ABSTRACT

The project work was done at UNIQUE GROUP OF COMPANIES. The present study makes an
attempt to draw a profile of training and development at UNIQUE GROUP OF COMPANIES
and to find out the view point of the employees relating to the training and development. For this
study employees ranging from higher managerial levels to lower levels were questioned with the
help of a questionnaire.

The questionnaire was designed to gather information about the Training and Development,
Training programs, and courses offered, Training method followed and the evaluation of the
program the questionnaire were distributed. Simple mathematical and statistical tools were used
to analyze and tabulate the data collected tables and graphs were used for explaining the results.
As a result of the study it is found that training programs are satisfactory the evaluation of an
individual who have undergone training is very important.

Some suggestions have been made to develop the training department. These include training to
all to improve the efficiency on the whole, training, by appropriate methods, retraining programs
etc
INDEX
INTRODUCTION
Every organization needs to have well-trained and experienced people to perform the activities
that have to be done. It is necessary to raise the skill levels and increase the versatility and
adaptability of employees. Inadequate job performance or a decline in productivity or changes
resulting of job redesigning or a technological breakthrough requires some type of training and
development efforts. As the jobs become more complex the importance of employee
development also increases. In a rapidly changing society, employee training and development
are not only an activity that is desirable but also an activity that an organization must commit
resources to if it is to maintain a viable and knowledgeable work force.

"Training is often interpreted as the activity when an expert and learner work together to
effectively transfer information from the expert to the learner (to enhance a learner's knowledge,
attitudes or skills) so the learner can better perform a current task or job."

Development is often viewed as a broad, ongoing multi-faceted set of activities (training

activities among them) to bring someone or an organization up to another threshold of
performance. This development often includes a wide variety of methods, e.g., orienting about a
role, training in a wide variety of areas, ongoing training on the job, coaching, mentoring and
forms of self-development. Some view development as a life-long goal and experience. Training
and development can be initiated for a variety of reasons for an Employee or group of
employees, e.g.:

 When a performance appraisal indicates performance improvement is needed to

"benchmark".
 The status of improvement so far in a performance improvement effort.
 As part of an overall professional development program.
 As part of succession planning to help an employee be eligible for a planned change in
role in the organization.
 Pilot studies (or) test, the operation of a new performance management system.
 Train about a specific topic.
MEANING OF TRAINING

Training is the act of increasing the knowledge and skill of an employ for doing a particular job.
Training is a short-term education process and utilizing systematic and organized procedures by
which employee learn technical skills for a definite purpose.

IMPORTANCE OF TRAINING

The resource development, Training is the most important technique of human resource
development. As stands earlier, no organization can get candidate who exactly matches with the
job and the organization requirements. Hence, training is important to develop the employee and
make him suitable to the job.

Job and organization requirements are not static; they are changed from time to time in view of
technology advancement and change in awareness of the Total Quality and Productivity
Management (TOPM). Organization efficiency, progress, productivity and development to a
greater extent depend on training. Training is important as it constitutes significant part of
management control.

Benefits of Training:

How Training benefits the organization?

 Leads to improve profitability and/or more positive attitudes towards profit orientation.
 Improves the job knowledge and skills at all levels of the organization.
 Improves the morale of the work force.
 Helps people identify with organizational goals.
 Helps Create a better corporate image.
 Fosters authenticity openness and trust.
 Improves relationship between Boss and subordinate.
 Aids in organizational development.
 Learn from the trainee.
 Helps prepare guidelines for work.
  An aid in understanding and carrying out organizational polices.
 Provides information for future needs in all areas of the organization.
 Organization gets more effective decision making and problem solving skills.
 Aids in developing Leadership skills, Motivation, loyalty, Better Attitudes and other
aspects that the successful workers and managers usually display.
 Aids in increasing productivity and or Quality of work.
 Aids to development for promotion from within.
 Helps keep costs down in many areas.
 Develops a sense of responsibility to the organization for being competent and
knowledgeable.
 Improves labour - management relations.
 Reduces outside consulting costs by utilizing competent internal consultation.
 Stimulates primitive management as opposed to putting out fires.
 Eliminates suboptimal behavior.
 Creates an appropriate climate for growth, communication.
 Aids in improving organizational communication.
 Helps employees adjust to change.
 Aids in handling conflict, they're by helping to prevent stress and tension.

Benefits to 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 internationalized and operational zed.
 Aids to encouraging and achieving self-development and self-confidence.
 Helps a person handle stress, Tension, Frustration and conflict.
 Provide information for improving leadership, knowledge, communication skills and
attitudes.
 Increases job satisfaction and recognition.
 Moves a person towards personal goals while improving interactive skills.
 Satisfies personal needs of the trainer.
  Provides the trainee an avenue for growth and 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 personal and Human Relations, Intra group and inter group relations
and policy implementation.

 Improves communication between groups and individuals.

 Aids in orientation for new employee and those taking new jobs through transfer or
promotion.
 Provides information on equal opportunity and affirmative action.
 Provides information on other government laws and administrative polices.
 Improve interpersonal skills.
 Makes organizational polices rules and regulations viable.
 Improves morale.
 Builds cohesiveness in-groups.
 Provides a good climate for learning growth and coordination.
 Makes the organization a better place to work and live.

