Rishi Fully Final

ACKNOWLEDGEMENTI have taken efforts in this project. However, it would not have been possible

without the kind support and help of many individuals and organizations. I would like

to extend my sincere thanks to all of them.

I would like to thank Mr. M.G.Rabbani Deputy General Manager (HR) for

providing this opportunity to having project in this department for having

arrangement of my training in this organization.

I am highly indebted to Dr. Rajiv Dube H.O.D., and Dr. Atul Pandey Prof. In

Charge, of Deptt. Of Business Administration for their guidance and constant

supervision as well as for providing necessary information regarding the project &

also for their support in completing the project.

At last my sincere thanks to Cyberedge solutions, who help me make this

project materialize.

PARTH PANDEY

MBA (Finance) Deptt. Of Business Administration

APS University REWA

DECLARATION

I, PARTH PANDEY student of MBA-FINANCE APSU Rewa (M.P.),

solemnly declare that I have successfully completed project assigned to me as per the

part of ‘’Training & Devlopment at BEOL.’’

I further declare that this report is outcome of my personal experience,

exploration observation and knowledge, which I have acquired through my research

period.

PARTH PANDEY

MBA (Finance) Deptt. Of Business Administration

APS University REWA

PREFACEI have been chosen for my vocational Training in Training Department of

“BEOL”, for a period of 41 days from Training Department was carried out & a

project report on “TRAINING AND DEVELOPMENT” at BEOL, REWA was

made.

The company has the separate training and development department. Human

resources are the backbone of any industry. For the development of any organization

people are the responsible for the work activities. For this Training and Development

created behavior related problem for employees.

There are mainly two program- Supervisory Development and Managerial

Development programs.

These program mainly covers the following topics:-

1. Role and Responsibilities2. Motivation3. Interpersonal relation survey through questionnaire4. Communivation5. Time management6. Leadership7. Teambuilding

For checking the effectiveness of programs I conducted the survey through questionnaire distributed in each department of the BEOL industries limited, REWA.

INTRODUCTION OF THE TOPIC

“INTRODUCTION OF TRAINING & DEVELOPMENT ”

Training is the act of increasing the knowledge and skills of an employee for

doing a particular job. Training involves the development of skills that are usually

necessary to perform a specific job. Its purpose is to achieve a change in the behavior

of those trained and to enable them to do their jobs Better. Training makes newly

appointed workers fully productive in the minimum of time. It is equally necessary

for the old employees whenever, new machines &equipment’s are introduced and

there is a change in the techniques of doing the things. In fact, training is a

continuous process. The managers are continuously engaged in training their

subordinates.

They should ensure that any training program should attempt to bring about

positive changes in the:

(I) Knowledge,

(ii) Skills, and

(iii) Attitudes

Of the workers, improving business performance is a journey, not destination.

Business performance rises and falls with the ebb and flow of human performances.

HR professionals lead the search for ways to enhance the effectiveness of employees

in their jobs today and prepare them for tomorrow. Over the years, training programs

have grown into corporate with these goats in mind. Training programs should

enhance performance and enrich the contributions of the workforce. The ultimate

goal of training is to develop appropriate talent in the workforce internally. In India,

training as an Activity has been going on as a distinct field with its own roles,

structures and budgets, but it is still young. This field is however; expanding fast but

controversy seems to envelop any attempts to find benefits commensurate with the

escalating costs of training. Training has made significant contributions, to

development of all kinds. Trainings essential; doubts arise over its contribution in

practice. Complaints are growing over its ineffectiveness and waste. The training

apparatus and costs have multiplied but not its benefits. Training is an Employee

training is a specialized function and is one of the fundamental operative functions

of Human Resource Management.

Acc to FLIPPO

“Training is the act of increasing the knowledge and skill of an employee for doing a particular job.”

It is a short-term educational process and utilizing a systematic and organized

procedure by which employees learn technical knowledge and skills for a definite

purpose. Training refers to the organization’s efforts to improve an individual’s

ability to perform a job or organizational role. It can be defined as a learning

experience in which it seeks a relative permanent change in an individual that would

improve his ability to perform the job.

DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT

Training and development go hand in hand and are often used synonymously but

there is a difference between them. Training is the process of learning a sequence of

programmed behavior. It is an application of knowledge. It gives people an

awareness of the rules and procedures to guide their behavior. It intends to improve

their performance on the current job and prepares them for an intended job.

Development is a related process. It covers not only those activities, which

improve job performance, but also those, which bring about growth of the

personality. It helps individual in the progress towards maturity and actualization of

potential capabilities so that they can become not only good employees but better

human beings.

Learning experience in that it seeks a relatively permanent change inane

individual that will improve his or her ability to perform on the job. The primary

objective of training is to improve Individual and organization performance.

Training is used–or misused–to do a variety of things from informing, motivating,

rewarding to changing behavior and improving performance. However the goal of the

training professional (as shown below) is to have the training input impact the

performance output of the trainee.

Meaning of training (what is training?):

Training plays an important role in human resource development. It is necessary

and useful in the case of all categories of operative employees, supervisory staff and

managers. Training raises their skills and creates confidence and ability to perform

the job efficiently. It also facilitates self development and career development of

employees. The main purpose of training is to develop the human resources present

within the employees. In brief, training is the watchword of present dynamic business

world.

Training is necessary due to technological changes rapidly taking place in the

industrial field. Industrial training is for a short period but has wide coverage. It

relates to Knowledge, information, technical skills, social skills, administrative skills

and finally attitude building. Training is for developing overall personality of an

employee. Training is the responsibility of the management as it is basically for

raising the efficiency and productivity of employees. Expenditure on training is an

investment for manpower development and gives rich dividend to employees and

organization in the long run.

Definition of training:

According to Edwin Flippo, training is “the act of increasing the knowledge and

skill of an employee for doing a particular job.”

Training may be defined as “a planned programme designed to improve

performance and to being about measurable changes in technical knowledge and

skills of employees for doing a particular job.”

A formal definition of training is, “it is an attempt to improve current or future

employee performance by increasing an employee’s ability to perform through

learning, usually by changing the employee’s attitude or increasing his or her skills

and knowledge. The need for training is determined by the employee’s performance

deficiency, computed as follows:

Training need = standard performance – actual performance.

PRINCIPLES OF TRAININGMOTIVATION

Learning is enhanced when the learner is motivated. Learning experience must be

designed solearners can see how it will help in achieving the goals of the

organization. Effectiveness of training depends on motivation.

FEEDBACK Training requires feedback. It is required so the trainee can correct his mistakes.

Only getting information about how he is doing to achieve goals, he can correct the

deviations.

REINFORCEMENT The principle of reinforcement tells the behaviors that are positively

reinforced are encourage sustained. It increases the likelihood that a learned behavior

well be repeated. PRACTICE

Practice increases a trainee’s performance. When the trainees practice actually,

they gain confidence and are less likely to make errors or to forget what they have

learned.

INDIVIDUAL DIFFERENCES Individual training is costly. Group training is advantageous to the organization.

Individuals vary in intelligence and aptitude from person to person. Training must be

geared to the intelligence and aptitude of individual trainee.

OBJECTIVES OF TRAININGTO INCREASE PRODUCTIVITY

An instructor can help employees increase their level of performance on their

assignment. Increase in human performance leads to increase in the operational

productivity and also the increase in the profit of the company.

TO IMPROVE QUALITY

Better-trained workers are less likely to make operational mistakes. It can be in

relationship to the company or in reference to the intangible organizational

employment atmosphere.

TO HELP A COMPANY FULF ILL ITS FUTURE PERSONNEL NEEDS

The organizations having good internal training and development programs will

have to make less changes and adjustments. When the need arises, vacancies can be

easily staffed.

TO IMPROVE ORGANIZAT IONAL CL IMATE

An endless chain of positive reactions result from a well planned training program.

TO IMPROVE HEALTH AND SAFETY

Proper training can prevent industrial accidents. A safer atmosphere leads to more

stable attitudes on part of the employees.

