A STUDY ON TRAINING AND DEVELOPMENT OF BERYL

SPRINGS INFRASTRUCTURES PVT LTD,

HYDERABAD, AP

BY

R. VIDYA ARUNA
ROLL NO.121410672048

CLASS: MBA II A

INTERNAL GUIDE: Mrs.A.Mary FRANCINA

EXTERNAL GUIDE: Mr. P. RAGHUNATH

 CHAPTER - I

INTRODUCTION
Human Resource Management :Human Resource Management is managing the
functions of employing, developing and compensating Human Resources resulting in
creating and developing Human Relations and utilization of Human Resources with a
view to contribute proportionately to the organizational, individual and social goals.

1.1 NEED & IMPORTANCE OF THE STUDY

Every organization needs to have experienced and well-trained employees to perform the
activities assigned to them. Training is a medium through which one can improve their
performance in the changing times; training is gaining importance as a pervasive HR
function. The success of any training program depends on the varied impact it has on
people, which helps in determining the effectiveness of their skills and abilities.
The importance of human resource management to large extent depends on human
resources development. Training is the most important technique of human resources the
organizational requirements.. Hence, training is important to develop the employee and
make him suitable to the job.
Hence training and development greatly effects motivational level of the individual to
perform more skillfully. Therefore the training and development has been selected as the
theme of the project.

NEED FOR TRAINING ARISES

To Match the Employee Specifications with the Job Requirements and

Organizational Needs.
Technological Advances
Human Relations
Increase Productivity.
Improve quality of the product/service
Help a company to fulfill its future personnel needs
 Improve organizational climate
Improve health and safety

- Benefits of the individual which in turn ultimately should benefit the organization
Helps the individual in making better decisions and effective problem solving
Through training and development motivational variables of recognition,
achievement, growth, responsibility and advancement are internalized and
operationalized.
Aids encouraging and achieving self-development and self-confidence
Helps a person handle stress, tension, frustration and conflict
Provides information for improving leadership knowledge, communication skills
and attitudes
Provides the trainee an avenue for growth and a say in his/her own future
Develops a sense of growth in learning
Helps a person develop speaking and listening skills; also writing skills when
exercise are required.
Helps eliminate fear in attempting new tasks

1.2 OBJECTIVES OF THE STUDY:

The objectives of the study are as follows:

To study the training programs at Beryl Springs, infrastructure Pvt ltd

To study the development programs at Beryl Springs, infrastructure Pvt ltd
To compare the training and development process of Beryl Springs Infrastructure
with the theoretical perspective.
To make suitable suggestions to make the process of training more effective.

1.3. RESEARCH METHODOLOGY:

RESEARCH DESIGN:
 The Research method followed in this project is Descriptive Research. This
method is chosen as the basic objective of the project was to study about the Employee
Motivational factors prevailing in the company, and suggest some suitable changes in
existing system in order to make it more positive and meaningful in achievement of
desired organizational goals.
SAMPLING TECHNIQUE: Random sampling technique has been adopted to
choose the respondents for the total population to conduct the study.

SAMPLE SIZE:
The sample size selected was 50 employees from the total population.
Sample Distribution. Out of total 100 employees at Beryl Springs infrastructure pvt ltd, a
sample size of 50 employees is studied at Beryl Springs Infrastructure Ltd. (50% of total
population)

DATA COLLECTION: The study is carried on by using both the primary and
secondary data.

i PRIMARY DATA: Primary source data refers to the first hand data, which is
collected directly from the respondents. The source of primary data in the research is
1. Questionnaires
2 Interviews
3 Observations
ii Secondary Data : Secondary data refers to the second hand data which is not
collected directly from the respondents. Source of secondary data are:
1 Internet
2 Books
3 Company website
4 Records
5 HR manual
Data Analysis and interpretation:

Data analysis and interpretation is done through percentile method, The data is analyzed
using the Statistical techniques. In this Project Bar Diagrams and Pie charts have been
used to analyze the out comes of the Project study.
 Scope of the Study

The study is conducted at Beryl Springs Infrastructure pvt ltd, Hyderabad with reference
to Training and Development. The study includes a sample size of 50 employees
belonging to middle level and high level. The sample includes executives, supervisors
and the employees working under them. The study is conducted for the year 2011. The
research will be helpful in understanding the current Training and Development programs
followed in the company.
 CHAPTER - II

REVIEW OF LITERATURE
 Introduction
Human resource management or personnel management is concerned with management
of people at work. People at work are the essential ingredient in every organization. the
way which people are recruited, developed and utilized by management largely
determined whether the organization will achieve its objects.

