Training and Development On Envigreen Biotech INDIA PVT - LTD

TRAINING AND DEVELOPMENT ON ENVIGREEN BIOTECH
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EXECUTIVE SUMMARY
Every organization needs to have skilled people to carry out the sports that
should be completed. If modern or ability process occupants can meet this
requirement, education is not always critical. While this no longer the case, it
is necessary to elevate the talent stages and increase the versatility and
flexibility of personnel. Its miles increasing not unusual for a person to trade
careers several times throughout their operating lives. The opportunity for any
younger person mastering an activity nowadays and having those talents move
essentially unchanged during the forty or so years if his profession is
extraordinarily not going perhaps even not possible. In a hastily changing
society employee schooling is not best a pastime this is suited but additionally,
a pastime that an organization has to devote sources too if it's far to preserve a
viable and knowledgeable staff. The whole task talks approximately the
training and development in theoretical in addition to new concepts that are in
trend now. Here we've discussed what would be the entry of education if we
ever go for and how can or not it's desirable to any organization in reaping the
benefits from the money invested. What are the methods we are able to
perceive the schooling need of an employee and the way to recognize what
type of education he/she can move for? Training being blanketed in exclusive
component likes integrating it with organizational lifestyle. The first-class and
modern-day available tendencies in education technique, the blessings which
we can derive out of it. How the assessment should be performed and how
effective is the education altogether.
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CHAPTER 01
INTRODUCTION

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INTRODUCTION
1.1HUMAN RESOURCES
Human resource management involves developing and administering

programs that are designed to extend the effectiveness of a company or
business. It includes the whole spectrum of making, managing, and cultivating
the employer-employee relationship.
1.2FUNCTIONS OF HRM
• Recruitment and selection

• Training and Development
• Compensation Management
• Performance Management
1.3TRAINING
Training is that the formal and systematic modification of behavior through

learning that happens as a results of education, instruction, development, and
planned expertise.
• It is a short-run method.
• Refers to instruction in technical and mechanical issues.
• Targeted in most cases for non-managerial personnel.
• Specific job-related purpose.

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1.4DEVELOPMENT
Development is any learning activity, that is directed towards

future, desires instead of gift desires, and that worries additional with career
growth than immediate performance.
• It's a long-term educational method.
• Refers to philosophical and theoretical instructional ideas.
• Managerial personnel.
1.5 STEPS IN TRAINNING AND DEVELOPMENT
1. Initial Assessment
The training and development method begins once a brand new person
gets employed. A person's resource specialist or a manager should assess a
brand new employee‟s coaching desires and write an expert development
attempt to address those desires within the initial year. A brand new
employee's initial year is crucial to crucial if he's suited to the position.
2. Training
The training method continues once an employee goes to in-house and

external training programs. Every learning scenario ought to facilitate
associate degree worker move from her gift talent level to the required
talent level. Though learning activities vary, associate degree worker ought
to exit all experiences a lot of mean or knowledgeable within the material.
3. Development
Once a worker receives coaching at the onset of employment, he desires time

to develop himself in his position. His supervisor monitors his reach make
sure that he will apply his coaching and alternative skills and talents to
perform the work. A supervisor would possibly add further coaching programs
to his individuals arrange throughout the primary year.

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4. Feedback
Feedback is another necessary step within the method. AN employee's

supervisor has to confirm if the worker is succeeding. as an example, if he
performs client service tasks, a supervisor will get feedback from
customers and compare it to information from different staff within
the same position. A supervisor then offers feedback and training to the
worker thus he will improve.
5. Evaluation
At theend ofeach year, associate employee's training anddevelopment arra

nge play a district within the formal analysis method. A supervisor
considers whether or not training and development opportunities have
helped a worker succeed. The overall ratings on the analysis confirm if she
continues in her job. Associate worker may also be proactive in posing
for feedback within the year following the primary appraisal. If she
continues, her coaching arrange isupdatedfor succeeding year. She should
improve over the succeeding year. Through this method, she develops
into a stronger plus to the organization.
DIAGRAM SHOWING THE STEPS IN TRAINING AND

DEVELOPMENT
INTIAL
ASSESSMENT
EVALUATION TRAINING
FEEDBACK DEVELOPMENT

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1.6 MEASURING THE TRAINNING AND DEVELOPMENT IN THE

ORGANISATION
Kirkpatrick‟s four level Training evaluation model
THE FOUR LEVEL MODELS
Donald Kirkpatrick, academic retired at the University of Wisconsin and past

president of the American Society for training and Development (ASTD),
initial revealed his Four-Level training evaluation Model in 1959, within the
US training and Development Journal.
The model was then updated in 1975, and once more in 1994, once he
revealed his known work, "Evaluating training Programs."

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The four levels are:
1. Reaction.
2. Learning.
3. Behavior.
4. Results.
1. Reaction:
This level measures however your trainees (the folks being trained),
reacted to the coaching. Obviously, you would like them to feel that
the training was a valuable expertise, and you would like them to
feel sensible regarding the trainer, the topic, the material, its
presentation, and also the venue. It is important to have live reaction as
results of it helps you perceive however well the training was received
by your audience. It also helps you improve the training for future
trainees, as well as characteristic vital area unit as or topics that are
missing from the training
2. Learning:
At level 2, you live what your trainees have learned. What
proportion has their data increased as a results of the training? When
you planned the training session, you hopefully started with an
inventory of specific learning objectives: these ought to be the start
line foryourmeasuring.Confinemindthat you simply Confine mind that
you simply will live learning in several ways that betting on these
objectives, and betting on whether or not you are inquisitive
about changes to data,skills,or perspective.
It's important to live this; as a result of knowing what your

trainees are learning and what they don't seem to be can assist
you improve future training.

