INTRODUCTION

HUMAN RESOURCE MANAGEMENT :

Human resource management is rather difficult to say spontaneously what
management means though we have studied a course in management. But it is
necessary to recall what management is before studying of human resource
management. Management has been the art of getting things done through people. The
term human resource is quite popular in India with the institution of ministry of
human resources development in the union cabinet. But most people may not know
what exactly the term human resources means.
The term human resource management can be thought of as the knowledge,
skills, creative abilities, talents and aptitudes of an organization workforce, as well as
the value, attitudes and beliefs of the individuals involved it can also be explained in
the sense that is resource like any natural resources. It does mean that the management
can get and use the skills, tapping and utilizing them again and again. Thus, it is longterm perspective where as personnel is a short- term perspective. Human resource are
also regarded as human factor, human asset, human capital and the like. The terms
labor and manpower had been used widely denoting mostly the physical abilities and
capabilities of employees. The term personnel had been used widely in the employee
as a whole but it does not clearly denote various components of human resources like
skill, knowledge, values.....etc.

MEANING OF HUMAN RESOURCE MANAGEMENT:

Different terms are used to denote human resource management. They are:labor management, labor administration, labor management relations, employeeemployer relations, industrial relations, personnel administration, personnel
management and the like. Though these terms can be differentiated widely the basic
nature of distinction lies in the scope or coverage evolutionary stage.

In simple sense, human resource management means employing people,

developing their resources, utilizing, maintaining and compensating their services in
tune with the job and organizational requirements.

SIGNIFICANCE OF HUMAN RESOURCE MANAGEMENT:

Human resource plays a crucial role in the development process of modern

economics. There are great differences in development between countries which seem
to have roughly equal resources, so it is often felt that, though the exploitation of
natural resources, availability of physical and financial resources and international aid
play prominent roles in the growth of modern economics, none of these factors is
more e significant that efficient and committed manpower. It is in fact, said that all
development comes from the human mind.

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT:

Objectives are pre-determined goals to which individual or group activity in an

organization is directed. Objectives of personnel management are influenced by
organizational objectives and individual and social goals. Institutions are instituted to
attain certain specific objectives.

The objectives of the economic institutions are mostly to earn profits, and of
the educational institutions are mostly impact education and/ conduct research so on
and so forth. However, the fundamental objectives of nay organization is survival.
Organizations are not just satisfied with this goal. Further the goal of most of the
organizations is growth and / or profits.

Institutions procure and mange various resources including human to attain the
specific objectives. Thus, human resources are managed to divert and utilize their
resources towards and for the accomplishment of organizational objectives.

The other objectives of HRM are to meet the needs, aspirations, values and
dignity of individual employees and having due concern for the socioeconomic
problems of the community and the country.

THE OBJECTIVES OF HRM MAY BE AS FOLLOWS:

1 The created and utilize an able and motivated work force, to accomplish the
best organizational goals.
2 The establish and maintain sound organizational structure and desirable work
in relationships among all the members of the organization.
3 To secure the integration of individual and groups with in the organization by
To create facilities and opportunities for individual or group development so as
to match it with the growth of the organization.
4 To attain an effective utilization of human resources in the achievement of
organizational goals
5 To maintain high employee morel and sound human relations by sustaining and
improving the various conditions and facilities.
6 To strength and appreciate the human assets continuously by providing training
and development Program.
7 To provide an opportunity for expression and voice in management.
8 To provide fair, acceptable and efficient leader ship.

TRAINING AND DEVELOPMENT THEORY

INTRODUCTION
Training is the process of increasing the knowledge and skills for doing a
particular job. It is an organized procedure by which people learn knowledge and skill
for definite purpose. The purpose of training is basically to bridge the gap between job
requirements and presents competence of an employee. Training is aimed at
improving the behavior and performance of a person. It is a never ending are
constructions process. Training is a closely related with education and development
but needs to be differentiated from these terms.

Every organization needs to have well trained and experiment people to

perform to the activation that have to be done. Trainers are necessary to raise the skill
levels and increase the versatility and adaptability of employees. In adequate job
performance on a decline in productivity or change resulting out of job redesigning or
a technological break-thought require some type of training and development efforts.
In a rapidly changing society employees training and development is not only on
actually that is desirable but also activity that on organization must committee
resources if it is to maintain a variable and knowledge work force.

Training, education and development are three terms frequently used.

On the face of it, there might not appear any difference between them, but when a
deep thought given, there appears some difference between them. In all training
there is some education and in all education there is some training and to
process can not be separated from development.

In our century the great issue facing by not only the industrially developed
nations but also the developing nations is the problem of change. And combating this
problem of change and adaptability to change is primary concern of thinking
individuals change, that is induced by business and industry through technology,
demands rapid individual and social adjustments and it renders obsolete, products and
processes, skills and attitudes and with them men and jobs. Meeting this challenge of
change is necessary responsibility of management.

The above two challenges facing by the management and businesses are met by
manpower training and development program offered in a company by the human
resource staff. In a rapid changing society, employee training is not only an activity
that is desirable but also an activity that an organization must commit its resources to
maintain a viable and knowledgeable work force.

TRAINING
MEANING AND DEFINITION OF TRAINING:
Training is an art or process of increasing the knowledge and skill of an
employee for doing a specified job. It helps the trances acquire new skills. Technical
knowledge. Problem-solving ability etc., it also gives an awareness of the rules and
procedures to to guide their behavior thereby improving the performance of
employees on present job and prepares them for taking up new assignments in future.
Dale.S.Beach defines training as Training is the organized procedure by which
people learn knowledge or skills for a definite purpose.
Edwin.B.Fillipo defines training as The Act of increasing the knowledge and skill of
an employee for doing a particular job.
Richard.P.Calhoon defines training as The process of aiding employees to gain
effectivness in their present and future work.

NEED FOR TRAINING

The need for training arises due to the following reasons:1 To match the employee specifications with the job requirements and
organizational needs.
2 To achieve the goal of organizational viability and the transformational process.
3 To meet the challenges of latest technology i.e., mechanization, computation
and automation.
4 To meet the organizational complexities such as manufacturing of multiple
products and bi- products are dealing in services of diversified lines, extension
of operation to various regions of the country or in overseas countries.
5

To increases productivity, improve quality of product / service, Help Company

to fulfill its future personnel needs, improve organizational climate, improve
health and safety, present obsolescence.

OBJECTIVES OF TRAINING

1 Primary purpose of training is to establish a sound relationship between the

workers and his job.
2 To upgrade skills and prevent obsolescence.
3 Keep pace with changing technology, mechanization, automation, electronic
data processing etc.
4 To import the new entrants the basic knowledge and skill they need for an
intelligent performance of define job.
5 To develop wealth, constructive attributes in employees and obtain better
operation and greater loyalty
6 To prepare employees for future assignments
7 To increase productivity
8 To enhance employee confidence and morale, sense of responsibility
9 To minimize operational errors
10 To build up second line of compliment officers and prepare them to occupy
more responsible positions
11 To ensure economical output of required quality

IMPORTANCE OF TRAINING

Training is the corner stone of the sound management, for it makes employees
more effective and productive. It is actually intimately connected with all the personal
and managerial activities. It is an integral heart of the whole management program
whit all its many activities functionally inter related.

The importance of training has been expressed in these words:

Training is a widely accepted problem solving device. Indeed, our national

superiority in manpower productivity can be attributed in no small measures to the
success of our educational and industrial training program the success or has been
archived by a tendency in many quarters to regard to training person. Its almost
traditional in America to believe that if something is good, more of the teaching is
even better. Hence, we can take more vitamin pills to solve personals health problem
and more training to solve our manpower problem. Over and under emphasis on
training system largely from inadequate recognition and determination of training
needs and objectives. Stem also from back recognition of the professional techniques
of modern industrial training.