PERSONAL GROWTH

Employees on a personal basis gain individually from their exposure to educational

expressions. Training program give them wider awareness and skills.

NEED OF TRAINING AND DEVELOPMENTTraining and development is the vital part of the human resource development. -:

It is assuming ever important role in wake of the advancement of technology

which has resulted in ever increasing competition, rise in customer’s expectation of

quality and service and a subsequent need to lower costs. It is also become more

important globally in order to prepare workers for new jobs. In the current write up,

we will focus more on the emerging need of training and development, its

implications upon individuals and the Employers.

Before we say that technology is responsible for increased need of training inputs

to employees, it is important to understand that there are other factors too that

contribute to the latter.

Training is also necessary for the individual development and progress of the

employee, which motivates him to work for a certain organization apart from just

money. We also require training update employees of the market trends, the change

in the employment policies and other things.

IMPORTANCE OF TRAINING & DEVELOPMENT• OPTIMUM UTILIZATION OF HUMAN RESOURCES –

Training and Development helps in optimizing the utilization of human

resource that further helps the employee to achieve the organizational goals as well as

their individual goals.

• DEVELOPMENT OF HUMAN RESOURCES – Training and Development helps to provide an opportunity and broad structure for

the development of human resources’ technical behavioral skills in an organization. It

also helps the employees in attaining personal growth.

• DEVELOPMENT OF SKILLS OF EMPLOYEES – Training and Development helps in increasing the job knowledge and skills of

employees at

each level. It helps to expand the horizons of human intellect and an overall

personality of the employees.

• PRODUCTIVITY – Training and Development helps in increasing the productivity of the employees

that helps the organization further to achieve its long-term goal.

• TEAM SPIRIT –

Training and Development helps in inculcating the sense of team work, team spirit,

and inter-team collaborations. It helps in inculcating the zeal to learn within the

employees.

• ORGANIZATION CULTURE –

Training and Development helps to develop and improve the organizational health

culture and effectiveness. It helps in creating the learning culture within the

organization

• ORGANIZATION CLIMATE – Training and Development helps building the positive perception and feeling

about the organization. The employees get these feelings from leaders, Subordinates

and peers.

• QUALITY –

Training and Development helps in improving upon the quality of work and

Work-life.

• HEALTHY WORK ENVIRONMENT – Training and Development helps in creating the healthy working environment. It

helps to build good employee, relationship so that individual goals aligns with

organizational goal.

• HEALTH AND SAFETY – Training and Development helps in improving the health and safety of the

Organization

Thus preventing obsolescence.

• MORALE – Training and Development helps in improving the morale of the work of

employees.

METHODS OF TRAINING & DEVELOPMENT

There are various methods of training, which can be divided in to cognitive and

behavioral methods. Trainers need to understand the pros and cons of each method,

also its impact on trainees keeping their background and skills in mind before giving

training.

COGNITIVE METHODS Cognitive methods are more of giving theoretical training to the trainees. The

various methods under Cognitive approach provide the rules for how to do

something, written or verbal information, demonstrate relationships among concepts,

etc.FOCUSES- changes in knowledge and attitude by learning.

BEHAVIORAL METHODS Behavioral methods are more of giving practical training to the trainees. The

various methods in this allow the trainee to behavior in a real fashion these methods

are best used for skill development. Methods of Cognitive Training

LECTURES METHODS -This method is used to create understanding of a topic or to influence behavior,

attitudes through lecture.-A lecture can be in printed or oral form.-Lecture is given to

enhance the knowledge of listener or to give him the theoretical aspect of a topic.-It is

difficult to imagine training without lecture format.-There are some variations in

Lecture method.-The variation here means That some forms of lectures are

interactive while some are not.

DEMONSTRATION METHODS This method is a visual display of how something works or how to do something.-

Example: The trainer shows the trainees how to perform or how to do the tasks of the

job.-Helps the focusing their attention on critical aspects of the task

DISCUSSION METHODS This method uses a lecturer to provide the learners with context that is supported,

elaborated, explains, or expanded on through interactions both among the trainees

and between the trainer and the trainees.-Discussion method is a two-way flow of

communication-Knowledge in the form of lecture is

Communicated to trainees. Then understanding is conveyed back by trainees to

trainer.

