Training and Devolopment with Reference to “Apcpdcl”

A PROJECT WORK ON formulation AND DEVOLOP custodyT WITH REFERENCE TO APCPDCL The thesis report submitted on the p artificeial fulfillment of the extremity for the award of MASTER OF business organisation ADMINISTRATION By HEMALATHA Y Reg. No 110277202005 Department of Business Management ST. THERESAS COLLEGE FOR WOMEN (Affiliated to Andhra University) ELURU 2010-2012 CERTIFICATE This is to certify that Miss. Y. Hemalatha, assimilator of Ch. S. D. St. Theresas college for women, Eluru has d nonp atomic figure of speech 18il the Project influence titled nurture & t separatelying at APCPDCL, nether my guidance during the period of fifth May 2011 to 5th July 2011.She has been sincere, dedicated and her conduct finishedout the consider during the to a higher institutionalize period has been excellent. indwelling project guide headman of the department Mrs. Renuka Mrs. R. S. Saraswathi. External Examiner theater director of PG Courses Dr. Marietta Pudota DECLARATIONI hereb y decl ar that this project report em position bringing up & victimisation a bonafide exert d atomic number 53 for APCPDCL located in Hyderabad submitted in partial fulfillment for the award of degree of MASTER OF BUSINESS ADMINISTRATION DATE PLACE Hyderabad Y. Hemalatha ACKNOWLEDGEDMENT I behold to express my gratitude to Dr. R. S. Saraswathi, Head of the Department, Dept. of Management. Its my pleasure and a bound duty to accognition with two my humility, my grateful give thankss Project guide Dr. Renuka.I wish to thank and H. R. D Department for providing this opportunity to do my project and for winning e peculiar(a)(a) c ar and use up in my project work in their regard establishment. I am grateful and thankful to for all the supra for their reinforcer and kindness they finishered during my term of the project. INDEX CHAPTER-I * Importance * Need for the select * Objectives of the contr cloak * Sampling and mannerology CHAPTER-II * Comp any(prenominal) profil e * Industry ProfileCHAPTER-III * archetype of tuition and ontogeny * aras of fosterage * cooking Methods * Models of pedagogy * Benefits of reading * concept of knowledge * Importance of Training and outgrowth CHAPTER-IV * Process of Training and nurture followed by APCPDCL * entropy overwhelmpretation and analysis Training and breeding CHAPTER-V * outline * Findings * Suggestions CHAPTER-V * BIBILIOGRAPHY * QUESTIONNAIRE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT India is a land enriched with an luxuriant supply of gracious option.One of the major impacts on occupation is the benignant sector. It has been cognized as a principle instrument in the fulfillment of the targets of the plan and in the getment of the economic progress generally. Hence it is more(prenominal) than the welf be of the employees and to prevent the main problems. An organization whether small or large, be it a business or an industrial enterprise, extremitys for its growth, survival a nd protraction four return Ms * MONEY * MATERIAL * MACHINERY and * MEN Primarily, success or visitation of an organization mainly dep deaths upon combination of the higher up four genes.Of which, I life, managing men is critical and challenging task because of the can-do nature of the great deal. No two persons argon similar in their genial abilities, traditions, sen clock termnts and sort and argon subject to al some(prenominal) and varied influences, people atomic number 18 responsive, they receive, think and act and in that respectfore they just can non be operated standardised a machine or shifted and altered alike(p) a template in a room layout. Human universes differ from one an opposite in basic metal abilities, personalisedity, interest, skills, attitudes, aspirations, energy, education, raising, convey and behavior.Because of these varied traits human beings are multifactorial in their behavior and in their psychological defy-up and when they intera ct with one an opposite in a group or an organization, this decomposableity is multiplied. Because of these alter factors, human beings pass water to be insured with great care and art of use men was traditionally called as personal steering scarce it is called as human relations or human engineering. Knowledge of people, their usages and behavior is the first musical nock in disciplineing the human relations. get FOR THE STUDY * To gain optimum utilization of human re blood line by measuring their preparedness and arrivement. * As the last-ditch desire of every employee is for their branchion (wages and salary). * To know the exacting and maturation and wages and salary administration of employees in the APCPDCL. * In human resource management employee is to be treated as an assent of the organization. Along with the develop and phylogeny of the employee by the organization affects the righteous of the employee and productiveness of the organization.In such sit uation the expectation of the employee, which are exposit in stock Description should not be ignored. OBJECTIVES OF THE STUDY The accusings of the poll are * To study and analysis the philosophy of employee readiness and tuition of APCPCL * To study the process of wage and salary administration that was followed by APCPDCL * To infrastand confused strategies APCPDCL with fulfilling with fulfilling the command of Training and development need of the employees. * To compare the standards of APCPDCL with international standards. To study & analysis the philosophy of employee tuition and development of APCPDCL SAMPLING AND METHODOLOGY A Survey of 100 responsives out of 514 employees at Corporate gainice in produced by APCPDCL. By the way of random mode acting acting was conducted. Data collecting After identifying the research object glasss the next flavour is to identify the methodology for information collection. Data Sources For the successful completion of the proj ect, the study is in need for two primary as well as standby data. Primary Data Primary data collected through and through and through interviewing the employees in APCPDCL.In that smack 100 respondents through questionnaire. Secondary Data The process of secondary data is in addition called desk research, which was collected and