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INTRODUCTION
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INTRODUCTION
I am student of MBA 2nd Year from DNS, Amroha my summer training project report topic
Training & Development at Shri Venkateshwara University, Gajraula. In this project I
have tries to analysis training & development needs of the employees of Shri Venkateshwara
University, Gajraula
Training:
In the present industrial era, it is necessary to raise the skill levels and increase the versatility
and adoptability of employees. Inadequate job performance a decline in productivity or
changes resulting out of job redesigning or a technological break -through require some type
of training and development efforts.
As the jobs become more complex, the importance of employee development also increases
in a rapidly changing society.
"Employee training and development is not only an activity that is desirable but also an
activity that an organization must commit resources to if it is to maintain a viable and
knowledgeable work force."
Thus it shows that training and development has been becoming more and more important
par of any industrial undertaking. Moreover management ability does not come
automatically. It comes slowly and gradually from training experience and growth, since the
days of the early Management pioneers, training has been recognized as vital and legitimate
area of corporate concern.
Definition of Training:
Following are some of the major definitions given by various scholars:
According to Flippo," Training is the act of increasing the knowledge and skill of an
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employee for doing a particular job
According to lucius, "The term training is used to indicate only a process, by which
the aptitudes, skills and abilities of the employees to perform specific jobs are
increased."
Characteristics or Nature of Training
On the basis of different given by various scholars and on the basis of general knowledge
the following facts can be presented about the nature or training and its characteristics:
Expense on Training is investment and not wastage:
The most important characteristics of training is that expenditure incurred on it is
investment and not wastage. In other words the expenses on training of employees will
be a recurring advantage for the enterprises for a long run, which will be in the form of
an increased efficiency of the employees.
It relates to special jobs:
The purpose of training is not to increase the general knowledge of the employees but
to make them proficient or skillful in a special job.
It is beneficial both to the organization and the employees:
Training is a process which benefits both the organization and the employees. on the one
hand ,the dream of the enterprise to have more production is fulfilled, and on the other
hand, because of increased proficiency the employee get better remuneration by
increasing production in less time. Because of a decrease in the numbers of accidents
their life is also safe and secured.
Training is a continuous process
Training is not a process which can give all the knowledge to an employee regarding a
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particular work for all time to come. Whenever some new procedure, and new
technology are adopted in the enterprise, training becomes imperative.
Development:
Employee development and training software helps companies invest in their people so that
they will be ready for the challenges of the future. By making career and personal
development more relevant, timely, and social, you can redefine your approach to employee
development and training for increased engagement.
Development program activities become relevant and timely when they are embedded
within goal, succession, and career plans. Taleo performance review integration ensures that
development plans are revisited regularly and are tied to employee career successes. Social
networking tools enable your people to create, share, and rank development activities that
unlock the hidden knowledge within your organization. With Talent Intelligence, you can
identify and address skill gaps and ensure that employees are guided to the right
development activities.
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Difference between Training and Development:
Basis Training Development
Meant for Operatives Executives
Focus Current job Current and future jobs
Scope Individual employee Work group or organization
Goal Fix current skill deficit Prepare for future work demands
Initiated by Management The Individual
Content Specific job related
information
General Knowledge
Time- frame Immediate Long term
Table-1
IMPORTANCE :
BENEFITS OF THE BUSINESS BENEFITS OF THE EMPLOYESS
Trained worker works more efficiency. Training makes an employee more useful
to a firm. Hence he will find employment
more easily.
They use machines tools, materials in a
properly is thus eliminated to a large
extent.
Makes employees more efficient and
effective.
Fewer accidents, Trained worker need
not be put under close supervision as
they know how to handle operations
properly.
Training enables employees to secure
promotions easily.
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Training makes employees more loyal
to an organization. They will less in
client to leave the unit where there is
growth opportunity.
It can enable employees to cope up with
organizational social & technological
changes.
Table-2
Need for Training
Training is needed to serve the following purposes:.
Newly recruited employees require training so as to perform their tasks effectively.
Training is necessary to prepare existing employees for high level jobs. Existing
employees require refresher training so as to keep abreast of the latest developments in
job operations. In the face of rapid technological changes, this is an absolute necessity.
Training is necessary to make employees mobile and versatile.
Training is needed to bridge the gap between what the employees have and what the job
demands. Training is needed to make employees more productive and useful in long run.
Training Methods
There is a range of teaching methods available to the trainer. Each method has its
advantages & disadvantages in terms of the objective of a particular training programme or
training situation. The differences between the training methods lie mainly in terms of the
trainees personal involvement or participation in the process of learning. This can be
represented on a continuum from least to highest involvement. It is difficult to establish
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whether one method of instruction is superior, in every way, to another method. Each
method of instruction has its use in a training programme.
The choice of method is a matter of experience & competence of the instructor. It is also a
matter of his judgments of how much & what a particular group of trainees could learn from
using one method or another.
However, in management training the principal problem is not how to deal with specific
subjects & functional areas. It is much more important to:
Explain the relationship between various functions of the enterprise & highlight the
complex character of the management process;
Help participants not to take a one-function & over-simplified approach to multi-
dimensional situations in business organizations.(one-function approach means
marketing manviewing everything from marketing point of view, production man
viewing everything from production point of view etc.)
Promote general management skills, which essentially lie in an inter-disciplinary systems
approach to management.
In simple words, training and development refers to the imparting of specific skills, abilities,
knowledge to an employee. A formal definition of training and development is
determined as follows:
It is any attempt to improve current or future employee performance by increasing an
employees ability to perform through learning, usually by changing the employees attitude
or increasing his or her skills and knowledge.
The need for training and development is determined by the employees performance
deficiency, computed as follows:
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We can make a distinction among training, education and development. Such distinctions
enables us to acquire a better perspective about the meaning if the term training. Which
refers to the process of imparting specific skills, Education, on the other hand is confined
theoretically learning in classroom
To distinct more, the training is offered in case of operatives whereas development programs
are conducted for employees at higher levels. Education however is common to all the
employees.
Inputs in Training and Development
Any training and development programme must contain inputs which enable the participants
to gain skills, learn theoretical concepts and help acquire vision to look into the distant
future. The inputs of training and development are as follows:
1) Skills
2) Education
3) Development
4) Ethics
5) Attitudinal Changes
6) Decision making and problem solving skills
1) Skills
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Training is imparting skills to the employees. A worker needs skills to operate machines,
and use other equipments with least damage and scrap. This is basic skills without which the
operator will not function.
There is also a need of motor skills or psychomotor skills as they are refer to performance of
specific physical activities .These skills involve learning to move various parts of their body
in response to certain external and internal stimuli. Employees particularly like supervisors
and executives, need interpersonal skills mostly know as people skills. These skills helps a
person understand oneself and others better and act accordingly. Examples of
interpersonal skills include listening. Persuading and showing an understanding of others
feelings
2) Education
The purpose of education is to teach theoretical concepts and develop a sense of reasoning
and judgment. That any training and development programme must contain an element of
education is well understood by the HR specialist.
In fact, sometimes, organizations depute or encourage employees to do courses on a part
time basis. Chief executive officers (CEOs) are known to attend refresher course conducted
in many Business schools. The late Manu Chabria, CMD, Shaw Wallace, attended such a
two month programme at the Harvard business school. Education is more important for
managers and executives than for lower-cadre workers.
