“Training and Development”

At

Summer Training Report submitted to GRAPHIC ERA HILL University in

Partial fulfillment of the requirement for the award of

MASTER of Business Administration

By

PRASHANT PUROHIT
Under the supervision of

Department of management studies

GRAPHIC ERA HILL UNIVERSITY

DEHRADUN (2020-2022)

CANDIDATE’S DECLARATION

I hereby certify that the work which is being presented in the project entitled study of the
‘’Training and Development ” in partial fulfillment of the requirement for the award of
degree of MBA in HR submitted in GRAPHIC ERA HILL University is record my own
work carried out for a period of six week in THDC, Rishikesh under the supervision of Mr.
DAISY SHAH (Dy Manager HR) under the guidance of my faculty of MSOB is my original

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work and that it has not previously formed the basis for the award of any other degree,
Diploma, Fellowship or other similar titles

Date Candidate name

PRASHANT PUROHIT

PLACE : Rishikesh MBA(2020-2022)

ACKNOWLEDGEMENT

Completion of any project report is the milestone in the life of every management student and
the success of a live project than enhances the self Confidence of the student. A successful

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and satisfactorily completion of any task is the out come of the direction explicitly or
implicitly.

I feel grateful thanks to Mr. DAISY SHAH (Dy. Manager of HR Department of THDCIL)
for his valuable guidance.

I am wholly hearted thanks to DR. AJAY KUMAR SAINI (HOD) faculty member of
GRAPHIC ERA HILL UNIVERSITY DEHRADUN for his ongoing interest, advice and
encouragement and express the appreciation and guidance for completion it on time. He
has been a constant source of inspiration for me.

My special thanks are due to all the member of staff of GRAPHIC ERA HILL UNIVERSITY
DEHRADUN who always extended their help without which completion to the work even
possible.

PRASHANT PUROHIT

MBA 3RD SEM

PREFACE

MASTER of Business Administration courses which combines both theory and its
application in the field of management. As part of this course every aspirant has to undergo
‘’project’’ the purpose of this research project is to expose the students of management with
the happening of real world,

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I was fortunate enough to get this opportunity by taking the project on “Training and
Development” regarding this are of operation every students has to prepare and submit a
report on the working of its project this report is the research work of the aspirant is an
attempt to present an account of practical knowledge of the same .

It can be possible through theoretical inputs as well as practical exposure in which my

practical knowledge is helpful acquired at the college. I have also done this study from
secondary sources.

EXPERIENCE DURING SUMMER TRAINING

Experience makes life enjoyable and enriching just as my summer training in Tehri Hydro
Development Corporation India limited proved to an asset for me. I got some theoretical and
practical exposure in various aspect of finance and I also learnt the dynamic of work of
related behavior of people working in the organization.

I was also aware about the situations, crisis that has to be faced while performing their task. I
was quite surprising to know, that behavioral aspects required along with qualification and
knowledgeable skills.

I am very impress from the behavioral approach used by organization and the employees are
very helpful and corporative with everyone. I can’t face any bottleneck during my training
period. There are lots of facilities which are provided to employees like canteen, library,
clubs, various camps, health checkups facility, employee's development program etc.

I got all type of assistance regarding in preparation of my project report like policies
contained files ,previous project report ,annual report, format of pay slip.
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 On the other hand I earn something more along with this performing in that section like
crossing, settlement of various types of claims like medical, Departmental, personal ,Tour
and Travel, L.T.C.

OBJECTIVE OF THE STUDY

❑ To know about the training process in THDC.

❑ To know about the development techniques in THDC.
❑ To know the addition of a new employee into a system in THDC.
❑ To Study various rules and policies followed training and development process in
THDC.
❑ To know about different training methods in THDC.

SCOPE OF THE STUDY

The specific objectives of the study are:

❑ To examine the effectiveness of training in overall development of skills of workforce.
❑ To examine the impact of training on workers.
❑ To study the changes in behavioral pattern due to training.
❑ To find out new methods of training and development in THDC.

I have tried to take a view on the topic in a practical manner, so that the feedback can
be provided to the organization.

