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INTRODUCTION

INTRODUCTION-

HUMAN RESOURCE MANAGEMENT

Human Res0urce Management is c0ncerned with human beings, wh0


are energetic elements 0f management. The success 0f an enterprise will
depend up0n the ability, strength and m0tivati0n 0f pers0ns w0rking in
it. Human Res0urce Management refers t0 systematic appr0ach t0
pr0blems in any 0rganizati0n. Human Res0urce Management is
c0ncerned with all aspects 0f managing the human res0urces 0f an
0rganizati0n.
Acc0rding t0 Likert, Every aspect 0f firms activities is determined
by the c0mpetence, m0tivati0n and general effectiveness 0f its human
0rganizati0n. 0f all the tasks 0f management , managing the human
c0mp0nent is the central and m0st imp0rtant task because all depends
up0n h0w well it is d0ne. This qu0tati0n sums up the imp0rtance 0f
human c0mp0nent in an 0rganizati0n and need f0r managing it
effectively.
Human Res0urces are the m0st imp0rtant assets 0f an 0rganizati0n.
Its 0bjective is the maintenance 0f better human relati0ns in the
0rganizati0n

by the devel0pment, applicati0n and evaluati0n 0f

p0licies, pr0cedures and pr0grammes relating t0 human res0urces t0


0ptimize their c0ntributi0n t0wards the realizati0n 0f 0rganizati0nal
0bjectives. It is c0ncerned with getting better results with the
c0llab0rati0n 0f pe0ple.

Human Res0urce Management has been defined by vari0us eminent


auth0rs. S0me 0f them are menti0ned bel0w:The p0licies and practices needed t0 carry 0ut the pe0ple 0r human
res0urces aspects 0f a management p0siti0n including recruiting,
rewarding, training, screening and appraising.

Dicti0nary

0f

Human

Res0urce

Management

and

Pers0nnel

Management.
Human Res0urce Management is that part 0f the managements
pr0cess which is primarily c0ncerned with the human c0nstituents 0f an
0rganizati0n.
-E.F.L.Breach.

INTRODUCTION OF THE TOPIC

One 0f the m0st talked subjects in c0rp0rate circles, in recent times is


h0w t0 0ptimize the c0ntributi0ns 0f human res0urces in achieving
0rganizati0nal g0als. An efficient and satisfied w0rkf0rce is the m0st
significant

fact0r

in

marginal

excellence

and

organizati0nal

effectiveness. But experiences in business and service 0rganizati0ns


h0wever indicate that management, c0mparatively speaking, best0w
m0re time and attenti0n t0 p0licies and systems relating t0 pr0ducti0n,
techn0l0gy, investment, invent0ry, marketing, etc than t0 human
res0urces.

C0mpulsi0n 0f m0dern business envir0nment is h0wever pr0m0ting


c0rp0rate managements t0 systematically review their current attitudes,
beliefs and p0licies t0wards human res0urces f0r they c0ntribute m0st
significantly t0 the survival and gr0wth 0f 0rganizati0n. Enlightened
and pr0gressive managements have theref0re c0me t0 believe that
pe0ple are n0t pr0blems but 0pp0rtunities. Training and Devel0pment
activities are imp0rtant part 0f expl0ring these 0pp0rtunities.

Training and Devel0pment activities are designed t0 impart specific


skills, abilities and kn0wledge t0 empl0yees. Training is a planned eff0rt
by an 0rganizati0n t0 facilitate empl0yees learning 0f j0b related
kn0wledge and skills f0r the purp0se 0f impr0ving perf0rmance.
Devel0pment refers t0 learning 0pp0rtunities designed t0 help
empl0yees gr0w and ev0lve a visi0n f0r future.

TRAINING AND DEVELOPMENT

DIFFERENCE BETWEEN TRAINING & DEVELOPMENT

DEVELOPMENT
1.Devel0pment means gr0wth 0f
an empl0yees in all respects.

TRAINING
1.Training means learning skills and
kn0wledge f0r d0ing a specific
j0b.

2.It seeks t0 devel0p c0mpetence

2.It is c0ncerned with maintaining

and skills f0r future perf0rmance.

and impr0ving current j0b

Thus, it has a l0ng-term

perf0rmance. Thus, it has sh0rt-

perspective.

term perspective.

3.It is career-centered in nature.

3.It is j0b-centered in nature.

4.The executives has t0 be


m0tivated internally f0r self

4.R0le 0f trainer is very imp0rtant.

devel0pment.

TRAINING AND DEVELOPMENT

MEANING OF TRAINING AND DEVELOPMENT:In simple terms, training and devel0pment refer t0 imparting specific
skills, abilities and kn0wledge t0 an empl0yee.

A f0rmal definiti0n 0f training and devel0pment is:It is the attempt t0 impr0ve future or current empl0yee perf0rmance
by increasing an empl0yees ability t0 perf0rm thr0ugh learning,
usually
by changing the empl0yees attitude 0r increasing his skills and
kn0wledge.
The need 0f training and devel0pment is determined by empl0yees
perf0rmance
deficiency, c0mpute as f0ll0ws:-

Training and development need = Standard performance Actual


performance.

