PREFACE

The most significant resource of many organizations is

its people. Such claim appears in the organization annual
report and mission statement, with changing scenario and
increasing competition. The management has realized that
sound training programs are needed for the development of
the people, not only for the future growth of the
organization. In the recent time it is being observed that
the development of management personnel proves to the
catalyst for the increased project.

The main aim of the training programs must be such

that it encourages learning.

Research methodology included in preparing a

questionnaire, which was calculated among retailer of few
cities of Uttarakhand. Finding and recommendation are
based on data collected through the information.
 ACKNOWLEDGMENT
I am very thankful to so many people who have been
helped me out in completion of this project. It is with a
deep since of gratitude that I acknowledge valuable
guidance and timely suggestion offer to me by my project
internal guide Mr. Rajhans Srivastava.

On the completion of this project, I very gladly take this

opportunity of repressing my grateful thank to Ms.Shweta
Bisht (External guide) who gave me a sound platform to
shape our carrier in better a way us to understand the
feature of H.R.

I am very highly grateful to the staff of the Surya

Roshni Ltd. Thanks them for their guidance, cooperation
and support to make this project a success.

And lastly, I would give a special thanks to my parents

and my friend for their proper guidance.

SUNIL KUMAR
 DECLERATION
I here by declare the project report entitled topic of
“HUMAN RESOURCE” written and submitted by me under
the guidance of Mr. Rajhans Shrivastav is my original work.

The findings in the report are based on secondary data.

While prepare this project I have copied any time of him
any source on other submitted for the similar purpose.

Counter signature sandeep thakur

INTRODUCTION
 HUMAN RESORCE
DEVELOPMENT
PERFORMANCE APPRAISAL

Company considers its Human Resource as the most

valuable resource for its growth. In line with this
PASUPATI ACRYLON is committed to provide
opportunities to its employees for their personal
development. One of the instruments used to achieve the
above objective is performance appraisal. Performance
appraisal seeks to achieve the following:

1. To set realistic and challenging targets/key

Performance Area on annual basis for the individual.
2. To assess employee’s performance based on personal
attributes, job performed targets achieved/specific
achievement.
3. To assess the strengths, weaknesses and potential of
the Employee.
4. Performance based reward in terms of increment and
Promotion etc.

APPRAISAL PERIOD:

Appraisal period is from April to March. Every

employee is appraised at the end of the appraisal period.
Employees joining during appraisal period are appraised
on completion of their one year service and employees
joining after March are appraised in next appraisal.
METHOD OF APPRAISAL:

The employees performance is appraised by the

Department & Sectional heads in consultation with his
immediate supervisor on personal attributes job
performed targets achieved/specific achievement.
Finally the appraisal is reviewed and approved by the
review committee to ensure uniformity and objectivity.

APPRAISAL FEEDBACK:

The appraisal is being discussed with the employee by

the appraisal to give the employee feedback about his
performance, strength and weakness. Employee is also
suggested area of consolidation and improvement.

EMPLOYEE COOPERATION:

The appraisal is being discussed with the employee by

the appraisal to give the employee feedback about his
performance, strength and weakness. Employee is also
suggested area of consolidation and improvement.
 Overview of training &
development
Executive talent in the most important assets of the
organization it is not shown on the corporate balance
sheet , but it influence appreciably the growth progress
profits and share values than any other corporate assets.
Managerial assets are not costly to acquire. It is a low
cost resource with a high profit potential. Top
management should give more thought and care to the
acquisition maintenance and growth of men and women
who possess managerial talent and caliber than the
thought and care given to planning and development of
plant or a product.

No modern business can continue be successful without

planned attention to the growth and development of its
managerial staff. It is due to the unbelievably rapid
expansion of technology demanding numerous specialized
and qualified employees to manage complex
sophisticated and dynamic business.
 PROJECT INTRODUCTION
In every organization it becomes very important to
provide training to all workers for the development of the
organization.
Training & development is the most important part of every
organization
Every organization needs to have well trained &
experienced people to perform the activities that have to
be done. If the current or potential job occupant-can meets
this requirement, training is not important, but this is not
in the case. It is necessary to raise the skill levels and
increase the versatility and adaptability of employees.
“Training and Development” are the two terms
frequently used. On the face of it, these might not appear
any difference between them, but when a deep thought is
given, there appears some difference between them.

