 50 40 30 20 10 0 career planning goal achiev ement promotion others

INTERPRETATIONIn Shri Venkaateshwara University.20% said that training helps in career planning ,25% said that training helps in goal achievement , 50% said that training helps in promotion & 5% said that training helps in other.

Q.7. Are you satisfied with the criteria adopted by your organization? a. Yes c. Cant say b. No

82

70 60 50 40 30 20 10 0 yes no can not say

INTERPRETATION In Shri Venkaateshwara University.60% employees are saying that training programs are there 30% are saying that such practices are not here and 10% respondents are neutral this question.

Q.8. If any development is required after performance appraisal then proper training is given to you?

Yes

No 83

Can Not Say

65

30

70 60 50 40 30 20 10 0 yes no can not say

INTERPRETATION In Shri Venkaateshwara University.65% emploees are saying that training programs are there 30% are saying that such practices are not here and 5% respondents are neutral this question.

Q.9. Does the training system provides an opportunity for orientation of individual objectives towards the achievement of organization goal?

Agreed

Patially Agreed

Disagreed 84

55

25

20

60 50 40 30 20 10 0 agreed patially agreed disagreed

INTERPRETATIONIn Shri Venkaateshwara University.55% agreed that training and development system reflect any scope of improvement in ones performance, 25% partially agreed & 20% disagreed.

Q.10. Is the training system of your organization transparent?

Yes 60

No

Cannot Say 25 15 85

70 60 50 40 30 20 10 0 yes no cannot say

INTERPRETATION In Shri Venkaateshwara University.60% emploees are saying that training programs are there 25% are saying that such practices are not here and 15% respondents are neutral this question.

Q.11. Do you feel that any reward are given to you according to your performance?

Yes 70

No

Cannot Say 5 25

86

80 70 60 50 40 30 20 10 0 yes no cannot say

INTERPRETATION In Shri Venkaateshwara University.70% emploees are saying that training programs are there 5% are saying that such practices are not here and 25% respondents are neutral this question.

Q.12. As par your view which factors make a training programme ineffective? a. Management commitment is lacking and uneven b. Aggregate spending on training is inadequate c. Educational institutions award degree but graduates lacks skills d. Others 87

option A 25

option B 30

option C 35

option D 10

40 35 30 25 20 15 10 5 0 option A option B option C option D

INTERPRETATIONIn Shri Venkaateshwara University.25% said that management commitment is lacking and uneven , 30% said that . Aggregate spending on training is inadequate, 35% said that educational institutions award degree but graduates lacks skills our supervisors are providing the training,10% in other .

Q.13. Do you think that need assessment diagnoses present and future challenges to be met through training and development?

Yes 68

No 22 88

Cannot Say 10

80 70 60 50 40 30 20 10 0 yes no cannot say

INTERPRETATION In Shri Venkaateshwara University.68% emploees are saying that training programs are there 22% are saying that such practices are not here and 10% respondents are neutral this question.

Q.14. The methods adopted by your organization is?

Lecture 25

AudioVisuals 15

On The Job 40 89

Computers Add 20

45 40 35 30 25 20 15 10 5 0 lecture audio-v isuals on the job computers add

Q.15. Is your trainer given the honest feedback to you?

TRUE

Partially true

FALSE

90

68

22

10

80 70 60 50 40 30 20 10 0 TRUE partyially FALSE

INTERPRETATION In Shri Venkaateshwara University.68% emploees are saying that training programs are there22% are saying that such practices are not here and 10% respondents are neutral this question.

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CONCLUSION

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CONCLUSION

The study conducted was designed to find out the need of training among the industrial workers. Various aspects of training were noted down and studied. For conducting this study an interview schedule was prepared and was got filled by individual members i.e. the workers of the industry. Separate interview schedule were prepared in order to note down individual information and then analyze it. This chapter of the study consists of all the conclusions made after drawing the inferences from the collected data.

In the conclusion, the analysis of various tables is also being provided. The conclusion also comprises of the analysis of the data. The concluding part is also having the suggestion, which is provided by the researcher. The researcher has already had a deep insight in to the phenomenon. Thus he is having a sound knowledge of the subject and so his suggestion would be of further importance to the organization as well as to the complete industrial environment as a whole.