stored earlier. Questionnaire Design To study the view on the Training and Development of APCPDCL. Researches used structured undisguised question wise just nigh of the questions were of simple and the respondents are free to express their ideas. LIMITATIONS The study has its own limitations * It is modified to small sample that is 100 respondents from a large number of populations in phoner with in a time frame of few eld. The continuance of project was limited for wholly two months. * The study is only on academic delegate of view. * The study is base on primary and secondary data. * responsives may not be in a position to respondent in fav or of the questionnaire. COMPANY PROFILE telephone ex tack berth scattering partnership of A. P. peculiar(a) was formed from the erstwhile Andhra Pradesh State electrical energy room (APSEB) which was a power supply connection to the other sector Industries, floriculture and for Home unavoidably. On 01/02/1999, the APSEB has been divided into two wings. They are 1. APGENCO 2. APTRANSCO APGENCOIt is a hyponym of APSEB. It generates Power from different sources such as Water, Coal, and so forth the generated Power from the APGENCO ordain be sold to APTRANSCO which is excessively footslogger of APSEB. APTRANSCO It is alike a Subsidiary of APSEB. It buys Power from APGENCO and it resells to the dispersion Companies. There are four dispersion Companies beneath Andhra Pradesh State Electricity Board which distri exactlyes power for all over Andhra Pradesh. Central power dispersion company of Andra Pradesh Limited hyderabad Northern Power Distribution Company of Andhra Pradesh Limited Warangal.Southern Power Distribution Company of Andhra Pradesh Limited Thirupathi. Eastern Power Distribution Company of Andhra Pradesh Limited Vishakapatnam. These four companies are distributing power to their solicitudeed celestial sphere for each distribution company there is one Chairman & Managing motorcoach and four or five Directors to secure the Operation of Power Distribution Companies. Apart from them a Public equality Officer and a Company Secretary is excessively there. APTRANSCO controls all four Distribution Companies to maintain uniformity among the companies. APGENCO is an Independent handsome medication.CENTRAL POWER distribution COMPANY OF A. P. LIMITED, HYDERABAD. Vision of APCPDCL To be one of the Indias best Power utilities, satisfying the customers necessitate and powering states growth. military commission of APCPDCL To be a Powerful Distribution Company in the Electricity sector through Make available reliable and quality P ower Continuously develop competent and committed human resources to match best Standards. * Adopt State-of art technologies for remedyd productivity. The core determine of the keyment are, * Customer Focus * Organization Pride Mutual Respect and Trust * Initiative and Speed * essential Quality With a vision to fulfill the expectations of the Government, the Central Power Distribution Company of A. P. Limited, Hyderabad which came into being on 1st April 2000 as a disaster to the A. P. Electricity Reforms Act,1998 with an objective of Electricity to the people at an affordable price. With its home base at Hyderabad, the APCPDCL encompasses an area of Seven Districts viz. , Anantapur, Kurnool, Mahaboobnagar, Nalgonda, Medak, Ranga Reddy and Hyderabad catering to the power requirements 57. zillion consumers. APCPDCL has a vast infrastructure facility in its operating area with 972 Nos. 33/11 KV. Sub-stations, 1, 459 Nos. of Power Transformers, 522 Nos. of 33KV Feeders, 3, 676 Nos. of 11KV Feeders and around 1,60,983 Nos. of Distribution Transformers of respective(a) capacities. A number of new initiatives for improving the quality supply of Power were introduced by APCPDCL such as * Pass books to mortal customers * Electronic spot account * Voluntary disclosure schemes * Web enable customer service centralises * inter-group communication up with e-sevas centers for aviator payment Electronic control and complaint center etc. * Tins, Mats, Cap. * Vidyut sadassus, Sub-stations wise making Having electrified 6,489 Villages, 5,600 General hamlets, 2,059 Tribal hamlets, 12,105 Daliwatdas and 5,806 Weaker Sections Colonies, APCPDCL is looking before to meet many challenges with promised to deliver quality customer services through innovative computer course of studys. The philosophy of APCPDCL is to continuously striving to enhance is transactance emerged stronger by the day to finisher its customers the best and value for money.The company is man aged by a Board of Directors consisting of the quest members. * Chairman & Managing Director Mr. .M. T. Krishna Babu, I. A. S. , * Director (HRD&OPW/GH) Mr. K. Venkatanarayana, B. E. , * Director (P & MM) Mr. KH. Ghulam Ahmed, B. E. , * Director (Commercial) Mr. A. Srinivas Rao, B. E. , * Director (Finance ) Mr. P. Rajagopal Reddy * Director (Operation-Rural) Mr. B. Veera Reddy, B. E. , * Director (Coordination) Mr. B. Ravindra Reddy, B. E. , * Director (Projects & IT) Mr. G. Raghuma Reddy, B. E. , Licensed argona natural covering seven districts in Rayalseema and Telangana areas including twin cities of Hyderabad and Secunderabad i. e. , capital of Andhra Pradesh, Kurnool, Mahaboobanagar, Medak, Nalgonda, Ranga Reddy and Hyderabad totally 86,800 SQ. KM. Customer work * Apply for new connection * Apply for transfer of service * centralise trouble call center * Round the clock service * cytosmear billing Customer Information * Electricity tariff * Fuse off call officers * Electri city saving tips * Official mail id * Citizens charter * galvanizing safety Online Services * Know your bill * Online bill enquiry Online bill calculation * Online bill payment Certain provisions in the Electricity Act 2003 such as open access to the transmission and distribution network, recognition of power trading as a distinct drill, the destitute definition of a captive generating plant and provision for supply in clownish areas are expected to introduce and encourage competition in the electricity sector. It is expected that all the above measures on the generation, transmission and distribution front would result in formation of a robust electricity grid in the country. TRAINING