NAME: K.

SADHANA
HALL TICKET NO.:202E1E0057
BATCH: 2020-2022

COLLEGE: VAAGESWARI
INSTITUTE OF MANAGEMENT
STUDIES

1
SUMMER INTERNSHIP

A STUDY ON HR PLANNING
AT
KARVY

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 CHAPTER-I
INTRODUCTION

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INTRODUCTION

Torrington and Hall (1987) define personnel management as being:

“a series of activities which: first enable working people and their employing
organisations to agree about the objectives and nature of their working relationship
and, secondly, ensures that the agreement is fulfilled"

While Miller (1987) suggests that HRM relates to:

".......those decisions and actions which concern the management of employees at all
levels in the business and which are related to the implementation of strategies directed
towards creating and sustaining competitive advantage"

Introduction

Planning is very important to our everyday activities. Several definitions have been
given by different writers what planning is all about and its importance to achieving our
objectives. It is amazing that this important part of HR is mostly ignored in HR in most
organizations because those at the top do not know the value of HR planning.
Organizations that do not plan for the future have less opportunities to survive the
competition ahead. This article will discuss the importance of HR planning; the six
steps of HR planning that is : Forecasting; inventory, audit, HR Resource Plan;
Actioning of Plan; Monitoring and Control.

Definition of HR Planning

Quoting Mondy et (1996) they define it as a systematic analysis of HR needs in order

to ensure that correct number of employees with the necessary skills are available when
they are required.

Importance of Planning

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Planning is not as easy as one might think because it requires a concerted effort to come
out with a programme that would easy your work. Commencing is complicated, but
once you start and finish it you have a smile because everything moves smoothly.

Planning is a process that have to be commenced form somewhere and completed for a
purpose. It involves gathering information that would enable managers and supervisors
make sound decisions. The information obtained is also utilized to make better actions
for achieving the objectives of the Organization. There are many factors that you have
to look into when deciding for an HR Planning programme.

HR Planning involves gathering of information, making objectives, and making

decisions to enable the organization achieve its objectives. Surprisingly, this aspect of
HR is one of the most neglected in the HR field. When HR Planning is applied properly
in the field of HR Management, it would assist to address the following questions:

1. How many staff does the Organization have?

2. What type of employees as far as skills and abilities does the Company
have?
3. How should the Organization best utilize the available resources?
4. How can the Company keep its employees?

The programme does not assist the Organization only, but it will also facilitate the
career planning of the employees and assist them to achieve the objectives as well. This
augment motivation and the Organization would become a good place to work. HR
Planning forms an important part of Management information system.

HR have an enormous task keeping pace with the all the changes and ensuring that the
right people are available to the Organization at the right time. It is changes to the
composition of the workforce that force managers to pay attention to HR planning. The
changes in composition of workforce not only influence the appointment of staff, but
also the methods of selection, training, compensation and motivation. It becomes very
critical when Organizations merge, plants are relocated, and activities are scaled down
due to financial problems.

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SCOPE OF THE STUDY

                         One of the main functions of personnel management in industrial

organization is to impart programmers to its employees.HRM plays a large part in
determining the effectiveness and efficiency of the establishment. Increase in
productivity is possible only when there is an increase in quantity of output. It applies
not only to new employees but also to experienced people. It can help employees and
employers to increase their level of performance and to develop skills, knowledge on
their present job assignments. 

Need for basic purposes of HRM HR planning:

1) To increase productivity.

2) To improve quality.

3) To help a company fulfill its future personnel needs.

4) To improve organizational climate.

5) To improve health & safety.

6) Obsolescence prevention.

7) Personal growth.

RESEARCH METHODOLOGY

 Research is scientific and systematic search pertinent information in a

specific topic. The meaning of research is “A Careful Investigation (or) Inquiry.

  HR planning is the corner stone of sound management, and it makes

employees and employers more effective and productive. It is actively and intimately
connected with all personnel and managerial activities.