3) Development
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Another component of a training and development programme is development which is less
skill oriented but stress on knowledge. Knowledge about business environment,
management principles and techniques, human relations, specific industry analysis and the
like is useful for better management of a company.
Development programme should help an employee to be a self-starter, build sense of
commitment, motivation, which should again helps him being self generating. It should
make their performance result oriented and help them in being more efficient and effective.
It should also help in making the employee sensitive towards the environment that is his
work place and outside. This programme should keep the employee aware of him i.e. his
potentials and his limitations. Help him see himself as others see him and accept his self
image as a prelude to change. It helps teach an individual to communicate without filters, to
see and feel points of view different from their own. Also helps them understand the powers
in their hands and thereby develop leadership styles which inspire and motivate others. And
finally helps install a zest for excellence, a divine discontent, a nagging dissatisfaction with
the status quo.
4) Ethics
There is a need for imparting greater ethical orientation to a training and development
programme. There is no denial of the fact that ethics are largely ignored in businesses. They
are less seen and talked about in the personnel function this does not mean that the HR
manager is absolved if the responsibility. If the production, finance or marketing personnel
indulge in unethical practices the fault rest on the HR manager. It is his/her duty to enlighten
all the employees in the organization about the need for ethical behavior.
5) Attitudinal Changes
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Attitudinal represents feelings and beliefs an individual towards others. Attitudes affect
motivation, satisfaction and job commitment. Negative attitudes needs to be converted into
positive attitudes. Changing negative attitudes is difficult because of
(1) Employees refuse to change
(2) They have prior commitments and
(3) Information needed to change attitudes may not be sufficient.
Attitude must be changed so that the employee feels committed to the organization and give
better performance.
6) Decision making and problem solving skills
Decision making and problem solving skill focus on methods and techniques for making
organizational decision and solve work related problems. Learning related to decision
making and problem solving skills seeks to improve trainees abilities to define and structure
problems, collect and analysis information, generate alternatives. Training of this type is
typically provided to potential managers, supervisors and professionals
Importance of Training and development for the organization
There are many benefits of Training and Development to the organization as well as
employee. We have categorized as under
1) Benefits for the organization
2) Benefits for the individual
3) Benefits for personnel and human relation, intra group and internal group relation and
policy implementation
1) Benefits for the organization
a) Improves communication between group and individuals.
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b) Aid in orientation of new employee and those taking new job through transfer or
promotion.
c) Provides information on equal opportunities and affirmative action.
d) Provides information on other government laws and administration policies.
e) Improve interpersonal skills.
f) Makes organizational policies, rules and regulations viable.
g) Builds cohesiveness in group.
h) Provides a good climate for learning, growth and co ordination.
i) Makes the organization a better place to work and live.
2) Benefits for the individual
a) Helps and individual in making better decision and effective problem solving.
b) Through training and development, motivational variables of recognition achievement,
growth, responsibility and advancement are internalized and operationalised.
c) Aid in encouraging and achieving selfdevelopment and self confidence.
d) Helps a person handle stress, tension, frustration and conflict.
e) Provides information for improving leadership, knowledge, communication skills and
attitudes.
f) Increases job satisfaction and recognition.
g) Moves a person towards personal goals while improving interactive skills.
h) Satisfies personal needs of a trainee.
i) Provides the trainee an avenue for growth in his or her future.
j) Develops a sense of learning.
k) Helps eliminate fear in attempting new task.
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l) Helps a person improve his listening skill, speaking skills also with his writing skills.
3) Benefits for personnel and human relation, intra group and internal group relation
and policy implementation
a) Improves communication between group and individuals.
b) Aid in orientation of new employee and those taking new job through transfer or
promotion.
c) Provides information on equal opportunities and affirmative action.
d) Provides information on other government laws and administration policies.
e) Improve interpersonal skills.
f) Makes organizational policies, rules and regulations viable.
g) Builds cohesiveness in group.
h) Provides a good climate for learning, growth and co ordination.
i) Makes the organization a better place to work and live.
Training Process
The steps of Training Process are as under:
a) Organizational objectives and strategies
The first step in the training process is an organization in the assessment of its objectives
and strategies. What business are we in? At what level of quality do we wish to provide this
product or service? Where do we what to be in the future? Its only after answering these and
other related questions that the organization must assess the strength and weakness of its
human resources.
b) Needs assessment
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Needs assessment diagnoses present problems and future challenge to be met through
training and development. Needs assessment occurs at two levels i.e. group level and
individual level, an individual obviously needs training when his or her performance falls
short or standards that is when there is performance deficiency. Inadequate in performance
may be due to lack of skills or knowledge or any other problem.
The following diagram explains performance deficiency
Performance
Deficiency
Lack of skills other causes
Or knowledge
Training Non training measures
c) Training and development objectives once training needs are assessed, training and
development goals must be established. Without clearly-set goals, it is not possible to design
a training and development programme and after it has been implemented, there will be no
way of measuring its effectiveness. Goals must be tangible, verifying and measurable. This
is easy where skilled training is involved
d) Designing training and development program
Who are the trainees? Who are the trainers? What methods and techniques?
What is the what are the where to conduct level of training principles of learning the
program
e) Conducting training activities
Where is the training going to be conducted and how?
At the job itself.
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On site but not the job for example in a training room in the company.
Off site such as a university, college classroom hotel, etc.
f) Implementation of the training programme
Program implementation involves actions on the following lines:
Deciding the location and organizing training and other facilities.
Scheduling the training programme.
Conducting the programme.
Monitoring the progress of the trainees.
g) Evaluation of the results
The last stage in the training and development process is the evaluation of the results.
Since huge sums of money are spent on training and development, how far the programme
has been useful must be judge/determined. Evaluation helps determine the results of the
training and development programme. In the practice, however organizations either
overlook or lack facilities for evaluation.
Methods of training
A multitude of techniques are used to train employees. Training techniques represent the
medium of imparting skills and knowledge to employees. Training techniques are means
employed in the training methods. They are basically of two types.
1) Lectures
It is the verbal presentation of information by an instructor to a large audience. The lecturer
is presumed to possess knowledge about the subject. A virtue in this method is that it can be
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used for large groups and hence the cost of training per employee is very low. However, this
method violates the principle of learning by practice. Also this type of communication is a
one-way communication and there is no feedback from the audience because in case of very
large groups it is difficult to have interactive sessions. Long lectures can also cause
Boredom.
2) Audio Visuals
This is an extension of the lecture method. This method includes slides, OHPs, video tapes
and films. They can be used to provide a range of realistic examples of job conditions and
situations in the condensed period of time. It also improves the quality of presentation to a
great extent.
3) On- the Job- Training
It is used primarily to teach workers how to do their present jobs. Majority of the industrial
training is on the job training. It is conducted at the work site and in the context of the job.
Often, it is informal, as when experienced worker shows a trainee how to perform tasks. In
this method, the focus of trainers focus is on making a good product and not on good
training technique. It has several steps; the trainee first receives an overview of the job, its
purpose and the desired outcomes. The trainer then demonstrates how the job is to be
performed and to give trainee a model to copy. And since a model is given to the trainee, the
transferability to the job is very high. Then the employee is allowed to mimic the trainers
example. The trainee repeats these jobs until the job is mastered.
