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					                               INTRODUCTION

       The Human Resources Management (HRM) function includes a variety of
activities, and key among them is deciding what staffing needs you have and whether
to use independent contractors or hire employees to fill these needs, recruiting and
training the best employees, ensuring they are high performers, dealing with
performance issues, and ensuring your personnel and management practices conform
to various regulations.


       Activities also include managing your approach to employee benefits and
compensation, employee records and personnel policies. Usually small businesses
(for-profit or nonprofit) have to carry out these activities themselves because they
can't yet afford part- or full-time help. However, they should always ensure that
employees have -- and are aware of -- personnel policies which conform to current
regulations. These policies are often in the form of employee manuals, which all
employees have.
                    <




               Note that some people distinguish a difference between HRM (a major
management activity) and HRD (Human Resource Development, a profession). Those
people might include HRM in HRD, explaining that HRD includes the broader range
of activities to develop personnel inside of organizations, including career
development, training, organization development, etc.


        There is a long-standing argument about where HR-related functions should
be organized into large organizations, "should HR be in the Organization
Development department or the other way around."




                                        [1]
 MEANING


        Human Resource Management is the organizational function that deals with
 issues related to people such as compensation, hiring, performance management,
 organization   development,      safety,   wellness,   benefits,       employee    motivation,
 communication, administration, and training.


 According to Coleman –
                               HRM or manpower planning is defined as “The process of
 determining manpower requirements and the means for meeting those requirements in
 order to carry out the integrated plan of the organization”.


According to Ivancevich and Glueek –
                        “Human      resource       management       a    function   performed     in
 organization that facilitates the most effective use of people (employee) to achieve
 organizational and individual goals”.


        But these traditional expressions are becoming less common for the theoretical
 discipline. Sometimes even industrial relations and employee relations are confusingly
 listed as synonyms although these normally refer to the relationship between management
 and workers and the behavior of workers in companies.



        The theoretical discipline is based primarily on the assumption that employees
 are individuals with varying goals and needs, and as such should not be thought of as
 basic business resources, such as trucks and filing cabinets. The field takes a positive
 view of workers, assuming that virtually all wish to contribute to the enterprise
 productively, and that the main obstacles to their endeavors are lack of knowledge,
 insufficient training, and failures of process.

                :




                                             [2]
INTRODUCTION TO THE TOPIC


        Training needs analysis process is a series of activities conducted to identify
problems or other issues in the workplace, and to determine whether training is an
appropriate response. The needs analysis is usually the first step taken to cause a
change. This is mainly because a needs analysis specifically defines the gap between
the current and the desired individual and organizational performances. The
employment of trainers has given raise to a number of social, psychological,
economic and legal problems.


        Their working conditions are unsatisfactory, especially in the unregulated
factories, where they have to work in ill-ventilated, ill-lighted congested and
positively dry atmosphere.


        Employee unaware about their complete job profile, Shyness and not willing
to participate Lack of Interest from Employee Most of them are ill-literate people so
they do only their work they are not able to do other technical work Since they are
daily laborers they don’t want to lose their daily Income by participating training
program Employer shows less interest in employee’s developmental activities It is
time consuming and expensive process Lack of awareness of the employee’s towards
recent trends in their fields.




                                         [3]
NEED FOR THE STUDY
          Company constitutes pooling of members of scarce resources like men,
material, machinery and money.


          They are to be properly organized and coordinated in the accomplishing the
desired results. It is wider implications both on company and employees too.


          Any organizations strives its best to follow and develop suitable techniques
to attract suitable desirable candidates. As such the management of also left the
immense need to undertake the project study on recruitment.


          Recruitment is a process to attract people with the multi-dimensional skills
and experience that suits the present and future organizational strategies.


.




                                          [4]
OBJECTIVES OF THE STUDY


       The main objective of the present study is to evaluate the overall training
needs of employees of, Andhra Pradesh Industrial Infrastructure Corporation
Hyderabad. And other related objectives are:

            To observe the existing training programs offered infrastructure to find
              the problems about the training at. infrastructure

            To identify the gaps that exists between the current training situations.

            To identify the future requirement in training.

            To inspire more effective team works to meet the organizational
              objectives.

            To offer suitable suggestions to improve the training members.




                                         [5]
SCOPE OF THE STUDY

            It helps the organization to plan the training and their needs for
               productive results.

            The organization will know in the state it is now after conducting so
               many training programs.

            It is necessary to prepare existing employees for high level jobs
               (promotion).

            It’s necessary when a person moves from one job to (transfer) .after
               training.

            Employee can change jobs quickly, improve his performance levels
               and achieve career goals comfortably.


       The study is directed towards identifying the present needs for training policy
and its effectiveness in terms of number of people.




                                         [6]
LIMITATION OF THE STUDY


   The study is undertaken only at infrastructure in Hyderabad.

   The major shortcoming faced by the researcher is lack of time, because of

     which the analysis was confounded to a limited area of study.

   The study may suffer from analysis of statistical tool.

   Lack of time factors




                                       [7]
RESEARCH METHODOLOGY


       The following methodology is adopted for doing the present study.


Research design


       This study used the analytical research design. This is typically concerned
with determining frequency with something occurs or how two variables vary
together. Analytical study is a system of procedures and techniques of analysis applied
to quantitative data. It may consist of a system of mathematical models or statistical
techniques applicable to numerical data.


Sampling design
,




       Sampling unit: Respondents have been selected from all the level of
infrastructure employees. Sampling size: Respondents are mostly selected form one
level. So the sample size is limited to 125 due to availability and the busy schedule of
the employees.


Sampling procedure
       The sampling method used was simple random sampling. This sampling
method was used because of lack of time and lack of thorough knowledge about the
Universe. The sample size was fixed to 125 respondents.


Data required
       The information required for the study was directly collected from the
employees through questionnaire.




                                           [8]
DATA COLLECTION

Primary data
          These are fresh data which are collected for the first time such as observation,
personal interview, and questionnaire.


Secondary data
          To supplement the primary data, secondary data is required. This is obtained
from the company profile, internet and various other hand books on the subject
matter.




                                            [9]
                           INDUSTRY PROFILE


       Overview on India's Software Industry According to statistics, country's
software exports reached total revenues of Rs 46100 crores. The shares of total Indian
exports from 4.9 per cent in 1997 to 20.4 percent in 2002-03. It is expected that the
industry will generate a total employment of around four millions peoples, which
accounts for 7 per cent of India's total GDP as in the year 2008.

The year 1995-96 was a boom for the industry. The performance of the industry over
the years is as follows:
(In terms of US $ millions)

       Domestic software Market490670920125017002450
       Software Exports 73410851750265040006300
       Indian Software Industry 122417552670390057008750

India's Software Exports
       Software exports has major share in India's total exports. As of the year 2004-
05, both software and services revenue grew by 32 percent to $ 22 billion and $ 28.5
billion in 2005-06.

       According to NASSCOM, India's domestic market grew by 24 per cent.
Presently Indian companies have concentrated on only two largest IT service markets.
They are USA and the UK. Even Canada, Japan, Germany and France represent huge
growth potential in the industry.

Why India?

      Rapidly Improving infrastructure
      Large Talent Pool Availability
      Infrastructure High Quality Educational
      Low Operating Costs
      R&D Strengths
      Established Technology Clusters
      Government Incentive



                                          [10]
    Progress of IT Industry (In terms of US $ billion) Year2003-04, 2004-05 2005-06*
IT software and service exports9.212.015.2 ITE-BPO exports3.65.27.3Domestic
market3.94.86.0Total16.722.028.5*Estimated
   Source: Ministry of Communications and IT.

