INTRODUCTION

HUMAN RESOURCE DEVELOPMENT

Human Resource Development is the part of human resource management that specifically
deals with training and development of the employees in the organization. Human resource
development includes training a person after he or she is first hired, providing opportunities
to learn new skills, distributing resources that are beneficial for the employee’s tasks, and any
other developmental activities.

HRD concept was first introduced by Leonard Nadler in 1969 in a conference in US. “He
defined HRD as those learning experience which are organized, for a specific time, and
designed to bring about the possibility of behavioral change”.

Human Resource Development (HRD) is the frameworks for helping employees develop
their personal and organizational skills, knowledge, and abilities. Human Resource
Development includes such opportunities as employee training, employee career
development, performance management and development, coaching, mentoring, succession
planning, key employee identification, tuition assistance, and organization development.

Training is an important part of human resource development aimed at bettering the

performance of individuals and groups in organizational settings. Training can also be
described as ‘an educational process which involves the sharpening of skills, concepts,
changing of attitude and gaining more knowledge to enhance the performance of employees.
It has been known by several names, including "Human Resource Development", "Human
Capital Development" and "Learning and Development"

IMPORTANCE OF HUMAN RESOURCE DEVELOPMENT

Human resource is needed to be developed as per the change in external environment of the
organization, hence, HRD helps to adapt such changes through the development of existing
human resource in terms of skill and knowledge.

The importance or significance of HRD can be explained as follows:

1
HRD develops competent HR
HRD develops the skills and knowledge of individual, hence, it helps to provide
competent and efficient HR as per the job requirement. To develop employment's skill
and competencies, different training and development programs are launched.

HRD creates opportunity for career development

HRD helps to grasp the career development opportunities through development of
human skills and knowledge. Career development consists of personal development
efforts through a proper match between training and development opportunities with
employee's need.

Employ commitment
Trained and efficient employees are committed towards their jobs which is possible
through HRD. If employees are provided with proper training and development
opportunities, they will feel committed to the work and the organization.

Job Satisfaction
When people in the organization are well oriented and developed, they show higher
degree of commitment in actual work place. This inspires them for better
performance, which ultimately leads to job satisfaction.

Change Management
HRD facilitates planning, and management of change in an organization. It also
manages conflicts through improved labor management relation. It develops
organizational health, culture and environment which lead to change management.

Opportunities for training and development

Trainings and development programs are tools of HRD. They provide opportunity for
employee's development by matching training needs with organizational requirement.
Moreover, HRD facilitates integrated growth of employees through training and
development activities.

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 FEATURES OF HUMAN RESOURCES DEVELOPMENT

The essential features of human resource development can be listed as follows:

•
Human resource development is a process in which employees of the
organisations are recognized as its human resource. It believes that human
resource is most valuable asset of the organisation.
•
It stresses on development of human resources of the organisation. It helps the
employees of the organisation to develop their general capabilities in relation to
their present jobs and expected future role.
•
It emphasise on the development and best utilization of the capabilities of
individuals in the interest of the employees and organisation.
•
It helps is establishing/developing better inter-personal relations. It stresses on
developing relationship based on help, trust and confidence.
•
It promotes team spirit among employees.
•
It tries to develop competencies at the organisation level. It stresses on providing
healthy climate for development in the organisation.
•
HRD is a system. It has several sub-systems. All these sub-systems are inter-
related and interwoven. It stresses on collaboration among all the sub-systems.
•
It aims to develop an organisational culture in which there is good senior-
subordinate relations, motivation, quality and sense of belonging.
•
It tries to develop competence at individual, inter-personal, group and
organisational level to meet organisational goal.
•
It is an inter-disciplinary concept. It is based on the concepts, ideas and principles
of sociology, psychology, economics etc.
•
It forms on employee welfare and quality of work life. It tries to examine/identify
employee needs and meeting them to the best possible extent.

