Ethnography The Quarry and the Lot by Mark Wallace Research Paper

Ethnography The Quarry and the Lot by Mark Wallace - Research Paper Example Discussed in the novel are the aspects of memory as well as the history of the suburban culture in American life. The novel thematically focuses on love imminent in the community in spite of the conflicts had. This is evaluated in reference to the human limits exposed in the character’s conducts, interactions, and dialect. The author focuses on love as a theme in an insightful way which presents the reader with an interesting literary piece which is both captivating and interesting to read. In as much as there is evidence of instances of conflict in the narration, what comes out strongly is the love that holds most members of the community together. The book starts with the information about Joseph Klein’s death. Wallace states, â€Å"The evening after I heard that Joseph Klein had died in a fire†¦ †1. The events that follow the death of Klein bring the community together. In some way, the death overshadows the conflicts that were in the community. For insta nce, the narrator calls many people who had been silent from the community for a significant time. Martha insists they call, Joseph’s father, Walter. ... The silence between them portrays the conflict that characterizes the other members of the community. On the other hand, the love that holds them reflects the greater love that brings the community together even in times of grief. The love comes out even in the case of conflicts. For instance, Joseph Klein was not such a loveable character in the narration. His violent ways could have made many to shun him. However, his death revels that in spite of his traits, the members of the community still appreciated him. The conflict in this case comes in the fear they had over him. Wallace states, â€Å"We had all been powerless where Joseph was concerned.†2 This highlights the fear the Joseph evoked amongst his community members. However, the love is later revealed when it is stated, â€Å"So Martha and I sent the proper flowers and condolences to the family and called a few other people we thought should know.†3 This reflects the twists that characterized the communityâ€℠¢s culture. When Joseph was alive, he could have passed for a bad character in terms of behavioral traits, however, the community members assume this on his death. The love in the community makes them overlook what could have been viewed as secrets. Joseph was not a character whose behavior was unacceptable. Therefore, it appears rather ironical that his death causes a stir in the community. The anticipation would have been his death could have been celebrated. The culture reveals that secrets are overlooked. The plausible reason could have been that the overall feeling of love could have been the cause. Love is brought through relationships as well. For instance, the relationship between the

Francis Bacon Essay Example for Free

Francis Bacon Essay Sir Francis Bacon was an English philosopher, statesman, scientist, jurist, orator and author. In 1597 he wrote a short story called â€Å"Of Revenge†. When I came across the short story in my book Reading Literature and Writing Argument I became interested in the story after reading the title. Revenge always happens to be a very interesting topic, typically filled with drama or action. After reading I began to ask myself some questions. Why might someone seek revenge? Is revenge ever justified? After I was able to finish reading Of Revenge I decided that I should summarize his story to get a better understanding of his views on revenge. I observed that Bacons main argument is that revenge is usually something that never produces a good outcome and is typically only viewed as just if it publicly deserved. He views revenge as a perversion of the law. The first wrong is governed by the law and the act of revenge is outside the law. He states that ignoring a wrong makes a man superior to the person who committed the first wrong. He then points out that wise men have enough to do with the present and the future. Since a wrong in the past cannot be made right, it is best to concentrate on the present and future (academia). So why do people do it? I began my research on Google. I thought it would be good to start searching with â€Å"why do people seek revenge? † According to Apa. org, historically, there are two schools of thought on revenge. The Bible, Exodus 21:23 instructs us to give life for life, eye for eye, tooth for tooth, hand for hand, foot for foot to punish an offender. But more than 2,000 years later, Martin Luther King Jr., responded, The old law of an eye for an eye leaves everybody blind (APA. org). It seems that the concept of revenge has been in the minds of people since the beginning of time. There are some questions you must ask yourself in order to analyze revenge itself. If someone was to kill a member of your family, are you entitled to killing an equal valued family member of theirs? If someone blows up your house, are you entitled to blow up the other person’s house? While it may seem fair in some cases, how much better than the other person are you when you have committed an equal horrible act? These questions made me think about revenge as a whole. It seems that any way you