2.

9 Training & Development

Give a man a fish, and you have given him meal. Teach a man to fish, and you have give him livelihood.

--Chinese Proverb
Organizations become dynamic and grow through zeal, caliber and vision of their Human Resources. A healthy climate of trust in organization is essential for developing Human Resources. KRIBHCO has always considered development of Human Resources as its most important responsibility because this alone ensures the wellbeing and growth of the organization. Training & Development activities of society form a part of continuous process in integrating the organizational needs and the needs of individuals. Willingness to change for betterment is the pre-requisite for moving towards excellence.

2.9.1 Definition:
Training is defined as the act of increasing the skills of an employee for doing a specific job.

--Edwin B. Flippo 2.9.2 Meaning:

Training is concerned with imparting & developing specific skills for a particular purpose. Thus, training is a process of learning a sequence of programmed behavior. This behavior, being programmed, is relevant to a specific phenomenon that is a job. In earlier practice, training programmes focused more on preparation for improved performance in a particular job. Most of the trainees used to be form operative levels like mechanics, machine operators, and other kinds of skilled workers. When the problems of supervision increased, the steps were taken to train supervisors for better supervision; however, the emphasis was more on mechanical aspects. Gradually, the problems increased in other areas like human relations besides the technical aspects of the job. Similar problems were also experienced in order to face new challenges. This required the total change in utilizing the concept of training beyond operative level to supervisory and management groups. However, the utilization of training methods for mangers did not have the same objective, that is, providing training to managers to perform a specific job but it extended to multiskill training so that managers may be able to handle a variety of jobs in the organization.

2.9.3 Role of Training:

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

2.9.4 Objectives of Training

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

2.9.5 IDENTIFICATION OF TRAINING NEEDS:

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

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

Committee would nominate employees for various Seminar/Training Programmes/Conferences etc., either in India or abroad to meet the development needs. Various training programmes conducted in Kribhco are listed as under in a tabulated manner. These training programmes help the employees to train & develop themselves in every aspect of their social & work life. These are as follows: The needs of training are identified by both the employee himself as well his immediate supervisor. The training is mostly decided by the superiors as they know better of their employees. Personal training needs arent entertained in Kribhco. Only the training pertaining to the job description is done by the Kribhco. These are as follows:

Training In House Training Programmes

Out House Training

Descriptin Library Seminars Lectures Internship Training Demonstration Coaching/Understudy Hypothetical Training Conferences/Workshops Educational Training Transfer Apprenticeship Training Specific Job Experience

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

Sr. Disicipline No.

12 2. 3. Engg. Managementservices-I Engg. SuborninnateServices-II Mgt. Services

Qualification

Training Max Design on Period Age Absorption Limit Limit

1.5 2 25 23 24 Asst. Engr. Opts/Tech To be inducted as Jr. Manager in Gr. G2 Jr. Manager In Gr. H. Field Rep. Asstt. Gr.-1

Engg. Graduate Eng.Dip. Holders MBAs from IIMs

4. 5. 6.

Pers. & IR

PG Dip. BusinessMgt.

1 1.5 2

25 25 25

7. 8.

Agri.GraduateTrainees B.Sc. Agri. WithIst class CommercialSubordinateServices MBA with 55%marks other than IIMS /XLRI Admn.Subordinate Master Degree in Services Social work Jr.CommercialServices Graduate

2 1

25 25

Asstt. Gr-1 Clerk

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

2.9.7 Definition:
Any activity design to improve the performance of existing employees & to provide for the plant growth of employees to meet the future organization requirements is known as development.

-- S. B. Budhiraja 2.9.8 Meaning:

The term development refers broadly to the nature and direction of change induces in employee particularly managerial personnel, through the process of training & educative process. Thus, development is not merely training or a combination of various training programmes, though some kind of training is necessary; it is the overall development of the competency of the managerial personnel in the light of the present requirements as well as the future requirement. Development attempts to improve managerial performance by imparting 1. Knowledge 2. Changing attitudes 3. Increasing skills

2.9.9 Process of Development:

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

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

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

2.10 Compensation Management

Compensation Management is a vital part of human resource management. Compensation may be referred to as the remuneration paid to the employees & workers in lieu of their services rendered.

2.10.1Definition:
Compensation Management can be termed the management of the remunerations along with incentives & perks of the employees of an organization. It is the basic function of human resource management.

--Sigmund Freud 2.10.2 Meaning:

Compensation Management refers to the reimbursements given to the workers & employees in return of their work/toil rendered for the upliftment & growth of the organization. Compensation Management can be divided in four parts, namely;

Wages & Salaries Allowances Incentives Fringe Benefits or Perquisites 2.10.3 Compensation Management in KRIBHCO:
A sound wage & salary administration tries to achieve these objectives: a) For employees: Employees are paid according to requirement of their job. This eliminates inequalities.

The changes of favoritism are greatly minimized. Employees morale & motivation are increased because wage program can be explained & based upon facts.

b) To Employer: A wage & salary Administration reduces the likelihood of friction & grievance over wage inequities. It enhances an employees morale & motivation because adequate and fairly administered wage are basic to his wants and needs. It attracts qualified employees ensuring an adequate payment for all the jobs.

The information about employees, presentation and absence provided by the time keeping system is directly linked with computer section. Then after pay slip is preferred with the Master-Date. Finally after all additions and deductions, pay is paid to the employees. The productivity linked bonus and incentive schemes also introduced by the KRIBHCO. The employees of KRIBHCO have been paid bonus linked with productivity i.e. annual capacity utilization of the plant and materials. In KRIBHCO calculation of wage and salary is done by establishment section in Finance & Account Department. In this section, wage and salary is calculated on computers. It is the responsibility of personnel department which has to handle wages and salary distribution together with account department. Salary are payable on the last but on working day of every month. In this organization for the wage and salary administration, first prepared the Master-Date under the personnel department. In this Master-Date there are various columns like grade, employee number, pay scale, code, P.P. Account, number, name, basic-pay, living-pay, house rent, over-time pay, medical allowance and other facilities rate etc. The information regarding allowances & incentives has been furnished in above paragraph. Please refer to page no.____