4) Programmed Instruction (PI)
In this method, training is offered without the intervention of the trainer. Information is
provided to the employee in blocks, in form of books or through teaching machine. After
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going through each block of material, the trainee goes through a test/ answers a question.
Feedback in the form of correct answers is provided after each response. Thus PI involves:
Presenting questions, facts, and problems to the learner.
Allowing the person to respond
Providing feedback on the accuracy of the answers
If the answers are correct, he proceeds to the next block or else, repeats the same.
However it is an impersonal method and the scope of learning is less as compared to other
methods of training. Also the cost of preparing books, manuals and machinery is very high.
5) Computer Assisted Instruction (CAI)
This is an extension of the PI method. In this method, the learners response determines the
frequency and difficulty level of the next frame. This is possible thanks to the speed,
memory and the data manipulation capabilities of the computer.
6) Simulation
It is any equipment or technique that duplicates as nearly as the possible the actual
conditions encountered at the job. It is an attempt to create a realistic for decision-making.
This method is most widely used in Aeronautical Industry.
7) Vestibule Training
This method utilizes equipment which closely resembles the actual ones used in the job.It is
performed in a special area set aside for the purpose and not at the workplace. The emphasis
is placed on learning skills than on production. It is however difficult to duplicate pressures
and realities of actual situations. Even though the kind of tension or pressure may be the
same but the employee knows it is just a technique and not a real situation. Also the
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employees behave differently in real situations than in simulations. Also additional
investment is required for the equipment.
8) Case study
It is a written description of an actual situation in the business, which provokes the reader
to think and make decisions/ suggestions. The trainees read the case, analyze it and develop
alternative solutions, select the best one and implement it. It is an ideal method to promote
decision making skills. They also provide transference to an extent. They allow participation
through discussion. This is the most effective method of developing problem solving skills
The method /approach to analysis may not be given importance. Many a times only the
result at the end of the case may be considered and not the line of thinking to approach it.
This is a major disadvantage since case studies must primarily be used to influence or mend
the attitude or thinking of an individual.
9) Role Playing and Behavior Modeling
This method mainly focuses on emotional (human relation) issues than other ones. The
essences are on creating a real life situation and have trainees assumed parts of specific
personalities (mostly interchanged roles of boss and subordinate to create empathy for one
another). The consequence is better understanding of issues from the others point of view.
Concept of Behavior Modeling:
Fundamental psychological process by which new patterns of behavior can be acquired and
existing ones can be altered.
Vicarious process learning takes place not by own experience but by observation or
imagination of others action.
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It is referred to as copying, observational learning or imitation implying that it a
behavior is learned or modified through observation of others experiences.
This change may be videotaped and showed to the trainee and he can review and critique it.
It also helps him see the negative consequences that result from not using the behavior as
recommended.
10) Sensitivity Training
It uses small number of trainees usually less than 12 in a group. They meet with a passive
trainer and get an insight into their own behavior and that of others. These meetings have no
agenda and take place away from the workplace. The discussions focus on why participants
behave the way they do and how others perceive them. The objective is to provide the
participants with increased awareness of their own behavior, the perception of others about
them and increased understanding of group process. Examples: Laboratory training,
encounter groups.
Laboratory training is a form of group training primarily used to enhance interpersonal
skills. It can be used to develop desired behaviors for future job responsibilities. A trained
professional serves as a facilitator. However once the training is over employees get back to
being the way they are.
11) Apprenticeships and Coaching
It is involved learning from more experienced employee/s. This method may be
supplemented with other off-the-job methods for effectiveness. It is applied in cases of most
craft workers, carpenters, plumbers and mechanics. This approach uses high levels of
participation and facilitates transferability. Coaching is similar to apprenticeships. But it is
always handled by a supervisor and not by the HR department. The person being trained is
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called understudy. It is very similar to on the job training method. But in that case, more
stress is laid on productivity, whereas here, the focus is on learning.
In this method skilled workforce is maintained since the participation, feedback and job
transference is very high. Immediate returns can be expected from training almost as soon
as the training is over the desired outcomes can be seen in the trainee.
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OBJECTIVE OF THE
STUDY
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OBJECTIVE OF THE STUDY
The following training objectives in keeping with the companys goals & objectives:-
1. To prepare employees for higher level tasks.
2. To prepare them to occupy more responsible positions.
3. To develop the potentialities of people for the next level job.
4. To promote individual and collective morale, a sense of responsibility, co-operative
attitudes and good relationships.
5. To evaluate the training and development efficiencies of Shri Venkateshwara
University.
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SCOPE
&
IMPORTANCE
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SCOPE & IMPORTANCE
2.1 HUMAN RESOURCES DEVELOPMENT
Introduction
Human resources can be viewed as the sum of knowledge, skills, attitudes,
commitment, values and the like of the people of an organization. Development is
acquisition of capabilities that are needed to do the present job, or the future expected job.
Human Resources Development (HRD) is a positive concept in human resources
management. It aims at overall development of human resources in order to contribute to the
well-being of the employees, organization and the society at large. Simply stated, HRD is
the process of helping people to acquire competencies. HRD has become a major subsystem
of human resources management.
John Ingalls observed the necessity for the emergence of HRD thus: The 1980s will be the
decade in which personnel as it has traditionally been known may cease to exist. He
outlined the problems faced by traditional personnel function thus:
1. Not being respected by members of management.
2. It has no unique technology to drive it forward.
3. It doesnt know how to appeal to new worker values.
Hence, he says the new concept which can solve the above problem in HRD. HRD enables
employees to sharpen their capabilities and serve the organization in a more productive
manner. Further human beings also have a need to develop themselves professionally.24
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Development of their capabilities keeps themselves professionally. Development of their
capabilities keeps them psychologically vital. This development needs to be mention in
terms of making it with organizational requirements.
According to Lippitt the HRD system depends on:
Work itself which generate a higher degree of responsibility for the employees.
The individuals personal and professional growth.
The improved quality output as a result of increased responsibility.
Organization as an open system.
The HRD system should be such that it should maintain all people involved. It should
develop newer and creative qualities in employees.
Career Planning and Development
It would be useful to make new employees aware of the various phases of development in
the company and plan their specific career paths with senior employee. Necessary help can
also be given to those employees who may find it difficult to cope with realities in
beginning. Many seminars may be held on career planning for this purpose. In its first
seminar, the Shri Ram Centre for Industrial Relations and Human Resources held in 1981,
recommended that the employees should be able to convey their goals clearly to the
management. This is very sensitive concept as it succinctly brings out the joint responsibility
of the individuals as well as the enterprises in formulating policies regarding career planning
and development. The organization on its part should try to identify the goals and aspirations
of the individual employees, their development needs and try to match with the available
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opportunities for implementing schemes of career planning, a various measures have been
recommended in the seminar. These are:
1) Setting up manpower planning cells in each enterprise.
2) Job analysis and job descriptions in respect of all categories of posts.
3) Appraisal system.
4) Job rotation.
5) Training & development etc.
