KUMAUN UNIVERSITY, NAINITAL

OON

SUMMER TRAINING REPORT SUBMITTED

TOWARDS THE PARTIAL FULFILLMENT OF
GRADUATE DEGREE IN MANAGEMENT

STUDY OF EFFECTIVENESS OF TRAINING

AND DEVELOPMENT in KRIBHCO
SUBMITTED BY:
KANIKA NAINWAL
BBA (2015-2018)
Roll No .1512250022

INDUSTRY GUIDE :- FACULTY GUIDE :-

Mrs. Poonam Verma Mrs. Vashali Bisht

(SM, KRIBHCO) (Assistant Professor, IPSDR)

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 KANIKA NAINWAL

ACKNOWLEDGMENT

Preparing a project of this nature is an arduous task and I was fortunate enough to get support
from a large number of people to whom I shall always remain grateful.

At the outset I am thankful to my college- “Institute of Professional Studies and Development

Research, Nainital,” who provided me an opportunity to undertake the Industrial Training
Project to boost up my sphere of knowledge and managerial abilities in real life scenario.

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I would like to express my gratitude to Krishak Bharati Cooperative Limited for allowing me to
undertake this project. I would like to take this opportunity to thank Ms. Poonam Sharma
(General Manager H.R), corporate mentor for providing me with an opportunity to work with
KRIBHCO.
I shall not be discharging my responsibility adequately unless I thank Mrs. Poonam Verma who
provided the required information to me out of their busy schedule.

I am also desirous of mentioning my profound indebtedness to Mrs. Vashali Bisht, Faculty

member; Institute Of Professional Studies and Development Research, for the valuable advice,
guidance, and precious time and support him offered.

Last but not the least , I would also like to thank all the respondents forgiving me their precious
time, relevant information and advice without which I would not be able to complete this project.

KANIKA NAINWAL

EXECUTIVE SUMMARY

I did my summer training at Krishak Bharati Cooperative Limited, NOIDA .I was asked to

collect the information related to HR. department and the information needed for training and

development. For that I targeted middle level employees working in various departments at

Noida head office of Kribhco.

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For collection of required primary data I drafted a questionnaire according to the information
needed by me for successful completion of the job given to me. The objectives of my
questionnaire were as follows : Working duration in KRIBHCO, Awareness about training
and development, Area of training required in KRIBHCO, Results of training.
I collected the data from 100 people which helped me to find out that, almost all the
employees in KRIBHCO are working from last five years, most of the people have clear
idea about training and development, most of the employees want to take training in both
ways i.e. On the job and off the job training, Training methods provide during the training
session were helpful.
On the basis of above I recommended the organisation, that the organisation can run
management awareness programme, interact work groups in training course, organization should
also avoid course attenders. Such type of initiative in order to fulfill the training & development
programme.
Hence, the need for monitoring the effectiveness of training and development program is
inevitable.

Table of Contents

S.No. Topic Page No.

Chapter I Introduction – Training & Development 7-11

1. Training 8
2. Role of Training 8
3. Objective of Training 8

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 4. Training Programme in KRIBHCO 9-10
5. Development 11
6. Process of Development 11
Chapter Research Methodology 12-15
II
1. Research 13
2. Objective of study 13
3. Period of study 13
4. Scope of study 14
5. Research design 14-15
Chapter Company Profile 16-25
III
1. About The Company 17-20
2. Hr. policies of Kribhco 20-25
Chapter Data Analysis & Interpretation 26-41
IV
Chapter V 1. Findings 43
2. Recommendation 44
3. Conclusion 45
 Bibliography 46
 Annexure 47-50

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 CHAPTER- I
INTRODUCTION

Training & Development

Training

‘Give a man a fish, and you have given him meal. Teach a man to fish, and you have given him
livelihood’
Organizations become dynamic and grow through zeal, caliber and vision of their Human
Resources. A healthy climate of trust in organization is essential for developing Human
Resources. KRIBHCO has always considered development of Human Resources as its most
important responsibility because this alone ensures the well-being and growth of the
organization. Training & Development activities of society form apart of continuous process in
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integrating the organizational needs and the needs of individuals. “Willingness to change” for
betterment is the pre-requisite for moving towards excellence

Role of Training:

