EXECUTIVE SUMMARY

The research project entitled ‘Review on Techniques adopted by HR

Management to Improve the Effectiveness of Training and Development’ is an
attempt to understand the Opinion and attitudes of the various categories of
employees of the Insta Courage Pvt Limited. Towards the maintenance of
effectiveness of Training services provided by the Company.

It also aims to know and study obstacles in the proper utilization and increase the
effectiveness of Training programs and try to suggest remedial measures
wherever possible.

The data was collected through well structured questionnaires. About 30

employees were considered for the sample size out of 180 employees, since the
researchers are given very limited time. This survey was carried out in various
departments of the Company.

In the course of study, it was found that the training programmes analyzed were
provided to all the employees of Insta Courage Pvt Limited and was not specific
to particular category of employees. The in depth study of the welfare measures
adopted by the company revealed that majority of the employees were fairly
satisfied with the training and development programmes.

For the purpose of survey, the training was divided into two groups.

A. On-job-training and

Off-job-training or Outbound Training..

1. On job Training

• Apprenticeship Training

• Job Instruction Training

2. Off the Job Training (Outbound training)

Facilities needs for training types varies from classroom to an elaborate

development center, large halls with audiovisual aids etc.,

1. Classroom-programs – live

2. Workbooks / Manuals

3. Public Seminar

4. Self-study programs

5. Role plays

6. Case Studies

7. Games/simulations (not computer-based)

8. Outdoor experiential programs

INTRODUCTION
 INTRODUCTION

An organization either Business or Industrial Enterprises needs many factors for

its growth, further development and for its very survival. The most important
factors are Capital, Materials, Machineries and Human Resources as the
success or failure of any Organization depends on the effective combination of
these factors. Managing all other factors are comparatively easier than managing
Human Resources. The Human Resources are most important and need to be
handled carefully. Since all the others factors are handled by the human
resources, they have to be trained in a effective manner To utilize the resources
at optimal level to get the desired output and thereby to reach the organization
goals. The effective combination of all these factors results to way for success.

Training is defined as learning that is provided in order to improve performance

on the present job. A person's performance is improved by showing her how to
master a new or established technology. The technology may be a piece of
heavy machinery, a computer, a procedure for creating a product, or a method
of providing a service.

Oliver Sheldon says ‘No industry can rendered efficient so long as the fact
remains unrecognized that the in principally human – not a mass of machines
and technical process but a body of men. If manpower is properly utilized it
causes the industry to run at its maximum optimization getting results and also
work for as an climax for industrial and group satisfaction in the relation to the
work formed. Competitive advantage is therefore depend on the knowledge and
skill possessed by employee more than the finance or market structure by
organization.

The employee training not only serves the purpose to develop their employers
but also safe guard organizational objectives of survival and success through
competitive advantages.

The training function now popularly called as Human Resource Development

coordinates the provision of training and development experiences in
Organization.

In recent years, the scope of Training and Development has broadened from
simply Providing training programs to facilitating learning throughout the
organization in a wide Continuously, and that they can learn from experience and
from each other as well as from Formally structured training programs.

Nevertheless, formal training is still essential for most Organizations or teach

them how to perform in their initial assignment, to improve the Current
performance of employees who may not be working as effectively as desired, to
Prepare employees for future promotions and increased responsibilities. The
Computer Application Training and New Employee Training are most popular
training topics.

Various Management and supervisory skills such as leadership, performance

appraisal, organization provide ‘Train-the trainer’ courses for superiors or peers
who will in turn provide on-the-job training to others. Besides being one of the
most important HRM functions, Training and Development is also one of the
most expensive.
Meaning and Definition:

After an employee is selected, placed and introduced, he or she needs to be

provided with training facilities. The training is the act of increasing the
knowledge and skill Of an employee for doing the particular job. Training is a
short term educational process and utilizing systematic and organized procedure
by which an employee is learned the Technical knowledge.

Definition:

Staimez: defines ‘Training is a short term process utilizing a systematic and

organized procedure by which non-managerial personnel to learn technical
knowledge and skill”

Mamoria: defines “Development covers not only the activities which improve job
performance, but also those which b ring about growth of personality, helps
individual in the process towards maturity and actualization of this potential
capacities so that they become not only good employees but also both good men
and women.
S. P. Robbins: Defines “Training is a learning process which seeks a relatively
permanent change in behavior that occurs as a result of experience.

Dale Yoder: Defines “It is that deals with the effective control and use of
manpower as a distinguished from other source of man power”

Meaning:

Training is part of Human Resource Development. It is concerned with

concerned with training, development, and education. Training has been defined
as an organized learning Experience, conducted in a definite time period, to
increase the possibility of improving job performance and growth. Organized
means that it is conducted in a systematic way.

Although learning can be incidental, training is concerned with the worker

learning clear and concise standards of performance or objectives. Training is
the acquisition of technology which permits employees to perform their present
job to standards. It improves human performance on the job the employee is
presently doing or is being hired to do. Also, it is given when new technology in
introduced into the workplace.

Development is training people to acquire new horizons, technologies, or

viewpoints. It enables leaders to guide their organizations onto new expectations
by being proactive rather than reactive. It enables workers to create better
products, faster services, and more competitive organizations. It is learning for
growth of the individual, but not related to a specific present or future job. Unlike
training, this can be completely evaluated, development cannot always be fully
evaluated. This does not mean that we should abandon development programs,
as helping people to grow and develop is what keeps an organization in the
cutting edge of competitive environments.

Development can be considered the forefront of what many now call the
Learning Organization.

Development involves changes in an organism that are systematic, organized,

and successive…and are thought to serve an adaptive function.

Training could be compared this metaphor -if I miss one meal in a day, then I will
not be able to work as effectively due to a lack of nutrition. While development
would be compared to this metaphor -if I do not eat, then I will starve to death.
The survival of the organization requires development throughout the ranks in
order to survive, while training makes the organization more
effective and efficient in its day-to-day operations.
Principle of Training:

1. Training Plan: This must be well planned, prescribed and ably executed
effective
Implementation depends to great extend on planning.

2. Organizational objectives: T & D program must meet objectives of the

organization

3. Equity and fairness: T and D program must enjoy equal opportunity to drive
benefit out of such training and must have equal chance to undergo such
training.

4. Application specification: Training content is balanced between theory and

practical. It must be ‘Application specification.

5. Upgrading information: T and D program is continuous reviewed at periodic

interval as order to make them updated in terms of knowledge and skill.

6. Top Management support: Top management support is essential to make

Training and Development effective.

7. Centralization: For economy of effective uniformity and efficiency,

centralization of training department is found more common and useful.

8. Motivation – Training and Development have motivation aspects like better

career opportunity, individuals & skill development etc., Importance of training in
recent years:

Recent changes in the environment of business have made the Training and
Development function even more important in helping organization maintain
competitiveness and prepare for the future.