6) 2.3.5 Feedback and Counseling
If proper climate for the skill of providing critical and supportive feedback to the
employees by the boss is not organized, HRD becomes a fruitless experience. The
differences between self-assessment and superiors assessment should be discussed and a
programme for further development of the employees should work out jointly. Feedback and
counseling subsystems includes performance feedback, potential feedback, career
opportunities feedback etc. Feedback should be given through counseling sessions. It should
enable the individual to identify his strengths and weaknesses so that he will plan a career
that suits his potentials. The assessment-centre approach aims at giving such a feedback
through simulation exercises and discussions. In certain organizations where assessment is
not in existence, the management should use some mechanisms to give feedback to the
individuals. Communication of feedback should also be done properly, failing which all the
lofty aims of feedback may be lost in wildness.
Research and Organizational Development
Research is a vital input for any organization intending to scale new height continually. It
is only through research, organizations find the need for change in them to cope with the
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conditions leading to their development. Research and organizational development are
clubbed together as one subsystem of HRD mainly because organizational development
depends on the results of the research carries out from time to time. This system aims
developing and maintaining an active profile of organizational health, conflict resolution
helping department/ units self-renewal leading to overall development of the organization.
Research can also be done on the trends that develop other subsystems.
Data Storage System
A Data Storage System provides complete information about the skills, capabilities,
biographic data, performance appraisal ratings, potential appraisal rating, training data etc.
of every individual in the organization. Good maintenance of data will help in the
development of human resources systematically, identifying people having the required
qualities whenever a vacancy arises. Every organization should take steps in maintaining
personnel inventory for this purpose.
Importance of the Training+
3.1 IMPORTANCE OF TRAINING
TRAINING APPLICATIONS
LEADERSHIP DEVELOPMENT:
In the organizations effected by rapid change the need for leadership is
greater than ever from the individuals responsible for his or her own career to the executive
responsible for many.
Leadership development is where people learn how to be master of
change.
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EXECUTIVE DEVELOPEMNT:
It is a primary lever that a CEO uses to create and execute the companys
vision, values and strategies. The mission of executive development is to develop the
organizations leaders, so that the strategic development of whole company follows.
MANAGEMENT DEVELOPMENT:
Management development is the education; training and knowledge
transfer of those individuals who are defined as managers by their respective organizations.
To develop the best managers and to ensure competitive position training
is important.
SUPERVISOR DEVELOPMENT:
The supervisory management force, holds the power to turn on-or-off the
productivity of the organizations, Their efforts ultimately ignite or diffuse the productive
spirit of more than 70 million employees who generate the nations output of goods and
services.
Without training a good supervisor development cannot be implemented.
CAREER DEVELOPMENT:
It is a continuous involving the individuals participation in his or her
own performance, professional growth and development, which cannot be done by proper
training.
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3.2 IMPORTANCE OF EMPLOYEES TRAINING
1) Reduction in cost of production:
Efficient workers do their work in the best possible manner.
They make the maximum utilization of material and machines. Thus, the cost of
production is reduced.
2) Maximum Utilization Of Materials And Machines:
Training teaches the employees of the enterprise the
method of doing their job in the best possible manner. As a result of it they make the
best possible utilization of the material and machines of the enterprise available to them.
3) Minimum possibility of accidents:
Trained workers know the methods of doing their jobs in
the required manner. They know how to use the machines in the best possible manner. It
reduces the possibility of accidents to the minimum.
4) Stability in organisation:
Training brings stability in the organization, because it
reduces the rate of absenteeism and labor turnover. It enables the workers to do their
works in the absence of any supervision. It brings stability in the organization.
5) High Moral:
As the trained workers are capable in doing their jobs inmost suitable
manner and can understand the procedures and methods easily, it increases their morale.
It gives them satisfaction in their work.
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6) Improvement in the quality and quantity of production:
Training improves the efficiency of worker, which increases the
quantity of production and improves its quality.
7) Difference between efficient and Inefficient employees:
Training provides an opportunity to evaluate the ability and
capability of all the employees. An efficient employee learns the methods to do a work
efficiently while an inefficient employee learns the methods to do a work very lat
8) Minimum need of supervision:
A trained worker can do job himself efficiently. Thus, the
training reduces the need of supervision to minimum.
9) Helpful to managers:
As there is minimum need of supervision, it helps the managers
of the enterprise to concentrate upon the important problems of enterprise. They have
not to waster their valuable time on supervising the workers.
10) Increse in understanding:
Trained workers can learn the methods and procedures quickly.
Training improves the power of understanding among them. They can follow the
technical attitudes and changes themselves easily and quickly.
3.3TRAINING FOR DIFFERENT EMPLOYEES
The employees who are to be trained can be of different types and each type would
require a different type of training.
1) Unskilled workers are given training in improved methods of handling machines
and materials. The objective here is to secure reduction in cost of production and
waste. Immediate superior officers give training on the job itself.
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2) Semi-skilled workers require training to cope with requirements arising out of
adoption of mechanization and technical processes. It may be given in the section or
department of the workers or in the segregated training shops.
3) Skilled workers are given training through apprenticeship in training centers or in
the industry itself.
4) Salesmen are trained in the art of salesmanship, in handling customers, planning
their work and facing challenges of market place
5) Supervisory staff constitutes a very important link in the chain of the administration.
They have to cope with increasing demands of the enterprise in which they are
employed and to develop team spirit among people under their charge. A training
programme for them should aim at helping the supervisor to improve their
performance, and to prepare them for assuming greater responsibilities at higher
levels of management.
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LITERATURE REVIEW
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LITERATURE REVIEW
The evolution of every organization towards the changes being offered in the
international creates a great impact in the life of the business. Through the various
technologies and application of an innovative system, continuous product development
and immense services offered, there is no doubt that the business tycoons in today valued
the importance of their resources and knowledge. Aside from the form of the new driven
technology, the business leaders also believe in the ability and capacity of the natural
resources the people.
The human resource department or the HRD is the only one department wherein a
good decision is being carried out from the start of their hiring process up to the point of the
promotion and retention. Their planning and organizational model of application is affected
through the series of changes that might affect the entire business. Still, the propellers look
to the department as one of the most essential part of the organization. One purpose of HR is
to produce a talent that would be fit in the needs of the organization and be suitable the
human knowledge in their position. The idea of having a right people in the right position is
not impossible through the integration of the training.
Training and development of the employees depends on how well the organization
wants to achieve their full potential. Different organizations encourage the human resource
management to involve every employee into assessment. As a result of the assessment, the
HR and business leaders can decide on whom among their people needs to undergo in
intensive training. In the meantime, the employee belong the training program have the
natural feeling of anxiety because it is new to their everyday task (Meek, 2007). Most of the
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employees look forward to the training to build their career path. Training is also available
for the corporate leaders to recognize the importance of their control and leadership style in
managing their organization (Portway and Lane, 1994). However, the development of the
employees should also begin form the employees own initiative to improve. The essence of
training is not that effective if there is no application on the side of the employees. Training
and development is a call of the organizations need for the effectiveness most especially in
the establishing a strong foundation of the customer relationship (Shea, 2008). The
responsibility of the training facilitators is to encourage the development in the employees
and casting out the doubts and anxiety, and build the sense of the responsibility of the
employees (Rexam, 2007).