put it, revenge always appears to others as a negative act. While this is great evidence in helping me understand vengeance this still does not explain why people seek revenge. As Francis Bacon states â€Å"This is certain, that a man that studieth revenge, keeps his own wounds green, which otherwise would heal, and do well (Folger. edu) To understand his idea I began to break down the quote. He claims that whenever a man is focused on revenge, [it] keeps his own wounds green. I feel that by referring to the color green he is actually referring to the â€Å"sickness† of being possessed by revenge because they plague the wounds and mind. When saying â€Å"which otherwise would heal† he’s referring to overcoming the wrong-doing that the others have done upon him that will happen over time anyways. When someone does wrong onto someone else, sometimes they may be plagued with the thoughts of revenge when otherwise things would end there. Still, there’s the question is it justified? As I sifted through the links provided on Google, I came upon the website emotionalcompetency. They state that â€Å"revenge is directed passionately at a specific target with the intent of doing them harm because you believe they have intentionally done you harm† (emotional competency). Usually people feel they have been attacked in some way or suffered an unjust loss or injury. They are feeling anger, hate, jealousy, envy, and or shame towards the situation. Sometimes people are simply humiliated. If another person made them feel powerless, foolish, ridiculous, stupid, or ashamed people might try seeking revenge against them. Other times they may feel they have to defend their honor whether it is for themselves, their family, their ancestors, or another group they identify themselves with. So it goes deeper than just hurting someone’s feelings. This helped me understand that a negatively emotional event triggered the victim to seek equal damage for another person’s actions. You must completely shatter one’s peace of mind to the extent that they cannot get the issue out of their heads for them to seek revenge upon you. Now that I have analyzed these readings I have come up with a few more questions. Just because you are emotionally distraught, does that enable you to seek revenge without punishment to yourself? I must now differentiate a just and an unjust revenge. Bacon then ends by pointing out that public revenge on bad leaders is for the most part fortunate; as that for the death of Caesar; for the death of Pertinax; for the death of Henry the Third of France; and many more† (psu. edu). He also reminds his reader that private revenge is unfortunate. † While Bacon is in favor of publicly punishing and humiliating authority figures that have done wrong, he still attempts to appeal to a higher sense of moral superiority (enotes). Bacon points out that ignoring a wrong makes a man superior to the person who committed the first wrong. Since nothing can change past events, wise men, Bacon claims, are able to live in the future and disregard past wrongs that they have suffered (Academia). So we come back to the same questions. Why might someone seek revenge? Is revenge ever justified? Francis Bacon in his short story Of Revenge discusses that revenge is usually something that never produces a good outcome and is typically only viewed as just if it publicly deserved. He lists the just deaths of a few old world leaders while appealing to a higher morality by believing that private revenge is just as bad. This essay has slightly swayed my view on revenge. It helped me open my eyes to the fact that I would be no better than my oppressor if I sought to vengefully harm them. He ends with the final statement â€Å"Nay rather, vindictive persons live the life of witches; who, as they are mischievous, so end they unfortunate†(psu. edu) The people who live the lives of negative, vengeful people will have to suffer the consequences of their way of living.

Pros And Cons About Perth Tourism Development Tourism Essay

Pros And Cons About Perth Tourism Development Tourism Essay Perth is described as Western Australias growth capital and there are some pros and cons about Perth Tourism Development (Tourism Western Australia 2010). Perth has been ranked in the top three most desired hotel investment markets together with Sydney and Brisbane in the HTL Capital Advisers 2008 Industry Survey. Perth is the point of arrival in Australia for 70% of the states international visitors (Australian Bureau of Statistics 2009). When talking about the background of Perth, the ecological footprint of residents of Perth Western Australia is among the highest in the world (Urlich 2000). General affluence and high standard of living are primary contributors. Urban form and housing styles are also contributors, directly and indirectly. Perth is extremely low density (R8 on average). Low density suburban development over decades has caused the loss of large areas of bio-diverse vegetation and habitat. Automobile dependency is relatively high. Greenhouse emissions are consequently extremely high on per capita basis (which creates policy and cultural tension). In and around Western Australias capital Perth, there are inner city parks, bustling markets and a colourful lifestyle, as well as water-based activities