10

ADVANTAGES OF TRAINING
1 Leads to improved profitability and | or more positive attitudes towards profit
orientation.
2 Improves the morale of the workforce.
3 Helps people identify with organization goals.
4 Helps create a better corporate image.
5 Improves the relationship between boss and subordinate.
6 Aids in understanding and carrying out organizational policies.
7 Provides information for future needs in all areas of the organization.
8 Aids in developing leadership skills, motivation, loyalty, better attitudes and
other aspects that are successful workers and manager usually display.
9 Develops a sense of responsibility to the org for being competent and
knowledgeable.
10 Creates an appropriate climate for growth, communication.
11 Aids in banding conflicts, there by helping to prevent stress and tension.
12 Helps the individual in making better decision and defective problem
solving.
13 Through training of development, motivation variables of recognition,
achieving, growth, responsibility and advancement are internalized and
operational.
14 Provides information for improving knowledge on leadership, communication
kills and attitudes.
15 Moves a person towards achieving personal goals.

11

INPUTS IN TRAINING

Any training and development program must contain inputs, which

enable the participants to again skills, learn theoretical concepts and help to
acquire vision to look into the distant future. In addition to there is a need to
give ethical orientation emphasis on attitudinal changes and stress upon
decision making and problem solving abilities.

1. Skill
Training as was stated earlier is impacting skills to employees. A worker
needs skill to operate machines and use other equipments with least damage and
scrap. Motor skills refer to performance of specific physical activities. Motor
skills are need for all employees from janitor to the general manager.
Employees, particularly supervisors and executives, need interpersonal
popularly known as the people skills.

2. Education
The purpose of education is to teach theoretical concepts and develop a
sense of reasoning and judgement. Education is more important for managers
and executives than for the lower cadre workers.
3. Development
Another component of training and development is development,
which is less skill oriented but stress on knowledge about business environment,
management of a company.

12

4. Ethics
There is a need for giving greater ethical orientation to the training
and development program. There is a need to know the fact that ethics are
largely ignored in the business. Unethical practices abound in marketing,
finance and production function in an organization.

5. Attitudinal Changes
It represents feelings and beliefs of individual towards others.
Attitudinal affect motivation, satisfaction and job commitment. Nevertheless
attitudes must be changed for better performance and derive from their jobs and
work environment.
6. Decision making and problem solving
Decision-making and problem-solving focus on methods and
techniques for masking organizational decision and solving work related
problems. Learning related to decision-making and problems, solving skills seek
to improve trainees abilities to define and structure problems, collect and
analyze information, generate alternative solution and make an optimal decision
from among alternatives. Training of this type is typically provided to potential
managers, supervisors and professionals.

13

TRAINING PROCESS

The following are the important steps in training process :

Organizational objectives and strategies

Assessment of training needs

Establishment of training goals

Designing training program

Implementation of training program

Evaluation of results

14

Organizational Objectives and Strategies :

The first step in the training process in an organization is the assessment of its
objectives and strategies. The training should be relegated to the organizational
objectives and strategies.
Training Needs Assessment :
Need assessment diagnosis present problems and future challenges to be met
through training and development. All training activities must be related to the
specific needs of the organization and the individual employees.

Needs assessment:
There are three levels of needs assessment
a. Organizational Analysis

b. Task Analysis

c. Individual Analysis

Organizational Analysis:
Organizational analysis looks at the effectiveness of the organization and
determines where training is needed and under what conditions it will be conducted.
This analysis involves a study of the entire organization in terms of its objectives its
resources, resources allocation and utilization. Growth potential and its environment.

15

Task Analysis:
Task analysis provides data about a job or a group of jobs and the knowledge,
skills, attitudes and abilities needed to achieve optimum performance. Sources of
information to conduct task analysis are job description, knowledge, skills, attitudes
abilities and performance standards.

Individual Analysis
Individual analysis analyzes how well the individual employee is doing the job
and determines which employee need training and what kind. Sources of information
to conduct this analysis are Performance evaluation, interviews, Observation, and
Questionnaires.

Establishment of Training goals :

Once training needs are Assessed, training and development goals must be
established without clearly set goals it is not possible to design a training and
development program and, after it has been implemented there will be no way of
measuring its effectiveness. Goals must be tangible and measurable.

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EMPLOYEE TRAINING METHODS

The training methods used by organizations can be basically categorized into
on the job and off the job methods. These methods are discussed below.

On- The Job training

Job
Instruction

Coaching

Job rotation

Committe
e
assignme
nts

Off-the-job training

Class room
lecturers

Role plays

Stimulation
exercise

Case
study

Computer
modeling

17

Programmer
instruction

Vestibule
training

ON-THE-JOB TRAINING (OJT)

On the job training is conducted at the work site and in the content of the job.
The major advantage of this method is it is the most effective method as the most
effective method as the trainee learns by experience, making his highly competent.
This is suitable for all levels of employees- workers, supervisors and executives. This
method is also called learning by doing method.
Some on-the-job training methods are job instruction training, coaching, job
rotation, and committee assignments.

Job instruction training:

In this method of training the trainee is given instruction by the trainee while
performing the job on the site and any doubts of the trainee are cleared immediately.
Normally a trainer/supervision/co-worker acts as the instructor. Demonstration by the
trainer and repeated practice by the trainee, help the trainee to master the job.
However the trainer should be available clear his doubts and help them whenever
required.

Coaching:
The trainee is placed under a particular supervisor, who acts as a coach in
training the individual. The coach guides, supervises and gives the trainee necessary
feedback about his performance and offers suggestions for improvement.

18

Job Rotation:
Under this method the trainee moves from one job to another. The trainee
receives job knowledge and gains experience from his supervisor or trainer in each of
the different job assignment. Though this method of training is common in training
managers for management positions. Trainees can also be rotated from a job to job in
workshop jobs. This method gives an opportunity to the trainee to understand the
problems of employees on other jobs and respect them.

Committee Assignments :
Under the committee assignments method, a group of employees are given an
actual organizational problem and they asked to find a solution. The trainees develop
their team management skills, interpersonal skills, problem solving skills and
leadership skills while solving the problem as a group.

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OFF- THE-JOB-TRAINING
These methods are designed and intended to impart training by supplying
required knowledge and skills to the employees away from the job and work place. In
either words these methods are used away from the work places.
The various techniques of off-the-job training are classroom lecturers,
simulation exercise, programmed instructions, etc.
Stimulation exercises:
In this method the trainee is exposed to an artificial work situation that closely
resembles the actual work situation. The stimulation exercises are case study,
computer modeling and role playing, vestibule training, etc.,
Case study :
In this method, a real life problem encountered in the organization is presented
to the trainees in the form of a case study. They asked to analyze the case and present
their views and recommendations for solving the problem. Case study can provide
excellent opportunities for individuals to defend their analytical and judgmental
abilities.
Role playing:
Role playing is described as a method of human interactions involving realistic
behavior in imaginary situation. This method generally focuses on emotional issues
rather than actual ones. This method helps in improving the communication, peoplemanagement and relationship management skills of the trainees.

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Computer Modeling :
It is a technique where by the dimensions of the job are program in to the
computer working with the computer model allows direct learning to take place. In
this method the trainee gains real time experience by working on computer.
Vestibule Training:
In this method a training centre called vestibule is set up, and actual job
conditions are duplicated or simulated in int. Material, Files and Equipment which are
used in actual job performance are also used in training. Expert trainers are appointed
to provide training with the help of equipment and machine which are identical with
those used at the workplace. This method helps employees gain knowledge about job
situation and also reduces the problem of transferring learning the job.
Programmed instructions:
In this method of training the trainee is given a series of questions after he
studies the relevant material required for the accomplishment of the job.
Class room lectures:
This approach is widely used for helping the employees to understand the rules,
procedures and policies of the organization or any amendments therein. The lecture
method works effectively if it is made interesting with the help of audio-visual tools
and suitable demonstrations. Giving and taking feed back helps the trainer improve his
own performance and that of the trainee too.

