“A REPORT ON TRAINING AND DEVELOPMENT”

WITH REFERENCE TO
SRI GANESH FABRICATION
As part of internship

In partial fulfilment of the requirement of the degree of

Bachelor of Business Administration (BBA)

Submitted by
GONTHINA HRUSHIKESH
Hall Ticket No: 121132607011

Under the Guidance of

Mr. VISHNU VARDHAN
Assistant professor, SIMS

SRINIVASA INSTITUTE OF MANAGEMENT STUDIES (SIMS)

PM Palem, Madhurwada Visakhapatnam 2021 – 2024
 DECLARATION

I GONTHINA HRUSHIKESH hereby, declare that the report entitled “A

STUDY ON TRAINING AND DEVELOPMENT’’ with reference to “SRI
GANESH FABRICATION” is prepared by me under the guidance of Mr. VISHNU
VARDHAN, Assistant Professor, Srinivasa institute of management studies.

I also declare that this report is towards the partial fulfillment of the requirement for the
degree of Bachelor of Business Administration of Andhra University has been the
result of my own efforts and this report has not been formed a basis for the award of any
other degree or any other university

Place: Visakhapatnam

Date: Signature of the candidate

 CERTIFICATE FROM COLLEGE

This is to certify that the project work entitled “ON TRAINING AND
DEVELOPMENT” with reference to “SRI GANESH FABRICATION” has been
prepared by GONTHINA HRUSHIKESH in partial fulfillment for the award of the
degree of Bachelor of Business Administration from Andhra University,
Visakhapatnam and has been carried out under my supervision and guidance and that
no part of report has been submitted for the award of any other degree / diploma.

(Signatory with Date and Seal)

Faculty Guide

Head of the Department

Principal
 ACKNOWLEDGEMENT

With great pleasure, I express my deepest and heart felt gratitude to SRINIVASA INSTITUTE OF
MANAGEMENT STUDIES for providing me an opportunity to take on this report. This report is a
result of the hard work &sincere effort put by many hands.

I would also like to express my deep gratitude and sincere thanks to Dr. V. SAI PRASANTH, Director
for the encouragement and guidance throughout the period of this study.

I would also like to express my deep gratitude and sincere thanks to Dr. UMA SUNDARI
DWIBHASHYAM, Head of the Department for the encouragement and guidance throughout the period
of this study.

I have great pleasure in expressing my profound gratitude and indebtedness to Mr. VISHNU
VARDHAN, Associate Professor (SIMS) who is my guide and who has been a constant source of
inspiration for me throughout the study of report.

My special thanks to, Mr. G. ACHIBABU, SRI GANESH FABRICATION for his valuable
suggestions and co-operation throughout the report preparation work.

Last but not least, my heartfelt gratitude to my family and friends for their co-operation.

Place: Visakhapatnam

Date: Signature of Candidate

JOINING LETTER
 TABLE OF CONTENTS

S.NO CHAPTER PARTICULARS PAGE .NO

1  INTRODUCTION

2  NEED FOR THE STUDY

3 CHAPTER -1  OBJECTIVES OF THE STUDY

4  RESEARCH METHODOLOGY

5  LIMITATIONS OF THE STUDY

6  INDUSTRY PROFILE
CHAPTER -2

7  COMPANY PROFILE

11  THEORETICAL FRAMEWORK

12 CHAPTER -3  QUESTIONNAIRE

13  BIBILIOGRAPHY
CHAPTER 1:
 INTRODUCTION OF THE STUDY

Training and development refer to activities designed to enhance the knowledge, skills, and abilities of
employees in an organization. Training typically focuses on imparting specific skills or knowledge
related to job tasks, while development involves broader learning experiences to foster professional
growth and career advancement. Both are crucial for improving employee performance, job satisfaction,
and organizational effectiveness. Training can take various forms, such as workshops, seminars, on-the-
job training, and e-learning programs, while development initiatives may include mentoring, coaching,
job rotations, and leadership programs. Overall, investing in training and development helps
organizations adapt to change, remain competitive, and retain talent.

DEFINITION OF TRAINING AND DEVELOPMENT

Training and development refer’s to educational activities within a company created to enhance the
knowledge and skills of employees while providing information and instruction on how to better
perform specific tasks.