Technological innovations and the pressure of global competition have changed

the ways organizations operate and the skills that their employee need. The tight
labor market has increased the importance of training in several ways. First
higher employee turnover means that more new employees need training.
Second, it has been suggested that frequent and relevant development
experiences are an effective way to gain employee loyalty and enhance retention
of top-quality staff.
Objectives of Training Policy

To impart a new entrant the basic knowledge and skill they need for an intelligent
performance of definite tasks.

• To increase productivity of employees or workers

• To improve quality of work and product

• To enhance and update knowledge and skill level of employee in the

organization

• To promote better opportunity for the growth and promotion chances of

employees and thereby the employability

• To secure better health and safety standard

• To improve quality of life of employees

To assist employees to function more effectively in their present positions by

exposing them to the latest concepts, information, techniques and developing the
skills they will need in their particular fields.

To offer a range of Multi Skills training, subject to available resources, in

response to the needs of our customers / new technical advancements.

To offer a consistently high quality of support and training in multi skills to all
staff members working with INSTA COURAGE PRIVATE LIMITED

To offer provision for documentation, learning materials and training wherever

possible.

Clarify training plans in individual personal development portfolios as the prime

mechanism assisting in the achievement of corporate objectives.

Finally individual or group training objectives should be used to design personal

development portfolios, design training events and/or development experiences
and drive delivery and subsequently assess performance improvement
 Training Objectives are derived from -

 Training needs analysis

 Performance assessment of personal development portfolios

 Stating the targeted improvement in output or performance required as a result

of training and/or development.

 Corporate aims, objectives need assigning to each senior manager, in turn they
have to be broken down to functional sections/work groups or individuals as
appropriate. Consequently all levels become aware of their "assignment".

 Need for Training

 Changes occurring at an increasing pace in technology, information systems,

attitudes to and behavior at work etc.

 A need to make and manage cost reductions.

 A requirement for more professionalism.

 A need for more analytical and assertive business management.

 A more flexible, aware and demanding work force.

 More critical and selective customers.

 An increasing diversification of the technology and human skills.

 Kinds of training that can be conducted

 Internal programs conducted by HRD-

 Technical programs

 General management programs

 Behavioral programs

2. External training workshops conducted by different bodies

3. Induction programs
4. Spiritual value based programs for all employees

5. Job rotation, Assigning programs etc.

Responsibility

• The prime responsibility to train would lie with the immediate superior
however colleagues and cross-functional members would also be
responsible to train the other members.

• Training must be supported by and, wherever possible, involve senior

management.

• Every manager has a prime responsibility to develop his/her subordinates.

Administration

The responsibility would lie with the HR Department to organize all the training
programs.

Training Methods and Techniques for Employees:

1. On the Job Training: On the job training is conducted at he work site and in the
context of the actual job. The vast majority of all industrial training is conducted
on the job, often by the trainee’s immediate superior or a nominated peer trainer.
On-the job training has several advantages:

b. Because of training setting is also the performance setting, the transfer of

training to the job is maximized

c. The cost of a separate training facility and a full-time trainer are avoided or
reduced.

d. Trainee motivation remains high because it is obvious to trainees that what

they are learning is relevant to the job

• Apprenticeship Training: This training is combination of on and off the job

training. The department of Labor regulates apprenticeship programs, and often
management and a union jointly sponsor apprenticeship training. This training
is normally given to artisans, electricians, plumbers, bricklayers etc., The duration
is normally vary from 2 to 6 years. Apprenticeship training is carried out under the
guidance and intimate supervision of master craftsman or expert
worker/supervisor. During apprenticeship training period, the trainees are paid
less than that of a qualified worker.
Advantages:

i. Workmanship is good

ii. Immediate returns from training

iii. Economical, better loyalty

iv. Feed back is given quickly about the correctives of performance

Disadvantages:

i. It takes times to learn the skill

ii. Required job knowledge is too complex

• Job Rotation: In the job rotation, management trainee/employee is made to

move from one function to another at planned intervals. Job rotation is widely
used as a management executive development program which makes the
employee or management trainee, a multi-tasking individual. It can be done
either vertical or horizontal.

• Coaching and Understanding method: Training under experienced worker they

are coached and instructed by skilled co-worker by supervisor by special trainee
instructor.

• Outbound Training: The outbound training is conducted in a location

specificallydesignated for training. It may be near the workplace or away from
work, at acustomized training center or a resort. The purposes of conducting this
kind oftraining away from the work place is to minimized or avoid distractions of
the employee from their daily work routine and allows them to devote their full
attention
the specific subject.

Some of the outbound training methods and activities are:

a. Action planning: Often a closing activity asking participants to specify or set

goals about exactly what they will do differently back on the job

b. Behaviour-modelling training : use a videotape to demonstrate the steps in a

supervisory activity such as conducting a disciplinary interview, followed by role-
played skill practice and feedback
c. Behavioral Simulation: Large-scale multi person role-lay, noncomputerized
business game.

d. Brainstorming: Creative idea-generation exercise in which no criticism is

allowed.

e. Business Game: Computerized business simulation that requires participants

to make decisions about strategy and investments and then provides financial
results based on the decisions.

f. Buzz Group: Small-group discussion of several minutes, duration on an

assigned topic

There are various other instructional methods used in training program:

1. Classroom-programs – live

2. Workbooks / Manuals

3. Videotapes

4. Public Seminars

5. Self-assessment instruments

6. Role plays

7. Case Studies

8. Games/simulations (not computer-based)

9. Outdoor experiential programs

1. Classroom lectures : this is the simplest and from the off the job training. This
is a best form of instruction when the instruction is to convey information on
rules, regulation, policies and procedures.

2. Conference and Seminars and Workshops: This is a formal method of

arranging meeting in which individuals confer to discuss points of common
interest for enriching their knowledge and skill. This is group activity. It
encourages group’s discussion and participation of individuals for seeking
clarification and offering explanation and own experience. It is a planned activity
with a leader or moderator
to guide the proceedings, which is focused on agreed agendas points prefixed
during planning stage of such conference.
3. Audio-visuals and Film Shows: In order to improve understanding very usual
and sometimes is escapable to ‘Demonstrate’ operation of a machine or explain
or process. Audio-visual film shows can supplement the efforts lecturing and
improve its effectiveness,.

4. Simulation Computer Modeling: A training activity in which actual working

environment is artificially created as near and realistic and possible is called
simulation training. Case study, analysis, experiment exercise game playing
computer model and vestibule training etc come under this category. When the
work environment is artificially created by using computer-programming method
well call it ‘Computer method’

5. Vestibule Training: in this training, employees are trained of the equipment

they are employed, but the training is conducted away from the place of work. In
which all Necessary equipment and machines required as actual machined ship
are duplicated

6. Programme Instruction: Programmed instruction is a stu5rctured method of

Instruction aided through texts, handouts, book and computer aided instruction.
In this case the instruction materials and information is broken down in meaning
full unit And arranged in a proper sequenced from logical method of learning
packages, the Learning ability is tested and evaluated in real time basis

7. T. group Training: ‘T’ stand for training or laboratory training. T group training
was Originated on 1940’s but only 1960’s it has opened to the industries. This
Training have both supporters and opponents. Unlike any other programmers
discussed. T Group training is concerned with really problem existing within the
other group itself.
Training of HR can be considered at the levels of

1. Workers

2. Supervisors

3.Trade Union Functionaries

4. Middle level Managers

5. Top Managers

Training Budget

HR Department will submit at the beginning of each financial year the budget for
Training & Development activities to Board of Partners. The budget will include:

• Report on last years training activities including efficacy.