The effectiveness with which human resource are co-ordinates and utilized is
directly responsible for success of any organization. Managing HUMAN RESOURCE
effectively for the development of the organization is considered as HUMAN
RESOURCE MANAGEMENT

DEFINITION:

Edwin B.FLIPPO offers a comprehensive definition as follows:

Personnel management is planning, organizing, directing and controlling of the

procurement, development, compensation, integration, maintenance and separation of
human resource to the end that individual, organization and societal objects are
accomplished. This definition covers both the management function and the operative
function. The purpose of all these functions is to assist in the accomplishment of basic
organization, individual, and societal goals.

Human resource management is needed by every organization that is interested in

Stabilizing
Growing
Diversifying
 Renewing it to become more effective
Improve its system and services
Changing and becoming more dynamics
Playing leadership roles

TRAINING AND DEVELOPMENT:

Organization and individual should develop and progress simultaneously for their
survival and attainment of mutual goals. So every modern management has to develop
the organization through human resources development. Employee training is the
important sub-system of human resources development. Employee training is a
specialized function and is one of the fundamental operative functions for human
resources management.

MEANING

After an employee is selected, placed and introduced him or she must be provided
with training facilities; Training is the act of increasing the knowledge and skill of an
employee for doing a particular job. Training is a
short-term educational process and utilizing a systematic and organized procedure by
which employees learn technical knowledge and sills for a definite purpose; Dale S.
Beach defines the training as . The organized procedure by which people learn
knowledge and skill for a definite purpose

In other words training improves, changes, moulds the employees knowledge skill,
behavior, aptitude, and attitude toward the requirements of the job and organization
training refers to the teaching and learning activities carried on for the primary purpose of
helping members of an organization, to acquire and apply the knowledge, skills, abilities
and attitudes needed by a particular hob and organization
 Thus, training bridges the differences between job requirements and employees
present specifications.
Area: Training
Content: Technical skills and knowledge
Purpose: Specific job-related
Duration: Short-term
For whom: Mostly technical and non-managerial
Personnel
Orientation: Application
Emphasis: Technical
Learning: On-the-job and off-the-job
Scope: Specific tasks
Payment: Trainee is paid to learn

IMPORTANCE OF TRAINING

The importance of human resource management to large extent depends on human

resources development. Training is the most important technique of human resources the
organizational requirements.. Hence, training is important to develop the employee and
make him suitable to the job.

BENEFITS OF TRAINING

How training benefits the Organization

Leads to improved profitability and more positive attitudes towards profits
orientation.
Improves the job knowledge and skills at all levels of the organization
 Improves the morale of the workforce
Helps people identify with organizational goals
Helps create a better corporate image
Fastens authenticity, openness and trust
Improves the relationship between boss and subordinate
Aids in organizational development
Learns from the trainee
Helps prepare guidelines for work
Aids in understanding and carrying out organizational policies
Provides information for future needs in all areas of the organization
Organization gets more effective decision-making and problem solving.
Aids in increasing productivity and/or quality of work
Helps keep costs down in many areas, e.g., production, personnel, administration,
etc.
Develops a sense of responsibility to the organization for being competent and
knowledgeable
Improves labor-management relations
Eliminates sub-optimal behavior (such as hiding tools)
Creates an appropriate climate for growth, communication
Aids in improving organizational communication
Helps employees adjust to change
Aids in handling conflict, thereby helping to prevent stress and tension.

Benefits of the individual which in turn ultimately should benefit the

organization
Helps the individual in making better decisions and effective problem solving
Through training and development motivational variables of recognition,
achievement, growth, responsibility and advancement are internalized and
operationalized.
Aids encouraging and achieving self-development and self-confidence
Helps a person handle stress, tension, frustration and conflict
 Provides information for improving leadership knowledge, communication skills
and attitudes
Increases job satisfaction and recognition
Moves a person toward personal goals while improving interactive skills
Satisfies, personnel needs of the trainer(and trainee)
Provides the trainee an avenue for growth and a say in his/her own future
Develops a sense of growth in learning
Helps a person develop speaking and listening skills; also writing skills when
exercise are required.
Helps eliminate fear in attempting new tasks.

