About Us

Mansource HR is one of the fast growing workforce Management and Permanent

Recruitment Solutions provider across Karnataka, Hosur and Cochin.

We are serving to more than 15+ Clients since our Inception from 2019 with 1900+
workforce across regions.

We are consistently involved in providing quality workforce solutions such as Highly

Skilled, Skilled, Semi-Skilled and Unskilled Labours in Manufacturing,
Logistics organizations.

We are specialized in ITI, Diploma, Technicians, Operators, engineers, Helpers,

Loaders, Pickers, Packers, Unloaders, Admin Staff and permanent Sourcing of mid
and senior level Head haunting.

Our services is cost effective & timely closure with adherence of all Statutory
compliances like EPF, ESIC Labor License, GST and other applicable rules.

Our Services
At the heart of our success lies a structured and effective workflow meticulously
designed to cater to our clients’ diverse needs and aspirations.
PERMANENT STAFFING
TEMPORARY STAFFING
PAYROLL PROCESSING
BEHAVIOURAL AND FUNCTIONAL TRAINING

The Skill Development Center building project site will be located at Electronic
City in Bengaluru. The project site is easily accessible from all parts of the city
and has excellent connectivity from the existing public transport routes. The
site is strategically located within the central business district of Bengaluru and
is in close proximity to all the important places
The overall complete site is about 2 acres of which the development is being
taken up for about 10% of the site area.
The overall objective of the project is to provide skill development, hands on
training in and to enhance employment opportunities.

Ground floor plan of developed Skill Development Center

First floor plan of developed Skill Development Center

Second floor plan of developed Skill Development Center

Section of developed Skill Development Center showing viewing deck

1. Building aesthetics represent the local style such as local homes and
temples of Bengaluru city.
2. Local materials like Laterite and Bengaluru tiles for roof are used for the
building to strengthen and merge with existing skyline.

3. Laterite cladding is used to reduce the carbon emission.

4. Plinth of the built form is raised as a protection method from water logging
as it is next to the coast. Raised common plinth used is inspired by the
plinths of the temples as a common space to give it a complete look.

5. Open terraces and viewing decks are provided for visitors to enjoy the
scenic view of coast.

6. Flora and fauna in nearby areas is used as inspiration for the carving and
molding of the openings.
Overview 3D perspective showing the Skill Development center
 INTRODUCTION
Training and Development is one of the main functions of the human
resource management department. Training refers to a systematic setup
where employees are instructed and taught matters of technical knowledge
related to their jobs. It focuses on teaching employees how to use particular
machines or how to do specific tasks to increase efficiency.

Whereas, Development refers to the overall holistic and educational

growth and maturity of people in managerial positions. The process of
development is in relation to insights, attitudes, adaptability, leadership
and human relations.

Training and development programmes are designed according to the

requirements of the organisation, the type and skills of employees being
trained, the end goals of the training and the job profile of the employees.
These programmes are generally classified into two types: (i) on the job
programmes, and (ii) off the job programmes.

Different training is given to employees at different levels. The following

training methods are used For the training of skilled workers and operators
Specific job training programmes, Technical training at a training with live
demos, Internship training, Training via the process of rotation of job.

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Training given to people in a supervisory or managerial capacity is –
Lectures, Group Discussions, Case studies, Role-playing, Conferences
etc.

People in managerial programmes are given this type of training-

Management Games to develop decision making, Programmes to identify
potential executives, Sensitivity training to understand and influence
employee behaviour, Simulation and role-playing, Programmes for
improving communication, human relations and managerial skills.

In a world where technology is constantly evolving and knowledge is

growing, training has a significant role to play in organizational success.
Successful organisations invest in employee training and development to
improve productivity and morale, thereby generating a positively impact
on organisational bottom line. Today when skills are becoming obsolete
quicker than ever before, training and development of human capital is
the tool for survival across the business spectrum. From an employee’s
perspective training and development is practically mandatory to stay up
to date and retain or increase one’s skills and employability.
A look at the mission and value statement of successful organisation
further reinforces the relevance of training human capital in business. The
Vision and Mission clearly indicate that successful organisations
distinguish themselves from others as they are constantly improving and
placing training and development as an essential tool to drive
organisational goals.

The current market trends have indicated cuts in training budgets so

organisations need to evolve efficient and effective training methods to
help employees develop their skills to make new products, generate
innovative ideas, and provide high quality of customer satisfaction. So,
increasingly efficient methods of training must be adopted, as has
happened during the current pandemic situation by placing more trust on
online learning.

Training and development is the field concerned with organizational activity

aimed at bettering the performance of individuals and groups in
organizational settings. It has been known by several names, including
employee development, human resource development, learning and
development. An organization which aspires to grow must be in tune with
the changing needs of the society. Training become relevant in the context
since it is only through training that the gap between performance of the
organization and the felt of a changing society can be neutralized. Training
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reduces the gap by increasing employee’s knowledge, skill, ability and
attitude. Training and development are terms which are sometimes used
interchangeably.