 Increase in Efficiency
 Increase in Morale of Employees
 Better Human Relations
 Reduced Supervision
 Increase Organizational Viability and Flexibility

Objectives of Training

 To orient the employees to the needs of the Society and provide opportunities for them to
improve their performance on the job.
 To minimize the time gap in learning new development
 To equip the participants with requisite ability so that they can work with minimum
supervision.
 -To enable employees to update their knowledge and increase the level of performance
on their present job assignment as well as channelize their inherent potential, in order to
make him a Holistic Person.
 To foster initiative, self-confidence and to overcome manpower obsolescence occurring
due to age, temperament, lack of motivation or inability of person to adopt to changes.
 To impart training to new entrants to enable them to take up their assignment effectively.
 To create an environment of “We feeling” and enhance accountability of people.

 Training Programme in KRIBHCO

The basic aim of training is to induce a suitable change in the individual concerned it can be use
full in improving the transformation process that takes place in the organization in terms
of processing of inputs to outputs theirs for , training needs have to be related both in term of the
organization demands and that of individuals. Training needs can be classified into three basic
needs.
 Organisation Analysis
 Task Analysis
 Individual Analysis

A Committee has been constituted at Head Office for identification and assessment of training
needs of each employee posted at HO/CMO/SMOs. On the basis of specific recommendations of

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Head of Departments, the committee would nominate employees for various Seminar/Training
Programmes/Conferences etc., either in India or abroad to meet the development needs. Various
training programmes conducted in Kribhco are listed as under in a tabulated manner. These
training programmes help the employees to train & develop themselves in every aspect of their
social & work life.
These are as follows:

Training Description
In House Training Programme Lectures

Demonstration

Hypothetical Training

Seminars

Internship Training

Coaching / Understudy

Out House Training Conferences / workshops.

Educational training

Transfer

Apprenticeship training

There are various categories which are divided on the basis of the grade of the employees.
Categories in which trainees are inducted are as follows:

Sr. Discipline  Qualification Training Max Age Design on

No Period Limit Limit Absorption
1 Engg. Engg . Graduate 1.5 25 Asst. engr.
Management
service - I
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2 Engg. Suborni Eng. 2 23 Opts/Tech
nnate Dip. Holders
Services-II 
3 Mgt. Services MBAs from - 24
IIMs

4 Pers. & IR PG Dip. 1 25 Jr. Manager In

Business Mgt. Gr. H.

5 Agri. Graduate B.Sc. Agri. Wit 1.5 25 Field Rep.

Trainees  h Ist class
6 Commercial MBA with 55% 2 25 Asst. Gr - 1
Subordinate marksother than
Services  IIMS /XLRI
7 Admn. Master Degree 2 25 Asst. Gr-1
Subordinate in Social work 
Services
8 Jr. Graduate 1 25 Clerk
Commercial
Services

Development:
Development is a systematic approach to a launching a defusing changes in the employee’s
personal, social as well as intellectual aspects. It is a basically a long range programme, not a one
shot action, attempting to change the behavioral attitudes &performance of the employee. It is a
complex educational strategy aiming to bring a better fit between the human beings & the
organization.

Definition:
“Any activity design to improve the performance of existing employees &to provide for the plant
growth of employees to meet the future organization requirements is known as development.
--‘S. B. Budhiraja’

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 Meaning:
The term development refers broadly to the nature and direction of change induces in employee
particularly managerial personnel, through the process of training &educative process. Thus,
development is not merely training or a combination of various training programmes, though
some kind of training is necessary; it is the overall development of the competency of the
managerial personnel in the light of the present requirements as well as the future requirement.

Development attempts to improve managerial performance by imparting:

 
1. Knowledge 
2. Changing attitudes
3. Increasing skills

Process of Development:

The process of development can be divided into eight basic steps. These steps are
provided by Howard C. Carison. This process is followed by the General Motors of the United
States of America. These steps are as under:
 

 Awareness
 Acceptance
 Readiness & commitment to work
 Diagnosis& Search Application
 Measurement of Improvement
 Institutionalization
 Self-Renewal

In Kribhco, various developmental programmes are conducted for the managerial posts. The
grades from “B” to “E” are provided the development programmes.