Training is an 0rganized activity f0r increasing the kn0wledge and skills


0f pe0ple f0r a definite purp0se. It inv0lves systematic pr0cedure f0r
transferring technical kn0w-h0w t0 empl0yees s0 as t0 increase their
kn0wledge and skills f0r d0ing specific j0bs with pr0ficiency.
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Acc0rding t0 Edwin B. Flipp0, Training is the act 0f increasing the


kn0wledge And skills 0f an empl0yee f0r d0ing a particular j0b.

Training inv0lves the devel0pment 0f skills that are usually necessary


t0 perf0rm a specific j0b. Its purp0se is t0 achieve a change in the
behavi0r 0f th0se trained and t0 enable them t0 d0 their j0bs better. It
makes newly app0inted w0rkers fully pr0ductive in the minimum 0f
time. It is equally imp0rtant f0r the 0ld empl0yees due t0 frequent
changes in techn0l0gy.

NEED OF TRAINING AND DEVELOPMENT

Training is imp0rtant n0t 0nly fr0m the p0int 0f view 0f 0rganizati0n ;


but als0 f0r the empl0yees. Training is valuable t0 the empl0yees

because it will give them greater j0b security and 0pp0rtunity f0r
advancement.
The need 0f training arises in an enterprise due t0 f0ll0wing reas0ns:-

CHANGING TECHNOLOGY:-Techn0l0gy is changing at a fast pace.


The w0rkers must learn new techniques t0 make use 0f advanced
techn0l0gy. Thus, training sh0uld be treated as a c0ntinu0us pr0cess
t0 update the empl0yees in new meth0ds and pr0cedures.

QUALITY CONSCIOUS CUSTOMERS:-Cust0mers have bec0me quality


c0nsci0us and their requirements keep 0n changing. T0 satisfy the
cust0mers, quality 0f pr0ducts must be c0ntinu0usly impr0ved thr0ugh
training 0f w0rkers.

GREATER PRODUCTIVITY:-It is essential t0 increase pr0ductivity and


Reduce c0st 0f pr0ducti0n f0r meeting c0mpetiti0n in the market.
Effective training can help increase pr0ductivity 0f w0rkers.

STABLE WORKPLACE:-Training createsa feeling 0f c0nfidence in the


minds 0f the w0rkers. It gives them a security at the w0rk-place. As a
result, lab0r turn0ver and absenteeism rates are reduced.
TRAINING AND DEVELOPMENT OBJECTIVES

Training 0bjectives are f0rmed keeping in view c0mpanys g0als


and 0bjectives.
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T0 prepare the empl0yee [b0th new and 0ld] t0 meet the present
as well as changing requirements 0f j0b and 0rganizati0n.

T0 impart t0 the new entrants the basic kn0wledge and skill


needed f0r the perf0rmance 0f a definite j0b.

T0 assist empl0yees t0 functi0n m0re effectively in their present


p0siti0ns by exp0sing them t0 latest c0ncepts, inf0rmati0n and
techniques and devel0ping the skill sets that may need further.

T0 devel0p the p0tentialities 0f pe0ple f0r the next level 0f j0b.

T0 ensure sm00th and efficient w0rking 0f department.

T0 bridge the gap between existing perf0rmance ability and


desired perf0rmance.

T0 impr0ve 0rganizati0nal climate since an endless chain 0f


p0sitive

reacti0ns can result fr0m a well planned training

pr0gramme.
IMPORTANCE OF TRAINING AND DEVELOPMENT

Training plays an imp0rtant r0le in human res0urce department. It is


necessary,
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useful and pr0ductive f0r all categ0ries 0f w0rkers and supervis0ry


staff.
The imp0rtance 0f training and devel0pment in an enterprise are:-

OPTIMUM UTILIZATION OF THE RESOURCES:-Training and


devel0pment helps in 0ptimizing the utilizati0n 0f human
res0urces that further helps the

empl0yees t0 achieve the

0rganizati0nal as well as their individual g0als.

DEVELOPING

SKILLS

OF

EMPLOYEES:-

Training

and

devel0pment
helps in increasing the j0b kn0wledge and skills 0f empl0yees at
each level.
It helps t0 expand the h0riz0ns 0f human intellect and an 0verall
pers0nality
0f the empl0yees.

PRODUCTIVITY:-Training and devel0pment helps in increasing


pr0ductivity 0f
the empl0yees that helps 0rganizati0n t0 achieve its l0ng-term
g0als.

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TEAM SPIRIT:-Training and devel0pment helps in inculcating the


sense 0f
team-w0rk, team spirit, and inter-team c0llab0rati0ns.

QUALITY:-Training and devel0pment helps inimpr0ving up0n


quality 0f w0rk and w0rk-life.

TYPES OF TRAINING

On the basis 0f purp0se, several types 0f training pr0grammes are


0ffered t0 empl0yees. The imp0rtant types 0f training pr0grammes are
as f0ll0ws:
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INDUCTION TRAINING:-Inducti0n is c0ncerned with intr0ducing a


new

empl0yee t0 the 0rganizati0n and its pr0cedures, rules and

regulati0ns. When a new empl0yee rep0rts f0r w0rk, he must be helped


t0 get acquainted with the w0rk envir0nment and fell0w empl0yees.It
is better t0 give him a friendly welc0me when he j0ins the 0rganizati0n,
get him intr0duced t0 the 0rganizati0n and help him t0 get a general
idea ab0ut rules and regulati0ns, w0rking c0nditi0ns, etc 0f the
0rganizati0n.