PROJECT FINDINGS

1. the most preferred method of training - On the job training

2. A T&D program is successful when it meets all the stated objectives with competent
faculties & useful resources that make the learning easy

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3. The T&D program helps in the faster growth rate of employees in the organization by
improving the productivity level and strengthening areas where an employee lags.

4. The success of a T&D program depends on the amount of transfer of training - i.e. how
far the employee could bring the learning ( from the T&D program) back into the job.

5. The motivation obtained from the T&D program impacts the productivity and thus the
success of a T&D program.

6. Job commitments and pressure from superiors are a major factor in attending a T&D
program.

7. The common human psychology of human beings preferring / inclining towards newer and
innovative things and events are applicable to the T&D program as well - factors like new
innovations and technology and the opportunity to interact with other participants (which
are different from the routinely schedule) facilities the employees' mindset to attend the
T&D program.

8. Payoff and ROI for the T&D program is not calculated, although there is always a training
budget.

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 COMPANY PROFILE
GENERAL INFORMATION ABOUT THE CORPORATION

1. Corporate Identity Number (CIN) : U45203UR1988GOI009822

2. Name of the Company :THDC Indian Limited

3. Registered address :Ganga Bhawan, pragatipuram, byepass

road,
Rishikesh- 249201 (Uttarakhand)

4. Website : www.thdc.gov.in

5. E-mail id : cmd@thdc.gov.in

6. Financial Year reported : 2019-2020

7. Sector that the company engaged in

(industrial activity code –wise) : Power

*Group Class Sub-Class Description

352 3510 35101 Electricity power generation by
Hydroelectric Power Plant

8. Key Product and services that Company manufactured /provided

i. Hydro Electricity
ii. Engineering Consultancy
9.Total number of location where business activity undertaken by the company

i. Number of International Location 2(Sankosh HEP(2585MW),Bhutan and

Bunakha HEP(180MW),Bhutan). ii. Number of the Location-14

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 S Name of Project Installed District State
I capacity
.
N
o

Project under
Operation

1 Tehri Dam & TehriGarhwal Uttarakha

1000
. HPP nd
2 Koteshwar HEP 400 TehriGarhwal Uttarakha
. nd
Project under
Construction

3 Tehri PSP 1000 TehriGarhwal Uttarakha

. nd
4 Vishnugadpipalk 444 Chamoli Uttarakha
. ot i nd
HEP
5 Dhukwan SHP 24 Jhansi Uttar
. Pradesh
Project Under DPR

6 JhelamTamak 108 Chamoli Uttarakha

. HEP nd
7 MaleriJhelam 65 Chamoli Uttarakha
. HEP nd
8 Karmoli HEP 140 Uttarkashi Uttarakha
. nd
9 Jadhganga HEP 50 Uttarkashi Uttarakha
. nd
1 Bokang Bailing 330 Pithoragarh Uttarakha
0 HEP nd
.
|P
11 Gohana 50 C hamoli Uttarakhan
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. d
12 MalshegGhat PSS 700 Pune Maharashtr
. a
13 Humbarli PSS 400 Pune Maarashtra
.
14 Khurja STPP 1320 Bulandshar Uttar
. Pradesh
Total 6031

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 ABOUT THE CORPORATION

THDC India Limited is a Joint Venture of Govt. of India and Govt. of Uttar Pradesh. The
Equity is shared in the ratio of 75:25 between Government of India and Government of UP.

The Company was incorporated in July’ 88 to develop, operate & maintain the 2400 MW
Tehri Hydro Power Complex and other hydro projects. The Company has an authorized
share capital of ` 4000 cr. THDCIL is a Mini Ratna Category-I and Schedule ‘A’ CPSE.

The initial mandate of THDCIL was to develop, operate and maintain the 2,400 MW Tehri
Hydro Power Complex (comprising of 1000 MW Tehri Dam & HPP, 1000 MW Tehri
Pumped Storage Plant & 400 MW Koteshwar HEP) and other Hydro Projects.

Total installed capacity of THDCIL presently is 1400 MW. THDCIL has two generating
stations namely Tehri Stage-I (4X250 MW) and Koteshwar HEP (4X100 MW).