It is the intentional act of providing means for learning , this act enhances the knowledge and
skill of an employee for doing a particular job.

Need for training

Need for training arises to
1) Improve performance
2) Improve productivity
3) Improve quality of product service
4) Improve organizational climate
5) Improve health and safety
6) Reduce resistance to change
IMPORTANCE OF TRAINING:

The importance of human resources management to a large extent depends on human resources
development. H.R.D. is nothing but training of employees and training as its most important
technique. No organization can get a candidate who exactly suits with the job and the
originations requirements. Hence, training becomes necessary is important to develop the
employee and make him suitable the job. Training works towards value additions to the
company through HRD.

Job and organizational requirements are not static rather they are changed dynamic From time to
time in view of the technological advancement and charge in the awareness of the total quality
and productivity management (TOPM). The objectives of the TOPM can be achieved only
through training, which helps to develop human skills and efficiency Training employees would
be a valuable asset to an organization.

NEED FOR THE STUDY:

Training is the most important technique of human resource development. As stated earlier, no
organization can get a candidate who exactly matches with the job and the organizational
requirements. Hence, training is the most important to develop the employee ands make him
suitable to the job. Job and organizational requirements are not static, they are changed from
time to time in view of the technological advancement Trained employees would be valuable
asset to an organization Training is important, as it constitutes significant part of management.
 The Human Resource Department is involved in activities that lead to the Efficient &
Effective Management of Human Resources.
 The Department identifies & develops Existing and Potential Human Resources towards
meeting Organizational Needs.
 The Department is committed to attaining Continuous Improvement in meeting its
Customer Requirements:

 Improves profitability and more positive attitudes toward 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.

OBJECTIVES OF THE STUDY

 To portray the organizational profile of UNIQUE GROUP OF COMPANIES

HYDERABAD with focus on HRD department.
 To access and analyze the training and development programs in UNIQUE GROUP OF
COMPANIES.
 To appraise the executive department programs in the organization.
 To determine whether the training program are meeting the objectives of the
management.
 To make necessary suggestion to bring about meaningful relationship between training
and development efforts and efficiency of organization

SCOPE OF THE STUDY:

 Lack of practical knowledge and awareness of training need to imperfect perfections.

 There may be sum bias in the data are information given by the responds.
 Surveys are conducted randomly with help of sample, which could not get appropriate
accurate result from the comprehensive data.
 Most of the information is confidential
Limitations of the study:
The present study is confined to the area of Training Programmes in UNIQUE GROUP OF
COMPANIES only.
The period of study is for the preceding five years.
The study related only corporate training institute situated at Mahabubnagar,
The results of the report need not necessarily be applicable to other Infrastructure
Companies of the country.

REVIEW OF LITERATURE

METHODOLOGY

Methodology deals with the research design used, data collection methods used, sampling
methods used, analyses and interpretation done and limitations inherent in the project.
Methodology is one of the main aspects of every research. This explains how the research was
conducted following methodology has been done in this projects.

SAMPLE DESIGN:

SAMPLE:
A sample was required for the study because the number of employees in the UNIQUE GROUP
OF COMPANIES is nearly 1200. It is very difficult to consider the whole universe, therefore a
representative sample was selected

SIZE:
A sample of 100 employees has been selected Although it looks to be a small sample keeping in
view the large number of employees it has to be limited because of time constraint (8 weeks).
Even then the sample size is not considered to be small. It is enough to draw conclusions

TYPE:
We have selected stratified random selection technique. For identifying the respondents. Since
employees from all levels (strata) namely the top level, the middle level, and the lower level are
beneficiaries to the welfare schemes the sample has to include employees from all these all
levels. At the strata level employees have been chosen at random to avoid any similarity or bias

DATA COLLECTION:

PRIMARY DATA
For this project, primary data was collected from the employees of the organization. The basic
approach for the collection of primary data is by conducting a survey with the help of a
questionnaire.
Towards the accomplishment of the said objectives, information would be obtained from
primary as well as secondary data sources: Primary data will be generated by way of meeting
different executives concerned with training and development programs. Also a survey on
training program is conducted by means of a questionnaire to derive the training.
Programmers at UNIQUE GROUP OF COMPANIES Efforts will be directed in obtaining the
view of employees/executives who got trained in the in-house outside training programmers.

SECONDARY DATA

Secondary data is such data, which is already published, collected for some purpose other than
the one confronting the researcher at a given point of time. Information pertaining to training and
development programs organized over a period will be obtained by way of referring to record of
the statistical departments, personnel departments, and training and development departments.
In-house magazines, journals, newspapers, any other published materials will be referring to in
collection of necessary data. For this project, the secondary data was collected from the
following:
 UNIQUE GROUP OF COMPANIES website
 Library
 Annual calendars
 In-house magazines

SCHEMA OF CHAPTERISATION:

1: Introduction

2: Need, importance & scope of the study

3: Objectives of the study& Limitation of the study

4: Review of Literature

5: Research Methodology

6: Data Analysis and Interpretation

7: Findings Suggestions and Conclusions

Bibliography

Appendices
- Questionnaire
- Organogram