INDEX

Sr.noTopicPage. No

1Title page1

2Certificate2

3Declaration3

4Acknowledgement4

5Index5

6Training6

7Importance of Training7

8Case study13

9Training and development in shreegurukrupaindustries18

10Needs identification19

11Methodology of training20

12Types of training21

13On-the job training22

14Off-the job training30

15Conclusion37

16Bibliography 38

TRAINING AND DEVELOPMENT

TrainingTraining is defined as learning that is provided in order to improve performance on the present job.

Education is training people to do a different job. It is often given to people who have been identified as being promotable, being considered for a new job either lateral or upwards, or to increase their potential. Development is training people to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations on to new expectations by being proactive rather than reactive.

PURPOSE OF TRAINING 1. Focusing energy on issues. 2. Making work and issues visible. 3. Supporting other intervention. 4. Legitimizing issues. 5. Promoting change. 6. Reducing risk. 7. Creating a community based on some shared experience. 8. Building teams. 9. Indoctrinating new staff. 10.Communicating and disseminating knowledge and information. 11.Certifying and licensing. 12.Rewarding past performance 13.Flagging "Fast Tracker." Importance of Training

Every company should be fully committed to the continuous development of its staff, in the same ways as we continuously develop our services. This will be achieved by helping all staff identify and meet their own job and business related development needs. This policy will ensure that we have the adaptability and flexibility to thrive and succeed as a business. To do this, all line managers, through the Performance Review process, will 1. Ensure that staff have a level of knowledge and skill to fully perform their role 1. Encourage staff to develop within their current role1. Look for potential, and find ways for staff to demonstrate potential1. Recognize and reward staff development (utilizing it wherever possible) 1. Create a learning culture by providing opportunities for learningShould be trained Thus training requires1. Practice1. Feedback1. Motivation to learnTraining has to be done on the basis of identified resources in three phases :1. PRE TRAINING -Clear understanding of the situation that calls for more effective behavior2. TRAINING- - Implementing the effectiveness in behavior3. POST TRAINING- -The management has to handle a person who is more confident, post training A lot of adjustment is needed on both sides.Once someone has experienced a training and development activity or learning, we will measure its impact and effectiveness on individual performance and the organization. Again, line managers are expected to be part of this process by defining the performance standards (or measures) when setting objectives and deciding on the methods that they will use to evaluate the learning. (Personnel Services will of course be available throughout the process to provide guidance and support).

There are three key stages that will be used to evaluate training and development:

Reaction: At this level, evaluation provides information on the attitudes of a participant to learning, but it does not measure how much they have actually learned. That being said, if a participant has a positive reaction to the learning experience they are more likely to implement what they have learned. Evaluation at this level will be measured by a post-learning questionnaire, which will be completed immediately after the learning activity has taken place. Normally, Personnel Services will be responsible for issuing this type of questionnaire.

Performance: Evaluation at this level looks at the impact of a learning experience on individual performance at work. Key to this area of evaluation will be the need to have established smart learning objectives prior to the learning experience so that when evaluation takes place there are measures to use. For example, an important learning objective for a junior secretary attending a Word training course may be to produce typed correspondence with no spelling or typographical errors. In this example, a manager would be able to evaluate the secretarys performance using a measure of no spelling or typographical errors. Ideally, evaluation on performance should take place approximately 3 4 months after the learning activity. Line managers should undertake this evaluation and send a copy of the results to Personnel Services.

Organizational impact: At this level evaluation assesses the impact of learning on organizational effectiveness, and whether or not it is cost-effective in organizational terms. Personnel Services will undertake this evaluation as part of a wider training and development evaluation process.

In summary then, Personnel Services will evaluate training and development at the reaction and organizational levels, and line managers will be responsible for evaluating the effectiveness of training and development at the performance level. However, there will be some types of learning activities, for example attending conferences or seminars, where it may not be appropriate to undertake any evaluation. If any doubt, please contact Personnel Services. To assist line managers, there are a variety of methods that can be used to measure the effectiveness of the learning. Some of these include:1. Participant self-assessment1. Written or practical tests1. Structured interviews1. Questionnaires1. Feedback for example, internally from colleagues, peers, and managers and/or externally from partners, customers or clients1. Qualifications obtainedLine managers should contact Personnel Services, who will be pleased to help set-up an evaluation method to use to measure the effectiveness of a training activity.

