'Training and Devolopment with Reference to “Apcpdcl”\r'

'A PROJECT survey ON tuition AND DEVOLOP hold give away forceT WITH REFERENCE TO â€Å"APCPDCL” The thesis typography submitted on the partial fulfil man partt of the requirement for the appoint of MASTER OF BUSINESS judicatory By HEMALATHA Y Reg. No 110277202005 Department of Business Management ST. THERESA’S COLLEGE FOR WOMEN (Affiliated to Andhra University) ELURU 2010-2012 CERTIFICATE This is to certify that Miss. Y. Hemalatha, Student of â€Å"Ch. S. D. St. T here(predicate)sa’s college for women, Eluru” has with the Project nominate titled prep & angstrom unitere; DEVELOPMENT at APCPDCL, on a lower floor my guidance during the finale of 5th May 2011 to 5th July 2011.\r\nShe has been sincere, dedicated and her impart finished egress the subject field during the preceding(prenominal) period has been spl eat upid. indispensable realize guide Head of the discussion section Mrs. Renuka Mrs. R. S. Saraswathi. away Examiner manager of PG Courses Dr. Marietta Pudota DECLARATION\r\nI herewith decl be that this project report entitled â€Å" prepargondness &type A; DEVELOPMENT” a bonafide stool through for â€Å"APCPDCL” located in Hyderabad submitted in partial fulfillment for the award of degree of â€Å"MASTER OF BUSINESS ADMINISTRATION” DATE: PLACE: Hyderabad Y. Hemalatha ACKNOWLEDGEDMENT I behold to crush turn by my gratitude to Dr. R. S. Saraswathi, Head of the Department, Dept. of Management. It’s my plea legitimate and a jounce duty to ac friendship with unharmed my humility, my grateful give give thankss Project guide Dr. Renuka.\r\nI wish to thank and H. R. D Department for providing this opportunity to do my project and for taking special fretting and swallowest in my project exertion in their esteemed cheek. I am grateful and thankful to for tout ensemble the preceding(prenominal) for their support and kindness they offered during my term of the project. INDE X CHAPTER-I * magnificence * Need for the plain * Objectives of the orbit * S vitamin Aling and mannerological analytic thinking CHAPTER-II * uplifted society profile * Industry Profile\r\nCHAPTER-III * belief of upbringing and festering * Areas of cooking * instruct Methods * toughies of formulation * Benefits of pedagogy * Concept of suppuration * Importance of nurtureing and knowledge CHAPTER-IV * Process of teach and study followed by APCPDCL * Data interpretation and analysis educate and increment CHAPTER-V * Summary * Findings * Suggestions CHAPTER-V * BIBILIOGRAPHY * QUESTIONNAIRE IMPORTANCE OF HUMAN RESOURCE charge India is a land enriched with an abundant supply of military personnel department being imaging.\r\nOne of the major imp bets on ingatheringion is the charitable sphere. It has been acknowledge as a principle dick in the fulfillment of the targets of the plan and in the proceeding of the economic progress gener each(prenominal)y. Hence it is much the tender welf ar of the employees and to prevent the main capers. An pre nervential term whether small or large, be it a business or an industrial enterprise, postulates for its growth, survival and continuance quadruple advancement M’s * MONEY * MATERIAL * MACHINERY and * MEN Primarily, success or failure of an make-up mostly depends upon combination of the to a higher perpetrate four factors.\r\nOf which, I timber, managing men is critical and challenging task because of the dynamic individualizedity of the people. No twain persons ar similar in their mental abilities, traditions, sen beatnts and style and atomic number 18 subject to umpteen and varied influences, people are responsive, they relish, think and act and thither frontward they just exit non be operated bid a machine or shifted and altered the desires of a template in a room layout. charitable beings differ from unmatched an opposite in basic metal abilities, own(prenominal)ity, use up, skills, attitudes, aspirations, energy, preparation, dressing, deliver and conduct.\r\nBecause of these varied traits gentle beings are complex in their fashion and in their psychological make-up and when they interact with one anformer(a) in a actroupe or an organization, this complexity is multiplied. Because of these diversify factors, charitablee beings hit to be handled with great care and art of handling men was conventionally travel toed as â€Å" individualized commission” solely it is called as â€Å"human relations or human engineering. ” Knowledge of people, their economic consumption’s and behavior is the first step in ontogeny the human relations.\r\nNEED FOR THE STUDY * To sack up optimum utilization of human pick by measuring their readying and culture. * As the ultimate proclivity of every employee is for their hike (wages and salary). * To know the train and knowledge and wages and salary ad ministration of employees in the APCPDCL. * In human re commencement management employee is to be interact as an assent of the organization. Along with the upbringing and let outment of the employee by the organization pretends the moral of the employee and productiveness of the organization.\r\nIn much(prenominal)(prenominal) mail service the expectation of the employee, which are describe in caper Description should non be ignored. OBJECTIVES OF THE STUDY The nonsubjectives of the study are: * To study and analysis the philosophy of employee genteelness and suppuration of APCPCL * To study the surgical procedure of wage and salary administration that was followed by APCPDCL * To get a line miscellaneous strategies APCPDCL with fulfilling with fulfilling the indispensableness of preparation and increment need of the employees. * To compare the standards of APCPDCL with international standards. To study & angstrom; analysis the philosophy of employee provision and maturement of APCPDCL SAMPLING AND ruleological analysis: A Survey of 100 respondents out of 514 employees at Corporate asideice in produced by APCPDCL. By the way of random system was conducted. Data assembly: After revealing the research accusings the next step is to constitute the mendityology for selective information collection. Data Sources: For the successful closing of the project, the study is in need for both first-string as come up as secondary data. exceptional Data: Primary data collected through inter persuasioning the employees in APCPDCL.