Training is a short-term reactive process meant for operatives and process while development is
designed continuous pro-active process meant for executives. In training employees' aim is to develop
additional skills and in development, it is to develop a total personality.

In training, the initiative is taken by the management with the objective of meeting the present need of
an employee. In development, initiative is taken by the individual with the objective to meet the future
need of an employee.

MEANING

Training and development involve improving the effectiveness of organizations and the individuals and
teams within them. Training may be viewed as related to immediate changes in organizational
effectiveness through organized instruction, while development is related to the progress of longer-term
organizational and employee goals. While training and development technically have differing
definitions, the two are oftentimes used interchangeably and or together. Training and development
have historically been topics within adult education and applied psychology but have within the last two
decades become closely associated with human resources management, talent management, human
resources development, instructional design, human factors, and knowledge management.
 NEED FOR THE STUDY

Every organization big or small, old or new, should provide training to all employees irrespective of the
qualification, skill for the job etc, thus no organization can choose whether or not to train the
employees.

The need for the study is to find out the process of training and development, where to improve and
train the employees, which will lead to improvement in their performance. It will also increase the
performance of the individual. To increase the growth of the organization. To minimize the wastage and
increase the productivity.

Training and development programs help employees manage tasks individually or in teams, relying on a
greater understanding of processes and clearly defined goals. Because employees are well-versed in the
skills required for their job, they will require less time to find ways to perform tasks.
 OBJECTIVES OF THE STUDY

 To know the overall training and development programs of SRI GANESH FABRICATION
 To understand and enquire about training and development programs.
 To analyze if the training programs are meeting the objectives of the company.
 To know the qualitative aspect of the training programs.
 To prepare workers for promotion to higher jobs by imparting them advanced skills
 RESEARCH METHODOLOGY

Research Methodology is a way to solve the research problem in a systematical way. The research strategy
which forms the basic structure of the entire research project is methodology which helps in identifying the
methods to be used. Research methods and Research Methodology are two different concepts which has to
understood research methods can be understood as all the methods or techniques that will be used in the
research project, various research types has various methods and techniques.

Research Methodology forms the base of every research and the scope of research methodology is much
wider than that of research methods because research methodology also means specifying the logic behind
the methods or the technique’s we use to conduct a research. Research Methodology also explains how to
conduct a research, how to find the information and how to present the collected data.

SOURCES OF DATA

1.Primary data:

The primary data is also known as raw data. It is the data that is collected for the first
time. It is obtained through information collected from officials and staff which is
provided by the company.

2.Secondary data:

The secondary data refers to data that is collected by someone other than the primary
user. It is obtained through company records, magazines, internet & various books
 LIMITATIONS OF THE STUDY

As the study revolves around training and development of HR aspects, the overall organization in spite of
giving honest and sincere reports there are a few limitations which are as follows:

1. The study doesn’t cover other non-executive activities and other managing director activities.

2. Only the existing system has been studied and no attempt has been made to find out the system.
CHAPTER - 2
 INDUSTRY PROFILE

Construction is a general term meaning the art and science to form objects, systems, or organizations, and
comes from Latin constructio (from com- "together" and struere "to pile up") and Old French construction.
To construct is the verb: the act of building, and the noun is construction: how something is built, the
nature of its structure.

In its most widely used context, construction covers the processes involved in delivering buildings,
infrastructure, industrial facilities, and associated activities through to the end of their life. It typically starts
with planning, financing, and design, and continues until the asset is built and ready for use; construction
also covers repairs and maintenance work, any works to expand, extend and improve the asset, and its
eventual demolition, dismantling or decommissioning.

The construction industry contributes significantly to many countries' gross domestic products (GDP).
Global expenditure on construction activities was about $4 trillion in 2012. In 2022, expenditure on the
construction industry exceeded $11 trillion a year, equivalent to about 13 percent of global GDP. This
spending was forecast to rise to around $14.8 trillion in 2030.Although the construction industry promotes
economic development and brings many non-monetary benefits to many countries, it is one of the most
hazardous industries.