Development was seen as an activity associated with managers. In

contrast training has immediate concern and has been associated with
improving the knowledge and skill of non- managerial employees in the
present job. Training which a vehicle for human resource development is
is concerned with improving the skills of the employees and enhancing
their capacity to cope up with ever changing demands of the work situation.
It also makes a positive contribution to the empowerment of the
employees.

Every organization needs the services of trained persons for performing

the activities in a systematic way. The fast changing technological
development makes the knowledge of employees obsolete. They require
constant training to cope with the needs of jobs. After selecting the
employees, the next task of management is to give them proper training.

Training and development initiatives are educational activities within an

organization that are designed to improve the job performance of an
individual or group. These programs typically involve advancing a
worker’s knowledge and skill sets and instilling greater motivation to
enhance job performance.

Training programs can be created independently or with a learning

administration system, with the goal of employee long-term development.
Common training practices include orientations, classroom lectures, case
studies, role playing, simulations and computer-based training, including
e-learning. Sometimes referred to as Human Resource Development
(HRD), most employee training and development efforts are driven by an
organization’s HRD function. These efforts are roughly divided into two
types of programs:

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Employee Training and Development

A strategic tool for improving business outcomes by implementing

internal educational programs that advance employee growth and
retention.

Management Training and Development

The practice of growing employees into managers and managers into

effective leaders by the ongoing enhancement of certain knowledge,
skills and abilities.

The corporate marketplace is quickly changing, and businesses must be

flexible and easily adapt to change. Technology is one of the key drivers
in this rapid change, with automation and artificial intelligence (AI) in the
forefront.

Recent articles and industry surveys suggest that a lot of corporate training may
be ineffective. Most training won’t be fully retained by learners. Businesses must
build a culture of ongoing self-directed, self-motivated learning with focused
distance learning programs and mobile "just-in-time" training.

Organizations also have to rethink the larger framework of what skills will
be needed in the near future. A recent meta-level IBM study (PDF, 916
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KB) predicts that more than 120 million workers in the world’s twelve
largest economies may need to be retrained in the next three years
because of AI-enabled automation.

Several insights from the study include:

 Skilled humans fuel the global economy: Digital skills remain

vital, but soft skills have become more important.

 Skills availability and quality are in jeopardy: The half-life of

skills continues to shrink, while the time it takes to close a skills
gap has ballooned, forcing organizations to find ways to stay
ahead of skills relevancy.

 Intelligent automation is an economic game changer: Millions

of workers will likely require retraining and learning new skills, and
most companies and countries are ill-prepared for the task.

 Organizational cultures are shifting: The digital era has

introduced the need for a new business model, new ways of
working and a flexible culture that fosters the development of
critical new skills.
Training and Development is the continuous process of improving
skills, gaining knowledge, clarifying concepts and changing attitude
through structured and planned education by which the productivity
and performance of the employees can be enhanced. Training and
Development emphasize on the improvement of the performance of
individuals as well as groups through a proper system within the
organization which focuses on the skills, methodology and content
required to achieve the objective. Good & efficient training of
employees helps in their skills & knowledge development, which
eventually helps a company improve its productivity leading to
overall growth.

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 Training is about knowing where you are in the present and after
some time where will you reach with your abilities. By training,
people can learn new information, new methodology and refresh
their existing knowledge and skills. Due to this there is much
improvement and adds up the effectiveness at work. The motive
behind giving the training is to create an impact that lasts beyond
the end time of the training itself and employee gets updated with
the new phenomenon. Training can be offered as skill development
for individuals and groups.

Training and Development Process

Training and development is a continuous process as the skills, knowledge
and quality of work needs constant improvement. Since businesses are
changing rapidly, it is critical that companies focus on training their
employees after constantly monitoring them & developing their overall
personality.
Steps for training and development processes are:

1. Determine the need of training and development for individuals or

teams

First of all the need has to be seen for training and development. it has to
align with the company's goals and objectives. If a company is trying to
start a new department or strengthen existing sales team in new products,
then an appropriate training is needed.
2. Establish specific objectives & goals which need to be achieved

The goals and objectives of the training and development have to be

established. Whether the goal is awareness about new products or even
installation is required to be learnt.
3. Select the methods of training

Next, methods have to be defined. The training can be done as a :

a. Classroom Training

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b. Online Self-paced courses

c. Course with certification

d. Instructor led online training

4. Conduct and implement the programs for employees

After the plan and methods are finalized, the training and development
programs have to be executed where courses, instructions are taught to
the employees, partners or vendors.
5. Evaluate the output and performance post the training and
development sessions

Training and Development is incomplete without proper monitoring.

Monitoring can be done through evaluation of the instructor as well as
attendees. Instructor evaluation can be done through feedback or ratings
but attendees can be evaluated through internal or external certifications
or scores.
6. Keep monitoring and evaluating the performances and again see if
more training is required
Based on the evaluation results in the previous step, management needs
to ascertain that if the training and development program was sufficient for
now or more training and enablement would be required. Also, if future
trainings are to be planned.