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DEVELOPMENT
Management development programs are future oriented and more concerned
education that is employee training or assisting a person to become a better performer.
It is a long-term educational process utilizing a systematic and organized
procedure by which managerial personnel learn conceptual and theoretical knowledge
for general purpose. Development is related with less skill oriented but stresses on
knowledge about business environment, principles and techniques, human relations of
specific industry analysis .It also covers not only those, which improve job
performance, but also those which bring about growth of the personality. It helps
individual actualization of their potential capacities so that they become not only good
employees but also better men and women. In organizational terms, it is intended to
equip persons to earn promotion and greater responsibility.

MANAGEMENT DEVELOPMENT:
Management development is a systematic and continuous process of improving
the performance and potential of managers. It helps in the development of the
managerial and people management skills of managers. Management development is a
key component of the organization is effort to prepare its employees to successfully
handle new challenges.
Development is a long term educational Process Utilizing a systematic and
organized procedure by which trainees can learn conceptual and theoretical
knowledge for general purpose.
Development is future oriented training focused on the personal growth of the
employee.

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DEVELOPMENT METHODS

On- The Job training

Coaching

Job
Rotation

Understudy
Assignment

Multiple
Managem
ent

Project
Assignment

Off-the-job training

Stimulation
Exercises

Role
plays

Incident
Method

Case Study

In basket
method

23

Sensitivit
y

Business
Games

Conferenc
e

Lectures

MANAGEMENT DEVELOPMENT METHODS:

Management development methods can also be divided into two types.
They are On-the-Job and Off-the-Job.

ON-THE-JOB DEVELOPMENT METHODS:

The development methods which the employees to improve his skills in actual
work environment, during the course of his work are termed as On-the-Job
development method. The methods are coaching, job rotation, under study
assignments and multiple management.

Coaching:
Coaching involves one manager playing an active role in guiding another
manager. The coach observes, analyze, attempts to improve the performance of the
trainee. The coach gives guidance in the form of direction, advice, criticism and
suggestions. It provides guidance to the employees or all job related areas.

Job Rotation:
Job Rotation involves movement or transfer of executives from one position or
job to another on some planned basis. These persons are moved from one managerial
position to another. This method facilitates inter departmental co-operation and coordination.

24

Understudy Assignment:
The understudy assignment involves a discussion of both daily operating
problems and long term strategic issues with the senior manager. The trainee manager
learns the managerial skills required for that position. The trainee manager can take up
responsibilities of the senior manager either temporally or permanently, depending on
the organizational needs.

Multiple Management:
Multiple Management techniques is also called Junior-board of executives
system. Under this system a junior board of young executives is constituted. Major
problems are analyzed in the junior board which makes recommendations to the board
of directors. The young executives learn decision-making skills and the Board of
Directors receives the collective wisdom of the executive team. Vacancies in the board
of directors can be filled from the junior board members, who have received
considerable exposure to problems and issues. This technique helps the members have
the opportunity to acquire the knowledge of various aspects of business.
Project Assignments:
Under this method a number of trainee executives are put together to work on a
project directly related to their functional area. The group called Project Team will
study the problem and find appropriate solutions. For instance Accounts Officers may
be assigned the task of designing and developing an effective budgetary control
system. By working on this project, the trainees learn the work procedures and
techniques of budgeting. This is a flexible training device due to temporary nature of
assignments.

25

OFF-THE-JOB DEVELOPMENT METHODS:

Off-The-Job training means training is not a part of every day job activity. In
these methods the executives have to leave their work place or office and devote their
entire time to the development objective.
Stimulation Exercises:
Stimulations are widely used by the management development. The popularly
used simulation exercises are case studies, business games, role plays, the incident
method and the in-basket method.
Case Study:
Case study method is an excellent medium for developing analytical skill.
Under this method a real or hypothetical business problem or situation demanding
solution is presented in writing to the trainees are required to identify and analyze the
problems, suggest and evaluate alternative courses of action and choose the most
appropriate solution. By this method the trainees become aware of managerial
concepts and their application to specific situations.
Business Games:
In this method, the trainees are divided into different groups or terms. They
play the role of competing firm in a simulated market. In this each team studies,
discuss and arrives at decisions regarding production, advertising, pricing etc. The
method improves interaction and co-operation among the participants.
Role playing:
In this method, participants enact roles to solve problems that are common in
real life situation. Role playing helps the participant to gain a better understanding of
people and business situations. It helps the improve human relations skills through
direct experience and practice.

26

Incident Method:
In this method incidence are prepared on the basis of actual situations which
happened in various organizations. Each employee in the training group is asked to
study the incident and to make short-term decisions in the role of a person who has to
cope with the incident in the actual situation. Later the group studies and discusses the
incident and takes decisions relating to incident based on the group interaction and
decisions taken by each member. This method aims to develop the trainee in the areas
of intellectual ability, practical judgment and social awareness.
In-basket method:
In this method each trainee is provided with a basket or tray of papers and files
related to his functional area. He is expected to carefully study these and make his
own recommendations on the problem situation. Later the recommendations or
observations of different trainees are compared and conclusions are arrived at. These
are putdown in the form a report. For this purpose, such teaching methods, role
playing methods are used.
Sensitivity training:
This is a method of changing individual behavior through unstructured group
interactions. The main objective of training is to develop among the group members
an understanding of themselves and of their relationships with others.
In this method a group of 10-15 employees assemble in an unstructured
manner. A major limitations of sensitivity training is that is does not directly deal with
the business and financial goals. It also results in a lot of emotional involvement by
the trainees; it may result in psychological strain or disturbances, Hence it requires an
experienced trainer, preferably psychologist.

27

Conference:
A meeting of people to discuss a topic of common interest is referred to as a
conference. The conference leader plays a key role in this method of management
development.
Lectures:
A lecture is the simplest technique of presenting and explaining a series of
facts, principles and concepts. The lecturer organizes the relevant information and
present it to the trainees in the form of the lecture, it helps the managers acquire
knowledge and develop their conceptual and analytical skills. These are direct means
of communication and can be used effectively for a large no of people.

28

IMPORTANCE OF DEVELOPMENT
Development program helps to remove performance deficiencies in
employees. This is particularly true when
1 The deficiency is caused by lack of ability rather than lack of motivation to
perform.
2 The individuals involved have the aptitude and notation needed to learn to do
the job better.
3 Supervisors and peers are supportive of the desired behaviors
Distinctions between training and development

Sl.No

Training

1.

Short term process

2.

Systematic
procedures

Long term process

and
by

Development

organized Systematic and organized procedures

which

non- by which managerial personnel learn

managerial personnel learn technical conceptual and theoretical knowledge

knowledge and skills.

3.

for general purpose

Only to instruction in technical and Refers

mechanical operations

theoretical

29

to

psychological

and

AREAS OF TRAINING:
Training enhances the overall performance of on organization in various ways.
Training imparted on one area can benefit the organization in many other areas.
a. Company policies and procedures:
This is part of the induction of new employee. The objective is to orient new
employees with the set of rules. Procedures management, organization structure,
environment and products which the firm has deals with.
b. Skill Based training:
Employee should provide training to match the skill requirements of the job
they perform. Such training helps. In improving the employees job effectiveness, skill
based training should also be imparted to enable the employees adapt to technological
changes.
c. Human Relations Training:
Human resource training is essential to improve the employees skills in the
areas of self learning, interpersonal skills, group dynamics, perception, leadership,
styles, motivation, disciplinary procedures and grievance redresser.
d. Problem Solving Training:
Every employee encounters problems in the course of his work in an
organization. These can range from simple operational problems to major decisionmaking problems. Training in problem-solving skills equips an employee to deal
successfully with such problems.