• Training Man days achieved and budget for current year.

• Training costs budgeted for external programs.

• Internal training programs and costs.

• Capital investments including training equipment planned.

• Segment & skill wise training calendar for the year.

• Trainers developed during last year and planned for current year.

Sanctioning authority

Within budgeted activities HR Executive shall organize all training activities. Any
Training activity not budgeted for shall be only with prior approval of the Board of
Partners.
 Training Calendar

Training calendar shall be submitted to Partner and upon approval shall be

circulated to all HODs and concerned. The Training Calendar must be prepared
in close consultation with all HODs so as to ensure no overlapping dates appear
in the training calendar vis-à-vis normal functioning of the organization.

Training Calendar shall consist of following information:

• Program details
• Dates
• Duration & Timings
• Type of Program -External/Internal
• Faculty
• Participants Profile
• Follow up sessions

Details of the Training Programs (Format)

FORMAT AS PROVIDED

Training executive will ensure the process is in place well in advance for the year
as well as for monthly training calendars.

Implementation:

Implementation of Training Calendar is the responsibility of Manager Training,

HR Executive; in addition HODs shall provide inputs for training of respective
departmental needs.

Training Needs Analysis

Organizational training needs analysis should consider

 Operational plans

Strategic plans

 Corporate aims, for example to:

• Improve performances
• Cope with Change

• Improve communications and team working

• Plan succession

Training need identification

Ways to identify

• Individual feedback on training needs

• Appraisal

• Individual personal files & performance

• Technical needs of the organization

• Customer feedback

• HOD feedback

• From external advertisements

• Training need identification survey shall focus on identifying three types of

training needs:

• Organizational Needs

• Development Needs

• Functional Needs

• The outcome of the Training Need Analysis should be summarized

function wise and quarter wise for each employee.

• Based on this analysis, the training plan should be devised to provide

Value Added Training to all the employees of “INSTA COURAGE
PRIVATE LIMITED”.
 Training Need Identification

POSITION ORGANIZATIONAL DEVELOPMENT FUNCTIONAL

NEEDS NEEDS NEEDS

Training Evaluation

Evaluation phase:

Donald Kirkpatrick developed the best-known and most widely used framework

• Reaction: The first level involves reaction measures, or the participants feelings
about the program. Reaction information is usually gathered by questionnaire
during or immediately after the program. At least two aspects of reaction should
be Assessed: Did the trainee enjoy the program, and do they think the program
will be Useful to them.

• Learning: The second level of evaluation has to do with learning. Learning

measures Assess the degree to which trainees have mastered the concepts,
information, and Skills that the training tried to impart. Learning is assessed
during and or at the end Of the training program with paper and pencil tests,
performance tests and graded Simulation exercises.

• Behaviour – On-the-job behaviour is the third level of evaluation. Behaviour

measures ask whether employees are doing things differently on the job after
Training, whether they are visibly using what they have been taught. In essence,
this is transfer of training.

• Results: The final level of evaluation involves results measures. At this level,
the Impact of the training program on the work group or organization as a whole
is Assessed objectively. The appropriate objective measures to use depend on
the content and objectives of the training. Samples measures of results include
cost savings, profit, productivity, quality, accidents, turnover, and employee
attitude.

Evaluation is a de-briefing with ones immediate superior soon after a learning

experience and gathering appropriate evidence, analyzing and interpreting that
evidence and then making a judgment.

• To Evaluate Training –

1. Collect appropriate evidence to demonstrate compliance with the

organization's defined values and behaviors

2. Collaborate its validity, currency, sufficiency and authenticity and make

your judgments

• Evaluation questions-

Whether the required changes have taken place

Whether the organization has got the return it sought and if not why not

What remedial action is required

May be what new initiatives, whether training or change based, might be initiated

• Evidence can be collected from various sources and in a number of ways,

e.g.:

By interviewing holders of personal development portfolios (to obtain, for

example, personal accounts of decisions and actions taken in different situations)

By sampling outputs of their work (e.g. letters to customers, minutes of meetings,

reports, work instructions, plans, schedules, programs)

By searching appraisal and other performance management records

By completing psychometric, competence or capability tests

By interviewing their immediate superiors and colleagues

By holders of personal development portfolios completing self-assessment

questionnaires
By direct observation at work or in assessment centers.

RECOMMENDATIONS / CONCLUSIONS

USING THE EVALUATION TO IMPROVE TRAINING:

Information from the training evaluation can be used in making decisions about
whether to continue the training program or how to improve it. Modifying the
training based on reaction measures is fairly straightforward. A boring speaker
can be replaced, a film rates as irrelevant dropped, or a caterer changed,
depending on the feedback received. If a sound evaluation design was used,
additional modification of the training might be suggested by scores on the
learning, behaviour or results measures.

If insufficient learning occurred, the training presentation itself may have been at
fault.

Information may have been presented unclearly, or inadequate time and practice
may have been allowed for trainees to absorb the materials. Alternatively, trainee
readiness or motivation may be been deficient so that an otherwise well designed
training experience had no real impact on the trainees

If behavior on the job did not improve despite gains in learning, the fault could lie
in the needs assessment, the training program itself, or the work environment. If
the initial needs assessment was not performed correctly, trainees might have
mastered material that was not relevant to the demands of their jobs. Thus, while
they might have learned something from the training, what they learned is not
something that they can use. Another possibility is that the training content might
have been appropriate, but there was insufficient emphasis either on transfer of
training to the job or on relapse prevention. Finally, the fault could lie in the work
environment if supervisors or the environment do no facilitate the use of new
skills.

When learning and behaviour change but results d no improve, the

appropriateness of the

Designing Courses and Supplying Training Materials

All learning experiences must be designed to meet the basic learning process
which should include that participants are -

Motivated to learn
Receive an input of new information and ideas

Able to evaluate their understanding

Able to practice the new knowledge and get feedback on their performance in a
realistic but safe environment before applying the new knowledge and skills to
achieve results on the job.

Learning program design therefore should, (in addition to fulfilling the objectives
of knowledge and skills development), look at-

Learning methods

Individual Learning Styles

Incorporating the learning cycle

Structuring it into learning modules

Work based assignments

Individual Personal development portfolios

Training nomination HRD department shall circulate training calendar. HODs and
employees in addition to the identified training needs shall nominate for the
training programs through training nomination forms. Training feedback-
technical & behavioral Training feedback shall be evaluated and recorded as per
the feedback form specified and provided for as annexure.
TRAINEE & APPRENTICE INDUCTION POLICY

Purpose

Trainee Induction Policy shall lay down the method and processes for inducting
new trainees into the organization and shall be correlated with the
Recruitment Policy.