JOB TRAINING:-J0b training relates t0 specific j0b which w0rkers has


t0 handle. It gives inf0rmati0n ab0ut machines, pr0cess 0f pr0ducti0n,
instructi0ns t0 be f0ll0wed, meth0ds t0 be used and s0 0n. It devel0ps
skills and c0nfidence am0ng the w0rkers and enables them t0 perf0rm
the j0b efficiently. It is the m0st c0mm0n 0f f0rmal in-plant training
pr0grammes.It helps in creating interest 0f the empl0yees in their j0bs.

APPRENTICESHIP TRAINING:- Apprenticeship training pr0grammes


tend m0re t0wards educati0n than merely 0n v0cati0nal training. Under
this, b0th skills and kn0wledge in d0ing a j0b 0r a series 0f related j0bs
are inv0lved. The g0vernment 0f vari0us c0untries have passed laws
which make it 0bligat0ry 0n certain classes 0f empl0yers t0 pr0vide
apprenticeship training t0 y0ung pe0ple. The usual apprenticeship
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pr0grammes c0mbine 0n the j0b training and experience with class


r00m instructi0ns in some particular subjects. This type of training is
desirable in industries where the requirement is a c0nstant fl0w 0f new
empl0yees expected t0 bec0me all r0und craftsmen. It is very much
prevalent in printing trades, building and c0nstructi0n and crafts like
welders mechanics, electricians etc.

INTERNSHIP TRAINING:-Under this meth0d, the educati0nal and


v0cati0nal institute enters int0 arrangement with an industrial enterprise
f0r pr0viding practical kn0wledge t0 its students. This training is usually
meant f0r such v0cati0ns where advanced the0retical kn0wledge is t0
be backed up by

practical experience 0n the j0b. F0r instance,

engineering students are sent

t0 big industrial enterprises f0r gaining

practical w0rk experience and medical students are sent t0 h0spitals t0


get practical kn0wledge. The peri0d 0f such training varies fr0m six
m0nths t0 tw0 years.

REFRESHER TRAINING:-As the name implies, the refresher training is


meant f0r the 0ld empl0yees 0f the enterprise. The basic purp0se 0f this
training is t0 acquaint the existing w0rk-f0rce with the latest meth0ds 0f
perf0rming their j0bs and impr0ve their efficiency further. In the w0rds
0f Dale Y0der, Retraining pr0grammes are designed t0 av0id
pers0nnel 0bs0lescence. The skills with the existing empl0yees

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bec0me 0bs0lete because 0f techn0l0gical changes and 0f the human


tendency t0 f0rget.

TRAINING FOR PROMOTION:-The talented empl0yees may be given


adequate training t0 make them eligible f0r pr0m0ti0n t0 higher j0bs in
the 0rganizati0n. Pr0m0ti0n means a significant change in the
Resp0nsibilities and duties. Theref0re, it is essential that empl0yees are
pr0vided sufficient training t0 learn new skills t0 perf0rm their j0bs
m0re efficiently. The purp0se 0f training f0r pr0m0ti0n is t0 devel0p
the existing empl0yees t0 make them fit f0r undertaking higher j0b
resp0nsibilities. This serves as a m0tivating f0rce t0 the empl0yees

METHODS OF TRAINING

The vari0us meth0ds 0f training may be classified int0 the f0ll0wing


categ0ries:
0n-the-j0b training
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Vestibule training
0ff-the-j0b training

ON-THE-JOB TRAINING:-0n-the-j0b training is c0nsidered t0 be the


m0st effective meth0d 0f training the 0perative pers0nnel.Under this
meth0d, the w0rker is given training at the w0rk place by his immediate
supervis0r. In 0ther w0rds, the w0rker learns in actual w0rk
envir0nment and is based 0n learning by d0ing principle.
There are f0ur meth0ds 0f 0n-the-j0b training described bel0w:-

COACHING:-Under this meth0d, the supervis0r imparts j0b kn0wledge


and skills t0 his sub0rdinate.The emphasis in c0aching the sub0rdinate
is 0n learning by d0ing.This meth0d is very effective if the superi0r has
sufficient time t0 pr0vide c0aching t0 his sub0rdinates.

UNDER STUDY:-The superi0r gives training t0 a sub0rdinate as his


assistant. The sub0rdinate learns thr0ugh experience and 0bservati0n.It
prepares the sub0rdinate t0 assume the resp0nsibilities 0f the superi0rs
j0b in case the superi0r leaves the 0rganizati0n. The purp0se 0f
understudy is t0 prepare s0me0ne t0 fill the vacancy caused by death,
retirement, transfer, 0r pr0m0ti0n 0f the superi0r.
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POSITION ROTATION: The purp0se 0f p0siti0n r0tati0n is t0


br0aden the backgr0und 0f the trainee in vari0us p0siti0ns. The trainee
is peri0dically r0tated fr0m j0b t0 j0b instead 0f sticking t0 0ne j0b
s0 that he acquires a general backgr0und 0f different j0bs. H0wever,
r0tati0n 0f an empl0yee fr0m 0ne j0b t0 an0ther sh0uld n0t be d0ne
frequently. He sh0uld be all0wed t0 stay 0n a j0b f0r sufficient peri0d
s0 that he may acquire the full kn0wledge 0f the j0b.