The construction industry is recognized as a sector with great contribution to the economic and social
development of a country, particularly due to the number of direct and indirect jobs generated and its
influence on several other sectors which produce materials, equipment, and services in its production
process. It is usually one of the first sectors to signal a region’s financial situation, in times of both
exponential growth and economic recession.

On the other hand, population growth in large urban centers has led to an increase in the demand for the
construction industry in the last decades in several sectors, which has led to generation of a significant
volume of construction and demolition waste (CDW) responsible for 10%–30% of all waste generated in
urban areas.

Digital technologies allow the construction industry and the renovation market to reinvent themselves with
new business models, and economic players to become more engaged and to improve economic resilience
and competitiveness. The digitalization opportunity for the renovation market requires coordinated
participation of the whole value chain.
HISTORY:

The first huts and shelters were constructed by hand or with simple tools. As cities grew during the Bronze
Age, a class of professional craftsmen, like bricklayers and carpenters, appeared. Occasionally, slaves were
used for construction work. In the Middle Ages, the artisan craftsmen were organized into guilds.

In the 19th century, steam-powered machinery appeared, and, later, diesel- and electric-powered vehicles
such as cranes, excavators and bulldozers. Fast-track construction has been increasingly popular in the 21st
century. Some estimates suggest that 40% of construction projects are now fast-track construction

Types of Construction:
Total construction work can be divided into two broad categories viz. public and private.

The public projects i.e. whose direct beneficiary will be the public, is usually handled by the
government, of course govt. get it done by any contractor or by construction company by awarding the
work through bids and tenders. It is public money or any financial aid or loan from agencies like
World Bank, that is spent. Dams, Bridges, Canals, Metro Rail, Power Projects, are typical examples of
public projects.

Private projects like house of an individual or construction of a factory, a nursing home, hotel or
project in which taxpayer’s money is not involved can be categorized as a private project. profit
motive is always there in most of the private projects.

In private projects, capital outlays are less as compared to public projects.Secondly in Indian working
environment one cannot afford delay in private projects but cost over runs and delays in public projects
are an everyday phenomenon in India.
 COMPANY PROFILE

We take this opportunity of introducing ourselves as one of the most upcoming organizations in the field
of construction services all over Andhra Pradesh. It is established in 1990 by G. ACHIBABU the founder
of Sri Ganesh Fabrication with 10,000. Our company is headed by a very strong team of trained,
experienced and qualified professionals. Sri Ganesh Fabrication was formed with the idea of constructing
buildings at low cost the needs of domestic market and associate different companies. Today its turnover
is 15 crores.

SRI GANESH FABRICATION has been built on the foundation of professionalism and pride. Our
mission is providing “Top - of - the – Line” Security at competitive rates. With a vision to deliver top
class building and interior works to our clients, it is an important measure for loss prevention and risk
management. We have expertise in various industry verticals like mechanical works and providing
technical works. We have an strong operational team heading by General Manager, our Area Officer/Field
officer will check our deployed staff day & night and report will be submitted to the client representative
on daily basis. Our Training officer (certified) will conduct ON SITE Training and helping operation team
to develop Post wise SOP’s.To ensure almost accuracy and discipline of our services our General
Manager / Area Officer will be doing surprise checks occasionally.

One of the most common challenges of any organizations faces is that most of the man power is in the old
system and to come to terms to the new era acquire considerable time and often are found non-
compatible-essentially this “Patch work”, System works fine until you need to move your operations to the
need level at the point of age process can became a painful and costly experience. Usually user and
organization have ‘Marked man’ a person who simply demonstrated the most technical skill. Usually at
the first this person inherits this job in addition to other functions that they may have.

At Sri Ganesh Fabrication we believe that only a properly trained guard can be effective guard. After
stringent screening and rigorous training, our workers become capable of making the right decision
in cases if emergency.
VISION, MISSION AND VALUES OF THE ORGANISATION

In order to realize our vision, our mission must be to exceed the expectations of our clients and fellow
employees. We will get accomplish this by commitment to our shared values and by achieving the highest
levels of client satisfaction by providing and adhering to the best standards . We will lay extraordinary
emphasis on the creation of value. In this way ensure that our profit, quality, growth and service goals are
met. We will strive to be regarded as the best and most sought after Security and Service

OUR QUALITY POLICY

We at Sri Ganesh Fabrication are committed to achieve consistent business growth by proving value
added, innovative and continually improving best services to our customers through consistent training of
our employees and adoption of latest technology.