The Memorandum and Articles of Association of the Company has been modified to
reflect the current business reality of projects outside Bhagirathi valley. The object clause
has been amended to incorporate development of Conventional/ Non-conventional/
Renewable sources of Energy and River Valley Projects.

The Corporation has grown into a multi-Project Organization, with Projects spread over
various States as well as neighboring country, Bhutan.

THDCIL presently has a portfolio of 14 projects totaling to an installed capacity of 6071

MW under various stages of implementation / development. The total operational capacity
is 1400 MW.

The 1,000 MW Tehri Power Station was commissioned by THDCIL in 2006-07. The Tehri
Project is multipurpose Project providing electricity to the Northern Region, Irrigation

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benefits to Uttar Pradesh, and Drinking Water to NCT of Delhi and U.P. Due to regulated
releases from the Tehri storage reservoir, the existing downstream hydro projects of the
State are also benefiting by way of augmentation in generation at no additional cost to
them.

The 400 MW Koteshwar HEP, downstream of Tehri was commissioned in 2011-12. The
1,000 MW Tehri Pumped Storage Plant, which is under construction, would utilize the
Tehri and Koteshwar reservoirs as the upper and lower reservoirs.

In addition to the 2,400 MW Tehri Hydro Complex, THDCIL is implementing the 444 MW
Vishnugad Pipalkhoti Hydro Electric Project (VPHEP) on the river Alaknanda in
Uttarakhand. THDCIL is also implementing 24 MW Dhukwan Small Hydro Project on the
Betwa river in Uttar Pradesh. In addition, there are various hydro projects of THDCIL
under Survey & Investigation / DPR preparation.

THDCIL is consistently profit making company since the commissioning of Tehri Dam &
HPP in the year 2006-07.

Government of UP has allotted Khurja Super Thermal Power Plant (2X660 MW) in
Bulandshahar Distt to THDCIL for implementation.

Towards diversification of the company into Renewable Energy areas, THDCIL is

constructing 50 MW Wind Power Project at Patan, Gujarat. THDCIL has signed MoU with
Solar Energy Corporation of India (SECI) for setting up Grid Connected Solar Power
Projects up to 250 MW capacity. THDCIL has also signed a tripartite agreement with SECI
and Kerala State Electricity Board for development of 50 MW Solar project in Distt.
Kasaragod, Kerala.

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Under India-Bhutan Co-operation in hydro Sector development, THDCIL is involved in
implementation of Bunakha HEP (180 MW) as a Joint Venture Project. The Company has
also taken up work of updation of DPR of Sankosh HEP (2585 MW) in Bhutan as a
consultancy assignment.

Tehri Dam has been conferred the Prestigious award of “International Milestone
Project” of International Commission of Large Dam (ICOLD) in Oct.’09 at China,
considering the Uniqueness of its design and construction features. Koteshwar HEP has
been conferred the PMI India Best Project Award of the year in long term duration
(More than 3 years) category in 2011-12. Koteshwar HEP has won the prestigious “5th
CIDC Vishwakarma Award-2013”. Koteshwar project adjudged winner in Category
“Best Construction Project” among more than 70 submissions from all sectors under this
category. THDCIL has been conferred the Power Line Award in the category of 'Best
Performing Generation
Company (in Hydro Sector)’ in May 2012. THDCIL has been conferred SCOPE Meritorious
Award for Corporate Social Responsibility and Responsiveness in

April’12.

THDCIL has obtained ISO 9001:2008 Certificate of Quality Management System, ISO
14001-2004 Certification (Environment Management System) and ISO 18001:2007
(Occupational Health and Safety Management System) Certification for Corporate Office,
Rishikesh, Tehri HPP, Tehri PSP, Koteshwar HEP and VishnugadPipalkoti HEP.

VISION

A major global player in power sector, providing quality affordable and sustainable power
with commitment to environment, ecology and social values.

