Upload
krishnam-raju
View
216
Download
0
Embed Size (px)
Citation preview
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
1/65
A STUDY ON TRAINING AND DEVELOPMENT AT
ANDHRA PRADESH TOURISM AND DEVELOPMENT
CORPORATION (APTDC)
byMrs. J. SWATHI
(HT.NO. 510816284)
Project Submitted in Partial Fulfillment for the award
MASTER OF BUSINESS ADMINISTRATION
by
ACME COLLEGE
2008-2009
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
2/65
DECLARATION
I here by declare that the project report entitled TRAINING &
DEVELOPMENT submitted by J. SWATHI to the department of Business
Management ACME COLLEGE, 4thFloor, Appajicomplex, Near Super Bazar Bus
stop ,Malkapet, Hyderabad- 500 0036 in ANDHRA PRADESH TOURISM AND
DEVELOPMENT CORPORATION (APTDC) and submitted for partial fulfillment of
the requirement for the award of degree of MASTER OF BUSINESS
ADMINISTRATION for the academic year 2008 2009.
This project has not been submitted to any other university or institution for the
award of any degree/Diploma/Certificate or published by anytime before.
.
Name and address of student Signature of studentJ. SWATHIAcme College, 4th Floor Complex,Appaji Complex, Near Super Bus Stop,Malakpet, Hyderabad 500 0036.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
3/65
CERTIFICATE
This is to certify that the project report titled A STUDY ON TRAINING AND
DEVELOPMENT submitted in partial fulfillment for the award of MASTER OF
BUSINESS ADMINISTRATION was carried out by Mrs J. SWATHI under my
guidance.
This has not been submitted to any other University or Institution for the award of
any degree/ diploma/ certificate.
Name and address of supervisor, signature of the supervisor
Acme College, 4th Floor Complex,Appaji Complex, Near Super Bus Stop,Malakpet, Hyderabad 500 0036.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
4/65
ACKNOWLEDGEMENT
I sincerely express my heartfull gratitude to my Faculty Member - (project
incharge), -(HR Dept), Acme College, 4th Floor, Appaji Complex, Near Super Bazar
Bus Stop, Malakpet, Hyderabad - 500 0036 for his valuable guidance and keen interest
that he has shown in my preparation of project report and in this regard I am thankful to
M.B.A. Staff Members.
I am grateful to Mr. J. RAYMOND PETER, (IAS) (Director of APTDC,
Himayathnagar, Hyderabad) and Mr. sandeep Kumar (Project Leader at APTDC
Himayathnagar, Hyderabad) for providing me an opportunity to complete my project
under their guidance. I am highly indebted to them for the same.
(J. SWATHI)
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
5/65
TABLE OF CONTENTS
S. No LIST OF TABLES AND FIGURESPAGE
NO
1 PERSONAL DETAILS REGARDINGEMPLOYEES
2 PROVIDING TRAINING TO EMPLOYEES
3 TRAINING YOU HAVE UNDERGONE
4 TRAINING PROGRAMES DESIGNED BYORGANISATION
5 FEEDBACK SESSIONS IN TRAINING PERIOD
6 WHO HAS INVOLVED IN TRAININGFUNCTION
7 HOW ARE TRAINING NEEDS IDENTIFIED
8 ANY TRAINING COUNCILS IN YOUR ORG.
9 DOES MOTVATION INCREASES YOURTARGETS
10 ARE YOU PAID ANY SALARY DURINGTRAINING PERIOD
11 DOES THE TRAINING PROGRAMMEIMPROVE YOUR EFFICIENY
12 WHAT ARE THE BENEFITS FOR THEORGANIZATION
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
6/65
INDEX
CHAPTER TITLE
PAGE
NO
I 1 INTRODUCTION
2 NEED FOR STUDY
3 OBJECTIVES
4 SCOPE
5 LIMITATIONS
6 RESEARCH METHODOLOGY
II REVIEW LITERATURE
III COMPANY PROFILE
IV DATA ANALYSIS & INTERPRETATION
V CONCLUSIONS AND SUGGESTIONS
VI BIBLIOGRAPHY
VII QUESTIONNAIRE
INTRODUCTION
TRAINING AND DEVELOPMENT
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
7/65
I)MeaningTraining is a planned program designed to improve the
performance and bring about measurable changes in knowledge, skills, and
social behavior of employees.
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 skills for a definite purpose.
Training improves, changes, and moulds the employees knowledge, skill,
behavior, aptitude, and attitude towards the requirements of the organization.
Training refers to the teaching and learning activities carried on
for the primary purpose of helping the members of the organization, to
acquire and apply the knowledge, skills, abilities and attitudes needed by a
particular job and organization. Training bridges the differences between job
requirements and the employees present specifications human resource.
II) Need for Training
Every organization should provide training to all employees
irrespective of their qualification, skill, suitability for the job. Training is not
something that is done once to new employees; it is used continuously in
every well-run establishment. There are different types of training given to
different types of employees in different stages. There are different
processes followed to impart training and to assess the usefulness of the
training. The training is usually given after assessing the needs. This
training will help the employee to develop his knowledge and make him/her
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
8/65
more efficient than before. Further, technological changes, automation,
require up-dating the skills and knowledge.
Specifically, the need for training arises due to following reasons.
To match the employee specifications with the job requirements
and organizational needs
Organizational viability and the transformation process
Technological Advancements
Organizational complexity
Changes in the Job assignment.
Training also need to:
Increase productivity
Improve the quality of product/service
Help the company to fulfill its future personnel needs
Improve organizational climate
Improve health and safety
Prevent Obsolescence
Effect personal growth
Minimize the resistance to change.
III) Training Objectives
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
9/65
The Personnel or HR Manager formulates the following
training objectives in keeping the companys overall objectives in the mind.
1. To prepare the employee both new and old to meet the present as well
as the changing requirements of the job and the organization
2. To prevent obsolescence
3. To impart the new entrants the basic knowledge and skill they need
for an efficient and improved performance of definite job.
4. To prepare employees for higher / advanced level tasks.
5. To assist employees to function more effectively in their presentations
by exposing them to the latest concepts, information and techniques
and developing the skills they will need in their particular needs.
6. To build up a second line of competent officers and prepare them to
occupy more responsible positions.
7. To develop the potentialities of the people for the next level job.
8. To ensure smooth and efficient working of a department
9. To ensure the economical and expected output of required quality.
10.To promote individual and collective morale, a sense of responsibility,
cooperative attitudes and good relationships.
IV) Assessment of Training Needs
Training needs are identified on the basis of organizational
analysis, job analysis, and personnel analysis. Training Programme, 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, and
skill.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
10/65
Training Needs = Job and Organizational Employee
Requirements Specifications
Training needs can be identified through identifying the organizational needs
based on
(i) Organizational Strengths and weaknesses in different areas like
accidents, excessive scrap, frequent breakage of machinery etc.
(ii) Departmental strength and weakness including special problems of
the department or a common problem of a group of employees like
acquiring skills and knowledge.
(iii) Individual strengths and weaknesses in the area of the job
knowledge, skill etc.