  There is a present need for HR planning measures. So that new and changed
techniques may be taken advantage and improvements effected in new methods,
which are woefully inefficient. Training is practical and of vital necessity because,

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 apart from other advantages mentioned, and increase their “Market Value”, earning
power job securi

Heritage Ltd is spending for HR planning activities. It is introducing global concepts

like

 Team Building
 Time Management

      It uses all the technology available and modern equipment in HR planning
programmers. In a contemporary study, it was revealed that it is more inflammable so
the workers and superiors must concentrate on the work what they are doing. At any
time if they don’t concentrate on their work it is very dangerous to the whole
industry. 

OBJECTIVES OF RESEARCH

 On an average, every employee at Nutrient undergoes at least 2 training

programmers for a financial year and the employer in HR planning requires
the executive development programmers at the time of intensive competition.
 So the study is aimed to know the adequacy of training given to employees and
employers.

 To know whether employees and employers are having enthusiasm in knowing

about training and development programmers, training plans, implementation
and participation.
 To suggest appropriate techniques and modification in training to achieve
corporate goals.

Development to employers arises due to providing technical skills and

conceptual skills to non-technical managers and managerial skills and conceptual
skills to technical managers.

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RESEARCH INSTRUMENT:

      In order to collect the data from the people in organization the research
instrument used is QUESTIONNAIRE.

      A structured questionnaire has been designed, consisting of Closed Ended

questions. All the questions are objective. Questionnaire does not contain any column
for personal details of the people in Karvy Ltd.,

      Questionnaire is designed for employees and employers containing 12 questions

respectively. The questions are framed consisting of different factors. Both positive
and negative questions are included to reduce the bias.

DATA SOURCES: Data can be broadly classified as;

1) Primary data.

2) Secondary data.

Primary data

Primary data is obtained through observation, questionnaires, and

personal interviews.

Secondary Data

Secondary data is obtained through various,

Management books
Journals
Newspapers and Internet web: www.induprojects.coms

SAMPLING: Sampling is always necessary to collect data from the whole

organization. A small representative sample may serve the purpose. Sample means “A
Group Taken From a Large Lot“. This small group should be miniature cross-section
and really “Representative” in character. This selection process is called
Sampling .SAMPLE SIZE

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       Sample is device for learning about masses by observing a few
individuals, that selected sample is “100”. 

SAMPLE PLANNING:  Sample planning consists four major parts they are

 Sample Unit : Employees of KARVY.

 Sample Size: 100
 Population : 598
 Sample frame: Employees of heritage foods, Hyderabad
 Sample procedure: Convenience Sampling

SAMPLING METHOD: The various methods of sampling can be grouped under

2 broad heads:

Probability Sampling (Random): The method adopted here is Random Sampling

Method. A Random sample is one where each item in the universe has an equal chance
of known opportunity of being selected.

Non Probability Sampling (Non Random):  The method do not provide every item
in the universe with a known chance of being included in the sample. The selection
process is at least particularly subjective.

LIMITATIONS OF THE STUDY

1. Firstly the respondents were not available readily and the data were collected as
per the convenience of the respondents.
2. Secondly the sample of 100 respondents was given by the organization hence
appropriate sample technique was not applied for selecting the respondents.
3. Thirdly, time is also one of constraints. Duration of 45 days is not sufficient to
cover all the aspects of the study.

For the above limitation the study conducted may not give the true
representation of the entire organization.

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 CHAPTER-II

COMPANY PROFILE

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 COMPANY PROFILE
Background:

Karvy Consultants Limited was started in the year 1981, with the vision and enterprise
of a small group of practicing Chartered Accountants. Initially it was started with
consulting and financial accounting automation, and carved inroads into the field of
registry and share accounting by 1985. Since then, it has utilized its experience and
superlative expertise to go from strength to strength…to better its services, to provide
new ones, to innovate, diversify and in the process, evolved as one of India’s premier
integrated financial service enterprise.
Today, Karvy has access to millions of Indian shareholders, besides companies,
banks, financial institutions and regulatory agencies. Over the past one and half
decades, Karvy has evolved as a veritable link between industry, finance and people. In
January 1998, Karvy became the first Depository Participant in Andhra Pradesh. An
ISO 9002 company, Karvy's commitment to quality and retail reach has made it
an integrated financial services company.