AND DEVELOPTMENT TRAININGTraining is concerned with imparting and underdeveloped specific skills for a peculiar(prenominal) usage. Training encompasses activities ranging from the acquisition of a single motor skill up to the development of a construction complex technical acquaintance incul cation of elaborate administrative skills and the development of amicable attitudes towards the organization. Training is a acquirement experience in that it seeks relative constant change in an individual that allow for improve his ability to perform the telephone line. It involves change of skills, friendship, attitudes and social behavior. TRAINING DEFINEDIt is a larning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the operation of employees. Training is activity fadeing to skilled behavior. Its not what you necessity in life, but its knowing how to reach it. Its not where you want to go, but its knowing how to get there. Its not how high you want to rise, but its knowing how to take off It may not be quite the outcome you were aiming for, but it pass on be an outcome Its not what you dream of doing, but its having the knowledge to do it Its not a set of aims, but its more like a vision. Its not the goal you set, but its what you need to achieve it Training is to the highest degree knowing where you stand (no matter how just or bad the current situation looks) at present, and where you provide be afterwardswards roughly point of time. Training is round the acquisition of knowledge, skills, and abilities (KSA) through professional development. FEW DEFINITIONS- A planned process to modify attitudes, knowledge or skills behavior through encyclopedism experiences to achieve effective performance in an activity a range of activities.Its purpose, in the work situation, is to develop the ability of the individual and to satisfy the current and incoming needs of the organization. (Man power services commission 1981) The purpose of ascertaining new employees the basic sills need to perform their occupancys. (Gary Dessler 1985) Training consists of planned course of instructions designed to improve performance at the individual group and /or organizational levels, which in turn gives measured changes in knowledge, skills, attitudes and/or social behavior. (Wayne Cascio, 1995) Training is an art of change magnitude the knowledge and skills of an employee for doing a cross work. Peter F. Drucker) Training is the act of change magnitude the skills of an employee for doing a particular bloodline. (Flippo) Training is the act of increasing the knowledge and skills of an employee for doing a particular job. (Arun Monappa and Saiyadain) PURPOSE OF TRAINING- In the modern co-operative environment the necessity or knowledge employees may arise for different reasons as follows a. To enable live employees and new recruits to under take operations involving new engine room. b. To adopt the breathing methods and techniques to changing needs. c. To improve the qualification of work performance by employee. d.To achieve higher productivity. e. To reduce supervision time, minimize spoilage and wastage of material. f. To d evelop the potentiality abilities or work-men etc. , AREAS OF TRAINING- 1. Training in company policies or procedures- The objective is to orient new employees with the set of rules Procedures, management, organization structure, environment and products, which the partitioning has and/ or deals with. Orientation is a continuous process aimed at the accommodation of all employees to new and changing situation.It aims to impart the facts Of company rules of policy, to create attitudes or confidence in the company, pride in its information about needs or skills, development, quality of production and work organization. 2. Training in particular skills- Training f employees for particular skills is under taken to enable the employees to be more effective on the job. It is here and now proposition, some what like induction prep, which does not have a very significant development a certain contribution to the job, for instance, sales didactics and machine skills. 3. Training in hu man relation-Training is a patient of course embracing many different aspects. Self-learning and inter-personal competence can be admit in this category, all concerned with generally the some theme. It sievees a concern for individual kindred for sense and treating . people as Human Beings sort of than a machine. not only in this concern and informedness in ones attitude and behavior conductive to give work place relation but also to enhance productivity. This category of readiness is oriented towards the development of the individual and consequently the organizations efficiency in terms of give way team work. 4.Problem- answer nurture- Many companies programmes also revolve around organizational units, like divisions or branches, which generally handle a product line. The practice is to call together all managerial, force, in a particular division/branch from both the head living quarters and the field offices and discuss common problems and solutions across the tabl e This is not only alleviates to solve problems, but also serve as a from for the change of ideas and information, which could be utilized in other situations. 5. Managerial and supervisory prepare- The managerial job combines both techniques and conceptual knowledge.If it were of a specialist, it would emphasize. rough techniques and knowledge like operations, research, finance, production and personnel management. 