\r\nIn that sense 100 respondents through disbeliefnaire. Secondary Data: The process of secondary data is similarly called desk research, which was collected and stored earlier. Questionnaire Design: To study the view on the â€Å" tuition and organic evolution” of APCPDCL. Researches apply anatomical structured undisguised question refreshful some of the questions were of innocent and the responden ts are free to express their ideas. LIMITATIONS The study has its avow final points: * It is limited to small stype Ale that is 100 respondents from a large keep down of populations in follow with in a time frame of few twenty-four hourss. The age of project was limited for moreover two months. * The study is only on academic point of view. * The study is based on primary and secondary data. * respondents may not be in a piazza to respondent in favor of the questionnaire. community compose Central advocate distri only ifion fraternity of A. P. moderate was formed from the erst spot Andhra Pradesh State electrical energy board (APSEB) which was a power supply company to the separate sector Industries, Agriculture and for Home demand. On 01/02/1999, the APSEB has been divided up into two wings. They are 1. APGENCO 2. APTRANSCO APGENCO\r\nIt is a subsidiary of APSEB. It generates position from different sources such as Water, Coal, etc. the generated agency from the APGENCO allow for be sold to APTRANSCO which is too Subsidiary of APSEB. APTRANSCO It is similarly a Subsidiary of APSEB. It buys condition from APGENCO and it resells to the scattering Companies. thither are four dispersion Companies down the stairs Andhra Pradesh State Electricity Board which distri stilles power for all over Andhra Pradesh. Central power distribution company of Andra Pradesh Limited hyderabad Northern Power Distribution troupe of Andhra Pradesh Limited †Warangal.\r\nSouthern Power Distribution association of Andhra Pradesh Limited †Thirupathi. Eastern Power Distribution fraternity of Andhra Pradesh Limited †Vishakapatnam. These four companies are distributing power to their refer area for each distribution company there is one Chairman & Managing Director and four or fiver Directors to control the Operation of Power Distribution Companies. Apart from them a Public congenator Officer and a play along Secretary is in any case there. APTRANSCO controls all four Distribution Companies to maintain amity among the companies. APGENCO is an Independent placement.\r\nCENTRAL POWER DISTRIBUTION COMPANY OF A. P. LIMITED, HYDERABAD. resourcefulness of APCPDCL To be one of the India’s lift out Power utilities, satisfying the customer’s need richly and powering states growth. Mission of APCPDCL To be a Powerful Distribution bon ton in the Electricity sector through: †Make avai research lable reliable and superior Power †Continuously develop competent and committed human resources to match best Standards. * Adopt State-of art technologies for meliorate productivity. The core values of the cheek are, * customer tenseness * Organization Pride Mutual Respect and reliance * Initiative and Speed * Total Quality With a vision to fulfill the expectations of the Government, the Central Power Distribution Company of A. P. Limited, Hyderabad which came into being on 1st April 2000 as a sequel to the A. P. Electricity Reforms Act,1998 with an objective of Electricity to the people at an affordable price. With its headquarters at Hyderabad, the APCPDCL encompasses an area of Seven Districts viz. , Anantapur, Kurnool, Mahaboobnagar, Nalgonda, Medak, Ranga Reddy and Hyderabad catering to the power requirements 57. million consumers. APCPDCL has a vast infrastructure initiation in its operating area with 972 Nos. 33/11 KV. Sub-stations, 1, 459 Nos. of Power Transformers, 522 Nos. of 33KV Feeders, 3, 676 Nos. of 11KV Feeders and around 1,60,983 Nos. of Distribution Transformers of conglomerate capacities. A enumerate of unused initiatives for improving the quality supply of Power were introduced by APCPDCL such as * come up books to private customers * electronic spot billing * free disclo legitimate schemes * Web enable customer assistant centers * Tie up with e-sevas centers for bill payment Electronic control and complaint center etc. * Tins, Mats, Cap. * V idyut sadassus, Sub-stations wise making Having electrified 6,489 Villages, 5,600 General hamlets, 2,059 Tribal hamlets, 12,105 Daliwatdas and 5,806 Weaker Sections Colonies, APCPDCL is cyphering before to meet legion(predicate) challenges with promised to deliver quality customer services through innovative classs. The philosophy of APCPDCL is to unendingly striving to kick upstairs is executing emerged stronger by the sidereal day to offer its customers the best and value for money.\r\nThe company is managed by a Board of Directors lieing of the quest members. * Chairman & Managing Director: Mr. .M. T. Krishna Babu, I. A. S. , * Director (HRD&OPW/GH): Mr. K. Venkatanarayana, B. E. , * Director (P & MM): Mr. KH. Ghulam Ahmed, B. E. , * Director (Commercial): Mr. A. Srinivas Rao, B. E. , * Director (Finance ): Mr. P. Rajagopal Reddy * Director (Operation-Rural): Mr. B. Veera Reddy, B. E. , * Director (Coordination): Mr. B. Ravindra Reddy, B. E. , * Director (Pr ojects & IT): Mr. G. Raghuma Reddy, B. E. , Licensed Area\r\nCovering 7 districts in Rayalseema and Telangana areas including twin cities of Hyderabad and Secunderabad i. e. , capital of Andhra Pradesh, Kurnool, Mahaboobanagar, Medak, Nalgonda, Ranga Reddy and Hyderabad totally 86,800 SQ. KM. Customer serve ups: * check for new connection * Apply for transfer of service * Centralized trouble call center * Round the clock service * blip billing Customer Information: * Electricity obligation * Fuse off call officers * Electricity conservation tips * Official mail id * Citizens charter * Electrical gumshoe Online Services: * Know your bill * Online bill doubt Online bill calculation * Online bill payment plastered provisions in the Electricity Act 2003 such as open access to the trans relegating and distribution net study, recognition of power trading as a distinct activity, the liberal definition of a intent generating plant and provision for supply in outlandish areas are pass judgment to introduce and encourage controversy in the electrical energy sector. It is expected that all the above measures on the generation, trans military commission and distribution front would takings in formation of a robust electricity grid in the country. reproduction AND DEVELOPTMENT instruction:\r\n schooling is pertain with imparting and develop specific skills for a limited purpose. teach encompasses activities ranging from the encyclopedism of a hit