Benefits in Personnel Human Relations, Intra and inter group Relations

and Policy Implementation
Improves communications between groups and individuals
Aids to orientation for new employees and those taking new jobs through transfer
of promotion
Provides information on equal opportunity and affirmative action
Improves interpersonal skills
Makes organization policies, rules and regulations viable
Improves morale
Builds cohesiveness in groups
Provides a good climate for learning, growth, and co-ordination
Makes the organization a better place to work and live.

The increasing competition,, among other things increases the significance of

training. Training matches the employee with the job from time to time. Further, the
trained employees invite organizational change and ready to take up any type of
assignment. The success of any organization, to a greater extent depends on the amount,
qualitative and timely training provided by and organization.
NEED FOR TRAINING

Every organization big or small, productive of non-productive, economic or social,

old or newly established should provide training to all employees irrespective of their
qualification, skill, and suitability for the job etc. Thus, no organization can choose
whether or not to train employees.

Training is not something that is done once to new employees; it is used

continuously in every well-run establishment. Further, technological change, automation,
require up-dating the skills and knowledge. As such an organization has to retrain the old
employees.

NEED FOR TRAINING ARISES

To Match the Employee Specifications with the Job Requirements and

Organizational Needs.
Organizational Viability and the Transformation Process.
Technological Advances
Human Relations
Increase Productivity
Improve quality of the product/service
Help a company to fulfill its future personnel needs
Improve organizational climate
Improve health and safety
Prevent obsolescence
FACTORS THAT DETERMINE THE SUCCESS OF TRAINING

Factors Purposes

Technological Advance Improve Productivity

Organizational
Complexity

Job Requirements Prevention of

Obsolescence

Human Relations
Preparation for Higher
Level Job
Top Management
Support
Learning Principles
Improved Morale
Personnel Function
TRAINING OBJECTIVES:

Generally line managers ask the personnel manager to formulate the training policies.
The Personnel Manager formulates the following training objectives in keeping with
Companys goals and objectives:
To prepare the employee both new and old to meet the present as well as the
changing requirements of the job and the organization
To prevent obsolescence
To impart the new entrants the basic knowledge and skill they need for an
intelligent performance of definite job.
To prepare employees for higher level tasks
To assist employees to function more effectively In their present positions by
exposing them to the latest concepts, information and techniques and developing
the skills they will need in their particular fields.
To build up a second line of competent officers and prepare them to occupy more
responsibilities positions.
To develop the potentialities of people for the next level job
To ensure smooth and efficient working of a department
To ensure economical output of required quality
To promote individual and collective morale, a sense of responsibility cooperative
attitudes and good relationships.

ASSESSMENT OF TRAINING NEEDS

Training needs are identified on the basis of organizational analysis, job analysis
and man analysis. Training programmed, training methods and course content are to be
planned on the basis of training needs. Training needs are those aspects necessary to
perform the job in an organization in which employee is lacking attitude/aptitude,
knowledge, a skill: Training Needs = Job and organizational requirement - Employee
specifications Training needs can be identified through identifying the organizational
needs based on

1.Organizational Analysis:

This includes analysis of objectives, resource Utilization, environment scanning

and organizational climate: organizational Strengths and weaknesses in different areas
like accidents, excessive scrap, Frequent breakage of machinery, excessive labor-turn-
over, market share, And other marketing areas, quality and quantity of the output,
production Schedule, raw materials and other production areas, personnel, finance, etc.

2. Departmental Analysis:

Department strength and weakness including special Problems of the department or a

common problem of a group of employees like acquiring skills and knowledge in
operating computer by accounting Personnel.

3. Job/Role Analysis:

This includes study of jobs/roles, design of jobs due to Changes, job enlargement,
and job enrichment etc.

4. Manpower Analysis:

Individual strengths and weakness in the areas of job Knowledge, skills, etc.

