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presently doing or is being hired to do. Also, it is given when new technology inintroduced into the workplace.

Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new expectations

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

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

Development involves changes in an organism that are systematic, organized,and successiveand are thought to serve an adaptive function.

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


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Principle of Training :

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

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

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

4. Application specification: Training content is balanced between theory andpractical. It must be Application specification.

5. Upgrading information: T and D program is continuous reviewed at periodicinterval as order to make them updated in terms of knowledge and skill.

6. Top Management support: Top management support is essential to makeTraining and Development effective.

7. Centralization: For economy of effective uniformity and efficiency,centralization of training department is found more common and useful.

8. Motivation Training and Development have motivation aspects like better career opportunity, individuals & skill development etc., Importance of training inrecent years:

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

Technological innovations and the pressure of global competition have changedthe ways organizations operate and the skills that their employee need. The tightlabor market has increased the importance of training in several ways. Firsthigher employee turnover means that more new employees need training.Second, it has been suggested that frequent and relevant developmentexperiences are an effective way to gain employee loyalty and enhance retentionof top-quality staff.


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Objectives of Training Policy

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

To increase productivity of employees or workers

To improve quality of work and product

To enhance and update knowledge and skill level of employee in theorganization

To promote better opportunity for the growth and promotion chances of employees and thereby the employability

To secure better health and safety standard

To improve quality of life of employees

To assist employees to function more effectively in their present positions byexposing them to the latest concepts, information, techniques and developing theskills they will need in their particular fields.

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

response to the needs of our customers / new technical advancements. To offer a consistently high quality of support and training in multi skills to all

staff members working with INSTA COURAGE PRIVATE LIMITED To offer provision for documentation, learning materials and training wherever

possible. Clarify training plans in individual personal development portfolios as the prime

mechanism assisting in the achievement of corporate objectives.

Finally individual or group training objectives should be used to design personaldevelopment portfolios, design training events and/or development experiencesand drive delivery and subsequently assess performance improvement


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Training Objectives are derived from - Training needs analysis

Performance assessment of personal development portfolios

Stating the targeted improvement in output or performance required as a resultof training and/or development.

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

Need for Training

Changes occurring at an increasing pace in technology, information systems,attitudes to and behavior at work etc.

A need to make and manage cost reductions.

A requirement for more professionalism.

A need for more analytical and assertive business management.

A more flexible, aware and demanding work force.

More critical and selective customers.

An increasing diversification of the technology and human skills.

Kinds of training that can be conducted

Internal programs conducted by HRD-

Technical programs

General management programs

Behavioral programs

2. External training workshops conducted by different bodies

3. Induction programs


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4. Spiritual value based programs for all employees

5. Job rotation, Assigning programs etc.Responsibility

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

Training must be supported by and, wherever possible, involve senior management.

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

Administration

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

Training Methods and Techniques for Employees:

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

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

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

d. Trainee motivation remains high because it is obvious to trainees that whatthey are learning is relevant to the job

Apprenticeship Training: This training is combination of on and off the jobtraining. The department of Labor regulates apprenticeship programs, and oftenmanagement and a union jointly sponsor apprenticeship training. This trainingis normally given to artisans, electricians, plumbers, bricklayers etc., The durationis normally vary from 2 to 6 years. Apprenticeship training is carried out under theguidance and intimate supervision of master craftsman or expert


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worker/supervisor. During apprenticeship training period, the trainees are paidless than that of a qualified worker.Advantages:

i. Workmanship is good

ii. Immediate returns from training

iii. Economical, better loyalty

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

Disadvantages:

i. It takes times to learn the skill

ii. Required job knowledge is too complex

Job Rotation: In the job rotation, management trainee/employee is made tomove from one function to another at planned intervals. Job rotation is widelyused as a management executive development program which makes theemployee or management trainee, a multi-tasking individual. It can be doneeither vertical or horizontal.

Coaching and Understanding method: Training under experienced worker theyare coached and instructed by skilled co-worker by supervisor by special trainee

instructor.

Outbound Training: The outbound training is conducted in a locationspecificallydesignated for training. It may be near the workplace or away fromwork, at acustomized training center or a resort. The purposes of conducting thiskind oftraining away from the work place is to minimized or avoid distractions of the employee from their daily work routine and allows them to devote their fullattentionthe specific subject.

Some of the outbound training methods and activities are:

a. Action planning: Often a closing activity asking participants to specify or setgoals about exactly what they will do differently back on the job

b. Behaviour-modelling training : use a videotape to demonstrate the steps in asupervisory activity such as conducting a disciplinary interview, followed by role-played skill practice and feedback


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c. Behavioral Simulation: Large-scale multi person role-lay, noncomputerizedbusiness game.

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

allowed.

e. Business Game: Computerized business simulation that requires participantsto make decisions about strategy and investments and then provides financialresults based on the decisions.