The difference between Training and Development may

be started thus:-
LEARNING TRAINING DEVELOPMENT
DIMENSION
Who Non-managerial Management
personnel Personnel
What Technical & Theoretical,
mechanical conceptual ideas
operations
Why Specific job General knowledge
related purpose
Where Short term Long term
Training is a process of learning in a sequence of
programmed behavior. It is application of knowledge. It
gives people an awareness of the rules and procedures to
guide their behaviour. It attempts to improve their
performance on the current job or prepare them for an
intended job.

Development is a related process. It covers not only

those activities which improve job performance but also
those which bring about growth of personality help
individuals in the progress towards maturity and
actualization of their potential capacities so that they
become not only good employees but better man and
women. In organizational terms, it is intended to equip
person to earn promotions and hold greater responsibility.

“Employee Training & Development are not only an

activity that an organization must come. It resources to if
it is to maintain knowledgeable and valuable workforce”.
 ON THE JOB TRAINING
Virtually every employee, from the clerk to company
president, gets some “on –the-job-training”, when he joins
a firm.

Employee are coached and instructed by skilled co-

workers, by supervisors, by the special training instructors.
They learn the job by personal observation and practice as
well as occasionally handling it. It is learning by doing, and
it is most useful for jobs that are either difficult to
stimulate or can be learned quickly by watching and doing.

There are a variety of OJT methods, such as

“coaching” or “understudy”; job rotation; and special
assignments. Under coaching or understudy method (which
is also known as ‘internship’ and ‘apprenticeship’ method)
the employee is trained on the job by his immediate
superior. ‘Internship’ is usually applied to managerial
personnel and provides wide variety of job experience,
often involving job rotation, or an “assistant to” type of
position. ‘Apprenticeship’ is generally used to impact skills
requiring long periods of practice as found in trade, crafts
and other technical fields.

In job rotation, a management trainee is made to move

from job to job at certain intervals. The jobs vary in
content.
 OFF THE JOB TRAINING
“Off the job training” simply means that training is not
a part of everyday job activity. The actual location may be
in the company or in place which are owned by the
company or in the company or in placed which are owned
by the company or in universities or associations which
have no connection with the company.

Off the job training may be based on seminar or team

discussion or programmed discussion.

In SURYA ROSHANI mostly off the job training is

provided. For this, company provides a training program to
the employee according to this program, they work. During
their working, SURYA also provides on the job training. This
is very necessary method of training employees in the skills
essential for acceptable for job performance.
 OBJECTIVES OF THE STUDY

The organizational aims of management training are to

secure the following valuable results:

• To import new imprint the basic knowledge & skills

they need for knowledge & intelligent performance.

• To access employment function more effectively in

their present position exposing them to the latest
concept information & techniques & developing the
skills. They will need in their particular field.

• To build up a second line of competent person &

prepare them to occupy more responsible position.

• To import education for the purpose of meeting &

training needs of co-operation which deals manly with
the public.

PURPOSE & OBECTIVES OF MENAGEMENT

DEVELOPMENT

Executive development is an attempt at improving an

individual’s managerial effectiveness through a planned &
deliberate process of learning.

All development is self development. It must be generated

with in the man himself. Any activity to design to improve
the performance of existing managers to meet future
organizational needs is management development.
The change in the individuals must take place in those
crucial areas which can be considered as output variables:

i. Knowledge change
ii. Attitude change
iii. Behaviour change
iv. Performance change
v. End operational results

The success of development efforts upon the following

imputes:

i. Trainee’s personal characteristics, such as his

intelligence & motivation to learn.
ii. His actual learning efforts.
The organizational aims to management development are
to secure the following valuables results:

• Improvement in technical performance.

• Improvement in supervision & leadership as each level.
• Improvement in international departmental co-
operation.
• Highlighting an individual’s weakness.
• Attracting good men;
• Facilitating sound.
• Ensuring that the qualifications of key personnel
become better known.

• Creating reserve in management ranks.

• Making an organizational more flexible by an increased
versatility of it’s members.
• Improving organizational structure.
 • Keeping the company at least of technical & economic
condition.

• Broadening key men in the middle case.

In sum, management development aims at securing

management improved in the short run.
The department of Industry Administration & Business
management, Delhi University. Delhi is of the view that
management objectives should be:

1. To create an understanding of the methods &

problems of management.
2. To enable candidates to understand the problem of
business. Organization is so far as they arise out of
this policies and system of control.

3. To indicate how to apply to practical problems the

knowledge of the physical and social aspects of
business problems and management.