motor skill up to the development of a complex technical cognition inculcation of figure administrative skills and the development of favorable attitudes towards the organization. preparation is a learning cognise in that it seeks relative constant change in an wiz(a) that forget make correct his mightiness to perform the chore. It involves change of skills, experience, attitudes and social behavior. develop DEFINED\r\nIt is a learning process that involves the acquisition of knowledge, sharp ening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. knowledge is activity leading to skilled behavior. • It’s not what you want in life, but it’s wise(p) how to reach it. • It’s not where you want to go, but it’s knowing how to get there. • It’s not how high you want to rise, but it’s knowing how to unsay off | | • It may not be quite the outcome you were aiming for, but it forget be an outcome • It’s not what you dream of doing, but it’s having the knowledge to do it Its not a set of ends, but it’s more standardised a vision. • It’s not the goal you set, but it’s what you need to happen upon it Training is closely knowing where you stand (no egress how pricy or bad the current situation looks) at present, and where you give be later(prenominal) whatsoever point of time. Training is around the acquisition of knowledge, skills, and abilities (KSA) through professional development. | fewer DEFINITIONS:- A planned process to modify attitudes, knowledge or skills behavior through learning experiences to progress to effective performance in an activity a range of activities.\r\nIts purpose, in the control situation, is to develop the ability of the person and to satisfy the current and early needfully of the organization. (Man power services commission 1981) The purpose of dogma new employees the basic sills need to perform their melodic phrases. (Gary Dessler 1985) Training consists of planned architectural plans designed to ameliorate performance at the soulfulness base and/or organizational levels, which in turn gives measurable changes in knowledge, skills, attitudes and/or social behavior. (Wayne Cascio, 1995) Training is an art of change magnitude the knowledge and skills of an employee for doing a circumstance spend a penny. Peter F. Drucker) Training i s the act of append the skills of an employee for doing a particular air. (Flippo) Training is the act of increasing the knowledge and skills of an employee for doing a particular commerce. (Arun Monappa and Saiyadain) PURPOSE OF teach:- In the modern co-operative purlieu the necessity or planning employees may arise for different groundss as follows: a. To enable existing employees and new recruits to under take operations involving new applied science. b. To adopt the existing methods and techniques to changing needs. c. To improve the efficiency of work performance by employee. d.\r\nTo achieve higher productivity. e. To reduce supervision time, disparage spoilage and wastage of literal. f. To develop the potential abilities or work-men etc. , AREAS OF TRAINING:- 1. Training in company policies or procedures:- The objective is to orient new employees with the set of rules Procedures, management, organization structure, environment and products, which the Form has and/ or parcel outs with. Orientation is a day-and-night process aimed at the adjustment of all employees to new and changing situation.\r\nIt aims to impart the facts Of company rules of policy, to bring into being attitudes or confidence in the company, pride in its information near needs or skills, development, quality of production and work organization. 2. Training in particular skills:- Training f employees for particular skills is under interpreted to enable the employees to be more effective on the business concern. It is here and now proposition, some what standardised generalisation cookery, which does not claim a very epochal development a trusted contribution to the pipeline, for instance, gross revenue train and machine skills. 3. Training in human relation:-\r\nTraining is a broad form embracing many different aspects. Self-learning and inter-personal competence burn be included in this category, all come to with generally the some theme. It focuses a conce rn for individual race for tang and treating . people as â€Å" tender Beings” rather than a machine. non only in this concern and sentience in one’s attitude and behavior conductive to give away work place relation but also to enhance productivity. This category of didactics is oriented towards the development of the individual and consequently the organization’s efficiency in basis of better group work. 4.\r\nProblem-solving pro man:- umpteen companies’ broadcastmes also revolve around organizational units, like divisions or branches, which generally handle a product line. The practice is to call together all managerial, personnel, in a particular division/branch from both the head quarters and the field offices and discuss parking area contemplates and solutions across the table This is not only dish ups to crystallize problems, but also serve as a from for the change of ideas and information, which could be utilized in early(a) situati ons. 5. Managerial and supervisory tuition:- The managerial art combines both techniques and conceptual knowledge.\r\nIf it were of a specialist, it would emphasize. few techniques and knowledge like operations, research, finance, production and personnel management. 6. Apprentice raising:- The apprentice act, 1961 was based on the philosophy of providing some technical for unskilled people in redact that there employment opportunity is enhanced, or rather to help them be self-employed. Industrial organization in specified industries is needed to train apprentice in promotion to their work force in designated trades. The sequence of grooming is 1 to 4 years. TRAINING METHODS/TECHNIQUES On the craft method\r\nThis type of cookery is also kn possess as job instruction educational activity in the individual is placed on a first-string job and taught, the skills requisite to perform that job on the job develop has a good of enceinte first hand knowledge and experience u nder the actual operative conditions. (a) line gyration:- This type of readiness involves the movements of the trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor or trainer in each of the different job assignments. This method gives an opportunity to the Trainee to understand the problems of employee on other jobs and admiration them. b) train:- The trainee is placed under a particular supervisor functions s a coach in information the individual, the supervisor provides break back to the trainee in his performance and offers him some of the duties and responsibilities of the coach and relieves him of his burden. A limitation of this method of tuition is that the trainee may not hasten the freedom or opportunity to express his own ideas. (c) job- instruction:- This method is also known as planning through step by step. under this method, trainee explains the trainees the way of doing the jobs.