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 TRAINING

Training is teaching, or developing in oneself or others, any skills and knowledge that relate
to specific useful competencies. Training has specific goals of improving one's capability,
capacity, productivity and performance. Training is a systematic development of the
knowledge, skills and attitudes required by employees to perform adequately on a given task
or job.

The need for improved productivity in organization has become universally accepted and that
it depends on efficient and effective training. However, the need for organizations to embark
on staff development programme for employees has become obvious. Absence of these
programme often manifest tripartite problems of incompetence, inefficiency and
ineffectiveness. So training and development aim at developing competences such as
technical, human, conceptual and managerial for the furtherance of individual and
organization growth which makes it a continuous process.

In earlier practice, training programme focused more on preparation for improved

performance in particular job. Most of the trainees used to be from operative levels like
mechanics, machines operators and other kinds of skilled workers. When the problems of
supervision increased, the step was taken to train supervisors for better supervision.

DEVELOPMENT

Management development is all those activities and programme when recognized and
controlled have substantial influence in changing the capacity of the individual to perform his
assignment better and in going so all likely to increase his potential for future assignments.
Thus, management development is a combination of various training programme, though
some kind of training is necessary, it is the overall development of the competency of
managerial personal in the light of the present requirement as well as the future requirement.
Development an activity designed to improve the performance of existing managers and to
provide for a planned growth of managers to meet future organizational requirements is
management development.

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 TYPES OF TRAINING

On the basis of purpose, several types of training programmes are offered to employees. The
important types of training programmes are as follows:

Induction Training-

Induction is concerned with introducing a new employee to the organization and its
procedures, rules and regulations. When a new employee reports for work, he must be helped
to get acquainted with the work environment and fellow employees. It is better to give him a
friendly welcome when he joins the organization, get him introduced to the organization and
help him to get a general idea about rules and regulations, working conditions, etc of the
organization.

Job Training-

Job training relates to specific job which workers have to handle. It gives information about
machines, process of production, instructions to be followed, and methods to be used and so
on. It develops skills and confidence among the workers and enables them to perform the job
efficiently. It is the most common of formal in-plant training programmes.It helps in creating
interest of the employees in their jobs.

Apprenticeship Training-

Apprenticeship training programmes tend more towards education than merely on vocational
training. Under this, both skills and knowledge in doing a job or a series of related jobs are
involved. The governments of various countries have passed laws which make it obligatory
on certain classes of employers to provide apprenticeship training to young people. The usual
apprenticeship programmes combine on the job training and experience with class room
instructions in particular subjects. This training is desirable in industries which require a
constant flow of new employees expected to become all round craftsmen. It is very much
prevalent in printing trades, building and construction and crafts like mechanics, electricians,
welders, etc.

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Internship Training-

Under this method, the educational and vocational institute enters into arrangement with an
industrial enterprise for providing practical knowledge to its students. This training is usually
meant for such vocations where advanced theoretical knowledge is to be backed up by
practical experience on the job. For instance, engineering students are sent to big industrial
enterprises for gaining practical work experience and medical students are sent to hospitals to
get practical knowledge. The period of such training varies from six months to two years.

Refresher Training-

As the name implies, the refresher training is meant for the old employees of the enterprise.
The basic purpose of this training is to acquaint the existing work-force with the latest
methods of performing their jobs and improve their efficiency further. In the words of Dale
Yoder, “Retraining programmes are designed to avoid personnel obsolescence.” The skills
with the existing employees become obsolete because of technological changes and of the
human tendency to forget.

Training for Promotion-

The talented employees may be given adequate training to make them eligible for promotion
to higher jobs in the organization. Promotion means a significant change in the
Responsibilities and duties. Therefore, it is essential that employees are provided sufficient
training to learn new skills to perform their jobs more efficiently. The purpose of training for
promotion is to develop the existing employees to make them fit for undertaking higher job
responsibilities. This serves as a motivating force to the employees.