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3. Behavior:
Atthis level, you assess however way your trainees have modified their
behavior, supported the coaching theyreceived.Specifically,this appear
ance at however trainees apply the data.
It's important to comprehend that behavior will solely amendment if

conditions square measure favorable. As an example, imagine you
have skipped measure at theprimary 2 Kirkpatricklevels
and, once staring at your group's behavior, you identify that no
behavior amendment has taken place. Therefore, you assume that your
trainees haven't learned something which the coaching was ineffective.
However, simply because behavior hasn't modified, it does not
imply that trainees haven't learned something. Maybe their boss will
not allow them to apply new data. Or, perhaps they've learned
everythingyou instructed, however theyneed no want touse the data the
mselves.
4. Results:
At this level, you analyze the ultimate results of your training. This
includes outcomes that you simply or your organization have
determined to be sensible for business, sensible for the staff,
or sensible for the lowest line.
1.7 THEROY OF PRINCIPLE OF TRAINING
1. Reinforcement theory
2. Goal –setting theory
3. Expectancy theory
4. Application of theory
5. Basic Principle of learning

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1.Reinforcement theory (Skinner,B.F)
The frequency of its behavior is influenced by its consequences
There are three major consequences
 Positive reinforcement: Rewards for positive behavior

 Negative reinforcement: withhold punishment to force the
desirable behavior.
 Punishment: punish for undesirable behavior.
2. Goal setting theory (LOCKAE, E.A)
A. One‟s acutely aware goals or intentions regulate his/her behavior.

B. 3 necessary implicationsformotivatingtrainees:
• The learning objective ought to be sent clearly to the trainees.
• Training goals ought to be tough enough to challenge the trainees and satisfy
their desires.
• The final goal ought to be supplemented with periodic sub-
goals throughout training.
3.Expectancytheory
A.One aregoingtobe impelled to selected abehavior various that's possibly
topossess favorableconsequences.
B.Keyconcepts:
•Outcome:the resultsof adefinite behavior.
•Valence:perceived price of theendresult.
• E (effort) →P (performance) expectancy: the quantity of effort for a
definite level of performance.
• P (performance) → O (outcome) expectancy: the chance that improved
performance can result in fascinating outcome.

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4.Application of the theories

A. Schedule reinforcement in training:
• Continuous reinforcement.
• Intermittent reinforcement.
B. Set clear and difficult goals in training.
C. Tie fascinating rewards to training outcome for every individual.
5.Basic principles of learning

A. The principle of reinforcement: continuous and repetitive apply ensures
the retention of data and skills.
B. The principle of behavior modeling: set models for the trainees to
follow.
C. The principle of feedback: timely and adequate feedback motivates the
trainees.
D. The principle of learning transfer: those who will be transferred to
figure area unit presumably to be maintained.
1.8 Forms of evaluation
1. Written tests: Check learning results of knowledge.
2. Simulation: check learning results of skills.
3. Interviews: check training effects by talking to the trainees and their

supervisors.
4. Questionnaire: check effectiveness of instruction materials, trainer

and training methods.
5. Performance appraisal: check learning transfer and training

effectiveness on job.

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1.9 Modes and Techniques of Training
(1) Training modes
A. On-job training
B. Off-job training
A. On-the-job training (JOT):
Just about each worker, from the clerk to company president gets some on-the-
job training once he joins a firm. that is method William Tracy calls, the
foremost common the foremost wide used and accepted or the
foremost necessary technique of coaching workers the talents essential for
acceptable for job performance workers are coached and tutored by skillful co-
workers by supervisors, by the special coaching instructors, they learn the
work by observation and observe additionally as often handing it. it's learning
by doing and it's most helpful for jobs that are either troublesome to
stimulator will be learned quickly by looking at and doing. There are a
range of OJT ways, like coaching job or understudy job rotation and special
assignments. Beneath coachingjob or beneath study technique(which is
additionally called spot and situation method) the worker is trained on the
work by his immediate superior.
a)Job Instruction training (JIT):
This technique is additionally called coaching through stepby-step learning . It

involves listing all necessary steps within the jobs, every in correct sequence.
These shows that's to be done. The particular training follows a three-
step method starting with for instruction.
i. Preparation of the instructions giving essential information in a clear

manner.
ii. Having the trainee try out jobs to show that he has understood the
instructions, if there are any errors they are cored and
iii. Encouraging questions and allowing the trainee to work along and the
trainer follows up regularly.
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b) Vestibule training (or training center training):
This technique makes an attempt to duplicate on the task

situations during a company room. It‟s could be a room training that is
commonly imparted with facilitate the instrumentation and machines, that area
unit identical with those in use within the place of labor. It is terribly
economical technique oftraining semi-skilled personnel.significantly once
serval personnel. Significantly once several employees ought to be trained
for a similar reasonably works a similar time. it's typically used to train clerk,
bank tellers, inspectors, machine operator, testers, typists etc., it is
most helpful once philosophic ideas,attitudes,thesisand drawback finding skill
have to be learnt. Training is mostly given within the style of lecture,
conferences, case studies, role taking part in and discussion.
c) Training by knowledgeable workmen:
By this technique training isimpartedby knowledgeable senior fellow staff. it's

helpful for departments during which workmen advance through successive
jobs perform a series of operations.
d) Training by supervisors: The employee s immediate supervisors impart

such coaching it provides to trainees too have chances to gauge the
talents and prospects of trainees from the purpose of their job performance.
The success of each these ways depends upon the very fact that;
i. They should have incentives and sufficient time for carrying out the training
programs
ii. They should be provided with an accurate account of the training needs of
the trainees they are to teach.
iii. Demonstrations and examples (Or Learning by seeing)