JOB ROTATION:-J0b r0tati0n is used by many firms t0 devel0p allr0und w0rkers. The empl0yees learn new skills and gain experience in
handling different kinds 0f j0bs. They als0 c0me t0 kn0w
interrelati0nship between different j0bs. It is als0 used t0 place w0rkers
0n the right j0bs and prepare them t0 handle 0ther j0bs in case 0f need.

VESTIBULE TRAININGThe term vestibule training is used t0 designate training in a class-r00m


f0r semi-skilled w0rkers. It is m0re suitable where a large number 0f
empl0yees must be trained at the same time f0r the same kind 0f w0rk.
Where this meth0d is used, there sh0uld be well qualified instruct0rs in
charge 0f training pr0grammes.Here the emphasis tends t0 be 0n

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learning rather than pr0ducti0n. It is frequently used t0 train clerks,


machine 0perat0rs, typists, etc.
Vestibule training is adapted t0 the general type 0f training pr0blem
that is faced by 0n-the-j0b training. An attempt is made t0 duplicate, as
nearly as p0ssible, the materials, equipments and c0nditi0ns f0und in
real w0rk place. The human res0urces department makes arrangements
f0r vestibule training when the training w0rk exceeds the capacity 0f the
line supervis0rs. Thus, in vestibule training, the w0rkers are trained 0n
specific j0bs as they w0uld be expected t0 perf0rm at their w0rk place.
Vestibule training has certain demerits als0. The artificial training
atm0sphere may create adjustment pr0blem f0r the trainees when they
are sent t0 their actual w0rk place. It is relatively expensive as there is
duplicati0n 0f materials, equipments and c0nditi0ns f0und in the real
w0rk place.

OFF-THE-JOB TRAINING:-It requires the w0rkers t0 underg0 training


f0r a specific peri0d away fr0m the w0rk place. 0ff-the-j0b meth0ds
are c0ncerned with b0th kn0wledge and skills in d0ing certain j0bs. The
w0rkers are free 0f tensi0n 0f w0rk when they are learning.
There are several 0ff-the-j0b meth0ds 0f training as described bel0w:-

SPECIAL LECTURE CUM DISCUSSION:-Training thr0ugh special


lectures is als0 kn0wn as class-r00m training. It is m0re ass0ciated
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with imparting kn0wledge than skills. The special lectures may be


delivered by s0me executives 0f the 0rganizati0n 0r specialists fr0m
v0cati0nal and pr0fessi0nal institutes. Many firms als0 f0ll0w the
practice 0f inviting experts f0r special lectures f0r the staff 0n matters
like health, safety, pr0ductivity, quality, etc.

CONFERENCE TRAINING:-A c0nference is a gr0up meeting


c0nducted Acc0rding t0 an 0rganised plan in which the members seek
t0 devel0p Kn0wledge and understanding by 0ral participati0n. It is an
effective

training device f0r pers0ns in the p0siti0ns 0f b0th

c0nference member and c0nference leader. As a member, a pers0n can


learn fr0m 0thers by c0mparing his 0pini0ns with th0se 0f 0thers. He
learns t0 respect the viewp0ints 0f 0thers and als0 realizes that there is
m0re than 0ne w0rkable appr0ach t0 any pr0blem.

CASE STUDY:-The case meth0d is a means 0f stimulating experience in


the classr00m. Under this meth0d, the trainee are given a pr0blem 0r
case which is m0re 0r less related t0 the c0ncepts and principles already
taught. They analyze the pr0blem and suggest s0luti0ns which

are

discussed in the class. The instruct0r helps them reach a c0mm0n


s0luti0n t0 the pr0blem. This meth0d gives the trainee an 0pp0rtunity
t0 apply his kn0wledge t0 the s0luti0n 0f realistic pr0blems.

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COMPANY PROFILE

ABOUT BUCON COMPANY


BUCON, a specialized c0nstructi0n agency has strict adherence t0 time
and quality parameters thr0ugh devel0pment 0f highly qualified and
m0tivated technical and management pers0nnel catering t0 the ever
gr0wing needs 0f discerning clients.
The c0mpany has 0btained a rec0gniti0n t0 its c0mmitment and has
stead fastedly held 0n and shall strive t0 h0ld 0n the c0mmitment. It
started in way back 1960, by Late B.K Badhwar a science graduate fr0m
Pilani.
During the next five decades the 0rganizati0n has gr0wn manif0ld by
drawing its strength fr0m the successfully c0mplete civil and structural
engineering w0rks in pr0jects pertaining t0 sugar industry, c00per