Types of training: Induction (orientation) training :

Induction training is basically for introducing the organization to newly

appointed employees. The purpose is to give them the bird’s eye view of the

organization. It is a very short informative type of training given immediately

after joining the organization. For induction training, information booklets are

issued and short informative films are shown.

Job training : Job training relates to specific job which the worker has to handle. It gives

information about machines, process of production, instructions to be followed,

methods to be used and precautions to be taken while performing the job. This

training develops skills and confidence among the workers and enables them to

perform the job efficiently.

Training for promotion : Promotion means giving higher position. Training must be given for

performing duties at a higher level efficiently. This facilitates easy and quick

adjustment with the new job and also develops new insight into the duties and

responsibilities assigned. For this, training is given after promotion and before

actually joining the new assignment. This training is specific, precise and of short

duration.

Refresher training : The purpose of refresher training is to refresh the professional skills,

information and experience of persons occupying important executive positions. It

gives information about new developments and techniques to trainees. It is useful

for updating the knowledge and skills of executives.

Corrective training : Corrective training is necessary when employees violate company rules and

procedures. For example, absence without prior sanction or smoking in a “No

Smoking” area or not using safety devices while operating dangerous machines.

Here the 17develop of employees cannot be changed simply by disciplinary

action. The manager should motivate, handle the problem and criticize the act and

not the individual

The Training Process:-

Training Process

Assessment of training needs

Establishment of Training goals

Designing Training Programmed

Implementation of Training Programmed

Following Up & evaluation of Programme

1. Assessment of Training Needs:-

Identifying the training needs of an organization is the first step in the systematic

training process. All training needs should be related to the specific needs of the

organization and also of the individual employees. For the identification of

training needs, the gap between the existing level of knowledge, skills,

performance and aptitudes of employees and the required levels of the knowledge,

skills performance and aptitude should be clearly specified. Training needs can be

identified clearly through the following types of analysis:

a)Organizational Analysis. b)Operational Analysis. c) Manpower Analysis.

a) Organizational Analysis:- it relates to the determination of the organization’s goals, its resources

and the allocation of the resources as they relate to the organizational goals

establishes the framework within which training needs can be defined more

clearly. The purpose of the organizational analysis is to determine where

training emphasis should be placed within the organization.

b) Operational Analysis: - it focuses on the task or job regardless of the employee doing the job.

This type of analysis includes the determination with which the worker must

perform the job and the specific worker behavior required in order to perform

the job effectively.

c) Manpower Analysis: - It reviews the knowledge, attitudes and skills of the workers in each

position and determines what knowledge, attitude he must acquire and what

adjustments in his behavior he must introduce if he is to contribute

substantially to the attainment of organizational objectives.

Training can be effective if the three types of analysis are carried on

continuously. In addition the conclusions from this analysis should be

integrated in a properly designed and executed training programme.

2.Establishment of Training Goals:-

After deciding the training needs, the logical steps in the training process is

to set training and development objectives in concrete terms. In fact, without

clearly set objectives/goals, it is not possible to design a well planed training

programme which is to be executed and also evaluated for judging its

effectiveness.

The overall training objective is to fill in the gap between the existing and

the desired pool of knowledge, skills and aptitudes. Defining training

objectives in quantitative and qualitative terms is useful for designing,

executing and also for evaluation of the training programme.

3.Designing Training Programme:-

After finalizing the objectives of training, the next step in the training

programme is designing a training programme which acts as a base of actual

training to employees. For achieving training objectives, an appropriate

training policy is absolutely essential. This policy represents the commitment

of top management to employee training and development. Training policy

involves rules and procedures relating to training activity.

FEEDBACK OF TRAININGANALYSIS

This phase consist of training need assessment, job analysis, and target

audience analysis.

PLANNING

This phase consist of setting goal of the learning outcome, instructional

objectives that measures behavior of a participant after the training, types of

training material, media selection, methods of evaluating the trainee, trainer

and the training program, strategies to impart knowledge i.e. selection

of content, sequencing of content, etc.