MISSION

● To plan, promote, develop hydro as well as other energy resources from concept to
commission and operate power station to meet the growing energy demand, ensuring
environment and ecological balance contributing to national prosperity.
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 ● To accept corporate social Responsibility (CSR), including Rehabilitation and
Resettlement of project affect persons (PAPS) with humane face.
● To meet the challenges of dynamically transforming business environment and
settling global benchmarks.
● To build sustainable and value based relationship with stakeholder for mutual benefit
and growth.
● To achieve performance excellence by inspiring a dedicated workforce in all
environment of organization learning and mutual trust.

VALUES

● Zeal to excel and zest for chance.

● Integrity and fairness in all matters.
● Respect for dignity and potential of individuals.
● Ensure speed of response
● Strict adherence to commitments.
● Foster learning, creativity and team work.
● Loyalty & pride in CPSE.

HR POLICIES OF COMPANY FOR WORKMEN

● Code of Business Conduct and Ethics, Right to Information, Whistle Blower Policy,
● Corporate Ethics Policy for the executives and Supervisors, Standing Orders for the
workmen and Procurement Processes are already in place for good governance.

CODE OF BUSINESS CONTROL AND ETHICS

● In terms of the Govt. guidelines, THDCIL has laid down Code of Business Conduct &
Ethics for Board Members and Senior Management, with the aim of enhancing ethical
and transparent process in managing the affairs of the company. This code is intended
to serve as a basis for ethical decision-making in the conduct of professional work. It
may also serve as a basis for judging the merit of a formal complaint pertaining to
violation of professional ethical standards.

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 RIGHT TO INFORMATION
● Since THDCIL is a designated public authority, provisions of the Right to Information
Act, 2005 are applicable on THDCIL. THDC India Limited has taken concrete actions to
provide information to the citizens of the country in accordance with The Right to ●
Information Act, 2005.

WHISTLE BLOWER POLICY

● In order to further the objective of transparency in governance, THDCIL adopted
Whistle Blower Policy since April 2011.The Policy provides a detailed system and
opportunity

to employees to report on the violation of the ethics and suspected or committed

fraud. The matter can be referred to the Chairman, Audit Committee in exceptional
cases. Due protection is provided to the Whistle Blower keeping his identity secret.

CORPORATE ETHICS POLICY

● THDCIL‟s Corporate Ethics Policy aims to provide the Board of Directors, Officers,
Employees and other representatives of the Corporation as well as customers,
suppliers and general public with a statement of the Company’s commitment to
ethical business conduct and set the standards of ethical business conduct and
compliance required in all facets of business operations. This policy is the Company’s
declaration of the ideals and values under which it will operate. These are based on a
Company’s attestation that it will operate with solid moral principles. Corporate
Ethics Policy aims to maintain the highest standards of ethical business conduct,
because ethical behaviour is the only means through which sustainable growth can be
achieved.

POLICY GUIDELINES & PROCEDURE FOR GRIVENCE REDRESSEL OF

EMPL0YEES
● The Grievance Redressal Committee was constituted vide Office order No.
THDCIL/CP/318 dated 01.07.2008. The rules / guidelines governing Redressal of
grievance have been formulated, keeping in view DPE Guidelines dated 05.09.1985
on the subject.

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 APPLICABILITY
● The scheme will cover all employees on step below Board level on the regular rolls of
the Corporation and those on deputation. Officers, who are one step below the Board
level, may take up their grievances with the concerned Director directly.

GRIEVANCE
● 'Grievance' for the purpose of this scheme would only mean a grievance of individual
nature relating to any employee arising out of the implementation of the policies/rules
or decisions of the Corporation, subject to admissibility conditions. It can include
matters relating to leave, increment, non-extension of benefits under rules,
interpretation of service rules.
● The matters relating to collective dispute/bargaining such as wages and allowances,
bonus, hours of work and other benefits and also cases relating to disciplinary matters
will be outside the purview of this grievance procedure.

CONDITION FOR ADMISSIBILITY

● The employee shall bring up his grievance immediately. If the grievance arises out of
an order given by the management the said order shall be complied with before the
employee concerned invokes the procedure laid down herein for Redressal of his
grievance.
● The individual grievance holder shall address his or her grievance to the grievance
Redressal authority, stage-wise as prescribed. At stage-III (GRC level) if grievance is
found to be admissible same shall be included in the cause list of the Grievances, as
per procedure laid down hereinafter. Thus, representations of associations/unions shall
not be included in the cause list.