Responsibility

The Prime responsibility of inducting Trainees shall be of HR Department in close

coordination with the departmental heads concerned.

Authority

The number of Trainees to be inducted shall be as per the future requirements as

spelled out into the Manpower Plan.

Training Period

The training period in all the executives shall be maintained as six months
wherein only in exceptional cases the period can be reduced with due
sanction and approval by Director.
Probation Period

Upon completion of six-month training, each trainee shall continue to be on

probation for a period of six months after which an assessment shall be
conducted and the concerned trainee shall be absorbed in regular rolls of the
company.

Selection Panel

For Selection Panel refer Recruitment Policy.

Selection Process

Every candidate is expected to submit the following prior to interview:

Bio-Data

4 passport size Photographs

Application format duly filled

• Relevant copies of certificates

• Proof of residence

• The selection process shall consist of some or all of the following tests:

• Written IQ / Numerical ability Test

• written technical test

• Psychometric Tests

• Interview with the Technical HOD

The assessment sheets of all the candidates shall be maintained in the personal
files of the selected candidates for the future reference.
COMPANY PROFILE
 BREIF HISTORY OF COMPANY:
In India, mineral water exists from more than 15 years. Initially people use in
Packaged drinking water for traveling purpose only. Now packaged drinking
water consumption increasing day by day. Because of pollution an as well as
more than 145 packaged drinking water companies were exist in A.P.(ISI
TRADE MARK) Bislery is one of the most well now brand that time when now
also. But recently COCO-COLA Company introduced KINLEY and PEPSI
Company introduced ACQUAFINA into the market.

These to now capture nearly fifty percentage of the market in India. While the
rest is slight between brands lime Due drops, Ganga, Safari, Godavari, R.K.,
Kingfisher, Trupti, Bailley and Himalyam. These brands are famous in 1ltr bottle
segment with bottles prices at Rs. 10/- - Rs. 15/-. Comprises more than 90% of
market.

From the past five years because of water contamination and other reason
people are using mineral water through out the year. For this purpose many
companies entered into the bulk mineral water segment.

This bulk mineral water is mainly aimed for corporate sector, upper class and
upper middle class people and restaurants etd. In this bulk segment there are
many packages available for the customers according to their needs.

They are 12 Ltrs jerry cans, 20 Ltrs bubble tops and 24 Ltrs bubble tops and
these are priced between Rs. 2.00/- and Rs.2.50/- per Ltr.

Recently many companies introduced mineral water in 150 ml sachets, priced at

1.00/- and this package are suitable in summer season. This type of package is
available in pawn shops, general stores small pertly shops, cool drink shops,
railway station and all most all places.

Market growth in future

With the entry of big players like “Britannia” and “Pepsi” the market is expanding
in big way. Given the fact that municipal agencies are crumbing under own
weight of inefficiency and dearth of funds corporate bottled water players have
big markets, to tap. The advantage with this product is that each players can
cultivate its own market without much hurting others, since portable water has
become highly scare commodity and consumer awareness has reached a more
informed level at least in urban areas, new entrants can comfortably carve out a
market for themselves.

It would certainly effect a change in the pricing in the market, with competition
hotting up, consumers would reap the benefits. The market is all set to get into a
second phase of evaluation. In first phase 1 ltr bottle was priced at Rs. 10/- and
20 ltr at Rs. 50/-. But in this phase it is likely to be priced at less than Rs. 2.00/-
per litre.

Barrier for market growth:

Like the spurious auto component makers, this industry is also facing serious
challenges from fly-by-night operatore. Interestingly they occupy 35% of the
market and ironically to grow at a much faster rate than the organized market.

For instance the growth rate of fake bottled water is about 40%. There are 90
brands in the bulk segment in Delhi alone. Since there is no quality standard
being enforced, such take operators sell their products with impurity. And the
sole reason for their growth is the price difference. Since most consumers fail to
understand that cheaply. Priced bottles are tap water, they continue to get
unfiltered refill. What has also helped such players is the easy availability of all
sorts of caps and P.V.C. bottles are banned to store portable water they don’t
mind buying them.

Mineral water industry in Hyderabad :

Hyderabad is also witnessing the same trends in mineral water industry as

briefed above. Here the main players in bulk mineral water segment are Bibo,
Acquafina, Bisleri, Kinely, Aquarich, Silver Springs, King Fisher, and Srico etc. In
Hyderabad more than 50 brands are available in market. In that only 20 to 25 are
only well established and the remaining are not maintaining any standards. Now
the competition between these companies is very high. For this reason day by
day the price are decreasing from Rs. 2.50/- to under Rs. 2.00/- per litre.
The main players like Bisleri, Bibo, Kinley and Acquafina are using different
strategies to retain the market share in bulk segment. In Hyderabad all these
companies very much depend on software firms, clubs, banks and large-scale
business firms.

PRODUCT PROFILE:

Bibo Package drinking water is a well-known brand today in the twin cities. With
its multi strategy, it has been able to penetrate and cater to all need based
segments. Bibo mineral water has been promoted by Insta Courage Pvt. Ltd. A
reputed industrial water treatment company. Bibo mineral water is employing the
state of art technology at its plan at Sangareddy, Medak (dt.), about to kms. From
Hyderabad with production facilities 1, 00,000 ltrs per day.

Product Range

20ltrs polycarbonate bottles with cooler dispenser catering to the needs of

corporate houses, hospitals etc, as well as residential including of free door
delivery by the company itself priced at MRP Rs.40/- (Rs. 2/- per liter).

12liter in HDPE cans: catering to the needs of Domestic/Residential, small

business establishments through around 250 retailers in Hyderabad priced at
MRP 24/-(Rs. 2/- per litre)
One litre in pet bottles: Towards the traveling needs-through dealers/retailers,
priced at Rs.10/-MRP
 PROCESS DESCRIPTION

Raw Water

Dual sand filter

Demineralization plant

Activated carbon filters

Primary micron filters

Blending tanks

Secondary micron filters

Ultraviolet radiation / organization

Ultra micro micron filtration

Mineral water storage tank

 COMPANY PROFILE

Company Name : INSTA COURAGE PVT LTD

Registered office : Door No:3-133/503

Inland Avenue Building,
Road No - 7
Banjara Hills
Hyderabad-500 033.
Ph: 040-40359993/45

The brand “Bibo Water” is manufactured and marketed by Insta Courage private
limited, Hyderabad. Bibo is a leader in the bulk water market of Hyderabad. It
enjoys at 42% share of the 20 ltr bulk water market and staggering 91% share of
the 12 ltrs bulk water in Hyderabad today. This is the success story of five first
generation entrepreneurs P.Srinivasa Rao, K.Yatish Kumar, P.Murali Srinivas,
Y.Y.V.Narayana and P.Jaya Chandran.

Established in 1996, ICPL started by providing consulting in industrial water

treatment and conditioning systems and quickly diversified into manufacturing of
Bibo water in 1997. Bibo known for its distinct taste and clarity.