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

There are various other instructional methods used in training program:

1. Classroom-programs live2. Workbooks / Manuals

3. Videotapes

4. Public Seminars

5. Self-assessment instruments

6. Role plays

7. Case Studies

8. Games/simulations (not computer-based)

9. Outdoor experiential programs

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

2. Conference and Seminars and Workshops: This is a formal method of arranging meeting in which individuals confer to discuss points of commoninterest for enriching their knowledge and skill. This is group activity. Itencourages groups discussion and participation of individuals for seekingclarification and offering explanation and own experience. It is a planned activitywith a leader or moderator to guide the proceedings, which is focused on agreed agendas points prefixedduring planning stage of such conference.


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3. Audio-visuals and Film Shows: In order to improve understanding very usualand sometimes is escapable to Demonstrate operation of a machine or explain

or process. Audio-visual film shows can supplement the efforts lecturing andimprove its effectiveness,.

4. Simulation Computer Modeling: A training activity in which actual workingenvironment is artificially created as near and realistic and possible is calledsimulation training. Case study, analysis, experiment exercise game playingcomputer model and vestibule training etc come under this category. When thework environment is artificially created by using computer-programming methodwell call it Computer method

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

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

6. Programme Instruction: Programmed instruction is a stu5rctured method of Instruction aided through texts, handouts, book and computer aided instruction.In this case the instruction materials and information is broken down in meaningfull unit And arranged in a proper sequenced from logical method of learningpackages, the Learning ability is tested and evaluated in real time basis

7. T. group Training: T stand for training or laboratory training. T group trainingwas Originated on 1940s but only 1960s it has opened to the industries. ThisTraining have both supporters and opponents. Unlike any other programmersdiscussed. T Group training is concerned with really problem existing within theother group itself.


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Training of HR can be considered at the levels of

1. Workers

2. Supervisors

3.Trade Union Functionaries

4. Middle level Managers

5. Top Managers

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

Report on last years training activities including efficacy.

Training Man days achieved and budget for current year.

Training costs budgeted for external programs.

Internal training programs and costs.

Capital investments including training equipment planned.

Segment & skill wise training calendar for the year.

Trainers developed during last year and planned for current year.

Sanctioning authority Within budgeted activities HR Executive shall organize all training activities. AnyTraining activity not budgeted for shall be only with prior approval of the Board of Partners.


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Training Calendar Training calendar shall be submitted to Partner and upon approval shall becirculated to all HODs and concerned. The Training Calendar must be preparedin close consultation with all HODs so as to ensure no overlapping dates appear

in the training calendar vis--vis normal functioning of the organization.

Training Calendar shall consist of following information:

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

Details of the Training Programs (Format)

FORMAT AS PROVIDED

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

Implementation: Implementation of Training Calendar is the responsibility of Manager Training,HR Executive; in addition HODs shall provide inputs for training of respectivedepartmental needs. Training Needs Analysis

Organizational training needs analysis should consider

Operational plans

Strategic plans

Corporate aims, for example to:

Improve performances


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Cope with Change

Improve communications and team working

Plan succession

Training need identification

Ways to identify

Individual feedback on training needs

Appraisal

Individual personal files & performance

Technical needs of the organization

Customer feedback

HOD feedback

From external advertisements

Training need identification survey shall focus on identifying three types of training needs:

Organizational Needs

Development Needs

Functional Needs

The outcome of the Training Need Analysis should be summarizedfunction wise and quarter wise for each employee.

Based on this analysis, the training plan should be devised to provideValue Added Training to all the employees of INSTA COURAGEPRIVATE LIMITED.


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Training Need Identification

POSITION

ORGANIZATIONALNEEDS

DEVELOPMENTNEEDS

FUNCTIONAL

NEEDS

Training Evaluation

Evaluation phase:

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

Reaction: The first level involves reaction measures, or the participants feelingsabout the program. Reaction information is usually gathered by questionnaireduring or immediately after the program. At least two aspects of reaction shouldbe Assessed: Did the trainee enjoy the program, and do they think the programwill be Useful to them.

Learning: The second level of evaluation has to do with learning. Learningmeasures Assess the degree to which trainees have mastered the concepts,information, and Skills that the training tried to impart. Learning is assessedduring and or at the end Of the training program with paper and pencil tests,performance tests and graded Simulation exercises.

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

Results: The final level of evaluation involves results measures. At this level,the Impact of the training program on the work group or organization as a wholeis Assessed objectively. The appropriate objective measures to use depend onthe content and objectives of the training. Samples measures of results include


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cost savings, profit, productivity, quality, accidents, turnover, and employeeattitude.

Evaluation is a de-briefing with ones immediate superior soon after a learningexperience and gathering appropriate evidence, analyzing and interpreting that

evidence and then making a judgment.