V Training Methods
Training methods are usually classified by the
location of instruction. Training methods classified in to two categories.
i) On the job training methods
ii) Off the Job training methods
On the - Job training is provided when the
workers are taught relevant knowledge, skill and abilities at the actual workplace. Off the Job Training on the other hand requires that trainees learn
at a location rather than the real work spot.
Individual Group Training OrganizationalTraining Needs
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
11/65
Figure 1: Training Methods
i) ON THE JOB TRAINING METHODS
This type of training, also known as Job Instruction training, is
one of the most commonly used methods. Under this method, the individual
is placed on a regular job and taught the skills necessary to perform the job.
TRAINING METHODS
ON THE JOBTRAINING METHODS
OFF THE JOBTRAINING METHODS
JOB ROTATION
COACHING
MENTORING
APPRENTICESHIP
JOB INSTRUCTION OR
TRAINING THROUGH
STEP-BY-STEP
COMMITTEE
ASSIGNMENTS
VESTIBULE TRAINING
ROLE PLAYING
LECTURE METHODS
CONFERENCE OR
DISCUSSION
PROGRAMMED
INSTRUCTIONS
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
12/65
The trainee learns under the supervision and guidance of a qualified worker
or instructor. On the Job training has the advantage of offering first hand
knowledge and experience under the actual working conditions. While the
trainee learns how to perform the job, he is also a regular worker rendering
the services for which he is paid. The Problem of transfer of skills is also
minimized as the person learns on the job.
On the Job training includes following methods.
1. Job Rotation
2. Coaching
3. Mentoring
4. Apprenticeship
5. Job Instruction (or) Training by Step by step
6. Committee Assignments
1. Job RotationThe kind of training involves the movement of trainee from one
job to another. This helps him to have a general understanding of how
organization functions. The purpose of Job Rotation is to provide trainees
with a larger organizational prospective and a greater understanding of
different functional areas as well as a better sense of their own objectives
and interests. Job Rotation allows trainees to build rapport with a wide range
of individuals in the organization facilitating future cooperation among
departments.
Job rotation may pose several problems, especially when the
trainee rolled over several jobs at frequent intervals. In such case, trainees do
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
13/65
not usually stay long enough in a single phase of operation to develop a high
degree of expertise.
2. Coaching
Coaching is a kind of daily training and feedback process given
to employees by immediate supervisors. It is a continuous process of
learning by doing. It may be defined as an informal unplanned training and
development activity provided by supervisors and peers. In coaching, the
supervisor explains and answers many questions; he throws light on why,
how, when, what, where, which things are done the way they are; he offers a
model for trainees to copy; conducts lot of decision making meetings with
trainee. The trainer makes the trainee understand to do things exactly as per
the requirement and expectation.
In coaching the trainee is placed under a particular supervisor who 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. Often 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. Mentoring
Mentoring is a relationship in which a senior manager in an
organization assumes the responsibility for grooming a junior person.Technical, interpersonal and political skills are generally conveyed in such
relationship from more experienced person. It can also be said as sharpening
the existing skills.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
14/65
The main objective of the mentoring is to help an employee
attain physical maturity and effectiveness and get integrated with the
organization. In a work situation, such mentoring can take place at both
formal and informal levels, depending on prevailing work culture and the
commitment from top management.
Career Functions Career functions are those aspects of the relationship that
enhance the career development
i) Sponsorship: where the mentors actively nominate a junior
person for Promotions or desirable positions.
ii) Exposure and visibility: when mentors offer opportunities
for mentees to interact with senior executives, demonstrate
their abilities and exploit their potential.
iii) Coaching: Mentors helps the men tees to analyze how they
are doing their work and to define or redefine their
aspirations
iv) Protection: Mentors shield the junior person from harmful
situations/seniors
v) Challenging Assignments: Mentors help mentees to
develop necessary competence through challenging job
assignments and appropriate feedback.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
15/65
vi) Psychological Functions: Psychological functions are those
aspects that enhance the mentees sense of competence, and
identify effectiveness in a professional role.
vii) Role Playing: Mentors offers mentees a pattern of values
and behaviors to initiate.
viii) Acceptance and confirmation: Mentors offers supports,
guidance and encouragement to mentees so that they can
solve the problems independently and gain confidence in
course of time.
ix) Counseling: Mentors help men tees in working out their
personal problems, learn about what to do, and what not to
do offer and advice what and what doesnt, and do
everything to demonstrate improve performance.
x) Friendship: Mentors offer practical help and support to
men tees so that they can indulge in mutually social
interactions.
xi)
4. Apprenticeship Training
Apprentices are trainees who spend a prescribed amount of time
working with an experience guide, coach or trainer. Assistantships and
internships are similar to apprenticeships because they also demand high
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
16/65
levels of participation from the trainee. An internship is a kind on one-the-
job training that is usually combines job training with classroom instruction
in trade schools, colleges and universities. Coaching, as explained above, is
similar to apprenticeship because the coach attempts to provide a model for
trainee to copy. One important disadvantage of apprenticeship method is the
uniform period of training offered to trainees.
5. Job Instruction Training
This method is also known as training through step by step. Under this
method, trainer explains the trainee the way of doing jobs, job knowledge
and skills and allows him to do the job. The trainer appraised the
performance of the trainee, provides feedback information and corrects the
trainee.
The JIT training method is a four-step instruction process
involving preparation, presentation, performance tryout and follow-up. It is
primarily used to teach workers how to do their current jobs. A trainer,
supervisor or co-workers acts as a coach. The four steps of the JIT include
the following.
1. The trainee receives an overview of the job, its purpose
and its desired outcomes, with a clear focus on the
relevance of training.
2. The trainer demonstrates the job in order to give the employee a
model to copy. The trainer shows a right way to handle the job.
3. Next the trainee is permitted to copy the trainers work
4. Finally, the employee does the job independently without supervision.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
17/65
6. Committee Assignments
In this method, trainees are asked to solve an actual
organizational problem. The trainees have to work together and offer
solution to problem. Assigning talented employees to important committees
can give these employees a broadening experience and help them
understanding the personalities, issues and processes governing
organization.
ii) OFF - THE JOB TRAINING METHODS
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 this time in performing it. There is an opportunity for freedom
expression to the trainees. Off-the Job training methods are as follows:
1. Vestibule training
2. Role Playing
3. Lecture Method
4. Conference or Discussion
5. Programmed Instruction
1. Vestibule Training
In this method, actual work conditions are simulated in a
classroom. Material, files and equipment those are used in actual job
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
18/65
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 ranges from a few days to a few weeks. Theory can be related to
practice in this method.
2. ROLE PLAYING
It is defined as method of human interactions that involves
realistic behavior in imaginary situations. This method of training involves
action, doing and practice. The participant plays the role of certain
characters, such as the production manager, quality control inspector,
foreman and the like. This method mostly used for developing interpersonal
interactions and relations.
3. Lecture Method
The lecture method is traditional and direct method of
instruction. The instructor organizes the material and gives it to the group of
trainees in the form of talk. To be effective, the lecture must motivate and
create interest among the trainees. An advantage of this method is that it is
direct and can also be used for a large group of trainees. The costs and time
involved are reduced. The major limitation of the lecture method is that, it
does not provide for transfer of knowledge / training effectively.