An Overview:

KARVY, is a premier integrated financial services provider, and ranked among the top
five in the country in all its business segments, services over 16 million individual
investors in various capacities, and provides investor services to over 300 corporates,
comprising the who is who of Corporate India. KARVY covers the entire spectrum of
financial services such as Stock broking, Depository Participants, Distribution of
financial products - mutual funds, bonds, fixed deposit, equities, Insurance Broking,
Commodities Broking, Personal Finance Advisory Services, Merchant Banking &
Corporate Finance, placement of equity, IPOs, among others. Karvy has a professional
management team and ranks among the best in technology, operations and research of
various industrial segments.

Today, Karvy service over 6 lakhs customer accounts spread across over 250
cities/towns in India and serves more than 75 million shareholders across 7000

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corporate clients and makes its presence felt in over 12 countries across 5 continents.
All of Karvy services are also backed by strong quality aspects, which have helped
Karvy to be certified as an ISO 9002 company by DNV.

ACHIEVEMENTS:

 Among the top 5 stock brokers in India (4% of NSE volumes)

 India's No. 1 Registrar & Securities Transfer Agents
 Among the top 3 Depository Participants
 Largest Network of Branches & Business Associates
 ISO 9001:2000 certified operations by DNV
 Among top 10 Investment bankers
 Largest Distributor of Financial Products
 Adjudged as one of the top 50 IT uses in India by MIS Asia
 Full Fledged IT driven operations
 First ISO-9002 Certified Registrars in India
 Ranked as “The Most Admired Registrar” by MARG
 Largest mobilize of funds as per PRIME DATABASE
 First depository participant from Andhra Pradesh.
 Handled over 500 public issues as Registrars.
 Handling the Reliance account, which accounts for nearly 10 million account
holders?
Range of services:
 Stock broking services
 Distribution of Financial Products (investments & loan products)
 Depository Participant services
 IT enabled services
 Personal finance Advisory Services
 Private Client Group
 Debt market services
 Insurance & merchant banking
 Mutual Fund Services
 Corporate Shareholder Services
 Other global services
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Besides these, they also offer special portfolio analysis packages that provide daily
technical advice on scrips for successful portfolio management and provide customized
advisory services to help customers make the right financial moves that are specifically
suited to their portfolio. They are continually engaged in designing the right investment
portfolio for each customer according to individual needs and budget considerations.

Karvy Consultants limited deals in Registrar and Investment Services. Karvy is one of
the early entrants registered as Depository Participant with NSDL (National Securities
Depository Limited), the first Depository in the country and then with CDSL (Central
Depository Services Limited).

Karvy stock broking is a member of National Stock Exchange (NSE), The Bombay
Stock Exchange (BSE), and The Hyderabad Stock Exchange (HSE). The services
provided are multi dimensional and multi-focused in their scope: to analyze the latest
stock market trends and to take a close looks at the various investment options and
products available in the market. Besides this, they also offer special portfolio analysis
packages.

The paradigm shift from pure selling to knowledge based selling drives the
business today. The monthly magazine, Finapolis, provides up-dated market
information on market trends, investment options, opinions etc. Thus empowering the
investor to base every financial move on rational thought and prudent analysis and
embark on the path to wealth creation.

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Karvy is recognized as a leading merchant banker in the country, Karvy is registered
with SEBI as a Category I merchant banker. This reputation was built by capitalizing on
opportunities in corporate consolidations, mergers and acquisitions and corporate
restructuring.

Karvy has a tie up with the world’s largest transfer agent, the leading Australian
company, Computer share Limited. It has attained a position of immense strength as a
provider of across-the-board transfer agency services to AMCs, Distributors and
Investors. Besides providing the entire back office processing, it also provides the link
between various Mutual Funds and the investor.

Karvy global services limited covers Banking, Financial and Insurance Services
(BFIS), Retail and Merchandising, Leisure and Entertainment, Energy and Utility and
Healthcare sectors.

Karvy comtrade limited trades in all goods and products of agricultural and mineral
origin that include lucrative commodities like gold and silver and popular items like oil,
pulses and cotton through a well-systematized trading platform.

Karvy Insurance Broking Pvt. Ltd. provides both life and non-life insurance
products to retail individuals, high net-worth clients and corporates. With Indian
markets seeing a sea change, both in terms of investment pattern and attitude of

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investors, insurance is no more seen as only a tax saving product but also as an
investment product.