1995-1996               -          1224          million          US            Dollars
1996-1997               -          1755          million          US            Dollars
1997-1998               -          2670          million          US            Dollars
1998-1999               -          3900          million          US            Dollars
1999-2000               -          5700          million          US            Dollars
2000-2001               -          8750          million          US            Dollars


        According to the NASSCOM- McKinsey report on the IT industry of India,
the projected revenue of the IT industry of India for the year 2008 is 87 billion US
Dollars. The projected exports or the year 2008, accord to this report, is 50 billion US
Dollars.

        Some of the important aspects of the NASSCOM- McKinsey report related to
the size of India's IT industry are -

      There is potential of 3.2 million people being employed in the IT industry of
           India by the end of 2012.
      Contribution of software and services to the total GDP of India will be more
           than 7.5%.
      FDI (Foreign Direct Investment) of 10.5 billion US Dollars expected in the IT
           industry by the end of 2011.
      45% of total exports from India will be from IT exports.
      225 billion US Dollars worth of market capitalization from IT shares.

        Software and services are exported to about 195 companies from India. North
 America accounts for 61% of the software exports from India.




                                          [11]
         The projections about the size of India's IT industry present a very optimistic
 picture. The industry is expected to grow to double its current size by the year 2012.
 India's IT industry is expected to grow at an annual average rate of 18% in the next
 five years. The industry is also expected to cross the 100 billion US Dollar mark by
 2011.

         One of the major areas of growth for the IT industry of India is by tapping the
 potential in the domestic market. The IT industry of India is largely dependent on the
 export market. Penetrating more into the domestic market would create further
 opportunities of growth for the IT industry.

         Adoption of new liberal policies in India has given birth immense
opportunities to its industries. Success story of India's Software Industry is a step in
the same direction.

         The Software    Industry,    which      is   a   main    component    of   the
Information technology, has brought tremendous success for the emerging economy.
India's young aged manpower is the key behind this success story. Presently there are
more than 500 software firms in the country.

Worldwide IT Spending to Grow 5.3 Percent in 2010

         Unseasonably Strong Hardware Sales in First Quarter Sets Up 2010 for Solid
IT Spending Growth Worldwide IT spending is forecast to reach $3.4 trillion in 2010,
a 5.3 percent increase from IT spending of $3.2 trillion in 2009, according to Gartner,
Inc. The IT industry will continue to show steady growth with IT spending in 2011
projected to surpass $3.5 trillion, a 4.2 percent increase from 2010.

         "Following strong fourth quarter sales, an unseasonably robust hardware
supply chain in the first quarter of 2010, combined with continued improvement in the
global economy, sets up 2010 for solid IT spending growth," said Richard Gordon,
research vice president at Gartner. "However, it's important to note that nearly 4
percentage points of this growth will be the result of a projected decline in the value
of the dollar relative to last year. IT spending in exchange-rate-adjusted dollars will
still grow 1.6 percent this year, after declining 1.4 percent in 2009."


                                          [12]
       Worldwide computing hardware spending is forecast to reach $353 billion in
2010, a 5.7 percent increase from 2009 (see Table 1). Robust consumer spending on
mobile PCs will drive hardware spending in 2010. Enterprise hardware spending will
grow again in 2010, but it will remain below its 2008 level through 2014.

       Spending on storage will enjoy the fastest growth in terms of enterprise
spending as the volume of enterprise data that needs to be stored continues to
increase. Near-term spending on servers will be concentrated on lower-end servers;
longer-term, server spending will be curtailed by virtualization, consolidation and,
potentially, cloud computing.


       "Computing hardware suffered the steepest spending decline of the four major
IT spending category segments in 2009. However, it is now forecast to enjoy the joint
strongest rebound in 2010," said George Shiffler, research director at Gartner.
"Consumer PC spending will contribute nearly 4 percentage points of hardware
spending growth in 2010, powered by strong consumer spending on mobile PCs.


       Additionally, professional PC spending will contribute just over 1 percentage
point of spending growth in 2010 as organizations begin their migration to Windows 7
toward the end of the year."


       Worldwide software spending is expected to total $232 billion in 2010, a 5.1
percent increase from last year. Gartner analysts said the impact of the recession on
the software industry was tempered and not as dramatic as other IT markets. In 2010,
the majority of enterprise software markets will see positive growth.


       The infrastructure market, which includes all the software to build, run and
manage an enterprise, is the largest segment in terms of revenue and the fastest-
growing through the 2014. The hottest software segments through 2014 include
virtualization, security, data integration/data quality and business intelligence. The
applications market, which includes personal productivity and packaged enterprise
applications, has some of the fastest-growth segments.




                                         [13]
       Web conferencing, team collaboration and enterprise content management are
forecast to have double-digit compound annual growth rates (CAGR), in the face of
growing competition surrounding social networking and content.

       "Cost optimization, and the shifts in spending form mega suites to the
automation of processes will continue to benefit alternative software acquisition
models as organizations will look for ways to shift spending from capital expenditures
to operating expenditures," said Joanne Correia, managing vice president at Gartner.
"Because of this, vendors offering software as a service (SaaS), IT asset management,
virtualization capabilities and that have a good open-source strategy will continue to
benefit. We also see mobile-device support or applications, as well as cloud services
driving new opportunities."

       The worldwide IT services industry is forecast to have spending reach $821
billion in 2010, up 5.7 percent from 2009. The industry experienced some growth in
reported outsourcing revenue at the close of 2009, an encouraging sign for service
providers, which Gartner analysts believe will spread to consulting and system
integration in 2010.
       "We continue to see a long-term recession 'hangover' as a more-cautious mind-
set continues as the norm among a lot of buyers who keep looking for small, safe
deals where cost take-out is a key factor, said Kathryn Hale, research vice president at
Gartner.”In the face of that ongoing strong pressure to renegotiate contracts, and in
the absence of equivalent pressure from stockholders, we believe vendors will
generally choose to maintain margins over revenue growth."


       Worldwide telecom spending is on pace to total close to $2 trillion in 2010, a
5.1 percent increase from 2009. Between 2010 and 2014, the mobile device share of
the telecom market is expected to increase from 11 percent to 14 percent, while the
service share drops from 80 percent to 77 percent and the infrastructure share remains
stable at 9 percent of the total market.

       Worldwide enterprise network services spending is forecast to grow 2 percent
in revenue in 2010, but Gartner analysts said this masks ongoing declines in Europe
and many other mature markets as well as an essentially flat North American market.
       ,




                                           [14]
       "Longer term, the global enterprise network services market is expected to
grow modestly, largely on the back of growth in Internet services, such as hosting,"
said Peter research director at Gartner. "Ethernet services will also grow significantly,
albeit at the expense of both legacy services and multiprotocol label switching
(MPLS)."
       In India, the software boom started somewhere in the late 1990s. Most of the
Indian software companies at that moment offered only limited software services such
as the banking and the engineering software. The business software boom started with
the emergence of Y2K problem, when a large number of skilled personnel were
required to fulfill the mammoth database-correction demand in order to cope up with
the advent of the new millennium.


       The profile of the Indian IT Services has been undergoing a change in the last
few years, partly as it moves up the value chain and partly as a response to the market
dynamics. Ten years ago, most US companies would not even consider outsourcing
some of their IT projects to outside vendors.


       Now, ten years later, a vast majority of US companies use the professional
services of Indian Software engineers in some manner, through large, medium or
small companies or through individuals recruited directly.

       Infrastructure can be defined as “the basic physical and organizational
structures needed for the very operation of a society or enterprise, or the services and
facilities necessary for an economy to function with”.