To Evaluate Training

1. Collect appropriate evidence to demonstrate compliance with theorganization's defined values and behaviors

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

your judgments

Evaluation questions-

Whether the required changes have taken place

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

What remedial action is required May be what new initiatives, whether training or change based, might be initiated

Evidence can be collected from various sources and in a number of ways,e.g.:

By interviewing holders of personal development portfolios (to obtain, for example, personal accounts of decisions and actions taken in different situations) By sampling outputs of their work (e.g. letters to customers, minutes of meetings,reports, work instructions, plans, schedules, programs)

By searching appraisal and other performance management records

By completing psychometric, competence or capability tests

By interviewing their immediate superiors and colleagues

By holders of personal development portfolios completing self-assessmentquestionnaires


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By direct observation at work or in assessment centers.

RECOMMENDATIONS / CONCLUSIONS

USING THE EVALUATION TO IMPROVE TRAINING :

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

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

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

If behavior on the job did not improve despite gains in learning, the fault could liein the needs assessment, the training program itself, or the work environment. If the initial needs assessment was not performed correctly, trainees might have

mastered material that was not relevant to the demands of their jobs. Thus, whilethey might have learned something from the training, what they learned is notsomething that they can use. Another possibility is that the training content mighthave been appropriate, but there was insufficient emphasis either on transfer of training to the job or on relapse prevention. Finally, the fault could lie in the workenvironment if supervisors or the environment do no facilitate the use of newskills.

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

Designing Courses and Supplying Training Materials

All learning experiences must be designed to meet the basic learning processwhich should include that participants are - Motivated to learn


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Receive an input of new information and ideas

Able to evaluate their understanding Able to practice the new knowledge and get feedback on their performance in a

realistic but safe environment before applying the new knowledge and skills toachieve results on the job.

Learning program design therefore should, (in addition to fulfilling the objectivesof knowledge and skills development), look at- Learning methods Individual Learning Styles Incorporating the learning cycle

Structuring it into learning modules Work based assignmentsIndividual Personal development portfolios Training nomination HRD department shall circulate training calendar. HODs andemployees in addition to the identified training needs shall nominate for thetraining programs through training nomination forms. Training feedback-technical & behavioral Training feedback shall be evaluated and recorded as per the feedback form specified and provided for as annexure.


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TRAINEE & APPRENTICE INDUCTION POLICY

Purpose

Trainee Induction Policy shall lay down the method and processes for inductingnew trainees into the organization and shall be correlated with theRecruitment Policy.

Responsibility

The Prime responsibility of inducting Trainees shall be of HR Department in closecoordination with the departmental heads concerned.

Authority

The number of Trainees to be inducted shall be as per the future requirements asspelled out into the Manpower Plan.

Training Period

The training period in all the executives shall be maintained as six monthswherein only in exceptional cases the period can be reduced with duesanction and approval by Director.


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Probation Period

Upon completion of six-month training, each trainee shall continue to be onprobation for a period of six months after which an assessment shall beconducted and the concerned trainee shall be absorbed in regular rolls of the

company.

Selection Panel

For Selection Panel refer Recruitment Policy.

Selection Process

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

Bio-Data

4 passport size Photographs

Application format duly filled

Relevant copies of certificates

Proof of residence

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

Written IQ / Numerical ability Test

written technical test

Psychometric Tests

Interview with the Technical HOD The assessment sheets of all the candidates shall be maintained in the personalfiles of the selected candidates for the future reference.


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COMPANY PROFILE


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BREIF HISTORY OF COMPANY:

In India, mineral water exists from more than 15 years. Initially people use inPackaged drinking water for traveling purpose only. Now packaged drinkingwater consumption increasing day by day. Because of pollution an as well asmore than 145 packaged drinking water companies were exist in A.P.(ISITRADE MARK) Bislery is one of the most well now brand that time when nowalso. But recently COCO-COLA Company introduced KINLEY and PEPSICompany introduced ACQUAFINA into the market.

These to now capture nearly fifty percentage of the market in India. While therest is slight between brands lime Due drops, Ganga, Safari, Godavari, R.K.,

Kingfisher, Trupti, Bailley and Himalyam. These brands are famous in 1ltr bottlesegment with bottles prices at Rs. 10/- - Rs. 15/-. Comprises more than 90% of market.

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

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

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

Recently many companies introduced mineral water in 150 ml sachets, priced at1.00/- and this package are suitable in summer season. This type of package isavailable in pawn shops, general stores small pertly shops, cool drink shops,railway station and all most all places.

Market growth in future

With the entry of big players like Britannia and Pepsi the market is expandingin big way. Given the fact that municipal agencies are crumbing under ownweight of inefficiency and dearth of funds corporate bottled water players havebig markets, to tap. The advantage with this product is that each players cancultivate its own market without much hurting others, since portable water has


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become highly scare commodity and consumer awareness has reached a moreinformed level at least in urban areas, new entrants can comfortably carve out amarket for themselves.