SALIENT FEATURES OF OUR ORGANISATION

 Sri Ganesh Fabrication Guarantees the lowest rate in Market.

 Commitment and Honesty.
 Our clients have access to our Management 24- hours a day.
 Immediate approach to the problem
 Passion and interest to grow.
 Strict implementation of Discipline.
 Surprise checks during the night odd hours.
 We believe in team work.
 Maintain and update the security procedures manual.
 The Sri Ganesh Fabrication Human resources norms are in keeping with best practices in the
Industry. If adheres to minimum wages, PF, ESI and GST.
CONSTRUCTION SERVICES

3. Civil & Structural Concrete.

4. Masonry and Plaster.
5. Architectural and Finishing Works.
6. Pre Cast.
7. Pre Engineered Structures.
8. HVAC, Plumbing and Electrical.
9. Waterproofing and Insulation.
10. Human Resource Deployment & Management.

CONSTRUCTION OPERATIONS INCLUDE:

11. CONSTRUCTING, ALTERING, REPAIRING, EXTENDING OR DEMOLISHING:

 buildings or structures
 works that are part of the land

12. INSTALLING, ALTERING OR REPAIRING:

 security
 electrical
 heating
 air conditioning
 soundproofing
 ventilation
 drainage
 sanitation
 water supply systems
 telecommunications systems

13. CLEANING BUILDINGS INTERNALLY AND EXTERNALLY IN THE COURSE OF

THEIR CONSTRUCTION, ALTERATION OR REPAIR (not including normal
maintenance
14. WORKS WHICH ARE AN ESSENTIAL PART OF, ARE IN
PREPARATION FOR OR ARE COMPLETING OTHER
CONSTRUCTION WORK. THIS INCLUDES:

 site-clearing
 earth-moving
 excavating
 tunnelling
 boring
 laying foundations
 erecting scaffolding
 site restoration
 landscaping
 providing roadways and other access works

15. WORKS THAT FORM AN ESSENTIAL PART OF, ARE IN PREPARATION FOR,
OR COMPLETE WORKS SUCH AS DRILLING FOR MINERALS, OIL,
NATURAL GAS OR OTHER NATURAL RESOURCES

16. TRANSPORTING SOMEONE ELSE'S MATERIALS OR MACHINERY FOR USE IN

ANY OF THE ACTIVITIES LISTED ABOVE (KNOWN AS ‘HAULAGE FOR
HIRE’).
CHAPTER -3
 THEORETICAL FRAMEWORK

TRAINING AND DEVELOPMENT:

Training and development refers to educational activities within a company created to enhance the
knowledge and skills of employees while providing information and instruction on how to better
perform specific tasks.

Training is a short-term reactive process meant for operatives and process while development is
designed continuous pro-active process meant for executives. In training employees' aim is to develop
additional skills and in development, it is to develop a total personality.In training, the initiative is
taken by the management with the objective of meeting the present need of an employee. In
development, initiative is taken by the individual with the objective to meet the future need of an
employee.

Training and development initiatives are educational activities within an organization that are designed
to improve the job performance of an individual or group. These programs typically involve advancing
a worker’s knowledge and skill sets and instilling greater motivation to enhance job
performance.Training programs can be created independently or with a learning administration
system, with the goal of employee long-term development. Common training practices include
orientations, classroom lectures, case studies, role playing, simulations and computer-based training,
including e-learning.

Training and development programs includes any planned efforts by the non-governmental
organisations to poster and enhance the learning of the job-relayed behaviour by employees. Training
efforts generally have short term task related goals.in contrast development programs have broad, long
term, non-governmental organizations-related goals.
Sometimes referred to as Human Resource Development (HRD), most employee training and
development efforts are driven by an organization’s HRD function. These efforts are roughly divided
into two types of programs:

Employee Training and Development:

A strategic tool for improving business outcomes by implementing internal educational programs that
advance employee growth and retention.
Management Training and Development:
The practice of growing employees into managers and managers into effective leaders by the ongoing
enhancement of certain knowledge, skills and abilities.
IMPORTANCE OF TRAINING AND DEVELOPMENT

Employee training and development initiatives play a crucial role in elevating job satisfaction,
increasing productivity, and fostering enhanced employee retention. By providing opportunities for
learning and growth, organizations empower their workforce with fresh skills and knowledge.