       The term Andhra Pradesh Industrial Infrastructure Corporation Ltd typically
refers to the Physical, organizational and technical structures that support a society or
an economy as a whole such as roads, ports, railways, water supply, Electricity,
sewers, telecommunications, and so on. Viewed in a broad view infrastructure
facilitates the production of goods and provision of services. For example, roads
enable the free movement of raw materials to a factory, and also for the distribution of
finished products to desired markets with ease. In some contexts, the term may also
include basic social amenities such as schools and hospitals.



                                         [15]
Definition of Andhra Pradesh Industrial Infrastructure Corporation

   1.        While basic Infrastructure facilities are recognized as crucial factors for
        the overall economic development of a nation there is no clear definition of
        infrastructure according to the current usage of the term in India. The
        National Statistical Commission headed by Dr.C.Rangarajan, attempted to
        identify and define the Andhra Pradesh Industrial Infrastructure Corporation
        Ltd based on some characteristics and qualities.

   2. The Rangarajan Commission indicated six characteristics of Andhra Pradesh
        Industrial Infrastructure Corporation sectors:

   a. High capital cost.
   b. Non-tradability of output
   c. Non-realness (up to congestion limits) in consumption,
   d. Possibility of price exclusion, and
   e. Bestowing externalities on society




                                        [16]
Reserve bank of India (RBI)

          As per the circular issued by Reserve Bank of India on credit policy a credit
facility is treated as “infrastructure lending” to a borrower company which is engaged
in developing, operating and maintaining, or developing, and maintaining any
infrastructure facility that is a project in any of the following sectors, or any
infrastructure facility of a similar nature:

         A Road, including toll road, a bridge or a rail system.
         A highway project including other activities being an integral part of the
            highway project. A port, airport, inland waterway or inland port.
         Telecom services whether basic or cellular, including radio paging, domestic
            satellite service (i.e. a satellite owned or leased).

          For raising External Commercial Borrowings (ECB”s) and other funds, the
RBI has defined infrastructure to mean and include:

              i.   Power(Generation, Transmission &Distribution)
             ii.   Telecommunication whether Basic or cellular.
            iii. Railways,
            iv.    Roads and Highways including bridges,
             v.    Sea port and airport,
            vi.    Urban infrastructure (water supply, sanitation and sewerage projects)
                    Vide their circular dated 2nd July, 2007.

          Though the above is only a illustrative list it may further go up with the
requirements of the society as well as the nation as a whole.




.
                                               [17]
VARIOUS AREAS:

Engineering and Construction

        Engineering generally limit the use of the term infrastructure to describe fixed
assets that are in the form of a large network. Recent efforts to devise more generic
definitions of infrastructure have typically referred to the network aspects of most of
the structures and to the accumulated value of investments in the networks as assets.
One such effort defines infrastructure as network of assets “where the system as a
whole is intended to be maintained indefinitely at a specified standard of service by
the continuing replacement and refurbishment of its components.”


Civil Defiance and Economic Development

          Civil define planners and developmental economists may use a broad
definition that includes public services such as schools and hospitals, emergency
services such as police and fire fighting , and basic financial services.


Military

        Military strategists use the term infrastructure to refer to all building and
permanent installations necessary for the support of military forces, whether they are
stationed in bases, being deployed or engaged in operations, such as barracks,
headquarters, airfields, communications facilities, stores of military equipment, port
installations.


 Critical

          The term critical infrastructure has been widely adopted to distinguish those
infrastructure elements that, if significantly damaged or destroyed, would cause
serious injury or disruption of the dependent system or organization. Storm, wild fire,
flood, Tsunamis, earthquakes, eruption of volcanos and any other damages due to the
natural calamities or by an act of god leading to loss of certain transportation and
telecommunicate.



                                          [18]
                             COMPANY PROFILE

       Andhra Pradesh Industrial Infrastructure Corporation Ltd is the premier
organization in the state of Andhra Pradesh, vested with the objective of providing
industrial infrastructure through the development of industrial areas. The corporation
has so far developed over 270 industrial areas spreading over an extent of about
32,932 acres. Besides, the Corporation is also developing sector focused parks like
Apparel Park / food processing parks / leather parks in the state.

       With the advent of economic liberalization the Corporation has reoriented
itself to the changing needs of economy and assumed the role of facilitator. To its
credit the Corporation has developed Hi-tech city with a private promoter. The
corporation is the principle facilitator in Mega projects like Special Economic Zone,
Visakha Industrial Water Supply, Gangavaram Port, Convention Centre, Mega
Industrial Parks at Parawada Pashamylaram Financial District Hardware Park at
Hyderabad.

       The Corporation has to its credit the execution of civil works for various
Government Departments. It has executed works covering Referral Hospitals,
Navodaya Schools, Polytechnic Buildings Court Complex, Building and Hostel for
Indian Institute of Information Technology. Government entrusted the responsibility
of constructing Game Stadia and Games Village for the National Games on Project
Management Basis. The Corporation is the Nodal Agency for Government sponsored
scheme like Growth Centers, Export Promotion Industrial Parks.




                                          [19]
FINANCIAL RESULTS

       Andhra Pradesh Industrial Infrastructure Corporation Limited (APIIC) was
incorporated on 26th September, 1973 with Authorized Capital of just Rs.20 cores and
paid up capital of Rs.16.33 corers. The net profit of the corporation for the financial
year 08-09 was Rs.11.95 corers as against the net profit of Rs. 312.88 crores for the
corresponding previous year i.e. 07-08.

       The Net Profit for the year financial 08-09 was arrived at after providing for
depreciation and interest to the tune of Rs.37.58 crores.

       The Reserves Surplus of the Corporation as per the audited Balance-sheet as at
31st March 2009 rose to 394.96 cores making the total proprietors fund to almost Rs.
411 cores.


INDUSTRIAL AREAS:

       APIIC is a wholly owned Undertaking of Government of Andhra Pradesh. It
has so far acquired 32,932 acres of land spread over 270 Industrial Areas, Autonagars,
Commercial complexes, and Housing Complexes etc. The Corporation has also
constructed 3500 industrial sheds, 4800 dormitory units, 466 commercial shops.

       The Industrial Areas ranges from 15 acres to 2500 acres. A large number of
leading industrial houses have their presence in these Industrial Areas Paints, GVK,
ITW signode, Aurobindo Pharma, Widia India, Raasi Refractories, Lanco Kondapally
Power Corporation, BSES Andhra Power etc.

    The Industrial Areas are equipped with approved layouts, internal roads, water
supply and power supply. The Corporation has also encouraged setting up Common
Effluent Treatment Plants at Jeedimetla and Patancheru and also Total Solid Disposal
Facility near Jeedimetla Government of A.P appointed APIIC as nodal agency for
development of special economic zones in the state. APIIC is developing 20 No’s of
SEZ. All these SEZ”s are notified by the Government of India. The APIIC has
seventeen branches situated at various districts in Andhra Pradesh and its head office
functions from Basheerbagh, Hyderabad.


                                          [20]
THEY ARE AS FOLLOWS:

             1.            JEEDIMETLA
             2.            KAKINADA
             3.            KURNOOL
             4.            MOULA-ALI
             5.            NELLORE
             6.            PATANCHERU
             7.            TIRUPATHI
             8.            VIJAYAWADA
             9.             VISAKAPATNAM
             10.           WARANGAL
             11.           KARIMNAGAR
             12.           SPL ZONE-VISAKHAPATNAM
             13.           INFOCITY
             14.           KNOWLEDGE CITY-RAYADURG
             15.           KADAPA
             16.           CYBERABAD

     In addition to the above the Corporation has wide range plans to promote
Industrial areas throughout the state.