FundingFunding for training and development will be paid from a central training budget, therefore the Head of Personnel Services must approve any training and development that involves a financial cost before any financial commitment is made. Details of how to apply for a training and development are explained under the section headed Selecting a training provider and applying for training.In addition to job-related training and development, company also recognises the need to help individuals to improve within their chosen career path by encouraging individuals to gain professional/vocational/academic qualifications. With this in mind, company has established a company sponsorship scheme whereby full or partial sponsorship will provided. Information about the scheme can be found under the section headed Company sponsorship.Where an individual needs to attend a training course funded by company, time off during working hours will be given to attend the course. Individuals are expected to travel to and from a training venue within the normal course of the day. Where company is providing sponsorship towards a professional qualification, time off to attend lectures/workshops/summer school will be agreed on an individual basis, taking account of the business needs. The Head of Personnel Services will approve any such requests, in full consultation with line managers.

Non-training course learning activitiesTypically, a training course is designed to transfer new skills or knowledge to an individual. Invariably new skills and knowledge will be developed over time to improve performance. However, not all learning has to be addressed through a training course. There is a wide range of development methods available that can be used without leaving the office. For example, being coached by a fellow colleague or manager; using a computer aided training package; on-the job training; reading books; undertaking research or practicing a particular skill.

Finding out about training courses or alternative learning methods Personnel Services is building up a range of literature from training suppliers and a selection of books/videos/computer discs available for individual use. To find out more, please contact Personnel ServicesSelecting a training provider and applying for training before booking a training event, individuals should research the costs and course availability with possible training providers. Personnel Services will be happy to help as they keep details of various training providers, so please contact them for information/advice. Company organized training programmers, for example Customer Service Training, Team Building training, will be co-ordinate through Personnel Services (so individuals do not have to complete any forms). All other training and development activities must be authorized by Personnel Services before any training is booked.

Company sponsorship

Company recognizes the need for continuous professional development and is pleased to be able to offer a sponsorship scheme to all permanent and fixed-term employees (whose contracts are for at least one year). The scheme covers professional, academic or NVQ (or equivalent) qualifications. The following guidelines are designed to give individuals an idea of the sort of funding that may be available and how individuals may apply.

Case study : ShreeGurukrupa IndustriesShreegurukrupa industries Set up in the year 1991, is a well known name in the field of all types of machinery job works & fabrications. Their unmatched quality of the superlative service has let us gain the strong grip over the market. All of their services conform to a top-notch standard. Their owner Mr. Vakil Singh has 22 years of experience in this domain and thus they are prospering under his mentorship and are capable of handling client queries that come along their way.Their range of services includes machineries like Horizonta Boring Machine 80, HorizontaBoaring Machine90, Horizonta Boring Machine100, Lathe Machine 16 center height* 9ft, Lathe Machine 12 center height *7ft, Redial Drill Machine, welding machine Ark, Welding machine Argon, Aluminum Tig MachineThey have been supplying their range of precision sheets and fabrication components to the major industries all over the country. They have been always committed towards their customer satisfaction. They have their satisfied customers all around the country. Their well capable team works round the clock to get the best quality products. Their industry is customer oriented and they provide services according to the customer requirements.Client Satisfaction:Being a client centric organization, they believe in satisfying their client with their services and products. They shape and direct their endeavor towards meeting client requirement and thereby enhancing client satisfaction manifold. Being a client oriented organization they facilitate their clients with following factors: Thorough quality inspection of product Cost effectiveness. Customization.They also offer value added services which includes customized solutions to their clients.Their Experts :Supported by a highly competitive team of professionals, they are able to make an unrivaled position in the industry amidst stiff competition. Their diligent professionals work in close collaboration with each other to maintain and deliver quality machinery job works & fabrication components to theirclients.Their team comprises of the following member: Engineers Researchers Quality analystsWith their in-depth knowledge in this domain, their engineers are able to offer their input for the formulation of the components. Backed by their inputs and sophisticated machinery, their skilled workforce formulate each and every product as demanded by various industries. The quality analysts check the whole process for quality parameters involved and thereby assure us to win client trust and thereby fetching new clients. Duly benefited by the meticulous efforts of their workforce, they are able to expand their business throughout the years while retaining the economies of scale.