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 CHAPTER - II
RESEARCH
METHODOLOGY

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Research
Research is a purposeful investigation. Research methodology is the way which provides
systematic supply of information coupled with the tools of analysis for making sound decisions
which involve minimum risks on the basis of fundamental objective of the research. The
primary aim for applied research is discovering, interpreting and the development of
methods and system for the advancement of human knowledge on a wide variety.

OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVE

To study the impact of Training & Development activities on the performance of the
employees at KRIBHCO.

To have an insight about the training procedure provided by the company.
The last and very important aspect of taking the project , through could not be
brought out in the written report, was the practical experience that I got while
working in the real corporate scenario.

SECONDARY OBJECTIVE

 To identify the knowledge and skills required by employees to perform the job efficiently
and effectively.
 To assess the satisfaction level of employees with regard to training.
 To understand the training needs of employees in the firm.

Period of the Study

The period of the study consists of 45 days from 20th July to 4th September 2017 in Krishak

Bharati cooperative limited

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SCOPE OF THE STUDY

During my research, I have got the opportunity to gain theoretical knowledge in to research,
which includes the following objective of the study.

Better understanding about the corporate world.

 To assess the favorable impact of training& development on the organization.
 To identify the competencies of employer to perform specific jobs are increased.
 To know the extent up to which such programmes facilitate the development of the
individuals in the organization.

 To know the role played and the models used in the Human Resource department in
the organization.

 Above all to get adjusted to the working environment of a reputed organization.

RESEARCH DESIGN
“A Research design is purely and simply the framework or plan to guide the
correction and analysis of data”

1. Type of research: Descriptive research

2. Sampling Plan :The involves study of group of respondents considered to be

representative of entire population is known as SAMPLING.

i) Sample Method: Non-Probability Sampling (Convenience Sampling)

iii) Sample Unit: Employees who belong to middle level management.

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 3. Sample Size : 100 out of 210
4. Data collection: The data collected for the purpose of research can be classified into
Primary and Secondary data.

 Primary data: Primary data is the first hand information. Primary data has been
collected through Questionnaire, survey method.

 Secondary data: Secondary data are the data collected through journals.

5. Research Instruments :

 Primary data: The instrument used for collecting primary data was close
ended QUESTIONNAIRE.

 Secondary data: Secondary data was collected from KRIBHCO manual,

Journals, Booklets, Company Data, etc.

LIMITATIONS
The project suffers from the following limitations:-

 There is no concrete basis to prove the response given is a true measure of the opinion of
all the employees as a whole.

 The response of the respondents may not be accurate thinking that the management might
misuse the data.

 The organization scenario is dynamic and may have changed after the completion
of the project and in present context.

 The information is subjected to personnel.

 The time duration for the project is limited to eight weeks so it was difficult to analyze
the trainings needs at micro level.

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 CHAPTER - III
COMPANY
PROFILE

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ABOUT THE ORGANIZATION

Krishak Bharati Cooperative Limited (KRIBHCO), a premier Cooperative Society for

manufacture of fertilizer, deemed to be registered under Multi-State Cooperative Societies Act-
2002, was promoted by the Govt. of India, IFFCO, NCDC and other agricultural Cooperative
societies spread all over the country.
KRIBHCO has setup a Fertilizer Complex to manufacture Urea, Ammonia & Bio-fertilizers at
Hazira in the State of Gujarat, on the bank of river Tapti, 15Kms from Surat city on Surat-
Hazira State Highway.
Late Smt. Indira Gandhi, former Prime Minister of India laid the Foundation Stone on February
5, 1982.
Hazira Fertilizer Complex has 2 Streams of Ammonia Plant and 4 Streams of Urea Plant.
Annual re-assessed capacity for Urea and Ammonia is 1.729 million MT and 1.003 million MT
respectively, the total Project cost was Rs.890 crores as against the estimated cost of Rs.957
crores. This shows a saving of Rs.67 crores approximately 7%) in Capital Cost of the Project.
The trial production commenced from November, 1985 and within a very short time of 3
months, the commercial production commenced from March 01, 1986. Since then, it has
excelled in performance in all areas of its operations.
The importance of the fertilizer and chemical sectors was recognized in 1963 when the subjects
concerned where placed in one Department in the newly set up Ministry of Petroleum and
Chemicals. In 1975 with the appointment of a separate Cabinet Minister for Chemical and
Fertilizers, the Ministry of Chemical and Fertilizers comprising the Department of Chemical and
Fertilizers came into being.
A separate Ministry of Chemical and Fertilizers came into existence in September 1982 headed
by a Cabinet Minister of State. It was part of the Ministry of Agriculture till 1984. In June, 1991,
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it becomes part of newly created Ministry of Chemical & Fertilizers. Department of Fertilizers
came into existence as a separate Department in September, 1985 consequent upon the
bifurcation of the Ministry of Chemicals and Fertilizers. Thereafter, this was brought under the
ambit of Ministry of Agricultural for a short duration. However, the earlier position was restored
in 1992.

