Study on Training and Development in Ksrtc Essay Example

the training should achieve. Thus training and development therefore traditionally starts with determining what the individual is required. “A study on the need for training and development and its effective utilization of man power” The purpose of this study is to determine the degree of effectiveness of need for training and their performance development, which helps the organization in better utilization and improving the skills and knowledge of their man power.

The need of training and development in an organization has to analyze the training needs depends on whether they are training new or current employee, training and development process is to determine the job entitles and has to breakdown the process of training and development into subtasks based according to the employees rather they are new employee or current employee of the organization. Hence the study at present state is appropriate to have an in-depth analysis of the various dimensions of the problem as stated.

The need of training and development and its impact on effective utilization of man power in an organization has a wide scope and is also very important aspect in every organization, because all individual will not be capable or easy accessible to all the job that exists in the organization. Thus to make the individual knowledgeable towards the work assigned to him, he must be trained towards the job and must be made skillful enough. The scope of the study of the research project involves the following:

• Objective of training and development. Needs of training and development analysis.

• Categories, types and methods adopted for training and develop the individuals.

• Implementation of training and development schemes in organization.

• Human resource development in

organization to excellence.

• Linking training and development programs with both organization and individual growth.

• Utilization of man power available to maximum extent.

• Feedback utility of training evaluation and its effectiveness in development of the employees individually. To analyze the ultimate employee capability level of performing the work.

• To know the impact of the needs of training and development in effective utilization of man power.

• To understand the concept of assessment and needs of training and development.

• To evaluate the development and training programs for the effective utilization of man power.

• To determine the standardization of procedures involved. There is a huge need of training and development of individual in the organization.

It plays a prominent role in effective utilization of man power/human resource that is available. Training is the most important technique that is adopted by all the organization to enrich the capabilities of their employees. As stated earlier, no organization gets a candidate who exactly matches with the job and the organizational requirements, hence the organization mainly requires development through training for their effective utilization of the man power to make him suitable for the job.

The basic purpose of training is to develop skills and efficiency of the individual as per the requirement of his work, thus every organization is in need of these programs to develop and effectively utilize their man power to maximum extent possible, because trained personnel are valuable assets of the organizations. Training and development is an important aspect as it contributes a vital part an effectively man power and to increase their capabilities to adjust and make them known and knowledgeable to the rapid changes in the technologies.

LIMITATIONS OF THE

STUDY

• The present investigation covers a vast area, the period of training and development process is a long procedure in an organization, since the term period allowed is limited, there is a limitation of time.

• As it is a public sector, overall and in-depth information related to the study should not be revealed. As the organization on which the study is carried on is transportation. There is mobility of the training procedures which cannot be absorbed constantly.

• The information of the study to larger extent depends on the observations and results in the organization and is known to be correct as per the information of the organization personnel.

Training and development programs in all the organizations play a very prominent role for the effective utilization of the human resources and have an efficient man power within it. Every organization needs to have well trained and experienced people to perform the activities that have to be done. If the current or potential job occupant can meet their requirement, But if it is not the case and the human resource is not capable to meet the organizational demand and requirements then training and developing the employees is much mandatory.

It is also necessary to raise the skills, knowledge and increase the versatility and adaptability of the employee’s inadequate job performance or a decline in productivity or changes resulting out of job redesigning or a technological break through require some type of training and development efforts. There is a huge need for training and development for the betterment of manpower available in the organization to drive them in a right path such that both organizational and individual goals are achieved

at same time.

As the job becomes more complex, the importance of employee’s development and enrichment of the available man power also increases in rapidly changing society, So that it directly impacts on making the man power more efficient, effective and productive. Training and development is actively and intimately connected with all the personnel and managerial programs with all its activities functionally interrelated in increasing the efficiency of the man power available.

The competitive advantage is dependent on the knowledge and skills possessed by the employee’s individual more than the financial muscle or market share perceiving by the organization. Thus the need for training and developing the employees individually is very necessary for every organization to use its man power more effectively and make their human resources more valuable. According to ‘Michael Armstrong’, “training is the systematic modification of behaviour through learning, which occurs as a result of education, instruction, development and planned experience”.