Due to the high competency available in the market, the usual employee performance
should place on the level where the people can accommodate the flow of the changes. The
harmony of the people working under the umbrella of the organization is an advantage for
the company. But this harmonization of the people will not last for long and there will be
challenges that might create affect the members and leads to its own destruction. Through
the awareness of the business leaders that the globalization and international threats can
affect the performance of their entire organization, the areas of training were emphasized
(Juere, 2009). Business leaders are always looking forward for the success of the
organization and therefore, they should create a kind of strategy that can endure the midst of
challenges (Meek, 2007). Historically, the training suggests that there are benefits that the
training might deliver in the entire organization. One inevitable result is the improvement or
the increase in the level of performance of the people. Another is the minimization of the
organizational cost and the capacity of the employees to answer the consumer needs (Shea,
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2008). There are many other results which are all advantageous for the organization. Also
the business leaders or the business managers are not exempted in the area of training.
People, as the key for the organization, are the main target of the training therefore the
training among the business leader help them provide the valid reason in creating the
appropriate decision for the entire organization or/and have a great impact on their
managerial skills and styles (Johnson, 2001; Farvaque, et al., 2009). The training suggests
that there is an assurance that the employees can create another milestone that is very
beneficial to the entire organization. Tailing the training is the idea of development that can
be in many ways and can be applied in many areas.
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INDUSTRY PROFILE
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INDUSTRY PROFILE
Uttar Pradesh is home to some of the best universities in India and in the world offering an
array ofcourses in various disciplines. IIT Kanpur, Banaras Hindu University, Aligarh
Muslim University, University of Allahabad, Indian Veterinary Research Institute, IMT
Gaziabad are some of the universities and institutes in Uttar Pradeshoffering the
best courses and research options for students.
1. Aligarh Muslim University
2. Allahabad Agricultural Institute
3. Babasaheb Bhimrao Ambedkar University
4. Banaras Hindu University
5. Bhatkhande Music Institute
6. Bundelkhand University
7. Central Institute of Higher Tibetan Studies
8. Ch. Charan Singh University
9. Chandra Shekhar Azad University of Agriculture & Technology
10. Chhatrapati Shahu Ji Maharaj University
11. Chhatrapati Shahuji Maharaj Medical Uni
12. Dayalbagh Educational Institute
13. Deendayal Upadhyaya Gorakhpur University
14. Dr. Bhim Rao Ambedkar University
15. Dr. Ram Manohar Lohia Avadh University
16. Gautam Buddha University
17. Gurukula Kangri Vishwavidyalaya
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18. Indian Institute of Information Technology
19. Indian Institute of Technology Kanpur
20. Indian Veterinary Research Institute
21. Institute of Management Technology Ghaziabad
22. Integral University
23. Jagadguru Rambhadracharya Handicapped University
24. Jaypee Institute of Information Technology (JIIT)
25. King George's Medical University
26. M.J.P. Rohilkhand University
27. Mahatma Gandhi Kashi Vidyapeeth
28. Motilal Nehru National Institute of Technology
29.Narendra Deva University of Agriclture & Technology
30. Sampurnanand Sanskrit Vishwavidyalaya
31. Sanjay Gandhi Postgraduate Institute of Medical Sciences
32. Sardar Vallabh Bhai Patel University of Agriculture & Technology
33. Shobhit University
34. U.P. Rajrarshi Tandon Open University
35. U.P. King George's University of Dental Science
36. University of Allahabad
37. University of Lucknow
38. Uttar Pradesh Technical University
39. V B S Purvanchal University
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COMPANY PROFILE
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COMPANY PROFILE
Shri Venkateshwara University is the outcome of the dream of a visionary who had a desire
to create an education system where even a deprived background student will get equal
opportunity and motivation to learn and receive education in order to become an achiever
par excellence.
The dreamer, our Founder Chancellor, Shri Sudhir Giri, an Engineer by profession, a down
to earth person with human values by childhood and family experience, an achiever and
leader, an educational entrepreneur, knows how to translate his dream to reality. He
analyzed and observed very keenly the changing global scenario and its demand on
education system especially the applied sciences, including management and technical
education. With this in mind, a world class facility had been created in Gajraula to develop
products to be the most integrated and well tuned professionals, technocrats who will serve
the society with dedication, value and proper mindset.
Shri Venkateshwara University is strongly wedded to orienting education capable of
meeting the rapidly changing needs and challenges of the universe at large and of India in
particular. The University education is an organized attempt to help people become
intelligent, self reliant, able to face real life situation and have an economic and ethical
relevance to the society. We at Shri Venkateshwara University evolved and adopted the
teaching programs, requiring the students to undergo the rigor of the professional world in
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forms as well as in substance providing them an opportunity to apply their class-room
knowledge to live situations. Thus, to build the long needed bridge between the professional
world and the educational world.
DUAL DEGREE PROGRAM (INTEGRATED PROGRAM):
One of the most popular flexibilities provided in the University's Educational structures is
the dual degree integrated programs. Under the scheme, it is possible for a student to work
for and complete concurrently two programs within a reasonable period of time (normally
one year is saved). We have introduced some value aided programs and also the course
structure has been designed in a way where a student can earn while learning.
ABOUT JP NAGAR
HISTORY
The District has been the part of Moradabad in the past which was a part of 'Sarkar of
Sambhal' of Delhi Province during the Akbar regime.
ORIGIN
District Jyotiba Phule Nagarlies in the west of Moradabad District adjoining Meerut,
Ghaziabad & Buland Shahar. The district came into being on 24th April 1997 in the memory
of famous social reformer Sant Mahatama Jyotiba Phule by combining Amroha, Dhanora &
Hasanpur Tehsils of Moradabad district vide UP Gazette no. 1071/1-5-97/224/sa-5 dated
15/4/1997 whose head-office is situated in the ancient city Amroha.
AREA & GEOGRAPHY
The district consists of 1133 villages, 3 Tehsils, 6 Blocks & 11 Police Stations. Its
geographical area is 2470 Sq. Km. It extends from Latitude 28 54' North to 39 6' North
and Longitude 78 28' East to 78 39' East. The maximum & minimum heights from sea
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level are 240ft. & 177ft. respectively. In the north of the district lies district Bijnore, Tehsil
Sambhal of Moradabad is in the south; Tehsil Sadar of Moradabad is in the east and in the
west are situated districts Meerut, Ghaziabad & Buland Shahar. Ganga river separates it
from district Ghaziabad, Meerut & Buland Shahar.
Moradabad is a hub of commercial activities and is called "Brass City". There are several
hundred of units engaged in the manufacturing and export of Brass Products. Average
annual export of Brass and handicraft items from Moradabad is estimated to be worth 3000
crores, which constitutes 40% of the total export from India in their category. Amraha is a
historical city with Mazars, Masjids, Temples and Gates as old as 1325 AD-1351 AD.
ABOUT GAJRAULA
Gajraula is situated on National Highway 24, 53 km. away from Moradabad & 100 Km.
from Delhi. It has been developed as an important industrial city. Many large & medium
scale industries are established here, to name some are Vam Organics, Chaddha Rubber,
Shivalik Cellolose of Hindustan Lever, Jubiliant Life Sciences, INSILCO, Coral Newsprint,
EOU, Raunaq Automobiles, and the list goes on.