like fishing, boating and surfing. Western Australian is the nations fourth largest economy, responsible for the production of 13.6% of the Australias gross domestic product (GDP). Perth city is a hub for the states activity and the point of dispersion for the states interstate and international visitors (Australian Bureau of Statistics 2010). Perth has grown to become a city of international significance an increasing population, high workforce participation and productivity continues to fuel demand. Perth has been ranked the least sustainable city in an assessment of the carbon footprint of Australias 20 largest cities (ABCNews 2010). This report is going to discuss the impacts of Hospitality and Tourism industry to Economic, Social and Environmental aspects in Perth. And to some extent, these three aspects would affect tourism industry in Perth also. Besides these, it also takes an example of Holiday Inn Hotel City Centre Perth in the area of CSR (Corporate social responsibility). The hotel has been engaging lots of charity programs. 2. Economic impacts Tourism growth Perth and Western Australia have achieved marginal growth in their market share of Australian international visitation since the year 2004. This is most evident in Western Australias market share of international visitors, which was up 1.1 percentage points to 13.6% as at year end 2009( Tourism Western Australia,2010). International visitors spent a total of 21.2 million nights in Western Australia, 17.0 million of which were spent in Perth. This represents a 42% increase for Western Australia and a 39% increase for Perth, since September 2004. The difference between the growth in visitors and growth in visitor nights reflects the growth in average length of stay, approximately 25% (6 days) and 23% (5 days) for Western Australia and Perth respectively almost half of which occurred in the year to September 2009( Tourism Western Australia,2010). . More quality hotel rooms for Perth, in a world class city with vibrant waterfront and cultural precincts. The focus on the development of significant tourism infrastructure will mean Tourism Western Australia will pull back from its traditional involvement in smaller industry development activities. Tourism Western Australia will develop a new Statewide Major Events Strategy to create new home-grown events and attract more national and international events to Western Australia (Tourism Western Australia, 2010). Tourism in Perth: Tourism and the related business activity are playing an important role in Perth Economy, although a relatively greater one in terms of employment. An estimated 4.0 % of local workers are employed in the tourism services sector in Perth. However, the tourism industry and in particular, segments such as accommodation also is playing a key role in business and corporate activity much more broadly, providing not only the services but also facilities to support activity in these sectors(Tourism Research Australia 2009). Economic Stress in Perth It is generally believed that Hospitality and Tourism is a booming industry. The rising level of stress in Perth is perhaps indicative of the local impacts of the wider economic downturn. Large numbers of people engaged in vulnerable industries, such as hospitality. The economic slowdown has seen increasing numbers of people engaged in these industries out of work. It is, however, likely that the recovery in the resources sector, and the State economy more generally, will see economic stress decrease in Perth suburbs such as Butler, Alkimos and Yanchep (Tourism Western Australia 2010). Perth Airport: the regional gateway Perth is playing a major role in facilitating tourism activity. Perth airport serves as the gateway to Western Australia, facilitating 9.4 million passenger movements annually, including 2.6 million international passengers(Perth Airport, 2009). Indeed, Perth is the point of arrival in Australia for 70% of the states international visitors (Tourism Research Australia 2009). Looking forward, passenger movements at Perth airport are projected to double over the two decades to 2029, with international passenger movements growing by 4.0% to 5.6 million and domestic passenger movements growing by 3.3% to 13.4 million (Perth Airport 2009). 3. Social Impacts New hotel development in Perth Tourism Western Australia welcomed plans for a quality hotel development on Beaufort Street in Perth (Tourism Australia 2009). The capital city, Perth, offers a sought after lifestyle for the international investment community with its natural, relaxed and multicultural environment, low sovereign risk, pro-development government policies, a highly skilled and innovative workforce and world-class infrastructure (Deloitte 2009). Market fundamentals for Perth hotels are very strong with double digit yield growth over the last three years projected to continue for the next five years. The outlook for mid market and first class hotels is very positive despite current global economic uncertainty (Marin and Jafari 2002). Projects of strategic importance in Perth have attracted significant international investor interest creating an exciting business, tourism, residential and entertainment hub to put Perth in the international spotlight (Transocean Consulting Services 2007). This combined