ASSESSMENT METHODS

The following methods are used to assess the training needs:

1. Organizational requirements/weakness
 2. Departmental requirements/weaknesses
3. Job specifications and employee specifications,
4. Identifying specific problems
5. Anticipating specific problems
6. Anticipating future problems
7. Managements requests
8. Observation
9. Interviews
10. Group conferences
11. Questionnaire surveys
12. Test of examinations
13. Check lists
14. Performance appraisal

TRAINING METHODS

As a result of research in the fields of training, a number of programmers are

available. Some of these are new methods, while others are improvements over the
traditional methods. The training programmers commonly used to train operative and
supervisory personnel are classified into on-the-job and off-the-job training programmers.
 TRAINING METHODS

---------------------------------------------------------------------------------------

ON-THE-JOB METHOD OFF-THE-

JOB METHOD

-Vestibule
training
-Job rotation -Role
Playing
-Coaching -Lecture
methods
-Job instruction -Conference
of
-Committee Assignments
Discussion
 TRAINING METHODS

ON-THE-JOB TRAINING METHODS

This type of training, also known as job instruction, training, is the most
commonly used method. Under this method, the individual is placed on a regular job and
taught the skills necessary to perform that job. The trainee learns under the supervision
and guidance of a qualified worker or instructor. On- the-job training has the advantage
of giving first hand knowledge and expense under the actual working conditions. While
the trainee learns how to perform a job, he is also regular worker rendering the services
for which he is paid. The problem of transfer of trainee is also minimizes as the person
learns on-the-job. The emphasis is placed on rendering services in the most effective
manner rather than learning how to perform the job.

1. JOB ROTATION:

This type of training involves the movement of the trainee from one job to
another. The trainee receives job knowledge and gains experience from his
supervisor or trainer in each of the different job assignments. Though this
method of training is common in training managers for general management
positions, trainee can also be rotated from job to job in workshop jobs. This
method gives an opportunity to the trainee to understand the problems of
employees on other jobs and respect them.
2. COACHING:

The trainee is placed under a particular supervisor functions as a coach in training

the individual. The supervisor provides feedback to the trainee on his performance and
offers him some suggestions for improvement. Of the trainee shares some of the duties
and responsibilities of the coach and relieves him of his burden. A limitation of this
method of training is that the trainee may not have the freedom or opportunity to express
his own ideas.
3. JOB INSTRACTIONS:

This method is also known as training through step by step. Under knowledge and
skills and allows him to do the job. The trainer appraises the performance of the trainee,
provides feedback information and corrects the trainee.

4. COMMITTEE ASSIGNMENTS:

Under the committee assignment, group of trainees are given and asked to solve an
actual organizational problem. The trainees solve the problem jointly. It develops
teamwork.
OFF-THE JOB METHOD

Under this method of training, trainee is separated from the job situation and his
attention is focused upon learning the material related to his future job performance since
the trainee is not distracted by job requirements, he can place his entire concentration on
learning the job rather than spending his time in performing it. There is an opportunity for
freedom of expression for trainee. Off-the-job training methods are as follows.

1. VESTIBULE TRAINING:

In this method, actual work conditions are simulated in a class room. Material,
files and equipment those are used in actual job performance are also used in training.
This type of training is commonly used for training personnel for clerical and semi-
skilled jobs. The duration of this training range from days to a few weeks. Theory can be
related to practice in this method.

2. ROLE-PLAYING:

It is defined as method of human interaction that involves realistic behavior in

imaginary situation. This method of training involves action, doing and practice. The
participants play the role of certain character, such as the production manager,
mechanical engineer, superintendents, malignance engineers, quality control inspectors,
foreman, workers and the like. This method is mostly used for developing interpersonal
interaction and relation.

3. LECTURE METHOD:

The lecture is a traditional and direct method of instruction. The instructor

organize the material and given it to a group of trainees in the room of a talk. To, be
effective, the lecture must motivate and create interest among the trainees. An advantages
of lecture method is that it is direct it can be used for a large group of trainees. Thus,
costs and time involved are reduced. The major limitation of the lecture is that it does not
provide for transfer of training effectively.