Plant:
Based on natural gas from Bombay high south basin, KRIBCHO has setup a fertilizers complex
to manufacture urea, ammonia & bio-fertilizers at Hazira in state of Gujarat, on the bank of river
Tapti, 15 km from Surat city on Surat- Hazira state Highway. Hazira Fertilizers complex has 2
streams of Ammonia plant and 4 Streams of Urea plant. Annual re-assessed capacity for urea and
Ammonia is 1.729 million MT and 1.003 million MT respectively; the total project cost was
Rs.890crores as against the estimated cost of Rs.957 crores. This shows a saving of Rs.67crores
(approximately 7%) in capital cost of the project.

The trial production commenced from November, 1985 and within a very short time of 3
months, the commercial production commenced from March 01, 1986. Since then, it has
excelled in performance in all areas of its operations. Bio-fertilizer plant of 100 MT per year
capacity was commissioned at Hazira in august, 1995. KRIBCHO has also completed the
installation of an expansion of the bio fertilizer plant with an additional of an expansion of the
bio fertilizers plant with an additional capacity of 150 MT and the same was commissioned in
December 1998. Ten seed processing plants are also in operation in various states.

PRODUCTS
 Urea:--
KRIBCHO plant in their 17thyear of commercial operation has produced 16.03lakhs MT of
urea.

 Bio fertilizer:-
KRIBCHO established a bio fertilizer plant athazirain 1995 with an installed capacity of 100mt
per annum in order to provide eco- friendly and cost effective fertilizer. Different fertilizers are

 Azotobacter

 Azospirillum

 Rhizobium

 Seeds:-

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 KRIBCHO started the seeds programme in 1990-1991 to provide quality certified seeds to
crops to the farmers. The seed are provided to the farmers through KBSKs the crops under
production are:

 Wheat

 Paddy

 Pulses

 Gram

 Mustard

 Soybean

HR POLICIES OF KRIBHCO
HUMAN RESOURCE DEPARMENT
There are five sections functioning under P&A department of KRIBHCO. The five section are as
under:-

1. INDUSTRIAL RELATIONS MATTERS:

(Balance law in organization)

 Union & association matters: union- management relationship at corporate

level, interaction with union & associations, conducting meetings, follow-up
procedure and actions, all correspondence in this regard etc.
 Wage negotiation: Conduct of wage negotiations for revision of pay scales
&allowances as per government guidelines Vis-à-vis demand charter of unions,
interpretation& implementation of settlements etc.
 Administration of conduct discipline& disciplinary actions.
 Labor Matters: enforcement of labor laws, statutory requirements, compliance
by contractors of labor.

2. RECRUITMENT& ESTABLISHMENT SECTION:

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  Maintaining and laying down the recruitment and the promotion guidelines.
 Time office management
 Looking after loans and advances
 Medical assistance
 Pay fixation on promotion
 Allowances

HUMAN RESOURCES MANAGEMENT

HRD department concluding various programme to develop and updates skill of the employees
at all the levels as below-

 In house training programme:

Conference are being conducted to develop internal talent as well as to develop skills of the
employees at various level and in various disciplines. Employees are sponsored to various
reputed organization and institution on need basis to participate in the training.

 Computer programme:
Computer training is organized for the employees and their wards as per need employees
are sent to attend various seminars, conferences and workshops organized by various
leading Institutes/Ministries/Department of public enterprises.

3. ADMINISTRATION SECTION:
This section is mainly concerned with the entire administration task related to the office and even
that of the residence of the higher officials. The major areas of its functioning are-

 Telephone bill.

 Annual rate contracts for maintenance.