Gradually the term includes a broader spectrum of activities ranging from skills training to individual development to organization change. The broader definition usually means that “training is used today while training is directly concerned with developing the performance capability of the individuals with regard to economic activities”. Training and development may be taught of as industry synonym for education, but educations go beyond traditio.

Training and development of individuals in an organization plays a vital role in human resources development. It is necessary for all categories of employees. It is important in the present situation to upgrade The man power efficiency, because science and technology are introducing radical changes in the organizational field. Training and developing employees gives various benefits to both employers and employees

as the basic purpose of it is to improve the skills, knowledge productivity and efficiency of the of the man power in the organization that they are effectively utilized.

The employee can develop themselves and progress their value.  To reduce absenteeism, complaints, dissatisfaction and attrition rate.  To reduce the accidents rates and damage to men and machinery.  To enable and develop ability to learn and increase its efficiency towards new work methods and equipments.  To increase quality and productivity of the man power.  To prevent obsolesces and to improve organizational climate.  Increased use of technology in production.  Need for additional hands to cope with an increased production of goods and services. Employment of inexperienced, new labor requires training related to production of goods and services. The forms and types of employees training methods are inter-related. It is difficult, if not possible to say which of the methods or combination is more useful than the other. In fact, methods are multifunctional in scope and dimension and are suitable for a particular situation. The methods of training are as follows;  It is the most commonly used methods. Under this method the individual is placed in a regular job and the skills necessary to perform that job.

The trainee learns under the supervision and guidance of a qualified employee. On the job training has the advantage of giving first hand knowledge and experience under the actual working condition, while the trainee learns how to perform the job. It is mostly given for semi skilled and unskilled manpower. Some of the includes the following;

•  This type of training involves shifting an employee from one job to another, when an activity is

no longer challenging, the employee would be rotated to another job, at the same level which has similar skill requirements.

It reduces boredom and disinterest through diversifying the employee’s activity.

•  The trainee is placed under a particular supervisor, who provides feedback to the trainee on his performance and offers him some suggestions for his improvement.

•  This method is also known as training through step by step process. In this method the trainer explains the trainee the way of doing the given jobs and allows him to do the actual job. The trainer appraises the performance of trainee and corrects the trainee if there are any mistakes.  Under this method of training, group of trainees are given a task and asked to solve an actual organizational problem. The trainees solve the problem jointly. It develops team work.  These are the methods where the trainee is separated from the job situation and his attention is focused upon the learning the material related to his future job performance. Some of the methods under this are;

•Here, in this method actual work conditions are simulated in the class room.

Materials, files and equipments used in actual job are also used in the process of training. The duration ranges from days to few weeks.

•  In this method there is implementation of human resources and interactions. This involves realistic behaviour in imaginary situations. This method of training involves action, doing and practice. The trainees play the role of certain characters that exists in the organization. This method is mostly used for developing interpersonal interactions and relation.

• It is a traditional and direct method of giving instructions.

The instructor organizes the materials and gives it to

group of trainees in a form of a talk (lecture). An advantage of lecture method is that it is direct and also be used to train the large man power at a time

•It is a method where all categories of human resources are trained. It is a method where group of people who pose ideas, examine and share their thoughts and views. Here the trainees feel free to talk and share their views and ideas in small groups. This methods success rate depends upon the person who leads the group.

Under this method of training, the subject-matter-topic to be learned or to be taught is presented in a series of carefully planned sequential units. These units are arranged from simpler to more complex level of instruction. This method is quite expensive and also time consuming. As training is one of the systematically arranged programs to develop the capabilities of man power. The organizations should follow step-by-step procedures in training programs. The training procedures are as follows. The training procedures discussed above is essentially an adoption of the job instruction training course, which has been provided to have a great value in creating and utilizing an efficient and effective manpower to the organization. Though training and development seems to be same and are very important tool of management to enrich the efficiency of organizational manpower, there is still a lot of difference between training and development.