Bibo is an (ISI) certified brand and is in the process of obtaining ISO 9001
certification. It has been consistently registering the growth and is the leading
bulk drinking water in Andhra Pradesh. Bibo’s manufacturing facility is located
near the Manjeera Dam in Medak district and as an installed capacity of 1 lakh
liters per day.

The 20 ltr Bibo is delivered to the door steps of over 4200 customers including
major hospitals, restaurants, schools, corporate offices, banks and residences.
The 12 ltr Bibo and 1 ltr Bibo is distributed through 1080 outlets across the twin
cities. The 1 ltr Bibo is also a preferred Indian railway approved brand Bibo
employees regularly undergo in housetraining programmes to hone their skills in
the areas of customer-care, hygiene and efficiency. They are also trained to
handle cross-functional tasks.
Bibo packaged drinking water is the only brand in twin cities (Hyderabad and
Secunderabad) in Andhra Pradesh to have a wide range of packages, with
considerable market presence in

20 ltr bubble top cans

12 ltr HDPE food grade jerry cans
1 ltr pet bottles

Catering to the wide needs of travelers, corporate houses, domestic needs and
function halls etc.
 STATEMENT OF THE PROBLEM:

The water industry is playing a vital role in modern days. There are many
manufactures competing in the water industry. Bibo Company is one of them. A
study on brand awareness and positioning strategy of Bibo packaged drinking
will give useful data to the Bibo Company about users and the general public.

Corporate objective

To be the best packaged drinking water supply company in qualities, quantity

and customer service. To make available at every door step.

Corporate aim

To build packaged drinking water as the safest option.

Govt Policies

Govt of India, health authorities are planning to bring mineral water under
compulsory ISI certification according to BIS standards. In that case the
consumer will get good quality drinking water with lot of restrictions being
imposed on quality standards under BIS.

Logistics at Bibo

With a fleet of 21 vehicles Bibo proves 8 am to 8 pm service, seven days a week

to its customers across Hyderabad. Bibo is a technology driven company that
uses interactive Voice Response System (IVRS) and spot billing hand held
machines. Interestingly all the vehicles are equipped with mobile phones to
assure seam less logistics. To ensure smooth operation Bibo also website.
www.bibowater.com, that will help a consumer to locate his nearest retailer and
to serve as an interface between the brand and its user. Bibo’s distribution
strength is its 124 member strong team and its belief in the philosophy of
customer first.
For proper supplies bibo’s distribution system is decentralized.

The operations are carried by its branches located in various strategically

identified locations to ensure perfect on time deliveries. The branches /
distribution centers are allotted only to our ex-employees or employees are per
our organization policy. Bibo believes that their knowledge and experience will
ensure smooth operation.
METHODOLOGY
 METHODOLOGY

The present study is about the training and development conducted in Insta
Courage Private Limited. This Chapter deals with the Title of the study,
significance or need for the study, objectives, methodology and limitations of the
study. This chapter helps to know the research design.

STATEMENT OF PROBLEM:

• To study and analyze the effectiveness of the various Training and

Development Reaction about them.

• To find out the obstacles in the proper utilization and increase the effectiveness
of Training programs and try to suggest remedial measures wherever possible.

SCOPE OF STUDY

• Study of the Training policy and various development programs being

conducted At Insta Courage Pvt.Ltd

• To find out how much the employees perceive these training programs to be
Effective and beneficial.

• To find out to what degree is the Training given to these employees catering to
Their general as well as specific needs.
RESEARCH METHODOLOGY

Research can be defined as “a scientific and systematic search for pertinent

information in any branch of knowledge’. It is the pursuit of truth with the help of
study, observation, comparison and experiment. Research is , thus, an original
contribution to the existing stock of knowledge making for its advancement.

OBJECTIVES OF RESEARCH:

Research inculcates scientific and inductive thinking and it promotes the

development of logical habits of thinking and organization. The purpose of
research is to discover answer to question through the application of scientific
procedures. The main aim of research is to find out the hidden truth, which has
not been discovered yet. Though each research study has its own specific
purpose, we may think of research objectives as falling not a number of following
broad groupings:

• To gain familiarity with a phenomenon or to achieve new insights into it

(Exploratory or formularize research studies)

• To portray accurately the characteristics of a particular individual, situation or a

group (Descriptive research studies)

• To determine the frequency with which something occurs or with which it is

associated with something else. (Diagnostic Research Studies)

• To test a hypotheses of a casual relationship between variables (hypothesis

testing research studies)

• This research is an amalgamation of both formularize as well as descriptive

research, as it reflects on the present satisfaction level of the employees at Insta
Courage regarding the various training and development programmes being
conducted here. In the process, it also aims to collect more detailed information
on
the subject of training and development itself.
RESEARCH APPROACHES

There are two basic approached to research, quantitative approach and the
qualitative approach. The former involves the generation of data in quantitative
form, which can be subjected to rigorous quantitative analysis in a formal and
rigid manner. This approach is
further sub-divided into inferential approach is to form a database form which to
infer characteristics or relationship of a population. This usually means survey
research where a sample of population is studied to determine its characteristics
and it is then inferred that the population has the same characteristics.

Qualitative approach to research is concerned with subjective assessment of

attitudes, opinions and behaviour. Research in such a situation is a function of
researcher’s insight and impressions. Such an approach to research generates
results either in non-quantitative
form or in the form, which are no subjected to rigorous quantitative analysis.

This research follows both the inferential quantitative and qualitative approach.
The questionnaires circulated to collect the relevant information have been
analyzed ion the basis of rating given to each question and then, aggregate of
the rating of all the questions of a group has been taken to find out the
percentage of each response to that group.

RESEARCH PROCESS FOLLOWED:

Research process consists of a series of actions or steps necessary to effectively

carryout research and the desired sequencing of these steps. The various steps
involved in a research process are not mutually exclusive, not are they separate
or distinct. However, the following order concerning various steps provides a
useful procedural guideline regarding the research process and has been used to
carry out this research.

FORMULATING THE RESEARCH PROBLEM

At the very beginning the researcher, singles out the problem, he / she wants to
study in specific terms. Here, for this purpose and extensive study of available
literature was done. The training and development policies were studies from the
personal manual as well as some information brochures made available by the
training department at Insta Courage Pvt.Ltd.
No literature was available of any study conducted earlier on a similar topic. The
subject matter related to the topic. “Training and Development” was also
examined from the available literature i.e. books, manuals etc. by this review the
extent of available of the data
of other materials was known and this led to a specification of the problem in a
more meaningful context.

After specifying the problem, a synopsis was submitted to the company for
approval.

REPAIRING THE RESEARCH DESIGN:

The function of research design is to provide for the collecting of the relevant
information and data with minimal expenditure of effort, time and money. But the
way of achieving all this depends mainly on the purpose of the research. Here,
the purpose of the study is both
exploration and description

THE MEANS OF OBTAINING INFORMATION:

In this research case, a structure red questionnaire was used with close-ended
questions with the exception of three questions that required descriptive
answers.