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In the demonstration ways, the trainer describes and displays one thing, as
when he teaches and worker the way to do one thing by really activity the
activity himself an going through a step-by-step rationalization of why And
what he's doing. Demonstrations area unit terribly effective in teaching as a
result of it's a lot of easier to indicate someone however to do employment
than to inform him or raise him take in formation from the reading materials.
Demonstrations area unit usually utilized in combination with lecture.

Pictures, text materials discussions etc.Teaching example is effective in
mechanical operations or social relationship, for job duties and
responsibilities, for info standards, higher-up expectations and also the like.
Demonstrations area unit significantly effective within the coaching for the
acquisition of skills; however their usefulness is restricted once it's a matter of
coaching personnel.
e) Simulation:
Simulation could be a technique, that duplicates, as simply as doable the

actual conditions encountered on employment. The Vestibule training ways is
samples of business simulations. Simulation techniques are most generally
utilized in the aeronautical business. especially wherever proficiency during a
job is the results of comparatively long coaching amount of two years to three
years for an individual of superior ability and from four years to five years for
others. the sphere during which apprenticeships coaching is offered area unit
varied and vary from the task of a draftsman, a mechanism, a printer, a maker,
a pattern designer, a mechanic, a carpenter, weavers, fitters, Jeweler‟s die-
sinkers, engravers, and electricians. a serious a part of coaching time is spent
on-the-job productive work. Every apprentice is given a program of
assignments according to a pre-determined schedule, that provides for
economical coaching in trade skills.

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B. OFF THE JOB TRAINING
Under this technique of training, beginner is separated from the

task scenario and his attention is targeted upon learning the fabric associated
with his future job performance. Since the trainee isn't distracted by
job necessities, the can place his entire concentration learning by job instead
of disbursal his time in activity it.
Off the job training methods are as fallows
a)Role-playing: it's outlined as a way of human interaction that involves

realistic behavior in unreal scenario. This methodology of coaching involves
action, doing and practice. The participants play the role
of sure characters like the assembly manager, applied scientist, superintendent
s maintenance engineers, quality control inspections, foreman, and staff and
like .This methodology is generally used for developing social and relations.
b) Lectures:
Easiest way of impartation information to trainees is by lecture. ideas or

principles, attitude, method maybe helpful once massive cluster square
measure tobe educated.Thelecturemethodcanbe helpful once massive teams sq
uare measure to be trained among a brief time, therefore reducing the price per
trainee.
c) The Conference methodology :
During this technique, the taking part people confer to discuss points of
common interest to every alternative. Conference could be a formal meeting,
conducted according to organized set up.
d) Seminar or team discussion:
There square measure completely different ways of conducting seminar. It

may be supported paper ready by one or additional trainees on the topic in
consulting with the person accountable of the seminar.

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e) Case studies: The person accountable of coaching discovers a case, provides

necessary explainations, and initiates the discussion going. once the
trainees square measure given cases to analyses. They are asked to spot the
matter and advocate tentative solutions.
f) Programmed instruction methodology:
A programmed instruction involves breaking information down into

meaningful units then arrangement these in a very correct thanks to type a
logical and sequent learning program or package.
g) T-group coaching : This includes of Audio-visual aids and planned reading

programs.
1.10 TRAINING AND DEVELOPMENT TODAY AND

TOMORROW
We are getting into a world wherever the previous rules now not apply. The
gap quote within the bestseller Rising Sun by archangel James Crichton
(1992) sums up however quickly the long run is dynamical and turning into
unpredictable. Given the commitment to the continual changes happening in
all types of organization, like their host human resource (HR) functions,
amendment can the sole certainty for training functions and people to blame
for coaching and development initiatives in their organizations. training
functions can have to be compelled to run otherwise as organizations expect a
lot of evidence that they're contributory to organizations expect a lot of proof
that they're contributing to historically been done, several have responded by
business for redefining the mission of training, renaming training In short, the
pressure is on for trainers and training functions to reinvent, reengineer,
revitalize, remake, and improve what they do (Shandler 1996)

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CHAPTER: 02
COMPANY PROFILE

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COMPANY PROFILE
ENVIGREEN BIOTECH INDIA PVT, LTD.
EnvigreenBiotech India private Ltd produces India 1 st 100 percent perishable

substitute to plastics. The thought of making this merchandise took form in
2012 with the support of scientists and environmentalists across the planet.
Galvanized by „Swach Bharat‟, AN initiative taken by the Honorable Prime
Minister of Bharat Narendra Modi, Envigreen goes to hit the Indian market
this returning year.
Envigreen isn't simply a complete, it's an inexperienced Technology.