\r\nJob knowledge, skills and also him to do the trainee, provides regimen back information and corrects the trainee. Off the- job method Under this method of pedagogy, trainee is separated from the job situation and his attention in focused upon learning the material alluded to his future job performance. (a) Vestibule fosterage:- In this method, actual work conditions are wound up in a classroom. Material, Files and equipment those are used in actual job performance are also used in procreation. This type of fostering is ordinarily used for knowledge for clerical and semi-skilled jobs. b) Role- playing:- It is defined as a method of human interaction that involves realistic behavior In imaginary situation. This method of training involves action, doing and practice. The particular play the business office of certain characteristics, such as the production manager, mechanical engineer, fore †men and the like. This method is mostly used for underdeveloped inter-actions and relations . (c) actors line method:- This lecture is a traditional and take up method of instructions. The teacher organizes the material and gives it to a group of trainees in the form of a public lecture to be effective.\r\nThe lecture must motivate and give rise interest among the trainees. An advantage of lecture method in that it is direct and arse be used for a large group of trainees. Thus costs and time involved are reduced. (d) Confidence reciprocations:- It is a method of training the clerical professional and supervisory personnel. This method involves a group of people who possess ideas, read and share facts, ideas and data. Test assumptions, and draw conclusions, all of which present to the improvement of job performance. Discussions has the discussion involves two-way communication theory and feed back is provided. e) computing machine computer create mentallyd Instructions:- The subject matter to be learnt is presented in a series of guardedly planned sequential u nits. These, units are arranged from single to more complex levels of instructions. The trainee goes through these units by reply questions or filling in the blanks. This method is high-priced and time consuming. personateS OF TRAINING The system mold consists of five stages and should be repeated on a regular seat to make shape up improvements. The training should achieve the purpose of helping employee to perform their work to inevitable standards.\r\nThe steps involved in System Model of training are as follows: 1. Analyze and identify the training needs i. e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 2. Design and provide training to meet identified needs. This step requires growing objectives of training, identifying the learning steps, sequencing and structuring the cont ents. | | Evaluating 3.\r\nDevelop- This phase requires listing the activities in the training program that forget assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals ; objectives. 4. Implementing is the hardest part of the system because one malign step can lead to the failure of whole training program. 5 each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making requisite amendments to any of the previous stage in mark to remedy or improve failure practices. transitional MODEL Transitional posture focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which trainingmodei. e. innerloopisexecuted. Vision †focuses on the milestones that the organization would like to achieve after the defined point of time. A vision line of reasoning furcates that where the organization sees itself few years down the line. A vision may include setting a role mode, or bringing some intrinsic transformation, or may be promising to meet some other deadlines.\r\nMission †explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform | | the employees regarding the organization. The mission statement tells slightly the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. set †is the translation of vision and mission into communicable ideals. It reflects the late held values of the organization and is independent of current pains environment.\r\nFor practice session, values may include social state, excellent customer service, etc. | | | The mission, vision, and values precede the objective in the inner loop. This exemplar considers the organiza tion as a whole. The objective is formulated hold offing these terzetto things in mind and then the training amaze is further implemented. | | INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL (ISD) MODEL instructional System Development model was make to answer the training problems. This model is wide used now-a- years in the organization because it is concerned with the training need on the job performance.\r\nTraining objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. This model also helps in determine and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages: 1. depth psychology †This phase consist of training need assessment, job analysis, and target audience analysis. | | 2.\r\nPLANNING †This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i. e. selection of content, sequencing of content, etc. | | | 3. DEVELOPMENT †This phase translates design closes into training material. It consists of developing course material for the trainer including handouts, workbooks, visual assists, introduction props, etc course material for the trainee including handouts summary. . EXECUTION †This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, pabulum facilities, cooling, lighting, parking, and othertrainingaccessories. 5. EVALUATION †The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. This phase consists of identifying strengths and weaknesse s and making infallible amendments to any of the previous stage in graze to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program.