The time available for research 15 days and for the completion of this research,
the time limit was 25 days.

Explanation of the way in which selected means of obtaining information will be

organized and the reasoning for the selection.

DETERMINING SAMPLE DESIGN:

A sample design is a definite plant for obtaining a sample from the given
population. It is determined before the data is collected.
employees of Sample: The respondents that have been selected for the purpose
of the study
Sampling unit: the individual unit of the selected sample

Sample frame: this contains the list of all the items of the universe. For this
project, the employee lists of Insta Courage Pvt limited are the sample frame.

Size of the sample: this refers to the number of items selected from the universe
to constitute the sample. For the purpose of this study, a sample size of 30 was
taken which is approximately 20% of the population?

DIFFERENT TYPES OF SAMPLING DESIGNS:

Non-probability sampling: It is the sampling which does not offer any basis for
estimating the probability that each item in the populations has of being included
in the sample deliberately; his/her choice remains supreme. The organizer of the
study deliberately chooses the particular units of the universe for constituting a
sample on the basis that the small mass that they so select out of huge one will
be typical or representative of the whole.

Probability sampling:

Under this sampling design, every item of the universe has an equal chance of
inclusion in the sample.

Sample random sampling: This design involves the use of lottery system or the
random tables for the selection of the sample. Random sampling ensures the law
of statistical regulatory i.e., the sample has the same composition and
characteristics as the universe.

Systematic sampling: when the sampling is done by selecting every item on the
list, it is known as systematic sampling. An element of randomness is introduced
by using random Numbers to pick up the with which to start.

Stratified sampling: If the population from which the sample is to be drawn does
no Constitute a homogenous group, stratifies sampling techniques is generally
applied in order To obtain a representative sample. Under this population is
divided into several sub-groups That are individually more homogeneous the
total population and then items are Proportionally selected to constitute the
sample.

Quota sampling: in stratifies sampling, the cost of taking random samples from
individual strata is often so expensive that interviewers are simple given quota to
be filled from different strata’s the actual selection of items for sample being left
to the interviewer’s judgment. This I scaled quota sampling. The size of the quota
for each stratum is generally proportionate to the size of that stratum in the
population.

Cluster sampling: this sampling involves grouping the population and then
selecting the groups or the clusters rather than individual elements for inclusion
in the sample.

Execution of the Project:

This is a very important step in the research process. If the execution for the
project proceeds along the correct lines, the data to be collected would be
adequate and dependable. Hence it was necessary to see to it that the project
proceeds in the right direction and in the fight manner within the time limits. The
respondents were made aware of the purpose of the project and the probably
benefit of expressing their frank views. The introduction accompanying each
copy of the questionnaire made the things even clearer and ensured the required
response.

In the questionnaire, the respondents were asked to express their views on the
present scenario regarding the training and development porgrammes and their
suggestions for future programmes so as to make them more beneficial for the
employees.
DATA ANALYSIS

AND

INTERPRETATION
DATA ANALYSIS ON EFFECTIVENESS OF TRAINING

AND DEVELOPMENT PROGRAMS :-

1. The objective of training and development programs is clear

The question is intended to know the company philosophy & policy
towards the Training programmers and how far it succeeded in conveying the
same to the employees.

1. How employees perceiving the training in the organization?

60

50

40
SA
30 A
DA
20
SDA
10

0
1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

Inference:

Majority of the employees (60%+40%) expressed that they are aware of the
objectives of the training and development programs and they are feeling
comfortable with the training programs organized in the organization. A nominal
part of the employees are not aware on the objective of training and development
programs
2. Is the time allocated for training and development programs are sufficient. This
question is aimed at to know the total hours spent by the company on the
training and development programs and the employees opinion on the sufficiency
of the training time

1st Qtr
2nd Qtr
3rd Qtr
4th Qtr

Inference:

Most of the participants(50%) said that they are satisfied with time allotted
to words the training and development programs.40% of employers highly
satisfied on this aspect. A significant size of the employers (10%) does not
satisfied with the allotted on the training and development programs and they
said that the time for the same should be increased to further extent.

3. You have been given adequate training to perform your work.

The question is to know whether the trainees are getting enough skills And
knowledge form the training and development programs to perform their work
and organization efforts towards the alignment of job requirements and skill up
gradation.

SA
A
DA
SDA

Inference:

A part of the total population (30%) believed that the skills and knowledge
provided in the training programs are sufficient to perform their activities, the
highest part of population (60%) are satisfied on the same. A remarkable part of
the population (10%) is not satisfied on the same and they said that there is need
to improve the adequacy of the training programs to perform their job.

4. You have trust and confidence in the ability of your subordinate

This indicates the superior’s idea on the ability of the subordinate after getting the
training and the level of the application of skills and knowledge learned at the
training program

80

60 SA
A
40
DA
20 S DA

0
1

Inference: The superior’s opinion on the ability of their subordinate is so good.

Out of 100 employees,80% of superiors are expressed their trust and
confidence on the ability of their subordinates in performing work.20% of
the superiors are highly satisfied on the ability of the subordinates

5. The methods used for training & developments programs are acceptable
It aims at to know the suitability levels of the methods used for the training and
developments programs and their sufficiency in imparting of training various
aspects.

80

60 SA
A
40
DA
20 SDA

0
1

Inference:

The high percentage (72%) of the total respondents expressed their acceptance
on the suitability of the training methods adopted by the organization on
imparting the training and development programs. A good percentage (28%) of
the respondents highly accepted the methods

6. Training Programs improves your job satisfaction

This idea beyond to post this question is to know how the employees are feeling
towards their job by properly performing it after upgrading their skills and
knowledge in the training programs

1st Qtr
2nd Qtr
3rd Qtr
4th Qtr

Inference:

Majority of the total employees (56%) are having good level of job satisfaction
then earlier after they undergone the training and development programs. (36%)
populations are satisfied on the same. Only (8%) of the employees said that
there is no impact of training and development programs on their job satisfaction.

7. Do you feel that training you attended will help you to achieve
 A) Your individual Goals
b) Organization Goals

This question is aimed at to asses how far the individual goals and the
organizational goals are attained by the training and development programs and
it also indicates hoe best the alignment was achieved in the organization
between the individual goals and the organizational goals.

A) Attainment of individual Goals.

100
80 SA
60 A
40 DA
20 SDA

0
1

Inference:

Totally (90%) of the respondents are agreed that the training they got so far is
helpful in attaining their individual goals. Only (10%) of respondents said that
they are partially agreed with the training and development programs.

8. Do you get the adequate feed back on your performance?

It shows the superior’s attitude towards improving the skill and knowledge of the
subordinate and his performance of the work it also signifies superior’s interest in
identifying the skill requirements to impact training.

80

60 SA
A
40
DA
20 SDA

0
1

Inference:

Only (28%) of the employees are getting good level of feed back from the
superiors on their performance.62% employees are said that they are getting
sufficient level of feed back from their superiors. A remarkable 10% of the
employees are not getting enough feedback from their superiors and they
said that it need to improve to a great extent.