Envigreen‟s merchandise is made up of natural starch, oil derivatives and
vegetable waste. This merchandise are non-toxic to the atmosphere, animals
and plants. Evergreen contains no typical plastics in the least.
Envigreen is on a mission to form the planet plastic free and you'll be able to
be a part of US as a distributor to succeed in our goals. With Operations within
the Near East and South-East Asian countries, Envigreen operates from its
company workplace in Bengaluru with international ambitions.
The world's annual consumption of plastic materials has increased from

around five million tons within the Fifties to almost one hundred million
tones these days. The quantity of plastic waste generated annually within
the United Kingdom of Great Britain and Northern Ireland is calculable to be
nearly three million tones. Associate degree calculable fifty six of all plastics
waste is employed packaging, three-quarters of that area unit collected from
households. It‟s calculable that solely seven-membered of total plastic waste
arising area unit presently being recycled. Plastics consumption is growing
by concerning 4 wheel drives per annum in Western Europe.

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PRODUCT IN ENVIGREEN
 Carry bags
 Trash bags
 Oil and grease cover
 Bin liners
 Packing films
 Aprons
 Wrapping covers
 Landry bags
Envigreen bags
Envigreen bags are made up of vegetables such us troiaza ,potatoes

and vegetable oil.
The specialty of this bags are there can carry a lot weight something
nearly a weight of three coconut water.
After use the bags it can be disposed by dipping the cover in water
within less than 15 seconds it will get dissolve in water. Or the cover
can be burned it will turn into ashes.

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1.Biodegrable carry bags:
The organization engages in producing and supply a premium quality vary of

perishable Carry baggage, that is formed accessible at business leading costs.
factory-made victimization superior quality stuff sourced from reliable
vendors, our carry baggage area unit far-famed to befits prevailing business
standards. These carry baggage area unit quality tested on many parameters
before dispatching to the market.
2.Biodegrable plastic bags:
Eventually our Bio-degradable Plastics became of common use in domestic

and industrial trade for assortment of waste. These plastics square measure
made up of quality tested stuff and thus probabilities of leak aren‟t there.
Besides bio-degradable Plastics will simply be rotten and square measure
ecofriendly.
3.Biodegrable Granules:
With the assistance of our extremely ball-hawking personnel, we tend to area

unit ready to manufacture and provide an impressive vary of perishable
merchandise. This varies finds potential applications in numerous industrial
areas. below this vary, we provide perishable Polymers, perishable Granules
and perishable Poly luggage. Attributable to the rise in atmosphere pollution,
these perishable merchandise area unit substitution the plastics as they simply
break right down to their base compounds naturally.
There do their product in partnership. There do it with state distribution, zonal

distribution and manufacture partnership.
Anyone can join them by entering there details to the company mail id .

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Mission
The unofficial mission statement of envigreen biotech India pvt ltd come
back directly from director Ashwant hedge
'' we tend to win once the client says we tend to win''
Officially there are a unit 5 principles that the new organized post financial
condition Envigreen' company uses to guide its business, decisions, and daily
activities...
• ''Safety and Quality Initial
• Create Lifelong Customers
• Innovate
• Eco Friendly
Vision
I. proceed continuously determinedly and youth
II. Respect sound theory develop contemporary concepts and create the
foremost effective use of your time
III. Get pleasure from works and encourage open communication
IV. Try perpetually of the worth of analysis and endeavor
Developing a philosophy on the expertise of a sensible biotechnology,

envigreen created a company culture that may press on operating towards his
objective nothing but changing into and remaining the world's best ecological
baggage. The corporate vision statement is just like the founder himself,
staggeringly sensible.

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Chapter-03
Literature review

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Literature review
This paper looks forward to see where there may be useful learning from the
organizations by reviewing the literature on Training and development. It also
provides important philosophy on which to judge the effectiveness of the
implementation of training and development.
The purpose of the training and development is examined firstly, and making
the changes in the organization system to enhance and support the employees
of the organization towards more efficient and effective performance of the
organization
We eventually highlight the critiques commonly arises in training and

development . The paper focuses to the certain key themes which enables the
effectiveness of training and development.
The researchers wants the impacts of training and development on employees

versatility, the effectiveness of training program, needs and importance of
training, training programs steps involved in training programs, conclusion
and suggestion regarding the employees training in Armstrong.
HULTMAN Glenn (1984):
In the study Managerial work, organizational perspective and the training of

managers, discusses as empirical and theoretical issues are planned
organizational change and the training of managers, nothing that, though
managers are often viewed as people of action leadership research suggests the
opposite. A discussion utilizing research and managerial work and
organizational perspective is used to present the phenomenon of leadership
and leader competence in new perspective which considers whether further
research in to managerial work and skills and organizational perspective can
insights that such the working condition of participates.