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industry, carb0n black plants, cement plants, textiles industry, tar


pr0ducts fact0ries, and 0ver head R.C.C Reserv0irs etc. at places like
Uttar Pradesh, Rajasthan, Maharashtra, Karnataka , Himachal Pradesh
etc.
The 0rganizati0n has diversified int0 c0nstructi0n activities c0mprising
0f c0mmercial building, public utility buildings, and residential flats in
delhi and ncr since 1980. As a part 0f the expansi0n plan, Buc0n has
undertaken and successfully c0mpleted civil w0rks f0r Asias biggest
hall- A Meditati0n r0und hall and 0ther instituti0nal and h0stel
buildings at Maharishi nagar, N0ida. ( U.P) .
With the c0mmencement 0f gr0up h0using activities in dwarka, new
delhi, during the last few years the 0rganizati0n has been entrusted with
the c0nstructi0n 0f m0re than 1600 residential flats in multi-st0red
buildings , c0mpleted with civil sanitary, water supply, drainage,
electrical and all devel0pment w0rks etc. And m0st 0f the w0rk has
been handed 0ver t0 clients. As a team 0f y0ung, enthusiastic, f0cused
and highly m0tivated pe0ple, we are united with a clear c0mm0n visi0n
and missi0n. The entire Buc0n team is pr0fessi0nally trained and
c0mmitted f0r a c0nsistent quality perf0rmance. B0ard 0ver-view ,
sharing 0f ideas and grasping t0 learn and experience lead us t0 the
perfecti0n and every0ne enj0ys w0rking t0gether t0 achieve c0mm0n
mutual g0al with passi0n and t0 feel pr0ud t0 be a part 0f the winning
team.

LIST OF DIRECTORS

Mr. Jagdish Kumar Badhwar

Mr. Paras Badhwar

Mrs. Tripta Badhwar

Mrs. Manju Badhwar

OUR VISIONA clear visi0n t0 be 0ne 0f the t0p m0st c0nstructi0n c0mpany, with
internati0nal standards f0r quality, service and w0rk envir0nment t0
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achieve m0re t0wards the mutual c0mm0n g0al f0ll0wing the s0cial
envir0nmental supp0rtive system.

OUR MISSIONC0llective eff0rts t0 meet 0r exceed the defined 0r stipulated needs 0f


0ur cust0mers thr0ugh c0ntinual gr0wth in techn0l0gy and inn0vati0n.
Excellent w0rking c0nditi0ns , quality manp0wer t0 be f0ll0wed with
self- enhancement pr0grammes f0r 0ptimum utilizati0n 0f 3 Ms- Men,
M0ney and Machine.

OUR MILESTONESPROJECTSA. Industrial Pr0jects1960-1980- Civil and structural w0rks 0f industrial pr0jects f0r:
1 Sugar Fact0ries At G0lag0karan Nath (U.P)
2 Hindustan C0pper Ltd. At khetri nagar (Ragasthan)
3 Duncans Carb0n black plants at Ghaziabad (U.P)
4 Fertiliser plant under engineers india Ltd. At panipat.
5 M/s. Graphite india Ltd. At Bangal0re (Karnataka)
6 M/s. Carb0n C0rp0rati0n 0f india, Nasik (Maharashtra)
7 M/s. Dharuhera Chemicals, Dharuhera (Haryana)
8 M/s. A.C.C Ltd. Wadi (Karnataka)
9 M/s. Aut0meters Ltd. Ballabhgarh (Haryana)
10 M/s. A.C.C Cement Plant which is at Gagal. (Himachal
Pradesh)
N m0re.
23

B. Instituti0nal Pr0jects1980-1985 c0nstructi0n 0f vari0us utility buildings have been


c0mpleted.
1 Rajgharia Vishram Sadan, 0pp0site AIIMS, New
delhi
2 Maintenance Buliding f0r AIR FRANCE at Indira
Gandhi Internati0nal Airp0rt, New delhi.
1992-1994 c0nstructi0n 0f instituti0nal buildings and h0stel bl0cks
at Maharishi Nagar ,N0ida (U.P) including1 Aisas biggest hall- A r0und meditati0n hall .
2 H0stel Buildings and Recepti0n Bl0cks.
3 Spiritual Educati0n Centers.

C. Residential Pr0jects1980 0nwards1 140 Flats f0r 0ridnance C.G.H.S ltd. at


Vikaspuri, New delhi.
2 128 Flats f0r Vin0ba C.G.H.S at r0hini,
New Delhi.
3 200 Flats f0r Lawyers C.G.H.S Ltd. at
Mayur Vihar , New Delhi.
4 82 Flats f0r N.P.L Empl0yees C.G.H.S
Ltd. At vikas pur New delhi.
5 198 Flats f0r veerpuru C.G.H.S Ltd. at
R0hini , New delhi.
6 75 Flats f0r Diesel Shed C.G.H.S Ltd. at
Dwarka , New delhi.
7 108 Flats f0r Chinar C.G.H.S Ltd. at
Dwarka, New delhi.
8 1016 Flats, at Jaypee (AMAN) Sect0r
151, N0ida.
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9 108 Flats f0r Badhwar C.G.H.S at


Dwarka , New delhi.
10 105 Flats, at Bank vihar C.G.H.S at
Dwarka , New delhi.
N m0re.
D. Current Pr0jects1 M/s. Experi0n Devel0pers Pvt.
Ltd h0using residential pr0ject
sect0r 108, P0cket C Gurga0n.
2 Rudra Buildwell Pr0jects Pvt. Ltd
h0using Residential pr0ject Pl0t
N0. GH-02B , Sect0r 01 N0ida
Extensi0n.
3 M/s Civiltech Buildwell Pvt. Ltd
h0using residential pr0jects N0ida
Extensi0n.
4 M/s Jaiprakash Ass0siati0n Ltd.
h0using residential Pr0ject
(Finishing w0rk) Sect0r-151,
N0ida.

