Professional Documents
Culture Documents
Training and Development
Training and Development
Training and Development
Sr. No Contents
1 Introduction
2 Company Profile
3 Objective
4 Research Methodology
6 Conclusion
7 Suggestion
8 Bibliography
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TRAINING
DEVELOPMENT
Management development is all those activities and programme when
recognized and controlled have substantial influence in changing the capacity of
the individual to perform his assignment better and in going so all likely to
increase his potential for future assignments.
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usually by changing the employee’s attitude or increasing his or her skills and
knowledge.
• Help people to grow within the organization in order that, as far as possible, its
future needs for human resource can be met from within.
• Reduce the learning time for employees starting in new jobs on appointment,
transfers or promotion, and ensure that they become fully competent as quickly
and economically as possible.
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Of interpersonal skills include listening, persuading, and showing an
understanding of others’ feelings. 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 HR specialist. Any such programme has university professors
as resource persons to enlighten participants about theoretical knowledge of the
topic proposed to be discussed. In fact organizations depute or encourage
employees to do courses on a part time basis. Chief Executive Officers (CEO’s)
are known to attend refresher courses conducted by business schools. Education
is important for managers and executives than for lower-cadre workers.
Development Another component of a training and development is development
which is less skill oriented but stressed on knowledge. Knowledge about business
environment, management principles and techniques, human relations, specific
industry analysis and the like is useful for better management of the company.
Ethics There is 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. Unethical practices abound in marketing, finance and
production function in an organization. They are less see and talked about in the
personnel function. If the production, finance and marketing personnel indulge in
unethical practices the fault rests on the HR manager. It is his/her duty to
enlighten all the employees in the organization about the need of ethical
behaviour.
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information, generate alternative solution and make an optimal decision among
alternatives. Training of this type is typically provided to potential managers,
supervisors and professionals.
(2) The individual(s) involved have the aptitude and motivation need to
learn to do the job better, and
• Aids in orientation for new employee and those taking new jobs through
transfer or promotion
• Improves morale
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Intraorganational training use of validity evaluation models Interorganizational
validity.
Employee Relations
NFTI, Gondia. believes that working conditions, wages, and benefits that it offers to its
employees are the best in the industry. As per our experience we feel employees should
be open and direct, so the work environment can be excellent, communications can be
clear, and attitudes can be positive.
Bereavement
Our company recognizes the emotional stress and problems involved when a
member of an active employee’s immediate and/or close family dies, and is sympathetic
with the bereaved employee and his/her family. You will be granted time off in order to
arrange for and/or attend the funeral service. Verification of the reason and length of
absence for bereavement must be discussed with the Plant Manager and/or the Human
Resources Manager. For the purpose of this policy bereavement will be defined for
immediate family, or close relatives.
To qualify for paid bereavement leave (which is normally 2 days and does not
exceed 3 days/24 hours, and this includes Salaried employees and must be out of state)
immediate family is defined as employee’s spouse, father, mother, brother, sister,
daughter, son grandparents, grandchildren, stepchildren, or any dependent that was living
in the employee’s household. Leave may also be granted in the cases of other close
relatives, this is limited to one day only. These relatives include the employee’s father-
in-law, mother-in- law, brother-in-law, sister-in-law, daughter-in-law, son-in-law,
stepbrother, stepsister, stepparent, aunt, uncle, niece, or nephew. The Human Resource
manager will do final approval for paid benefits.
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If the employee wishes to attend the funeral of a person who is not named above
(example: close friend, neighbour, extended family member) the employee should
request a personal day of absence with no pay.
NFTI, Gondia. follows its own Disciplinary rules and code of Conduct and no
one is allowed to abuse the system while they are on duty. If any employee is
found violating the system then he/she shall be liable for disciplinary action.
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7. Employees should keep their cell/ mobile phones on Vibration mode/ or
decent ring tones while they are on duty. No Hollywood/ Bollywood
ringtones shall be entertained.
8. Friends/ relatives are allowed to visit the office but it should not disturb
other employees, and their visit should be brief.