On the another basis the objectives of management

development are:
1. To develop managers to perform better on their
present assignments; to prepare them for higher
assignment; to prepare them for higher
assignment.
2. To provide a steady source of competent persons at
all level to meet future organizational needs.
3. To help them grow fast.
4. To prevent obsolescence of managers.
5. To replace elderly executives, who have risen from
the ranks, by highly competent & academically
qualified processionals & to create conditions,
which contribute to the growth process.
Nothing, the practices in the U.S.A. Prof. A.Das Gupta has
given the level wise objectives of the management
development this.

(A) TOP MANAGEMENT:

1. To improve thought processes and of analytical
ability in order to uncover and examine problems
and take decisions in the best interests of the
country.
2. To border the outlook of the executive in regard to
his position and responsibilities in the organization
and outside.
3. To think through problems which may come front
the organization now or in the future.

(B) MIDDLE LEVEL MANAGEMENT:

1. To establish a clear picture of executive function

and responsibilities.
2. To bring out an awareness of the broad aspect of
management problem and an acquaintance of
inter-departmental relations.
3. To develop the ability to analyze problems and to
take appropriate action.
4. To develop familiarity with the managerial uses of
financial accounting psychology, business law and
business statistics.
5. To inculcate knowledge of human motivation and
human relationship.
6. To develop responsible leadership.
(C) MIDDLE FUNCTIONAL & SPECIALISTIC:

1. To increase knowledge of business functions &

operations in specified fields in marketing,
production, finance, personnel.
2. To bring about an awareness of the broad aspects
of management problems and an acquaintance
with and appreciation of inter-departmental
relations.
3. To develop familiarity with the managerial uses of
financial accounting, psychology, business law and
business statistics.
4. To inculcate knowledge of human motivation and
human relationships.
5. To develop responsible leadership.
 SCOPE
Training is the corner stone of sound management, for
it makes employees more effective it is actively and
intimately connected with all the personnel or managerial
activities. It is an integral part of the whole management
program, with all its many activities functionally
interrelated.
There is an ever present need for training man so that
new and changed techniques may be taken advantage of
and improvements affected in the old methods which are
inefficient.

Training is a practical and vital necessity because,

aspect from the other advantages it enables employees to
develop and rise within the organization, and increase their
market value, earning power and job security it enables
management to resolve sources of friction arising from
parochialism, to bring home to the employees the fact that
the management is not divisible. It modules the employees
attitudes and helps them to achieve to better co-operation
with the company and a great loyalty to it. Training more
over heightens the moral f the employees, for it, helps in
reducing dissatisfaction, complaints, therefore wastage and
spoilage are lessened, and the need for constant
supervision is reduced.

The scope of training has been expressed in these

words: “Training is widely expected problem solving
device. In deed our national superiority in man power
productivity can be attributed in no small measure to the
success of our educational and industrial training programs.
This success has been achieved by a tendency in many
quarters to regard training as a panacea.”
 RESEARCH MATHEDOLOGY
It is a careful investigation or inquires especially few
searches for new area in any part of knowledge.

Research as the manipulation of thanks concepts or

symbols for the purpose of generalizing to extend correct
or verify. Knowledge whether that knowledge adds
construction of theory or in the purchases of an art.

Research refer to the systematic method consisting of

enunciating the problem formulating hypothesis, collecting
the facts of data analyzing the facts reaching certain
conclusion either in the form or solutions towards to the
concern problem in certain generalization for some
theoretical formulation.

Research methodology related with:-

 Field work
 Data collection

Field Work: - During my training period I was required the

survey SURYA only. During my training information about
training program is provided by training department and
information about development of SURYA ROSHANI Ltd. if
provided by different departments of SURYA ROSHANI Ltd. .

Data Collection: - Data is a research tool, which is used

for research work. To do my work I have used primary data
collection. Secondary data collection is also used me but
primary data collection is more beneficial for me in
completing my summer training.
 LIMITATIONS

There are some limitations in the on job training which

are as:

The principal disadvantages of on-the-job training are

that instruction is often highly disorganized and haphazard
and not properly supervised. This is due to such reason as
the inability of the experienced employee to impart skills
to the trainee, the breakdown of the job for the purpose of
instructions, and the lack of motivation on the part of the
trainee to receive training. Moreover, learners are often
subjected to distractions of a noisy shop or office. Further,
the other drawback is the low productivity, especially when
the employee is unable to fully develop his skills.

However, this training is generally given in a large

number of organizations, and is situation for all levels of
operatives, superlatives and executives, for it needs no
schools, and the employee’s contribution adds to the total
output of the enterprise.