● Grievance pertaining to or arising out of the following shall not come under the
purview of the grievance procedure:
● a). Annual performance appraisals/Confidential reports
● b). Promotions, including DPC's minutes and decisions (For grievances regarding
promotion, the mechanism of representation as contained in the promotion policy at
clause 5.6 is available for an employee).
● c). Where the grievance does not relate to an individual employee

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 ● d). In the case of any grievance arising out of discharge or dismissal of an employee.

OBJECTIVES

The corporation’s objectives are as under:

a) Short term objectives :

● Possession of 1200 acre land from UPSIDC to THDC for khurja STPP
(1320MW) and commencement of works.
● Commissioning of 50 MW wind power project in Gujarat.
● Commissioning of 50 MW solar power project in Kerala.
● Formation of joint venture with Bhutanese PSU for implementation of bunakha
HEP.
● To fill up Tehri reservoir up to full capacity 830m EL with the permission of the
Group.
● Plugging of diversion tunnel of Koteshwar HEP.
Utilization of the available in-house technical and managerial expertise to take up
consultancy assignments as part of business diversification.

b) Medium term objectives

a) Commissioning of Tehri PSP (1000MW) by 2019-20.

b) Commissioning of Dhukwan SHP (24MW) by 2017-18.
c) Commissioning of Vishnu gadPipalkoti HEP (444MW) by 2019-20.
d) To award the contract for 1320 MW Khurja super thermal power project.
e) To commence works of JelamTamak HEL (180 MW).
f) To commence works of Bunakha HEP (180 MW), Bhuta

C) Long term objectives

To ensure commissioning of the following projects with in Xlllthplan.

SLNO NAME OF SCHEME CAPACITY
1. Khurja STPP 1320 MW

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 2. Bunakha HEP 180 MW
3. MalshejGhats PSS 700 MW

● To reach up to installed capacity of 250 MW in renewable energy sector (wind power and
solar power) up to Xlll plan.

SWOT ANALYSIS

Opportunities and Threats have to be against strength and weakness be analysis .The SWOT
analysis of THDCIL as given below.

A) Strength

● Strong Technical Skill Bases

● Engineering and constructional skills in underground work in complex Himalayan
Geology
● Capable of handling complex issues relating to Environment and R&R involved in the
implementation of Hydro electric generation plant
● Competent and committed workforce
● Sound financial position
B) Weakness

● Presently confined to Hydro sector only.

● Predominantly State Specific – Project mainly concentrated in only one State i.e.

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 Uttarakhand.
● Procedural constraints associated with Public Sector ownership.
C) Opportunities

● Untapped Hydro Power potential in India:

● Hydro Power Potential in Neighboring Countries:
● Other conventional/ nonconventional energy resources provide potential for
diversification such as
➢ Solar energy, Wind Energy, Consultancy
D) Threats

● Time in clearances
● Land acquisition
● Geological uncertainties
● Natural calamities
● Regulatory Risk

FUTURE OUTLOOK

Capacity Addition

The future of human prosperity depends on successfully we tackle the energy challenges
facing us today .The future outlook of the company is on the Sustainable Development
focused on : ● Generation of Green ,Renewable power to protect the but

● Environment and safeguard the future;

● Energy Efficiency reduce demand and
● Innovation to promote the emergence of efficient, environmentally friendly
technologies.
Considering the various stages if development of projects the likely contribution of
the company would be 74(24MW XII th plan.
The Company would endeavour to leverage its core competencies in development of
Hydro Resources in various State/Countries on its own or through joint Venture with
the State Govt. / other PSUs and Organization in India and Abroad.
The Company further intend to harness other sources of energy like Thermal and
Renewal viz. Solar and Wind power .The Company also intend to offer consultancy to
other Government .Department /PSUs/Developers in various aspect of Hydropower
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 development ,viz ,survey and investigation ,planning and development, project
management, and operation and maintenance.