Services

They are offering Industrial fabrication job work for different industrial equipment to meet all the specifications of the clients. Also, all their equipment is fabricated in accordance with the specifications and drawings of the clients.A back up of skilled professionals and high tech machinery enable us to render services to their clients as per their requirements. They use superior quality raw material and ensure to tailor equipment that exhibit higher durability and prcised performance. Ample industrial experience of their workforce helps us delivering satisfactory fabrication Job Works that is long lasting and are abrasion resistant in powder coating contracts. With the help of their professionals, they complete job work as per the set international standards of quality

Address SHREEGURUKRUPA INDUSTRIES

Mr. Vakil Singh.

Add : Plot No. A-208, Road No.30, Wagle Industrail Estate. Thane (w) - 400604.Maharashtra.

Mob : 9869280351

Tel. : 25831777 ,

Email : Shreegurukrupaind@yahoo.in

TRANING AND DEVELOPMENT IN SHREEGURUKRUPAINDUSTRIES

The newly joined employee is introduced the organization through various training program he joins to the organization has an helper and he goes to following training programs .The training is basically on the job training As an helper he is given various knowledge relating to tool such as micrometer, vernier caliper, measuring tool etc.. has and were to be used in various machine in the company. After providing the knowledge of various tools he is being given a job in which he assist / help the machine operator in this process he develops skill knowledge of operating the machine in various situations that comes in front while operating the machine after some days of assisting the operator he is being given training how to use the various tools while operating the machine in this process he learns the overall process of using the machinery after sufficient days of training he is being given the machine that he has to solely operate.in the this various stages results are checked whether he is an capable employee to use the machinery and sustain in the organization .

PHASE ONE: Needs Identification

The first phase is the identification and analysis of an organization's training needs. As a minimum, the organization should be able to accomplish the following four things:1. Systematic review of each trade, occupation or process by a team of knowledgeable individuals2. Conduct verbal and/or written surveys of managers, supervisors, leaders, technicians and workers3. Conduct a complete review of legislated training requirements4. Review the results of Hazard Analyses, Occupational Health surveys and other survey or process analyses.

METHODOLOGY OF TRAININGThere is various methodology of training. No single technique is always best.The best method depends on Cost effectiveness Desired program content Learning principles Appropriateness of the facilities Trainee preferences and capabilities Trainer preferences and capabilitiesThere is a range of teaching methods available to trainer. The choice of a method is a matter of experience and competence of the instructor and his judgment of how much and what a particular group of trainees would learn from using one method or another. Factors which affect the choice of training method: The choice of methods depends on the knowledge and experience of the teacher or trainer. The choice of the methods should take into consideration the intellectual level and educational background of the participants and the participants age practical experience. Some methods are more effective than others in achieving certain objective. Choice methods depend on the social and cultural factors in the environment. Now many participative methods are accepted and used in management training. It also depends on the time and the availability of resources and infrastructural facilities.

Types of training

Induction or Orientation training:Induction or orientation may be defined as a process of guiding and counseling the employee to familiarize him with job situations. The induction process accomplishes several objectives including formation of a favorable impression and attitude, development of the feeling of belongingness and facilitation of learning and teamwork on the part of the employees. The content of the induction program should be predetermined in the form of a checklist specifying the topics to be covered.

Rank-and-File job training:This is based on similarities in training on several specific jobs. This type of training can be imparted in a classroom or on the job. It is performed by a foreman or a group leader. Its advantages arise in so far as it is realistic and economical.

Limitations of rank-and-file job training: The trainer may be an incompetent teacher The shop floor may be busy There may arise heavy production losses.