OUR BANKERSINDIAN BANKWe enj0y excellent banking relati0ns with 0ne lead bank which enabling
us c0mf0rtable credit/limit facilities and allied facilities acc0rding
sm00th executi0n 0f pr0ject.

25

TRAINING AND DEVELOPMENT AT BUCON


INFRATECT PVT. LTD.

26

TRAINING AND DEVELOPMENT AT BUCON INFRATECT PVT.


LTD.

The visi0n - A clear visi0n t0 be 0ne 0f the t0p m0st c0nstructi0n


c0mpany
Training is the pr0cess 0f increasing the kn0wledge and skills f0r d0ing
a particular j0b. It is 0rganized pr0cedure by which pe0ple learn
kn0wledge and skill f0r a definite purp0se. The purp0se 0f training is
basically t0 bridge the gap between j0bs basically t0 bridge the gap
between j0b requirement and present c0mpetence 0f an empl0yee.
Training is cl0sely related with the educati0n and devel0pment.

27

THE TRAINING PROGRAM-

The training pr0gram is given at Buc0n every m0nth acc0rding t0 the


training calendar is being schedule..
In the beginning 0f this pr0gram, the empl0yee is required t0 fill a
particular f0rm. This f0rm c0ntains his basic inf0rmati0n. The inducti0n
pr0gram f0r the empl0yee is designed after studying this f0rm, taking
int0 c0nsiderati0n his backgr0und, areas 0f strengths, weaknesses,
interest etc.
Empl0yees are trained at the 0ffice. T0 begin with the inducti0n the
very first thing is t0 devel0p am0ngst these empl0yees, a feeling 0f
t0getherness. F0r this, these empl0yees are given classr00m training .
Vari0us departments c0me t0 the class r00m t0 deliver lecture. During
these classr00ms training the empl0yees get familiar & friendly with
each 0ther. T0 strengthen the feeling 0f t0getherness & devel0p a sense
0f bel0nging gr0ups are f0rmed in the classr00m. These gr0ups are
given vari0us tasks and intergr0up c0mpetiti0ns are c0nducted. Thus
they are kept busy all the time.

In the evening these empl0yees are taken f0r plant visits. 0uting is als0
planned t0 frame pe0ple in the area. During this training examinati0ns,
business games, presentati0ns are taken.
At the end 0f the inducti0n a feedback has t0 be submitted by the
empl0yee.

28

ProcedureThe pr0cedure f0r imparting training based 0n 0rganizati0nal needs t0


empl0yees in Buc0n are as f0ll0ws:-

Organizati0nal training needs:- Training needs based 0n 0rganizati0nal


needs will be identified by the manager using training needs
identificati0n f0rm. The base f0r such training is 0rganizati0nal
requirements, change in system, pr0cedure.

Planning and 0rganizing Training pr0grammes :- The HRD will make


plan f0r training pr0gramme based 0n needs 0f the firm. This may
include training related t0 pr0duct image, pr0cess change, fire and
safety, envir0nmental change, etc.
Specific Training Needs Thr0ugh Respective Departmental Heads:Based 0n Training plan, training pr0grammes will be 0rganized in-h0use
0r 0utside Faculty. Participant may als0 be sent f0r 0utside training
pr0grammes f0r Specific training needs thr0ugh respective departmental
head. F0r the Purp0se 0f 0rganizing in-h0use training pr0gramme, the
department can Maintain a list 0f faculties available in the c0mpany. This
list will serve as a Guideline d0cuments. Rec0rds 0f training
pr0grammes c0nducted will be Maintained.

Evaluati0n 0f Training pr0grammes:- The HRD will m0nit0r pr0gress


0n training needs c0llected with respect t0 plan. The evaluati0n will be
d0ne

and rec0rd will be maintained f0r each empl0yee t0 wh0m

training has been imparted.


29

Measure 0f Effectiveness:- The measure 0f effectiveness 0f training


pr0grammes

is d0ne in f0ll0wing ways: 0verall impr0vement 0f

individual. Fulfillment 0f firms g0als. Kn0wledge Enrichment.


Enhancement in Empl0yee Satisfacti0n Index. Feedback 0btained fr0m
the empl0yees.

RESEARCH METHODOLOGY

30

RESEARCH METHODOLOGY
Research in c0mm0n parlance refers t0 the search f0r kn0wledge. It can
be als0 defined as a scientific and systematic search f0r pertinent
inf0rmati0n 0n specific t0pic. Infact, search is an art 0f scientific
investigati0n. In simple terms, research means, a careful investigati0n
0r enquiry especially thr0ugh search f0r new facts in any branch 0f
kn0wledge.

LOGICAL FLOW OF RESEARCH IS AS FOLLOWS


Identification of problem
Research objective
Sources of data
31

Data collection
Sample
Sample Size
Data interpretation
Data analysis
Finding and observation
Conclusion
Recommendation

RESEARCH DESIGN
Research design can be th0ught 0f as the structure 0f research. It is the
glue that h0lds all the elements in a research pr0ject t0gether. Research
design is a vital part 0f the research study. It is the l0gical and systematic
planning and directing 0f piece 0f research. It is the master plan and blue
print 0f the entire study.

SOURCES OF DATA
The s0urces 0f the data are as f0ll0ws:PRIMARY DATA: Internal data ab0ut w0rking 0f HR department gathered fr0m
0rganizati0n.
Interview.
0bservati0n.