30

OBJECTIVES OF THE STUDY

1.

To study the training and development process followed by the company.

2.

To study the impact of training and development followed by the company.

3.

To know the effectiveness of training and development programmers

followed by the company.

4.

To find the opinion of the employees regarding the training and

development process.

5.

To know the drawbacks existing in the training policy of the company.

6.

To find out whether the employee are satisfied with the training and
development process or not.

7.

To find out the employees weakness in the training process followed by the
company.

SIGNIFICANCE OF THE STUDY

31

The study is of significant help to the following group:

1. The study provides insight into the various aspects of Training Programs.
Hence, the company can make necessary changes in the policy relating to it.
2. Studies of this type are more useful to academicians and scholars to make
further insights into the various aspects of the topic in Training Programs in
other similar organization.
3. Studies of this type are also useful to competitors to make necessary steps to
improve their training Programs.
4. Studies of this type are also useful to policy makers to make necessary changes
in the policies relating to training Programs.

32

NEED OF THE STUDY

The need for training arises due to the following reasons:1 To match the employee specifications with the job requirements and
organizational needs.
2 To achieve the goal of organizational viability and the transformational process.
3 To meet the challenges of latest technology i.e, mechanization, computation
and automation.
4 To meet the organizational complexities such as manufacturing of multiple
products and bi-products are dealing in services of diversified lines, extension
of operation to various regions of the country or in overseas countries.
5 To increases productivity, improve quality of product / service, Help Company
to fulfill its future personnel needs, improve organizational climate, improve
health and safety, present obsolescence.

33

SCOPE OF THE STUDY

The study is an analysis on the Training and Development Program followed

Tulasi

Seeds PVT Ltd.

1. Training and Development is an important activity for any Organization whose
effectiveness makes Organizations proper for a long time.
2. With the changing scenario in the need of customers the organizations takes at
most to satisfy then to their level best.
3. The main purpose is to maintain man power to necessitate the management so
the study was carried out keeping in view all the aspects of training and
development and to know the is what in the organization.

34

RESEARCH METHODOLOGY
1.

Research Design : The design for this study is descriptive in nature.

2.

Data Collection : Data for this study were collected from both primary
and secondary sources.
a.

Primary Data : Questionnaire : Structured questionnaire was

given to the employees, which consists of both open-ended and
close ended questions.

b.

Secondary Data : The secondary data is collected in the form of

books and websites.

3.

Sampling :
a.

Sampling Size : Taking into account the nature and the extent of
study, along with the constraint of time, a sample of 100
employees were taken.

b.

Sampling Technique : The technique used was the simple

random sampling.

C.

Sample unit: The sample unit concept speaks about the unit
which has been taken into consideration for the project as the
training and development is a concept of human resource
management, the employees have taken as he sample unit here and
the employees are the units to be serviced for the this project
work.

35

LIMITATIONS OF THE STUDY

1 Sampling size is restricted to only certain limited employees.
2 The survey may not reflect the opinions of the entire employees.
3 There may be a chance of personal bias.
4 Data analysis is done totally based on the information that is collected
from the questionnaire.

INDUSTRY PROFILE

36

The prospects of the seed industry would require changes in Government

policy, facilitating its development and removing controls and restrictions. In brief
seed industry requires a simple policy and legislation.

Historically, the importance of seed has been recognized sine the Vedic times
for increasing food production and quality. However organized production and supply
of quality seed at the national level stated in 1963 as a consequence of the introduction
of hybrid technology during 1961-65.

GROWTH :
The release of high yield dwarf varieties of wheat and rice by the mid 1960s
gave further impetus to the growth of seed industry. This period also saw the
constitution of the seed review team, enactment of seeds act., 1996 for regulating the
quality of seed and formation of the National Commission of Agriculture. This was
the period in which the private sector took significant steps into the seed business.

The 1980s, witnessed two more important developments viz., granting of

permission to MRT? / FERA companies for investment in the seed sector in 1987 and
the introduction of NEW POLICY on seed development in 1983. The new policy on
seed development while helping liberalize import of vegetable and flower seeds in
general and seeds of other crops in a restricted manner encouraged global seeds
companies to enter the seed business of India.

CURRENT STATUS:

37

To supply the seeds necessary for the five hundred thousand Indian Villages is
a big problem. Storage, transportation and tin distribution of pure seed form village to
village calls for careful organization within the State Department of Agriculture and
the willing cooperation of farmers.
Indians seed industry has grown in size and level of performance over the past
four decades. It represents a blend of private and public sector companies /
corporations. The private sector comprises approximately 140 seed companies, which
includes national, global, regional and other seed producing and / or selling
companies. The industry has made impressive strides from a modest beginning is
1962-63 to over f5 lake hectares in seed production in 1995-96. The quantum of seed
distributed also grew from 14 lake to 70 lake quintals during this period. On the inputs
supply the certified quality seeds distribution touched a new high of one million tones
during the year 2000-2001. It was 0.91 million tones the previous year.
CHALLENGES:
Implementing of new techniques requires dissemination and training for their
beneficial use. To achieve these goal radical change will be required in the existing
extension systems. In many cases entirely new approaches for dissemination of
knowledge will be required. These will have to be constant learning and up gradation
of skills to enable transmission of knowledge to the user.
To realization of the prospects of the industry will also changes in the
government policy, which would facilitate the development of the Indian Agriculture
and Seed Industry. The policy must aim at governing greater self discipline and
removing controls and restrictions which inhibit growth and development.

ROLE OF THE GOVERNMENT:

38

To achieve self- sufficiency in the production through planned program. the

distribution of quality seed was rightly considered as a key factor by the government.
The far-sighted and liberal policies of Government of India has always laid emphasis
to build a sound seed industry in the country and has, supported both public and
private sector organizations to develop and to meet the increasing seed demand and
also to produce surplus stocks require for export.
To support expanded activities the National Seed Program was launched with
the financial assistance of the World Bank (International Bank for Development). In
order to make available the right quality of seed to the Indian farmers in adequate
quantities and at reasonable price in time, the Government of India took various steps
including promulgation of Seed Act during 1996 which became operative
throughout the country from October 1969. The main objective of the Act is to
produce quality seed of different crop varieties under a system of seed certification
and testing is voluntary but the farmers have recognized the importance of quality
seed to get higher production with limited resources available at their end.
High yielding varieties are being released for cultivation in quick succession by
various Agricultural Universities and ICAR institutions through massive research
project and screening of planting materials. Steps have been taken during early 1984
to bring seeds within the purview of the Essential Commodities Act to strengthen the
regulation of seed quality and to economies production at derived levels.
PRORLEMS:
Many problems are being faced by the seed industries and farmers from many
years. A number of Multi National Corporations have stepped into our agricultural
country to gain control over the seeds and their distribution. Recently, a new variety of
seeds have entered the country. This created many new problems for the seed industry
and farmers.
Generally, a seed may be used either as a food material or as a seed for another
crop. But now, the life in the seed is being taken out for making it to be used only as a
food material and not as a seed for another crop. These types of seeds are called

39

genetic change or genetic engineering seeds. For example. BT cotton seed. The
farmers are made to purchase those seeds which are manufactured by the corporation
for their crops. Once the farmers or industry have used these type of seeds, they face
many problems. They have to use only those pesticides which are produced by those
associations for protecting their crops from the pests, diseases etc. These types would
used by the wide associations.

The seed industries in India are facing a big problem with the entering the
world wide organizations into the country. Also the production is down grading. In
1992, the experiments conducted by the Monsanto scientist if Porrotorika show that
these has been approximately 11.5 percent decrease in the production of cotton.