It would certainly effect a change in the pricing in the market, with competition

hotting up, consumers would reap the benefits. The market is all set to get into asecond phase of evaluation. In first phase 1 ltr bottle was priced at Rs. 10/- and20 ltr at Rs. 50/-. But in this phase it is likely to be priced at less than Rs. 2.00/-per litre.

Barrier for market growth:

Like the spurious auto component makers, this industry is also facing seriouschallenges from fly-by-night operatore. Interestingly they occupy 35% of the

market and ironically to grow at a much faster rate than the organized market.

For instance the growth rate of fake bottled water is about 40%. There are 90brands in the bulk segment in Delhi alone. Since there is no quality standardbeing enforced, such take operators sell their products with impurity. And thesole reason for their growth is the price difference. Since most consumers fail tounderstand that cheaply. Priced bottles are tap water, they continue to getunfiltered refill. What has also helped such players is the easy availability of allsorts of caps and P.V.C. bottles are banned to store portable water they dontmind buying them.

Mineral water industry in Hyderabad :

Hyderabad is also witnessing the same trends in mineral water industry asbriefed above. Here the main players in bulk mineral water segment are Bibo,Acquafina, Bisleri, Kinely, Aquarich, Silver Springs, King Fisher, and Srico etc. InHyderabad more than 50 brands are available in market. In that only 20 to 25 areonly well established and the remaining are not maintaining any standards. Nowthe competition between these companies is very high. For this reason day byday the price are decreasing from Rs. 2.50/- to under Rs. 2.00/- per litre.


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The main players like Bisleri, Bibo, Kinley and Acquafina are using differentstrategies to retain the market share in bulk segment. In Hyderabad all thesecompanies very much depend on software firms, clubs, banks and large-scale

business firms.

PRODUCT PROFILE:

Bibo Package drinking water is a well-known brand today in the twin cities. Withits multi strategy, it has been able to penetrate and cater to all need based

segments. Bibo mineral water has been promoted by Insta Courage Pvt. Ltd. Areputed industrial water treatment company. Bibo mineral water is employing thestate of art technology at its plan at Sangareddy, Medak (dt.), about to kms. FromHyderabad with production facilities 1, 00,000 ltrs per day.

Product Range

20ltrs polycarbonate bottles with cooler dispenser catering to the needs of corporate houses, hospitals etc, as well as residential including of free door delivery by the company itself priced at MRP Rs.40/- (Rs. 2/- per liter).

12liter in HDPE cans: catering to the needs of Domestic/Residential, smallbusiness establishments through around 250 retailers in Hyderabad priced atMRP 24/-(Rs. 2/- per litre)


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One litre in pet bottles: Towards the traveling needs-through dealers/retailers,priced at Rs.10/-MRP


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PROCESS DESCRIPTION

Raw Water

Dual sand filter

Demineralization plant

Activated carbon filters

Primary micron filters

Blending tanks

Secondary micron filters

Ultraviolet radiation / organization

Ultra micro micron filtration

Mineral water storage tank


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COMPANY PROFILE

Company Name : INSTA COURAGE PVT LTD

Registered office : Door No:3-133/503Inland Avenue Building,Road No - 7Banjara HillsHyderabad-500 033.Ph: 040-40359993/45

The brand Bibo Water is manufactured and marketed by Insta Courage private

limited, Hyderabad. Bibo is a leader in the bulk water market of Hyderabad. Itenjoys at 42% share of the 20 ltr bulk water market and staggering 91% share of the 12 ltrs bulk water in Hyderabad today. This is the success story of five firstgeneration entrepreneurs P.Srinivasa Rao, K.Yatish Kumar, P.Murali Srinivas,Y.Y.V.Narayana and P.Jaya Chandran.

Established in 1996, ICPL started by providing consulting in industrial water treatment and conditioning systems and quickly diversified into manufacturing of Bibo water in 1997. Bibo known for its distinct taste and clarity.

Bibo is an (ISI) certified brand and is in the process of obtaining ISO 9001certification. It has been consistently registering the growth and is the leadingbulk drinking water in Andhra Pradesh. Bibos manufacturing facility is locatednear the Manjeera Dam in Medak district and as an installed capacity of 1 lakhliters per day.

The 20 ltr Bibo is delivered to the door steps of over 4200 customers includingmajor hospitals, restaurants, schools, corporate offices, banks and residences.The 12 ltr Bibo and 1 ltr Bibo is distributed through 1080 outlets across the twincities. The 1 ltr Bibo is also a preferred Indian railway approved brand Biboemployees regularly undergo in housetraining programmes to hone their skills inthe areas of customer-care, hygiene and efficiency. They are also trained tohandle cross-functional tasks.