6. Apprentice train- The apprentice act, 1961 was found on the philosophy of providing some technical for unskilled people in order that there manipulation opportunity is enhanced, or alternatively to serve them be self-employed. Industrial organization in specified industries is essential to train apprentice in promotion to their work force in designated trades. The continuance of train is 1 to 4 years. TRAINING METHODS/TECHNIQUES On the job methodThis type of schooling is also known as job precept information in the individual is placed on a unbendable jo b and taught, the skills necessary to perform that job on the job knowledge has a advantage of giving first hand knowledge and experience under the actual functional conditions. (a) Job Rotation- This type of nurture involves the movements of the trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor or Trainer in each of the different job assignments. This method gives an opportunity to the Trainee to understand the problems of employee on other jobs and respect them. b) Coaching- The trainee is placed under a particular supervisor functions s a coach in information the individual, the supervisor provides return back to the trainee in his performance and offers him some of the duties and responsibilities of the coach and relieves him of his burden. A limitation of this method of cultivation is that the trainee may not have the freedom or opportunity to express his own ideas. (c) job- bidding- This method is also known as tuition through step by step. Under this method, trainee explains the trainees the way of doing the jobs.Job knowledge, skills and also him to do the trainee, provides feed back information and repairs the trainee. Off the- job method Under this method of teaching, trainee is separated from the job situation and his attention in focused upon learning the material related to his future job performance. (a) Vestibule bringing up- In this method, actual work conditions are stimulated in a classroom. Material, Files and equipment those are used in actual job performance are also used in educational activity. This type of rearing is commonly used for training for clerical and semi-skilled jobs. b) Role- playing- It is delimit as a method of human interaction that involves realistic behavior In imaginary situation. This method of training involves action, doing and practice. The particular play the role of certain characteristics, such as the production manager, mechanical engineer , fore men and the like. This method is nearlyly used for ontogenesis inter-actions and relations. (c) Lecture method- This lecture is a traditional and direct method of schoolings. The teacher organizes the material and gives it to a group of trainees in the form of a talk to be effective.The lecture must incite and create interest among the trainees. An advantage of lecture method in that it is direct and can be used for a large group of trainees. Thus costs and time involved are reduced. (d) Confidence discussions- It is a method of training the clerical professional and supervisory personnel. This method involves a group of people who bear ideas, examine and share facts, ideas and data. Test assumptions, and draw conclusions, all of which contribute to the value of job performance. Discussions has the discussion involves two-way communications and feed back is provided. e) Programmed operating book of instructions- The subject matter to be learnt is presented in a series of carefully planned sequential units. These, units are arranged from single to more complex levels of instructions. The trainee goes through these units by answering questions or filling in the blanks. This method is expensive and time consuming. perplexS OF TRAINING The system regulate consists of five phases and should be repeated on a regular basis to make moreover improvements. The training should achieve the purpose of part employee to perform their work to required standards.The steps involved in System Model of training are as follows 1. Analyze and identify the training needs i. e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 2. Design and provide training to meet identified needs. This step requires maturation objectives of training, identifying the learning steps, sequen cing and structuring the topics. Evaluating 3.Develop- This phase requires listing the activities in the training program that go away assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals objectives. 4. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program. 5 each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices. TRANSITIONAL MODEL Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which trainingmodei. e. innerloopisexecuted. Vision focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statemen t orders that where the organization sees itself few years down the line. A vision may include shot a role mode, or bringing some indispensable transformation, or may be promising to meet some other deadlines.Mission explain the reason of organizational existence. It identifies the position in the community. The reason of maturation a mission statement is to motivate, inspire, and inform the employees regarding the organization. The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. Values is the translation of vision and mission into communicable ideals. It reflects the deeply held values of the organization and is independent of current industry environment.For example, values may include social responsibility, excellent customer service, etc. The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The obje ctive is formulated keeping these three things in mind and past the training model is further implemented. INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL (ISD) MODEL Instructional System Development model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance.Training objectives are defined on the basis of job responsibilities and job translation and on the basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages 1. ANALYSIS This phase consist of training need sagaciousness, job analysis, and target audience analysis. 2.PLANNING This phase consist of setting goal of the learning outcome, instructional objectives that measu res behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, flight simulator and the training program, strategies to impart knowledge i. e. selection of content, sequencing of content, etc. 3. DEVELOPMENT This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc course material for the trainee including handouts summary. . EXECUTION This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and othertrainingaccessories. 