Karvy Inc. is located in New York to provide various financial products and
information on Indian equities to potential foreign institutional investors (FIIs) in the
region. This entity would extensively facilitate various businesses of Karvy viz., stock
broking (Indian equities), research and investment by QIBs in Indian markets for both
secondary and primary offerings.

.Quality Policy:
To achieve and retain leadership, Karvy shall aim for complete customer satisfaction,
by combining its human and technological resources, to provide superior quality
financial services. In the process, Karvy will strive to exceed Customer's expectations.

Quality Objectives

As per the Quality Policy, Karvy will:

 Build in-house processes that will ensure transparent and harmonious

relationships with its clients and investors to provide high quality of services.
 Establish a partner relationship with its investor service agents and vendors that
will help in keeping up its commitments to the customers.
 Provide high quality of work life for all its employees and equip them with
adequate knowledge & skills so as to respond to customer's needs.
 Continue to uphold the values of honesty & integrity and strive to establish
unparalleled standards in business ethics.
 Use state-of-the art information technology in developing new and innovative
financial products and services to meet the changing needs of investors and
clients.
 Strive to be a reliable source of value-added financial products and services and
constantly guide the individuals and institutions in making a judicious choice of
same.

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Strive to keep all stake-holders (shareholders, clients, investors, employees, suppliers
and regulatory authorities) proud and satisfied

CHAPTER-III

REVIEW OF LITERATURE

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Steps in HR Planning
Forecasting

HR Planning requires that we gather data on the Organizational goals objectives. One
should understand where the Organization wants to go and how it wants to get to that
point. The needs of the employees are derived from the corporate objectives of the
Organization. They stern from shorter and medium term objectives and their conversion
into action budgets (eg) establishing a new branch in New Dehli by January 2006 and
staff it with a Branch Manager (6,000 USD, Secretary 1,550 USD, and two clerical staff
800 USD per month. Therefore, the HR Plan should have a mechanism to express
planned Company strategies into planned results and budgets so that these can be
converted in terms of numbers and skills required.

Inventory
After knowing what human resources are required in the Organization, the next step is
to take stock of the current employees in the Organization. The HR inventory should
not only relate to data concerning numbers, ages, and locations, but also an analysis of
individuals and skills. Skills inventory provides valid information on professional and
technical skills and other qualifications provided in the firm. It reveals what skills are
immediately available when compared to the forecasted HR requirements.
Audit
We do not live in a static World and our HR resources can transform dramatically. HR
inventory calls for collection of data, the HR audit requires systematic examination and
analysis of this data. The Audit looks at what had occured in the past and at present in
terms of labor turn over, age and sex groupings, training costs and absence. Based on
this information, one can then be able to predict what will happen to HR in the future
in the Organization.

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HR Resource Plan

Here we look at career Planning and HR plans. People are the greatest asserts in any
Organization. The Organization is at liberty to develop its staff at full pace in the way
ideally suited to their individual capacities.

The main reason is that the Organization’s objectives should be aligned as near as
possible, or matched, in order to give optimum scope for the developing potential of its
employees. Therefore, career planning may also be referred to as HR Planning or
succession planning.

The questions that should concern us are:

a) Are we making use of the available talent we have in the Organization, and
have we an enough provision for the future?
b) Are employees satisfied with our care of their growth in terms of advancing
their career?

Assignment of individuals to planned future posts enables the administration to ensure

that these individuals may be suitably prepared in advance.

Auctioning of Plan

There are three fundamentals necessary for this first step.

1) Know where you are going.

2) There must be acceptance and backing from top management for the planning.

3) There must be knowledge of the available resources (i.e) financial, physical and
human (Management and technical).

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Once in action, the HR Plans become corporate plans. Having been made and concurred
with top management, the plans become a part of the company’s long-range plan.
Failure to achieve the HR Plans due to cost, or lack of knowledge, may be a serious
constraints on the long-range plan. Below is an illustration of how HR Plan is linked to
corporate Plan.

Monitoring and Control.