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Bibo packaged drinking water is the only brand in twin cities (Hyderabad andSecunderabad) in Andhra Pradesh to have a wide range of packages, withconsiderable market presence in

20 ltr bubble top cans

12 ltr HDPE food grade jerry cans1 ltr pet bottles

Catering to the wide needs of travelers, corporate houses, domestic needs andfunction halls etc.


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STATEMENT OF THE PROBLEM :

The water industry is playing a vital role in modern days. There are manymanufactures competing in the water industry. Bibo Company is one of them. Astudy on brand awareness and positioning strategy of Bibo packaged drinking

will give useful data to the Bibo Company about users and the general public.

Corporate objective

To be the best packaged drinking water supply company in qualities, quantityand customer service. To make available at every door step.

Corporate aim

To build packaged drinking water as the safest option.

Govt Policies

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

Logistics at Bibo

With a fleet of 21 vehicles Bibo proves 8 am to 8 pm service, seven days a weekto its customers across Hyderabad. Bibo is a technology driven company thatuses interactive Voice Response System (IVRS) and spot billing hand heldmachines. Interestingly all the vehicles are equipped with mobile phones toassure seam less logistics. To ensure smooth operation Bibo also website.www.bibowater.com , that will help a consumer to locate his nearest retailer andto serve as an interface between the brand and its user. Bibos distributionstrength is its 124 member strong team and its belief in the philosophy of customer first.
http://www.bibowater.com/http://www.bibowater.com/


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For proper supplies bibos distribution system is decentralized.

The operations are carried by its branches located in various strategicallyidentified locations to ensure perfect on time deliveries. The branches /distribution centers are allotted only to our ex-employees or employees are per

our organization policy. Bibo believes that their knowledge and experience willensure smooth operation.


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METHODOLOGY


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METHODOLOGY

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

STATEMENT OF PROBLEM :

To study and analyze the effectiveness of the various Training andDevelopment Reaction about them.

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

SCOPE OF STUDY

Study of the Training policy and various development programs beingconducted At Insta Courage Pvt.Ltd

To find out how much the employees perceive these training programs to beEffective and beneficial.

To find out to what degree is the Training given to these employees catering toTheir general as well as specific needs.


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RESEARCH METHODOLOGY

Research can be defined as a scientific and systematic search for pertinentinformation in any branch of knowledge. It is the pursuit of truth with the help of study, observation, comparison and experiment. Research is , thus, an original

contribution to the existing stock of knowledge making for its advancement.

OBJECTIVES OF RESEARCH :

Research inculcates scientific and inductive thinking and it promotes thedevelopment of logical habits of thinking and organization. The purpose of research is to discover answer to question through the application of scientificprocedures. The main aim of research is to find out the hidden truth, which hasnot been discovered yet. Though each research study has its own specificpurpose, we may think of research objectives as falling not a number of following

broad groupings:

To gain familiarity with a phenomenon or to achieve new insights into it(Exploratory or formularize research studies)

To portray accurately the characteristics of a particular individual, situation or agroup (Descriptive research studies)

To determine the frequency with which something occurs or with which it isassociated with something else. (Diagnostic Research Studies)

To test a hypotheses of a casual relationship between variables (hypothesistesting research studies)

This research is an amalgamation of both formularize as well as descriptiveresearch, as it reflects on the present satisfaction level of the employees at InstaCourage regarding the various training and development programmes being

conducted here. In the process, it also aims to collect more detailed informationonthe subject of training and development itself.


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RESEARCH APPROACHES

There are two basic approached to research, quantitative approach and thequalitative approach. The former involves the generation of data in quantitative

form, which can be subjected to rigorous quantitative analysis in a formal andrigid manner. This approach isfurther sub-divided into inferential approach is to form a database form which toinfer characteristics or relationship of a population. This usually means surveyresearch where a sample of population is studied to determine its characteristicsand it is then inferred that the population has the same characteristics.

Qualitative approach to research is concerned with subjective assessment of attitudes, opinions and behaviour. Research in such a situation is a function of researchers insight and impressions. Such an approach to research generatesresults either in non-quantitative

form or in the form, which are no subjected to rigorous quantitative analysis.

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

RESEARCH PROCESS FOLLOWED :

Research process consists of a series of actions or steps necessary to effectivelycarryout research and the desired sequencing of these steps. The various stepsinvolved in a research process are not mutually exclusive, not are they separateor distinct. However, the following order concerning various steps provides auseful procedural guideline regarding the research process and has been used tocarry out this research.

FORMULATING THE RESEARCH PROBLEM

At the very beginning the researcher, singles out the problem, he / she wants tostudy in specific terms. Here, for this purpose and extensive study of availableliterature was done. The training and development policies were studies from thepersonal manual as well as some information brochures made available by thetraining department at Insta Courage Pvt.Ltd.