4. CONFERENCE OR DISCUSSION:

It is a method in training the clerical, professional and supervisory personnel. This

method involved a group of people who pose ideas, examine and share facts, ideas and
data, test assumption, and draw conclusion, all of which contribute to the improvement of
job performance. Discussion has the distinct advantage over the lecture method in that the
discussion involves two-ways communication and hence feed back is provided. The
participants feel free to speak in small group. The success of this method depends on the
leadership qualities of the person who leads the group.

5. PROGRAMMED INSTRUCTION:

In recent years this method has become popular. The subject matter to be learned
is presented in a series of carefully planned sequential units. These units are arranged
from simple to more complex levels of instruction. The trainee goes through these units
by answering or filling the blanks. This method is expensive and time-consuming
 THE TRAINING PROCEDURE:
Training Process

STEP 1: Preparing the instructor

STEP 2: Prepare the trainees

STEP 3: Getting ready to teach

STEP 4: Presenting the operation

STEP 5: Try out the trainees performance.

STEP 6: Follow-up.

The important steps in training procedure.

1. PREPARING THE INSTRUCTOR:

The instructor must know about both the job to be taught and how to teach it. The
job must be divided into logical parts so that each can be taught at a proper time without
the trainee- losing plan. For each part one should have in mind the desired technique of
instruction, that is, whether a particular point is best taught by illustration, demonstration
or explanation.

2. PREPARING THE TRAINEE:

As in interviewing, the fest step in training is to attempt to place the trainee and
ease. Most people are some what nervous when approaching an unfamiliar task. Through
the instructor may have executed this training procedure, many times he or she never
forgets its newness to the trainee. The quality of empathy is a mark of the good instructor.

3. GETTING READY TO TEACH:

This stage of the program is class hour teaching involving the following activities.
Planning the program.
Prepare the instructors outline.
Do not try to cover too much material.
Keeps the session moving along logically.
Discuss each item in depth.
Repeat, but in different words.

a. Take the material from standardized texts when it is available when the
standardized text is not available develop the program and course content based on group
approach. Group consists of employer skilled employees, supervisors, trade union leaders
and other familiar with job requirement. Group prepares teaching material.
b. Teach about the standard for the trainee like quality, waste or scrap, ability to
work without supervision, knowledge or procedure, safety rules human relation etc.
c. Take periodical progress of the trainee, and application into account. Planning
training session

d. There are various alternative ways of Presenting the operation, viz., explanation,
demonstration etc. An instructor mostly uses these methods of explanation. In addition
one may illustrate various points through the use of picture, charts, diagrams and other
training aids.

TRAINING AIDS:

Films, Slides, Projectors, Moves, Stills.

Charts, Graphs, Flash cards, Flannel Boards, Pictograms.
Pamphlets, Brochures, Handbooks, Manuals.
Libraries and reading rooms.
Teaching Machines, Closed circuit TV.
Notice Boards, Bulletin Boards, and Enlarged Drawing,
Cartoons, Comic Books, Books.

4. TRY OUT THE TRAINEES PERFORMANCE:

As a continuation of the presentation sequences given above, the trainee

should be asked to start the job or operative procedure. Some instructors prefer that the
trainee explain each step before doing it. Particularly, if the operation involves and
danger. The trainee, through repetitive practice, will acquire more skill.

4. FOLLOW UP:
 The final step in most training procedures is that of follow-up. When people are
involved in any problem or procedure, it is unwise to assume that things are always
constant. Follow-up can be adapted to a variable reinforcement schedule as suggest in the
discussion of learning principles.

EVALUATION OF TRAINING PROGRAMME:

The specification of values forms a basis for evaluation. The basis of

evaluation and the mode of collection of information necessary for evaluation
should be determined at the planning stage. The process of training evaluation has
been defined as any attempt to obtain information on the effect of training
performance, and to assess the value of training in the light of that information.
Evaluation leads to controlling and correcting the training program. Hamblin
suggested five levels at which evaluation of training can take place, viz., reaction,
learning, job behavior and organization and ultimate value.

4. REACTION:

Training program is evaluated on the basis of training reaction to the

usefulness of coverage of the matter, depth of the course content, method of
presentation, teaching methods etc.