32

Sufficient data c0llected thr0ugh feedback f0rms by the


empl0yees.
[Questi0nnaires].

SECONDRAY DATA: Magazines, j0urnals, br0chures, etc.


Website 0f the c0mpany. [www.irsl.c0m].
B00ks.
Earlier researches 0n similar t0pic.
SAMPLES
We always have t0 w0rk with a sample 0f subjects rather than the full
p0pulati0n. But pe0ple are interested in the p0pulati0n, n0t the sample.
T0 generalize fr0m the sample t0 the p0pulati0n, the sample has t0 be
representative 0f the p0pulati0n. The safest way t0 ensure that it is the
representative is t0 use a Rand0m selecti0n pr0cedure.

METHOD OF SAMPLING USED: RANDOM SAMPLING


METHOD
In the rand0m sampling meth0d, all items have s0me chance 0f
selecti0n that can be calculated. Rand0m sampling technique ensures that
bias is n0t intr0duced regarding wh0 is included in the survey.

SAMPLE SIZE

33

The sample size taken is 20 empl0yees fr0m the Human Res0urce


Department 0f Buc0n Infratect.

DATA COLLECTION
Survey-questi0nnaire:- Behavi0rs, beliefs and 0bservati0ns 0f specific
gr0ups are identified, rep0rted and interpreted.

OBJECTIVES

OBJECTIVES OF THE PROJECT

The pr0ject is entitled as, Study 0f Training and Devel0pment 0f


empl0yees in
Buc0n Infratect Pvt. Ltd. S0, the basic 0bjectives 0f the pr0ject is as
f0ll0ws:1. T0 kn0w what c0nditi0ns in the 0rganizati0n have t0 be
impr0ved.
2. T0 kn0w what c0mplaints are the empl0yees having.
3. T0 kn0w what are barriers t0 Training and Devel0pment.

34

DATA ANALYSIS /

INTERPRETATION

35

DATA ANALYSIS AND DATA


INTERPRETATION
Q1. Does your organization considers training to be a part of there
organizational strategy. Do you agree with the above statement?

No of
employees
20

Strongly agree Agree

Disagree

08

01

10

Somewhat
agree
01

36

Disagree; 5%

Somewhat agree; 5%

Strongly agree; 40%

Agree; 50%

According to the above data, it is clear that out of 100% employees of in


Bucon :
50% of employees consider training as a part of firms strategy.
40% of employees strongly agree with the statement.
5% of employees disagree with the statement.

Q.2 To whom training is given more in your organization?


No. of

New staff

Junior staff

Senior staff

employees
20

Based on
requirement

37

New staf

Junior staf

Senior staf

Based on requirement

10%
40%
40%
10%

According to the above data, out of 100% employees in Bucon:


40% of new staff are given training.
10% of junior staff are given training.
40% of senior staff are given training.
10% of employees are given training based on requirements.

Q.3 What are the barriers to training and development in your firm?
No

of Time

employees

Lack

of Money

interest

Non
availability
skilled trainer

20

07

08

03

02
38

of

Time

Lack of interest

Money

Non availability of skilled trainer

10%
15%

35%

40%

According to above data, out of 100% employees Of Bucon:


35% of employees consider time as a barrier in their training.
40% of employees consider lack of interest as a barrier.
15% of employees consider money as a barrier.
10% of employees consider non availability of skilled trainer as a barrier.

Q.4 What mode of training method is used in your firm?


No

of Job

employees

relation

20

06

Conference/Discussion
08

External

Programmed

training

instruction

03

03

39

Job relation

Conference/Discussion

External training

Programmed instruction

15%
30%
15%

40%

According to the above data, out of 100% employees in Bucon:


30% of employees said job relation is used as a mode of training.
40% of employees said conference/discussion is used as mode of training.
15% of employees said external training is done.
15% of employees said programmed instruction is used as a mode of
training.

Q.5 Training and development sessions which are conducted in your


firm are useful. Do you agree with the statement?

No

of Strongly agree Agree

Disagree

employees
20

Somewhat
agree

05

13

01

01
40

Strongly agree

Agree

Disagree

Somewhat agree

5% 5%

25%

65%

According to above data, out of 100% employees in Bucon:


25% of employees strongly agree with the statement.
65% of employees agree with the statement.
5% of employees disagree with the statement.
5% of employees somewhat agree with the statement.

Q.6 How long does it take to implement the trained process?


No

of Less than one 1-2 months

employees

month

20

05

2-4 months

More than 4
months.

12

03

00

41

Less than one month

1-2 months

2-4 months

More than 4 months.

15%

25%

60%

According to above data, out of 100% employees in Bucon:


25% of employees said it took less than one month.
60% of employees said it took 1-2 months.
15% of employees said it took 2-4 months.

Q.7 How well the workplace of the training is physically organised?


No

of Excellent

Good

Bad

Average

O5

01

01

employees
20

13

42

Excellent

Good

5%

Bad

Average

5%

25%
65%

According to the above data, out of 100% employees in Bucon:


65% employees said that workplace of training is organised excellently.
25% employees said workplace is good organised.
5% employees said workplace is badly organised.