4. Conferences or Discussion
It is a method in training the clerical professional and
supervisory personnel. This method involves a group of people who pose
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
19/65
ideas, examine and share facts, ideas and data, test assumptions, and draw
conclusions, all of which contributed to the improvement of job
performance. Discussion has the distinct advantage over the lecture method
in that the discussion involves two-way communication and hence feedback
is provided. The participants feel free to speak small groups. The success of
this method depends upon the leadership qualities of the person who leads
the group. It also depends on the communication skills / levels of the
employees and the sense of participation.
5. Programmed instruction
In the recent years this method has became popular. This
subject matter to be learnt is presented in series carefully sequential units.
These units are arranged from simple to more complex levels of instruction.
The trainee goes through these units by answering questions or filling the
blanks. This method is time consuming and less effective unless the
feedback is monitored properly.
VI) Training Effectiveness
Training effectiveness can be evaluated on the basis of some
factors postulated in Kirk Patricks hierarchical model of training outcomes.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
20/65
Training Program designed and conducted systematically aims at positive
trainee reactions, learning, behavior change and improvement in job-related
outcomes. However, the attitudes, interests, values, expectations and
commitment of the trainees can enhance training effectiveness. These factors
influence trainability. Trainability is the degree to which trainees are able to
learn and apply the skill and knowledge acquired in the training program to
the job. Trainability is described as a function of trainees ability, motivation
and environmental favor ability.
Trainability = f {Ability, motivation, Environmental favorability}
Figure 2: Kirk Patricks Hierarchical Model of Training Operations
Trainees who react positively to the needs of the assessment procedure are
more likely to be satisfied with the training program content. Trainees'
Improvement in tangible individual/
organizational outcomes such as turnover,
accidents or roductivit
Behavioral Change (Behavior)
Knowledge or skill acquisition (Learning)
Trainees Reaction to the programmeContent and training process (Reaction)
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
21/65
involvement in their jobs and career are important factors towards learning
and behavior change. Individuals who have a career willing to apply
training content to their work because of an awareness relationship between
performance /behavior improvement and career mobility. The effectiveness
of the training program therefore depends on motivational strategy of the
organization in addition to other factors like content and trainer.
VII) Evaluation of Training Program
The specification forms a basis evaluation. The basis of
evaluation and the mode of collection of information necessary for
evaluation should be determined at the planning stage. This process of
training evaluation has been defined as any attempt to obtain information
on the needs of the 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., reactions, learning, job behavior, organization and ultimate
value.
Reactions:
Training program is evaluated on the basis of trainees reaction
to the usefulness of coverage of the matter, depth of the course content,
method of presentation, teaching methods etc.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
22/65
Learning:
Training program, trainers ability and trainees ability are
evaluated on the basis of quantity of content learned and time in which it is
learned and learners ability to use or apply, the content learned.
Job Behavior:
This evaluation includes the manner and extent to which the
trainee has applied his learning to his job.
Organization:
This evaluation measures the use of training, learning and
change in the job behavior of the department/organization in the form of
increased productivity, quality, morale and the like.
Ultimate Value
It is the measurement of ultimate of the contributions 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.
Essential Ingredients for Successful EvaluationThere are three successful ingredients in a successful evaluation. They
are
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
23/65
(i) Support throughout the evaluation process. Support items are
human resources, time, finance, equipment and availability of data
sources etc.,
(ii) Existence of open communication channels among top
management, participants and those involved in providing data
etc.,
(iii) Existence of sound management process.
VIII) Various Methods of training evaluations
1. Immediate assessment of trainees reactions to the program.
2. Trainees observation during training program.
3. Knowing trainees expectations before the training program and
collecting their views regarding the attainment of the
expectations after training.
4. Seeking opinion of trainees superior regarding his/her job
performance and behavior before and after training.
5. Evaluation of trainees skill level before and after training
program
6. Measurement of improvement in trainees on the job behavior
7. Examination of testing system before and after some time of the
training program.
8. Measurement of trainees attitudes before and after training
program.
9. Cost benefits analysis of the training program.
10.Seeking opinions of trainees sub-ordinates regarding his/her
job performance and behavior.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
24/65
NEED FOR THE STUDY
In the competitive environment of the present millennium, only
a learning organization will survive. Its abilities to learn, create, codify and
utilize knowledge faster than its rivals and quicker than environment
changes will provide tomorrows corporation a competitive edge that is
sustainable forever. Indeed, since the core competence of any organization is
nothing but the individual and collective learning of its entire people,
corporation of coming age around the world.
A learning organization is one that has developed the capacity
to adopt and change. Learning organization will constantly learn. In order to
become learning organization, an organization has to learn new skills,
knowledge and techniques which possible only through providing Training
and Development to all employees of the organization.
A P T D C being a governmental entity has to compete with the private
players. In corporate sector and private sector the right decisions are taken
in a faster way when compared to the government sector. The facilities
provided to the tourist in private sector may be better than the government
sector or vice versa. Hence there is a need to study about how training and
development is imparted to the staff in A P T D C.
Being a regular commuter it was felt that the need can be identified and
contribution can be extended by way of suggesting them better ways of
training and development that suits A P T D C.
OBJECTIVES OF THE STUDY
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
25/65
1. To study the need for training programs of APTDC for administrative
employees.
2. To know the employees perception towards the training and
development program.
3. To identify the mode of selection of training program and the types of
training programs offered.
4. To study the adequacy of training program with emphasis on duration
and accessibility.
5. To suggest better training and development programs and give
suggestions to improve the existing programs.
SCOPE OF THE STUDY
The present study titled Training and Development in APTDC
covers only in the APTDC corporate office at Himayathnagar, Hyderabad.
The scope is limited to this corporate office only. It need not be generalized
to the other offices of the same organization in other places.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
26/65
RESEARCH METHODOLOGY
RESEARCH DESIGN
The study employed is the exploratory type of research design
as it was felt that it is best-suited design as it is characterized by great
amount of flexibility and ad hoc versatility.
SAMPLE DESIGN
Sampling technique adopted:
Random sampling technique was adopted to choose the
respondents for the sample. This technique was used keeping in view the
scope of the study, which tries to cover different cadres of employees.
Size of sample:
The size of the sample was restricted to 25 drawn from all
cadres. The study being exploratory in nature it was felt that a sample would
be representative of the population.
LIMITATIONS
The study being exploratory in nature the sample may not be
unbiased.
Accuracy of information given by the employees cant beguaranteed.
Some of the facts are not disclosed in the report due to restrictions
and formalities of organization.
The findings and suggestions might not be generalized.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
27/65
The time factor to go deep into the issue was limited.
This study was meant for educational purpose only.
REVIEW OF LITERATURE
Tourism is a service-based industry comprising a number of
tangible and intangible components. The tangible elements include transport, foods and
beverages, tours, souvenirs and accommodation, while the intangible elements involve
education, culture, and adventure or simply escape and relaxation.
Tourism Comprises the activities of persons traveling to and staying
in places outside their usual environment for not more than one consecutive year for
leisure, business and other purposes not related to the exercise of an activity remunerated
from within the place visited.
People with money can refer tourism as an Industry promoting
sightseeing. "Tourism is often regarded by the host community as an economic necessity
but a social evil."