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 METHODS OF TRAINING

TRAINING

ON-THE-JOB VESTIBULE OFF-THE-JOB

TRAINING

ON-THE-JOB TRAINING

On-the-job training is considered to be the most effective method of training the

operative personnel. Under this method, the worker is given training at the work place
by his immediate supervisor. In other words, the worker learns in the actual work
environment. It is based on the principle of “learning by doing”.

ON-THE-JOB TRAINING

UNDER POSITION JOB

COACHING STUDY ROTATION ROTATION


COACHING
Under this method, the supervisor imparts job knowledge and skills to his
subordinate. The emphasis in coaching the subordinate is on learning by doing. This
method is very effective if the superior has sufficient time to provide coaching to his

subordinates.

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 UNDERSTUDY
The superior gives training to a subordinate as his assistant. The subordinate learns
through experience and observation. It prepares the subordinate to assume the
responsibilities of the superior’s job in case the superior leaves the organization. The
purpose of understudy is to prepare someone to fill the vacancy caused by death,
retirement, transfer, or promotion of the superior.

POSITION ROTATION
The purpose of position rotation is to broaden the background of the trainee in
various positions. The trainee is periodically rotated from job to job instead of
sticking to one job so that he acquires a general background of different jobs.
However, rotation of an employee from one job to another should not be done
frequently. He should be allowed to stay on a job for sufficient period so that he may
acquire the full knowledge of the job.

JOB ROTATION
Job rotation is used by many firms to develop all-round workers. The employees
learn new skills and gain experience in handling different kinds of jobs. They also
come to know interrelationship between different jobs. It is also used to place
workers on the right jobs and prepare them to handle other jobs in case of need.

VESTIBULE TRAINING

The term ‘vestibule training’ is used to designate training in a class-room for semi-skilled
workers. It is more suitable where a large number of employees must be trained at the same
time for the same kind of work. Where this method is used, there should be well qualified
instructors in charge of training programmes. Here the emphasis tends to be on learning
rather than production. It is frequently used to train clerks, machine operators, typists, etc.

Vestibule training is adapted to the general type of training problem that is faced by on-the-
job training. An attempt is made to duplicate, as nearly as possible, the materials, equipments
and conditions found in real work place.

Vestibule training has certain demerits also. The artificial training atmosphere may create
adjustment problem for the trainees when they are sent to their actual work place. It is
relatively expensive as there is duplication of materials, equipments and conditions found in
the real work place.

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 OFF-THE-JOB TRAINING

It requires the workers to undergo training for a specific period away from the work place.
Off-the-job methods are concerned with both knowledge and skills in doing certain jobs. The
workers are free of tension of work when they are learning.

OFF-THE-JOB TRAINING

CASE
SPECIAL STUDY
LECTURE CONFERENCE

CUM TRAINING

 DISCUSSION



 SPECIAL LECTURE CUM DISCUSSION

Training through special lectures is also known as “class-room training”.

It is more associated with imparting knowledge than skills. The special lectures may
be delivered by some executives of the organization or specialists from vocational and
professional institutes. Many firms also follow the practice of inviting experts for
special lectures for the staff on matters like health, safety, productivity, quality, etc.



 CONFERENCE TRAINING

A conference is a group meeting conducted According to an organised plan in which

the members seek to develop Knowledge and understanding by oral participation. It is
an effective training device for persons in the positions of both conference member
and conference leader. As a member, a person can learn from others by comparing his
opinions with those of others. He learns to respect the viewpoints of others and also
realizes that there is more than one workable approach to any problem.



CASE STUDY

The case method is a means of stimulating experience in the classroom. Under this
method, the trainee is given a problem or case which is more or less related to the
concepts and principles already taught. They analyze the problem and suggest
solutions which are discussed in the class. The instructor helps them reach a common
solution to the problem.

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 BENEFITS OF TRAINING

Optimum Utilization of Human Resources – Training and Development helps in

optimizing the utilization of human resource that further helps the employee to
achieve the organizational goals as well as their individual goals.