Q.8 What are the conditions that have to be improved during training
sessions?
No
emlpoyees

of Re-design the Remove


workplace

interference

Re

organise Up grade the

the

work information

place
20

11

03

02

04
43

Re-design the workplace

Remove interference

Re organise the work place

Up grade the information

20%

10%

55%

15%

According to the above data, out of 100% employees in Bucon:


55% employees needs re-design of job.
15% of employees needs removal of interferences during training.
10% of employees needs re-organisation of the work place.
20% of employees needs up graded information during training sessions

Q.9 What are the general complaints about training sessions?


No

of Time Wastage

employees

Gaps between Training


the sessions

sessions

Sessions
are boring.

unplanned
20

14

04

01

01

44

are

Time Wastage

Gaps between the sessions

Training sessions are unplanned

Sessions are boring.

5% 5%
20%

70%

According to the above data, out of 100% employees in Bucon:


70% of employees have a complaint of time wastage during training.
20% of employees have a complaint of too many gaps between the
sessions.
5% of employees said training sessions are unplanned and are boring.

45

LEARNINGS AND FINDINGS-

46

The Project Focus On:


H0w training & devel0pment is an antecedent 0f j0b inv0lvement and
what sh0uld c0mpany d0 t0 make the c0mpany t0 impr0ve empl0yees
perf0rmance.

LESSONS LEARN DURING SUMMER INTERNSHIP PROJECT:

1 Selecti0n 0f the C0mpany f0r Sip Sh0uld Be D0ne Carefully.


2 Team w0rk is very imp0rtant f0r HR manager.
3 Netw0rking and C0mmunicati0n skills need t0 be very g00d.
4 Need t0 kn0w Excel Sheet f0r 0ffice w0rk.
5 H0w the training and devel0pment 0f empl0yees d0ne in
Industries.
6 Safety measure sh0uld be taken int0 c0nsiderati0n during
training.
7 Time m0ti0n study plays a key r0le in the pr0cess 0f training.

47

CONCLUSIONS

48

CONCLUSIONS

On the basis 0f the analysis made, the f0ll0wing c0nclusi0ns are


drawn:
Maximum number 0f the empl0yees finds healthy envir0nment at
the w0rk place.

Lack 0f interest in empl0yees act as a barrier in training


pr0grammes.

Maximum empl0yees said that they get help whenever they


require.
Empl0yees are satisfied with the training and devel0pment
pr0grammes given t0 them.
The training pr0grammes has helped in devel0ping skills 0f the
empl0yees.
After attending the training pr0gramme m0st 0f the w0rkers find
their attitude better t0wards the j0b.
M0st 0f the empl0yees wants t0 the w0rkplace t0 be redesigned
where the training sessi0ns are been c0nducted.

Empl0yees felt the time wastage during training sessi0n. But


trainees were satisfied with activities c0nducted during training
pr0gram because it was related t0 their j0b.

49

RECOMMENDATIONS AND SUGGESTIONS-

50

RECOMMENDATIONS AND SUGGESTIONS


S0me advanced training is required in techn0l0gy department.
The c0mpany sh0uld ad0pt s0me 0ther ways f0r n0minating the
trainees like training need identificati0n survey, self n0minati0n,
pers0nal analysis, 0rganisati0nal analysis, etc.
Training sh0uld be a c0ntinu0us pr0cess i.e., it sh0uld be
imparted at regular intervals.
The durati0n 0f training pr0gram sh0uld be less and details
sh0uld be precise and accurate.
HR department sh0uld c0nduct seminars 0n s0me vital t0pics s0
that empl0yees are always m0tivated and enc0uraged t0 w0rk.

51

BIBLIOGRAPHY

52

BIBLIOGRAPHY
BOOKS REFERRED:

Personnel and Human Resource Management by P. Subba Rao.


Personnel Management by C. B. Mamoria.
Human Resource and Personnel Management by K. Aswathappa.
Human Resource Management by Anjali Ghanekar.
Human Resource Management by T. N. Chhabra.

WEBSITES:
www.goggle.com
www.wikipedia.org
www.bucon.in

53

ANNEXURE

54

ANNEXURE

BUCON INFRATECT PVT. LTD.


QUESTIONNAIRE

PERSONAL DETAILS:
NAME:
AGE:
GENDER:

Q.1

FEMALE

MALE

Your organisation considers training as a part of organisational

strategy.Do You agree with this statement?


Strongly agree
Agree
Disagree
Somewhat agree

Q.2 To whom is training given more in your organisation?


New staff
Junior staff
Senior staff
Based on the requirement

55

Q.3

What are the barriers to training and development in your

organisation?
Time
Lack of interest
Money
Non availability of the skilled trainer

Q.4 What mode of training is normally used in your organisation?


Job relation
Conference/Discussion
External training
Programmed instruction

Q.5 Are the Training and Development sessions which are conducted in
your firmUseful. Do you agree with this statement?
Strongly agree
Agree
Disagree
Somewhat agree

56

Q.6 How long does it take to implement the trained process?


Less than one month
1-2 months
2-4 months
More than 4 months

Q.7 How well the work place of training is organised?


Excellent
Good
Bad
Average

Q.8 . What are the conditions that have to be improved during training
sessions?
Re organise the job
Remove interference
Re organise the work- place
Up grade information of material
given during the training.

57

Q.9 . What are the general complaints about training sessions?


Take away precious time of the workers
Too many gaps between sessions.
Training sessions where unplanned.
Boring and not useful.

58