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Goddard Robert. W (1985):
In his study the Pygmalion effect personnel journal describe the Pygmalion
effects or the behavioral science principle that states that an employee success
is directly related to the company s expectations. Good management. Training
practice is discussed such as recognizing employee‟s potential for improved
performance. Showing confidence in the staff maintaining an in going dialog
setting high performance standards complimenting criticizing constructively
and with empathy, helping people advance and overcoming self-defeating
personal present.
Toddy (1988):
In his study effect of stimulus variability on trainee comes Enhancing behavior

modeling training . Based on findings of this study is suggested that the
conventional wisdom of using low variability and strictly give stimuli in
training contests should be recognized. The value of negative feeling and non-
exemplar information demonstrated here clearly warrants further eptutal and
empirical work. In Addition the inverse relationship and transfer, firms the
important if training designers linking their evaluation criteria with objectives.
Zhigho (1989):
In his study An exploratory study of the impact of a western management

training program says their base program contributed mostly to their position
of management knowledge followed by the boarding perspectives finding
western management science and important of managerial abilities and indents
were in general, satisfied with the education process on terms of popular,
quality of teaching Academic subjects in functional areas such as getting
subjects in functional areas such as marketing, financial management and
function management were a regarded by the respondents more useful than
those general area (for ex: managerial economics, strategy and policy).

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Samuel (1990):
In his study current level of training programs: the findings the study
includes, administrator recognized the growing importance, the value the
increased emphasis on training, but inconsistently supported the training
except training programs intended to Concentrate towards technological
aspects as has management personnel. And minimal amount of training were
directed towards developing employee attitudes.
20 Jett (1994):
In his study The Global skills, knowledge and attitudes senior executives will
require by the year 2005 says in his conclusion, by the year senior executive
will be facing a variety of internal and external organizational changes in a
rapidly external organizational changes global business environment require a
foundation of global business skills and knowledge need a posses a tolerance
for other culture, be required to be continuous leaders, need to be able to
conduct business in a second language need to have gained experience outside
their native country, need to be able to develop creative solution rapidly for
situtionsarising in unfamiliar global business environments need to posses a
global perspective and need to be effectively use the expertise of others.
Robert Carroll (1994):
In his study EMPOWERMENT THE MANAGEMENT TEAM INTERFACE

says that the overall study results that all the team have participated in setting
the team goals and commits but almost always in response to overall goes set
by management, Companies have management. Companies have generally
recognized the need for team training and have reopened by training most
team leaders and members. They have not always followed up after the initial
training.

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CHAPTER: 04
RESEARCH METHODODLOGY

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RESEARCH METHODODLOGY
4.1 TITLE OF THE STUDY
Research merely suggests that a research for facts-answer to queries and

solutions to issues. It‟s a purpose investigation. it's associate degree
“organized inquiry” analysis methodology may be a way to consistently solve
an exploration downside. It is going to be understood as a science of learning
however analysis is completed scientifically. In analysis it's the responsibility
of the man of science to show the analysis selections and to judge them before
they're enforced.
4.2 RESEARCH DESIGN
A research style is that the blueprint or framework or define to hold out an

enquiry program. It is an essential to organizing enquiry style so as to
forestall any confusion. It represents the theme of the study.
In alternative words, analysis style may be outlined as „The program that
guides the investigator within the method of assembling, analyzing
and decoding observations. It provides a scientific arrange of procedure to
follow‟.
4.3 DATA COLLECTION
Data are info from a survey, experiment or investigation. These ar info

obtained by observation of events once bound conditions are rigorously
planned, controlled and varied by the observer. It provides facts and figures
needed for constructing measure instruments like tests and scales.
The information assortment may be from a primary supply or secondary

supply. The information assortment may be from a primary supply or
secondary supply. Knowledge the info the information} collected through
primary supply is termed as primary knowledge and thru secondary supply is
termed as secondary data.

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4.4 PRIMARY DATA
Primary knowledge is that the initial hand info collected for specific purpose
directly from the sphere of enquiry. The supply of primary knowledge for
compilation of this report is form.
4.5 SECONDARY DATA
Secondary information is gathered from varied sources. The secondary

information is collected from the interior analysis like
a) Annual reports
b) General library analysis resources.
4.7 STATEMENT OF THE PROBLEM
Training could be a program that helps staff learn specific data or skills to
boost performance in their current roles. Development is a lot of expansive
and focuses on worker growth and future performance, instead of a direct job
role.
Good training and development programs facilitate the leader to retain the
correct folks and grow profits. Because the battle for prime talent becomes a
lot of competitive, worker coaching and development programs area unit a lot
of necessary than ever. Hiring prime talent takes time and cash, and the
way you have interaction and develop that talent from the time they're 1st on
boarded impacts retention and business growth. in keeping with the
2017 geographical point Learning Report from LinkedIn, sixty nine of L&D
professionals say that talent is that the darling priority in their organizations,
and over ¼ expect a budget increase in 2017 for L&D programs.”
According to China Gorman, corporate executive at excellent spot to figure,
“As corporations grow and therefore the war for talent intensifies, it's more
and more necessary that coaching and development programs don't seem to
be solely competitive however area unit supporting the organization on
its outlined strategic path.” And it‟s not on the subject
of retention. worker coaching and development programs directly impact your
bottom line.

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According to SHRM, the link between learning and business success is

compelling. “Companies that learn quickest and adapt well to dynamic
environments perform the most effective over time,” says Edward Hess, a prof
of business administration and author.
4.8 STATISTICAL TOOLS:
The statistical tools are applied according to the need of the study.
4.9 LOCATION:
The study is conducted in Envigreen biotech India pvt.ltd. MG ROAD

Banglore.
4.10 OBJECTIVE OF THE STUDY
1. To study the effectiveness of training in overall development of skills of

work force
2. To check the changes in behavioral pattern due to training.
4.11 SCOPE OF THE STUDY
The scope of the study covers in depth, the various training practices,
modules, formats being followed and is limited to the company Reliance
Money and its employees. The different training programmes
incorporated/facilitated in Reliance Money through its faculties, outside
agencies or professional groups. It also judges the enhancement of the
knowledge & skills of employees and feedback on its effectiveness.