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SUGGESTIONS

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SUGGESTIONS

The first and foremost objective of the organization should be to set up a proper human resource department, which sees to the HR function related to Shri Venkaateshwara University.. Though, an HR department exists but the working is concerned to the personnel sector. This act requires immediate implementation. For overall co-ordination and smooth functioning a separate department with adequate staff should be allocated. A separate head should manage the department and the function should not be combined. A proper balance of needs to be made. There is a mismatch between individual and organizational needs. There is no space for the flow of two way communication between HR department and other departments. Training programs are a constant monologue on the part of the organization. Workers are at least satisfies with current practices followed by the coaches. It is suggested that training should be participative in nature, where by both employees and management exchange their views and knowledge. Every department should get an equal exposure to training. Therefore it is recommended that on monthly bases some department (department on the need of the hour) be bought in spotlight and potential workers be trained. The training budget should be increased keeping in light the various developmental changes taking place. The budget needs careful forecasting and planning. Training related to the behavioral sciences can be conducted in the premises by a senior manager/ trainer. 95

All formalities regarding trainings are to be fulfilled before sending the workers for out side training. The proposed training procedure is to follow to sending the workers. Proper allocation of training resource is a must. The budget must be distributed evenly and the HR department must chalk out evenly spread program over the period of time. A training plan which should include the benefit analysis of the training should be conducted. This report should be documented and passed to the respective HODs and organizations head for implementation. The report should include the details of the potential worker stating the pros and cons of the training. The departmental head should review the report stating recommendations and possible date and time pertaining to the worker schedule. The stated processes related to the training must be carried out for effective training programs.

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LIMITATIONS

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LIMITATIONS
Some of the respondents were totally unresponsive and were not ready to cooperate. Due to non availability of the concerned person question remained unanswered. Some respondents were not ready to give their stock information. Biasness is the most serious limitation although measures have been taken to reduce the biasness but elimination of biasness is impossible. In research retailers behavior is studied but the retailers behavior are not assessed correctly because they do not express their feeling correctly, therefore, their perception cannot be assessed correctly. The reliability of the data to great extend is dependent on the honesty and cooperation of the respondents in providing the information. Thus reliability and validity of the data collection through survey method is not always without doubt.

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BIBLIOGRAPHY

BOOKS Aswathapa K. (1999), Human Relations and Personnel Management, Tata

McGraw Hill Publication, New Delhi, 3rd edition Robbins Stephen P (1998) Organizational Behaviour, Prentice Hall Of India Pvt. Ltd., New Delhi, 5th edition Yorder Dale (1998), Personnel Management and Industrial Relations, Prentice Hall Of India Pvt. Ltd., New Delhi, 6th edition

WEBLIOGRAPHY Company Website: www.radicokhaitan.com Other Websites : www.google.com , www.msn.com, HR Related Web Site : www.hrprofessor.com

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APPENDIX
QUESTIONNAIRE Q.1. Do you know the basic objective of training and development? a. Fully c. No Q.2. Are you satisfied by the training and development provided by the organization? a. Yes c. Cant say Q.3. Are you getting training and development in your organization? a. Individually c. Both Q.4. Do you believe that training and development system reflect any scope of improvement in ones performance? a. Agreed c. Disagreed Q.5. Who is providing the training to you? a. Members of the personnel staff b. Outsides consultants c. Yours supervisors d. Faculty members at universities Q.6. Training and development helps you in? a. Career planning c. Promotion 100 b. Goal achievement d. Others b. Partially agreed b. In team b. No b. Partially

Q.7. Are you satisfied with the criteria adopted by your organization? a. Yes c. Cant say Q.8. If any development is required after performance appraisal then proper training is given to you? a. Yes b. No b. No

Q.9. Does the training system provides an opportunity for orientation of individual objectives towards the achievement of organization goal? a. Agreed c. Disagreed Q.10. Is the training system of your organization transparent? a. Yes b. No c. Cant say b. Partially agreed

Q.11. Do you feel that any reward are given to you according to your performance? a. Yes b. No c. Cant say

Q.12. As par your view which factors make a training programme ineffective? a. Management commitment is lacking and uneven b. Aggregate spending on training is inadequate c. Educational institutions award degree but graduates lacks skills d. Others Q.13. Do you think that need assessment diagnoses present and future challenges to be met through training and development? a. Yes b. No c. Cant say

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Q.14. The methods adopted by your organization is? a. Lectures b. Audio-visuals c. On-the-job training d. Computer-Assisted instruction Q.15. Is your trainer given the honest feedback to you? a. True c. False b. Partially true

RESPONDENT PROFILE

Name Age

Address .

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