This is the last stage of HR planning in the Organization. Once the programmers have
been accepted and implementation launched, it has to be controlled. HR department has
to make a follow up to see what is happening in terms of the available resources. The
idea is to make sure that we make use of all the available talents that are at our disposal
failure of which we continue to struggle to get to the top.
Do you have an HR Plan in action?
Let us all check where we are working and see whether there is really a Human
Resource Plan. If its not available, let use try to develop one and you would see how
you will make a difference. It is quite true that HR plan is the basis of Human
Resources Management. If we do not know how to develop it, then we are not doing an
services to our Organizations and our impact will not be felt in the management pool.

Human resource planning is the process of analyzing and identifying the needs for and
availability of human resources so that the organization can reach its objectives. Both
employee retention and attracting new talent make HR planning a core competency to
creating your organization’s successful future. By linking HR planning to your
company’s strategic goals, you and your HR team ensure your organization’s
competitive advantage.

What Are the Purposes of Human Resource Planning?

In order to create a successful HR plan, you first need to ask, “What are the purposes of
human resource planning?” There are four tasks that a HR plan will accomplish:

1. Identify the HR needs of the organization based on strategic goals (forecasting

demand).
2. Help you understand the talent that you already have and become familiar with
the talent you need (forecasting workforce supply).

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 3. Make sure you’re up-to-date on your labor market, e.g. the talent that is
available to you now and in the future (forecasting workforce supply).
4. Help you create or modify HR policies, procedures and practices to align the
Best Practices

The planning processes of most best practice organizations not only define what will be
accomplished within a given timeframe, but also the numbers and types of human
resources that will be needed to achieve the defined business goals (e.g., number of
human resources; the required competencies; when the resources will be needed; etc.).

Competency-based management supports the integration of human resources planning

with business planning by allowing organizations to assess the current human resource
capacity based on their competencies against the capacity needed to achieve the vision,
mission and business goals of the organization. Targeted human resource strategies,
plans and programs to address gaps (e.g., hiring / staffing; learning; career
development; succession management; etc.) are then designed, developed and
implemented to close the gaps.

These strategies and programs are monitored and evaluated on a regular basis to ensure
that they are moving the organizations in the desired direction, including closing
employee competency gaps, and corrections are made as needed. This Strategic HR
Planning and evaluation cycle is depicted in the diagram below.

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 CHAPTER-IV

DATA ANALYSIS & INTERPRETATION

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 1) Do you feel that training programmers are necessary for employees?

(a) YES (b) NO

NO OF % OF
S.NO OPTIONS RESPONDENTS RESPONDENTS

1 YES 100 100

2 NO 0 0

  TOTAL 100 100

% OF RESPONDENTS

120
100
80
60
40
20
0
1 2
YES NO

Interpretation:

From the above analysis we can say that 100% employees feel that the
training programmers are necessary for employees. The 0% employees feel that training
programmers are not necessary for employees.

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2)Training &development programmers affect employees in getting promotion. Do you
agree?

(a) Agree (b) Disagree

S.N NO. OF % OF
O OPTIONS RESPONDENTS RESPONDENTS

1 AGREE 100 100

2 DISAGREE 0 0

3 TOTAL 100 100

% OF RESPONDENTS

120

100

80

60
100
40

20

0 0
1 2
Agree Disagree

Interpretation:

About 100% of the employees agreed that the training and development
programmers affect employees in getting promotion and 0% of the employees
disagreed that the training and development programmers affect employees in getting
promotion.

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 3) Are you satisfied with present HRM Planning following in your
organization?

(a) YES (b) NO

NO OF % OF
S.NO OPTIONS RESPONDENTS RESPONDENTS

1 YES 56 56

2 NO 44 44

  TOTAL 100 100

% OF RESPONDENTS

No

44%
Yes
56%

Interpretation:

About 56% of the employees are satisfied with present HRM

programmers in organization. 44% of the employees were not satisfied with present
programmers in organization.

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 4) Are you satisfied with working conditions in your organization?

(a) YES (b) NO

NO OF % OF
S.NO OPTIONS RESPONDENTS RESPONDENTS

1 YES 80 80

2 NO 20 20

  TOTAL 100 100

% OF RESPONDENTS

20%

Yes

No

80%

Interpretation:

From the above analysis 80% of the employees are satisfied with working
conditions in this organization. Rest 20% of the employees are satisfied with Working
conditions in this organization.