SEED INDUSTRY IN GLOBAL PERSPECITIVE:

The population has been growing at a faster rate in the country. To increase the
production accordingly an All India Co-coordinated Organization has been
established in 1951 with the assistance of Rockefeller Foundation which belongs to
America. As part of this projects, it produced new seeds of maize in 1961 and cotton
seeds in 1971.

With a view that the State Governments are unable to meet the demand for
seeds correctly, two associations have been established with the help of Rockefeller
Foundation. They are National Seed Association 1963 and State Farm Corporation
of India, 1969. Due to the Development Program which came into existence in
1988, many multinational corporations have stepped into the seed industry. At present
there are more than 700 multinational corporations in India organizing seed business
directly or indirectly. 19 multinational companies have been made an agreement with
the Indian seed industries and have been enjoying the leadership in the seed market.
Monsanto, an American Multinational Corporation, has acquired one-fourth part of the

40

MICO seeds industry, one of the biggest seed industries in India. The acquisition value
given by the Monsanto Corporation is more than 17 times the real value.

SEED INDUSTRY IN INDIA :

Indian Seeds Industry has grown in size and level of performance over the past
four decades. India stands in the 8th position all over the world in the production of
different variety of corps. Again in each crop there are thousand of varieties. To
coordinate the seeds research centers and private organizations in the country and to
support the expanded activities, the National Seed Program was launched in 1967
with the financial assistance of the World Bank. In 1960 many private organizations
have participated in the production of seeds. Many seed industries have ladi a strong
foundation in the country. Following are some of the major seed industries in India.
1.

MICO Seeds Private Limited, Mumbai.

2.

Monsanto Holdings Private Limited, Bangalore.

3.

Namdhari Seeds Private Limited, Banglore.

4.

National Seeds Corporation Limited, New Delhi.

5.

Rallis India Limited, New Delhi.

6.

Sungros Seeds Limited, Delhi.

7.

Cargill Hybrids Private Limited, New Delhi.

8.

Pioneer Indian Limited, Kolkata.

9.

Proagro Sees Private Limited, Chennai.

10.

Sasys Seeds Private Limited, Bangalore.

11.

Sinjent India Limited, Pune.

12.

Nunhams Seeds Private Limited, Gurgaon.

SEED INUDSTRY IN ANDHRA PRADESH:

41

In Andhra Pradesh the seed industries are many in number. Though Andhra
Pradesh is one among the states in India who have been producing different varieties
of crops. It does not have the major seed industries in it when compared to other
states. Many seed industries have formed recently in the state. Also the state a growing
industrially and there is sample scope and potential for the entry and success of new
industries.
The crop producing seasons are different for different states. In Andhra Pradesh
the crop producing season starts from June and ends with the month of September.
Generally the rain fed crop in situated in the state irrigated crop many not have better
results when compared. The stock to be sold by the seed industries is kept ready
during the starting of the year as the period during which the demand will be more fall
between March and August. The industries in the state starts the crop again the month
June itself. The send industries in the state starts the crop which form the boundaries
of it. The selling period for those states will vary. The following are some of the seed
industries in Andhra Pradesh.
Indo American Hybrid Seeds (India) Pvt. Ltd., Hyderabad.
Seed works India Limited, Hyderabad.
Mourya Agri-Tech., Hydrabad.
Sriram Bioseed Genetics India Ltd., Hyderabad.
Nath Seeds Limited, Hyderabad.
JK Seeds Limited, Secunderabad.
Nujiveedu Seeds Limited, Hyderabad.
Tulasi Seeds Prviate Limited, Guntur.
Venus Crane Seeds Pvt. Ltd., Guntur.
Tammareddy Seeds, Vijayawada.
Gopikrihna Seeds, Mahaboobnagar.

42

COMPANY PROFILE
Tulasi seeds private limited was incorporated on 15 th May, 1992 under the
proprietorship of Sri Tulasi Rama Chandra Prabhu . There are other organizations
which are under the same management. Tspl is also one among them.

Coastal packaging was the first industry started by them in the year 1977 later
on Chaitanya packaging private limited and Chandra transport agencies were started
in 1988. After that white gold chits & finance came into existence. This institution
holds50% of total number of shares of Tulasi Seeds Private Limited.

The company was started with an initial investment ofrs.2lakhs. in the initial
stage, there was no processing plant. In the year 1994 it has been set up a processing
plant equipped with full machinery. Thirty acres of land being cultivated under the
ownership of the company. This year the company equipped their own laboratory for
r&d.

The company proprietor, Sri Tulasi Rama Chandra Prabhu, had received best
management award in 1994 from the hands of former Chief Minister, Mr Kotla Vijaya
Bhaskar Reddy. Again this year he has received parisramika vijetha2002 award from
the minister of industries, Mr. Kotagiri Vidyadhar. The company is being run under his
efficient managementin such a way that it is not only to pave its way but also able to
earn some surplus to meet the needs of growth and expansion.

43

OBJECTIVES OF TULASI SEEDS PRIVATE LTD

The main objective of the company is to provide pure quality and certificated
seeds to the farmers. The quality standard of the company is to provide perfect quality
seeds.
LOCATION OF THE COMPANY:
The processing plant and research farm are at ameenabad. They are located in
Dokiparru in Medikonduru Mandal of Guntur District in the State of Andhra Pradesh
it is only 15 km from Guntur Narasaraopeta high way. It is only 45km from
Vijayawada which is industrially located. The registered office named TULASI
HOUSE is located at 4th lane of Arundelpet Guntur. It is nearer to the rail way station.
The jonal office is situated at Hyderabad. The branch office is situated at Nagpur in
the statted of Maharastra.
REGISTERED OFFICE:
M/STULASI SEEDS PRIVATE LIMITED
Tulasi house; 6-4-6:
Arundalpet ;4/5,
Guntur 522 002
Ardhrapradesh

Ph: 0863 2224957

ZONAL OFFICE:
D.No: 16-2-705/5/8;
Near Rice Mills;
Malakpet;
Hyderabad 5000369(A.P.)

Ph: 040 4550348

44

BRANCH OFFICE:
A-2 Phase Apartment;
Tri Murthy Nagar;
Nagpur -22;
Maharastra

FINANCIAL OBLIGATIONS:
1.

No expenditure was incurred during the year in foreign currency.

2.

The contingent liabilities at the and of the year was nil.

3.

The amount due by company to is units as nil.

4.

The company has paid the interest and commissions regularly to the
respective parties.

FURUTE OUTLOOK:
The company has introduced own branded seeds in the local market along with
the partial introduction of them in the states of Maharastra, Madhya Pradesh and
Karnataka. It has made good progress in the previous year from the own hybrids of
cotton seeds and established its own good will in the market. The company is
confident of achieving better results in the current financial year in the view of the
improving marketing conditions and the companies strategically developed network in
various areas. It has been taking all necessary steps for improving quality of the
products and services.

45

R&D AND TECHNOLOGY ABSORPTION:

1. Specific are in which r&d carried out by the company.
-

Development of own hybrid seed.

2. Benefits derived as a result of the above r&d.

-

Improved quality, improved productivity and process cfficience

3. Expenditure on R&D.
-

Rs. 3,49,108 spent under own research and development program during the
year.

4. Technology absorption during the year under review is nil.

TSPL ACCOUNTING POLICITES:

Accounting Convention:
In Tulasi Seeds Pvt Ltd the financial statements are prepared on historical cost
conventions and in accordance with generally accepted accounting principles and the
provisions of the companies act, 1956.
Fixed Assets
In tspl, fixed assets are stated at cost of acquisition less accumulated
depreciation.

46

PRODUCTS PROFILE:

RESEARCH Bt COTTON HYBRID

Tulasi 4Bt / SRI TULASI Bt

S.No.