with Perths strategic global location, positioning as a major international business hub with close proximity to Asia, makes Western Australia an attractive investment destination. From the statistics, Perth occupancy rates are still amongst the highest in Australia at 81 per cent. Perths consistent growth over the last five years is encouraging to investors such as the Rothchester Group and its preferred operators (Tourism Australia 2009). There is strong demand for hotel accommodation in Perth and a particular shortage of high quality hotel accommodation in the city. In Hong Kong more than 70 per cent of delegates chose Australia as their preferred choice for investment. Tourism Western Australia will continue to assist investors to ensure quality hotel developments are built in the Perth central business district and regional Western Australia. Raising awareness of local issues and needs Tourism can also raise awareness of local issues and needs. Branding of local product and achievements creates regional identity not only nationally but also internationally. There is a trend towards investment in interpretation of natural and cultural resources in Perth. Perth attraction to natural and heritage icons often helps fund conservation important efforts and provides opportunities for effective management of sensitive and important areas. Tourism is largely an experience driven industry, and Perth local culture is a unique experience more so local personality, hospitality and food than so called built attractions. (McCool and Moisey 2000) Tourism can boost the preservation and transmission of cultural and historical traditions (Weaver 2000). This often contributes to the conservation and sustainable management of natural resources such as John Forrest National Park and Matilda Bay Reserve in Perth , the protection of local heritage like Aviation Heritage Museum and Heritage Cottage Bed Breakfast, and a revival of indigenous cultures, cultural arts and crafts. More education and training programs in Hospitality and Tourism Industry One of the biggest problems which occurs to Tourism Industry is Occupational Skills Shortage ( Sommerville 2007). There are not enough qualified and experienced people, and for many of the jobs in short supply, however, education and training usually is not provided for a long time in Perth. At the same time, an increasing number of people seem to leave the workplace than entering it. It is hard to increase the numbers of people being trained because of the need for experienced employees to supervise and mentor apprentices, trainees or graduates and the limitations this placed on the number of new entrants that could be employed and trained. More than that, these education and training courses are often not keeping pace with the innovation and technological change in the workplace in Western Australia (Sommerville 2007). 4. Environmental impacts: Air Pollution in Perth Not many tourists might choose Perth as their destination or even locals might not stay in Perth during summer and winter times, due to severe Air Pollution in Perth, While Perth has a relatively small population when being compared with some other Australian capital cities, air pollution in Perth is very significant (Department of Environmental Protection 2009). The following analysis shows that Perth has levels of air pollution which might present health impacts to tourists and locals. The levels of photochemical smog (ozone) in Perth during summer regularly exceed national standards (Department of Environmental Protection 2000). Besides this, during winter months, a smoke haze frequently hangs over Perth. In most cases these episodes of unacceptable air quality are influenced by weather conditions that prevent air pollutants from detracting quickly (Department of Environmental Protection 2000). Figure: The sites of the Perth Air Quality Monitoring Stations Source: Air Quality in Perth 1992-1999 report (DEP 2001) A detailed analysis of the air quality in the Perth metropolitan region is contained in the DEPs Air Quality in Perth 1992-1999 report (DEP 2001). In summary the report shows that: à ¢Ã¢â€š ¬Ã‚ ¢ Ozone levels in summer are tending to remain high, approaching or exceeding the acceptable standard; à ¢Ã¢â€š ¬Ã‚ ¢ Background levels of ozone are increasing; à ¢Ã¢â€š ¬Ã‚ ¢ Airborne particle (haze) levels in winter are relatively high, and during spring and autumn are relatively low. As the population grows, even if the level of car ownership remains the same as it is now, there will be even more cars on the road. On top of this, the length of vehicle trips is expected to increase as the size of Perth grows. It is expected that for every one per cent increase in population there will be a 1.6% increase in the number of vehicle kilometers travelled. Figure: The total vehicle emissions of carbon monoxide and oxides of nitrogen going into Perths air each day. Source: Air Quality gets a Black Mark, Australian Environment Review, Vol 11, No 4, May 1996. Figure: Predicted daily vehicle emissions of carbon monoxide and oxides of nitrogen for Perth in 2011 assuming there is no new anti-pollution Source: Air Quality gets a Black Mark, Australian Environment Review, Vol 11, No 4, May 1996. As for the solution of the Air Pollution, reduction in motor