CHAPTER – 2

TRAINING AND DEVELOPMENT

TRAINING

Training is concerned with imparting developing specific skills for a particular purpose.
Training is the act of increasing the skills of an employees for doing a particular job. Training
is the process of www.allprojectreports.com www.allprojectreports.com learning a sequence
of programmed behaviour. In earlier practice, training programme focused more on
preparation for improved performance in particular job. Most of the trainees used to be from
operative levels like mechanics, machines operators and other kinds of skilled workers. When
the problems of supervision increased, the step were taken to train supervisors for better
supervision.

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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Thus, management development is a combination of various training programme, though
some kind of training is necessary, it is the overall development of the competency of
managerial personal in the light of the present requirement as well as the future requirement.
Development an activity designed to improve the performance of existing managers and to
provide for a planned growth of managers to meet future organizational requirements is
management development.

Management development is based on following on assumptions.

1. Management development is a continuous process. It is not one shot programme but

continues though out the career of a manager.

2. Management development is any kind of learning, is based on the assumption that there,
always existing a gape between an individual’s performance and his potential for the
performance.

3. Management development seldom takes place in completely peaceful and relaxed

atmosphere.

4. Management development requires clear setting of goals.

5. Management development required conducive environment.

TRAINING NEED IDENTIFICATION FOR A COMPANY

Introduction Training need identification is a tool utilized to identify what educational courses
or activities should be provided to employees to improve their work productivity. Here the
focus should be placed on needs as opposed to desires of the employees for a constructive
outcome. In order to emphasize the importance of training need identification we can focus
on the following areas: -

• To pinpoint if training will make a difference in productivity and the bottom line.

• To decide what specific training each employee needs and what will improve his or her job
performance.

• To differentiate between the need for training and organizational issues and bring about a
match between individual aspirations and organizational goals.

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Identification of training needs (ITN), if done properly, provides the basis on which all other
training activities can be considered. Also requiring careful thought and analysis, it is a
process that needs to be carried out with sensitivity as people's learning is important to them,
and the reputation of the organization is also at stake.

Identification of training needs is important from both the organizational point of view as
well as from an individual's point of view. From an organization’s point of view it is
important because an organization has objectives that it wants to achieve for the benefit of all
stakeholders or members, including owners, employees, customers, suppliers, and neighbors.
These objectives can be achieved only through harnessing the abilities of its people, releasing
potential and maximizing opportunities for development. Therefore people must know what
they need to learn in order to achieve organizational goals. Similarly if seen from an
individual's point of view, people have aspirations, they want to develop and in order to learn
and use new abilities, and people need appropriate opportunities, resources, and conditions.
Therefore, to meet people's aspirations, the organization must provide effective and attractive
learning resources and conditions. And it is also important to see that there is a suitable match
between achieving organizational goals and providing attractive learning opportunities.

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 TRAINING PROCESS

DEVELOPMENT PROCESS

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 CHAPTER 3

RESEARCH METHODOLOGY

MEANING OF RESEARCH

Research as “ the manipulation of things, concepts of symbols for the purpose of generalizing
to extend, correct or verify knowledge, whether that knowledge aids in construction of
theory or in the practice of an art.”

The Research Methodology followed for further work can be primarily classified into two
stages namely Exploratory and Descriptive. The stepwise details of the research are as
follows:

Stage – I

Exploratory Study:

Since we always lack a clear idea of the problems one will meet during the study, carrying
out an exploratory study is particularly useful. It helped develop my concepts more clearly,
establish priorities and in improve the final research design. Exploratory study will be
carried out by conducting:

Secondary data analysis which included studying the website (www.___________.com) of

the company and also going through the various articles published in different sources
(magazines, books, internet, newspapers) on Small and Medium Scale Enterprises and
Training and development process.

Experience surveys also conduct with Assistant-Manager Human Resources and the General
Manager and Personnel Officer of ________________ to gain knowledge about the nature of
Training and development process followed in the organization.

Stage – II

Descriptive Study:

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After carrying out initial Exploratory studies to bring clarity on the subject under study,
Descriptive study will be carried out to know the actual Training and Development method
being followed. The knowledge of actual training and development process is needed to
document the process and suggest improvements in the current system to make it more
effective. The tools used to carry out Descriptive study included both monitoring and
Interrogation.