5. EVALUATION The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. This phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program.It also highlights that feedback is an all important(predicate) phase throughout the entire training program. In this model, the out enthrone of one phase is an input to the next phase. BENEFITS OF TRAINING- * It leads to change serviceability and/or more positive attitudes towards profit motivation. * Improves the job knowledge and skills at all levels of the organization. * Improves the morale of the work force. * Helps in creating a better corporate image. * Fasters authenticity, openness and trust. * Improve the relationship surrounded by bosses and subordinate * Aids in organizational development Learns from trainee * Aids in catch and carrying out organizational polices * Provides information for future needs in all areas of the organization * Organization gets more effective decision-making and problem solving * Aids in developing leadership sill mo tivation, loyality, better attitudes, and other aspects that successful workers and managers usually display * Helps keep costs down in many areas, e. g. , production, personnel, and administration etc. , * Develops a sense of responsibility the organization for being competent and knowledgeable. * Improves labour-management relation Reduces alfresco consulting costs by utilizing competent internal consulting * Stimulates preventive management s opposed to putting out fires eliminates Sub-optimal behavior (such as hiding tools) * Aids in handling conflict, thereby helping to prevent stress and tension. Importance of Training Objectives Training objective is one of the most important parts of training program. While some people think of training objective as a waste of important time. The counterargument here is that resources are al shipway limited and the training objectives actually lead the design of training.It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, 1. Trainer 2. Trainee 3. Designer 4. judge Trainer The training objective is also well(p) to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments.Also, trainer comes in a position to establish a relationship between objectives and particular segments of training. Trainee The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some intent. Not knowing anything or going to a place which is enigmatical creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful.The objectives create an image of the training program in trainees mind that actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is lots higher than the situation in which no goal is set. Therefore, training objectives helps in increasing the probability that the participants will be successful in training. Designer The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then hell buy the training package according to that only.The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing in effect in an unexpected situation. Consider an example the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i. e. when there is a defect in a product or when a customer is angry.Therefore, without any guidance, the training may not be designed appropriately. Evaluator It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants. DEVELOPMENT In days competitive environment, an organization has to be concerned about the development. Development in the preparation and education of manage to effectively manager their people while at the same time achieving the strategies and goals of their company.Development in a continuous processes and seeks to being about behavior change in trainee managers by cultivating their mental and inherent qualities. The Major Qualities Of The Development Programme Are * The continuing improvement and development of present managers * Provisions of an adequate number of well-qualified managers for the future. * Optimum utilization of manpower of the organization * Prevention of managerial obsolesces An effective development programme to achieve to above mentioned objectives should include the spare-time activity * A carefully considered plan and organization and for carrying out the programme. A bimonthly appraisal or evaluation of each manager regarding his performance in the various stages of development under the programme * A continuous finishing and support from top management A number of management methods are available. Anyone of them can contribute to the objectives of the organization but only if the techniques are providentially selected, diligently and rigorously evaluated. Often techniques are used in the combina tion in long-term development programme. approximately of these techniques are * Coaching and counsellor * Job rotation * Conference / discussion * Programmed and information processing system aid instruction * Role-playing Team group training Coaching and counseling This is one of the most popular management development techniques where effective senior manager teach the new managers. The coach superior sets a life-threatening example of what a manager does while doing about daily business. The new manager exemplifies the correct behavior attitudes, assigned specific and challenging goals and provides trainees with frequent and immediate feedback concerning their job performance. The coach also delegates enough authority to the trainees to make some decision. This progress not only provides opportunities to learn but also allows a feeling of self-confidence to develop.Job Rotation- Management trainers and educationalist, has often preached move the manager around when the mana ger is moved from one department to another, it gives him from a unspecific exposure to the strength and weakness of the company and much better soul then he could otherwise possess. Guided conference / Discussion- The direct discussions type of conference in an improvement over straight lecturing, the instructor known in advance what information or procedure he wants to bring our, and guides the discussion accordingly. Programme and computer aid instructions-Programmed instructions are based on certain behavioral laws that relate to principles of reinforcement. The important feature of programmed instruction is that it Provides immediate feedback on whether the participants answered correctly or not. To facilitates this, the instructors are designed in such a way that all future learning. Programmed instructions can have been developed in computer help format. In such a format, managers