9. No employee will use Organization’s telephone and fax facilities for
private purposes except with prior permission from his/ her supervisors/
Reporting authority/ management. In case of emergency, such use is
permitted.
10. Management will not tolerate if any employee found consuming Pan
Masala, Gutka and Smoking Cigarettes or Spitting in the office premises
or indulging in any such activities.
It is to regulate discipline in the workplace with key principle that the employer
and the employees should treat each other with mutual respect. In the first
instance the purpose of disciplinary action is to bring change in the behavior in
positive manner rather than to terminate services.
Before a problem becomes a disciplinary issue, the head of the team concern
should guide inform or remind the employees informally on the applicable rule or
performance situation. Such counselling is not viewed to form part of formal
disciplinary action but is rather a part of day-to day communication within the
organization. Formal procedures do not have to be invoked every time a rule is
broken or standard is not met. Informal advice and correction is accepted as the
best and most effective way to deal with minor violations of work discipline.
Repeated misconduct according to degree as severity may call for final warning
or other action short of dismissal. Dismissal would be reserved for cases of
serious misconduct or repeated offences. The seriousness of the offence will
determine the action to be taken and not necessarily, the number of occasions the
misconduct was committed. The Director makes the required final decision.
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Employment Status and Records
Child Labour
NFTI, Gondia. has a policy of not recruiting a person of age below 18
years as per Factories Act 1948.
Personal files are the property of NFTI, Gondia., and access to the information
they contain is restricted. Generally, only HUMAN RESOURCE personnel have
the access to these files.
Employee Benefits
Eligible employees at NFTI, Gondia. are provided with a wide range of benefits.
A number of the programs cover all employees in the manner prescribed by law.
Classification.
Insurance
1. Group Accident Insurance
Provident Fund
Bonus
Gratuity
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Leave encashment
LTA
Medical
HRA
Holidays
NFTI, Gondia. grants holiday time off to all employees.
The leave shall not be carried forward and encased at the end of the year.
Earned leave is calculated based on base pay rate of the last month and does not
include any special forms of compensation, such as incentive, commissions,
bonuses etc.
For certain period before and after child-birth and to provide for maternity benefit
and certain other benefits
Note:
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All leave shall be recommended and sanctioned by Admin.
/HRD department in consultation with HOD and the
Directors.
In case of any emergency, the employee can submit the
prescribed leave application form on the same day (For one
full day or more or for half day).
Bonus:
THE PAYMENT OF BONUS ACT, 1965
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[An Act to provide for the payment of bonus to persons employed in certain
establishments on the basis of profits or on the basis of production or productivity.
Bonus is mandatory if the Salary is not above 10000 and will be calculated on basic
(Min 8.33 to Max 20%). A minimum bonus which shall be 8.33 per cent of the salary or
wage earned by the employee during the accounting year If allocable surplus exceeds the
amount of minimum bonus, then bonus shall be payable at higher rate subject to a
maximum 20% of salary/wages.
Provident Fund:
The rate of provident fund is fixed by the Central Government in consultation with
the Central Board of trustees, Employees' Provident Fund every year during
March/April. Currently it is: 12% (basic salary ceiling up to 6500, then company to cut
the pf of the employee).
Benefits:
A) A member of the provident fund can withdraw full amount at the credit in the fund on
retirement from service after attaining the age of 55 year. Full amount in provident fund
can also be withdrawn by the member under the following circumstance:
A member who has not attained the age of 55 year at the time of termination of
service.
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A member is retired on account of permanent and total disablement due to bodily
or mental infirmity.
Gratuity.
(1) Gratuity shall be payable to an employee on the termination of his employment after
he has rendered continuous service for not less than five years, -
The employer shall arrange to pay the amount of gratuity within thirty days from the date
it becomes payable to the person to whom the gratuity is payable. The calculation of
gratuity is as below:
(i) Expenditure on, payment for, food or beverages provided by the employer to his
employee in office or Factory;
(ii) Any expenditure, or payment through Paid Vouchers, which are not transferable and
usable only at eating joints or outlets.