Tourism can be defined as the act of travel for the purpose of
recreation, and the provision of services for this act. A tourist is someone who travels at
least eighty kilometers (fifty miles) from home for the purpose of recreation, as defined
by the World Tourism Organization (a United Nations body).
Tourism is a fun industry, one that initially appears to be very simple
and straightforward. But look a little deeper we can quickly realize its made up of a
myriad of different sectors, sub-sectors and organizations, often proud bearers of
mysterious acronyms. And to make it even harder, they seem to change daily here have
been many attempts to define Tourism.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
28/65
It is easy to refer to tourists as if they were an anonymous mass of
people, but of course there are many different types of tourist, each with different needs
and motivations.
ECONOMIC IMPACTS OF TOURISM
The tourism industry generates substantial economic benefits to both host
countries and tourists' home countries. Especially in developing countries, one of the
primary motivations for a region to promote itself as a tourism destination is the expected
economic improvement.
As with other impacts, this massive economic development brings along
both positive and negative consequences.
HOW TOURISM CAN CONTRIBUTE TO ECONOMICCONSERVATION
The main positive economic impacts of tourism relate to foreign
exchange earnings, contributions to government revenues, and generation of employment
and business opportunities.
Foreign exchange earnings
Tourism expenditures and the export and import of related goods and
services generate income to the host economy and can stimulate the investment necessary
to finance growth in other economic sectors. Some countries seek to accelerate this
growth by requiring visitors to bring in a certain amount of foreign currency for each day
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
29/65
of their stay and do not allow them to take it out of the country again at the end of the
trip.
Contribution to government revenues
Government revenues from the tourism sector can be categorized as direct
and indirect contributions. Direct contributions are generated by taxes on incomes from
tourism employment and tourism businesses, and by direct levies on tourists such as
departure taxes. Indirect contributions are those originated from taxes and duties levied
on goods and services supplied to tourists.
The World Travel and Tourism Council estimates that travel and tourism's
direct, indirect, and personal tax contribution worldwide was over US$ 800 billion in
1998 - a figure it expects to double by 2010.
Employment generation
The rapid expansion of international tourism has led to significant
employment creation. For example, the hotel accommodation sector alone provided
around 20 million jobs worldwide in 2006. Tourism can generate jobs directly through
hotels, restaurants, nightclubs, taxis, and souvenir sales, and indirectly through the supply
of goods and services needed by tourism-related businesses. According to the WTO,
tourism supports some 7% of the world's workers.
Stimulation of infrastructure investment
Tourism can induce the local government to make infrastructure
improvements such as better water and sewage systems, roads, electricity, telephone and
public transport networks, all of which can improve the quality of life for residents as
well as facilitate tourism.
http://www.world-tourism.org/http://www.world-tourism.org/7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
30/65
Contribution to local economies
Tourism can be a significant, even essential, part of the local economy. Asthe environment is a basic component of the tourism industry's assets, tourism revenues
are often used to measure the economic value of protected areas
There are other local revenues that are not easily quantified, as not all
tourist expenditures are formally registered in the macro-economic statistics. Money is
earned from tourism through informal employment such as street vendors, informal
guides, rickshaw drivers, etc. The positive side of informal or unreported employment is
that the money is returned to the local economy, and has a great multiplier effect as it is
spent over and over again. The World Travel and Tourism Council estimate that tourism
generates an indirect contribution equal to 100% of direct tourism expenditures.
NEGATIVE ECONOMIC IMPACTS OF TOURISM
There are many hidden costs to tourism, which can have
unfavorable economic effects on the host community. Often rich countries are better able
to profit from tourism than poor ones. Whereas the least developed countries have the
most urgent need for income, employment and general rise of the standard of living by
means of tourism, they are least able to realize these benefits. Among the reasons for this
are large-scale transfer of tourism revenues out of the host country and exclusion of local
businesses and products.
Leakage
The direct income for an area is the amount of tourist expenditure that
remains locally after taxes, profits, and wages are paid outside the area and after imports
are purchased; these subtracted amounts are called leakage. In most all-inclusive package
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
31/65
tours, about 80% of travelers' expenditures go to the airlines, hotels and other
international companies (who often have their headquarters in the travelers' home
countries), and not to local businesses or workers. In addition, significant amounts of
income actually retained at destination level can leave again through leakage.
Import leakage:
This commonly occurs when tourists demand standards of equipment, food,
and other products that the host country cannot supply. Especially in less-developed
countries, food and drinks must often be imported, since local products are not up to the
hotel's (i.e. tourist's) standards or the country simply doesn't have a supplying industry.
Much of the income from tourism expenditures leaves the country again to pay for these
imports.
The average import-related leakage for most developing countries
today is between 40% and 50% of gross tourism earnings for small economies and
between 10% and 20% for most advanced and diversified economies, according to
UNCTAD.
Export leakage:
Multinational corporations and large foreign businesses have a
substantial share in the import leakage. Often, especially in poor developing destinations,
they are the only ones that possess the necessary capital to invest in the construction oftourism infrastructure and facilities. As a consequence of this, an export leakage arises
when overseas investors who finance the resorts and hotels take their profits back to their
country of origin
Enclave tourism
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
32/65
Local businesses often see their chances to earn income from tourists
severely reduced by the creation of "all-inclusive" vacation packages. When tourists
remain for their entire stay at the same cruise ship or resort, which provides everything
they need and where they will make all their expenditures, not much opportunity is left
for local people to profit from tourism.
Infrastructure cost
Tourism development can cost the local government and local taxpayers a
great deal of money. Developers may want the government to improve the airport, roads
and other infrastructure, and possibly to provide tax breaks and other financial
advantages, which are costly activities for the government. Public resources spent on
subsidized infrastructure or tax breaks may reduce government investment in other
critical areas such as education and health.
Increase in prices
Increasing demand for basic services and goods from tourists will often
cause price hikes that negatively affect local residents whose income does not increase
proportionately.
Tourism development and the related rise in real estate demand may
dramatically increase building costs and land values. Not only does this make it more
difficult for local people, especially in developing countries, to meet their basic daily
needs, it can also result in a dominance by outsiders in land markets and in-migration thaterodes economic opportunities for the locals, eventually disemboweling residents.
Economic dependence of the local community on tourism
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
33/65
Diversification in an economy is a sign of health, however if a country or
region becomes dependent for its economic survival upon one industry, it can put major
stress upon this industry as well as the people involved to perform well. Many countries,
especially developing countries with little ability to explore other resources, have
embraced tourism as a way to boost the economy.
Seasonal character of jobs
The seasonal character of the tourism industry creates economic problems
for destinations that are heavily dependent on it. Problems that seasonal workers face
include job (and therefore income) insecurity, usually with no guarantee of employment
from one season to the next, difficulties in getting training, employment-related medical
benefits, and recognition of their experience, and unsatisfactory housing and working
conditions.