• It is the first PSU in Karnataka to have a well-structured cabling Local Area Networking at its Corporate Office connecting more than 180 computers in the year 1997.

• It is the first STU in India to have its Web Site during

the year 1997.

• It was the first PSU to have Smart Card based Attendance Monitoring System in the year 1997, which was subsequently done by Government of Karnataka at Vidhana Soudha and M. S. Building. KSRTC is the first PSU in Karnataka to have totally computerized Recruitment System from 1997.

• It is the first STU in India to have an in house developed RDBMS based Passenger Seat Reservation System in the year 1998.

• KSRTC is the first STU to have E-tendering implemented in India.

• KSRTC is the first STU in India to have implemented Oracle Financials.

• KSRTC is the first STU in India to deploy Electronic Ticketing Machines on all of its routes.

• KSRTC is the first STU in India to have totally computerized Driving tracks for testing the candidates. Karnataka State Road Transport Corporation has initiated the major development of transport infrastructure in its jurisdiction.

As required under Section 33 of the RTC Act 1950, the Corporation is maintaining annual statement of Accounts including the Profit and Loss account and Balance Sheet in the form prescribed by the State Government in consultation with the Controller and Auditor General of India. Annual Accounts The Annual accounts for each financial year showing the financial results of the undertaking shall be drawn up within six months from the date of closure of the financial year. Accordingly the Accounts of the Corporation for the year ended 31st March 2008 has been finalized and adopted by the Board of Director in their meeting held on 20th May 2008 and the audited Accounts for the year 2007-08 along with the Audit Report in the printed form will be submitted to Government.

Capital of the Corporation According to Section 23 of the RTC Act 1950 the Central Govt. and the State Govt. ave to provide Capital in such proportion as may be agreed to, by both the Governments, which is required for the purpose of carrying on the undertaking or for the purposes connected therewith, on such terms and conditions not inconsistent within the provisions of this Act as the State Government. may with the previous approval of the Central Govt. determine. The Central Government has stopped their Capital contribution from 1987-88. Although the State Govt. was giving sufficient Capital contribution up to 1994-95 this was reduced substantially and an amount of Rs. 12. 00 crores for 2004-05, Rs. 13. 00 corers for 2005-06 and Rs. 35. 00 crores for 2007-08 have been provided for infrastructure development of the Corporation. However, the Corporation is depending much on external borrowings for its capital expenditure programmer. The following table shows the amount of Capital employed.

The Regional Workshops are headed by the Works Manager in the grade of class-I senior. Activities 1. Planning and Budgeting Based on the Augmentation for new schedules given by the Traffic Department & No. of aged buses to scrapped during the year by the Mechanical Engineering Department planning for induction of new buses to fulfill the requirement is done. Planning for Procurement of new Domestic vehicles as a replacement of aged domestic vehicles as and when required. Based on the planning the estimated budget will be submitted to the government. Procurement of Chassis/Fully built buses/Domestic vehicles

1. The new chassis/vehicles are procured with the approval of the Corporation Board.

2.The Corporation board has empowered the Managing Director

for procurement of domestic vehicles for replacement & newly created post.

3. Procurement of chassis is by inviting tenders as per the KTPP Act.

4. Domestic vehicles are procured under DGS&D rate contract which is exempted from tendering. Construction of bus bodies at Regional Workshops Construction of bus bodies by outsourcing agencies and outsourcing labor contract

1. Tendering of bus body construction required for KSRTC.

2. Tendering for bus body construction on labor contract.

3. Tendering of fully built buses required for the Corporation.

4. Tendering of chassis required for three corporations. Verification of all the tender documents furnished by the tenderers for evaluation.

5.Verification of sample passenger seats supplied against the tender for evaluation.

6. Scrutiny of the documents submitted furnished for evaluation by the tender scrutiny committee.

7. Arrange price negotiation meetings for the tendered items.

8. Drafting the pre-qualification criteria to place before the CMG for approval for each of the subject viz chassis, bus body, fully built buses, labour contract, etc.