The University is surrounded by industrial towns like Moradabad, Rudrapur, Hardwar,
Roorkee, Meerut, Kashipur, Noida, Ghaziabad and Delhi, providing a wealth of
opportunities to the graduating students to get trained and absorbed both in Indian and
Multinational companies.
ACADEMIC ADVISORY BODY
1. Dr. Binod Kumar
Vice Chancellor , Shri Venkateshwara University, Gajraula
Former Professor ,IIM Calcutta, Director IMT, Ghaziabad
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2. Dr. Ashish Banarjee
Prof. & Head of Marketing, IIM Calcutta
3. Prof.(Dr.) S.P. Sabberwal
Former Director, Energy Center, IIT Delhi
4. Prof( Dr. ) A K Raghav
Former Dean(IRD), IIT Delhi
5. Prof. (Dr.)Binita Srivastava
Prof. & Head of Paedodontistry Santosh Medical College,
Ghaziabad
6. Dr. Ashok Agarwal
Former Professor ,IIM Calcutta and Former CMD, SQL Star International,
Professor (Adjunct) BITS, Piliani.
7. Dr. (Prof.) Nand Kumar
All India Institute of Medical Sciences, New Delhi
8. Dr. S.C Sharma
Registrar, Shri Venkateshwara University, Gajraula
9. Dr. Sunita Saxena
Director, ICMR (Indian Council for Medical Research)
Safdarjung Hospital Campus, New Delhi
10. Dr. S.R. Sen Gupta
CMD, QUEST HR SDN., BHD, Kualalumpur Malaysia
11. Dr. Piyush M. Sinha
Chief Technical Manager, Portland Oregon USA
12. Prof. Jagdish Kapur
Ex Prof. & Head, IIPA , New Delhi
13. Mr. Hemant Sharma
Director, India T.V.
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14. Mr. Anup Srivastava
Director, HR, Air India
15. Dr. Abhay Kumar Srivastava
Head, Disaster Management,
Haryana Institute of Public Administration, Gurgaon
16. Sh. Mayank Manshingh
Director, India T.V.
17. Mr. Ajay Anand
IPS
18. Prof.( Dr.) N.K.Sinha
CEO, Venkateshwarta Group of Institutions,Meerut
MISSION & VISION
MISSION
To create a world class academic system with best infrastructure and learning resources in
order to produce global level achievers.
To facilitate integration and tuning of personal excellence among our pupils that will be
demonstrated through their balanced personality, adjustability under all conditions,
creativity, dedication, passion for learning, value orientation and foresight.
Development of high standard of professionalism among our products with global vision
and managerial leadership to build and lead a winning team.
To organize national and international seminars for sharing of knowledge and also
meaningful understanding and networking among schools and scholars.
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To facilitate research of high quality and publication of standard Books & Journals.
To inculcate passion among the university community including students to apply
knowledge for the development & growth of community, society & mankind as a whole.
VISION
To be a recognized as a centre of academic excellence imparting quality education,
producing research of high standard and developing talents with balance of personal and
professional excellence.
CLASSROOMS & TUTORIALS
Class Rooms & Tutorials at Shri Venkateshwara University are spacious, airy and well
ventilated. They are designed in a manner that even when there is a power failure, the
student and the teacher will not feel any type of discomfort as the flow of natural light will
provide enough light to continue with their teaching activities. The furniture is designed
keeping in view the comfort and the necessities of the students. The class rooms are
equipped with modern teaching aids such as Over Head Projector, LCD projector, Magnetic
Boards, Power Presentation Techniques (PPT), Public Address System etc.
LABORATORIES
SHRI VENKATESHWARA UNIVERSITY is well equipped with laboratories which have
been aesthetically designed and arranged with modern equipment and infrastructure to
completely cover the syllabus of each branch and school of study.
School of Engineering & Technology Labs include Physics Lab, Chemistry Lab, Electrical
Lab, Electronics Lab, Mechanical Lab, Professional Communication Lab, Workshop,
Computer Lab, Graphics Lab etc. In all these labs, hands-on training is imparted for students
to keep pace with modern technology. The Central Workshop is divided in different sections
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i.e. Carpentry Shop, Smithy Shop, Fitting Shop, Welding Shop, Painting Shop, Sheet Metal
Soldering & Brazing Shop, Plumbing Shop, Machine Shop, Foundry Shop and each section
is equipped with adequate number of latest machines and tools to cater to the syllabus and
needs of the students capable of meeting the challenges of the industries.
School of Nursing Labs include Nursing Foundation Lab, CHN Lab, Nutrition Lab, OBG
and Pediatrics Lab, Pre-Clinical Science Lab, Computer Lab. These labs are equipped with
required articles and equipment needed for practicing nursing procedures. Clinical facilities
have also been created. The University also has a hospital consisting of three hundred beds
with community service center.
School of Pharmacy Labs include Pharmaceutics Lab, Inorganic Chemistry Lab, Human
Anatomy & Physiology Lab, Pharmaceutical Analysis Lab, Organic Lab, Physical
Chemistry Lab, and Computer Lab. All the above said labs have latest equipment in
sufficient number to meet the requirement of the industry and of the PCI. We have also
planned to have an Animal House, for which the appropriate authorities have been
approached for a license.
School of Hospitality Management. Arrangements have already been made to establish
modular kitchen, restaurant, flower room, service room, guest room and front office.
School of Journalism and Mass Communication. Three studios have been planned with
latest cameras and other equipment for imparting print and electronic media techniques to
the students.
School of Management and School of Computer Science. Dedicated Computer labs have
been set up. In addition to these, dedicated computer labs, common computer labs have also
been planned for other schools. Computer Laboratories include Artificial Intelligence,
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Operating System, Graphics Multimedia, Networking, Visual Studio Dot Net, Advanced
Java, Database, Mobile Computing and Advance Computer Network.
The Computer laboratories have a large number of P-4 IBM, HCL, HP, DELL, Lenovo
machines with high-resolution color TFTs, Scanners, Printers, CD/DVD writers, CISCO
switches, Hubs and UPS. Each Laboratory is networked through an appropriate IBM server.
The Centre is equipped with 24 Mbps leased-line-based Internet facility, workstations
running Microsoft Windows Vista, Windows7 and XP.
The University is recruiting well-qualified and experienced technical staff with all resources
to develop the technical skills of the students in all fields.
Shri Venkateshwara University has a well-stocked and fully computerized multimedia
library for the various schools. To ignite the intellectual spirit in young minds, a stock of
about 25,000 latest books, large collection of video/audio CDs, Magazines, Journals,
industry and company information sources are made available to the students, faculty and
staff. The University also has school-wise libraries to provide adequate support for complete
academic pursuit. Additionally, separate reference section for each school with
recommended books for each course have also been provided.
The very purpose of the Library is to support and supplement teaching, learning and
research in the University by developing and promoting access to relevant and useful
information resources. It is also to contribute to the wider section of the world with the
transfer of knowledge by collaborating and cooperating with other organizations. We give
access to information of the world and can help the university community at large, to
develop a mindset and make the most of it. The timings of the library are extended during
the examination periods to cater to the needs of the students.