sit at a computer terminal with a monitor. The computer is programmed with the training mate rials. The potential for computer based training is virtually unlimited.It is generally agreed that because of such advantage as self-pacing, privacy, immediate feed back convenience and adoptability it will became one of the most popular training and development approaches available. Role-Playing- In which roles as assigned to trainees to act out as they would do in their real life. It is helpful in training managers to deal with human relation management. Participants learn to appreciate others point of view. They experience a situation emotionally. It makes them more self-conscious and analytical in their behavior. It also permits the participants to take the stand imaginations and care in finalizing solutions.Team group training- This technique is also known as sensitivity training, laboratory training and executive action. Team group training is concerned with the real note stimulated problem existing with in the team group itself. It helps participants to learn about themselv es their weaknesses and emotions to develop insights in to how they contradict to other and also how others react to them, to abide by out how to behave more effectively in inter personal relations to develop more open, authentic relations among people. T-group are really small discussion groups with no set leader, they have no fixed and mutual impact of the participants.But T-group training involves creation of stress situation, which go out of control. Importance of Training and Development Optimum consumption of Human elections Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development o f skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of Human rationality and an overall personality of the employees. Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spunk Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. Quality Training and Deve lopment helps in improving upon the quality of work and work-life. Healthy work-environment Training and Development helps in creating the healthy working environment.It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health and asylum Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. esprit de corps Training and Development helps in improving the morale of the work force. ascertain Training and Development helps in creating a better corporate image. profitableness Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i. . Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies Training and Development helps in developing leadership skills, motivation, lo yalty, better attitudes, and other aspects that successful workers and managers usually display. Human Resource Development Boundary From the determination of training of needs to providing the training through to the assessment of the effectiveness of the training imported. PROCESS OF TRAINING AND DEVELOPMENT THAT IS FOLLOWED BY APCPDCL.The old geezer General Manager (HR IR), the General Manager (IR Legal), the DE/CPTI and other officers are winning care of the resources to train, qualify, and develop the employees in APCPDCL. The annual figure on training sector of CPDCL is increased for this year(2011) is 2. 61 crores from 62. 5 lakes of previous annual budget of training sector. The company has following two types of training. They are 1) In-House Trainings, and 2) External Trainings In-House Trainings The company has its own training centre that is CPTI,it was located at GTS colony in Hyderabad.It is one of its kind and is fully equipped with following are 1 Mess (full fl edged) 7 Lecture houses with a capcity of 360 parx 69 Individual hunting lodge rooms 3 Suite rooms for guests The company has spent rough 7 crores for the development of infrastructure at CPTI. CPTI DE(CPTI) AE(Tech) AS(CPTI)PG Sub-Division IAE I Sub-Division IIAE II AO(CPTI)Accounts Maintaince staff Maintaince staff SUB-DIVISION I - Under this, ADE and AE organize the following programs for the employees of APCPDCL likeINDUCTION Programmes REFRESHER Programmes MONTHLY ProgrammesUN PLANNED or TAILORE make Programmes I. INDUCTION TRAINING- The newly recruited employees under direct recruitment, compassionate appointment and medical revocation are given Induction training. The period of this training is generally 1 month or 25 working days. The roles and responsibilities of the recruitees are discussed along with the eagle-eye description of the works to be carried-out by them in APCPDCL.. In this programme,the trainees will be given the four types of Training. They are.. * Room t raining * Live demos of various technical items in the lab at CPTI. Field visits to EROs, Section offices, etc. * On shore training Interaction with the personnel working in the fields. These are giving to the employees to get the awareness for how to check with pragmatic knowledge. II. MONTHELY or REGULAR PROGRAMMES - The regular programmes will be conducted for the employees to gain the indepth knowledge and practical knowledge on work job. usually this programmes conducted about 3 to 5 days. III . REFRESHER TRAINING - This type of training will be given to the employees for indepth study but less in number with comparison to regular programmes.The maximum number of days is 7 to 15 days on depending upon the number of participants and cader of the departments also considered. IV. UN PLANNED or TAILOR MADE PROGRAMMES - Whenever there is a need of training on some special programs to get the awareness to the employees CPDCL will organize the un planned or run up made programmes li ke Rajiv Gandhi Graama Vidyuth Yojana and M O U side programmes SUB-DIVISION IIAt this division the company organizes the MOU with side programmes. The main two programmes are. 1) The depicted object franchiese programmes ) The National training programme for CD employeesIn this division the ADE/AE will plans to get the funds to the company through marketing of lecture halls elbow room giving the lecture halls to other organizations on rent basis. The sub-division caders has to create the rationalize made programmes for out of doors organizations based on their requirement. The also comes under Sub-division II i. e Indoor and Out door labs for technicality purpose. EXTERNAL TRAINING The outside training shoulb be approved by the CMDBOD.Whenever there is a suited programme for the employee of CPDCL the management favours in takes the decision favoure to the programme. Generally CPDCL has been deputed personnel for the programmes organized by organizations like ESCI (engineering staff college of instistute) ASCI (administrative staff college of institute) CIRE (central institute for rural electrification) etc are at Hyderabad. BESCOM CPRI NTPC(national thermal power corporation) TETRA TECH MYS YADE INSTRUMENTS JAIPOR PRODUCTIVITY COUNCILL etc are outside of the Hyderabad. DATA INTERPRETATION OF TRAINING AND DEVELOPMENT tabulate 5. 