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No literature was available of any study conducted earlier on a similar topic. Thesubject matter related to the topic. Training and Development was alsoexamined from the available literature i.e. books, manuals etc. by this review theextent of available of the data

of other materials was known and this led to a specification of the problem in amore meaningful context.

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

REPAIRING THE RESEARCH DESIGN:

The function of research design is to provide for the collecting of the relevant

information and data with minimal expenditure of effort, time and money. But theway of achieving all this depends mainly on the purpose of the research. Here,the purpose of the study is bothexploration and description

THE MEANS OF OBTAINING INFORMATION :

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

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

Explanation of the way in which selected means of obtaining information will beorganized and the reasoning for the selection.

DETERMINING SAMPLE DESIGN:

A sample design is a definite plant for obtaining a sample from the givenpopulation. It is determined before the data is collected.employees of Sample: The respondents that have been selected for the purposeof the study


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Sampling unit: the individual unit of the selected sample

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

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

DIFFERENT TYPES OF SAMPLING DESIGNS:

Non-probability sampling: It is the sampling which does not offer any basis for estimating the probability that each item in the populations has of being included

in the sample deliberately; his/her choice remains supreme. The organizer of thestudy deliberately chooses the particular units of the universe for constituting asample on the basis that the small mass that they so select out of huge one willbe typical or representative of the whole.

Probability sampling:

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

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

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

Stratified sampling: If the population from which the sample is to be drawn does

no Constitute a homogenous group, stratifies sampling techniques is generallyapplied in order To obtain a representative sample. Under this population isdivided into several sub-groups That are individually more homogeneous thetotal population and then items are Proportionally selected to constitute thesample.

Quota sampling: in stratifies sampling, the cost of taking random samples fromindividual strata is often so expensive that interviewers are simple given quota to


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be filled from different stratas the actual selection of items for sample being leftto the interviewers judgment. This I scaled quota sampling. The size of the quotafor each stratum is generally proportionate to the size of that stratum in thepopulation.

Cluster sampling: this sampling involves grouping the population and thenselecting the groups or the clusters rather than individual elements for inclusionin the sample.

Execution of the Project:

This is a very important step in the research process. If the execution for the

project proceeds along the correct lines, the data to be collected would beadequate and dependable. Hence it was necessary to see to it that the projectproceeds in the right direction and in the fight manner within the time limits. Therespondents were made aware of the purpose of the project and the probablybenefit of expressing their frank views. The introduction accompanying eachcopy of the questionnaire made the things even clearer and ensured the requiredresponse.

In the questionnaire, the respondents were asked to express their views on thepresent scenario regarding the training and development porgrammes and their

suggestions for future programmes so as to make them more beneficial for theemployees.


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DATA ANALYSIS

AND

INTERPRETATION


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DATA ANALYSIS ON EFFECTIVENESS OF TRAINING

AND DEVELOPMENT PROGRAMS :-

1. The objective of training and development programs is clear The question is intended to know the company philosophy & policytowards the Training programmers and how far it succeeded in conveying thesame to the employees.

1. How employees perceiving the training in the organization?

0

10

20

30

40

50

60

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

SA

A

DA

SDA

Inference:

Majority of the employees (60%+40%) expressed that they are aware of theobjectives of the training and development programs and they are feelingcomfortable with the training programs organized in the organization. A nominalpart of the employees are not aware on the objective of training and developmentprograms


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2. Is the time allocated for training and development programs are sufficient. Thisquestion is aimed at to know the total hours spent by the company on thetraining and development programs and the employees opinion on the sufficiencyof the training time

1st Qtr

2nd Qtr

3rd Qtr

4th Qtr

Inference:

Most of the participants(50%) said that they are satisfied with time allottedto words the training and development programs.40% of employers highlysatisfied on this aspect. A significant size of the employers (10%) does notsatisfied with the allotted on the training and development programs and they

said that the time for the same should be increased to further extent.

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


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

gradation.

SA

A

DA

SDA

Inference:

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

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


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This indicates the superiors idea on the ability of the subordinate after getting thetraining and the level of the application of skills and knowledge learned at thetraining program

0

20

40

60

80

1

S A

A

DA

S DA

Inference: The superiors opinion on the ability of their subordinate is so good.Out of 100 employees,80% of superiors are expressed their trust andconfidence on the ability of their subordinates in performing work.20% of the superiors are highly satisfied on the ability of the subordinates

5. The methods used for training & developments programs are acceptable


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It aims at to know the suitability levels of the methods used for the training anddevelopments programs and their sufficiency in imparting of training variousaspects.

Inference:

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

6. Training Programs improves your job satisfaction

0

20

40

60

80

1

SA

A

DA

SDA


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

1st Qtr

2nd Qtr

3rd Qtr

4th Qtr

Inference:

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

7. Do you feel that training you attended will help you to achieve


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A) Your individual Goalsb) Organization Goals

This question is aimed at to asses how far the individual goals and the

organizational goals are attained by the training and development programs andit also indicates hoe best the alignment was achieved in the organizationbetween the individual goals and the organizational goals.