Sample Selection:

To know the Training and development process of the ___________, for identifying through
Exploratory and Observational studies that the Assistant Manager Human Resources, the
General Manager at Head office and The Esteemed Managing Director of the company are
the right persons who provides training to the employees.

Research has shown specific benefits that a small business receives from training and developing
its workers, including:

• Increased productivity.

• Reduced employee turnover.

• Increased efficiency resulting in financial gains.

• Decreased need for supervision.

Limitations:

● In view of the limited time available for the study, only the Training and
Development process could be studied.
● The sample size is too small to reflect the opinion of the whole organization. ϖ The
answers given by the respondents have to be believed and have to be taken for
granted as truly reflecting their perception.

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 LITERATURE REVIEW:

TRAINING AND DEVELOPMENT:

According to the Michel Armstrong, “Training is systematic development of the knowledge,

skills and attitudes required by an individual to perform adequately a given task or job”.
(Source: A Handbook of Human Resource

Management Practice, Kogan Page, 8th Ed., 2001)

According to the Edwin B Flippo, “Training is the act of increasing knowledge and skills of

an employee for doing a particular job.”

(Source: Personnel Management, McGraw Hill; 6th Edition, 1984)

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The term ‘training’ indicates the process involved in improving the aptitudes, skills and
abilities of the employees to perform specific jobs. Training helps in updating old talents and
developing new ones. ‘Successful candidates placed on the jobs need training to perform
their duties effectively’.

(Source: Aswathappa, K. Human resource and Personnel Management, New Delhi: Tata
Mcgraw-Hill

Publishing CompanyLimited,2000, p.189)

The principal objective of training is to make sure the availability of a skilled and willing
workforce to the organization. In addition to that, there are four other objectives: Individual,
Organizational, Functional, and Social.

• Individual Objectives – These objectives are helpful to employees in achieving their

personal goals, which in turn, enhances the individual contribution to the organization.

• Organizational Objectives – Organizational objectives assists the organization with its

primary objective by bringing individual effectiveness.

• Functional Objectives – Functional objectives are maintaining the department’s

contribution at a level suitable to the organization’s needs.

• Social Objectives – Social objectives ensures that the organization is ethically and socially
responsible to the needs and challenges of the society.

Further, the additional objectives are as follows:

• To prepare the employees both new and old to meet the present as well as the changing
requirements of the job and the organization.

• To prevent obsolescence.

• To impart the basic knowledge and skill in the new entrants that they need for an intelligent
performance of a definite job.

• To prepare the employees for higher level tasks.

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• To assist the employees to function more effectively in their present positions by exposing
them to the latest concepts, information and techniques and developing the skills they will
need in their particular fields.

• To build up a second line of competent officers and prepare them to occupy more
responsible positions.

• To ensure smooth and efficient working of the departments.

• To ensure economical output of required quality.

DATA INTERPRETATION AND ANALYSIS

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 CONCLUSION

Training and development is considered as a strategy for growth in every organization. It is adopted by
the organization to fill the gap between skills and future opportunities. These training programs
definitely enhance skills, improve efficiency, and productivity and growth opportunities for employees.
Skills, knowledge and attitudes are the basics for efficient running of a business through the human
resources of an organization. But, the impact of these basics is often reduced by lack of effective
training program. Investment in employees’ development means increasing the value of the
organization human resources. By improving the capabilities of employees, organizational capabilities
can also be improved. In result, the structure of organization become flatter, in which there will be
fewer levels between the top and the bottom employees. Many organizations provide coaching to their
high-potential employees to develop their skills in creativity, thinking, innovation, vision, motivating
others and brainstorming. Rather than putting the employees into management and expecting that they
will develop their knowledge and skills on their own, organizations can systematically develop their
skills through combination of training and development programs. To get better results from training
programs, executives must focus on what happens in the workplace before and after employees go to
class.

Evaluation of training must be appropriate for the persons and situations. The feedback from learners is
important not only for instructors but also for confidence of the learner

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