1 Respondents touch on training facilities available in organization. S. NO. OPTIONS RESPONDENTS 1 Excellent 25 2 goodly 75 3 Poor 0 adaptation The question was asked regarding their feeling about their training facilities at their Organization. 25% expressed that they are proud to work there, and 75% expressed happy. . TABLE 5. 2 Respondents effect on training programme reclaimable for day-to-day activities. S. NO. OPITIONS RESPONDENTS extremely Satisfied 26% 2 Satisfied 60% 3 Not Satisfied 14% explanation In the above table there is an indication of percentage about the answers obtained from the employees about the training programmes conducted in the company and it is found that 86% of the people are happy with the training and those who are not live up to with training programs are14%. TABLE 5. 3 Respondents picture about training helps in personal development. S. NO. OPTIONS RESPONDENTS destiny 1 To vast outcome 60 60% 2 To Some extremity 10 10% Very Little Extent 30 30% Interpretation 60% of the employees opinioned that training helps in personal development, 10% of the employees opinioned that training may or may not help in personal development. And 30% of the employees do not feel that training help in personal development. From this we can identify that maximum number of the employee suffrage for training helps in personal development. TABLE 5. 4 Respondents opinion on improvement in their performance after attaining training programme. S. NO. OPTIONS RESPONDENTS PERCENTAGE 1 Excellent 70 10% Good 10 70% 3 Satisfactory 20 20% Interpretation The above question is about the improvement in performance after training program. Because it is very important for the smooth flow of work to ultimate result 70% of the employee opinioned that performance after attaining the trainer is good. 10% of the employee utter that there will not be any difference in the performance after or before. 20% of the employee said that performance is better before attaining training. TABLE 5. 5Respondents opinion to what extent the training programme helped in your job. S. NO. OPTIONS RESPONDENTS PERCENTAGE 1 To Large Extent 65 65% 2 To Some Extent 35 35% 3 Very Little Extent 5 5% Interpretation The above question is to know about the helpfulness of training requirement for the employees in the FFF organization. 65% of the employee opined that training helps in their job and 35% of the employee viewed that it may or may not help, and 5% of the employees opined that training does not help in their job. TABLE 5. 6 Respondents opinion on efficacy available fo r training from at bottom the organization or from outside the organization?S. NO. OPTIONS RESPONDENTS PERCENTAGE 1 Excellent 35 35% 2 Good 15 15% 3 Satisfactory 50 50% Interpretation Faculty affects the productivity of an employee, so that he can put his better effort than previous, it improves moral of an employee. There the table indicates 35% of the employee feel that trainer should be from out side the organization 15% of the employee feel that trainers should be from inside the organization. 50% of the employees should be from both, out side and from inside the organization. TABLE 5. Respondents opinion to what extent the equipment, company adopts new technology? S. NO. OPTIONS RESPONDENTS PERCENTAGE 1 To Large Extent 60 60% 2 To Some Extent 35 35% 3 Very Little Extent 5 5% Interpretation When a person may have skill to be utilized then there should be required equipment, but it might not be recognized by an organization unless utilized skill leads to loss t o both the organizations and individuals, intention behind asking this question is to advice the organization to try to recognize the needs of 60% of people which are to be utilized for your organization.TABLE 5. 8 Respondents opinion on criterion for giving training? S. NO OPTIONS Respondents theatrical role 1 Company overall development 10 10% 2 Company improvement 60 60% 3 Future career growth 30 30% Interpretation The work load should not be over loaded and under loaded work should be assigned to a worker taking in to consideration of job description, which is concerned on training criteria. 10%, 60%, 30% of people have expressed their high atonement, satisfaction and dissatisfaction respectively. TABLE 5. Respondents opinion about on the job training or off the job training? S. NO. OPTIONS Respondents Percentage 1 On the job training 15 15% 2 Off the job training 50 50% 3 two a & b 35 35% Interpretation Quality of job training has nearest relationship with the on the job tr aining and off the job training which leads to high training, the above tables show the highly well-provided employees are 15%, satisfied employees are 50% are 35% number of employees is not satisfied regarding their quality of training. TABLE 5. 