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5.12 LIMINATION OF THE STUDY
• The analysis study is time intense.
• Limited amount of time.
• The ignorance of the investigator could hinder the standard of study.
• The study is confined solely to Blue Collar staff of the organization. so the
results and conclusion of study is might not be applicable to different level
staff.
•The analysis study is proscribed to little sample size.

• Some of the data given by the respondents might not be reliable.
• Analysis is finished on the belief that respondents have given
correct data through the questionnaires.

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CHAPTER: 05
DATA ANALYSIS AND INTERPRETATION

INDIA PVT.LTD
DATA ANALYSIS AND INTERPRETATION
Analysis is that the method of by that, the total body of gathered information,
facts, figures, ideas, is regenerate into meaningful and usable info.
The data is placed in acceptable settings and consistent relationships, drawing
general inferences. Facts and figures have to be compelled to be seen in
conjunction with the subjective reactions to them. Facts and figures, raw
and blank, don't represent themselves. Analysis, intends to yield answers
to analysis queries or recommend hypothesis that involves, variety of
closely connected operations.
The procedure concerned within the integrated operation of study of
knowledge is tabulation. It is a technical method that involves account of ends
up in the shape of applied mathematics tables.
Interpretation refers to the task of drawing inferences from the collected facts
when the analysis of knowledge is finished. Briefly it's for a broader that
means of research findings.
Training is thus crucial that there's no got to mention its significance to the
organization and yet on the individual staff. Coaching begins right from the
achievement of Associate in Nursing worker and follows thought the life of
the work of every worker of that organization. Coaching has bundles of
numbers of actions to be performed in daily routine work and thence ton of
quality, potency depends upon the performance level of the worker.
Organization are terribly keen as so much as training of staff are involved and
are invariably able to pay what it takes to train and develop the worker sin best
involved with the favor of the organization. Here we have a tendency to return
to grasp the disposition of the organization concerning the workers and
therefore the price they're bearing for that purpose. An honest management
invariably tries to chop down the inessential and unwanted expenditure of
cash. Thence if this space of management is taken care. Of and a very well
planned and a highly systematic initiative can result in heavy saving, in other
words earning a healthy profit.

INDIA PVT.LTD
Analysis and interpretation of trainee‟s questionnaire:
Section A: General Profile of respondents:
Table: 1
Sl.no Gender Frequency Percentage

(%)
1 Male 44 72
2 Female 16 28
60 100
Chart Title
80
70
60
50
40
30
20
10
0
male female
frequency percentage(%) Column3
Interpretation: From the above table, 72% of the employee‟s lies under the
male category and 28% employees lie under the female category.
Majority of the employees lies under the male category.

INDIA PVT.LTD
a)Age
Table: 02
Sl.no Age Frequency Percentage

(%)
1 20-25 10 17
2 26-35 24 40
3 36-50 22 37
4 50 above 04 6
60 100
100
60
40 37
24 22
17
10
6
4
0 0 0 0
1 2 3 4
age frequency percentage(%)
Interpretation: The chart depicts that:
40% respondents tend to age between 26-35
06% respondents tend to age between 50 above
Majority of respondents tend to age between 26-35.

INDIA PVT.LTD
(3) Qualification:
Table: 03
Sl.no Educational Frequency Percentage (%)

Qualification
1 Under Graduate 4 07
2 Graduate 24 40
3 Post Graduate 11 18
4 Diploma 7 12
5 others 14 23
Total 60 100%
Chart Title
OTHERS
DIPLOMA
POST GRADUATE
GRADUATE
UNDER GRADUATE
0 20 40 60 80 100 120
Column1 PERCENTAGE(%) FREQUENCY
Interpretation: The chart depicts that
40% respondents are graduate
23% respondents are others
18% respondents are post graduates
12% respondents are diploma
07% respondents are under graduates
Majority respondents are Graduates.

INDIA PVT.LTD
(4) Job Experience
Table: 04
Sl.no Job experience Frequency Percentage (%)
1 Less than one 06 10

year
2 2-10 years 34 57
3 More than 10 20 33
years
Total 60 100%
Chart Title
70
60
50
40
30
20
10
0
>1 YEAR 2-10 YEARS <10 YEARS TOTAL
FREQUENCY PERCENTAGE (%) Column1
Interpretation:
From the above table 57% of the respondents have work experience of 2 -10
years, 33% of the respondents have work experience of more than 10 years,
and 10% of the respondents have a work experience of less than one year.
Majority of the employees in the organization have a work experience of 1-5

years.

INDIA PVT.LTD
Section B: Nature of current performance system:
TABLE 1
Showing wethere the employees is aware about the training and

development of their company
respondent Frequency
yes 40
no 10
More 0
GRAPH 1
Chart Title
NO
20%
YES
80%

INDIA PVT.LTD
TABLE 2
Showing wether the employee is aware about the person who is

responsible for training
RESPONDENT Frequency
YES 40
NO 10
More 0
GRAPH 2
Chart Title
1 2
NO
20%
YES
80%
INTRPERTATION:
The above graph shows that majority knows the person responsible for
training.