TOURISM DEVELOPMENT IN INDIA
Tourism development in India has passed through many phases. AtGovernment level the development of tourist facilities was taken up in a planned manner
in 1956 coinciding with the Second Five Year Plan. The approach has evolved from
isolated planning of single unit facilities in the Second and Third Five Year Plans. The
Sixth Plan marked the beginning of a new era when tourism began to be considered a
major instrument for social integration and economic development. But it was only after
the 80s that tourism activity gained momentum. The Government took several
significant steps. A National Policy on tourism was announced in 1982. Later in 1988,
the National Committee on Tourism formulated a comprehensive plan for achieving a
sustainable growth in tourism. In 1992, a National Action Plan was prepared and in 1996
the National Strategy for Promotion of Tourism was drafted. In 1997, a draft new tourism
policy in tune with the economic policies of the Government and the trends in tourism
development was published for public debate. The draft policy is now under revision.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
34/65
The proposed policy recognizes the roles of Central and State governments, public sector
undertakings and the private sector in the development of tourism.
The need for involvement of Panchayati Raj institutions, local bodies, non-governmental
organizations and the local youth in the creation of tourism facilities has also been
recognized.
The other major development that took place was the setting up of the
India Tourism Development Corporation in 1966 to promote India as a tourist destination
and the Tourism Finance Corporation in 1989 to finance tourism projects. Altogether, 21
Government-run Hotel Management and Catering Technology Institutes and 14 Food
Craft Institutes were also established for imparting specialized training in hotel
management and catering.
Tourist Attractions
India is a country known for its lavish treatment to all visitors, no matter
where they come from. Its visitor-friendly traditions, varied life styles and cultural
heritage and colorful fairs and festivals held abiding attractions for the tourists. The other
attractions include beautiful beaches, forests and wild life and landscapes for eco-tourism, snow, river and mountain peaks for adventure tourism, technological parks and
science museums for science tourism; centre of pilgrimage for spiritual tourism; heritage
trains and hotels for heritage tourism. Yoga, ayurveda and natural health resorts also
attract tourists.
The Indian handicrafts particularly, jewelry, carpets, leather goods, ivory
and brass work are the main shopping items of foreign tourists. The estimates available
through surveys indicate that nearly forty per cent of the tourist expenditure on shopping
is spent on such items.
Growth
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
35/65
Domestic tourism is as old as the Indian society. According to available
statistics, domestic tourism has grown substantially during the last one decade. It
increased to 350 million in 2006 from just 168 million in 1998, thus registering a
compound annual growth of 40 per cent.
The growth of inbound tourism since Independence has been quite
impressive. It was just around 17 thousand in 1951. From this level it rose to 22.36
million in 2006. Tourism receipts on the other hand have grown at a phenomenal rate.
Economic Impact
Tourism has emerged as an instrument of employment generation, poverty
alleviation and sustainable human development. During 2005-06, employment generation
through tourism was estimated at 34.79 million.
Foreign exchange earnings from the tourism sector during 2005-06 were
estimated at Rs.12, 011 crore. Tourism has thus become the second largest net foreign
exchange earner for the country. Tourism also contributed Rs.24, 241 crore
during 2005-06 towards the countrys Gross Domestic Product (GDP).
Thrust Areas
In order to speed up the development of tourism in the country several
thrust areas have been identified for accomplishment during the tenth Five Year Plan
(2002-2007). The important ones are development of infrastructure, products, trekking,
winter sports, wildlife and beach resorts and streamlining of facilitation procedures at
airports, human resource development and facilitating private sector participation in the
growth of infrastructure.
Organization
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
36/65
The organizations involved in the development of tourism in India are the
Ministry of Tourism with its 21 field offices within the country and 18 abroad, Indian
Institute of Tourism and Travel Management, National Council for Hotel Management
and Catering Technology, India Tourism Development Corporation, Indian Institute of
Skiing and Mountaineering and the National Institute of Water Sports.
Boosting Tourism
Some of the recent initiatives taken by the Government to boost tourism
include grant of export house status to the tourism sector and incentives for promoting
private investment in the form of Income Tax exemptions, interest subsidy and reduced
import duty. The hotel and tourism-related industry has been declared a high priorityindustry for foreign investment which entails automatic approval of direct investment up
to 51 percent of foreign equity and allowing 100 percent non-resident Indian investment
and simplifying rules regarding the grant of approval to travel agents, tour operatiors and
tourist transport operators.
Celebrations
During the Golden Jubilee celebrations of India as a Republic, the
Ministry of Tourism made special efforts to publicize the tourism potential of India. The
first-ever Indian Tourism Day was celebrated on January 25, 1998. Bauddha Mahotsav
was organized from 24th October to 8th November 1998. The Year 1999 was celebrated
as Explore India Millennium Year by presenting a spectacular tableau on the cultural
heritage of India at the Republic Day Parade and organizing India Tourism Expo in New
Delhi and Khajuraho. The Wong La Millennium was held from April 1999 to January
2001. A special calendar of events has been formulated for highlighting contributions to
Millennium events by various places in all the States. An official website of the Ministry
of Tourism has also been created for facilitating dissemination of information on tourism.
Constraints
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
37/65
The major constraint in the expansion of international tourist traffic to
India is non-availability of adequate infrastructure including adequate air seat capacity,
accessibility to tourist destinations, accommodation and trained manpower in sufficient
number.
Poor visitor experience, particularly, due to inadequate infrastructure
facilities, poor hygienic conditions and incidents of touting and harassment of tourists in
some places are factors that contribute to poor visitor experience. Tos sum up; Indian
tourism has vast potential for generating employment and earning large sums of foreign
exchange besides giving a fillip to the countrys overall economic and social
development.
Much has been achieved by way of increasing air seat capacity, increasing trains and
railway connectivity to important tourist destinations, four-laning of roads connecting
important tourist centers and increasing availability of accommodation by adding heritage
hotels to the hotel industry and encouraging paying guest accommodation. But much
more remains to be done. Since tourism is a multi-dimensional activity, and basically a
service industry, it would be necessary that all wings of the Central and State
governments, private
sector and voluntary organizations become active partners in the endeavor to attain
sustainable growth in tourism if India is to become a world player in the tourist industry.
Steps of Training to achieve maximum percent of utilization in deploying company
resources.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
38/65
The State Tourism Policy & its impact on the
tourism Corporation
Tourism being identified as an engine of economic growth, harnessing the
direct and multiplier effects for employment generation and economic development in an
environmentally sustainable manner.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
39/65
Highlighting the opportunities the State has to offer to bring out the vast
untapped potential in heritage, pilgrim, beach, and convention tourism.
Turning in to the concept of 'global village' against the background of
world inter - relatedness & advanced communication to accord tourists to Andhra
Pradesh the ideal, memorable, pleasurable & economically - friendly travel experience.
Financial PerformanceKeeping in tune with the growth, several systems have been introduced in
regard to accounting & finance.
A computerized accounting system was introduced in 1999. There is a
daily collection at large number of points such as accommodation units, catering, water
fleet, and CROs; Authorized agents, etc. Hence greater control on finances becomes
essential.
A full - proof coordination & feedback mechanism between the head office & the
various units has been established. Internal audit system has been strengthened.