In this Section, exemption has been granted completely for paid vouchers provided to the
employees. Hence there is No FBT on employer on Sodexho Pass meal vouchers given
to employees.
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With the shifting of tax liability on employer from employees in respect to certain fringe
benefits , these fringe benefits, which were hitherto taxable in the hands of employees as
perquisite , will no longer be taxable in their hands. Thus those items now chargeable to
tax under FBT (Chapter XII –H) have been deleted from Rule 3 , which dealt with
valuation of perquisites in the hands of the employee. Paid vouchers being one of the
items
MEDICAL REIMBURSEMENT
The employee can get exemption for Medical Reimbursement received for himself
/herself and his/her family under Income Tax as under: -
For Medical Reimbursement up to Rs.15000/- the employee has to submit the actual bills
along with doctor's prescription.
It includes:
b) the parents, brothers and sisters of the individuals who are wholly or mainly
dependent on him. (Employee has to certify that these persons are dependent on
him/her).
2. If an assessed has not availed LTA during any of the specified four-year block
periods (for e.g. 2006-2009), then he can carry over such exemption and can claim in the
first calendar year of next block (i.e. in 2010 for 2010-13 block).However the carry over
can be for one journey only.
3. The exemption is available in respect of rail fare/air fare only i.e. no other exps.
Like taxi, lodging/boarding charges will qualify for exemption.
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Introduction
The objective of this policy is to facilitate the Employees in their jobs by increasing
communication within the organization and especially with the customers and to prevent
them from the hassle of purchasing Sim Cards / Hand Sets.
Objective
This policy has been introduced to:
define clearly who is entitled to a cell phone and how the costs of purchasing the
asset plus ancillary equipment, and the rental and call costs will be met.
streamline statement administration and payment, and the reimbursement of the
costs of business calls.
Applicability
Employees at the level of executive of special duties and Managers.
Employees who by virtue of their function have a constant need to be in contact
with other employees and to attend external customers or office work through
mobile phone.
Reimbursement rules
Company is entitled to pay monthly rental charges + taxes + call charges up to a
limit as per the grades & perks.
Bill amount exceeding other than official calls should be recovered by the
employees.
Expenses in excess of approve limits can be reimbursed only on approval from
their immediate reporting authority.
At top management levels reimbursement can be direct and full.
In the event that a regularly scheduled pay day falls on an off day such as a
weekend or holiday, employees and associated members receive pay before or
after the regular pay day. Incase of any changes notice shall be priorly put on the
board.
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Employment Termination
Termination of employment is an inevitable part of personnel activity with any
organization, and many of the reasons for termination are in routine. Below are
examples of some of the most common circumstances under which employment is
terminated.
All staff should adhere to the travel and accommodation policy when travelling
for factory business purpose. The factory recognises that business travel is
generally inconvenient and seeks to make such inconvenience more comfortable
at a cost that is appropriate for the factory’s size and cash flows.
▌ Policy Statement
NFTI, Gondia. provides with equal employment opportunity to all qualified
persons without discrimination on the basis of age, sex, race, disability,
marital status or religion in accordance with applicable local, state and
national laws and regulations.
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Policy Statement
▌ Develop and maintain safe systems of work, and a safe working environment
▌ Provide information/ PPEs’ and training at all levels in the organization to
enable all employees to support this policy.
▌ Assess all the risks involved in new areas of operation, purchasing new
equipment, and implementing new work methods and that these risks
continue to be reviewed.
Smoking
NFTI, Gondia. employs a non smoking policy. Smoking is not permitted on
NFTI, Gondia. property or offices at any time. Smoking is harmful to the health
of those who smoke and those around them (passive smokers). Consequently,
smoking while on company premises is considered as a gross misconduct and
will render an employee liable to instant dismissal.
This policy is applicable to all levels throughout NFTI, Gondia. The policy is not
concerned with social drinking or taking prescribed drugs for medical purposes.
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The concern is directed to instances where alcohol or other drug dependence or
abuse affects the job performance and or/safety of any employee(s).