vehicle ownership and usage is the key target. Increased use of public transport -international experience, and recent local successes strongly indicate that rail should be the focus for Perth (Department of Environmental Protection of Perth 2003). In Hospitability and Tourism Industry, Some forms of recreation, including rowing, bushwalking and rock climbing, make little or no contribution to air pollution (Department of Environmental Protection of Perth 2003). Other pursuits however, affect the quality of our air. Trail bikes, jet skis and power boats all put toxic emissions into the atmosphere. It is possible to continue to enjoy all forms of recreation and at the same help to improve air quality. Coastal erosion As for Tourism Industry, Coastal Erosion is very serve phenomena. Hotels, resorts or even local houses along the coast would be affected to some certain extent (Medlik 2003). Rising sea levels, more frequent storms, cyclones and floods along the coastline are putting beach front properties at risk. Coastal erosion is the permanent loss of land along the shoreline (World News 2009). Natural causes of erosion (World News 2009): Changes in wave climate such as an increase in wave height change in the angle of wave approach or increased frequency of high magnitude waves. Reduction in the amount of sediment delivered to the coast from reef and rising sea level. Human-induced causes of erosion (World News 2009): Sand extraction from beaches that reduces the sand volume of the coast, coral mining, insertion of structures such as seawalls which locally alter wave processes and change sediment transport patterns and removal of mangroves. Waste Water Management in Hotels Environmental Effort = Reduced Consumption = Lower Operating Costs Hyatt Regency Perth Hotel is the example of doing Waste Water Management. Environmental impacts of Hospitality and Tourism are described as following points:  · Large draw on public infrastructure and utilities (electricity, water, sewage) which must be shared with local communities  · Discharge of untreated effluents into the environment in large quantities  · Massive import of goods to service the industry- excess packaging and waste  · Improper land use planning and poor designs of infrastructure systems These impacts on the community in Perth can be indicated as following: shortages in public utilities (water rationing, brown outs), ineffective hotel wastewater treatment plant might cause human health impacts and rise in disposal costs for waste removal (Water Corporation 2006). Protecting Perths Public Drinking Groundwater Sources The growth of Hospitality and Tourism industry in Perth, to some extent, is helping to protect Perths Public Drinking Groundwater Sources through raising public awareness. The main sources of groundwater in Perth are the Jandakot and Gnangara Mounds on which the Jandakot, Gnangara and Perth Coastal (Water Corporation 2007). Underground Water Pollution Control Areas (UWPCAs) are defined. Within these areas policies have been developed to protect water resources from pollution. The Department of Environment (DoE) is responsible for the protection of water resources used for public drinking water supplies throughout Western Australia (Water Corporation 2007). 5. Corporate social responsibility (CSR) In terms of Corporate Social Responsibility, some hotels and resorts do make very good examples. Some hotels have 10 percent of the total guest room revenue donated equally to a charity of their choice and Community Footprints, the social responsibility program. Some hotels win lots of popularity through their outstanding and continuing social contributions to the local community which included numerous social initiatives in the fields of sustainability, environment, heritage, community interaction and youth development ( Cq Researcher 2010). Activities involved are such as inspiring the younger generation with environmental awareness and to instill a sense of ownership for the future of their country. More than that, supporting under-privileged children and eco-friendly green initiatives for many years are also examples of some hotels social responsibilities (Cq Researcher 2010). Holiday Inn Hotel City Centre Perth Holiday Inn City Centre Perth builds customer loyalty and strengthens employee commitment through a program of charitable engagement with the multiple local communities in which they operate (Cq Researcher 2010). In the area of corporate social responsibility (CSR) Holiday Inn City Centre Perth is involved in many initiatives aimed at reducing its impact on society, for example energy and water conservation. The focus of this briefing is on its engagement with charities and how it has helped their business. The charities are in their core interests of Community, Employees, Arts, Youth Education, Environment and Human Rights. The charities they involved such as Children In Need, the Red Cross and so on. The hotel is also helping to upgrade schools with sanitation facilities as well as library and science equipment, workbooks and classroom materials. Besides Holiday Inn City Centre Perth, the other hotels in Perth are also helping to make it much easier for their staff to be environmentally friendly. The provision of bike lockers and shower facilities means that staff can gain some exercise and be ready for their day at work. Some hotels even provide child-care facilities, this means that busy mothers and fathers can reduce the distances they drive, or even better, enjoy some time with their children as they travel together on public transport(Cq Researcher 2010). 