DEVELOPMENT

This phase translates design decisions into training material. It consists of

developing course material for the trainer including handouts, workbooks, visual

aids, demonstration props, etc, course material for the trainee including handouts of

summary.

EXECUTION

This phase focuses on logistical arrangements, such as arranging speakers,

equipments, benches, podium, food facilities, cooling, lighting, parking, and other

training accessories.

EVALUATION

The purpose of this phase is to make sure that the training program has achieved

its aim in terms of subsequent work performance. This phase consists of identifying

strengths and weaknesses and making necessary amendments to any of the previous

stage in order to improve failure practices.

TRAINING & DEVLOPMENT IN BEOL

Introduction

BEOL seeks to create an environment where each employee can give his best,

through the 22evelopment of the needed competencies and skills

The training & 22development centre of BEOL has taken up a comprehensive,

innovative. Real world approach to the employee education, training &

22development that mirror the multi 22development22 nature of today’s business and

opportunity. This approach expands the scope & reach of training program to clarify

challenges identify opportunities 22development relevant competencies & deliver

effective trading solution.

The training programs are design to support 22development at various

levels from high potential, young achiever to middle level to supervisor including

workers.

The training is being offered broadly in following categories....

A. Behavioral & Managerial Training

(a)COMPETENCIES DEVLOPMENT

The various modules addressing 23development of competencies have been planned

& customize on the basis of TNI.

(b) TALENT MANAGEMENT

These programs are focused to address the competencies identified under talent

management initiatives across the ADITYA BIRLA GROUP.

RECEIVED general management

Through those programs the focus would be to provide general management skills

required to take up the higher challenges for the managers aspiring to go higher up in

the 23development23.

{A} supervisory skills

{B} change management

{C} E learning

{D} workers 23development

TRAINING POLICYAt BEOL we are committed to develop & maintain the training culture through

the grass root level to the apex level the training shall equip the employees with

modern technological innovation for manufacturing facilities along with the

24development on social & behavioral 24envelop.

Training shall also be to maintain a positive work culture with a skilled &

motivated work force with a sense of pride.

TRAINING METHEDOLOGY

Selection of 24development has been done very carefully keeping the

24development & objectives of programmes in mind. Fine blend of theoretical &

practical approach is used to make programs more learning oriented.

Most of our programs have been designed based on experimental learning

techniques. The experience learns techniques facilitate learning by reflecting &

then drawing conclusions from own experiences of participants in order to apply

them to similar situation’s in the future. The experimental learning cycle is a

power full & effective way to promote learning because it enables learners to

move through various phases where they can 24development24 and apply their

learning the four phases of experimental learning are:

INTRAPERSONAL METHOD

Self learning modules

E learning modules

Guided video

Individual projects

INTERPERSONAL METHOD

A. on the job training

B. mentor system of learning

c. project under supervision

GROUP METHODS

Class room training

Experimental learning

Out brand learning

Group Project & Presentation

COMPANY PROFILE

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem it

may be understood as an adopted by researcher in studying his research problem

along with the logic behind them. It is necessary for the researcher to know not

only the research method/Techniques but also the method along.

How to calculate the mean, the mode, the median or the standard deviation or

chi-square, how to apply particular research techniques but they also need to know

which of these methods or techniques, are relevant and which are not, and what

would, they mean and indicate and why.

Researchers also need to understand the assumptions underlying various

techniques and they need to know the criteria by which they can decide that

certain techniques and procedures will be applicable to certain problem and other

will not.

Research methodology has many dimensions and research methods do

constitute a part of the research methodology.

Methodology is the systematic procedure to reach to the conclusion part of the

study.

In the present study the steps involved are:-

Steps in Research Process

Research Design:-Descriptive Research Design is used

BEOL industries was selected on the basis of each department of the Factory

Sample Design:-Sample Size: Sample size is 100

Method of Sampling: Simple Random sampling was used

Collection of data:-Primary Data:

The primary data are these which are collected a fresh and for the first time. Or

primary data are to be original in character. We are used primary data collection

tools for the may project. Are also use primary data tools just as Questionnaire,

Observation or Survey?