4. LEARING:

Training program, trainers ability and trainee- ability are evaluated on the job
basis of quality of content learned and time in which it is learned and learners
ability to use or apply, the content he learned.
4. JOB BEHAVIOUR:

This evaluation includes the manner and extent to which the trainee has
applied his learning to his job.

4. ORGANIZATION:

This evaluation measures the use of training, learning and change in the job
behavior of the organization in the form of increased productivity, quality, morale,
sales turnover and the like.

4. ULTIMATE VALUE:

It is the measurement of ultimate result of the contribute of the training

program to the company goals like survival, growth, profitability etc. And to the
individual goals like development of personality and social goals like maximizing
social benefit.
 DEVELOPMENT

The purpose of human resources development is to improve the

intellectual and emotional abilities needed to handle greater responsibilities,
through formal or informal means.

OBJECTIVES OF MANAGE DEVELOPMENT:

To overhaul the management machinery
To improve the performance of the managers
To give the specialists and overall view of the functions of an organization
and equip them to co-ordinate each others efforts effectively
To identify the persons with the required potential and prepare them for
senior position
To increase the versatility of the management group
To increase the morale of the members of the management group
To keep the executives abreast with the changes and developments in their
respective fields.
To create the management succession which can take over in case of
contingencies?
To improve thought process and analytical ability.
To broaden the out-look of the executive regarding his role, position and
responsibilities.
 To understand the problems of human relations and improve human
relations skills.
To stimulate creative thinking.

FORMULATING THE EMPLOYEE DEVELOPMENT PLANS:

0. Who will be trained?

1. The type of programs
2. The time frame
3. The person responsible
4. The resource and facilities to be used

PROBLEMS IN DEVELOPMENT:
Some of the common problems in development which are often repeated are

5. Inaccurate need analysis.

6. Trying to substitute training for selection.
7. Encapsulated development, which is a result of sending employees to
learn new methods and ideas but not changing the old attitudes and
methods existing in the organization. There fore, the new knowledge
learned by the trainees remains encapsulated because of his inability to
implement them in the unchanged work situation.
 20 DIFFERENCE BETWEEN TRAINING AND
DEVELOPMENT.
LEARNING TRAINING DEVELOPMENT
Who No technical person Managerial personnel
What Technical and mechanical Theoretical and conceptual
operations ideas
Why Specific job related purpose General knowledge
When Short term Long term
CHAPTER - III
COMPANY PROFILE
 Beryl springs Infrastructure Pvt Ltd was Founded in the year 2009 at Hyderabad,
the Beryl springs has grown by leaps and bounds, and is today, a specialist
multidisciplinary organization focused on Construction, Infrastructure
Development, Waste Management, Design-build-own-operate
(BOO/BOOT/BOT) Projects, Real Estate, Infrastructure Consultancy, Finance
and Investment.
Beryl Springs......is all about feeling good with Enriching Life. Very
professionally and highly committed individuals are part of the Beryl Springs
Family having core mandated to develop Premier Real Estate into Luxury, Leisure
and Residential Landmarks with Natural Landscaping.

We believe in building lasting Relationships with focused customer centric

approach and transparency in all Spheres and conducting Fair Business Practice
with Rock Solid Values and Integrity. Customer Needs are our Paramount.

Existing Project Details:

We welcome you to Green Meadows at Moinabad, up co

ming community in the heart of new Hyderabad. A very strategically located between
Gachibowli / Financial District (25 mins drive) and International Airport (15 mins drive)
which will be ready to construct houses just 6 months for now.
Facilities that Add Value to Our Investment
Avenue Plantation & Parks.
Underground Drainage.
Electricity with Street Light's.
Water supply through Overhead Tank and a Lake Side Club House.

Our objective is to provide infrastructure, infra-consulting, estate and farms, environ-

engineering and hassle free production environment for manufacturing units based on
engineering and science and relating particularly to the protection, maintenance and
enhancement of the built and natural environments.
In fulfilling our objective our goal is:

To be a successful business and contribute to the society.

To value our customers, investors and employees
Our commitment is to serve our clients faithfully with skill and diligence, to
understand each clients individual requirements, needs and circumstances, to identify
opportunities for adding value beyond normal expectations, and to deliver high quality
advice and project services on time and to budget.