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Major features of the Libraries include:
A rich collection of Reference & Text Books
Large collection of National & International Journals
Spacious & Airy Reading Halls
Separate reading room for Researchers & Teachers
Computerized Library Management System
Audio-Visual Library Section
Career Guidance Section
Magazines and Periodicals Section
Easy operation through automated library procedures and Bar Code system
Digital Library to provide access to e-Journals, to download desired materials
Photocopy facilities
Small team discussion center
Therefore, our Library can be redefined as a place where students can get unrestricted access
to information in many formats and from many sources. It extends beyond the physical walls
of a building by including material accessible by electronic means and by providing the
assistance of librarians in navigating and analyzing tremendous amounts of knowledge with
a variety of digital tools as well as manually.
HOSTEL
Separate hostel facility has been created for men and women keeping in view the need of
discipline, security and comfort. Shri Venkateshwara University provides immaculate hostel
rooms for both men and women. A high level of hygiene is observed in the campus.
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We strive to provide the best facilities to hostellers. Uninterrupted power and water supply is
in the hostel rooms. 24 hours security is deployed on the campus to ensure the safety of the
students. High standard of discipline is also ensured on the campus. Hot water is supplied
during the winter. Water coolers are attached with R.O. installed on each floor.
Single, Double, Three and Four students are accommodated in a room depending on its size.
Common rooms in every hostel are equipped with modern recreational activity equipments.
SPORTS
We believe that a healthy body is a healthy mind. We have the required infrastructure for the
various outdoor sports. Students are encouraged to take part in sports so that they imbibe
various attributes that are helpful in life. It allows the individuals to make constructive use
of their leisure time.
A fully air conditioned gym on the campus with all the latest equipment's are a matter of
envy. We have the luxury of providing personal coaches for students who aspire to become
future body builders. It is pleasing to see the students staying fit in their journey of life. We
would like to have our own team of builders to represent us in various events.
CAFETERIA
A cafeteria is a place where students come to hangout and relax between lectures. We
believe that a student must enjoy his/her social life as much as he/she enjoys his/her
academic life. We offer a lavish menu to cater to the taste buds of the students. The menu
comprises of dishes from across the states. The mouthwatering dishes served at our cafeteria
are prepared maintaining high standards of hygiene and cleanliness. The sumptuous meals
are served round the clock at our cafeteria.
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The basic amenities in the college campus are available at a comfortable distance. Regular
supply of drinking water in the campus is ensured.
TRANSPORT
Students should not come across any kind of problem with regard to Transport. For the
purpose, Shri Venkateshwara University has ties with cab and bus services. You can apply
for cab or bus service in the office by submitting an application and we will notify you about
the services we can provide in your respected locality.
OGA
We also touch upon the spiritual aspect of individuals. With the high level of stress and
anxiety prevalent in the lifestyle today, we have highly qualified instructors to help cope
with same. Mental strength is equally important as is the physical might. Yoga is important
as it helps to remove negative blocks from the mind and toxins from the body. It also helps
in building attention, focus and concentration, especially in children.
ADMISSION PROCEDURE
Students securing desired merit in the SVU Entrance Examination will be informed of their
selection. These students will then need to report to the University Admissions office to
complete further formalities, deposit required documents and University Fee. In case a
student fails to report for admission on a given date or an extended date, his/her admission
will be cancelled and such a student will not have any right to admission subsequently.
ADMISSION CRITERIA
Admission in Shri Venkateshwara University will be through Entrance Examinations
conducted online at a several centers across the country. The Entrance Examination schedule
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will be notified in the Admission Notification circular. However, for some of the courses,
admission will be merit based. For admission in MBA, GD & PI will also be conducted in
addition to entrance exams.
ADMISSION LEVERAGES
FEE PAYMENT:
Every student is required to make full payment of the requested course fee for confirmed
admission. All admissions will be treated as provisional till the realization of full fee.
Further a student is not eligible to attend classes till the full payment of all components of
the course of SVU fee is paid.
REFUND OF FEE:
Fee once paid will not be refunded in any case if a student wants to get his/her admission
withdrawn on his/her own reason. However, in case a student is found ineligible for
admission due to certain criteria, fee paid may be refunded after deducting processing
charges.
REFUND OF SECURITY DEPOSIT:
If a student withdraws admission in the middle of the tenure of a course, the security
amount, if any, will be refunded only after the completion of the tenure of the course.
EXAMINATION SYSTEM
Students who fulfill Shri Venkateshwara University's admission eligibility criteria are
allowed to appear in the examinations. Every student needs to attend 75% theory and
practical classes. However, in some exceptional cases (to be notified separately), relaxations
may be granted by the Vice Chancellor.
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Mechanical
Engineering (ME)
Electronics &
Communication
Engineering (ECE)
Computer Science
Engineering (CSE)
Information
Technology (IT)
with above combination may also apply.
3. Merit in AIEEE/ UPSEE 2011-12
B.TECH.(INTEGRATED)
S.
No.
Name of Program Eligibility Duration
2. B.Tech.(Integrated)
Automobile Engineering
(AE)
Aeronautical & Space
Engineering (ASE)
Civil Engineering (CE)
Mechanical Engineering
(ME)
Electronics &
1. For admission in First year of B.Tech
(Integrated), a candidate should have passed
High School or 10th from any Board or its
equivalent from any recognized
Board/University. Candidate is essentially
required to pass in each subject of the
qualifying subject group.
2. Compulsory : Science Group
6 Years
(12 Seme
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Communication
Engineering (ECE)
Computer Science
Engineering (CSE)
Information Technology
(IT)
M.TECH.(FULL TIME)
S.
No.
Name of Program Eligibility Duration
3. M.Tech.(Full Time)
Automobile Engineering
(AE)
Aeronautical & Space
Engineering (ASE)
Civil Engineering (CE)
Mechanical Engineering
(ME)
Electronics &
Communication
Engineering (ECE)
Computer Science
1. B. Tech. in relevant field.
2. For CSE/IT B. Tech. CSE/IT, MCA and
M.Sc. in CSE/IT
3.For ECE B. Tech. ECE/EI, M.Sc.
(Electronics)
4. GATE Score or merit based on percentage
of marks secured in the qualifying
examination 2011-12 will be preferred.
2 Years
(4 Semeste
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Engineering (CSE)
Information Technology
(IT)
M. TECH. (PART TIME/ WEEKEND)
S.
No.
Name of Program Eligibility Duration
4. M. Tech. (Part Time/
Weekend)
Automobile Engineering
(AE)
Aeronautical & Space
Engineering (ASE)
Civil Engineering (CE)
Mechanical Engineering
(ME)
Electronics &
Communication
Engineering (ECE)
Computer Science
Engineering (CSE)
Information Technology
1. B. Tech. in relevant field.
2. For CSE/IT B. Tech. CSE/IT, MCA and
M.Sc. in CSE/IT
3.For ECE B. Tech. ECE/EI, M.Sc.
(Electronics)
4. GATE Score or merit based on percentage
of marks secured in the qualifying
examination 2011-12 will be preferred.
5. Sponsorship or employment certificate
from the employer is essential.
2 Years
(4 Semest
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Technology (IT)
B.TECH. + M.B.A. (DUAL DEGREE)
S.