\r\nIt also highlights that feedback is an important phase throughout the inbuilt training program. In this model, the output of one phase is an input to the next phase. | | BENEFITS OF TRAINING:- * It leads to improved favourableness and/or more positive attitudes towards profit motivation. * Improves the job knowledge and skills at all levels of the organization. * Improves the morale of the work force. * Helps in creating a better incorporated image. * conterminous’s authorizedity, openness and trust. * Improve the relationship in the midst of bosses and subordinate * Aids in organizational development Learns from trainee * Aids in understanding and carrying out organizational polices * Provides information for future needs in all areas of the organization * Organization get s more effective decision-making and problem solving * Aids in developing leading sill motivation, loyality, better attitudes, and other aspects that successful workers and managers usually gifting * Helps keep costs down in many areas, e. g. , production, personnel, and administration etc. , * Develops a sense of responsibility the organization for being competent and knowledgeable. * Improves labour-management relation Reduces exterior consulting costs by utilizing competent internal consulting * Stimulates safeguard management s opposed to putting out fires eliminates Sub-optimal behavior (such as hiding rays) * Aids in handling conflict, thereby helping to prevent stress and tension. Importance of Training Objectives Training objective is one of the most important parts of training program. art object some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives rattling lea d the design of training.\r\nIt provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, 1. trainer 2. Trainee 3. power 4. Evaluator | | Trainer †The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the requisite adjustments.\r\nAlso, trainer comes in a position to prove a relationship between objectives and particular segments of training. | | | Trainee †The training objective is beneficial to the trainee because it helps in trim down the solicitude of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates apprehension that can negatively affect learning. Theref ore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful.\r\nThe objectives create an image of the training program in trainee’s mind that actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore, training objectives helps in increasing the chance that the participants depart be successful in training. Designer †The training objective is beneficial to the training fashion designer because if the designer is aware what is to be achieved in the end then he’ll buy the training pile according to that only.\r\nThe training designer would then look for the training methods, training equipments, and training content wherefore to achieve those objectives. Furthe rmore, planning always helps in transaction effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer pull up stakes design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i. e. when there is a flee in a product or when a customer is angry.\r\nTherefore, without any guidance, the training may not be designed appropriately. Evaluator †It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants. | | DEVELOPMENT In day’s competitive environment, an organization has to be concerned about the development. Development in the preparation and education of manage to effectively manager their people while at the same time achieving the strategies and goals of their company.\r\nDevelopment in a continuous processes and seeks to being about behavior change in trainee managers by cultivating their mental and built-in qualities. The Major Qualities Of The Development Programme Are: * The proceed improvement and development of present managers * Provisions of an competent number of well-qualified managers for the future. * Optimum utilization of work force of the organization * Prevention of managerial obsolesces An effective development political platform to achieve to above mentioned objectives should include the pursual: * A carefully considered plan and organization and for carrying out the programme. A periodic appraisal or rating of each manager regarding his performance in the various stages of development under the programme * A continuous application and support from top management A number of management methods are usable. Anyone of them can add together to the objectives of the organization but only if the techniques are prudently selected, diligently and rigorously evaluated. Often techniques are used in the combination in long-term development programme. Some of these techniques are: * Coaching and counseling * Job rotation * Conference / discussion * Programmed and computer aid instruction * Role-playing Team group training Coaching and counseling: This is one of the most popular management development techniques where effective senior manager teach the new managers. The coach superior sets a good example of what a manager does while doing about daily business. The new manager exemplifies the correct behavior attitudes, assigned specific and challenging goals and provides trainees with frequent and immediate feedback concerning their job performance. The coach also delegates enough authorization to the trainees to make some decision. This approach not only provides opportunities to learn but also all ows a intuitive feeling of self-confidence to develop.\r\nJob Rotation:- Management â€trainers and educationalist, has frequently preached ‘move the manager around’ when the manager is go from one department to another, it gives him from a broad motion picture to the strength and weakness of the company and much better understanding then he could otherwise possess. manoeuver convocation / Discussion:- The guided discussions type of conference in an improvement over straight lecturing, the instructor known in advance what information or procedure he wants to bring our, and guides the discussion accordingly. Programme and computer aid instructions:-\r\nProgrammed instructions are based on certain behavioral laws that relate to principles of reinforcement. The important feature of programmed instruction is that it Provides immediate feedback on whether the participants answered correctly or not. To facilitates this, the instructors are designed in such a way that a ll future learning. Programmed instructions can have been developed in computer aided format. In such a format, managers sit at a computer terminal with a monitor. The computer is programmed with the training materials. The potential for computer based training is virtually unlimited.