A) Attainment of individual Goals.

0

20

40

60

80

100

1

SA

A

DA

SDA

Inference:

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

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


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It shows the superiors attitude towards improving the skill and knowledge of thesubordinate and his performance of the work it also signifies superiors interest inidentifying the skill requirements to impact training.

0

20

40

60

80

1

SA

A

DA

SDA

Inference:

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

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


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This enquires about the organization policy, procedures, commitment towardsthe training and development programs, and the efficiency of management inpreparation and implementation the training calendar

0

1020

30

40

50

60

1

SA

A

DA

SDA

Inference:

Out of 100 employees(60%) of them reviled that the organization effortstowards training and development programs are good.30% of employees arehighly satisfied towards the efforts made by the organization. A significant10% of the people are said more seriousness is required by the organization in designingand conducting the training program.

10. Training and development programs improve the morale of the employee.


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This question indicates the employees attitude towards the training anddevelopment programs and their feelings on the benefits that they aregetting out of the same and it also shows the satisfactory of the employees onthe effectiveness of training and development programs.

0

20

40

60

80

1

SA

A

DA

SDA

Inference:

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

11. Are there good training facilities and infrastructure available in thiscompany?


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This question indicates the organizations efforts in providing suitable trainingand infrastructure facilities and it also aimed at to know the opinion of theemployees on the existing training facilities and need for their further improvement

0

10

20

30

40

50

60

1

SA

A

DA

SDA

Inference:

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

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


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

0

10

20

30

40

50

60

1

SA

A

DASDA

Inference:

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

13. Training and development helps for future prospects of the company


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This question aims to know the satisfactory level of the employees on thetraining programs and how they are useful in doing work effectively withminimum risk under safety conditions and also enquires about the changesin their personal life after getting training

0

20

40

60

80

1

SA

A

DA

SDA

Inference:

30% of the respondents strongly agreed that the Training and developmentprograms are transform the organization as a better place to work and live andthey prefer further improvements. 65% areAgreed that the existing Training and development program in the organizationdefinitely a better opportunity to work and live.

15. Training and development programs help the individual in better decisionmaking and effective problem solving.


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The question is aimed to know how far the skills and knowledge provided by thetraining and development programs is useful in better performance of the job. It isalso states that the organizations efforts in identifying the suitable training needto perform the job.

0

10

20

30

40

50

60

1

SA

A

DA

SDA

Inference:

Almost every participant agrees that there ability in decision making and problemsolving has improved a lot. Out of the hundred employees 42% agreed that theexisting pattern of training needs assessment is good and it needs a slightimprovements for better results. 58%are highly satisfied towards the existingsystem.

16. Training helps in increasing productivity


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

0

20

40

60

80

1

SA

A

DA

SDA

Inference:

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

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


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

0

10

20

30

40

50

60

1

SA

A

DA

SDA

Inference:

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

18. Training provides suitable promotional /carrier development opportunities


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

Inference:

A highest percentage of the total employee 72% believed that the training

programs provide opportunity to promotions and carrier development. a total of 28%of the employee believed that the training programs does not provide anyopportunity to promotion and career development

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

It shows the employees opinion on the usefulness of the Training anddevelopment programs to management insetting good returns oninvestment(ROI) made by the company. It also indicates whether the employeesare feeling necessity of training programs.

0

20

40

60

80

1

SA

A

DA

SDA


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0

20

40

60

80

1

S A

A

DA

S DA

Inference:

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

20. By imparting training our organization tries to make the job more challenging

and which prevents us from getting bored on the job.

This question is aimed to know the organization efforts in imparting requiredtraining among the employees and the benefits generated out of that trainingprogram.


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0

20

40

60

80

1

SA

A

DA

SDA

Inference:

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


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FINDINGS AND

CONCLUSIONS

FINDINGS

Training and development programs at Insta Courage Pvt Limited is aimed atsystematic development of knowledge, skills, attitude and team work.


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The majority of employees fall under age group of 35 years and above whoenjoys more experience with regard to their responsibility.

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

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

The Trainee has to know the objectives of Training before selection. Only 87%of the employees are aware about the objective of training when being selected. Knowledge is the important factor for any kind of learning. It gives an idea toemployee about the subject matter. 40% said that the training imparted is onlyhelping to some extent in gaining the knowledge, not to the full extent.

Training is given to employees by recognizing their area of deficiency. Notraining is imparted to the employees on the basis of giving promotion uponcompletion.

The Return of investment made on the training and activity are not measuredproperly. Employees are feeling that the return on investment made for training ismore than the expected gain.