10 Respondents opinion on training, which is provided by FFF on the safety programmes are very much helpful for your personal life or at the work place? S. NO. OPTIONS Respondents Percentage 1 Only for personal life 5 5% 2 only for work place 40 40% 3 both(prenominal) a & b 55 55% Interpretation Training should be very effective in any organization, which leads to discipline in organization, so that training facilities affect the productivity of individual employees personal life.In FOODS, FATS & FERTILIZERS there is a dress circle of dissatisfaction regarding safety programmes. It is need to be improved. CHAPTER-4 SUMMARY SUMMARY I have done a study on TRAINING and DEVELOPMENT a concept of human resource management In AP CPDCL, which is located at Hyderabad. The importance of the study of the Training and development is the emergence of new mode in the economic environment. In this study the concept of training and development was used as an umbrella for describing various personal policies and practices. The major source of data for the training and development in APCPDCL is questionnaire.The data was given by the employee is based upon their perception on the different items in the questionnaires. The questions were asked about their training levels of employees regarding the factors, which affect the training and on their development of the employees work life. From the above analysis it is clear that the performance of the company is quite good in all sectors. The training for all the departments like technical awareness and behavioral finally shows a change in the work of all the employees. This training is planed in such a way that all the employees show interest in learning new things.The t raining helps employees in learning new things. Moreover the company is also supporting the employees in their industrial visits too, where the family members of the employees are also allowed. Keeping view of the companys awareness, it has geared itself for a multifaceted growth achieving productivity of human resource. FINDINGS * It is observed that most of the employees are satisfied with the training practices of the organization. * It is observed that most of the respondents who are satisfied with the TRAINING facilities in the organization. It is observed that most of the employees are satisfied with the working conditions in the organization. * It is observed that more than half of the employees are satisfied with the salaries and other benefits provided by the company. * Expected return on the training progrmmes is being achieved. * The Companys training institute, CPTI is one of its kind and is fully equipped with audio-video enhancements in the Lecture halls, hygienic hos tel rooms and best quality food, good refreshments and cooperative staff. * The Company has a training policy of 3 to 5 mandays of training for each and every employee. The Company is organizing TAILOR-MADE programmes whenever necessary to its employees to strengthen, update and refresh their knowledge. * The personnel are deputed for External trainings by the management when suitable programmes are being organized by various organizations irrespective of their location i. e. , either at Companys headquarters (Hyderabad) or outside like Delhi, Jaipur, etc. * the company is currently upgrading itself from fall guy 4. 7 to SAP 6. 0 Version which includes HCM, Trainings etc. * The model followed in CPDCL is SYSTEM Model. SUGGESTIONS The employment of retired employees should be in limit because they do not have more responsibilities when compared to the regular employees, thus we can reduce the average age of the employee. It helps in increasing the skill of the employee. * While rec ruiting the employees, preference should be given to both the qualifications and experience of the prospective employee. * Motivational camps should be done for the employees for reducing absenteeism. * key training for semi-skilled, UN skilled then they have some talent in a particular field. ANNEXURE Bibliography QuestionerBIBLIOGRAPHY IJTD MAGAZINE- Indian Journal of Training and Development P. Subbarao Essentials of Human Resource Management And Industrial Relations V. S. P. Rao Human Resource Management, text & cases Mizra S Saiyandain Human Resource Management Keith Devis Behaviour of men at Work QUESTIONNAIRE FOR TRAINING AND DEVELOPMENT Name Age Qualifications name Period of Training (in days) Service in FFF (in years) 1) What is your opinion on training facilities available in your organization? a) Excellent b) Good c) Poor 2) What is your opinion about your working conditions or environment? a) Highly satisfied b) tolerable c) Not Satisfactory 3) To what exten t you found the training program useful for day-to-day activities? ) Highly Satisfied b) Satisfied c) Not Satisfactory 4) Do you feel training department provides a congenial for learning? a) To Large Extent b) To Some Extent c) Very Little Extent 5) Do you feel that training helps in personal development? a) To Large Extent b) To Some Extent c) Very Little Extent 6) How do you find the change or improvement in your performance after attaining training program? a) Excellent b) Good c) Satisfactory 7) How do you find training program helped content designed? a) Excellent b) Good c) Satisfactory 8) To what extent the training program helped in your job? ) To Large Extent b) To Some Extent c) Very Little Extent 9) What is your opinion on mental faculty available for training program? a) Excellent b) Good c) Satisfactory 10) What is your opinion on infrastructure available in FOODS, FATS & FERTILISERS organization for the training program? a) Excellent b) Good c) Satisfactory 11) To wh at extent the equipment, company adopts new technology? a) To Large Extent b) To Some Extent c) Very Little Extent 12) What were the criteria for giving training? a) Company overall development b) Company improvement c) Future career growth 3) You requires on the job training or off the job training? a) On the job training b) Off the job training c) Both a & b 14) Training requires only new employees or existing employees? a) New Employees b) Existing Employees c) Both a & b 15) The training, which is provided by FFF on the safety programmed, are very much helpful for your personal life or at the work place? a) Only for personal life b) Only for work place c) Both a & b 16) Is management staff participated with you in training programme? a) Yes b) No c) Comment 7) Are you feel it necessary to participate management with you in training programme? a) Yes b)No c) No comment 18) Trainers come from outside or your employers only? a) Our employers b) Outsiders c) Both a & b 19) How could that the atmosphere also plays a vital role in training programme? a) Yes b) No c) No comment 20) After training the management will motivate or leave you? a) Motivates us b) Leaves us c) No comment 21) Are you requiring only safety measures training or technical training? a) Safety training b) technical training c) a & b