Our approach is founded on our core values:

Integrity to act fairly whilst acting in our clients interest.

Excellence building on a proven track record through continuous improvement of
our performance and organization
Innovation from continuing creativity supported by knowledge from research and
our past achievements
Reliability by devising robust solutions from an understanding of the risks.
 Safety and Security from our business approach and through regard for our staff
and the general public.
Responsibility through clear lines of communication and accountability
Sustainability by taking a longer term view of the interests of the community,
investing in our staff and capabilities

VISION:

We strongly believe that customer satisfaction is the most important factor that will
pave the way for growth in the chosen line of the activity of the Company.
- To play an active role in the Realty Sector in our country and create landmarks that
will add beauty to the environment.
- To ensure improvement in quality standards and meeting with customers
requirements in a changing environment.
- To make constant efforts to increase the wealth of the stake holders by following
high ethical standards.

MISSION:

As part of our commitment to sustainable growth, to balance economic progress

with environmental care and social responsibility, and to bring increasing value to the
hands of all our associates and stake holders.

Corporate Profile
 The Beryl infrastructure is a dynamic, organization that is playing a pioneering
role in developing the infrastructure sectors in AP. Set up in 2009, the group today has a
presence and a turnover of Rs. 2 crores.
A Real Estate company with the implementation of various residential and commercial
projects. The company has developed several residential properties in AP and is currently
executing projects for high-end apartments and independent villas across Moinabad, Hyd.

Responsibilities:
Identify & acquire new lines for business growth
Identify projects (Acquisition / Bid route) that can significantly contribute to
Companys growth and is in-line with the overall business strategy of the
Company
Support engineering for obtaining various costs for the projects
Thorough expertise in Financial Engineering including taxation
Has thorough expertise in various policies, acts & regulations in regard to the
Industry
Identify various risks involved in Project development and also suggest mitigation
methods for the same
Other routine activities like Preparation of Budget for the BD team, reporting
activities etc.
Business development and promotions through partners and principals
Identifying customer segments and preparing business plans
Leading the team

Desired profile:
Should possess good influencing skills
Presentable, clarity in communication & objective driven
Good analytical skills where the incumbent understands the impact on
organization and systems
Leadership skills & team orientation
 Creativity & Risk Aptitude

TRAINING AND DEVELOPMENT AT BERYL SPRINGS

INFRASTRUCTURE LIMITED

TRAINING PROCESS

IDENTIFICATION
 END

NO
FORMAT YES

CONSOLIDATION
IF HOD
RECOMMEND
S
AGAIN

CALENDAR
EVALUATION

FEEDBACK

BERYL SPRINGS Infrastructure Limiteds penchant for training

Beryl Springs Infrastructure Limiteds preeminent status not only stems from their
industry, but from their extra ordinary concern for people who power their endeavor, for
the environment and the society.
 Training, thus has found favor with the upper echelons of the management for job
specific and overall development of its people.

THE TRAINING PROCESS AT BERYL SPRINGS

INFRASTRUCTURE LIMITED

1. Company goal

State-of-the-art plants and machinery, stringent quality control and total commitment to
customer satisfaction are the various areas marked for company excellence.

4. Training objectives

To prepare the employee both new and old to meet the present as well as the
changing requirements for the job and the organization.
To affect personality development through active participation in the training
programs.
To prepare employees for higher-level tasks by improving their skills.
To train employees for effective implementation of quality management system
and environment management system.
To protect obsolescence.

3. Need assessment

Training programs, training methods and course content are to be planned on the basis
of training needs. At BERYL SPRINGS the HRD department through the analysis of
performance appraisal does identification of training needs.

For the management and non-management staff self-appraisal is affected, where as for
the workmen performance appraisal is carried out quarterly in three stages. Training
needs are also assessed on the recommendation of the head of the respective department
and immediate supervisors.

4. Designing of the training program.

After the training needs have been assessed, the next logical step is to design a suitable
training program. For that, the issues have to be taken care of.

A Who are the trainees?

All those for whom training needs have been identified, covering the entire workforce i.e.
management, non-management staff and workers.

B Who are the trainers?