Development of Human Resources – Training and Development helps to provide

an opportunity and broad structure for the development of human resources’
technical and behavioural skills in an organization. It also helps the employees in
attaining personal growth.

Development of skills of employees – Training and Development helps in

increasing the job knowledge and skills of employees at each level. It helps to
expand the horizons of human intellect and an overall personality of the employees
Productivity – Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal.

Team spirit – Training and Development helps in inculcating the sense of team
work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to
learn within the employees

Organization Culture – Training and Development helps to develop and improve

the organizational health culture and effectiveness. It helps in creating the learning
culture within the organization.

Organization Climate – Training and Development helps building the positive

perception and feeling about the organization. The employees get these feelings from
leaders, subordinates, and peers.

Quality – Training and Development helps in improving upon the quality of work
and work-life.

Healthy work-environment – Training and Development helps in creating the

healthy working environment. It helps to build good employee, relationship so that
individual goals aligns with organizational goal.

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TRAINING NEED ANALYSIS

Training need analysis is a tool utilized to identify what educational courses or activities
should be provided to employees to improve their work productivity. Here the focus should
be placed on needs as opposed to desires of the employees for a constructive outcome. In
order to emphasize the importance of training need identification we can focus on the
following areas: -


To pinpoint if training will make a difference in productivity and the bottom line.

To decide what specific training each employee needs and what will improve his or
her job performance.

To differentiate between the need for training and organizational issues and bring
about a match between individual aspirations and organizational goals.
Identification of training needs (ITN), if done properly, provides the basis on which all other
training activities can be considered. Also requiring careful thought and analysis, it is a
process that needs to be carried out with sensitivity as people's learning is important to them,
and the reputation of the organization is also at stake. Identification of training needs is
important from both the organizational point of view as well as from an individual's point of
view.

From an organization’s point of view it is important because an organization has objectives

that it wants to achieve for the benefit of all stakeholders or members, including owners,
employees, customers, suppliers, and neighbors. These objectives can be achieved only
through harnessing the abilities of its people, releasing potential and maximizing
opportunities for development. Therefore people must know what they need to learn in order
to achieve organizational goals.

Similarly if seen from an individual's point of view, people have aspirations, they want to
develop and in order to learn and use new abilities, people need appropriate opportunities,
resources, and conditions. Therefore, to meet people's aspirations, the organization must
provide effective and attractive learning resources and conditions. And it is also important to
see that there is a suitable match between achieving organizational goals and providing
attractive learning opportunities.

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 Training Procedure Adopted BY Matrix IT Systems

Induction to new employees

Induction is a formal way of introducing the organization to the new employees. It is

very important to create a friendly atmosphere for the new employees so that he/she
can work over there in a comfortable way. Induction is also given to the employees so
that he/she can get a brief idea about the company and the work environment where
he/she is going to work.

Regular Assessment of existing employees

After every 6 month an assessment of the performance of the employees is measured

by the HR and departmental head of the organization. On the basis of the feedback
received by the HR further decisions are taken into concern.

Individual Concerns

It happens in situation where some employees urge to have some training session for
their own benefit. If the higher management really feel the need the need for such
session then those are granted by the higher managerial.

Internship Training

Matrix It Systems also provide internship programme to the students as a part of their
academic programme. Many students need internship for their university and personal
purpose. Matrix It Systems help students to get that.

IT Training sessions

Various Technical & Non-Technical training sessions were also conducted under
Matrix It Systems. In such cases students from various colleges come down in our
office to take admission on such training programme which helped to enhance their
career goal.

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 Literature Review

While doing Summer Internship in Matrix IT Systems Pvt. Ltd. I studied the HR activities
and functions carried out in Matrix IT Systems Pvt. Ltd. during my SIP training &
development came up as a topic of interest while it is not easy to understand all the
parameters it is still required by all the Organizations.