 Assets management.

 Booking of the ticket for the purpose of outstation visits of officers.

 Horticulture in office premises

 To arrange AGM (Annual General Meeting) every year

 To assist in training programs and make necessary arrangement

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 4. LEGAL SECTION:
Legal section is an integral part of the management function and aims to achieve
organizational excellence. The section is responsible for management of legal affairs of
the society in all spheres like-

 Tenders and contracts.

 Procurement and disposal.

 Marketing.

 Personnel.

 Co-operative relations.

 Contract labor etc.

5. WELFARE SECTION:

Welfare section plays a very important role in the organization.

Welfare activities are limited to followings:

 Provision of canteen facility.

 Social security schemes.

 Library facilities.

 Arrangement of picnics and Tours.

 Payment of Insurance premiums toward following welfare scheme.

 Group life insurance policy

 Group life insurance in lieu of employees deposit linked

insurance(EDLI)

 Group insurance policy for HBL(House Building Loan)

 Group personal accident cum death

 Medi-claim policy for dependent parents of KRIBHCO employees

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OBJECTIVE
 To increase the Urea installed capacity, maintaining its market share.

 To ensure optimum utilization of existing plant and machinery.

 To strengthen cooperative system

 To ensure transfer of technology for modern farming and improving farmer’s livelihood.

 To educate and training farmers, provide free testing facilities for soil nutrition.

VISION STATEMENT

“To become a world class organization that represents the farmer community and
maximizes returns to them through specialization in agricultural inputs and products and
other diversified businesses that maximizes stakeholder value”.

MISSION STATEMENT
“To act as a catalyst to agricultural and rural development by selecting, financing and
managing projects that are both socially desirable and commercially profitability.

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SWOT ANALYSIS
STRENGTH

 Existing distribution and sales networks

 High growth rate
 Reduced labor costs
 Monetary assistance provided
 Domestic market

WEAKNESSES

 Taxes
 Small business units

OPPORTUNITIES
 New products and services
 New acquisitions
 Growing economy

THREATS

 Cash flow
 Tax changes
 Increasing costs
 Financial capacity

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 CHAPTER - IV
DATA ANALYSIS
AND
INTERPRETATION

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 DATA EVALUATION & PRESENTATION

Q1. How long have you been working in the present job?

LESS THAN 1 YEAR 0 0%

1 YEAR 0 0%
MORE THAN 1 YEAR 4 4%
ABOVE 5 YEARS 96 96%

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LESS THAN 1 YEAR 1 YEAR MORE THAN 1 YEAR ABOVE 5 YEARS

The above chart shows that 96% of the employees out of 25 are working for more than
5 years, 4% of employees are working for 1 year to 2 years. This shows that most of
the employees of KRIBHCO are working for years in the organization.

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Q2. Are you aware of the training and development activities of KRIBHCO ?

FULLY AWARE 20 20%

SOMEWHAT AWARE 80 80%
ONLY LISTENED 0 0%
NOT AT ALL AWARE 0 0%

20

FULLY AWARE SOMEWHAT AWARE ONLY LISTENED NOT AT ALL AWARE

The above chart shows that the employees are not fully aware of the training and
development process. Only 20% of the employees are fully aware of training and
development.

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Q3.Do you agree that training and development programme are conducted as per the schedule?

TO GREAT EXTENT 72 72%

TO SOME EXTENT 16 16%
AVERAGE 12 12%
BELOW AVERAGE 0 0%

18

TO GREAT EXTENT TO SOME EXTENT AVERAGE BELOW AVERAGE

Mostly all employees believe that training & development programme are conducted as per
schedule of Kribhco.

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Q4. Does the training help you in increasing your efficiency and skill?

YES 68 68%
NO 32 32%

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YES NO

The result shows that training helps in increasing the efficiency and skills of the
employees so it should be provided to employees from time to time.

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Q5. Does your organization provide different training programs?

YES 100 100%

NO 0 0%

The
chart
shows
that
the

25

YES NO

organization is providing different type of training to its employees for the betterment of
its employees.

Q6. Does the trainer is experienced in the session and does he given the sufficient /correct
information?