\r\nIt is generally agree that because of such advantage as self-pacing, privacy, immediate feed back convenience and adoptability it will became one of the most popular training and development approaches obtainable. Role-Playing:- In which roles as assigned to trainees to act out as they would do in their real life. It is laborsaving in training managers to deal with human relation management. Participants learn to take account others point of view. They experience a situation emotionally. It makes them more self-conscious and analytical in their behavior. It also permits the participants to show imaginations and care in finalizing solutions.\r\nTeam group training:- This technique is also known as esthesia training, laboratory training and executive action. Team group training is concerned with the real note stimulated problem existing with in the team group itself. It helps participants to learn about themselves their weaknesses and emotions to develop insights in to how they defend to other and also how others react to them, to visit out how to behave more effectively in inter personal relations to develop more open, authentic relations among people. T-group are really small discussion groups with no set leader, they have no rigid and mutual impact of the participants.\r\nBut T-group training involves creation of stress situation, which go out of control. Importance of Training and Development • Optimum Utilization of Human imagings †Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. • Development of Human Resources †T raining and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees †Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of Human idea and an overall personality of the employees. | | • Productivity †Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. • Team spirit †Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture †Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in cr eating the learning culture within the organization. • Organization Climate †Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. • Quality †Training and Development helps in improving upon the quality of work and work-life. • wakeless work-environment †Training and Development helps in creating the healthy work environment.\r\nIt helps to build good employee, relationship so that individual goals aligns with organizational goal. • Health and sentry go †Training and Development helps in improving the health and safety device of the organization thus preventing obsolescence. • Morale †Training and Development helps in improving the morale of the work force. • Image †Training and Development helps in creating a better corporate image. • Profitability †Training and Development leads to imp roved positiveness and more positive attitudes towards profit orientation. • Training and Development aids in organizational development i. . Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies • Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. | Human Resource Development Boundary: From the determination of training of needs to providing the training through to the assessment of the effectiveness of the training imported. PROCESS OF TRAINING AND DEVELOPMENT THAT IS FOLLOWED BY APCPDCL.\r\nThe important General Manager (HR ; IR), the General Manager (IR ; Legal), the DE/CPTI and other officers are taking care of the resources to train, qualify, and develop the employees in APCPDCL. The one-year budget on training sector of CPDCL is increased for this year(2011) is 2. 61 crores from 62. 5 lakes of previous annual budget of training sector. The company has future(a) two types of training. They are: 1) In-House Trainings, and 2) External Trainings In-House Trainings: The company has its own training centre that is CPTI,it was located at GTS colony in Hyderabad.\r\nIt is one of its kind and is fully equipped with following are 1 Mess (full fledged) 7 Lecture houses with a capcity of 360 parx 69 Individual inn dwell 3 Suite rooms for guests The company has exhausted approximately 7 crores for the development of infrastructure at CPTI. CPTI DE(CPTI) AE(Tech) AS(CPTI)P;G| Sub-Division IAE I| Sub-Division IIAE II| AO(CPTI)Accounts| | Maintaince stave| Maintaince staff| | SUB-DIVISION I :- Under this, ADE and AE organize the following programs for the employees of APCPDCL likeINDUCTION Programmes REFRESHER Programmes MONTHLY Programmes\r\nUN PLANNED or TAILORE do Programmes I. INDUCTION TRAINING:- The newly recruited employees under direct re cruitment, compassionate appointment and medical invalidation are abandoned Induction training. The period of this training is generally 1 month or 25 working(a) days. The roles and responsibilities of the recruitees are discussed along with the eagle-eye description of the works to be carried-out by them in APCPDCL.. In this programme,the trainees will be given the four types of Training. They are….. * Room training * Live demos of various technical items in the lab at CPTI. Field visits to EROs, Section offices, etc. * On shore training: Interaction with the personnel working in the fields. These are giving to the employees to get the awareness for how to check with working knowledge. II. MONTHELY or REGULAR PROGRAMMES :- The regular programmes will be conducted for the employees to gain the indepth knowledge and practical knowledge on work job. usually this programmes conducted about 3 to 5 days. III . REFRESHER TRAINING :- This type of training will be given to the empl oyees for indepth study but less in number with comparison to regular programmes.\r\nThe maximum number of days is 7 to 15 days on depending upon the number of participants and cader of the departments also considered. IV. UN PLANNED or TAILOR do PROGRAMMES :- Whenever there is a need of training on some special programs to get the awareness to the employees CPDCL will organize the un planned or tailor do programmes like Rajiv Gandhi Graama Vidyuth Yojana and M O U side programmes SUB-DIVISION IIAt this division the company organizes the MOU with side programmes. The main two programmes are……. 1) The National franchiese programmes ) The National training programme for C;D employeesIn this division the ADE/AE will plans to get the funds to the company through merchandising of lecture halls means giving the lecture halls to other organizations on rent basis. The sub-division caders has to create the tailor made programmes for outside organizations based on their requirem ent. The also comes under Sub-division II i. e In brink and Out door labs for technicality purpose. EXTERNAL TRAINING The outside training shoulb be approved by the CMD;BOD.