Hr project on Employee Training and Developement

Hr project on Employee Training and Developement at SREE RAYALASEEMA HI-STRENGTH HYPO LTD.

 

 

As part of my curriculum the present study is performed to find out the satisfaction level of the employees towards the TRAINING AND DEVELOPMENT ACTIVITIES IN SREE RAYALASEEMA HI-STRENGTH HYPO LTD.  In this report I have presented study in the form of the following chapters.

 

Chapter-I   : Contains information about the theoretical Frame Work, Industry Profile, Company Profile, Group Profile

 

Chapter-II  :  Contains information about the Need for the Study, Objectives, Limitations, Training and Development Activities in SRHH Ltd.

 

Chapter-III          : Data Analysis And Inferences of the Data

 

Chapter-IV          : Contains information about the Summary of findings, Suggestions, Conclusions.

 

Annexure   :  Questionnaire, Bibliography.

PREFACE

I

ACKNOWLEDGEMENT

II

CONENTS

III

LIST OF TABLE & CHARTS

IV

LIST OF FORMATS

V

Chapter – I

:

INTRODUCTION

 

 

 

  • Ø Theoretical Frame Work

1

 

 

  • Ø Industry Profile

20

 

 

  • Ø Company Profile

22

 

 

  • Ø Product Line

27

 

 

  • Ø Sree Rayalaseema T.G.V. Group Profile

32

Chapter – II

:

OBJECTIVES & METHODOLOGY

 

 

 

  • Ø Need for the Study

35

 

 

  • Ø Objectives

36

 

 

  • Ø Limitations

36

 

 

  • Ø Training and Development Activities in SRHHL

37

 

 

  • Ø Training  Programmes in SRHHL

47

 

 

  • Ø Methodology

53

Chapter – III

:

ANALYSIS OF TRAINIG & DEVELOPMENT ACTIVITIES AT SRHHL & INFERENCE

 

 

 

  • Ø Data Analysis

56

Chapter – IV

:

SUMMAY OF FINDINGS, SUGGESTIONS & CONCLUSIONS

 

 

 

  • Ø Findings

73

 

 

  • Ø Suggestions

74

 

 

  • Ø Conclusion

75

ANNEXURE

:

  • Ø Questionnaire

76

 

 

  • Ø Bibliography

78

Introduction to Human Resources Management

         An organization may be manufacturing firm, a business concern, an insurance company, a government agency and even families. It may be big or small, simple or complex; it consists of human grouping in which work is done for accomplishment of some specific goal differ, they have there own objectives, which may be constant or modified according to the circumstance.

Adequate resources are required to look after the various functions set for the organization. These resources are men and materials, which have to be arranged by individuals called manager. While human resources available to the management in an organization are only a part of resources, it is only through the combined effort of the money and material resources are utilized for organizational goals, hence managing these resources is vital.

Definitions:    

                        “ Human resources management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational, and social objectives are accomplished.”                                     

– EDWIN B.FLIPPO                                                                  

                   “Human resources management a series of integrated decisions that form the employment relationship; their quality contributes to the ability of the organizations and the employees to achieve their objectives.”

                                       — George T.Milkovich and Johari W.Boudeau.

Human resources management is the field of management concerned with employing people, developing their human resources, utilizing for maintaining and compensating their service in tune with the job and organizational requirements. The important objective rather responsibility of HRM is the Human resources management.

 
EMPLOYEE TRAINING

 

The motivation to learn is deeply rooted to human personality, though in many individuals such an impulse may lie dormant unless evoked by circumstances, Nevertheless, people in various organizations do recognized benefits inherent in education and training and they often benefits inherent in education and training and they often not only expect but also demand developmental experiences in their employment setting.  Therefore, once a person is finally selected by an organization as a member of its manpower or personnel, it is necessary to ensure that he is adequately placed in the right job and to see that what ever training is required for the individual, it is appropriately programmed and necessary development facilities are properly provided so that the individual is helped to fit into the present job as well as the future carrier planned for the particular person.

           Every organization needs to perform the activities that have to be done.  If the current or potential job occupant can meet this requirement, training is not important.  But this is not the case, it is necessary to raise the skill levels and increase the versatility and adaptability of employees.  In a rapidly changing society, employee training and development is not only and activity that is desirable but also sufficient funds must be committed. 

           Training is a corner stone of sound management for it makes  employee more effective and productive organizations and individuals should develop and progress simultaneously for their survival and attainment of mutual goals.  Modern management has to develop the organization through human resource development.  Employee training is the most important sub-system of human resource development.  Employee training is a specialized function and is one of the fundamental operative functions for human resource management.

 MEANING:

           After an employee is selected, placed and introduced he or she must be provided with training facilities.  Training is the act of increasing the knowledge and skill of an employee for doing a particular job training is a short-term educational process and utilizing a systematic and organized procedure by which employee learn technical knowledge and skills for a definite purpose.

           “THE ORGANIZED PROCEDURE BY WHICH PEOPLE LEARN KNOWLEDGE AND OR SKILL FOR A DEFINITE PURPOSE”.

–         DALE S.BEACH.

 A formal definition of training and development is “ It is any attempt to improve current or future employee performance by increasing and employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge.  The need for training and development is determined by the employee’s performance deficiency, computed as follows:”

 Training and development need=Standard performance – Actual Performance.

Training improves, changes, and moulds the employee’s knowledge, skill, behavior, aptitude and attitude towards the requirements of the job and organization.  Training refers to the teaching and learning activities carried on for the primary purpose of helping member of an organization, to acquire and apply the knowledge, skills, abilities and attitudes needed by a particular job and organization.

Thus, training bridges the differences between job requirements and employee’s present specifications.

 Difference between Training and Development:

Employee training is distance from management development.  Training’s refers to training given to employees in the areas of operations. Technical and allied areas.  The development refers to developing and employee in the area’s of principles and techniques if management, administration, organization and allied area’s.

 IMPORTANCE OF TRAINING:-

          The importance of human resource management is to a large extent depends on human resource development.  Training is the most important technique of human resource development.  Training is important to develop the employee and make him suitable to the job because no organization can get a candidate who is suitable to the job and its requirements.

          Job and organizational requirements are not static; they are changed from time to time in view of technological advancement and change in the awareness of the total quality and productivity management (TQPM).  The objective of TQPM can be achieved only through training, as training develops human skills and efficiency.  Trained employees would be a valuable asset to an organization.  Organizational objectives like viability, stability and growth can also be achieved through training.

 NEED FOR TRAINING:-

           Every organization should provide training to all employee’s irrespective of this Qualification, skill, suitability for the job etc., Training is not same thing that is done once to new employee’s, it is used continuously in every will run establishment.

          Specifically, the need for training arises due to the following reasons:-

  1. To much the employee specification with the job requirements and                                  
  1. The primary goal of most of the organization is their viability and  efficiency.  But environmental premises continuously influence the organizational viability.
  2. Every organization, in order to service and to effective, should adopt latest technology i.e., mechanization, computerization and automation.  Organization should train the employee’s to enrich them in the areas of changing technical skill knowledge from time to time.
  3. Companies constantly search for opportunities to improve organizational effectiveness.. Training is responsible for much of the planned change and effectiveness in on organization as if purpose the people to be the change agents and implement the programs of effectiveness.
  4. Trends in approach towards personnel management has changed from commodity approach to partnership approach, closing the human relations.
  5. Training is also necessary when the existing employee is promoted to the higher level in the organization and when there is some new job or occupation due to transfer.

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