There are some limitations in the off the job training which
are as:
 The impersonality of instructional
setting.
 An advanced study is not possible
until preliminary information has been acquired.
 Only factual subject matters can be
programmed.
 Philosophical and attitudinal
concepts and motor skills cannot be taught by this
method.
  The cost of creating any such
program is very high.

Limitations of training are as:-

 The benefits of training are not clear to the top

management
 The top management hardly rewards
supervisors for carrying out effective training.
 The top management rarely plans and
budgets systematically for training.
 The middle management, without
proper incentives from top management, does not
account for training in production scheduling.
 Without proper scheduling from
above, first line supervisors have difficult in production
norms if employees are attending training programs.
 Behavioral objectives are often
imprecise.
 Training external to the employing
unit sometimes teaches techniques on methods contrary
to practices of the participant organization.
 Timely information about external
programs may be difficult to obtain.
 Trainers provide limited counseling
and consulting services to the rest of the organization.
COMPANY PROFILE
 FACILITY
PROVIDED BY
THE
COMPANY
PROMOTIONS:

If an employee has shown the abilities, he may be

considered for promotion, provided;

• His current job content has increased.

• His performance is good or better and he meets
the Requirements of higher position.
• He is doing job of a higher level.
• There are vacant positions in the organizations.

INCREMENT:

Normal increment date is 1st July new employees

joining between 1st July to 31st March are given their first
increment on completion of one year and next increment is
given from July on prorate basis. The employees joining
between 1st July to 30th june are given their first increment
from next 1st July. The amount of increment depends on
the performance of individual in his grade/category and
department.

TRANSPORT FACILITY:
The company employees are staying in the city which is
about 12 km. from the company. Although it is expected
that the employees report for duty in time on their own
welfare measures the company has made arrangement of
buses from Kashipur and vice-versa in ‘G’ shift and other
shifts at the nominal changes which are Rs. 30/- per month.

UNIFORM:

The employee up to Level-5(Workers) are being provided

uniforms i.e. 2 shifts and one pair of safety shoes one’s in a
year on 1st January and they are supposed to come in
uniform. The employees who are doing field job are also
provided rain coats and gum boots once in five year.

CANTEEN:

The company has made a provision of canteen for providing

tea, snacks, meal etc. to the employees at subsidized
rates. Lunch and Dinner is served at work place to shift
employees. Booking of lunch & Dinner is required to be
done by 10:30 am and 7:00 pm respectively in General
shift, employees are served lunch in canteen during 01:00
to 10:00 pm. Tea and Snacks are sold at specified time and
points in plant through the persons. Employee is required to
buy coupon in advance from canteen to avoid of change at
distribution points.

HEALTH:
 Health is very important not only for employee but for
company as well. Even appointment of employee is subject
to his being found and remaining medically fit. Medical
check up is being carried out by company’s doctor.
Employees are expected to take all preventive steps to
maintain a good health.

RETIREMENT:
Retirement age of an employee is 58 years.

BONUS

The employee including trainees whose salary (Basic and DA

) is Rs. 3500/- or eligible payment of bonus @ 20% under
payments of bonus act the maximum amount is calculated
at Rs. 2500/- the employee who drawing above Rs. 2500/-
shall be paid bonus at Rs. 2500/- the employee of level 7
and below whose salary is above 3500/- pm and are
covered under superannuation scheme are also paid excreta
subject to maximum amount being paid/payable under
bonus act to the eligible employees .

SUPERNNUATION

The employees of level 8 and above whose salary is above

Rs. 3500/- pm and covered under the payment of Bonus Act
are covered under the superannuation scheme. Under the
scheme the company contributes @10% of basic salary for
the employees in level 8-10 and @15 % for the employees in
Level 11-14. The account is being deposited with Surya
Superannuation fund turn has taken from LIC. Under the
scheme the employees is eligible for the monthly pension
after employee death for unsaved period (date of death of
retirement) subject to minimum of Rs. 3.000 Lacs.
SALARY DISBURCEMENT

The salary of employee is being deposited in the bank

account of the employees i.e. state bank of India, Kashipur
and bank of Baroda by 7th in the month accordingly the
employee is advised to open the bank account in any of
these Banks the employers who are not able to open
account due to some circumstances are being paid their
salary in cash by accounts department on the 7th month or
earlier day if the 7th holiday.