Character

Features

1.

Plant habit

Open. Vigorous, Monopodia 1-3 and

20-25 sympodia

2.

Plant height

Medium

3.

Leaf

Broad, dark green, hairy, 3 lobed

4.

Flower

Petal cream, pollen yellow

5.

Days to flowering

55-65

6.

Bool

Big. Round/oval to slightly elongated,

4-5 loculed

7.

Adaptability

Both (irrigated & rainfed)

8.

Maturity

150-170 days

9.

Yield / Q / ha

35-40 rainfed, 45-55 irrigated

10.

Ginning percentage

35-36

11.

Fibre length

32-33 mm

12.

Fibre fineness

3-8 micronaire

13.

Fibre strength

24.6 (g/t)

14.

Reaction to major pests/diseases

Resistant against bollwork complex

(cry IAC gene) to lerant to jassids

15.

Distrinct Uniform and Stable

characters (DUS)

1.
2.
3.
4.

47

Leaf drak green

Petal cream
Pollen yellow
Big, round/oval to slightly

16.

Special features

17.

Seed rate (Kg/ha)

elongated bolls
1. Having cry I Ac (BG) gene,
which offers resistance to
bollworm complet (spotted
bollworm, pink bollworm &
American bollworm).
2. Vigorous growing, profuse
bearing, jassid to lerance with
good reviving capacity, drought
to learance.
2.5 Kg

48

Tulasi 117Bt / NAMASKAR Bt

S.No.

Character

Features

Plant Characters

Semi Bhushy

Plant Habit
1.

Medium to tall

Plant Height

3-4

Monopodia

25-30

Sympodia
Stem Characters

Slightly hairy

Stem Hairyness
2.

Pigmented

Stem Pigmentation

Close

Inter nodal length

Normal

Thickness of main stem

Leaf Characters

Green

Leaf Colour

Slightly hariy

Hai yness

Medium to Big

Size

3-5

Lobes
3.

Semi Cup

Shape

Shallow

Cutting of lobes

Pointed

Leaf up

35-40

Dayus to squaring

55-60

Days to 1st flowering

60-65

Days to 50% flowering

160-180 days

Duration
4.

Flower Characters

Cream
Yellow (Anther filaments

49

Petal colour

pigmented)

Anther colour

Medium

Bract Size

Present

Petal spot

Roundish Oval

Boll shape

Big

Size

Pointed

Bea

4-5

No. of locules

Good

Bolls opening

Smooth

Surface appearance

Prolific bearing

Bearing habit

Present

Gossypol glands
5.

5-6 Gms

Average boll weight staple length

33-34 mm

Fibre strength

25.2 gm/tex

Ginning percentage

6.

35-36

Distinct Uniform and stable characters

(DUS)

Green

Leaf colour

Cream

Petal Colour

Present

Petal Spot

Yellow (anther filaments pigmented)

Anther colour

Big, Roundish oval

Boll
7.

Having cry I Ac (BG) gene, which

offers resistance too bollworm
complex

Special Features

RESEARCH HYBRID COTTON

50

TCHH-4 (SRI TULASI)

S.No.

Character

Features

1.

Plant habit

Open. Vigorous. Monopodia 1-3 and 20-25

sympodia

2.

Plant height

Medium

3.

Leaf

Broad, dark green, hairy 3 lobed

4.

Flower

Petal cream, pollen yellow

5.

Days to flowering

55-65

6.

Boll

Big, round/oval to slightly elongated, 4-5

loculed

7.

Maturity

160-180 days

8.

Yield / Q / ha

25-30 rainfed, 30-45 irrigated

9.

Ginning percentage

35-36

10.

Fibre length

32-33 mm

11.

Fibre fineness

4.0 micronaire

12.

Fibre strength

25.6 (g/t)

13.

Reaction to majoir pests /

diseases

Tolerant to jassids

14.

Disticnt Uniform and stable

characters (DUS)

15.

Special features

1.
2.
3.
4.

Leaf dark green

Petal cream
Pollen yellow
Big, round/oval to slightly
elongated bools
Vigorous growing, profuse bearing jassid
tolerant with reviving capacity drought
tolerance

RESEARCH HYBRID COTTON

51

TCHH-9 (BHASKAR)
S.No.

Character

Features

1.

Plant habit

Green, purple pigmentation, sparsely hairy

2.

Plant height

Tall

3.

Leaf

Dark green, semi cup shae, medium to broad

leaf, light hairy, 3-5 lobes

4.

Flower

Medium to big, semi open flower, cream

petal and pollen yellow.

5.

Days to flowering

55-60 days

6.

Boll

Obovate shape, big size with small beak

smooth surface and dark green colour

7.

Maturity

160-180 days

8.

Yield / Q / ha

24-28 rainfed, 32-36 irrigated

9.

Ginning percentage

35-38

10.

Fibre length

30-33 mm

11.

Fibre fineness

4.0 micronaire

12.

Fibre strength

23.4 (g/t)

13.

Reaction to majoir pests /

diseases

Moderately tolerant to white files

14.

Disticnt Uniform and stable

characters (DUS)

Cream colour petal, anther and pollen in

yellow colour, petal spot absent, boll shape
obovate

15.

Special features

Very good reviving capacity. Suitable for

both rainfed and irrigated conditions.
Tolerant to white files.

RESEARCH HYBRID MAIZE

52

TCHH-324 (SUDHA)
S.No.

Character

Features

1.

Plant habit

230-240cm

2.

Plant pigmentation

Green

3.

Leaf width

Broad

4.

Leaf colour

Green

5.

Tassel

Big and semi loose

6.

Glume colour

Green

7.

Anther colour

Purple

8.

Silk colour

Purple

9.

Shank colour

Red

10.

Seed texture

Semi flint

11.

Seed colour

Orange yellow

12.

Days to anthesis

50-60 days

13.

Days to 50% silking

58-63 days
Kharif : 100 105 days

14.

Maturity Period
Rabi : 110 115 days

15.

Yield potentiality

60-70 Qtls./ha

RESEARCH HYBRID MAIZE

TCHH-369 (NAGA)
S.No.
1.

Character
Plant habit

Features
200-215cm

53

2.

Plant pigmentation

Green

3.

Leaf width

Broad

4.

Leaf colour

Green

5.

Tassel

Green

6.

Glume colour

Green

7.

Anther colour

Green

8.

Silk colour

Green

9.

Shank colour

White

10.

Seed texture

Semi flint

11.

Seed colour

Orangle yellow

12.

Days to anthesis

50-60 days

13.

Days to 50% silking

60-65 days
Kharif : 105 110 days

14.

Maturity Period
Rabi : 120 125 days

15.

Yield potentiality

80-85 Qtls./ha

RESEARCH HYBRID SUNFLOWER

TCHH-1212 (SURAJ)
S.No.

Character

Features

1.

Plant habit

160-180cm

2.

Days to 50% flowering

45 days

3.

Days to maturity

95 to 105 days

4.

Head

Well filled

5.

Head diameter

20 to 22 cm

6.

100 seed weight

3 to 4 gms

54

7.

Oil content

42 to 44%

8.

Yield

25 to 30 q/ha

9.

Reaction to Diseases

Tolerance to necrosis & Alternaria

10.

Special Features

Very high yielding, drought tolerance, High

quality grain

RESEARCH HYBRID BAJRA

TBH - 414
S.No.

Character

Features

1.

Plant habit

171cm

2.

Days to 50% flowering

50 days

3.

Days to maturity

80 to 85 days

4.

Panicle Length

20 cm

5.

Princle Diameter

33 cm

6.

1000 Seed weight

12.7 gms

7.

Dry fodder yield

55-60 q/ha

8.

Yield

40 to 45 q/ha

9.