                                         [21]
APIIC:

VISION & MISSION

       As APIIC grew, its objectives were further expanded to its emerging
perspective and its activities were further diversified in tune with contemporary
industrial development needs.

       Today, APIIC’S flag files high and it has been reorganized by prospective
investors as the facilitator of rapid and integrated industrial growth of a high ranking
proportions and a guarantor of better quality of the life of people in the state. Thus,
APIIC is generating new business interests for sustained industrial growth with a
thrust to become the principal facilitator for providing investment under infrastructure
for the liberalized economy.




                                         [22]
APIIC: TRUST ON US

       An entrepreneur’s proposal forms the basis for further activity of APIIC. It has
brought all upcoming industrial units to a higher plane. APIIC is a single- window
agency that facilities identification of    location and acquisition of required lands.
It also advises the prospective entrepreneur on such valuable aspects such as effluent
treatment and marketing tie-ups.

       APIIC believes that confidence is the foundation for all healthy business
relations and high-standard infrastructure vital for successful business relations.
Enjoying the trust of the entrepreneurs has always been the best of our rewards.


       Andhra Pradesh Industrial Infrastructure Corporation was incorporated in
September 1973 by the Government of Andhra Pradesh with the motto of expeditious
development of Industrial Parks equipped with all requisite infrastructure facilities,
enabling prospective entrepreneurs to establish various industries in providing the
required infrastructure in Andhra Pradesh. Since then, APIIC has been rendering
valuable services in providing the required infrastructure to Industries. APIIC HAS
DEVELOP Industrial Estates, Industrial Development Areas and Automaker etc with
well paved BT Roads, masonry storm water drains, water supply systems, sewerage
system, and external electrification i.e. power supply to Industrial Units, including
Units, including street lighting etc.

       To begin with, Engineering Wing gets the identified potential area, surveyed
and a suitable layout prepared. The topographical features, contours and other existing
physical features are taken into account while finalizing the layout. The demand
potential will be obtained from the Director of Town and country Planning/Urban
Development Authorities for implementation. Estimates for various developmental
works are prepared and got executed duly fixing the agencies for execution through.

       .




                                           [23]
ACHIEVEMENTS

        APIIC has so far developed 270 Nos. of Industrial Estates, 16 Nos. of Auto
Nagars and 20 Nos. of Commercial Complexes throughout Andhra Pradesh. The
major ones among them are sprawling complexes at Cherlapally, Jeedimetla, Kattedan
in Hyderabad and Patancheru, Pashamylaram in Medak district and major Industrial
Estates at Visakhapatnam, Vijayawada and Tirupathi.

        Attracted by the track record of APIIC, various Government Departments in
Andhra Pradesh of India have approached APIIC for getting their civil works
executed through APIIC as deposit works. APIIC has been carrying out these deposit
works since 1980 to the utmost satisfaction of the various User Departments. To cite a
few important works, Visakhapatnam Export Processing Zone at Visakhapatnam in
about 350 acres, construction of 12 Nos.

       Polytechnics for Girls under World Bank funded scheme, construction of
various District and Area Hospitals in Rayalaseema districts under World Bank
Funded scheme of Andhra Pradesh First Referral Health System Project, Indian
Institute of Information and Technology at Gachibowly-Hyderabad. Recently, APIIC
has embarked upon the prestigious projects.


 Investment Opportunities / Projects

         Most of the Mega Infrastructure Projects which were promoted in the recent
past by the big industrial groups of Andhrapradesh as well as industrial houses from
other states have taken assistance from APIIC. APIIC derives its mandate by virtue of
being notified as a Nodal Agency to the Government of A.P for the specified Mega
Infrastructure Projects. The Projects Wing of APIIC, one of the three major wings of
the corporation, the others being Development and Engineering, undertakes the
Development of the Projects within the Organization.

       In addition to Mega Infra Projects, APIIC also develops and implements
Projects on a smaller scale like Food Processing Parks, Apparel Export Promotion
Parks etc As such the role of APIIC is that of a facilitator for Mega Infra Projects and
that of a joint venture partner in the projects handled on its own.

                                           [24]
       The Project conceptualization and development till financial closure of the
individual project is carried through Project Development and Promotion partnerships
(PDPPS) with expert business houses or through directly appointed consultants or
through in-house expertise, which ever mode suits the project best.

1. Special Economic Zone (SEZ)

2. Integrated Convention Centre Complex Hyderabad

3. Park, Hyderabad

4. Financial District

5. Pharma city at Parawada, Visakhapatnam

6. Apparel Export Park, Gundlapochampally

7. Mega Infrastructure Park, Pashamylaram

8. Food Processing Park, Kuppam

9. Industrial Parks


WELFARE MEASURES

Welfare Fund: In the 168th meeting of the board that held on 30.03.2007, the Board
of Directors, while discussing the Budget for the Financial Year 2007-2008, approved
creation of a fund for welfare activities Industrial Parks/Autonagars for a token
amount of Rs.100.00 lakhs. Under this concept, an amount of Rs.21.00 lakhs was
spent for purchase of vehicles called “Karmika Raksha Vaahan” which will cater to
the auto mobile work force situated in the Districts of Krishna, Guntur, Prakasham
and Nellore during 2007-08.

   Now, the fund is proposed to be amplified and proposed to be utilized for
Corporate Social Responsibility (CSR) also. This fund may, henceforth, be called
“Welfare Fund” .

     A provision of Rs.25 crores was proposed for the “Welfare Fund” in the Budget
for the year 2008-0 and the same has been provided for in the books of accounts.



                                        [25]
Environment Management Project (EMP) Fund

    The Board in its 163rd meeting held on 5th October 2006 decided to create
Environment Management Fund for better environment management systems in
Industrial Parks. In furtherance of the same, it was decided to allocate an amount of
Rs.50 crores towards EMP for the year 2008-09.

        In pursuance of the above decision, an Environment Management Cell was
created in APIIC and action has been initiated in furtherance of the same. An amount
is proposed for sanction of advances towards purchase/construction of dwelling
houses, conveyance advance, marriage advance, advance for purchase of computers
etc.,




                                        [26]
POLICY OF COMPANY

Some of the salient features of New Industry Policy are:

    25% rebate on land cost in Industrial Parks limited to Rs. 5.00 lakhs.
    15% investment subsidy on fixed capital investment, subject to a maximum of
       Rs.15 lakhs for SSI and Tiny Units.
    An additional investment subsidy of 5% on fixed capital investment up to
       Rs.5.00 lakhs for SC/ST entrepreneurs as well as women entrepreneurs.
    100% reimbursement of Stamp Duty transfer duty paid by the industry on
       purchase of land meant for industrial use.
    All these are in line with the objective of the APIIC to make the state of A.P.
       industrially progressive in all respects.




                                          [27]
    INTRODUCTION TO TRAINING NEEDS OF EMPLOYEES


        Gould D, Kelly D, White I, Chidgey J (2005), Training needs analysis is the
initial step in a cyclical process which contributes to the overall training and
educational strategy of staff in an organisation or a professional group. The cycle
commences with a systematic consultation to identify the learning needs of the
population considered, followed by course planning, delivery and evaluation.


       Tara Lynne,(2004), This       study was an evaluation of the tribes training
program , a program aimed at providing educators with strategies and methods for
creating an inclusive classroom environment .


       This was a pilot that attempted to assess “Tribes” ability to enhance educator
and student positive attitudes toward student with learning difficulties as well as
attitudes toward mainstreaming /inclusion.
       Janice A. Miller, February 1996, the first step in designing a training and
development program is to conduct a needs assessment. The assessment begins with a
"need" which can be identified in several ways but is generally described as a gap
between what is currently in place and what is needed, now and in the future. Gaps
can include discrepancies/differences between:


       • What the organization expects to happen and what actually happens.
       • Current and desired job performance.
       • Existing and desired competencies and skills.