INDIA PVT.LTD
TABLE 3
Showing how satisfied is the employees from training given to them
1 7
2 13
3 13
4 11
5 6
More 0
GRAPH 3
Chart Title
1 2 3 4 5
12% 14%
22%
26%
26%
INTERPREATION
The above graph shows the employee are satisfied with the training given to
them.

INDIA PVT.LTD
TABLE 4
Showing the impact of the training on the worker
1 8
2 23
3 6
4 5
5 8
More 0
GRAPH 4
Chart Title
1 2 3 4 5
16% 16%
10%
12%
46%
INTERPERTATION:
The above graph shows that the workers have improved due to training.

INDIA PVT.LTD
TABLE 5
Showing wether the company have a positive approach during the

training secession
yes 42
no 8
More 0
GRAPH 5
Chart Title
1 2
16%
84%
INTERPREATION
The above graph shows that the company has a positive approach during the
training period.

INDIA PVT.LTD
Table 6
Showing weather there is coordination between the employer and the

employees
respondents Frequency
1 7
2 12
3 12
4 12
5 7
More 0
GRAPH 6
Chart Title
1 2 3 4 5
14% 14%
24% 24%
24%

INDIA PVT.LTD
TABLE 7
Showing the rate of satisfaction of employee due to training
responsedent Frequency
1 11
2 17
3 15
4 7
More 0
GRAPH7
Chart Title
1 2 3 4
14%
22%
30%
34%
INTERPEATION:
The above graph shows that the employee are satisfied with the training team.

INDIA PVT.LTD
TABLE 8
Showing the impact on employee due to traning
1 20
2 22
3 8
More 0
GRAPH 8
Chart Title
1 2 3
16%
40%
44%
INTERPREATION:
The above graph shows that employee have improved due to the training.

INDIA PVT.LTD
TABLE 9
Showing the proper record mainted by the training
Respondent Frequency
yes 36
no 14
More 0
GRAPH 9
Chart Title
1 2
28%
72%
INTERPREATION:
The above graph shows that there is a proper record mainted by training team.

INDIA PVT.LTD
TABLE 10
Showing employees begin informed about what is done in the training

program
1 26
2 14
3 10
More 0
GRAPH 10
Chart Title
1 2 3
20%
52%
28%
INTERPATION:
The above graph the employee is informed about what is done in the training
program.

INDIA PVT.LTD
TABLE11
Showing whether the employees need any changes in the training
yes 37
no 13
More 0
GRAPH 11
Chart Title
1 2
26%
74%

INDIA PVT.LTD
CHAPTER: 06
SUMMARY OF FINDINGS

INDIA PVT.LTD
SUMMARY OF FINDINGS
 Though by and huge, substantial variety of staff square

measure content with the approach the training is conducted,
still there's a scope to investigate at small level whether or not
the negatives respondents were either non attentive confronted
confused or otherwise. Based abreast of the info there's a
scope to require corrective action.
 The cooperation between the colleagues and also the level of
support they share with every other binds them in Associate in
Nursing attachment towards the corporate. but progressive
feedback about amendment within the behavioral pattern and
scope for redesigning subsequent training programs got to be
examined & explored in correct perspective.
 Regional behavior and language influence is higher throughout
coaching and even once delivering their language; the specified
effects don't seem to be seen.
 Some of the superiors don't hassle to form Development
Action Plans and suffer the trainers. The static and superficial
approach of the management must be dealt with suitably

INDIA PVT.LTD
CHAPTER: 07
RECOMMENDATIONS AND CONCLUSION

INDIA PVT.LTD
RECOMMENDATIONS AND CONCLUSION
7.1 RECOMMENDATION
 In today„s competitive world, perspective is that the issue

that is that the differentiation between failure and success.
therefore accomplishment of the staff should be created not
solely on skills and perspective however conjointly the
perspective of the worker. If AN worker incorporates
positive perspective then coaching for him is more practical,
he incorporates a positive impact on the climate.
 The coaching records should be maintained, preserved
properly and updated timely.
 Proper care ought to be taken whereas choosing the trainers.
 Envigreen trainers should incline continuous feedback and
also the coaching ought to be performed as a continual
planned activity.
 New and completely different trainers ought to be invited so
the utmost impact is got from the coaching programmes.
 Co –ordination and interaction of staff the workers the
staff} of all levels should be inspired to find new skills
among employees.
 Solution to a number of the issues baby-faced by the staff,
ought to be urged by the staff themselves to create them feel
valued at the organization.
 The DAP( Development Action Plans) should be ready and
given to the trainers as presently as doable for additional
follow up from the aspect of the trainers

INDIA PVT.LTD
7.2 CONCLUSION
Analysis of all the facts & figures, the observations and therefore
the expertise throughout the training amount gives a really positive
conclusion/ impression concerning the training imparted by the Envigreen
trainers. The envigreen is acting its role up to the mark and therefore
the trainees fancy the coaching imparted particularly the truth learning and
simulation.
The coaching imparted meets the objectives like:
 Effectiveness of the coaching and its resultant within the performance

of the staff.
 Assists thestaff toaccumulate skills, information and angle and addition
ally enhance identical.
Helps to inspire staff and helps in avoiding mistakes.