Term of employment specially agreed in case of an

individual before or after joining shall supersede the above
terms of employment.

On joining trainees and apprentices are given their syllabus

and training schedule. Every apprentice or trainee is
attached to one guide/tutor. Trainee and apprentices are
required to maintain a dairy. Performance and progress of
trainees and apprentice is reviewed quarterly by their
immediate supervisor/guide and deptt. / section head by
way of personal interview. During the interview, trainees
and apprentices are being appraised about their
performance. On successful completion of training and
subject to availability of vacancy the trainees/ apprentices
may be offered regular employment.

CONFIDENTIALITY

Besides the employees, PASUPATI ACRYLON other assets are

known how / process/ technologies being hired on
indigenously developed confidential business data and the
physical assets therefore , it is not expected from the
employee to disclose any information in any authorized
person.
WHOLE TIME EMPLOYMENT
Being a full time employee of the company , employee is
not permitted to take either part time or full time
employment or engage in any other trade/
business/profession during the employment including the
period of leave.

CASE OF HOSPITALISATION EXPENSES:

Employee immediately on hospitalization with the following

information :

• Name of employee
• Employee code name
• Name of the patient
• Partnership with the employee
• Name & address of the hospital
• Name of doctor
• Date of admission
• Expected date of discharge
• Approximate expenses

Photocopy of all the documents before sending the same

for processing. Send all the documents with in 30 days of
discharge from the hospital (Delay if any should be
informed with in 30 days to get prior section from the
insurance company). Documents should be properly
numbered tagged or staple. All documents along with the 2
completed forms. All the data is to be filled up clearly in
capital letters.

IDENTITY CARD:
Identity card shall be provided to every beneficiary which
will give access to the hospitals of Royal Sundram Alliance
Insurance co. Ltd.

HEALTH SERVICEAND NETWORK SERVICE:

It is created access to a network of provides consisting of

reputed Hospital during homes etc. network hospital
nursing home etc. the advantage of cashless service has
been processed.

FAMILY DETAILS

Information of any change in particular of family members

must be informed immediately by employee to personal
department so as to update the employee family under the
policy pension and death insurance respectively under the
scheme.
FINDINGS
 FINDINGS
Training plays a very important role in the organization. It
results in the better production which really helpful in
providing a good output to the customer.

Pashupati Acrylon Ltd. is producing fiber, which is used

football, cloths etc.

They are providing training to their employee how handle

a customer it is very important to satisfied to the customer
because customer is the backbone of the organization.
So we can say training is very important for the
development of the organization.

For the development of the organization each & every

department plays a very important role.

Different department in the Pashupati Acrylon Ltd. like

human resource, fiancé, marketing these all department
plays a vital role in organization.

Thus role of training & development is a very important

part for the development of the Pashupati Acrylon Ltd...
Written test of training programme is key factor but before
training programme these are some which a discipline work
is selected.

• Training should be at least 18 & minimum age 26.

• Education should be at least 8th pass then he\she can

understand all information can also.

• All information about family should be taken. No

problem should be come in future. Only unemployed
person should be selected. Other mill can has to face a
big loss.

• Information about source of worker & checking is

necessary. Workers of some family should not be
selected otherwise chances of live can take place.

• Question about his family can be asked & question his

school day can be asked.

• Workers should be physically checked. Weak body are

not suitable hard working.

• During selection his figure, hand should be checked. He

should be fit for the work physically.

• Question about different colour should be asked.

Colour blindness should be checked other wise he can
mix different material in department.

DURING TRAINING:-
1) Time of coming is before 30 minutes of shift by
which chances of loss can decreased.
2) Full information about department should be
provided behaviour with top level members this
information is also given
3) Permission for toilet , water & as on should be
taken from seniors

4) Information about all member should given & their

name & department etc. should also be provided
5) For which department , worker is selected , name
of that department its machine , part & its work& other
information should be provided After his\her
information of training room should be given practically
6) Information about good quality of telephone
service
7) What are the advantage of good quality
8) Age of machinery can be increased by cleaning
9) Machine of materiel
10) Detail about machine,
11) Permission before training live
 DEVELOPMENT OF COMPANY
For the development of a company. Each & every
department is responsible. All departments play a key role
in the development of a organization

TYPE DEPARTMENT OF DIFFRENT DEVELOPMENT OF A

COMPANY

1. ADMINISTRION

Administration department comes under two levels. In

this department all Directors and all chairman comes
All important decision is taken in the company n this
department. To burden the outlook of the executive.
To think through problems which may come front the
organization now or in the future.