The primary data was collected by employees of the company. The 30envelop

of primary data collection are given below:

Survey methodQuestionnaire methodInterview methodSecondary Data:Secondary data is being collected through following methods:

1. BEOL training planner & induction guide

2. Training report’s & manuals available in the training centre

3. Information from HR user s/w used by BEOL

4. Company annual report & other publication

5. Other training documents available at the training centre

6. Company website

Data analysisData is analyzed on the basis of available information.

DATA ANALYSIS AND INTERPRETETION

Q.1 training & 32development program help’s to improve skills & job performance-

Category No. of Participants Percentage

Strongly Agree 16 16 %

Agree 48 48 %

Disagree 21 21 %

Strongly Disagree 15 15 %

Total 100 100%

Interpretation:

In this way several participants are give a positive response so the training and

development programs are satisfactory in the organization.

Q.2 Manager’s having part of your training section-

Category No. of Participants

Percentage

Strongly Agree 22 22 %Agree 40 40 %Disagree 30 30 %Strongly Disagree 8 8 %Total 100 100%

Interpretation:

Manager plays important role in employee Training which is indicated in graph as respondents seems agree (40%) followed by disagree (30), strongly agree (22%) and strongly disagree (8%)

Q3. Satisfactory factors are available for training program -Category No. of

ParticipantsPercentage

Strongly Agree 37 37 %Agree 51 51 %Disagree 7 7 %Strongly Disagree 5 5 %Total 100 100%

Interpretation:

Satisfaction factors also a important factor for training program during employee Training which is indicated in

graph as respondents seems agree (51%) followed by disagree(37),strongly agree(7%) and strongly disagree(5%)

“My superior is interested in my overall development.”


Percentage

Strongly Agree 44 44 % Agree 50 50 %Disagree 6 6 %Strongly Disagree 0 0 %

Interpretation:

Superior officer are keen view on development of employees which is reflected in graph as respondents seems agree

(50%) followed by strongly agree (40%) graph shows clear view of respondents in this manner.

Q.5 organization provide training & development program is goal oriented


Percentage

Strongly Agree 24 24 %Agree 56 56 %Disagree 12 12 %Strongly Disagree 8 8 %

Interpretation:

Training program should be continuously improved so as to get maximum benefits out of it. Almost all the participants agreed that MDPs are continuously improving.

Q.6 The organization encourages and supports by e-learning and education by manager-


Percentage

Strongly Agree 8 8 %Agree 38 38%Disagree 42 42%Strongly Disagree 12 12%

Interpretation:

Superior does not support innovative methods of learning like e learning as some superior are old and they are not well versed with use of technology which is indicated in graph as respondents seems disagree(42) agree (38%) followed by, strongly agree(8%) and strongly disagree(12%)

Q.7 The organization provides appropriate according to the requirements-


Percentage


STRONGLY AGREE

AGREE

DISAGREE

STRONGLY DISAGREE

STRONGLY AGREEAGREE

DISAGREE STRONGLY DISAGREE

Interpretation:

People feels mixed in this statement. Which clearly indicated in graph?

Q.8 The training methodology are very effective-


Percentage


Strongly Agree

Agree

Disagree

Strongly Disagree

Strongly Agree

Agree Disagree

Strongly Disagree

Interpretation:

Training methodologies seems effective as strongly agree and agree makes 54% which is satisfactory followed by 42% disagree and only 4% strongly disagree.

Q.9 The supervisor takes feedback of participant’s performance after the training programs –


Percentage


STRONGLY AGREE

AGREE

DISAGREE

STRONGLY DISAGREE

STRONGLY AGREE

AGREEDISAGREE

STRONGLY DISAGREE

Interpretation:

Feedback policy by superiors is not as good as followed parameters as people were mixed in their opinion.