It becomes quite clear that there's no alternative various or short move the
event of human Resources. If we've got to fulfill the challenges of technology,
social and economic we've got to coach the HR disregarding to
their class at that they add the organization. As it is recognized indisputable
fact that we tend to cannot survive in tomorrow business„s world with
yesterday‟s method. And thus the continual development of 60 minutes is
prime want of today‟s organization.

INDIA PVT.LTD
APPENDICES AND ANNEXURES

INDIA PVT.LTD
APPENDICES AND ANNEXURES
Questionnaire
1. Are you aware about the training and development system of your
company?
a. Yes [ ] b. No [ ]
2. Are you aware about the members who are responsible for giving
training?
a. Yes [ ] b. No [ ]
3. How do you feel the tranning procedure of your company?
a. Excellent
b. Good
c. Average
d. Poor
e. Very poor
4. In case you feel an employee needs a training to whom do you

communicate immediately?
5. In your opinion, how do you feel the impact of training on the workers.
a. Strongly Agree
b. Agree
c. Neutral
d. Disagree
e. Strongly Disagree

INDIA PVT.LTD
6. Do you agree that the company adopts a positive and friendly approach
during training secessions?
a. Yes [ ] b. No [ ]
7. Your higher authority listens to you when you approach them out for your
training program.
a. Strongly Agree
b. Agree
c. Neutral
d, Disagree
e. Strongly Disagree
8. Rate of satisfaction level of the training and development adopted by your

company.
a. Highly satisfied
b. Satisfied
c. Neutral
d. Highly Dissatisfied
9. How do you feel about the changes in performance pattern due to training?
Is it.
a. Highly satisfactory
b. Satisfactory
c. Not satisfactory
10. Are proper records maintained on each training?
a. Yes [ ] b. No [ ]
11. Are you constantly informed on what is being done about your training?

INDIA PVT.LTD
a. Very often informed
b. rarely being informed
c. does not inform at all
12. Do you prefer any changes to be done in training and development

followed at your company?
a. Yes [ ] b. No [ ]

INDIA PVT.LTD
BIBLIOGRAPHY

INDIA PVT.LTD
BIBLIOGRAPHY
Reference:
Books:
 Human resource and personal management, K.Ashwathappa.-Tata

McGraw hill publishing company limited.
 Human resource development, Gary desseler, 7th edition, prentice hall
private limited
 Human resource management, Wendell French, 3rd edition, all India
publisher.
Journals:
 Annual report 2006-07

 Company broachers
 Company websites
Websites:
www.envigreen.in
Search engines:
www.google.com
www.yahoo.com

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TRAINING AND DEVELOPMENT ON ENVIGREEN BIOTECH

REVA UNVIERSITY Page 1

REVA UNVIERSITY Page 2

Human resource management involves developing and administering

• Recruitment and selection

Training is that the formal and systematic modification of behavior through

REVA UNVIERSITY Page 3

Development is any learning activity, that is directed towards

1.5 STEPS IN TRAINNING AND DEVELOPMENT

The training method continues once an employee goes to in-house and

Once a worker receives coaching at the onset of employment, he desires time

REVA UNVIERSITY Page 4

Feedback is another necessary step within the method. AN employee's

At theend ofeach year, associate employee's training anddevelopment arra

DIAGRAM SHOWING THE STEPS IN TRAINING AND

REVA UNVIERSITY Page 5

1.6 MEASURING THE TRAINNING AND DEVELOPMENT IN THE

Kirkpatrick‟s four level Training evaluation model

THE FOUR LEVEL MODELS

Donald Kirkpatrick, academic retired at the University of Wisconsin and past

REVA UNVIERSITY Page 6

The four levels are:

It's important to live this; as a result of knowing what your

REVA UNVIERSITY Page 7

It's important to comprehend that behavior will solely amendment if

1.7 THEROY OF PRINCIPLE OF TRAINING

2. Goal –setting theory

5. Basic Principle of learning

REVA UNVIERSITY Page 8

1.Reinforcement theory (Skinner,B.F)

The frequency of its behavior is influenced by its consequences

There are three major consequences

 Positive reinforcement: Rewards for positive behavior

2. Goal setting theory (LOCKAE, E.A)

A. One‟s acutely aware goals or intentions regulate his/her behavior.

REVA UNVIERSITY Page 9

4.Application of the theories

5.Basic principles of learning

1.8 Forms of evaluation

1. Written tests: Check learning results of knowledge.

2. Simulation: check learning results of skills.

3. Interviews: check training effects by talking to the trainees and their

4. Questionnaire: check effectiveness of instruction materials, trainer

5. Performance appraisal: check learning transfer and training

REVA UNVIERSITY Page 10

1.9 Modes and Techniques of Training

(1) Training modes

A. On-the-job training (JOT):

a)Job Instruction training (JIT):

This technique is additionally called coaching through stepby-step learning . It

i. Preparation of the instructions giving essential information in a clear

b) Vestibule training (or training center training):

This technique makes an attempt to duplicate on the task

c) Training by knowledgeable workmen:

By this technique training isimpartedby knowledgeable senior fellow staff. it's

d) Training by supervisors: The employee s immediate supervisors impart

iii. Demonstrations and examples (Or Learning by seeing)

REVA UNVIERSITY Page 12

Demonstrations area unit usually utilized in combination with lecture.

Simulation could be a technique, that duplicates, as simply as doable the

REVA UNVIERSITY Page 13

B. OFF THE JOB TRAINING

Under this technique of training, beginner is separated from the