Why is training and development important?

Successful businesses understand that it’s more beneficial and cost-

effective to develop their existing employees instead of seeking out new
talent.

The top ten benefits of employee training and development programs

include:

1. Increased productivity: When employees stay current with new

procedures and technologies, they can increase their overall
output.

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2. Reduced micromanagement: If workers feel empowered to
perform a task, they typically require less oversight and work more
independently.

3. Train future leaders: Organizations must have a solid pipeline of

well-trained and innovative potential leaders to grow and adapt
over time.

4. Increased job satisfaction and retention: Well-trained

employees gain confidence in their abilities, leading to greater job
satisfaction, a reduction in absenteeism and overall employee
retention.

5. Attract highly skilled employees: Top recruits are attracted to

firms with an identifiable career path based on consistent training
and development.

6. Increased consistency: Well-organized training ensures tasks

are performed uniformly, resulting in tight quality control that end
users can trust.

7. Increased camaraderie: Training and development helps create

a sense of team work and collaboration.

8. Bolstered safety: Continuous training and development helps

ensure employees have the knowledge and skills to perform a task
safely.

9. Ability to cross-train: Providing consistent training creates a

knowledgeable team overall where employees can help train or
assist each other as needed.

10. Added innovation: Consistently trained employees can help

develop new strategies and products, contributing to the
company’s bottom line and continued success.

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Recruitment Process
Recruitment is a process of attracting pool of potential candidates from
the labour market to apply for the job where as selection is an elimination
process to choose the best fit for the job. Recruitment is the process of
searching for the attracting qualified candidates to apply for the positions
that are available.

Objective
Ensure precisely channelled selection of resources to enable
achievement of the company’s business goals. In other words, to make a
positive impact with clients, thereby increase the goodwill and equity for
the Company, leading to better market standing.

The Generic Overview:

PHASE I – Identification of Prospective Candidates
Job Boards Candidates References Application received for Job Postings
↓
PHASE II – Candidate Profiling and Assessment
Skill sets & Degree of Difficulty Level of Experience Market acceptance
for the skill Candidate expectation
↓
PHASE III – Candidate Selection Technical screening
Taking references Making the Offer
↓
PHASE IV – Candidate Induction Process Sending the Employment
Agreement Assigning the candidate to the BDM (Branch Development
Manager)

PHASE V – Candidates Hand Holding and on project support

Preparing for interview Conducting Mock Interview Just in time training
on cutting Edge Technology Looped Feedback Mechanism While at client
site to ensure Null redundancy

The Applicant Databank is a Central Repository of Applicant related

information.
The Recruitment Process has difference options – Direct and Through
Requisitions: Direct: The Candidate required for a vacant position in the
organization is Searched from the Applicant Data Bank and given an
offer.Through: The requisition process Comprises of Manpower Requisiti
ons. Requisitions from the organization. After Approval of the Requisitions
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of Applicants are short listed from the Applicant Data Bank based on the
Position, Experience, Skill Set, and Qualification as required from the
Requisition. The Short Listed Applicants are then called for an Evaluation
Process that is based on Pre-defined steps for the respective Positions.
After clearing the evaluation process an offer letter is given to the selected
applicants. If the Applicant is rejected or on Hold during Evaluation
process, the Applicant goes back to the Applicant Data Bank with
appropriate status. The Recruitment Process depends on
the requirements. The various Stages that the Recruitment process
Follows are :

General
Resume Scanning Preliminary Interview Final Interview Antecedent
Verification Walk In Colleges. The Flowcharts describing the various steps
of Recruitment Process are as follows

TRAINING & DEVELOPMENT

Objective :

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To help build a skilled, welltrained and professional
w o r k f o r c e ; t o s t r e n g t h e n organizational leadership; and to adopt
leading-edge management practices to encourage innovation and
continuous improvements in performance.

Goal :
E mp l o ye e s t o ma s t e r t h e k n o wl e d g e , s k i l l , a n d b e h a vi o u r s
e mp h a s i z e d i n t r a i n i n g programs, and apply them to their day-to-day
activities.

What T & D Means ?

Training = Altering behaviour
Development = Increasing knowledge
Learning = Permanent change in behavior Training refers to a planned
effort by a company to facilitate employee's learning of job-related
competencies.

Training Process
Training Needs and Analysis Consultation with Department Head
↓
Identifying Skills, Attitude and Knowledge Help in Identifying Types of
Training
↓
Design the Training Module Handling over the Operations
↓
Validation of Operation Any change if required is Changed or edited

or edited
↓
Training Team
↓
Level and Duration of Training What kind of training audience ?What
would be the tenure of Training
↓
Selection of Trainer
↓
Train the Trainer Training dept selects the trainer and then selected
undergoes the training
↓
Plan and Deliver After completion of training program feedback is taken
and provided to the training department

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