9. Training and development followed in the organization with conviction and

seriousness
This enquires about the organization policy, procedures, commitment towards
the training and development programs, and the efficiency of management in
preparation and implementation the training calendar

60
50
SA
40
A
30
DA
20
SDA
10
0
1

Inference:

Out of 100 employees(60%) of them reviled that the organization efforts

towards training and development programs are good.30% of employees are
highly satisfied towards the efforts made by the organization. A significant10% of
the people are said more seriousness is required by the organization in designing
and conducting the training program.

10. Training and development programs improve the morale of the employee.
This question indicates the employee’s attitude towards the training and
development programs and their feelings on the benefits that they are
getting out of the same and it also shows the satisfactory of the employees on
the effectiveness of training and development programs.

80

60 SA
A
40
DA
20 SDA

0
1

Inference:

A total of 66% of the employees are believing that the Training and
development programs are offering better level of morale. 26% employees are
satisfied on the same. A small part of employees 8% do not believe that Training
and development programs improve their morale.

11. Are there good training facilities and infrastructure available in this
company?
This question indicates the organization’s efforts in providing suitable training
and infrastructure facilities and it also aimed at to know the opinion of the
employees on the existing training facilities and need for their further
improvement

60
50
SA
40
A
30
DA
20
SDA
10
0
1

Inference:

54% of the employees are highly satisfied on the training and infrastructure
facilities available at the company. 45% of the employees said that the same are
good. A significant 1% of the employees are not satisfied on the same and they
said the organization need to improve the training and infrastructure facilities.

12. Are you satisfied with the efficiency of internal/external faculty?

This question is intended to know the knowledge level of the faculty and their
efficiency in imparting the training and conducting the development programs. It
also provides an assessment on the impact created by the faculty on the
employees during training and developments.

60
50
SA
40
A
30
DA
20
SDA
10
0
1

Inference:

58% of the employees are satisfied on the efficiency of the internal and external
faculty. 34% of the employees are satisfied on the efficiency of the faculty and
they said that the skills and knowledge provided by them are highly useful in
getting their job done in an effective manner. A minimal of 8% are not satisfied
on the above

13. Training and development helps for future prospects of the company
 This shows the employee attitude towards the future prospects of the
company and their realization of the organizational needs. it also tells us about
the employees interest in getting training to achieve the organizational goals

50
40 SA
30 A
20 DA
10 SDA

0
1

Inference:

The employees in the organization strongly believed that the Training and
development are useful in realization of the company’s future prospectus .
50% of the employees are strongly agreed that the training and
development helps for future prospectus of the company.50% agreed that
these are good and they also believed that if the existing training and
development systems need a further improvement to get the effective
results.

14. Training makes the organization a better place to work and live
This question aims to know the satisfactory level of the employees on the
training programs and how they are useful in doing work effectively with
minimum risk under safety conditions and also enquires about the changes
in their personal life after getting training

80

60 SA
A
40
DA
20 SDA

0
1

Inference:

30% of the respondents strongly agreed that the Training and development
programs are transform the organization as a better place to work and live and
they prefer further improvements. 65% are
Agreed that the existing Training and development program in the organization
definitely a better opportunity to work and live.

15. Training and development programs help the individual in better decision
making and effective problem solving.
The question is aimed to know how far the skills and knowledge provided by the
training and development programs is useful in better performance of the job. It is
also states that the organizations efforts in identifying the suitable training need
to perform the job.

60
50
SA
40
A
30
DA
20
SDA
10
0
1

Inference:

Almost every participant agrees that there ability in decision making and problem
solving has improved a lot. Out of the hundred employees 42% agreed that the
existing pattern of training needs assessment is good and it needs a slight
improvements for better results. 58%are highly satisfied towards the existing
system.

16. Training helps in increasing productivity

This question is intended to know how far the training programs are providing
appropriate skills and knowledge in achieving effective results by using the inputs
to get the optimum output at minimum wastage and at low cost.

80

60 SA
A
40
DA
20 SDA

0
1

Inference:

A majority part of the respondents agreed that the training are useful in executing
the production processes in an effective manner and it also helps in increasing
productivity by reducing the wastage and production time.70%respondent
strongly agree that the training programs helps in increasing productivity by
reducing the costs.

17. Training helps in retaining the competent persons in the organization

This question helps in find out the impact of the training programs on reducing
the employee turn over. It also states that the managements policies in retaining
the trained persons in the organizations.

60
50
SA
40
A
30
DA
20
SDA
10
0
1

Inference:

Major part of the employees (60%+28%) agreed that the training programs
offering at the company are helpful in retaining the competent persons in the
organization.12% of the employees also believes that the existing training
programs did not aimed at better employee retention.

18. Training provides suitable promotional /carrier development opportunities

 It indicates the organization promotional and career development polices
and how they are influenced by the skills and up gradation process of the
employees.

80

60 SA
A
40
DA
20 SDA

0
1

Inference:

A highest percentage of the total employee 72% believed that the training
programs provide opportunity to promotions and carrier development. a total of
28%of the employee believed that the training programs does not provide any
opportunity to promotion and career development

19. Do you think that Training and development programs provide return on
investment (ROI) to the organization?

It shows the employees opinion on the usefulness of the Training and

development programs to management insetting good returns on
investment(ROI) made by the company. It also indicates whether the employees
are feeling necessity of training programs.
 80

60 SA
A
40
DA
20 S DA

0
1

Inference:

29% of the employees strongly felt that the organization in getting good returns
on investment (ROI) made towards Training and development. 63% of
employees are agreed on this aspect and said that there is a need to improve the
quality of the programs.8% are disagree with the above statement

20. By imparting training our organization tries to make the job more challenging
and which prevents us from getting bored on the job.

This question is aimed to know the organization efforts in imparting required

training among the employees and the benefits generated out of that training
program.
 80

60 SA
A
40
DA
20 SDA

0
1

Inference:

Out of the sample size of 100% employees 62% believed that the training
programs are useful in make the job more challenging.28% of the employees
said that these programs are highly useful not only in making job more
challenging but also reduces getting bored on the job.10%of the employees
disagree with this.
 FINDINGS

AND

CONCLUSIONS

FINDINGS

• Training and development programs at Insta Courage Pvt Limited is aimed at

systematic development of knowledge, skills, attitude and team work.
• The majority of employees fall under age group of 35 years and above who
enjoys more experience with regard to their responsibility.

• Maximum respondents have undergone training program in the last year. But it
is only showing 66% of the respondent are satisfied with the training duration

• The employees are not aware about the criteria of selection for Training. 42% of
the employees are selected randomly for the training programme and no other
proper method is followed

• The Trainee has to know the objectives of Training before selection. Only 87%
of the employees are aware about the objective of training when being selected.

• Knowledge is the important factor for any kind of learning. It gives an idea to
employee about the subject matter. 40% said that the training imparted is only
helping to some extent in gaining the knowledge, not to the full extent.