Audit & Accounts
The Audit of Accounts has been completed up to 31.03.2005 & the audit
of Accounts is in progress for the year 2005-2006.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
40/65
Revenue Particulars for the year 2001 to 2006-07 ( LAKH ) INR
PARTICULARS 2001-02 2002-0320003-04 2004-05 2005 06 2006 - 07
1. Transport 82.00 426.00 729.00 1700.21 2674.43 3245.06
2. Hotels 230.00 361.00 420.00 704.23 1020.74 1772.52
3. Water Fleet 98.00 172.00 245.00 275.54 332.44 481.70
4. Sound & Light
Shows30.00 31.00 36.00 99.21 47.75 86.78
5. Eco-Tourism -- -- 36.00 -- -- 144.89
6. Other Income 177.00 68.00 245.00 296.48 537.57 400.78
Total 617.00 1058.00 1711.00 3075.67 4612.93 6131.73
Revenue Projections ( LAKH ) INR
Operation/Unit 2005-06 2006-07 2007-08 2008-09
1. Income 7871.40 9496.00 11396.0013676.00
2. Other Income 900.00 1000.00 1200.00 1300.00
Total 8771.40 10496.0012496.0019476.00
Table 3.1: Audits and Accounts of APTD
Awards & RecognitionsThe Ministry of Tourism, Government of India has awarded Andhra
Pradesh Tourism & Culture Department in the following categories.
For the year 2006:
Best Implementation of Tourism Projects.
For the year 2005:
Best City Hyderabad
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
41/65
Best Maintained Tourism Friendly Monument - Qutub Shahi Tombs
For the year 2004:
Best Tourism Performing State
Best City - Hyderabad
Best effective use of IT in Tourism & Best Tourism Website
Best Tourism Poster
Best Unique Tourism Project - Belum Caves
Best Maintained Tourism Friendly Monument Golconda.
THE CORPORATION'S ACTIVITIES
Accommodation, Catering, Conducted Tours, Package Tours, Leisure Cruises & Pleasure Boating,
Water Sports, Sound & Light Shows, Eco-Tourism, Adventure Tourism, Tourism Infrastructure
Development, New ProjectsImplementation
The Corporation chalked out an action plan covering all these vital
functions. The organizational structure of the corporation has also been recast keeping in
mind the growth & result oriented development activity in all these spheres.
http://www.tourisminap.com/accommodation.htmhttp://www.tourisminap.com/restaurantbars.htmhttp://www.tourisminap.com/conductedtours.htmhttp://www.tourisminap.com/packagetours.htmhttp://www.tourisminap.com/cruisingpleasureboating.htmhttp://www.tourisminap.com/cruisingpleasureboating.htmhttp://www.tourisminap.com/parasailing.htmhttp://www.tourisminap.com/parasailing.htmhttp://www.tourisminap.com/soundlightshows.htmhttp://www.tourisminap.com/ecotourism.htmhttp://www.tourisminap.com/ecotourism.htmhttp://www.tourisminap.com/advanturetourism.htmhttp://www.tourisminap.com/newprojects.htmhttp://www.tourisminap.com/newprojects.htmhttp://www.tourisminap.com/accommodation.htmhttp://www.tourisminap.com/restaurantbars.htmhttp://www.tourisminap.com/conductedtours.htmhttp://www.tourisminap.com/packagetours.htmhttp://www.tourisminap.com/cruisingpleasureboating.htmhttp://www.tourisminap.com/parasailing.htmhttp://www.tourisminap.com/soundlightshows.htmhttp://www.tourisminap.com/ecotourism.htmhttp://www.tourisminap.com/advanturetourism.htmhttp://www.tourisminap.com/newprojects.htm7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
42/65
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
43/65
Tourism Policy
The Travel and Tourism industry is well on its way to becoming one of the
most powerful growth engines in the coming millennium and is anticipated to generate
nearly 338 million jobs by the year 2006 with an annual growth rate of 4.8%.
Acknowledging the vast potential and spin-off tourism has on other
industries, the Government of Andhra Pradesh is focusing on tourism for generating
greater employment and achieving higher economic growth.
APTDC has a vision of making Andhra Pradesh the destination state of
India, given its attractive diversity, natural endowments and friendly population. Andhra
Pradesh has a rich tourist potential, which is yet to be exploited. "Bring the world to
Andhra Pradesh, take Andhra Pradesh to the world", is our guiding spirit.
Andhra Pradesh has great potential for tourism with its temple towns,
beach resorts, monuments and other tourist attractions. Hyderabad and Visakhapatnam
airports are proposed to be expanded to receive international flights. Hyderabad has been
identified as one of the 5 locations in the country for the establishment of a full-fledged
international airport. Direct flights to Singapore have recently commenced from
Hyderabad in addition to other destinations.
Hyderabad is being developed as a major transit hub between Europe and the Far East.
"Andhra Pradesh Unlimited", is the strategy of this policy. APTDC had
recognized the advantage of offering the collective attractiveness of other places in the
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
44/65
region with places in Andhra Pradesh. APTDC planned to decentralize tourism
development to districts and local bodies. This policy will also encourage private sector
in the tourism industry and provide a framework for private-public partnership.
To encourage private investment in tourism and related industry, various
incentives and concessions are being offered. In keeping with our objective and spirit,
taxation has been attempted to be rationalized on the logic of intelligent taxation to
enable private sector to expand tourism. While acknowledging the primacy of the private
sector, the state retains with itself the responsibility of provision of public goods and for
addressing issues related to safety, quality and regulation.
APTDC with the view, the new tourism policy as the product of a shared
vision for the state. A series of consultations within the government and with the industry
culminated in this policy, which stands enriched by the inputs of the industry. It is
necessary that the state moves in a clear direction and consolidates its comparative
advantage and realizes its tourist potential to the fullest. It is in this context that the
tourism policy has to be evaluated.
Step Forward To the Next Millennium
Tourism Policies are products of time, technology and needs of people.
Secular growth trends in tourism witnessed all over are a result of social factors that
boost demand for tourism and development in technology. Demand for tourism is
propelled mainly by growth. Growing wealth and the rise of a middle class creates that
demand. Technology, in turn, makes travel better, easier and hassle-free. Service
technology makes leisure an activity, which delivers memorable experiences.
Tourism provides opportunity for economic growth, employment
generation and poverty alleviation. Tourism holds the key for creation of rural wealth,
opportunity for the hitherto neglected segments of society, artisans and service providers
in the backward areas.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
45/65
This sector employs 212 million people worldwide, generates $3.4 trillion
in gross output and contributes $655 billion towards government tax revenues. Travel and
Tourism is the worlds largest industry. By 2006, the industry is expected to grow to $7
trillion. The industry accounts for 10.7% of the global work force and provides 1 in every
9 jobs. Between the years 2001 and 2006, the industry is adding a new job every 2.5
seconds. Andhra Pradesh is gearing itself for these opportunities with this policy.
This policy, while defining the direction of tourism
development and providing a strategic action plan converging on Vision
2020 of the state, also articulates the express desire of the state to use it as a
growth platform and charter a growth path which is sustainable and
responsible. Sustainable because our people, history, culture and life styles
are at the core of this policy.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
46/65
ORGANIZATIONAL/COMPANY PROFILE
NAME : Andhra Pradesh Tourism and Developmen
Corporation (APTDC)
NATURE OF THE
ORGANIZATION
: State Government Undertaking
HEAD OFFICE : Himayathnagar, Hyderabad-500029
DATE OF INCEPTION : 18th February, 1976
AUTHORISED CAPITAL
: 2003 04 10 crores.