2. FINANCE DEPARTMENT:

In the finance department finance manger plays a

very key role He manage all the financing activates of
the company
3: SALES MARKETING DEPARTMENT:

Sales and marketing department with the sales and

marketing of production.
Checking of raw materiel & which output is done under
this department. Sales manager & marketing manager
plays a very important role

4:STORE(GENERAL)

Store related with quantity of raw materiel stored &

according to which how much product should be done

5:PERSONAL\TIME OFFICE

Personal management related with:

• Management principle
• Organizational behaviour
• Labouer welfare
• Industrial relation & legislation.
• Labour legislation.

6:WORK CULTURE:

Attitude & behaviour working style of employee depend

on working and thinking

• Traditions
• Family background
Education impact of society, Training & Development.

DEVELOPMENT

Physical Mental Spiritual

Decline the attitude

Decline in value of life

Decline in union leadershi

 CONCLUSION &
RECOMMENDATIO
N
 CONCLUSIONS

In conclusion, it may be said that training &

development of organization plays a vital role in the
organization. Without trained staff & training employees
development of PASUPATI may not be happen. A systematic
training programme is provided to employees & every
department is doing hard work for the development of
PASUPATI .hard working employees are available in
PASUPATI. This is another cause of development of
PASUPATI.

Training is the responsibility of main groups:-

 The top management frames the training groups.

 The personnel department, which plans,
establishes & evaluates in instructional
programmes.
  Supervisors, who implement & apply development
procedure
 Employee, who provide feedback, revision &
suggestion for corporate educational endeavours.

The training department assumes the primary

responsibility for the instruction of trainers in the method
of teaching; for normal orientation, for the training of
supervisors in human relation; for the development of
executives, for co-operative education & for the general
education of employees.

On the job instruction of employees, instruction in the

technical & professional aspects of business; daily
development of supervisors & executives through
counseling; departmental communication & staff meeting

as part an overall training program. Top line executive has

the responsibility for:-
 Authorized basic training policies.
 Reviewing & approving the broad outline
programs.
 Approving training budgets.

Training program should be related with:-

 Discovery or identifying the training

needs.
 Getting ready for the job.
 Preparation of learner.
 Presentation of operation &
programme.
 Performance tries out.
 Follow-up & evaluation of
programme.
 Re-training program is generally arranged for
employees who have long been in the service of an
organization.

Once the program of organizational development has

begun, organizational members become highly active in
investing their own attitudes & habits of others.

Armed with knowledge of how people learn the

strength & weakness of the different management
development programmes & the latest concepts available,
training & supervisors can devise programmes that can
effectively result in interpersonal behaviour modification.
concentraion on support programmes involving records,
feedback & the re-shaping of organizational climate will
further enhance the probabilities of success of training &
development programmes improvement in inter-personal
relations.

RECOMMENDATION

 SURYA’s need to have more skilled workers instead

of semi-skilled or unskilled workers.
 Education programme should be providing to
unskilled workers. While “Surya” has a very few number of
unskilled workers, but education programme should be
provided to them.
 The goal of organizational development should be
related to move towards high collaboration & low
competition between inter-dependents units.
 Surya should assist managers in setting challenging
but realistic goal for themselves.
 To make people aware about the product of
company should give TV. Advertisement & advertisement
on newspapers.
 Personal approach should be made.
 No one have time to read hoardings & banners,
therefore more money should not be wasted on it, instead
of this company can take a big welcome gate on the
starting of each city in India.
 BIBLIOGRAPHY

BIBLIOGRAPHY

 C.R.Kothari, Research Methodology,

2005. New Age International Publishers, New Delhi.

 David A. Decenzo & Stephen

P.Robbin; Personnel Human Resource Management, 2005.
Prentice-Hall of India, New Delhi.

 PRASAD L.M.  H.R.M.(Human

Resource Management)
 -:Websites Used:-

www.PASUPATIACRYLON.com
www.gogle.com
 ANNEXURE

ANNEXURE

1) Purpose of nominating the employee for this programme

(a) skill/knowledge acquisition for present
function
(b) skill/knowledge acquisition for future function
(c) Improvement in behaviour/attitude
Extent to which the purpose was met:
Completely Large extent Somewhat
Not at all
3) Continued relevance and useless of the reading materials
given:
Completely Large extent Somewhat
Not at all
4) The three essential principles to extinguish the fire:
Cooling beating starvation
dumping Something heating