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CONCLUSIONS

The human resource executives should be exposed to lot of management

programs

More experienced and senior executive should be involved in training sessionsand for experience sharing sessions

The duration of the Training programme should increase

The employees should aware about the criteria for selection and they should

aware about the objectives of training when being selected.

Training should be more relevant to the job and need contribute to traineesknowledge to the fullest extent.

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

The ROI The return on investment made towards training and developmentactivity need to be measured. Employee has to be aware about the cost investedby Company indirectly and they will be motivated to get the desired result output.


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QUESTIONNAIRE


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Q1. Have you undergone any Training in the last year

a. YES

b. NO.

Q2.What is the Training duration undergone? a. Less than one month b. 1 -3 months c. 3-6 month

d. 6 & aboveQ3. Type of training undergone by you :

a. On the Job b. off the job

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

a. Satisfiedb. Not Satisfied c. Moderately satisfied d. Not known

Q5. What is the selection criteria for Training ?

a. By the Department Head b. By the Supervisor c. By the Company

d. Not known


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Q6. Do you get training/s periodically?

a. YES

b. NO

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

a. YES

b. NO Q8. Is your feedbacks on training modules are considered ?

a. Yes

b. Not at all c. To some extent d. Not known

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

a. To some extent

b. To a great extent c. Yes

d. Not at all

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

a. Good

b. Moderate

c. Bad

d. No support


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Q11. How training helps you in your knowledge development ?

a. To some extent

b. To a great extent c. Yes

d. Not at all

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

a. Confident

b. To some extent

c. Not at all

d. Not known

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

Q13. Your opinion about relevancy of course syllabus ?a. Good b. Bad c. Properly Chosen

Q14. What are the facilities provided during training?

a. LCD b. Books c. Any other

d. No

If no, please give your suggestions in providing better facilties during Training


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Q15. How is the Trainer's theoretical knowledge?

a. Excellent

b. Good c. Average d. Poor

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

a. Highly satisfied

b. Not satisfied c. Satisfied

d. Highly dissatisfied

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

a. Good

b. No freedom at all

c. Average

Q18. About reading material given during the training

a. Sufficient b. Not sufficient c. Moderately sufficient

Q19. Whether the company conducting training & development as a regular activity for the growth of employees ?

a. Yes b. No if yes, who prepares training requirements?


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

a. Yes

b. No

Your valuable suggestions are important for us to improve the efficiency of Training and Development activity. Please suggest liberally.


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BIBLIOGRAPHY


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BIBIOLOGRAPHY

HUMAN RESOURCE MANAGEMENT V. S. RAO

PERSONNEL MANAGEMENT - C.B.MAMORIA

RESEARCH METHODOLOGY - C.P.KOTHARI

ESSENTIAL OF HUMAN RESOURCEMANAGEMENT AND INDUSTRIALRELATIONS - P.SUBBARAO

INTERNET

MAGAZINES

NEWS PAPERS

ABSTRACT

This study presents a review Training & Development from the

competence based perspective. It highlights the Training & Development

typologies

Training & Development is a pervasive aspect in both professional

and social interactions.


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NEED FOR THE STUDY

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

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

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

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

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

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

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

growth and development of the organization.


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SCOPE OF THE STUDY

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

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

Training and Development Process which takes place in FHPL.

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

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

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

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

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

recommending necessary suggestions.


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OBJECTIVES OF THE STUDY

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

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

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

Effectiveness of an organization depends directly on its continuous striving for

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

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

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

resources development.

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

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

towards the training and development process.

Objectives are:

To know the satisfaction level of employees regarding Training Programme.

To know self-development of employees.

To know the employees interest in attending the training programs.

To know whether the equipment available at the training and development

department is adequate to meet the employee needs.


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To know the employees preference for internal or external agencies

undertaking the training programmes.

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

To know how effectively FHPL is conducting induction programmes.

Whether FHPL is imparting necessary skills and knowledge to all employees

or not.

How well the Employees are exposed to latest information through training

programmes.


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ABSTRACT

This study on TRAINING and DEVELOPMENT at INSTA COURAGE PVT

LTD was undertaken to verify if the employees also shared this perception,

namely, that the changes that had been made in the organization had truly led to

improvements. In addition, the study also captured employee attitudes towards

various aspects of the organization. This study presents a review Training &

Development from the competence based perspective. It highlights the

Training & Development typologies.

Training & Development is a pervasive aspect in both professional andsocial interactionsThe overall finding is that the employees of the INSTA COURAGE PVT Ltd.,Hyderabad are happy with the organization. On most of the parametersmentioned above, the responses have been very positive. However, many of theemployees do feel pressure to perform, and some of them have also expressedsome fear or a sense of insecurity while working. The organization might need tolook into the causes for these few, but important negative aspects.


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INSTA COURAGE PVT LTD.

shaziya's project

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