Reaction to Diseases

Tolerance to Downy Mildew

55

RESEARCH HYBRID BAJRA

TBH - 405
S.No.

Character

Features

1.

Plant habit

185cm

2.

Days to 50% flowering

45-48 days

3.

Days to maturity

75 to 80days

4.

Panicle Length

25 to 30 cm

5.

Princle Diameter

37cm

6.

1000 Seed weight

13.5ms

7.

Dry fodder yield

45-50 q/ha

8.

Yield

45-50 q/ha

9.

Reaction to Diseases

Tolerance to Downy Mildew

56

RESEARCH HYBRID SORGHUM

TBH 216 (SURABHI)

S.No.

Character

Features

1.

Plant type

Dark Green

2.

Days to 50% flowering

65-70 days

3.

Days to maturity

105 to 110 days

4.

Panicle

Awanless, Pointed

5.

Leaf type

Broad Leaf

6.

1000 Seed weight

28 to 30 gms

7.

Seed colour

Pearly white

8.

Yield

35 to 40 q/ha

9.

Reaction to Diseases

Tolerance to grain mould disease

Very high yielding, Dual purpose type (high

10.

Special Features

folder & good quality grain) Drought

tolerance, Non lodging

57

RESEARCH HYBRID BHENDI

TBH 522 (PAVANI)

S.No.

Character

Features

1.

Plant height

100 to 110 cm

2.

Stem

Light green reddish tingle in some area

3.

Leaves

Dark green, serraled leaves

4.

Days to flowering

45 to 50 dyas

5.

Fruit

Cylindrical fruit base is narrow

6.

Yield

3 to 3.5 t/ha
Very high yielding hybrid

7.

Special features

Tender, dark green fruits &heavy

beraing
25 to 30 pickings

58

IMPROVED CHILLI VARIETIES

TCV 335 (GOWTAMI)

S.No.

Character

Features

1.

Plant height

110 135 cms

2.

Branches

3.

Leaves

Light green with medium thickness

4.

Flower

White colour

5.

Anther colour

Light Bluish green

Medium spreading branches with short

internodes

9.6 11 cms length, thick, 33-35% seed,

6.

Fruit

pungent, immature fruit light green from the

beginning and red after ripening
Irrigated : 60 70 qtl / ha

7.

Yield
Rainfed : 60 35 qtl/ha

8.

Recommendation

9.

Remarks

All chilli growing areas for rainfed and

irrigated conditions
Susceptible to virus and moderately tolerant
to leaf spot diseases

IMPROVED CHILLI VARIETIES

59

TCV 002 (RAMYA)

S.No.

Character

Features

1.

Plant height

100 120 cm

2.

Branches

Short branches with short inter nodes

3.

Leaves

Dark green thick leaf.

4.

Flower

White colour

5.

Anther colour

Blue
10.4cm (avg) length, thick, 50-555% seed,

6.

Fruit

pungent, immature fruit green from the very

beginning and red on maturirty

7.

Yield

45-50 qtl./ha

8.

Recommendation

All chilli growing areas

9.

Remarks

Tolerant to virus and leaf diseases, suitable

for rainfed & irrigated areas

TRAINING AND DEVELOPMENT ACTIVITIES IN TULASI SEEDS

60

Several training programs are conducting by the management for the

development of the employees; Different training programs conducting by the
organization are as follows:

Training in Tally Accounting package.

Training in marketing & communication skills.
Training in Technical skills.
Training in English & Communication skills.
Training in B.T.Cotton Production

Training in tally accounting package is conducted by tally expert mr. Eswar.

This program duration is two months. This program is helpful to improve accounting
knowledge of the staff.

The next program in the part of training is to improve the marketing and
communication skills of the employees. This training is conducted by guest faculty
and the marketing department of the company.

Training in technical skills is conducting by the head of the department of

electronics data process. Mr. Hariprasad. The another training program provided by
the company is training in English & communication skills. Most of the part of this
training is conducting by the chairman and managing director of the company Sri.
Tulasi Rama Chandra Prabhu.

Training in research and development will be conducted in biotech lab at

ameenabad were the production process held. Training program is conducted by Dr. P

61

Chandra Sekhar, Vice President of the company. He trained Bt lab staff in ELISA tests
for identification of Bt protein and also by gosit tests.
The another training program is in Bt cotton production. In this training
program the trainer will explain the techniques of Bt cotton seed products to the
production staff. The techniques are

Selection of sight & farmer

Isolation distance
Roguing of off type plants in make & female plots.
Identification of non Bt plants.

DEVELOPMENT ACTIVITIES IN TSPL

Art of living by Sri Ravi Shankar Society.

Yoga classes by Sidda Samadhi yoga (SSY).

Regular medical camps.

Regular brain storming seasons by celebrities.

TRANING PLAN FOR THE YEAR 2008-09

62

S.No.
01
02

Training Program
Seed Production
technology
Internal quality audit

Schedule

Targeted Participants

April-08

Production & field staff

October-08

Internal auditor

November-08
03

Marketing and
Communication skills

January-08

Marketing Personnel

March-08
04

05

06

Time Management,
HRD Concepts
Computer Operating
Skills

December-08

December08

Technical training to

January-08

R&D staff

February-08

Marketing & Admin Personnel

Head office staff & plant
personnel
Quality control lab personnel

DATA ANALYSIS & INTERPRETATION

Are you interest to Participate in Training Programs

63

Table 1
Sl.No

Interest to Participate

Responses

% of interested employees

Very much interested

55

58

Interested

35

25

Not at all

10

17

Total

100

100

INTERPRETATION:
After complete interaction with the employees through our questionnaires the
investigator understand that 58%of employees having very much interest to participate
the training programs with the fact that the employees know that the importance of
training programs, 25% of employees having interest to participate in the training
programs were opined that the training programs will help to perform their particular
function only. And rest of the 17% of employees not at all interested to participate the
training programs.

64

Which type of training program for newly appointed candidates

Table 2
S.No

Type of Training Program

Interested

%of employees

Class room training

45

25

Role plays

40

50

Brain storming sessions

15

25

Total

100

100

INTERPRETATION:
The investigator observed that 50% of employees interested towards that role
play sessions because through this program they can improve their interpersonal skills
and creating very friendly environment, 25% of employees interested towards brain
storming and rest of the 25% of employees having interest on class room training
programs, but ECIL training team they dont have interest to conduct class room
training programs.

65

Is there any need to provide basic training programs to experienced staff?

Table 3
Sl.No

Need to provide training program

Interested

% of employees

Necessary

20

17

Not Necessary

80

83

Total

100

100

INTERPRETATION:
When we had conversation with 3 to 5 years of experienced staff they
dont have interest to participate in the training programs they are looking for
development programs here, 83% of employees said that no need to attend the training
programs only the rest 17% of employees were expressed that necessary to attend the
training programs. ECIL has planning to provide advanced development programs to
their experienced staff.

66

Are you Satisfaction of Employees at Their Technical Training Programs

Table 4
Sl.No Technical Training Responses

% of satisfied employees

Yes

70

83

No

30

17

Total

100

100

N0
17%
N0
Yes

Yes
83%

INTERPRETATION:
Here, the investigator observe that 30% of employees feels that excellent
technical training provided by ECIL, 33% of employees feels good about their
training programs, 25% of employees felt about average and rest of the 12% of
employees opined that

training programs very poor. Anyway technical training

programs are always depends on their platforms and their knowledge.

67

Do you think is there any need to improvement in Training Programs

Table 5
Sl.No

Need to Improve

Responses

% Of employees

Yes

65

58

No

35

42

100

100

Total

INTERPRETATION:
Here the investigator observe half of the employees felt that there is a need to
improvement in quality of training programs, 58% of employees opined that
compulsory need to improve in quality of training programs and introduce advance
training programs also and rest of 42% of employees felt that they are happy with the
existing training programs.