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 5) Did Organization give sufficient freedom to express your views and
suggestions?

(a) YES (b) NO

NO OF % OF
S.NO OPTIONS RESPONDENTS RESPONDENTS

1 YES 100 100

2 NO 0 0

3  TOTAL 100 100

% OF RESPONDENTS

100%
90%
80%
70%
60%
50% 100
40%
30%
20%
10%
0% 0
1 2
Yes No

Interpretation: All the employees are satisfactory in the expiration of their views and
suggestions

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 6) Does your management give you recognition for good results?

(a) YES (b) NO

S NO OF % OF
.NO OPTIONS RESPONDENTS RESPONDENTS

1 YES 80 80

2 NO 20 20

  TOTAL 100 100

% OF RESPONDENTS

20%

No

Yes

80%

Interpretation:

From the above analysis we can say that 80% of the employees respond that their
management gives recognition for their good results. And 205 of the employees
respond that their management not gives recognition for their good results.

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 7) Duration of training & Development programmed is sufficient?

(a) YES (b) NO

S. NO OF % OF
NO OPTIONS RESPONDENTS RESPONDENTS

1 YES 20 20

2 NO 80 80

  TOTAL 100 100

% OF RESPONDENTS

90
80
70
60
50
40 80
30
20
10 20
0
1 2
Yes No

Interpretation:

From the above analysis we can say that 80% of the employees
are

not sufficient for duration of the programmed. And 20% of the employees are
sufficient

for duration of the programmed.

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 8) Do you think that incentives are needed for attending training
programmers?

(a) YES (b) NO

NO OF % OF
S.NO OPTIONS RESPONDENTS RESPONDENTS

1 YES 100 100

2 NO 0 0

  TOTAL 100 100

% OF RESPONDENTS

120

100

80

60
100
40

20

0 0
1 2
Yes No

Interpretation:

From the above analysis we can say that 100% of the employees feel

Those incentives are needed for attending training programmers. 0% of the

employees feel

Those incentives are not needed for training programmers.

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 9) Duration of the Strategy of individual employee programmed is:

(a) Short term (b) Medium (c) long term

S.N NO.OF % OF
O OPTIONS RESPONDENTS RESPONDENTS

SHORT
1 TERM 40 40

2 MEDIUM 60 60

3 LONG TERM 0 0

  TOTAL 100 100

% OF RESPONDENTS

long term
0%
short term

40%
Medium

60%

Interpretation:

About 40% of the employee’s opinion of the duration of Strategy

Programmed is short term, 60% of employees opinion is medium and 0% of

employees

Opinion is long term.

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 10) Do you have promotional policies in organization?

(a) YES (b) NO

NO OF % OF
S.NO OPTIONS RESPONDENTS RESPONDENTS

1 YES 100 100

2 NO 0 0

  TOTAL 100 100

% OF RESPONDENTS

No
0%

100%
Yes

Interpretation:

About 100% of the employees responds that they have a

promotion policies in the organization.

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 11) Will you have an opportunity to apply your newly acquired knowledge
and skills?

a) To a Small extent (b) To a Full extent (c) To a Great extent

S.N NO. OF % OF
O OPTIONS RESPONDENTS RESPONDENTS

1 TO SMALL EXTENT 20 20

2 TO FULL EXTENT 56 56

3 TO GREAT EXTENT 24 24

  TOTAL 100 100

% OF RESPONDENTS

60

50

40

30 56
20

10 20 24

0
1 2 3
Small Full Great

Interpretation:

About 20% of employees has a small extent of opportunity to

apply newly acquired knowledge and skills. 56% of the employees has a full extent
and 24% of the employees has a great extent of opportunity to apply newly acquired
knowledge and kills.

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 12) What is the overall impression of the Organization?