Workers’ Compensation
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COMPANY PROFILE
CAE Gondia's pilot training programs provide high quality and focused ab initio
training to aspiring airline pilots. Our programs combine premier ground school
courses with high quality flying instruction delivered in accordance with
International Civil Aviation Organization (ICAO) and Directorate General of Civil
Aviation (DGCA) standards. Upon successful completion of the program, cadet
pilots obtain a Commercial Pilot License (CPL) with an Instrument Rating (IR)
and a Multi-Engine Rating (ME).
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Our training resources include a modern training fleet, advanced flight simulation
training devices, well-equipped classrooms, extensive online training materials,
and a highly experienced and dedicated instructional staff and academy
management team. All residential accommodations, classrooms, cafeteria and
administration facilities are newly-built.
Address
CAE Gondia
National Flying Training Institute (NFTI), c/o Airport Authority of India, Birsi
Airport, PO Paraswada, Gondia, 441-614, Maharashtra, India
Delhi Sales office: Office number 408, Tower B, 4 Floor, Global Business Park,
th
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OBJECTIVES
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RESEARCH METHODOLOGY
Research refers to a search for knowledge. It is a systematic method of
collecting and recording the facts in the form of numerical data relevant to the
formulated problem and arriving at certain conclusions over the problem based on
collected data.
Thus formulation of the problem is the first and foremost step in the
research process followed by the collection, recording, tabulation and analysis and
drawing the conclusions. The problem formulation starts with defining the problem
or number of problems in the functional area. To detect the functional area and
locate the exact problem is most important part of any research as the whole
research is based on the problem.
In short, the search for knowledge through objective and systematic method
of finding solution to a problem is research.
Data sources
The task of data collection begins after the research problem has been defined and
research design chalked out. While deciding the method of data collection to be
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used for the study, the researcher should keep in mind two types of data viz.
Primary and secondary data.
Primary Data: -
The primary data are those, which are collected afresh and for the first time and
thus happen to be original in character. The primary data were collected through
well-designed and structured questionnaires based on the objectives.
Primary Source
Primary data are first hand information and are collected from various sources like:
Informal interviews
Through Structured questionnaire
Observation
Secondary Data:
The secondary data are those, which have already been collected by someone else
and passed through statistical process. The secondary data required of the research
was collected through various newspapers, and Internet etc.
Secondary Source
The secondary source consists of readily available data’s and is already compiled statistical
statements and reports. Secondary data’s are collected from;
Business Magazines
Internet
Annual reports
Journals
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When people speak of research methods, they often are referring to processes and
instruments used for gathering information. Three important processes are content
analyses, observations, and interviews. Three important instruments are factual
questionnaires, inventories, and tests. The purpose of this chapter is to identify
basic characteristics of these data-collection techniques and to illustrate their
qualitative and quantitative forms.
Sampling
Sample was taken on judgmental basis. The advantage of sampling are that it is
much less costly, quicker and analysis will become easier. Sample size is 12 will
100% employees of NFTI, Gondia.
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DATA INTERPRETATION &
ANALYSIS
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Q1. Since how many years you are working in the company?
no of people
0-5
17%
more than 15
17%
0-5
5-10 years
10-15 years
more than 15
Analysis:
Out of 60, 10 employees are working between 0-5, 20 employees are working between
5-10, 20emplyees are working between 10-20, 10 employees are working more than 15
years.
Interpretation:
It can be interpreted that the maximum number of employees are working since 5-15
years.
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Q2. Do you like to attend the training program?
Response No of employees
Yes 50
No 10
Total 60
No
6%
Yes
No
Yes
94%
Analysis:
Out of 60, 50 employees attain training programme, and 10 employees did not attain.
Interpretation:
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Q3 Do you feel training is necessary for any employee for developing his skills?
Response No of employees
Yes 55
No 05
Total 60
No
5%
Yes
No
Yes
95%
Analysis:
Interpretation:
It can be interpreted that the maximum numbers of employees feels that training is
necessary.