Supervisory training:Supervisory training needs reveal utmost divergence in view of divergent duties of supervisors. Employee attitude surveys help in identifying area of supervisory training. Likewise, supervisors themselves may be requested to indicate the areas where they need training. Frequently, these surveys indicate that supervisors need training in human relations, production control, company policies and how to instruct. Supervisory courses consist of job methods training (JMT) and job relations training (JRT).

ON THE JOB TRAINING:On the fob techniques are conducted in the real job settings. On the job methods usually involve training in the total job. These methods are typically conducted by individuals, workers, supervisors. The main advantage is that the trainees learn while actually performing their work, which may minimize the training cost. They also learn in the same physical and social environment in which they will be working once the formal training period is completed.

Types of on the job techniques: Job instruction training Job rotation Apprenticeship Coaching Vestibule training

Job instruction training:Job instruction training (JIT) is received directly on the job and so it is called on the job training it is used primarily to teach workers how to do their current jobs. The worker learns to master the operation involved on the actual job situation under the supervision of his immediate boss who has to carry the primary burden of conducting the training. Usually no special equipment or space is needed, since now employees are trained at the actual job location.

Steps of job instruction training: 1.The trainee receives an overview of the job, its purpose and its desired outcomes with an emphasis on the relevance of the training. Since the employee is shown the action that the job requires, the training is transferable to the job.2. The employee is allowed to mimic the trainers example. Demonstration by the trainer and practice by the trainee are repeated until the job is mastered. Repeated demonstrations and practice provide repetition and feedback. Finally the employee performs the job without supervision, although the trainer may visit the employee to see if there are any lingering questions.

Advantages: Easy organized Realistic Stimulates high motivation Speeds up workers adjustment Less costlyDisadvantages:The disadvantage of this method is that the assigned instructor may be a poor teacher. The worker may haste for immediate production, so the actual cost may increase.

JOB ROTATION: Some trainers move a trainee from job to job. Each worker move normally is preceded by job instruction training. This is a method of training wherein workers rotate through a variety of jobs. Thereby providing them a wide exposure. Trainees are placed in different jobs in different parts of the organization for a specified period of time. They may spend several days or even years in different company locations. In this way they get an overall perspective of the organization. It is used with both blue-collar production workers and white collar managers and it has many organizational benefits. Job rotation creates flexibility, during manpower shortages, workers have the skills to step in and fill open slots. The method also provides new and different work on a systematic basis, giving employees a variety of experiences and challenges. Employees also increase their flexibility and marketability because they can perform a wide array of tasks.

Limitation of job rotation:The major drawback of this, it is time consuming and expensive too. Apprenticeship:An apprentice is a worker who is learning a trade but who has not reached the state where he is competent to work without supervision. It is particularly common in the skilled trades. In organization a new worker is tutored by an established worker for a long period of time. An apprenticeship lasts from two to five years. Each apprentice is usually given a workbook consisting of reading materials, tests to be taken and practice problem to be solved. This training is used in such trades, crafts and technical fields in which proficiency can be acquired after a relatively long period of time in direct association with the work and under the direct supervision of experts. Training is intense, lengthy and usually on a one to one basis.

Increasing national attention is being paid to workforce preparation in the United States. This stems from the growing realization that America's ability to occupy a leading competitive position in the emerging global economy hinges, to a large degree, on assuring that the nation's workforce is second to none. Today, unfortunately, this is not the case. Employers frequently report that significant numbers of young people and adults alike exhibit serious educational deficiencies and are ill-equipped to perform effectively in the workplace. As a consequence, leaders from industry, labor, education, and government are all grappling with how to design educational reforms and education/training strategies that will improve the skills of America's current and future workforce. In the spirit of this reform, one particular training strategy -- apprenticeship -- has captured the interest of many policy makers, educators, and others who are involved in the national reform movement. Its growing appeal comes as no surprise and, perhaps, is long overdue. Experience both in the U.S. and growing abroad has repeatedly demonstrated that apprenticeship is a highly effective strategy for preparing people for work. The bulk of apprenticeship programs offered in the U.S. and its territories are in the building trades and manufacturing industries, but there is significant potential to develop apprenticeship programs in a variety of other industries.