2004 05 30 crores.
2005 06 46 crores.
HEAD OF THE
ORGANIZATION
: Mr. J. Raymond Peter, IAS
OBJECTIVES :
1. Development of tourism in AP.
2. Providing Facilities to the satisfaction of
tourist
EMPLOYEES :
1. Regular basis 293
2. Contract basis 1219
3. Deputation 60
______
TOTAL EMPLOYEES 1572
Andhra Pradesh Tourism Development Corporation promoted by Andhra Pradesh
Transport Corporation (APSRTC) was incorporated as the latters subsidiary on February
18th, 1976 under the name Travel and Tourism Corporation Pvt. Ltd with main aim
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
47/65
providing facilities and benefits to the manner employees is really helpful to employees
in building their career in an efficient manner.
ORGANISATION CHART
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
48/65
Chairman &
Managing Director
Managing Director
ExecutiveDirector(A&P)
Manager(AMC)
JM (adm)
JM (pro)
GM(WF&SL)
GM(F)
GM(S)
SE
GM(TO)
GM(P)
CS/Legal
EOManager(material)
Manager
(Marketing)
JM(PR&E)
JM(IT)
Hotels of VSP,VIJ,TPT
Hotels of Tourism,HYD
Water Fleet,sound&light
Finance,Accounts
TU,CRO'S,MKTG
Civil construction,eco-tourism
Legal &company affirs
Acquisition of Land
Purchases
Marketing
Public Relations
Provide backup support
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
49/65
DATA ANALYSIS AND INTERPRETATION
Question 1-5
In the given questionnaire the first four queries are about personal
details of the respondents like name, gender, designation, and
department. The fifth query is to know whether the respondents have
undergone the training or not.
The data is collected from 25 respondents out of which 64 per cent of
respondents (16 respondents) have undergone training and theremaining 36 per cent of respondents (9 respondents) did not undergo
training program (figure4).
RespondentsNo. of
RespondentsPercentage
Having the Training Program 16 64
Does not having the Training Program 9 36
Total 25 100
Figure 4
36%
64%
Having the Training Program
Does not having the Training Program
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
50/65
From the above table we can say that APTDC mostly provides training to their
employees. Here we will come to know that the policies of training to every employees is
made mandatory. Hence the percentage is 64.
Question 6:
The intention of asking this query is to know what is the
method(s) followed by APTDC in order to train their staff members.
The Respondents were responded in the following manner.
Perception No. Of. Respondents Percentage
Classroom Lecture 9 55
Demonstrations 2 13
Job Instruction 2 13
All the above 3 19
Total 16 100
Figure 5
55%
19%
13%
13%
Classroom Lecture Demonstrations
Job Instruction All the above
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
51/65
From the above table and it is evident that 55 per cent of the respondents (nine
respondents) say that the organization provides classroom lecture method in order to
train the employees. 13 per cent of the respondents (two respondents) have replied that
they were trained through Demonstrations. 13 Per cent of the respondents (two
respondents) replied that they were trained by using the Job Instruction method and the
remaining 19 per cent respondents (three respondents) replied that they have undergone
the training by using all the above three methods.
By this we can conclude that APTDC mostly provides Classroom
Lecture method to train their employees. As it is Off-The-Job training method, trainee is
separated from the job situation and his attention is focused upon learning the material
related to his future job performance. Organization believes that the lecture motivates and
creates interest among the trainees.
Question 7
The basic purpose of this question is to get feedback from the
respondents of their feeling about the training program. The respondents
responded in the following manner.
Perception No. Of. Respondents Percentage
Excellent 2 13
Very Good - -
Good 13 81
Poor 1 6
TOTAL 16 100
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
52/65
Figure 6
6% 13%
81%
Excellent Good Poor
From the above table and figure 6 it is evident that 81 per cent of the respondents(13 respondents) felt that the training provided to them is Good, 13
per cent (two respondents) of the respondent felt that the training provided to them is
Excellent and the remaining 6 per cent (one respondent) of the respondents felt that the
training provided to them is poor.
From the above data we can conclude that the training provided by the
APTDC is very much helpful to their employees in performing their job and training
program is performed in effective and efficient manner that motivate employees.
Question 8
The purpose of this query is found whether any feedback was taken after the
training program. The respondents have responded in the following manner.
Perception No. Of. Respondents Percentage
Yes 13 50
No 13 50TOTAL 16 100
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
53/65
Figure 7
50% 50%
Yes No
From the above table and figure 7 it is evident that 50 per cent of
the respondents (13 respondents) replied that feed back mechanism was implemented to
know the effectiveness of the program. The remaining 50 per cent of the respondents (13
respondents) replied that there was no feed back mechanism was implemented to know
the effectiveness of the program
From the above data we can conclude that feedback mechanism was not
implemented in the effective manner to the effectiveness of the training program.
Question 9
The intention of asking this query was to know who is mainly involved
and responsible for the training program conducted. The respondents were
responded in the following manner.
Perception No. Of. Respondents Percentage
H.R 4 25
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
54/65
G.M 4 25
External Trainer 8 50
All the above - -
Total 16 100
Figure 8
50%25%
25%
H.R G.M External Trainer
From the above table and figure 8 it is evident that 50 per cent of the respondents
(eight respondents) replied that External Trainer was involved in the training program,
25 per cent of the respondents (four respondents) replied that General Manger was
involved in the training program and the remaining 25 per cent of respondents (four
respondents) replied that H.R executive was involved in the training program.
From the above data we can conclude that mostly APTDC conducts training
program by using the External Trainer who can transform the organizations in to a
learning organization.
Question 10
The purpose of this question was to identify the needs for a training
program for the employees and what should be the criteria for training program.
The respondents have responded in the following manner.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
55/65
PerceptionNo. Of.
RespondentsPercentage
Discussion between you and your
employee3 19
Performance of the employees 5 31New Employees 1 6
On Performance Appraisal basis 3 19
All the above 4 25
Total 16 100
Figure 9
6%
31%
19%25%
19%
Discussion
between you and
your employeePerformance of
the employees
New Employees
On Performance
Appraisal basis
all the above
It is evident from the above table and figure 9 it is evident that 19 per cent of the
respondents (three respondents) replied that Discussion between you and your
employee is the need for training, 31 per cent of the respondents
(five respondents) felt that Performance of the employee should be taken as criteria for
training. 6 per cent of the respondents (one respondent) felt that New employees should
be taken as the criteria for training and the remaining 25 per cent of the employees (four
respondents) felt that all the perceptions should be taken into considerations for the
training program.
From the above data we can conclude that Performance of the
employees should be taken as the criteria for the training program.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
56/65
Question 11
The basic purpose of this question is to know whether the
organization maintains any training councils or committees to assess the training
needs.
Perception No. Of. Respondents Percentage
Yes 2 13
No 14 87
TOTAL 16 100
Figure 10
13%
87%
Yes
No
From the above table and figure 10 it is evident that 87 per cent of the respondents (14
respondents) replied that there were no committees or councils to assess the training
needs for the employees and the remaining 13 per cent respondents (two respondents)
replied that there were councils or committees to assess the training needs.
