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INTRODUCTION

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

sub-system of Human Resources Development.

After the selection of people for various jobs, the next function of

management is to arrange for their training and development.

This is because a person, however carefully selected is notmolded to specifications and rarely meets the demands of his job

adequately. Training function, in fact, has become the corner

stone of sound management.

HISTORY

In the field of Human Resource Management , training and

development is the field concerned with organizational activity

aimed at bettering the performance of individuals and groups in

organizational settings. It has been known by several names,

including employee development, human resource

development, and learning and development.

Employee Development - was seen as too evocative of the

master-slave relationship between employer and employee for

those who refer to their employees as "partners" or

"associates" to be comfortable with.

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Human Resource Developmen t - was rejected by

academics, who objected to the idea that people were

"resources" an idea that they felt to be demeaning to the

individual.

Learning and Development - Eventually, the CIPD settled

upon learning and development, although that was itself not

free from problems, "learning" being an over general and

ambiguous name. Moreover, the field is still widely known by

the other names.

Training is a learning experience, in that it seeks a relatively

permanent change in an individual that will improve his/her

ability to perform the job. It is said that training can involve the

changing skills, knowledge, attitudes or social behavior.

The success of an organization ultimately depends on, how

effectively how managers are able to train their subordinates. In

the words of ALLEN Poorly trained people can nullify the

soundest organization.

Some types of training programs will helps an individual, in which

way he has to live in the society and how to a qualitative life etc .,

Though employees are having ability to do the job well but if they

are not having training to do, the organization can not get better

performance from them. Therefore, training plays an important

role in the productivity.

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There are many external factors that influence performance

of the employees and any employee does not live in the separate

worlds, on inside the factory and the other outside the factory.

NEED FOR STUDY: After employees have been selected for various positions in an organization,

training them for the specific tasks to which they have been assigned

assumes great importance. It is true in many organizations that before an

employee is fitted into a harmonious working relationship with other

employees, he is given adequate training.

Training is the act of increasing the knowledge and skills of an employee for

performing a particular job. The major outcome of training is learning. A

trainee learns new habits, refined skills and useful knowledge during the

training that helps him improve performance. It enables an employee to do

his present job more efficiently and prepare himself for a higher-level job.

The essential features of training may be stated thus:

Increases knowledge and skills for doing a particular job;

it bridges the gap between job needs and employee skills,

knowledge and behaviors

Focuses attention on the current job; it is job specific and

addresses particular performance deficits or problems Concentrates on individual employees; changing what employees

know, how they work, their attitudes toward their work or their interactions with their co-workers or supervisors

Tends to be more narrowly focused and oriented toward short-term

performance concerns.

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Therefore, the training & development programs being

implemented in the BPOs industry has been selected for the

project study.

Purpose of Training

Newly recruited employees require training so as to perform their

tasks effectively. Instruction, guidance, coaching help them to handle

jobs competently, without any wastage.

Training is necessary to prepare existing employees for higher-level

jobs (promotion).

Existing employees require refresher training so as to keep abreast of

the latest developments in job operations. In the face of rapid

technological changes, this is an absolute necessity.

Training is necessary when a person moves from one job to another

(transfer). After training, the' employee can change jobs quickly,

improve his performance levels and achieve career goals comfortably

Training is necessary to make employees mobile and versatile. Theycan be placed on various jobs depending on organizational needs.

Training is needed to bridge the gap between what the employee has

and what the job demands.

Training is needed to make employees more productive and useful in

the long-run.

Training is needed for employees to gain acceptance from peers

(learning a job quickly and being able to pull their own weight is one of

the best ways for them to gain acceptance).

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OBJECTIVES OF THE STUDY: The research study is titled as A study on effectives of Training

and Development program at Apex Solutions Ltd, Guntur.

To examine different types of training programs being

conducted at Apex solutions

To measure the effectiveness of training programs in the

organization

To examine to what extent the employees are using the

skills learned during training period practically

To study the role of training ad development programs at

Apex solutions

To elicit opinions of employees regarding the training

programs

To offer suggestions for the improvement of the training

and development programs

Scope of the study

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The scope is limited to the Training & development programs

being followed in Apex solutions. It includes the following

concepts:

Training programs being followed in the three

divisions of Apex solutions i.e.

Content solutions

Engineering solutions

Technology products & solutions

Studies the personnel results after training.

Evaluate the effectiveness of the training programs

being implemented.

An in-depth study of various programs designed for

the development of the personnel in the respective three

divisions.

Consider the influence of organizations culture &

values on the programs.

Research Methodology:

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RESEARCH APPROACH:

The approach for the study is through survey method, which is

carried out by using a questionnaire.

RESEARCH INSTRUMENT:

Questionnaire is the research instrument of the study for

collecting primary data. The questionnaire used by the

researcher is the structured and undisguised . In this data the

questionnaire contains close ended questions . They are used to

how far the training skills are being implemented, the effectives

of the programs and others.

CONTACT METHOD:

Basically the contact method used for the study is through

personal contact , through email in order to fulfill the simple

random sampling process.

SAMPLING UNIT:

Sampling units are the respondents i.e. the employees of theorganization who are being trained or completed the training

program.

SAMPLE SIZE:

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The size of the sample used for the study is 125 respondents i.e.

the employees.

SURVEY AREA:

The survey constitutes the employees of Apex Solutions Ltd., at

Guntur.

DURATION:

The duration of the study is only 2 months viz., June 2010 to

August 2010.

STATISTICAL TOOLS USED:

The analysis of the study is done by using statistical tools. The

statistical tools used were,i. Percentage method

ii. Bar diagrams and Pie diagrams.

ANALSYSIS OF DATA:

After finishing the survey and data collection, the data is

analyzed. The wide data is arranged in the form of tables. Thus,the data in tables are computed and tabulated using percentage s

and even represented in the form of graphs .

INTERPRETATION:

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The analysis of data is further elaborated in the form of findings

basing on some theory, it is known as interpretation. The process

of interpretation may quite often trigger off new questions, which

in turn may lead to further researches.

Limitations:Every effort has been made to attain accuracy in findings. It is

imperative that some limitations can not be contained. Some of

the limitations that could be traced are as follows:

The study was only confined to Apex Solutions ltd, Guntur.

The opinions, behavior and attitudes of the respondents

reflected in this study are restricted to the duration at the

research and are subjected to change with passage of time.

Due to short duration of the study, the data presentation

may not give the true picture

Responses by the respondents might be biased.Firsthand information from the HR employees could not able

to collect since they are busy or unavailable due to their busy

schedule.

Secrecy, fear or threat to respond to the questionnaire.

For the above reasons the study can not give the true

representation of the entire organization .

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