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YES 78 78%
NO 22 22%

22

78

YES NO

The chart shows that trainer is experienced in the session and he gave the sufficient and correct
information

Q7. Did you discuss your learning from the Training programme with your reporting officer?
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YES 68 68%
NO 32 32%

17

YES NO

Majority of employees discuss their learning from training programme with their
reporting officer.

Q8. In which way your organization provides you training?

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ON THE JOB TRAINING 16 16%
OFF THE JOB TRAINING 28 28%
BOTH 56 56%

14
7

ON THE JOB TRAINING OFF THE JOB TRAINING BOTH

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The organization is providing training to its employees mostly by the technique of ‘off
the job training’

Q9. In which area do you think training is required for development?

HUMAN RESOURCE 28 28%

COMPUTER TRAINING 4 4%
COMMUNICATION 0 0%
SKILLS
ALL OF THE ABOVE 68 68%

1
17

HUMAN RESOURCE COMPUTER TRAINING COMMUNICATION SKILLS

ALL OF THE ABOVE

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According to the response of the employees there is a need to provide training to the
employees regarding all the aspects.

Q10. Does your organization follows the results of the training program for the
organization development?

ALWAYS 8 8%
OCCASIONALLY 80 80%
RARELY 12 12%
NEVER 0 0%

3 2

20

ALWAYS OCCASIONALLY RARELY NEVER

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The result shows that the organization follows the results of the training occasionally
according to 80% of the employees.

Q.11 Do you agree that the candidates are selected for training as par the training need analysis?

HIGHLY SATISFIED 8 8%
SATISFIED 80 80%
NEUTRAL 12 12%
DISSATISFIED 0 0%

12 8

HIGHLY SATISFIED
SATISFIED
NEUTRAL
DISSATISFIED

80

The chart shows that the candidates are selected for training as per training need analysis.

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Q.12 How do you rate the trainer for his preparation, communication and body languages during
the training programme?

OUTSTANDING 70 70%
GOOD 25 25%
SATISFACTORY 5 5%
POOR 0 0%

25

OUTSTANDING
GOOD
SATISFACTORY
POOR

70

According to employee’s preparation, communication and body languages of trainer during the
training programme was outstanding.

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Q.13When do you get communicated about the training programme?

ONE WEEK BEFORE 23 23%

TRAINING
ONE DAY BEFORE 68 68%
TRAINING
ON THE DAY OF 9 9%
TRAINING

23

ONE WEEK BEFORE TRAINING

ONE DAY BEFORE TRAINING
ON THE DAY OF TRAINING

68

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The chart shows that most of the employees were communicated about the training programme
one day before the training.

Q.14 Whether the training methods provide during the training session was helpful?

TO GREAT EXTENT 72 72%

TO SOME EXTENT 16 16%
AVERAGE 12 12%
BELOW AVERAGE 0 0%

18

TO GREAT EXTENT TO SOME EXTENT AVERAGE BELOW AVERAGE

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Chart shows that the training methods provide during the training session was helpful.

15) Will they take any feedback after completion your training programme?

YES 85 85%
NO 15 15%

85

YES NO

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The chart shows that the reporting officer take feedback from employees after completion of
training programme.

CHAPTER -V
FINDINGS
RECOMMENDATIN
&
CONCLUSION
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 FINDINGS

During the filling of the questionnaire the staff of personnel and administration
department gave the following views:-

 Almost all the employees in KRIBHCO are working since last five years.

 Most of the people have clear idea about training and development.

 KRIBHCOs training and development programme are organized as per schedule.

 Most of the employees want to take training in both ways i.e. on the job and off
the job training.

 Most of the employees want to take training in all the fields of training.

 The employees are mainly concerned with improving their managerial skills.

 Most of the employees mainly discuss their learning from training programme with their
reporting officer.

 Results of training are occasionally followed by KRIBHCO.

 Employees were communicated about the training programme one day before the
training.

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  Training methods provide during the training session was helpful.