The rush to embrace apprenticeship, however, is leading to efforts that could undermine the very pillars of its value. For example, in some instances, apprenticeship is being viewed as a generic concept -- one that can be loosely applied to a variety of learning situations. Likewise, others have coined such terms as "youth apprenticeship" to characterize various school-to-work transition programs. Such thinking, while understandable in an environment that begs for creativity and innovation, may be more harmful than helpful to the cause.

What Apprenticeship Is: The Essential Components 1. Apprenticeship is a training strategy that a) combines supervised, structured on-the-job training with related theoretical instruction and b) is sponsored by employers or labor. Management groups that have the ability to hire and train in a work environment. 2. Apprenticeship is a training strategy that prepares people for skilled employment by conducting training in a bona fide and documented employment setting. The content of training, both on-the-job and related instruction, is defined and dictated by the needs of the industry, which refers to all types of business/workplace settings. The length of training is determined by the needs of the specific occupation within an industry. In the building trades, for example, some apprenticeship programs are as long as five years with up to 240 hours of related instruction per year. 3. Apprenticeship is a training strategy with requirements that are clearly delineated in Federal and State laws and regulations. The National Apprenticeship Act of 1937 (also known as the Fitzgerald Act) and numerous State laws provide the basis for the operation of formal apprenticeship training programs in the U.S.; regulations that implement these laws are in force today. These laws and regulations establish minimum requirements for protecting the welfare of the apprentice such as the length of training, the type and amount of related instruction, supervision of the apprentice, appropriate ratios of apprentices to journeypersons, apprentice selection and recruitment procedures, wage progression, safety, etc. a. Apprenticeship is a training strategy that by virtue of a legal contract (indenture) leads to a Certificate of Completion and official journeyperson status. These credentials have explicit meaning, recognition and respect in the eyes of Federal and State governments and relevant industries. b. Apprenticeship is a training strategy that involves tangible and generally sizable investment on the part of the employer or labor/management program sponsor. c. Apprenticeship is a training strategy that pays wages to its participants at least during the on-the-job training phase of their apprenticeship and that increases these wages throughout the training program in accordance with a predefined wage progression scale. d. Apprenticeship is a training strategy that involves a written agreement and an implicit social obligation between the program sponsor and the apprentice. The written agreement, which is signed by both the apprentice and the program sponsor and is ratified by government, details the roles and responsibilities of each party. The implicit social obligation gives employers or program sponsors the right to expect to employ the apprentice upon completion of training given the investment in training and gives the apprentice a reasonable right to expect such employment. Labor market conditions should guide the size of training programs to enable each party to maintain his or her side of the obligation.

What Apprenticeship Is Not Unless they conform to the essential components described previously, apprenticeship is no cooperative education, vocational education, tech prep, two plus two (three or four), summer or part-time work experiences or any other myriad training strategies that many are promoting as ways to assure adequate workforce preparation. Such strategies undoubtedly have value in their own right, but they are not apprenticeship. What distinguishes apprenticeship from most of these other approaches are such fundamental qualities as training program sponsorship and location, the skills required, the value attached to the credential earned, curricula content that is defined exclusively by the workplace, wage requirements, the written agreement, and the implicit social contract that exists between program sponsors and their participants. No other training strategy provides for this unique combination of characteristics. When a person completes a registered apprenticeship program, he or she is prepared to go to work as a fully trained, competent journeyperson whose skills enable him or her to perform effectively in the workplace. Few, if any, other types of educational programs can make this claim.

COACHINGAt management levels Coaching of immediate subordinates by their managers is common. A coach attempts to provide a model for the trainee to copy it tends to be less formal than an apprenticeship program. Coaching is almost always handled by the supervisor or manager. It is likely not to be as directive approaches such as nondirective counseling or sensitivity training. If the trainees shortcomings are emotional or personal. Coaching will be ineffective if relations between trainee and coach are ambiguous in that the trainee cannot trust the coach.Coaching thrives in a climate of confidence, a climate in which subordinates respect the integrity and capability of their superiors.