9. Drafting the CPC note to be placed for approval viz chassis, bus body, fully built buses, labour contract, etc. Drafting of specification and drawings for bus bodies, chassis, bus body materials etc

• Drafting the specification for procurement of chassis. Drafting the specification for bus body construction.

• Drafting the specification for passenger seats.

• Drafting the specification for various bus body components.

• Drafting the specification for major equipments required at the Regional /Divisional Workshops.

• Drawings for bus body construction. Inspection of new buses at different stages

1. The inspection of buses constructed at the various outsourced agencies are in three stages.

2. Five stage inspections of buses procured as fully built buses.

3. The senior technical officers/officials inspect the buses at the work place.

4. Major

bus body components are approved by the CME (P) before fitment on the buses.

5.The first stage of inspection is the structure of the bus.

6. The second stage of inspection is the paneling of the bus.

7. The third stage of inspection is the pre-final/final stage of the bus. Planning of reconditioning of Engines/F. I. P`s and Atomizers etc Taking up construction of buses of other Government Departments

1. As and when there are requests from other Govt Depts. , buses are constructed at Regional Workshops Bangalore. Scrapping of buses/domestic vehicles

• The aged buses are scrapped as per the stipulated norms after following the procedures laid down for scrapping.

• The vehicles scrapped are evacuated to the Regional Workshops, Bangalore and Hassan. The W-23 form for scrapping is scrutinized for approval of scrapping.

• The W-23 form are forwarded to accounts for clearance.

• The file is placed for approval before the committee constituted for scrapping.

• The certificate is issued for scrapping of buses. Designing new type of buses/R&D activities

• Market survey of new materials used for bus body construction.

• Adopting the latest technologies available for bus body construction within the purview of KSRTC.

• Improving on the passenger comfort and aesthetics of the bus.

• KSRTC is operating 6078 (31. 10. 08) schedules covering 22. 85 lakh kms carrying 25. 00 lakh passengers everyday. Classifications of schedules are as under: |SI.

Reduced noise level inside the coach, Luxurious and comfortable reclining seats, Attractive interiors and exteriors, Complementary mineral water and adequate luggage space. Semi Sleeper type buses are having seats with calf support for better comfort of the passengers. Airavat, Semi Sleeper buses introduced on BNG-Mumbai route. Executive seating layout buses operated from

Bangalore to Mysore, Mangalore, Bellary, Bijapur, Ernakulam, Hyderabad, Chennai, Tirupathi and Pune. Mayura services This is a Fully Air-conditioned bus. Air suspension for better travel comfort, Video and Audio facility available. Tinted, laminated and big size window glasses.

Laminated single windshield glass for better view, reduced noise level inside the coach, Luxurious and comfortable reclining seats, Attractive interiors and exteriors, Attractive glass cabin partition. Semi Sleeper buses in this category have seats with calf support. Sleeper buses with wide berths for comfortable journey are also in operation covering one destination at present. Rajahamsa Semi Sleeper services: Audio facility, Laminated single windshield glass for better view, reduced noise level inside the saloon, Luxurious and comfortable reclining seats with calf support, Attractive interiors and exteriors, Window curtains. This bus is one which is been Operated from Bangalore to Bidar, Tiruvananthapuram and Chennai. [pic] Rajahamsa Executive services

Audio facility, Laminated single windshield glass for better view, reduced noise level inside the saloon, Luxurious and comfortable reclining seats with increased leg space, Attractive interiors and exteriors, Window curtains. Operated from Bangalore to Sringeri, Mantralaya, Dharmasthala, Chikkamagalur, Mangalore, Ernakulam, Kottayam, Tiruvananthapuram, Coimbatore, Panaji, Kodaikanal, Chennai and many more destinations. Karnataka Sarige [pic] Existing Mofussil buses are being upgraded for better traveling and seating comfort, attractive interiors and exteriors. Attractive interiors and exteriors. 3+2 seat lay out, comfortable leg space, comfortable high back seats, Separate luggage cabin, single windshield glass.