No.
Name of
Program
Eligibility Duration
6. B.Tech. +
M.B.A. (Dual
Degree)
1. Candidates who have passed 10+2 (intermediate)
levels from any Board or its equivalent from any
recognized Board/ University with Mathematics,
Physics and Chemistry / Computer Science/ Bio-
Technology/ Biology can apply.
2. Candidates appearing in 10+2/ intermediate with
above combination may also apply.
3. Merit in AIEEE/ UPSEE 2011-12
4 Years
(8 Semesters)
SCHOOL OF MANAGEMENT
B.B.A.
S.
No.
Name of
Program
Eligibility Duration
1. B.B.A. 1. Candidates who have passed 10+2 or intermediate
levels from any Board or its equivalent from any
3 Years
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recognized Board/ University with English are eligible.
2. Candidates appearing in 10+2/ intermediate may also
apply.
(6 Semesters)
M.B.A. (FULL TIME)
S.
No.
Name of Program Eligibility Duration
2. M.B.A. (Full Time)
Finance
HR
International Business
Marketing
Information
Technology
Hospital and
Healthcare
Management
Tourism and
Hospitality
Entrepreneurship &
1. Candidates who have passed 10+2 or
intermediate levels from any Board or its
equivalent from any recognized Board/
University with English are eligible.
2. Candidates appearing in 10+2/ intermediate
may also apply.
3. Merit/ Percentile in MAT/ CAT/ XAT/
JMET/ CET/ SNAP Board/ UPCMET/ ATMA
will be considered.
4. GD/PI
2 Years
(4 Semesters
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Retail Management
M.B.A. (PART TIME/ WEEKEND/ EXECUTIVE)
S.
No.
Name of Program Eligibility Duration
3. M.B.A. (Part Time/
Weekend/ Executive)
Finance
HR
International Business
Marketing
Information Technology
Hospital and Healthcare
Management
Tourism and Hospitality
Entrepreneurship &
Retail Management
1. Candidates who have passed 10+2 or
intermediate levels from any Board or its
equivalent from any recognized Board/
University with English are eligible.
2. Candidates appearing in 10+2/ intermediate
may also apply.
3. Merit/ Percentile in MAT/ CAT/ XAT/
JMET/ CET/ SNAP Board/ UPCMET/ ATMA
will be considered.
4. GD/PI
5. Sponsorship or employment certificate from
the employer is essential.
2 Years
(4 Semesters)
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B.B.A. + M.B.A. (DUAL DEGREE)
S.
No.
Name of Program Eligibility Duration
4. B.B.A. + M.B.A.
(Dual Degree)
Finance
HR
International Business
Marketing
Information
Technology
Hospital and
Healthcare
Management
Tourism and
Hospitality
Entrepreneurship &
Retail Management
1. Candidates who have passed 10+2 or
intermediate levels from any Board or its
equivalent from any recognized Board/
University with English are eligible.
2. Candidates appearing in 10+2/ intermediate
may also apply.
5 Years
(10
Semesters)
B. COM (PROFESSIONAL) + M.B.A. (DUAL DEGREE)
S. Name of Program Eligibility Duration
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No.
5. B. Com (Professional) +
M.B.A. (Dual Degree)
Finance
HR
International Business
Marketing
Information Technology
Hospital and Healthcare
Management
Tourism and Hospitality
Entrepreneurship &
Retail Management
1.Candidates who have passed 10+2 or
intermediate levels from any Board or its
equivalent from any recognized Board/
University with English are eligible.
2. Candidates appearing in 10+2/
intermediate may also apply.
5 Years
(10
Semesters)
B.C.A.
S.
No.
Name of
Program
Eligibility Duration
1. B.C.A. 1. Candidates who have passed 10+2 or intermediate
levels from any Board or its equivalent from any
recognized Board/ University with English are eligible.
3 Years
(6 Semesters)
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2. Candidates appearing in 10+2/ intermediate may also
apply.
M.C.A.
S.
No.
Name of
Program
Eligibility Duration
2. M.C.A. 1. Candidates who have obtained Bachelor's degree in any
discipline or equivalent higher qualification with mathematics
as a compulsory subject in 10th standard can apply.
2. Candidates appearing in final year in Bachelor's degree can
also apply.
3. Candidates who have obtained or appeared in final year of
BCA may apply.
3 Years
(6 Semes
B.C.A. + MCA (DUAL DEGREE)
S.
No.
Name of
Program
Eligibility Duration
3. B.C.A. +
M.C.A. (Dual
Degree)
1. Candidates who have passed 10+2 (intermediate)
levels from any Board or its equivalent from any
recognized Board/ University with English & Math
5 Years
(10
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can apply.
2. Candidates appearing in 10+2/intermediate may also
apply.
Semesters
SCHOOL OF PHARMACY
B.PHARM.
S.
No.
Name of
Program
Eligibility Duration
1. B.Pharm. 1. Candidates who have passed or are appearing in 10+2
with Mathematics, Biology and Chemistry/ Computer
Science / Bio-Technology can also apply.
4 Years
(8 Semesters
M.PHARM.
S.
No.
Name of Program Eligibility Duration
2. M.Pharm. 1. Candidates who have passed or are appearing in
10+2 with Mathematics, Biology and Chemistry/
Computer Science / Bio-Technology can also apply.
2 Years
(4 Semesters
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SCHOOL OF HOSPITALITY
B.SC.
S.
No.
Name of Program Eligibility Duration
1. B.Sc.
Airlines
Tourism &
Hospitality
1. Candidates who have passed or are appearing in
10+2 or intermediate class can apply.
3 Years
(6 Semester
BHMCT
S.
No.
Name of Program Eligibility Duration
2. BHMCT
(Bachelor of Hotel
Management &
Catering Technology)
1. Candidates who have passed or are appearing
in the 10+2 (intermediate) levels with
Mathematics, Biology and Chemistry/
Computer Science / Bio-Technology/ Biology
can apply.
4 Years
(8 Semesters)
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SCHOOL OF JOURNALISM AND MASS COMMUNICATION
B.SC. MULTIMEDIA (ANIMATION AND GRAPHICS)
S.
No.
Name of Program Eligibility Duration
1. B.Sc. Multimedia
(Animation and
Graphics)
1. Candidates who have passed or are appearing in
10+2 or intermediate levels can apply.
3 Years
(6 Semesters
B.J.M.C.
S.
No.
Name of
Program
Eligibility Duration
2. B.J.M.C 1. Candidates who have passed or are appearing in
10+2 or intermediate levels can apply.
3 Years
(6 Semesters)
PG PROGRAM IN TELEVISION PRODUCTION, DIRECTION & BROADCAST
JOURNALISM
S.
No.
Name of Program Eligibility Duration
3. Post Graduation Program in
Television Production,
Direction & Broadcast
1. Candidates who have passed in
Bachelor Degree from a recognized
University or equivalent are eligible.
1 Year
(2 Semesters)
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Journalism
2. Candidate appearing in final year
bachelor degree may also apply
MASTER PROGRAM IN ADVERTISING, PR AND MARKETING
S.
No.
Name of Program Eligibility Duration
4. Master Program in
Advertising, PR and
Marketing
1. Candidates who have passed in Bachelor
Degree from
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