Training is a learning process that involves the acquisition of knowledge, sharpening of

skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of
employees.

The Project Focus On:

How training & development is an antecedent of job involvement and what should company
do to make the company to improve employee’s performance.

LESSONS LEARN DURING SIP:


Selection of the Company for Sip Should Be Done Carefully.



Team work is very important for HR manager.



Networking and Communication skills need to be very good.



Need to know Excel Sheet for office work.



How the training and development of employees done in Industries.



Safety measure should be taken into consideration during training.



Time motion study plays a key role in the process of training.


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 Organization Profile

Matrix IT Systems Pvt. Ltd. is leading software Development Company Based in Pune
[Maharashtra] India. Providing professional software development services such as Business
Product development, web development, website design, Production software management,
Warehouse management Software development, Service development, .net development and
website development services.

Matrix is a Business Product Software Development specialist that combines the definite
bottom-line benefits of business services with its recognized expertise in strategic global
models that help it in providing reliable business solutions.

Matrix IT Systems Strengths:

 Excellent Management
 Experience Developers Team
 Skilled web designers
 ERP specialist
 Dynamic Marketing Team
 Professional HR Department
 Speedy Hardware & Network Team

Mission Statement:
Matrix IT Systems is committed to provide IT products, services and solutions,which would
enhance the productivity and efficiency of the customer. Matrix would strive for excellence in
support functions surpassing customer needs and expectations. Matrix would generate profit
by making the customer win always. Matrix would be customer-centric in all functions with
the sole aim of providing the customer with 'peace of mind'.

Infrastructure & Team

Matrix IT Systems is based out of a well-equipped office on Talwade, which is the fastest
growing IT location in Pune. Team Matrix is a group of qualified skilled individuals having
an immense pool of experience & driven by a sense of values.

Business Development Team

Technology trained professionals with a knack of understanding customer requirements and

suggesting solutions which would enhance overall IT experience for the customer
organization.

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Customer Support Team

Highly experienced members with certification from Cisco and Microsoft, capable of
supporting infrastructures having different platforms, multi-locations and various client
specific applications.

Back Office Team

The spine of the organization taking care of the order processing, logistics, invoicing and
client satisfaction reviews. Matrix Software offers website planning, creative design, business
development, Service management, and Business training institution.
Services Offered By Matrix IT Systems

 Business Software Development

 Web Application Development
 Enterprise Software Development
 Web Design & Development
 CCTV Installation & Services
 Hardware & Networking Services
 Security Systems & Services
 Time Attendance Systems

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 Matrix IT Systems: Products

 Software Applications -

I-business ERP Software

Matrix's I-business Lean ERP software can be described as a complete business software
solution. It is aimed at the integration of all business processes and sub-processes into a single
unified system. This system is formulated and implemented in an organization to effectively
and efficiently achieve the business goals of the organization. The purpose of this is to
develop a Matrix's I-business Lean ERP system.

HR & Payroll
This HR & Payroll is a web Application which helps many more industries to maintain
employee's records & all information. This application also includes all payroll activities like,
Attendance management, Leave management, salary calculations, Tax calculation & its
reports.

Bachat-Gat software
Matrix Launches its new software product i.e. Bachat gat software with all its features &
modules. It is an easy & user friendly windows application, the main modules contain by this
software are member registration, collection, loan, Programs, gallery & all reports.

Earthmovers & crusher Software

Matrix works for some basic industries, the special software for those businesses who worked
in earthmovers sector & stone crusher business. This software is a web application & consists
of multiple components that integrate activities across functional departments – from
production planning, parts purchasing, inventory control and product sales. These software
systems include application modules to support common business activities these are
purchase, sale, production and human resources. These components interact together to
achieve a common goal – streamline and improve organizations' business processes.