          M. Osinski, SPHR, July 2002 there are three levels of needs assessment:
organizational analysis, task analysis and individual analysis.

The organizational analysis should identify:
    Environmental impacts (new laws such as ADA, FMLA, OSHA, etc.).
    State of the economy and the impact on operating costs.
    Changing work force demographics and the need to address cultural or
       language barriers.
    Changing technology and automation.
                                         [28]
EMPLOYEE IDENTIFY TRAINING NEEDS

        Conduct a job task analysis of the employee (or group of employees) for
whom you are identifying training needs. In order to provide effective training, it's
necessary to know exactly what the expectations are for the job.
        You can gather some of this information by observation and by asking
employees to provide you with either verbal or written descriptions of what
their jobs entail.
                                ,

     Compare employee performance to the job expectations and identify the areas
        in which there are discrepancies. Identify whether the discrepancy is due to
        work process issues, such as not knowing how to complete a specific task, or
        personnel issues, such as not wanting to complete a specific task. Work
        process issues can be addressed with employee training, while personnel
        issues are better addressed by an employee review process.

     Schedule a meeting with all of the employees involved, asking them to bring
        with them lists of what they consider to be the top five areas in which they feel
        more training is needed. Share the lists as well as your own observations.

     Group          training       issues   by    category.   For   example,   learning   a
        new computer program would fall into the same category as learning how to
        use a new piece of equipment, but reviewing customer service strategies
        would be better categorized with other policy review issues.

     Prioritize training needs as a group, taking into account that those that have an
        immediate effect on business performance or employee safety are the most
        important. Discussing your business goals with your employees can also be
        helpful in this process. Knowing the desired outcome can assist employees in
        telling you what they need to know in order to help the company achieve its
        goals.




                                                  [29]
        CORE TRAINING PROCESS AT INFRASTRUCTURE


TRAINING PROCESS
   Training in the company is aimed at the systematic development of knowledge,
skills & attitude. The superiors have to look at their subordinate’s development as a
key target area. The development of an individual’s performance skills leads to an
improvement in performance & in turn adds value to the organization.


IDENTIFICATION OF TRAINING NEEDS
Training will be imparted on the basis of:
           a. Needs identified from the performance review on yearly basis at the
               individual level.
           b. Needs     identified   at   the    division/departmental    level   by   the
               division/departmental head on areas which are specific to his
               division/departmental.
           c. Needs identified at functional level by functional head like
               Marketing/Human Resources/Purchase/Finance.
           d. Organizational level training programs such as programs on Total
               Quality Management, Supervisory Development, Cost Improvement,
               etc.


       Based on the number of people & the identified need, the programs would be
held within the organization (internal training programs) or the employees will be
nominated to various institutes of repute (external training programs).

       The first step in whole of training procedure is the identification of training
needs of employees. Need assessment diagnoses present problems and future
challenges to be met through training. Organizations spend vast sum of money on
training. Before committing such huge resources, organization would do well to
assess the training needs of their employees.


       Organization that implements training programs without conducting needs
assessment may be making errors. For example, a need assessment exercise might



                                          [30]
reveal that less costly interventions (e.g. selection, compensation package, and job
redesign) could be used instead of training.
As identification of training needs is important, we followed step by step procedure:
    Creating database: We were required to identify training needs of employees
       from L-06 to L-12 i.e. employees from middle level and managerial level. So,
       we prepared database of these employees. Database included employee’s
       name, token no., designation, total experience etc.
       ,



    Preparing Questionnaire: We then prepared questionnaire that contained
       questions related to survey. A specimen of the Questionnaire is showed on the
       annexure 1. All the personal details of the employees mentioned in the
       questionnaire, were filled by us from the database already created.

    Appraisal forms: The next step was to analyze appraisal form of each and
       every employee. Appraisal forms of Andhra Pradesh Industrial Infrastructure
       Corporation included many details like past performance, past training
       identified, past training given, goals met etc, which served as the input for our
       project.


    Meeting with Head of departments: We finally interviewed Head of the
       Departments, who provided us with specific training needs (behavioral &
       technical) as identified by them for the employees in their departments. We
       also asked them to give appropriate weight age (in percentage terms) to these
       identified training needs in order to categorize them in High, Middle and Low
       priority.

    High priority 65 to 100 %

    Middle priority 30 to 65 %

    Low priority 1 to 29 %

    Analysis of questionnaire: The last step was to analyze the collected data and
       compile it. In order to make it more useful and easily understandable, we
       showed important findings with the help of graphical representation of the
       compiled data. Some of the graphics of our project have been shown after
       specimen questionnaire.
                                         [31]
PROCEDURE FOR NOMINATION
               The concerned HOD has to nominate in the prescribed format in line
  with the training needs identified at the beginning of the year also in line with the
  training plan to the Human Resource Department who will obtain the necessary
  approvals.

     Internal employee will facilitate most of the programs. In case external
  faculties are approached for conducting certain sessions, prior approval of Head-
  HR has to be taken for the payment of professional fees & the course content. The
  concerned coordinator will also organize to collect an evaluation feedback form,
  which will be handed over to the location Human Resource Department for
  analysis & future reference.
  1. INTERNAL TRAINING
     If the number of people identified with a specific need is large, then the
  programs will be held within the organization using the available resources like
  people with professional expertise, in-house venues like HRD centre. The annual
  training plan will be drawn by Human Resource Department based on the
  identified needs. This will circulate every year during the month of July, along
  with all details regarding the programs.
  2 .EXTERNAL TRAINING
     In the event of number of employees being identified with a specific area of
  improvement being few, then the division/department head will communicate to
  Human Resource Department the need for identifying institutes where they can be
  deputed. The training calendar from various institutes will be available with the
  Human Resource Department, for helping managers to take the necessary
  decision.
     The immediate superior will initiate the nomination after discussion with the
  concerned employee. The nomination form is then sent to the Human Resource
  Department, justifying the needs of employee to attend the program & the action
  plan, which would be drawn up after the completion of the course.


     Human Resource Department will process the nomination & make necessary
  payments to the institutes/agencies. In case the program duration is 2 days or mare

                                        [32]
& the course fees is more than Rs.5000/-, approval from the Jt. Managing director
& CEO has to be obtained before the nomination is processed.


   The Human Resource Department will also ensure to get the feedback form
from the employee after his completion of the course. A half day session by the
employee for a few managers to transfer the learning should be organized by the
Human Resource Department, within 15 days of the return of the concerned
manager. The employee shall submit the course material to the Human Resource
Department for the purpose of maintaining the library & if so required retain a
copy of the same.


3. TRAINING FEEDBACK
          This forms an integral part of the entire training process.
Evaluation/Feedback from the training indicates appropriate changes that have to
be made in the program design/content, which will improve the effectiveness of
the program.
      The feedback will also consist of an action plan by the concerned employee
with a specific time frame to implement the learning to the actual performance.
The feedback forms are available with the Human Resource Departments.




                                    [33]
         THEORETICALLY GIVEN BASIC TRAINING MODEL
Phase 1: Identify Training Needs
         Needs assessment diagnoses present problems and future challenges to be met
through training and development. Organizations spend vast sums of money on
training and development.
         <




             Organizational objective are also to be judge before opting for any
assessments of Human Resources. We should opt for the assessment of organizational
goals. This phase uncovers the specific training needed to improve job performance.
You investigate the reasons the training is needed & describe the training you must
develop to answer the need.