• Training is given to employees by recognizing their area of deficiency. No

training is imparted to the employees on the basis of giving promotion upon
completion.

• The Return of investment made on the training and activity are not measured
properly. Employees are feeling that the return on investment made for training is
more than the expected gain.
CONCLUSIONS

• The human resource executives should be exposed to lot of management

programs

• More experienced and senior executive should be involved in training sessions

and for experience sharing sessions

• The duration of the Training programme should increase

• The employees should aware about the criteria for selection and they should
aware about the objectives of training when being selected.

• Training should be more relevant to the job and need contribute to trainees
knowledge to the fullest extent.

•Training also to imparted to the employee based on giving promotion, not just
only for the employees who are found inefficient. This helps in motivating the
employees and maintain the effectiveness of training.

• The ROI – The return on investment made towards training and development
activity need to be measured. Employee has to be aware about the cost invested
by Company indirectly and they will be motivated to get the desired result output.
QUESTIONNAIRE
Q1. Have you undergone any Training in the last year

a. YES

b. NO.

Q2.What is the Training duration undergone?

a. Less than one month

b. 1 -3 months

c. 3-6 month

d. 6 & above

Q3. Type of training undergone by you :

a. On the Job

b. off the job

Q4. Are you satisfied with the duration of training programmes ?

a. Satisfied

b. Not Satisfied

c. Moderately satisfied

d. Not known

Q5. What is the selection criteria for Training ?

a. By the Department Head

b. By the Supervisor

c. By the Company

d. Not known
Q6. Do you get training/s periodically?

a. YES

b. NO

Q7. Are you aware about the training objectives when being selected ?

a. YES

b. NO

Q8. Is your feedbacks on training modules are considered ?

a. Yes

b. Not at all

c. To some extent

d. Not known

Q9. Does training helps you in improving skills and tactics for effective execution
of job?

a. To some extent

b. To a great extent

c. Yes

d. Not at all

Q10. What is the support you receive from your immediate reporting officer in the
form of feedback while implementing training inputs?

a. Good

b. Moderate

c. Bad

d. No support
Q11. How training helps you in your knowledge development ?

a. To some extent

b. To a great extent

c. Yes

d. Not at all

Q12. What is your confidence level to shoulder any higher responsibility after the
training?

a. Confident

b. To some extent

c. Not at all

d. Not known

If yes, what type of responsibility you would like shoulder for

Q13. Your opinion about relevancy of course syllabus ?

a. Good

b. Bad

c. Properly Chosen

Q14. What are the facilities provided during training?

a. LCD

b. Books

c. Any other

d. No

If no, please give your suggestions in providing better facilties during Training
Q15. How is the Trainer's theoretical knowledge?

a. Excellent

b. Good

c. Average

d. Poor

Q16. Are you satisfied with the relevant examples given during Training ?

a. Highly satisfied

b. Not satisfied

c. Satisfied

d. Highly dissatisfied

Q17. How is the liberty of expressions given to trainees to clear their doubts ?

a. Good

b. No freedom at all

c. Average

Q18. About reading material given during the training

a. Sufficient

b. Not sufficient

c. Moderately sufficient

Q19. Whether the company conducting training & development as a regular

activity for the growth of employees ?

a. Yes

b. No

if yes, who prepares training requirements?

20. Do you feel the investment made on training gains more than the expected
returns?

a. Yes

b. No

Your valuable suggestions are important for us to improve the efficiency of

Training and Development activity. Please suggest liberally.
BIBLIOGRAPHY
 BIBIOLOGRAPHY

HUMAN RESOURCE MANAGEMENT – V. S. RAO

PERSONNEL MANAGEMENT - C.B.MAMORIA

RESEARCH METHODOLOGY - C.P.KOTHARI

ESSENTIAL OF HUMAN RESOURCE

MANAGEMENT AND INDUSTRIAL
RELATIONS - P.SUBBARAO

INTERNET

MAGAZINES

NEWS PAPERS

ABSTRACT

This study presents a review Training & Development from the

competence based perspective. It highlights the Training & Development
typologies

Training & Development is a pervasive aspect in both professional

and social interactions.
 NEED FOR THE STUDY

The basic need for the study is to know the Training and Development process

currently prevailing in the organization. To know how best the organization conducting

the training programmes to its employees and how it contributing towards the

development of the executives. The each and every organization will not get the

employees who are perfectly fit for the certain designation, so in such cases the

organization takes the initiative to provide the training programmes to its employees in

order to make them skilled and efficient. This directly and indirectly contributes to the

growth and development of the organization.

 SCOPE OF THE STUDY

The present study is a descriptive one, because it involves in analyzing

the accurate events are situations that are followed in organization. The study covers the

Training and Development Process which takes place in FHPL.

The study is limited only to the head office of FAMILY HEALTH PLAN

LIMITED, located at Hyderabad. Though the FHPL has 24 branches all over India, due

to time constraint I gathered information from main Head Office at Hyderabad.

Still I believe that the data collected at head office can be recommended because

it is sufficient in bringing out the merits and demerits of the organization and is useful in

recommending necessary suggestions.

 OBJECTIVES OF THE STUDY

The vision of any good organization is not to remain viable but also to become

dynamic, to assume leadership position to make an impact on the environment and to enrich the

society by its contributions. It is not enough to be efficient an organization has to be effective.

Effectiveness of an organization depends directly on its continuous striving for

improvement and its growth and development. A country can develop only when its human

resources are developed through health, nutrition, education, training and development. At the

enterprise level, employee training and executive development are main areas of human

resources development.

The major objectives of the study are to analyze the various methods of employee

training under taken at Family Health Plan Limited and to interpret the employee response,

towards the training and development process.

Objectives are:

 To know the satisfaction level of employees regarding Training Programme.

 To know self-development of employees.

 To know the employees interest in attending the training programs.

 To know whether the equipment available at the training and development

department is adequate to meet the employee needs.

 To know the employee’s preference for internal or external agencies

undertaking the training programmes.

 To know the loopholes of the programme and how to further improve it.

 To know how effectively FHPL is conducting induction programmes.

 Whether FHPL is imparting necessary skills and knowledge to all employees

or not.

 How well the Employees are exposed to latest information through training

programmes.
 ABSTRACT
This study on “TRAINING and DEVELOPMENT at INSTA COURAGE PVT
LTD” was undertaken to verify if the employees also shared this perception,
namely, that the changes that had been made in the organization had truly led to
improvements. In addition, the study also captured employee attitudes towards
various aspects of the organization. This study presents a review Training &

Development from the competence based perspective. It highlights the

Training & Development typologies.

Training & Development is a pervasive aspect in both professional and

social interactions
The overall finding is that the employees of the INSTA COURAGE PVT Ltd.,
Hyderabad are happy with the organization. On most of the parameters
mentioned above, the responses have been very positive. However, many of the
employees do feel pressure to perform, and some of them have also expressed
some fear or a sense of insecurity while working. The organization might need to
look into the causes for these few, but important negative aspects.
INSTA COURAGE PVT LTD.