1. Addressing Performance Gaps: It is common for individual employees to encounter challenges

in certain areas of their performance. Implementing training and development can effectively
address and iron out these shortcomings, leading to improved overall performance. By identifying
specific areas that need improvement, organizations can tailor training sessions to meet employees
individual needs, resulting in a more skilled and competent workforce.

2. Optimizing Workforce Potential: Regular training and development programs empower

employees to strengthen their weaknesses and acquire new skills and knowledge. As a result, their
overall performance is optimized, benefiting both the employees and the organization. Skill
development not only enhances individual capabilities but also enhances the collective proficiency
of the entire workforce, leading to increased productivity and efficiency.

3. Ensure Employee Satisfaction: A strategic investment in employee development and training

fosters a sense of contentment among employees. When employees feel that their organization is
committed to their growth and professional development, they are more engaged and motivated in
their roles. However, for the program to be effective, it must be tailored to the specific needs of the
employees, ensuring that the gained knowledge can be readily applied in the workplace.

4. Enhancing Organizational Productivity: In today’s rapidly changing marketplace, an

organization’s productivity heavily relies on the skillset of its employees. Training and
development programs enable employees to stay updated and acquire new competencies, thereby
positively impacting the organization’s productivity. By providing employees with the necessary
tools and knowledge, businesses can enhance their ability to adapt to evolving challenges and
demands in the marketplace, staying ahead of the competition.

5. Cultivating Self-Motivated Employees: Participating in comprehensive training and development

sessions empowers employees to handle workplace challenges independently, reducing their reliance
on constant supervision and guidance. This self-motivation cultivated through training enhances
individual and team performance, contributing to a more efficient and self-sufficient workforce.
Moreover, self-motivated employees often exhibit a proactive approach toward their roles, seeking
continuous improvement and taking the initiative to contribute positively to the organization’s goals.
 QUESTIONNAIRE

1.How does the construction company assess training needs?

A.We assess training needs through employee performance evaluations, feedback from supervisors,
analysis of project requirements.

2.What methods does the construction company use for training and development?
A. On-the-job training, classroom training sessions, workshops, mentoring programs.

3.How does the company measure the effectiveness of training programs?

A.Through post-training evaluations, assessments of employee performance improvement, feedback
from participants & supervisors.

4.What initiatives does the company have in place for career development?
A. Our company offers various initiatives for career development, such as leadership development
programs, opportunities for cross-training in different areas of construction, and mentorship programs
to support employee growth and advancement.

5.How does the construction company ensure compliance with safety regulations through training?
A. We ensure compliance with safety regulations through regular safety training sessions, ongoing
reinforcement of safety practices on job sites, and audits to assess adherence to safety guidelines.

6.Do you feel that training session have helped you to improve your work efficiency?
A.YES

7.What role does technology play in the training and development initiatives of the company?
A. Technology plays a significant role in our training and development initiatives, online learning
platforms for access to training materials, and mobile apps for safety reminders and reporting incidents.

8. Is there a continuous improvement in training programs conducted in V. S Engineering

solutions?
A.YES

9.Does the training and development programs focus on developing team work and leadership skills?
A.YES
10. Which method is most used for training in the company?
A. Coaching method

11. Does training helps to improve employee – employer relationship?

A.YES

12. What kind of training method does the organization provide more to train the employees?
A.ON -THE JOB

13.Why training programs are required for the company?

A.To enhance skills and update the job knowledge

14. What are the key training and development initiatives implemented in the company?
A. Safety training and Technical skill development

15.Does the training programs help the employees?

A.YES
 BIBLIOGRAPHY

The following sources were used to collect data based on report Training and Development

Website
 www.google.com
 www.wikipedia.com