Billing Software

Matrix's Billing Software is specifically designed and developed to facilitate an easy

management and maintenance of all the financial and accounting records of the all kind of
business. This Billing Software is easy to use, time-saving financial software solution and
makes accurate calculation of all the enterprise billing details more effectively.

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  CCTV Cameras

Matrix IT Systems supplies a range of different cameras to suit different purposes and
environments such as

o IP Cameras
o Full Body Cameras
o Dome Cameras
o Pinhole Miniature
Cameras
o Concealed Cameras
o Day and Night Cameras
o UFO & Bullet Style
Cameras
o Infrared LED Cameras
o Infrared Sensitive Cameras

 Hardware & Networking:-

Matrix IT Systems also deals in Hardware & Networking service, under this sale of branded
computer systems, assembled computers, Laptops & many more hardware parts require to an
organization. Matrix also works on networking service & AMC.

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Biometric attendance systems: Matrix IT Systems supplies a range of different Biometric
Attendance systems to suit different organizations or companies

Video Door Phone : Matrix IT Systems supplies a range of different Video Door Phone
systems.

Contact Details:

Head Office Address :

3r Floor,'A' Wing Sagar Complex, Opposite Kasarwadi Railway Station,

Nashik Phata, Pune-411034, Maharashtra, India.

PH :- 020 65230077 Mob. - 9545519977 , 7304174127

[email protected]

Website: www.matrixitsys.com

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 OBJECTIVES OF THE PROJECT


To study and analyze the effectiveness of training held at Matrix IT Systems Pvt. Ltd.



To study the plan and procedure of training imparted at Matrix IT Systems Pvt. Ltd.



To analyze whether the employees are satisfied with their current training methods.

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 RESEARCH METHODOLOGY

Research in common parlance refers to the search for knowledge. It can be also defined as a
scientific and systematic search for pertinent information on specific topic. In fact, search is
an art of scientific investigation. In simple terms, research means, ‘a careful investigation or
enquiry especially through search for new facts in any branch of knowledge.’

Flow of Research

IDENTIFICATION OF PROBLEM

RESEARCH OBJECTIVE

SOURCE OF DATE

DATA COLLECTION

POPULATION

SAMPLE SIZE

DATA INTERPRETATION

DATA ANALYSIS

FINDING & OBSERVATION

C0NCLUSION

SUGGESTIONS

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 RESEARCH DESIGN

Research design can be thought of as the structure of research. It is the glue that holds all the
elements in a research project together. Research design is a vital part of the research study. It
is the logical and systematic planning and directing of piece of research. It is the master plan
and blue print of the entire study.

SOURCES OF DATA

The sources of the data are as follows:-

PRIMARY DATA:-


Internal data about working of HR department gathered from organization.

Interview.

Observation.

Sufficient data collected through feedback forms by the employees.
SECONDRAY DATA:-


Magazines, journals, brochures, etc.

Website of the company. [www.creocis.com ].

Books.

Earlier researches on similar topic.
POPULATION:-

The organization always had to work with a sample of subjects rather than the full population.
But people are interested in the population, not the sample. To generalize from the sample to
the population, the sample has to be representative of the population. The safest way to
ensure that it is the representative is to use a Random selection procedure.

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 METHOD OF SAMPLING USED

“RANDOM SAMPLING METHOD”

In the random sampling method, all items have some chance of selection that can be
calculated. Random sampling technique ensures that bias is not introduced regarding who
is included in the survey.

SAMPLE SIZE
The sample size taken is 20 employees from Matrix IT Systems Pvt. Ltd.

METODOLOGY


Survey Method- through questionnaire.

Primary data- Primary data was collected through survey method by distributing
questionnaires to employees. The questionnaires were carefully designed by
taking into account the parameters of my study.

Secondary data- Data was collected from web sites, going through the records of
the organization, etc. It is the data which has been collected by individual or
someone else for the purpose of other than those of our particular research study.
Or in other words we can say that secondary data is the data used previously for
the analysis and the results are undertaken for the next process.

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