From the above we can conclude that there were committees or
councils were maintained by APTDC to assess the training needs.
Question 12
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
57/65
The intention of this query is to take the opinion of the employees to
whether training really motivates the employees in achieving the targets. The
respondents have responded in the following manner.
Perception
No. Of.
Respondents Percentage
Maximum Extent 3 19
Good Extent 9 56
Minimum Extent 3 19
Zero Extent 1 6
TOTAL 16 100
From the above
table and the figure
11 it is evident that
56 per cent of the
respondents (nine
respondents) felt
that training
program would help them in achieving their targets up to Good Extent, 19 per cent of
the respondents (three respondents) felt that training program would help them in
achieving their targets to a Maximum Extent, 19 per cent of the respondents (three
respondents) felt that training program would help them in achieving their targets to a
Minimum Extent and the remaining one percent of the respondents (one respondent)
felt that training program would not help them in achieving their targets.From the above we can conclude that training program is effective in achieving the
targets up to a Good Extent.
Question 13
Figure 11
19%
6%
19%
56%
Maximum Extent
Good Extent
Minimum Extent
Zero Extent
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
58/65
The intention of asking this question is whether any extra
remuneration/allowance is paid to employees during the training period. The
respondents have given their answers like this:
Perception No. Of. Respondents Percentage
Yes 10 62
No 6 38
TOTAL 16 100
Figure 12
38%
62%
Yes
No
From the above table and figure 12 it is evident that 62 per cent of the respondents
(10 respondents) replied that they have been paid during the training period and the
remaining 38 per cent of the respondents (six respondents) replied that they have not been
paid anything extra by the organization during the training program. From the above table
we can conclude that mostly the organization pays salary to the employees during the
training period.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
59/65
Question 14
The intention of this query is to take the opinion of the employees to
whether training really helpful in building their career plan in the organization. The
responded were responded in the following manner.
Perception No. Of. Respondents PercentageYes 14 87
No 2 13
TOTAL 16 100
Figure 13 13%
87%
Yes No
From the above table and the figure 13 it is evident that 87 per cent
of the respondents (14 respondents) felt that the training program really helped them in
building good career, the remaining 13 per cent of the respondents (two respondents) do
not felt that training program really helped in building their career. From the above we
can conclude that training provided by APTDC to their employees is really helpful to
employees in building their career in an efficient manner.
Question 15
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
60/65
The basic purpose of this question is what an employee feels how
training program really helpful to the organization. The respondents
have responded in the following manner.
Perception No. Of.
RespondentsPercentage
To minimize the wastage 2 13
To mould the employee according to the
requirement5 31
For smooth running of the organization 6 17
All the above 3 19
TOTAL 16 100
Figure 1413%
19%
37%
31%
To minimize wastage
To module the employee according to the requirement
For smooth running of the organization
all the above
From the above table and figure 14 it is evident that the 31 per cent of the respondents
(five respondents) felt that training program would help the organization in molding the
employee according to the requirement, 17 per cent of the respondents (six respondents)
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
61/65
felt that training program would help the organization in smooth running of the
organization. 13 per cent of the respondents (three respondents) felt that training would
reduce the wastage in organization and the remaining 19 per cent of the respondents
(three respondents) felt that all the perceptions are advantages of the training program.
From the above we can conclude that training program would help the
organization in molding the employee according to the requirement, which would be an
asset to the company.
SUGGESTIONS
APTDC providing training program that is helping the employees achieving
their targets, but the feedback mechanism conducted or implemented by the
organization to know the effectiveness of the training program was not
appropriate. So an efficient feedback mechanism should be implemented after
every training program.
In order to become a learning organization it should maintain councils or
committees to assess the training needs with the change in the working
environment. So APTDC should maintain training councils or committees toassess the training needs.
Both the internal and external faculty should handle the training sessions so
that it provides more comfort and flexibility to the trainees. The external
faculty can impart better knowledge of both the internal and external
environment.
The modern and efficient methods and tools of training should be used to have
a competitive edge in the market.
The frequency of the training programs should be increased.
There should be more and better types of training programs for different
cadres.
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
62/65
The lower cadre employees who will have direct contact with the customers
should be trained in a professional way.
BIBLIOGRAPHY
Texts and References:
P. Subba Rao and V.S.P.Rao, "Personnel/Human Resource Management", Pgs: 156-
158,175,192, TMH.
K-Ashwathappa," Human Resource and Personnel Management", Pgs: 120-124, 130,132,
PHI.
P.C.Tripathi, "Personnel Management and Industrial Relations", Pgs: 90- 92,100,115,
Himalaya Publishing House. '
Previous project reports
Journals:
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
63/65
HRM Review", Pgs: 25-28, 35, 38,
Business Line", Pgs: 10-15, 20, 23,
Websites:
1. www.aptdc.in
2. www.indiabusiness.nic.in
3. www.google.co.in
4. www.aptourism.com
Questionnaire
A Study of Training and Development of employees in APTDC
Dear Respondent,
I am conducting a Survey on Training and Development of the
employees in APTDC as a part of my academic project for MBA. Please cooperate with
me by giving relevant information in the Questionnaire.
1. NAME : 2. GENDER :
3. DESIGNATION : 4. DEPARTMENT :
5. Does your Organization provide training for employees?
a) YES b) NO
http://www.aptdc.in/http://www.indiabusiness.nic.in/http://www.google.co.in/http://www.aptourism.com/http://www.aptdc.in/http://www.indiabusiness.nic.in/http://www.google.co.in/http://www.aptourism.com/7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
64/65
6. What is the type of training you have undergone?
a) Class room Lecture ( ) e) Training through step by step ( )
b) Demonstrations ( ) f) Vestibule Training ( )
c) Job Rotation ( ) g) Videos and Films ( )
d) Job Instruction ( )
7. How do you feel about the training programs designed in the Organization?
a) Excellent b) Very Good
c) Good d) Poor
8. Do you have any feedback sessions in Training period?
a) YES b) NO
9. Who in your organization is mainly involved in Training function?
a) H.R b) G.M
c) External Trainer d) All the above
10. How are training needs identified?
a) Discussion between you and your employee.
b) Performance of the Employees.
c) New Employees.
d) On Performance appraisal basis.
di)
11. Are there any training councils or committees in your organization?
a) YES b) NO
12. To what extent do you feel that Training program motivates you in achieving your
targets?
a) Maximum Extent b) Good Extent
c) Minimum Extent d) Zero Extent
13. Are you paid any extra remuneration / allowance during training period?
a) YES b) NO
14. Does the training program help you in building a good career?
a) YES b) NO
15. What do you think is the benefit for the Organization by conducting training
program?
7/30/2019 A STUDY ON TRAINING AND DEVELOPMENT AT ANDHRA PRADESH TOURISM AND DEVELOPMENT CORPORATION (
65/65
a) To minimize the wastage
b) To mould the employee according to the requirement
c) For smooth running of operations / activities
d) Others if any
16. Suggestions, if any _________________________________________
____________________________________________________________
_____________________________________________________________