Phase 2: Map the Training Approach
         After identifying the training needed, you are ready to develop measurable
objective for the training & map out a design plan. The objective defines exactly what
the training should accomplish & provide a means of measuring its success.

         To develop the design plan, you use the objective for guidance and prepare an
outline for the training that will meet the objectives. The questions arising here would
be:
       Who are the trainees?
       Who are the trainers?
       What methods and techniques?
       What should be the level of training?
       What principals of learning?
       Where to conduct the program?


Phase 3: Produce Effective Learning Tool
         This phase involves the actual development of the specific training approach
you have chosen. It might include a training manual or material to support on-the-job
training, or it might be an instructor led course, or it might be something completely
different. You may develop the needed materials yourself or work with others to
develop them.




                                         [34]
     In putting the learner at ease
     Instating the importance and ingredients of the job, and its relationship to
        workflow
     In explaining why he is being taught
     In creating interest and encouraging questions, finding out what the learner
        already knows about his job or other jobs
     In explaining the “why” of the whole job and relating it to some job the
        worker already knows
     In placing the learner as close to his normal working procedure as possible
     In familiarizing him with equipment, material, tools and trade terms.


Phase 4: Apply successful Training Techniques

       This is the most important step in training program. The trainer should clearly
tell show, illustrate and questions in order to put over the new knowledge and
operations.
       The learner should be told of the sequence of the entire job, and why each step
in its performance is necessary. In this phase you deliver the training to those who
need it. If it is an instructor led course, you actually run the course with students. If
you develop job aid to use on the job then in this phase you try then out with those
who will use them.


Phase 5: Calculate Measurable Results

       Under this, the trainee is asked to go through the job several times slowly,
explaining him each step. Mistakes are corrected, and if necessary, some complicated
steps are done for the trainee for the first time. The trainee is asked to do the job,
gradually building up speed and skills. In this phase, you review the objective
developed in phase 2 & determine weather the training is achieving them. Now you
see why measurable objective are so important. You can now look at specific measure
for success that you identified in phase 2 & see if they have been achieved.




                                         [35]
Phase 6: Track Ongoing Follow-Through
   If phase 5 confirms that you have created a successful training effort, don’t rest on
your laurels. You have a responsibility to ensure that the training continues to be
effective. Change is constant in organizations, & you must respond to changes that
affect your training efforts by continuing to implement suggestions & ideas that
support the existing training material & programs.

   This step is undertaken with a view to testing the effectiveness of training efforts.
This consists in:

    Putting the trainee “on his own”
    Checking frequently to be sure that he has followed instructions
    Tapering off extra supervision and close follow-up until he is qualified to work
       with normal supervision.

   It is worth remembering that if the learner hasn’t learnt, the teacher hasn’t taught.
Training should be evaluated several times during the process. Determine these
milestones when you develop the training. Employees should be evaluated by
comparing their newly acquired skills with the skills defined by the goals of the
training program.


    Any discrepancies should be noted and adjustments made to the training program
to enable it to meet specified goals. Many training programs fall short of their
expectations simply because the administrator failed to evaluate its progress until it
was too late. Timely evaluation will prevent the training from straying from its goals.




                                         [36]
               DATA ANALYSIS AND INTERPRETATION


1. Have you given any training for the job currently you are undertaking?


TABLE -1
          Opinion                 No of respondents            Percentage (%)

             Yes                         125                         100

             No                           0                           0

            Total                        125                         100




                140
                120
                100
                   80
                                                                             YES
                   60
                                                                             NO
                   40
                   20
                    0
                                 NO OF RESPONDENTS




INTERPRETATION:
           The collected data shows that 100% of the employees said that they are
given training for the job undertaken by them.




                                        [37]
2. Are you well aware all the components of your job?


TABLE-2


          Opinion                No of respondents            Percentage    (%)
            Yes                         100                          70
            No                           25                          30
           Total                        125                          100




             140



             120
                                                                                   Yes

             100

                                                                                   No
              80


                                                                                   Total
              60



              40



              20



               0


                    No of respondents




INTERPRETATION:
             The collected data shows that 70% of the employees said that they are
   well aware of their job components and 30% said that they are unaware of that




                                       [38]
3. Do you feel that do you require training?


TABLE-3

            Opinion               No of respondents           Percentage (%)

              Yes                         113                        90

              No                          12                         10

             Total                        125                       100




                      140


                      120


                      100
                                                                               Yes
                       80


                       60                                                      No

                       40
                                                                               Total
                       20


                       0

                            No of respondents




INTERPRETATION:
        The collected data shows that 90% of the employees feel that they need
training and 10% of employees said they do not feel the need of training.




                                         [39]
4. What is the key area you need to be trained?


TABLE-4


           Opinion                  No of respondents            Percentage (%)
         Technically                         38                        30
 Subjectively/systematicall                  25                        20
                y
         Practically                         38                        30
           Others                            24                        20
               Total                         125                      100




                                                                       Technically
                       140
                       120
                                                                       Subjectively/sy
                       100                                             stematically
                        80
                                                                       Practically
                        60
                        40
                                                                       Others
                        20
                         0
                                                                       Total
                         No of respondents




INTERPRETATION:
       The collected data shows that 30% of the employees said that they need to
train technically, 20% said subjectively/ systematically, 30% said practically and 20%
said others.



                                         [40]
5. What type of Training you prefer?


TABLE-5


         Opinion             No of respondents              Percentage (%)
On the job                   38                       30.4
Class Room                   12                       9.6
Group Discussion             26                       20.8
Lab /Factory Visits          49                       38.2
Total                        125                      100



                140
                                                                     On the job
                120


                100                                                  Class Room


                 80

                                                                     Group Discussion
                 60


                 40
                                                                     Lab /Factory Visits

                 20


                  0                                                  Total

                      No of respondents




INTERPRETATION:
        The collected data shows that 30.4% of the employees prefer on the job
training, 9.6% prefer class room training, 20.8% prefer group discussion and 39.2%
prefer lab/factory visit.




                                          [41]
6. Duration of the Training?


TABLE-6


           Opinion                   No of respondents      Percentage (%)
       Less then a week                        12                 10
        Week 1 month                           13                 10
     1 Month to 2 Month                        50                 40
     2 Month to 3 Month                        50                 40
             Total                         125                    100




                     140
                                                                        Less then a week
                     120


                     100                                                Week 1 month

                     80

                                                                        1 Month to 2 Month
                     60


                     40
                                                                        2 Month to 3 Month
                     20


                      0                                                 Total
                           No of respondents




INTERPRETATION:
       The collected data shows that 10% of the employees said that the duration of
the training should be less than a week, 10% said week to! Month, 40% said 1 month
to 2 months and 40% said 2 months to 3 months.



                                           [42]
7. Are you aware that training program is followed in TTK-LIG Ltd?


TABLE-7

             Opinion               No of respondents           Percentage (%)

                  Yes                      125                       100

                  No                        0                         0

              Total                        125                       100




            140



            120



            100

                                                                                Yes
             80

                                                                                No
             60

                                                                                Total
             40



             20



              0

                       No of respondents




INTERPRETATION:
            The collected data shows that 100% of the employees are aware of the
training program followed in Andhra Pradesh Industrial Infrastructure Corporation
Ltd.



                                       [43]
8. Do you believe training really makes a positive change in the performance Factor?


TABLE-8

         Opinion                No of respondents             Percentage (%)

           Yes                         113                             90

           No                           12                             10

          Total                        125                             100




                  140


                  120                                                        Yes

                  100
                                                                             No
                   80


                   60
                                                                             Total
                   40


                   20


                   0


                    No of respondents




INTERPRETATION:
         The collected data shows 90% of the employees believe that training makes
a positive change in performance factor and 10% do not believe that.