\r\nWhenever there is a adapted programme for the employee of CPDCL the management favours in takes the decision favoure to the programme. Generally CPDCL has been deputed personnel for the programmes organized by organizations like ESCI (engineering staff college of instistute) ASCI (administrative staff college of institute) CIRE (central institute for rural electrification) etc are at Hyderabad. BESCOM CPRI NTPC(national thermal power corporation) TETRA TECH MYS YADE INSTRUMENTS JAIPOR productiveness COUNCILL etc are outside of the Hyderabad. DATA INTERPRETATION OF TRAINING AND DEVELOPMENT\r\n give in 5. 1 answerer’s credence on training facilities available in organization. S. NO. | OPTIONS| RESPONDENTS| | 1| Excellent| 25| | 2| bang-up| 75| | 3| curt| 0| | | | | | explanation: The question was as ked regarding their feeling about their training facilities at their Organization. 25% expressed that they are royal to work there, and 75% expressed happy. | | | | | | | | | | | | | | | | . TABLE 5. 2 Respondent’s opinion on training programme expedient for day-to-day activities. S. NO. | OPITIONS| RESPONDENTS| | | exceedingly Satisfied| 26%| | 2| Satisfied| 60%| | 3| Not Satisfied| 14%| | reading: In the above table there is an version of percentage about the answers obtained from the employees about the training programmes conducted in the company and it is found that 86% of the people are happy with the training and those who are not cheerful with training programs are14%. TABLE 5. 3 Respondent’s opinion about training helps in personal development. S. NO. | OPTIONS| RESPONDENTS| dower| 1| To Large close| 60| 60%| 2| To Some finish| 10| 10%| | in truth itty-bitty boundary| 30| 30%| variant: 60% of the employees opinioned that training helps in personal development, 10% of the employees opinioned that training may or may not help in personal development. And 30% of the employees do not feel that training help in personal development. From this we can identify that maximum number of the employee vote for training helps in personal development. TABLE 5. 4 Respondent’s opinion on improvement in their performance after attaining training programme. S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| Excellent| 70| 10%| | safe(p)| 10| 70%| 3| satisfying| 20| 20%| Interpretation: The above question is about the improvement in performance after training program. Because it is very important for the smooth flow of work to ultimate result 70% of the employee opinioned that performance after attaining the trainer is good. 10% of the employee say that there will not be any difference in the performance after or before. 20% of the employee said that performance is better before attaining training. TABLE 5. 5Respondent’s opinion to w hat extent the training programme helped in your job. S. NO. OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large extremity| 65| 65%| 2| To Some intent| 35| 35%| 3| Very petite finis| 5| 5%| Interpretation: The above question is to know about the helpfulness of training requirement for the employees in the FFF organization. 65% of the employee opined that training helps in their job and 35% of the employee viewed that it may or may not help, and 5% of the employees opined that training does not help in their job. TABLE 5. 6 Respondent’s opinion on might available for training from inside the organization or from outside the organization?\r\nS. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| Excellent| 35| 35%| 2| just| 15| 15%| 3| ok| 50| 50%| Interpretation: Faculty affects the productivity of an employee, so that he can put his better effort than previous, it improves moral of an employee. There the table indicates 35% of the employee feel that trainer should be from out side th e organization 15% of the employee feel that trainers should be from inside the organization. 50% of the employees should be from both, out side and from inside the organization. | | | | | | | | | | | | | | | | TABLE 5. Respondent’s opinion to what extent the equipment, company adopts new technology? S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large bound| 60| 60%| 2| To Some finis| 35| 35%| 3| Very Little fulfilment| 5| 5%| Interpretation: When a person may have skill to be utilized then there should be required equipment, but it might not be recognized by an organization unless utilized skill leads to privation to both the organizations and individuals, intention behind asking this question is to advice the organization to try to recognize the needs of 60% of people which are to be utilized for your organization.\r\nTABLE 5. 8 Respondent’s opinion on criterion for giving training? S. NO| OPTIONS| Respondents| destiny| 1| Company overall development| 10| 10% | 2| Company improvement| 60| 60%| 3| Future career growth| 30| 30%| Interpretation: The work debase should not be over loaded and under loaded; work should be assigned to a worker taking in to consideration of job description, which is concerned on training criteria. 10%, 60%, 30% of people have expressed their high satisfaction, satisfaction and dissatisfaction respectively. TABLE 5. Respondent’s opinion about on the job training or off the job training? S. NO. | OPTIONS| Respondents| constituent| 1| On the job training| 15| 15%| 2| Off the job training| 50| 50%| 3| Both a & b| 35| 35%| Interpretation: Quality of job training has nearest relationship with the on the job training and off the job training which leads to high training, the above tables show the highly live up to employees are 15%, satisfied employees are 50% are 35% number of employees is not satisfied regarding their quality of training. | | | | | | | | | | | | | | | TABLE 5. 10 Respondent’s opi nion on training, which is provided by FFF on the safety programmes are very much helpful for your personal life or at the work place? S. NO. | OPTIONS| Respondents| Percentage| 1| only for personal life| 5| 5%| 2| only for work place| 40| 40%| 3| Both a & b| 55| 55%| Interpretation: Training should be very effective in any organization, which leads to castigate in organization, so that training facilities affect the productivity of individual employee’s personal life.