Vestibule training:Vestibule training is a type of instruction often found in production work. A vestibule consists of training equipment that is set up a short distance from the actual production line. Trainees can practice in the vestibule without getting in the way or slowing down the production line. These special training areas are usually used for skilled and semiskilled jobs, particularly those involving technical equipment.Vestibule is small, so relatively few people can be trained at the same time. The method is good for promoting practice a learning principle involving the repetition of behavior

OFF-THE JOB TRAINING:Off the job method are those training and development programs that take place away from the daily pressures of the job and conducted by highly competent outside resource people who often serve as trainers, which is one of the main advantages of this method. The major drawback of this is the transfer problem.

Types of off the job training:Lectures consist of meeting in which one small number of those present actually plays an active part. The lecture method is a popular form of instruction in educational institution. The lecturer may be a member of the company or a guest speaker.Before preparing the lecture some points should be considered. Who is your audience? What is your audience? What is the time available? What is the subject matter?The lecture should be brief and to the point, presenting the theme of the subject in a manner that arouses the interest of the audience from the start. The speaker should be poised, courteous and sincere. The action should be spontaneous. The role of a lecturer is make difficult things simple, not the reverse.

Limitation of the lecture method:It gives very little opportunity for active practice, development, over learning, knowledge or results or transfer of learning. In this method trainee himself or herself have to understand and personalize the content of the lecture. It is not suitable for courses where people with work experience are participating. This method involves one-way communication, which is not interaction of the audience. This method cant readily adopt itself to individual differences, which may arise farthest from reality.

Audio-visual techniques:Audio-visual techniques cover an array of tainting techniques, such as films, slides and videotapes. It allows seeing while listening and is usually quite good at capturing their interests. These methods allow a trainers message to be uniformly given to numerous organizational locations at one time and to be reused as often a required.Available devices used in lecture techniques: Blackboard Flip chart Magnetic board Flannel board Overhead projector

Conference or discussion method:This method encourages the participation of all members of the group in an exchange of opinions, ideas and criticisms. It is a small group discussion in which the leader plays a neutral role providing guidance and feedback. Inspire of the intention to encourage general participation the conferences are frequently dominated by a few, with the majority no more active than they would be at a lecture. It is more effective than the lecture in changing adult behavior and also modifying attitudes. The conference method can draw on the learning principles of motivation and feedback. It is used to enhance knowledge or attitudinal development.Main objectives of conference method: Developing the decision making and problem solving skills of personnel Changing or modifying attitudes Presenting new and sometimes complicated material

Role playing Active participation rather than passive reception facilitate learning. Role-playing believes in active participation. This is a training method often aimed at enhancing either human relations skills or sales techniques. Role-playing can be defined as an educational or therapeutic technique in which some problems involving human interaction, real or imaginary is presented and then spontaneously acted out. Participants suggest how the problem should be handled more effectively in the future. This acting out is followed by discussion and analysis to determine what happened and why and, if necessary, how the problem could be better handled in future. Role-playing is less tightly structured than acting; where performers have to say set lines on sue. Participants are assigned roles in the scenario to be enacted, so, in this way, it is a device that forces trainees to assume different identities.

Case Study MethodBy studying a case situation, trainees learn about real of hypothetical circumstances and the actions others take under those circumstances. Besides learning from the content of the case, a person can develop decision making skills. Case method is an excellent medium for developing analytical skills.Cases are usually organized around one or more problems or issues that are confronted by an organization. Cases can range from one page to over fifty pages Feedback and repetition, are usually lacking. One inherent difficulty is personal bias. This method calls for skills with language. But many people are sent to case study courses primarily because they lack communication skill When cases are meaningful an similar to work related situations, there is some transference. There also is the advantage of participation through discussion of the case