                                        [44]
9. Does your company provide sufficient first-aid boxes and protective equipments?


TABLE-V.9


          Opinion                No of respondents            Percentage (%)

            Yes                         125                         100

             No                          0                           0

           Total                        125                         100




                    140


                    120
                                                                               Yes
                    100


                    80
                                                                               No

                    60
                                                                               Total
                    40


                    20


                     0


                          No of respondents




INTERPRETATION:
           The collected data shows that 100% of the employees said that the
company provides sufficient first-aid boxes and protective equipments.



                                        [45]
10. Do your team members cooperate with you?


TABLE-10


           Opinion               No of respondents          Percentage (%)

             Yes                       113                        90

              No                        12                        10

             Total                     125                       100




                     140


                     120


                     100
                                                                               Yes

                     80
                                                                               No
                     60


                     40                                                        Total
                     20


                      0

                           No of respondents




INTERPRETATION:
          The collected data shows 90% of the employees said their team members
cooperate with them and 10% said that their team members are not cooperating




                                       [46]
11. How do you want to evaluate your training program?


TABLE-11


           Opinion               No of respondents            Percentage (%)

        Written Exam                     13                          10

          Practical                       6                          5

         Presentation                     6                          5

   On the Job performance               100                          80

            Total                       125                         100




                      140
                                                                           Written Exam

                      120


                                                                           Practical
                      100


                      80
                                                                           Presentation
                      60


                      40                                                   On the Job
                                                                           performance
                      20

                                                                           Total
                        0

                        No of respondents




INTERPRETATION:
       The collected data shows that 10% of the employees want to evaluate their
training programs through written exams, 5% want through practical exams, 5% want
presentations and 80% want to evaluate training through on the job performance.
12. What areas listed below would you like to see additional training programs?


                                        [47]
TABLE-12


           Opinion                  No of respondents        Percentage (%)

       Compounding                         25                      20

           Dipping                         25                      20

             ET                            25                      20

           Foiling                         50                      40

            Total                         125                     100




               140
                                                                  Compounding

               120


               100                                                Dipping


                80

                                                                  ET
                60


                40
                                                                  Foiling
                20


                  0
                                                                  Total
                    No of respondents




INTERPRETATION:
        The collected data shows that 20% of the employees like to have additional
training programs in Compounding, 20% like in Dipping, 20% like in ET and 40%
like to have training in Foiling.



                                          [48]
13.What areas listed below would you like to see additional training in compounding?


TABLE-13


          Opinion                      No of respondents            Percentage (%)

         Lab testing                         100                         80

             No                               12                         10

            Total                            125                         100




             140


             120

                                                           Lab testing
             100


              80

                                                           No
              60


              40

                                                           Total
              20


               0

                   No of respondents




INTERPRETATION:
       The collected data shows that 80% of the employees like to see additional
training in lab testing and 20% like to see in G




                                             [49]
14. What areas listed below would you like to see additional training in Dipping?


TABLE-14


             Opinion                 No of respondents            Percentage (%)

         Quality testing                     75                          60

               GT                            50                          40

              Total                         125                         100




                140
                                                                          Quality
                120                                                       testing

                100

                                                                          GT
                 80


                 60


                 40                                                       Total

                 20


                  0


                  No of respondents




INTERPRETATION:
       The collected data shows that 60% of the employees like to see additional
training in Quality testing and 40% like to see in GT.




                                         [50]
     15. What areas listed below would you like to see additional training in ET?


      TABLE-15


             Opinion               No of respondents            Percentage (%)

          Water testing                     75                       60

           Air testing                      50                       40

              Total                         125                      100




                  140


                  120                                                     Water testing

                  100


                  80
                                                                          Air testing
                  60


                  40
                                                                          Total
                  20


                   0

                        No of respondents




INTERPRETATION:

           The collected data shows that 60% of the employees like to see additional
training in Water testing and 40% like to see in Air testing.



                                          [51]
16. What type of production areas interested to you?


TABLE-16


             Opinion                No of respondents   Percentage (%)

          Compounding                       25                   20

             Dipping                        25                   20

               ET                           25                   20

             Foiling                        50                   40

              Total                         125                  100




                       140

                                                                  Compounding
                       120


                       100                                        Dipping


                       80
                                                                  ET

                       60

                                                                  Foiling
                       40


                       20
                                                                  Total

                        0
                             No of respondents




INTERPRETATION:
         The collected data shows that 20% of the employees interested in
Compounding, 20% in Dipping, 20% in ET and 40% like in Foilin.


                                           [52]
17. Please select the most convenient time for you to attend training programs?


TABLE-17
             Opinion                 No of respondents           Percentage (%)
             8.00am                         12                          10
             10.00am                         0                          0
        10.00am-12.00pm                      0                          0
             1.00pm                         25                          20
             3.00pm                          0                          0
         3.00pm-5.00pm                      88                          70
             Morning                         0                          0
            Afternoon                        0                          0
              Total                         125                        100




                       140
                                                                             8.00am
                       120                                                   10.00am

                                                                             10.00am-
                       100
                                                                             12.00pm
                                                                             1.00pm
                        80
                                                                             3.00pm

                        60                                                   3.00pm-5.00pm

                                                                             Morning
                        40
                                                                             Afternoon
                        20                                                   Total

                         0

                             No of respondents




INTERPRETATION:
       The collected data shows that 10% of the employees said the most convenient
time for them to attend training programs is 8am, 20% said 1pm and 70% said 3pm-
5pm.

                                         [53]
18. Please select the most desirable day for you to attend training programs?


TABLE-V.18


         Opinion                  No of respondents              Percentage (%)
       Working days                       75                            60
        Leave days                        50                            40
           Total                         125                            100




            140



            120

                                                                          Working
            100                                                           days


             80
                                                                          Leave
                                                                          days
             60



             40                                                           Total


             20



              0

                   No of respondents




INTERPRETATION:
         The collected data shows that 60% of the employees said that the most
desirable day to attend training is Week days and 40% said leave days

                                         [54]
19. Which division do you work in?


TABLE-V.19


            Opinion               No of respondents       Percentage (%)
         Compounding                     31                     25
            Dipping                      31                     25
              ET                         31                     25
            Foiling                      32                     25
             Total                       125                    100




                       140


                       120
                                                                        Compounding

                       100                                              Dipping

                       80
                                                                        ET
                       60

                                                                        Foiling
                       40


                       20                                               Total

                        0

                             No of respondents




INTERPRETATION:
          The collected data shows that 25% of the employees are working in
compounding, 25% in dipping, 25% in ET and 25% in foili

                                        [55]
20. Please indicate your job level?


TABLE-20


           Job level              No of respondents          Percentage (%)
           Operator                      31                         25
          Supervisor                     31                         25
          Lab testing                    32                         25
             LQC                         31                         25
             Total                      125                        100




                 140

                                                                            Operator
                 120


                 100
                                                                            Supervisor
                  80


                  60
                                                                            Lab testing

                  40
                                                                            LQC
                  20


                     0
                                                                            Total
                         No of respondents




INTERPRETATION:
        The collected data shows that 25% of the employees are working at operator
level, 25% at supervisor level, 25% at Lab testing level and 25% at LQC

                                        [56]
        FINDINGS OF THE SYUDY
<<




      The collected data shows that 100% of the employees said that they are given
        training for the job undertaken by them.


      The collected data shows that 70% of the employees said that they are well
        aware of their job components and 30% said that they are unaware of that.



      The collected data shows that 90% of the employees feel that they need
        training and 10% of employees said they do not feel the need of training.