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 RECOMMENDATION

a) RUN MANAGEMENT AWARENESS PROGRAMS

Most employees are ignorant about training. Management awareness seminars will
give trainers the opportunity to explain the needs for training and the essential
role managers play in the success of training aimed at their subordinates.

b) ADOPT A TRAINING PROCESS

A process approach prepares people for training with a pre-course discussion with
their supervisors and perhaps some preparatory exercise to create realistic
expectations.

c) TRAIN INTACT GROUPS

Whenever possible include intact work groups in training courses. Unless there is a
support system back on the job, deterioration of new skills are more likely. A
threshold number of employees should be trained in any one job or unit in order
to provide the support necessary for new skills to be applied back on the job.

d) USE MULTIPHASE TRAINING

By breaking a course into phases employees get a chance to try out a new skill
on job before learning other skills. When they return for the next phase of
training, let them discuss problems they encounter in applying the skills. This
approach builds in a support system among employees during the difficult early
stages of learning and application.

e) AVOID COURSE ATTENDERS

Organization should avoid course attenders. There is no need for creating crowd in
training. Only those people who require training should go.

f) FOLLOW UP AFTER TRAINING

Follow up may be the most important key to successful training. Performance
improvement efforts cannot just end when the course ends there must be
continuous efforts to upgrade, motivate support and monitor performance on the
job.

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 CONCLUSION
KRIBHCO is an INDIAN cooperative society that manufactures fertilizer. It is providing its
services to the nation since 1985.

KRIBHCO is achieving new heights of success year by year due to its proper strategy
and dedicated employees.

The organization with special emphasis on the personal an administration department has
been successful according to the norms of the government as a consequence the
employees are satisfied and are working willingly in the organization.

KRIBHCO’s performance in execution of its function has been a remarkable saga of

cooperative success as well as professional excellence.

As we know that people are driving force behind the achievement of an organization. It
is those who organize and utilize the resources and technology effectively, to achieve the
objectives of the organization in most effective way.

With this realization training and development become the integral part of the growth of
the employees. Although employees are well aware about the job but still there is scope
of improvement in their skills. This can be achieved by adopting more scientific and
proper methodology.

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 BIBLIOGRAPHY

Information Has Been Collected From Various Sources Like:

1. Various Reference books like:-

C.R.Khothari “Research Methodology methods and techniques”.

(Second Revised Edition) published by New Age International Publishers, 1985.

K.Awasttappa “Human Resource and Personnel Management” (Third Edition).

Published by Tata McGraw - Hill Publishing Co. Ltd. 1997.

2. From KRIBHCO Personnel Manual

KRIBHCO News

KRIBHCO Diary

KRIBHCO Manual

3. From Internet:

www.kribhco.org

www.kribhco.net

www.kribhco.nic.in

www.hr.com

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 ANNEXURE

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 QUESTIONNAIRE
TRAINING AND DEVELOPMENT

NAME………………………………………….

DEPARTMENT……………..
DESIGNATION…………
CONTACT NO. +91……….. EMAIL………………….

Q1. How long have you been working in the present job?

a) Less than 1 year

b) 1 year
c) Between 1 to 5 years
d) More than 5 years

Q2. Are you aware of the training and development activities?

a) Yes fully aware

b) Somewhat aware
c) Only listened
d) Not at all aware

Q3. Do you agree that training and development programme are conducted as per the
schedule?

a) To great extent
b) To some extent
c) Average
d) Below average

Q4. Does the training help you in increasing your efficiency and skill?

a) Yes
b) No
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Q5. Does your organization provide different training programs?

a) Yes
b) No

Q6. Does the trainer is experienced in the session and does he given the sufficient information.

a) Yes
b) No

Q7. . Did you discuss your learning from the Training programme with your reporting officer?

a) Yes
b) No

Q8. In which way your organization provides you training?

a) On the job training (monitoring, etc.)

b) Off the job training (seminars, lectures, conferences)
c) Both

Q9. In which area do you think training is required for development?

a) Human resource management

b) Computer training
c) Communication skills
d) All of the above

Q10. Does your organization follows the results of the training program for the
organization development?

a) Always
b) Occasionally
a) Rarely
b) Never

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11) Do you agree that the candidates are selected for training as par the training need analysis?

a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied

12) How do you rate the trainer for his preparation, communication and body languages during
the training programme?

a) Outstanding
b) Good
c) Satisfactory
d) Poor

13) When do you get communicated about the training programme?

a) One week before training

b) One day before training
c) On the day of training

14) Whether the training methods provide during the training session was helpful?

a) To great extent
b) To some extent
c) Average
d) Below average

15) Will they take any feedback after completion your training programme?

a) Yes
b) No

Thank you

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