(a) Excellent (b) Good (c) Satisfactory (d) Poor

NO.OF % OF
S.NO OPTIONS RESPONDENTS RESPONDENTS

1 EXCELLENT 0 0

2 GOOD 60 60

3 SATISFACTORY 40 40

4 POOR 0 0

  TOTAL 100 100

% OF RESPONDENTS

0% 4
0% 1

40% 1
3 2
2 3
60% 4

Interpretation:

About 60% of the employees opinion is Good on the overall impression of the
organization. 30% of the employees were Satisfactory and 0% of the employees were
Excellent and Poor on the overall impression of the organization

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 CHAPTER-V
 FINDINGS
 SUGGESSIONS
 CONCLUSIONS
 BIBLIOGRAPHY

34
 CONCLUSIONS

 The strategy program in KARVY is focused on new and old employees.

 Training program is conducted quarterly.
 HR planning principals& program in KARVY is based on the performance and
seniority.
 The HRM planning program in KARVY is also the company response to new
innovation and upcoming technologies.
 The goal of the program is mainly to improve the job related skills.
 It has been observed during the study that most of the employees expressed the need
for each employee to attend the training program least once in a year.
 Most of the trainees supported external faculty rather than internal.
 The job security is not been effected by the program being undergone.
 The training program is very much relevant to the present nature of work.

FINDING

 The HRM Planning program may be arranged so that each of the employees under
goes it at least once in a year.
 The training sessions should be handled by both the internal and external faculty
so that it provides more comfort and also the knowledge of the external
environment.
 The modern methods of HRM planning should be used so as to have a competitive
edge in the market place.
 The organization should also have high emphasis on the accuracy of performance in
the program.
 Training should be given to all groups at all levels to improve the efficiency on the
whole.

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 The HRM planning conducted should be need training programs for improvement
of the skills and the knowledge.
 All the employees should be provided a minimum and basic technical knowledge

SUGGESTIONS

The conclusions so far drawn from the study tempts to offer the following suggestions
for making the organization ready for empowerment. The conclusions drawn above
convince anybody to identify the following areas to chart out training programs for the
executives to make them completely ready for empowerment

1. A general training program covering the importance of and need for employee
empowerment in the light of global competition is to be designed in brainstorming
session involving internal and external experts.
2. The present study identifies the following areas in which training is to be
undertaken.
 A training program may be undertaken for Executives in general and to Senior
Executives in particular to convince and make them accept the empowerment
concept.
 Executives working in technical areas to be trained effectively in the areas of their
role and interpersonal dependence and relations to make empowerment more
fruitful.
 A training program may be undertaken about "Shared Leadership" which brings
high morale and high productivity and makes the empowerment a success.
3. The subordinate staff who is going to be empowered must be ready to take up this
responsibility. A study is to be conducted among the subordinate staff to find out
their readiness to discharge the new roles under this empowerment program. This
helps in identifying the training areas, to make the subordinate staff completely
ready for undertaking empowerment.

36
BIBLIOGRAPHY

S.NO AUTHOR NAME OF THE BOOK

1. P. SUBBA RAO : Personnel/Human resource

Management.

2. Aswathappa : Human resource Management

3. KOONTZ : Essentials of Management

4. DECENZO & ROBBINS : Human Resource Management

www.karvy.com

www.hrindia.com

www.hrstrategy.in

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 QUESTIONNAIRE

1. Do you feel that training programmers are necessary for employees?

A. YES B. NO
2. Training &development programmers affect employees in getting promotion. Do
you agree?
A. Agree B. Disagree
3. Are you satisfied with present HRM planning following in your organization?
A. YES B. NO

4. Are you satisfied with working conditions in your organization?

A. YES B. NO
5. Did Organization give sufficient freedom to express your views and suggestions?
A. YES B. NO

6. Does your management give you recognition for good results?

A. YES B. NO

7. Duration of training & Development programmed is sufficient?

A. YES B. NO

8. Do you think that incentives are needed for attending training programmers?
A. YES B. NO

9. Duration of the Strategy of individual employee programmed is:

A. Short term B. Medium C. long term
10. Do you have promotional policies in organization?
A. YES B. NO
11. Will you have an opportunity to apply your newly acquired knowledge and
skills?
A. To a Small extent B. To a Full extent C. To a Great extent
12. What is the overall impression of the Organization?
A. Excellent B. Good C. Satisfactory D. Poor

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13) Any suggestions
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