      The collected data shows that 30% of the employees said that they need to
        train technically, 20% said subjectively/ systematically, 30% said practically
        and 20% said others.



      The collected data shows that 30.4% of the employees prefer on the job
        training, 9.6% prefer class room training, 20.8% prefer group discussion and
        39.2% prefer lab/factory visits.


      The collected data shows that 10% of the employees said that the duration of
        the training should be less than a week, 10% said week to! Month, 40% said 1
        month to 2 months and 40% said 2 months to 3 months.



      The collected data shows that 100% of the employees are aware of the training
        program followed.


      The collected data shows 90% of the employees believe that training makes a
        positive change in performance factor and 10% do not believe that.

      The collected data shows that 100% of the employees said that the companies
        provide sufficient first-aid boxes and protective equipment’s.


                                           [57]
 The collected data shows 90% of the employees said their team members
   cooperate with them and 10% said that their team members are not
   cooperating.


 The collected data shows that 10% of the employees want to evaluate their
   training programs through written exams, 5% want through practical exams,
   5% want presentations and 80% want to evaluate training through on the job
   performance



 The collected data shows that 20% of the employees like to have additional
   training programs in Compounding, 20% like in Dipping, 20% like in ET and
   40% like to have training in Foiling.


 The collected data shows that 80% of the employees like to see additional
   training in lab testing and 20% like to see in GT



 The collected data shows that 60% of the employees like to see additional
   training in Quality testing and 40% like to see in GT.


 The collected data shows that 60% of the employees like to see additional
   training in Water testing and 40% like to see in Air testing.



 The collected data shows that 10% of the employees said the most convenient
   time for them to attend training programs is 8am, 20% said 1pm and 70% said
   3pm-5pm.


 The collected data shows that 60% of the employees said that the most
   desirable day to attend training is Week days and 40% said leave days.



 The collected data shows that 25% of the employees are working in
   compounding, 25% in dipping, 25% in Et and 25% in foiling.

                                     [58]
SUGGESIONS OF THE STUDY


   From the outcome of the survey the researcher would suggest the management
     of infrastructure to conduct regular training for the employees to execute the
     work more effectively.


   It is suggested that job description, job analysis should be made clear to the
     employees.

   The training modules can also have according to work description in order to
     have full attention of the employee in the training to have a effective and
     efficient work.


   Training programmers can be organized to all employees to improve their
     knowledge and skills.


   Of the the training need brings out the true training employees.

   Action plans should be shared with the training department so analysis can be
     made with respect to every training programme.


   Performance of the employees before the training and after the training should
     be compared.


   Pre-course material will make the training programmers more effective.


   Conduct the training program weekly or more.


   To enhance the training skills




                                      [59]
CONCLUSION


       “THE STUDY ON THE EMPLOYEE IDENTIFICATION OF TRAINING
NEEDS        ANDHRA           PRADESH          INDUSTRIAL           INFRASTRUCTURE
CORPORATION LTD HYDERABAD”, was conducted to identify the employee
training needs analysis programme. The study done with 125 respondent showed
clearly that to be effective, years of experience is not a factor but
    Training programmers can be organized to all employees to improve their
       knowledge and skills.
    Performance of the employees before the training and after the training should
       be compared.
    Of the The training need brings out the true training employees.


            Frequency of schedule
            Use of visual aids
            Presentation skills
            Coaching
Can play a vital in improving the overall employee training needs analysis.




                                           [60]
QUESTIONNAIRE


Dear Sir / Madam,
       I am D.INDU KUMAR, pursuing M.B.A final year in RAO & NAIDU
ENGINEERING COLLEGE. In partial fulfillment of M.B.A program, I am
conducting this survey for my project work titled as “TRAINING NEEDS OF
EMPLOYEES” to           study on employees        skills   at    “ANDHRA PRADESH
INDUSTRIAL INFRASTRUCTURE CORPORATION                             LTD,   HYDERABAD”
Therefore request you to extend your co-operation by filling up the following
questionnaire giving your free and frank opinion. The given information will be kept
confidential and used for academic purpose only. I will be thankful for your positive
response.


EMPLOYEE TRAINING NEED IDENTIFICATION
Personal Information:
   Name       :                                                 Age:
   Designation:                                                 Sex:
   Experience:                                                  Shift:
Training Need Analysis:
   1. Have you given any training for the job currently you are undertaking?
              Yes               No
   If yes what type of Training ____________________________


   2. Are you well aware all the components of your job?
              Yes               No


   3. Do you feel that do you require training?
              Yes               No
   If yes, please Continue
   Training Analysis:
   4. What is the key area you need to be trained?
               a. Technically        b. Subjectively / Systematically

                                        [61]
           c. Practically        d. Others Specify…


5. What type of Training you prefer?
           a. On the Job                        b. Class Room
           c. Group Discussion                   d. Lab / Factory Visits


6. Duration of the Training?
           a. Less than a Week                  b. Week to 1 Month


           C. 1 Month to 2Months                 d. 2 Months to 3 Months


7. Are you aware that training program is followed in TTK-LIG Ltd?
                    Yes            No


8. Do you believe training really makes a positive change in the performance
Factor?
                    Yes            No


9. Does your company provide sufficient first-aid boxes and protective
equipments?
                    Yes           No


10. Do your team members cooperate with you?
                      Yes               No


Training Evaluation
11. How do you want to evaluate your training program?
           a. Written Exams              b. Practical Exams
           c. Presentations              d. On the Job Performance


12. What areas listed below would you like to see additional training programs?
            a. Compounding               b. Dipping
            c. ET                        d. Foiling


                                    [62]
13. What areas listed below would you like to see additional training in
compounding?
            a. lap testing             b. GT
14. What areas listed below would you like to see additional training in Dipping?
           a. Quality testing         b. GT


15. What areas listed below would you like to see additional training in ET?
            a. Water testing          b. Air testing


16. What type of production areas interested to you?
            a. Compounding                     b. Dipping
            c. ET                              d. Foiling


17. Please select the most convenient time for you to attend training programs:
   a) 8:00am-10:00am            b) 10:00am - 12:00pm c) 1:00pm-3:00pm
    d ) 3:00 pm - 5:00pm        e) Morning-Afternoon


18. Please select the most desirable day for you to attend training programs:
            a) Working Days             b) Leave Days


19. Which division do you work in?
           a) Compounding           b) Dipping              c) ET Foiling


20. Please indicate your job level.
             a) Operator                               b) supervisor
             c) Lab testing                            d) LQC




                                        [63]
                         BIBLIOGRAPHY

  1. C.B.MAMORIA, PERSONAL MANAGEMENT, TATA Mc-GREWN HILL
     PUBLICATIONS, NEW DELHI, 2010.Pp: 45-51.


  2. P.SUBBA     RAO,     PERSONAL      MANAGEMENT,    HIMALAYA
     PUBLISHING HOPUSE, MUMBAI, 2010.Pp: 121-125


  3. N.M.TRIPATI, PERSONNEL MANAGEMENT, EXCEL BOOKS, NEW
     DELHI, 2010.Pp: 98-101.


  4. C.S.VENKATA        RATNAM     &    B.K.VASTAVA,   PERSONNEL
     MANAGEMENT &         HUMAN RESOURCE MANAGEMENT PERSON
     EDUCATION, NEW DELHI, 2009, Pp.: 222-225.


  5. C.B.GUPTHA,     HUMAN       RESOURCE    MANAGEMENT    JAICO
     PUBLISHING HOUSE, NEWDELHI, 2009, Pp: 100-105.




LIST OF WEBSITES:


www.sumadhura.com

www.intinfopech.com

www.hrm coponents.ac.in




                                 [64]

				
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