Q.10 Organization provides different training programs for different level employees –


Percentage


Strongly Agree

Agree Disagree

Strongly Disagree

Strongly AgreeAgree

Disagree Strongly Disagree

Interpretation

Most of the participant are agreed with the training techniques because they always something new in all the different types of training methods and these techniques are designed as per the managerial level of the organization.

FINDINGS

FINDINGS

In BEOL industry limited I have surveyed and fill the questionnaire on training & development in which they had given response in most of the questions in the form of very good & excellent in which all the questions are close ended question’s- in this I found that the management of the trading & development policy in the organization is well managed & each & every rules & procedure is followed by the management.

The organization provides many facilities to their employee’s related training & development for improvement of their skills

In addition to this organizational so providing many welfare facilities for employees.

In the organization i found that the conflict & disputes between the employees and employer is neglisble if there is any disputes it is properly handled by the organization and their resolution obis beneficial for both employee & employer.

RECOMMENDATIONS

RECOMMEDATIONS

The training program should be conducted in such a way that it gives trainees practical view or on the job training should be conducted.

The duration of training program should be increased from current period, so that the trainees get a clear understanding of the subject matter taught.

The participant of the training program should be divided in to different groups according to their level of knowledge and grasping power.

The group to be made in the training program should be made pre-training evaluation test.

Either the training program should be conducted after working hours or on leave days, so that the trainees are free from carrying the work pressure to the training centre.

There should be clear cut written instruction that the trainees are free from any sort of work accountability or responsibility at the time of training.

The training program should be organized such a way that every employee gets training once in a year.

More stress should be laid on role-plays at the end session of the training program.

Some film so should be arranged on the teaching topic as learning by observing the things is better than marl listening.

Some employees should be sent to some leading industries of India for more exposure and sessions should be held for them to shear their experiences with other employees.

CONCLUSION

CONCLUSION

On the analysis of data collection through my observation we reached to conclusion :

. BEOL industries ltd have a good training and development policy.

FINANCE is working with its full potential for effective mgt. Programmed it has also adopted the modern techniques of development with in its specialized in particular field.

The organization provides proper training programmed for improvement of skills of employees.

In addition to this organization providing different training programs for different level of employees.

In this, organization has a better training policy for enhance the morale & skills of employees & it will boost up the mental & physical of each & every one in the related organization.

BEOL is fulfilling its social responsibility very well because the BEOL provides some greenery & plantation to the environment.

BIBLIOGRAPHY

BIBLIOGRAPHY

1. Belo’s training planner and induction Guide

2. Training report and manuals available in the training centre.

3. Ajodhya Defender: Every trainer’s handbook.

4. Rae VSP: Human Resource Management.

5. Prior John: Encyclopedia of Management (T&D).

6. Information from HRUSER software used by BEOL.

7. Company annual report and other publication.

8. Other training documents available in the training centre.

9. Company website: www.beol.com

ANNEXURE

QUESTIONNAIRE NAME:

DEPARTMENT/PLANT:

1) De-briefing sessions are conducted for participants sponsored for training. (A)Strongly Agree (B) Agree (C) Disagree (D) Strongly Disagree

2) I have training opportunities to upgrade my skills & knowledge. (A)Strongly Agree (B) Agree (C) Disagree (D) Strongly Disagree

3) My superior is interested in my overall development. (A)Strongly Agree (B) Agree (C) Disagree (D) Strongly Disagree

4) The Company’s training programs are evaluated and improved upon, every year.

(A)Strongly Agree (B) Agree (C) Disagree (D) Strongly Disagree

5) Employees are sponsored for training programs on the basis of carefully identified needs.


6) The organization encourages and supports self- learning and education by its officers.


7) Do you have a statement of duty for your job? (A) Yes (B) No

8) Your job accurately described in the duty statement? (A) Yes (B) No

9) Do you require high degree of technical knowledge for your work? (A) Yes (B) No

10) How do you work?(A) Alone (B) Team Work

CONTENTS

Introduction to the Topic

Company profile

Objectives

Research Methodology

Data analysis and interpretation

Findings

Recommendations

Conclusion

Annexure

o Bibliography

o Questionnaire

Rishi Fully Final

Documents

Transcript of Rishi Fully Final