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Q4. Which technique is most suitable for training?
Response No of employees
On the job 30
Off the job 20
Depends on need 10
Total 60
Depends on need
17%
On the Job
On the Job
50% Off the Job
Depends on need
Analysis:
Out of 60, 30 employees said on the job training is good, 20 employees said of the job
training is good, 10 employees said depends on the needs training is need is decides.
Interpretation:
It can be interpreted that the maximum numbers of employees feels that on the job
training is necessary.
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Q5. Which method is most suitable for training?
Response No of employees
Step by Step Instruction 15
Coaching / Lecture 16
Conference / Discussions 05
Programmed Instructions. 24
Total 60
Programmed Instructions.
40% Step by Step Instruction
25% Step by Step Instruction
Coaching / Lecture
Conference / Discussions
Coaching / Lecture Programmed Instructions.
27%
Conference / Discussions
8%
Analysis:
Out of 60, 15 employees said Step by Step Instruction is good, 16 employees said
Coaching / Lecture is good, 05 employees said Conference / Discussions, 24 employees
said Programmed Instructions are good.
Interpretation:
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Q6. Do you experience fruitful changes in working efficiency after being trained?
Response No of employees
Yes 40
No 20
Total 60
No
33%
Yes
No
Yes
67%
Analysis:
Interpretation:
It can be interpreted that the maximum numbers of employees feels that training help in
improving their performance.
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Q7. Does the training enhance organization effectiveness?
Response No of employees
Yes 35
No 25
Total 60
No
42%
Yes
No
Yes
58%
Analysis:
Interpretation:
It can be interpreted that the maximum numbers of employees feels that training help in
improving organization performance.
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Q8. Do company provide study material before the training program?
Response No of employees
Yes 60
No 00
Total 60
Yes
No
Yes
100%
Analysis:
Interpretation:
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Q9. Are you satisfied with the training procedure?
dissatisfied
20%
Fully Satisfied
33%
Fully Satisfied
Partly satisfied
satisfied
dissatisfied
satisfied
25%
Partly satisfied
22%
Analysis:
Out of 60, 20 employees are fully satisfied, 13 employees are partly satisfied, 15
employees are satisfied and 12 employees are dissatisfied.
Interpretation:
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Q10. Do you get innovative ideas during training?
Response No of employees
Yes 50
No 10
Total 60
No
5%
Yes
No
Yes
95%
Analysis:
Interpretation:
It can be interpreted that the maximum numbers of employees get ideas during training
session.
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CONCLUSION
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Private sector occupies a pivotal position in the Indian economy. It is considered as a
pacesetter for the rest of the economy. It has expanded enormously and contributed a lot
towards the economic growth of country by adding a major share in the net national
product generating gainful employment & growth of every organization depends on the
quality of the manpower,& its people improvement & utilization in suitable challenging
executive cadre. There is no doubt that training and development can do lot for
development of its personnel. Training and Development can do lot for its personnel.
HRD. It is an important tool for the organization. To sharpen executive knowledge with
employees. The employee attended training programme of the company the were also
benefited by it in terms that their performance increased, also almost 70% of the
employees also found changes in terms of productivity i.e they gained more professional
knowledge also almost all of them can discuss their needs with their superiors. We can
therefore say , that training programs discuss their needs with their superiors. We can
therefore say, that training programs are not only beneficial for the company but also
beneficial for the employees working and personal life. Therefore training programs
should be implemented in every organization for the survival in the world and
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SUGGESTIONS
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Training and development programme should be based on specific needs
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BIBLIOGRAPHY:
1. Making performance work effectively: - Philip Tom: McGraw Hill Book Company:
England: 1983.
3. Public Personal Administration: S L Goel: Sterling Publishers Pvt. Ltd.: New Delhi.
5. Research Methodology Methods and Techniques: Kothari C. R.: Willey Easter: New
Delhi.
7. Kothari, C. R., Methods and Techniques, New Delhi, New Age International
Publications
Websites Search:
www.wiki.com
www.google.com
www.msn.com
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