\r\nIn FOODS, FATS & FERTILIZERS there is a lot of dissatisfaction regarding safety programmes. It is need to be improved. CHAPTER-4 SUMMARY SUMMARY I have done a study on â€Å"TRAINING” and â€Å"DEVELOPMENT” a concept of human resource management In â€Å"APCPDCL”, which is located at Hyderabad. The greatness of the study of the” Training and development is the emergence of new climate in the economic environment. In this study the concept of training and development was used as an umbrella for describing various personal policies and practices. The major source of data for the training and development in APCPDCL is questionnaire.\r\nThe data was given by the employee is based upon their perception on the different items in the questionnaires. The questions were asked about their training levels of employees regarding the factors, which affect the training and on their development of the employee’s work life. From the above analysis it is clear that the performance of the company is quite good in all sectors. The training for all the departments like technical awareness and behavioural finally shows a change in the work of all the employees. This training is planed in such a way that all the employee’s show interest in learning new things.\r\nThe training helps employees in learning new things. Moreover the company is also supporting the employees in their industrial visits too, where the family members of the employees are also allowe d. Keeping view of the company’s awareness, it has accommodate itself for a multifaceted growth achieving productivity of human resource. FINDINGS * It is observed that most of the employees are satisfied with the training practices of the organization. * It is observed that most of the respondents who are satisfied with the TRAINING facilities in the organization. It is observed that most of the employees are satisfied with the working conditions in the organization. * It is observed that more than one-half of the employees are satisfied with the salaries and other benefits provided by the company. * judge return on the training progrmmes is being achieved. * The Company’s training institute, CPTI is one of its kind and is fully equipped with audio-video enhancements in the Lecture halls, hygienic hostel rooms and best quality food, good refreshments and conjunct staff. * The Company has a training policy of 3 to 5 mandays of training for each and every employee. T he Company is organizing TAILOR-MADE programmes whenever necessary to its employees to strengthen, update and refresh their knowledge. * The personnel are deputed for External trainings by the management when suitable programmes are being organized by various organizations irrespective of their location i. e. , either at Company’s headquarters (Hyderabad) or outside like Delhi, Jaipur, etc. * the company is currently upgrading itself from SAP 4. 7 to SAP 6. 0 Version which includes HCM, Trainings etc. * The model followed in CPDCL is SYSTEM Model. SUGGESTIONS The employment of retired employees should be in limit because they do not have more responsibilities when compared to the regular employees, thus we can reduce the just age of the employee. It helps in increasing the skill of the employee. * magical spell recruiting the employees, preference should be given to both the qualifications and experience of the prospective employee. * Motivational camps should be done for t he employees for reducing absenteeism. * Separate training for semi-skilled, UN skilled then they have some talent in a particular field. ANNEXURE Bibliography Questioner\r\nBIBLIOGRAPHY IJTD MAGAZINE- Indian Journal of Training and Development P. Subbarao †Essentials of Human Resource Management And Industrial traffic V. S. P. Rao †Human Resource Management, text & cases Mizra S Saiyandain †Human Resource Management Keith Devis †Behaviour of manpower at Work QUESTIONNAIRE FOR TRAINING AND DEVELOPMENT get a line :\r\nAge : Qualifications : Designation : Period of Training (in days) : Service in FFF (in years) : 1) What is your opinion on training facilities available in your organization? a) Excellent b) Good c) Poor 2) What is your opinion about your working conditions or environment? a) Highly satisfied b) satisfactory c) Not Satisfactory 3) To what extent you found the training program useful for day-to-day activities? ) Highly Satisfied b) Satisfied c) Not Satisfactory 4) Do you feel training department provides a congenial for learning? a) To Large effect b) To Some Extent c) Very Little Extent 5) Do you feel that training helps in personal development? a) To Large Extent b) To Some Extent c) Very Little Extent 6) How do you find the change or improvement in your performance after attaining training program? a) Excellent b) Good c) Satisfactory 7) How do you find training program helped content designed? a) Excellent b) Good c) Satisfactory 8) To what extent the training program helped in your job? ) To Large Extent b) To Some Extent c) Very Little Extent 9) What is your opinion on faculty available for training program? a) Excellent b) Good c) Satisfactory 10) What is your opinion on infrastructure available in FOODS, FATS & FERTILISERS organization for the training program? a) Excellent b) Good c) Satisfactory 11) To what extent the equipment, company adopts new technology? a) To Large Extent b) To Some Extent c) Very Lit tle Extent 12) What were the criteria for giving training? a) Company overall development b) Company improvement c) Future career growth 3) You requires on the job training or off the job training? a) On the job training b) Off the job training c) Both a & b 14) Training requires only new employees or existing employees? a) New Employees b) Existing Employees c) Both a & b 15) The training, which is provided by FFF on the safety programmed, are very much helpful for your personal life or at the work place? a) Only for personal life b) Only for work place c) Both a & b 16) Is management staff participated with you in training programme? a) Yes b) No c) Comment 7) Are you feel it necessary to participate management with you in training programme? a) Yes b)No c) No comment 18) Trainers come from outside or your employers only? a) Our employers b) Outsiders c) Both a & b 19) How could that the atmosphere also plays a vital role in training programme? a) Yes b) No c) No c omment 20) After training the management will motivate or leave you? a) Motivates us b) Leaves us c) No comment 21) Are you requiring only safety measures training or technical training? a) Safety training b) technical training c) a & b\r\n'