Simulation Simulation is an approach that replicates certain essential characteristics of the real world organization so that the trainees can react to it as if it were the real thing and then consequently transfer what has been learned to their job. Simulation training is based on a reproduction of some aspect of job reality. Simulation usually enhances cognitive skills, particularly decision making. A very popular training technique for higher level hobs in which the employee must process large amounts of information.Simulations have many forms- some use expensive, technical equipment, while others are far less costly. Some simulations need only one participant, others may involve as many as 15-20 people working together as a team. Simulations are broad based training techniques that can be adapted to suit a companys need. By using the equipment simulators, workers can practice new behaviors and operate certain complex equipments free of danger to them. Equipment simulators can range from simple mock-ups to computer based simulations of complete environments. Some of them are utilized to train a single individual and the others are used for team training.Programmed instruction is a training approach which makes the advantages of private tutoring available to large groups of students beings trained in new skills. Programmed instruction is one of the innovations in teaching technology developed in recent years. The methods involves an actual piece of equipment, usually called The major advantage of programmed instruction is that is reduces the training time. The learning takes place at the students own pace. Participants get immediate feedback. The participants are active learners; there is constant exchange of information between themselves and the program. Fast learners do not have to wait for slow ones to catch up. Administrative simplicity and increased productivity in training result in lower training cost per student.The biggest disadvantage of this method is the absence of a teacher. The book becomes the teacher. Hence it is absolutely essential that the trainee is highly motivated to continue learning. The material has to be broken down into a logical sequence, since there may be several correct ways to perform the task. This method does not appear to improve training performance in terms of immediate learning of retention over a time compares with conventional methods.

Syndicate MethodWorking in small group to achieve a particular purpose is described as a syndicate method. The essence of this method is that participants learn from each other and contribute their own experience to the fullest. The syndicate method is designed to provide the participant an environment that would help him to reflect critically on his own work and experience; to update his knowledge of new concepts and techniques with the help of other co-participants; to develop sound judgment through greater insight into human behavior. This method is suitable for training and development students, without any experience.The participants are divided into groups consisting of about eight to ten participants. These groups are called syndicates. Each syndicate functions as a team that can represent various functional as well as interest areas. The syndicates are given assignments which have to be finished and a report submitted by a specified date and time. By rotation each member of the syndicate becomes the leader for completing a specific task. Each assignment to a syndicate is given in the form of a Brief. This is a carefully prepared document by the faculty. Generally, each syndicate is required to submit a report which is circulated to other syndicates for critical evaluationThe advantages of these methods are that it secures a very high level of involvement from the participants. Their own experience is the starting point in this method. It is a process of self business and development for participants. This method also gives the participant a practice in communicating with his colleagues and understanding them.If the syndicate is not structured properly, it should lead to a lot of wastage of time and cause frustration. In the absence of proper pressure on the participants by trainers or participants themselves, some participants might start dragging their feet. Differences of opinion or viewpoint may be ignored to avoid action.

Counseling:It helps the trainees to observe their weaknesses and involves measures to overcome them. It is related to periodic appraisals of ratings. Specifically counseling purports to help the subordinates to do a better job, provides a clear picture of how they are doing, build strong personal relationships and eliminate, of at least minimize anxiety.Understudies In this the trainees work directly with individuals whom they are likely to replace. However, it is disappointing as training because of a likelihood of an imitation of weak as well as strong points of the seniors

CONCLUSION During the study of training and development in Shreegurukrupa industries. conclude that1.The performance of employee of positively enhanced by the learning program.2. Employees were satisfied.3. The employees wanted that training should be implied to them regularly.4. Feedback should be taken in order to improve the T&D program.

To conclude, it is very clear that training should be provided but not at the loss of the company. It is very costly and time taking affair. But it is most important for the development of the company. So management cant avoid it at any company .This presents the summary of the study and survey done in relation to the TRAINING AND DEVELOPMENT in Shreegurukrupa industries. The conclusion is drawn from the study and survey of the company regarding the process carried out there. The TRAINING process at Shreegurukrupa industries. to some extent is not done objectively. Most of the employees were satisfied but changes are required according to the changing scenario as TRAINING process has a great impact on the working of the company as a fresh blood, new idea enters in the company.

BIBLIOGRAPHY

Book reference

Human Resource Management Meeta seta

Webliography:

www.wikianswer .com www.shreegurukrupaindustries.com1