At BERYL, both external and internal faculty imparts training. The company has
a strong in-house faculty, which has been strengthened over the years. The in-house
trainers include head of various departments, engineers of personal heads senior
executives and other qualified members of the company. The trainer is chosen as per the
necessity, specialization and financial feasibility. The motto is to learn while teaching.
People are encouraged to take training classes in the company for their own development.

C Methods and techniques of training

Both on-the-job and off-the-job training programs are conducted at Beryl,
depending upon the training requirement and accordingly training is planned.

ON-THE-JOB METHODS AT BERYL SPRINGS

Computer orientation skills
 Technical up gradation for new skills
Dealing with customer complaints
Supervisory skills
Orientation on the job
Implementation of the system related techniques like
ISO-9002 and ISO 14001
Job rotation in order to develop a multi skilled workforce

On-the-job training is also provided to newly recruited operatives:

I. Experienced operatives

A weeklong observation and work method correction shall be carried out under
the guidance of the supervisor. The best training faculty trains operator under the
supervision of the training in charge. Any correction required during the period will be
effected. She/he will be made very clear about dos and donts and about the job
description in the weekly induction program.
Their performance will be regularly monitored on day-to-day basis as he achieves
standard production levels.

II. Fresh operatives

The approved work shall be explained through part analysis method, to make the
operatives understand the right practice in a quick and easy manner.
After establishing the right method, the operatives performance is regularly
recorded, monitored measured and feedback is given in comparison with expected
standard performance.
Poor performance trainees will be retrained in order to bring to the normal phase.
 The non-suitable trainees are transferred to a more suitable job.
After completion of 3 months an ability test is conducted to judge his work
method skills and performance.
After observing, if the result is satisfactory, the trainee will be given responsibility
at a lower level assessment (i.e.30%)
His/Her performance shall be reviewed after 6 months and this information
regarding his performance shall be an input for increment.
After one year the feedback is obtained regarding overall performance and if it is
satisfactory he/she will be treated as an experienced operative.

OFF THE JOB TRAINING AT BERYL SPRINGS

a. Lectures at the company-training hall are conducted on the

following topics:
Quality circles
Concepts of fives
Effective of communication skills
Interpersonal skills
Personality development
Motivation
Productivity concepts and problem solving
Cost control and waste reduction techniques
Organization policy on quality and environment

b. Senior executives are also sent for external programs

Like:
Time management
Purchase management in the new millennium
Prevention of chemical accidents
 Industrial energy saving equipment
Energy audit and efficiency improvement
Manage leadership in the twenty-first century.

c. Special emphasis is laid on safety procedures at BERYL

SPRINGS and thus safety programs on fire fighting and emergency procedures
are conducted regularly to safeguard company property and for personal safety.

d Implementation of training program

A) Location and facilities

The in-house programs are conducted at the company-training hall, which
is well equipped with an OHP and effective sound system. The company loans to
add an LCD in the future in the future. In between the training classes a tea break
is provided. Arrangements for the external programs are taken care by the
organizing party.

a. Scheduling the training program

For the internal program, a plan for their execution is devised and
approval is obtained from the head of the organization. A copy of the training
calendar is sent to the concerned heads of the departments well in advance in
order to facilitate a successful fulfillment of training needs.
As per the external programs, the executives are sent, when notification received.

b. Conducting the program

Training programs are conducted on a rotational basis at BERYL
SPRINGS so that everyone gets a fair chance of acquiring new skills and
knowledge. Frequency of the programs is monthly or quarterly depending on
individual requirements.
 c. Monitoring the progress
For the Programs on quality circles and 5s implementation teams have been
set up for various departments, the teams meet weekly to discuss their problems and to
evolve solutions.
For the rest of the programs, deviation in learning is communicated by the superior, head
of the department and retraining is conducted.

5. Evaluation of training:

Feedback forms are given to the participants immediately after the programs
to assess the quality, content and reception of the training conducted. For certain
Programs like QC and 5s short tests are administrated to judge how much the
participants grasped. Besides actively organizing training programs, the company also
encourages the employees to enroll higher education. For example, a diploma holder
is encouraged to pursue a B.Tech degree. Also, a person with a diploma and work
experience can directly be admitted to the third year of B.Tech at the state university.