Did you acquire functional knowledge along with your soft skills youre your
training programs

68

Table 6
Sl.No

Acquire any soft skills

Responses

% of interest

Yes

65

75

No

35

25

Total

100

100

INTERPRETATION:
From the above table it clear that majority of the respondents that is,75%
acquires functional knowledge along with soft skills from the training program

Is there any Formal or Informal observation in Training Programs

Table 7
Sl.No.

Formal/Informal Observation

Responses

% of employees

Yes

80

83

69

No

20

17

Total

100

100

0
17%

1
83%

INTERPRETATION:
From the study it was observed that 83% of employees are known that
and only rest 17% of employees not aware of the formal or informal observation
groups during the training programs. From these groups the training team will get
clear picture about the performance and their personal characteristics of the employees
at the work place.

What type of training you have undergone

Table 8
Sl.No
1

Employee Relations
On the job

Responses
70

70

% of employees
83

Off the job

30

17

Total

100

100

0
17%

1
83%

INTERPRETATION:
From the study it was observed that 83%of employees are attend the on the job
training and remaining 17% of employees are undergone off the job training.

Do you agree that the training is necessary to improve skills

Table 9
Sl.No Training Material

Responses

% of employees

45

42

Strongly agree

71

Agree

30

33

Does not agree

25

25

Total

100

100

Does not
agree
25%

Strongly agree
42%

Strongly agree
Agree
Does not agree

Agree
33%

INTERPRETATION:
About the training which is provided by ECIL 42% of employees are
strongly agree that training is necessary to improve skills and 33% of employees are
agree and rest of the 25% employees are does not agree.

72

Did you get any motivation sessions in the training programs

Table 10
Sl.No

Benefits

Responses

% of employees motivated

Yes

50

50

No

50

50

Total

100

100

No
50%

Yes
50%

INTERPRETATION:

73

Yes
No

Here, 50% of employees mostly benefited from motivation training

sessions and they are very active at their work place, rest of 50% of employees are not
at all through any type of training session these persons are called as hard workers.

74

Do you believe is the training programs leads to future planning

Table 11
Sl.No

Training program

Responses

% of employees

Strongly believe

45

42

Believe

35

33

Not at all

20

25

Total

100

100

Not at all
25%

Strongly
believe
42%

Strongly believe
Believe
Not at all

Believe
33%

INTERPRETATION:
Here the investigator observe that 42% of employees feels that training
programs will help to future planning, and 33% employees believe it help the future
planning and rest of the 25% of employees not at all believed.

75

Are you satisfied about your training Environment

Table 12
Sl.No

Training Environment

Responses

% of satisfied
employees

Satisfied

30

33

Highly satisfied

60

50

Not satisfied

10

17

Total

100

100

Not satisfied
17%
Highly satisfied
Satisfied
Not satisfied
Satisfied
33%
50%

INTERPRETATION:
50% of employees are felt that excellent about their existing
environment and training facilities providing by ECIL, 33% of employees are felt that
good enough their training environment and rest of the 17% of employees are not
satisfied and felt that training facilities are average.

In any time can you act as a trainer so far

76

Table 13
Sl.No

Trainee as a Trainer

Response

% of employees

Yes

45

42

No

55

58

Total

100

100

INTERPRETATION:
After complete interaction with the employees through our questionnaire
The investigator understood 42% of employees opined that they will interested to act
as trainer and rests of the 58% of employees are said that they are eagerly waiting for
the chance of performing the trainer role in their training programs.

77

Do you agree that training helps to increase the productivity

Table 14
Sl.No

Increase the productivity

Response

% of employees

Agree

20

17

Strongly agree

80

83

Total

100

100

Strongly agree

INTERPRETATION:
Here, 17% of employees agreed that training helps to increase the productivity
and rest of 83% employees are strongly believed.

What kind of Material used for training

78

Table 15
Sl.No Training Material

Responses

% of employees

Auto visual

45

42

Charts

30

33

Reading material

25

25

Total

100

Reading
Material
25%
Auto visual
42%

Charts

Auto visual
Charts
Reading material

50%

33%

INTERPRETATION:
Here the investigator observe that 42% of employees are used Auto visual
material and rest of 33% employees used charts and remaining 25% employees used
reading material.

79

FINDINGS
1 It was found that employees were satisfied by the training program by
which they can develop their skills.
2 It has been observed employees feedback will be collected immediately
up to maximum extent after the training program.
3 The employees are enthusiastic about the training program and they also
felt that the training program is interactive.
4 It was observed that they can over come their weakness in the training
program and can develop new skills.
5 The study reveals that the training programs are conducted on the basis
of company training needs.
6 It was observed that employees were having recreation programs in the
development period.
7 Employees feel less enthusiastic before training on seeing the
environment.

80

SUGGESTIONS

1. Need to improve the participation level of employees in their training

programs.

2. It is suggested that the company has to provide training programmes like role
plays, brain storming along with the class room training..

3. It is suggested that the experienced staff should also require some sort of
training because it is useful for organization development.

4. It is suggested that there is a .need to improve the quality of technical

programmes to reaching global competition,

5. The training team has to think about the quality of training and development
programs.

6. It is suggested that the company has to provide the soft skills along with the
functional knowledge.

7. Maintaining formal or informal observations during the training sessions is

very beneficial to the training team to understand the employee strengths and
weaknesses. So it is suggested that the company continues this.

CONCLUSION

81

After the findings have been enumerated the following conclusions have been
drawn. By these findings we can say that Tulasi Seeds is definite providing better
training process. But in some areas it cannot satisfy employees and then needs.
Management should concentrate and work on those areas which employees are not
satisfied. Finds is bender for any organization to treat the employees as tassels of the
company. So employees should always interact with the employees.

Questionnaire

82

Name:
Designation:
Qualification:
Experience:
Salary:
Employee Code No:
Mobile No:

83

1. Are you interest to participate in training programs?

(a) Very much interest

(b) Interest

(c) Not at all

2. Which type of training programme to provide for newly recruited candidates?

(a) Class room Training (b) Role Plays

(c) Brain Storming

3. Is there any need to provide the training programs for experienced staff?
(a) Necessary

(b) Not necessary

4. Are you satisfied regarding your technical training programs?

(a) Yes

(b)No

5. Do you think is there any need to improve training programs?

(a) Yes

(b) No

6. Did you acquire functional knowledge along with your soft skills from your
training programs?
(a) Yes

(b) No

7. Is there any formal or informal observation during training programs?

(a) Yes

(b) No

8. What types of training you have undergone?

(a) On the job

(b) Off the job

84

9. Do you agree that the training is necessary to improve your skills?

(a) Strongly agree

(b)Agree

(c) Does not agree

10. Did you get any motivation sessions from your training departments?
(a) Yes

(b)No

11. Do you believe is the training program will helping your future planning?
(a) Strongly believe

(b) Believe

(c) Not at all

12. Are you satisfied about your training environment?

(a) Satisfied

(b) highly satisfied

(c) Not satisfied

13. In any time can you act as a trainer so far?

(a) Yes

(b) No

14. Do you agree that training helps you to increase the productivity?
(a) Agree

(b) Strongly agree

15. What kind of material used for training?

(a) Auto Visual

(b) Charts

85

(c) Reading Material

BIBLOGRAPHY

1.

C.B. Mamoria

Personnel Management

Himalaya Publishing House

2.

T.N. Chabra

Personnel Management

Dhapat Rai and sons

B.P. Singh

and industrial Relatioins

.L.Taneja
3.

Darid a. Decenzo Human Resource

Prentice Hall of India Ltd.

Stephen Robbins Management

4.

V.P. Micheal

Research Methodology

Himalaya Publishing

In Management

house

86