6. Conclusion This study report introduces the city Perth and analyzes how Hospitality and Tourism Industry affect the city Perth based on social, economic and environmental factors. Not only that, it also discusses the issue about Corporate Social Responsibility (CSR) and gives some examples about the hotels in Perth. Sustainable development is the objective, not just the protection of biodiversity and species. Tourism is a fast growing industry and a valuable sector, contributing significantly to Perth economy. Perth is experiencing substantial growth in terms of inner-city living, development and Hospitality Tourism industry, servicing 100,000 daily visitors and workers in addition to its 15,000 inner-city residents. The City of Perth is a main provider of free entertainment for the 1.6 million people in the metropolitan area and is the premier destination for business, entertainment, nightlife, culture and the arts. Around 4.0 % of local workers are employed in the tourism services sector in Perth. However, they lack training and education. Moreover, local employees usually work at very low paid and unskilled jobs. People also enjoy living close to recreational areas such as the Swan and Canning rivers and near the open spaces of the various parklands, wetlands and the hills. There is a tendency for the people of Perth to live in single residential home surrounded by private gardens. Transport is another factor people consider when choosing where they live. These factors have all contributed to Perth becoming a sprawling city. This pattern of development is expected to lead to people travelling greater and greater distances so they may satisfy their work and social requirements. This report addresses the issues of economic stress and tourism growth in Perth. As for Environmental impacts, Air Pollution, Coastal erosion, Waste Water Management in Hotels, Public Drinking Groundwater Sources are some of the issues are being discussed above. Perth has been facing very severe air pollution. Hyatt Regency Perth Hotel manages well in terms of waste water management. And when comes to social impacts, Tourism can also raise awareness of local issues and needs. More than that, Western Australia also welcomed new hotel development in Perth. To conclude, Hospitality and Tourism Industry has huge impact on Perth in terms of three factors which discussed above. More than that, it is clearly that some local patterns also affect tourism industry in Perth.

Betty Friedans The Feminine Mystique and Sue Kaufmans Diary of a Mad

Betty Friedan's The Feminine Mystique and Sue Kaufman's Diary of a Mad Housewife Bettina Balser, the narrator of Sue Kaufman’s Diary of a Mad Housewife, is an attractive, intelligent woman living in an affluent community of New York City with her successful husband and her two charming children. She is also on the verge of insanity. Her various mental disorders, her wavering physical health, and her sexual promiscuity permeate her diary entries, and are interwoven among descriptions of the seemingly normal and easy routine of a housewife. Betty Friedan, in writing the Feminine Mystique, describes the plight of millions of American women directly parallel to that of Bettina’s. Through her exhaustive research and interviews, Friedan documents extensive evidence of the adverse effects of â€Å"Occupation: Housewife.† The women she speaks with are all like Bettina: they lead desirable, healthy lives on the surface, and yet they are slowly deteriorating inside. Friedan discusses the effects of the unnatural and illogical mirage of femininity forced upon women, and analyzes why being just a housewife is not enough. Bettina’s situation will be analyzed through Friedan’s theories on the feminine mystique. Despite her misery, Bettina Balser is quite aware of how blessed she is to have the life of which millions of women can only dream. She begins her diary with a long catalogue of all of the things she should, in all reason, be grateful for: â€Å"Shall I say the obvious, the thing I’ve told myself every day for weeks- that I know I’m a Very Lucky Girl, and really must be crazy to get into the state I’m in these days, when I have everything A Girl Could Want? I have two bright, healthy, attractive children†¦ I have... ...e the nervous tics, the various phobias, the alcoholism, and the insomnia, Bettina survives through to the end of Diary of a Mad Housewife. Bettina made it through ten years of marriage in the inhumanly confining role as a housewife because she was able to hold on to ideas that made her Bettina Balser instead of just a housewife. Bettina is an outstanding woman when compared to the millions of women described by Friedan whose creativity and individuality was wasted on living solely as a wife and mother. However, Bettina also embodies the disastrous effects that the feminine mystique debilitated American women with during the 1950’s, as profoundly described by Betty Friedan in the Feminine Mystique. Works Cited Friedan, Betty. The Feminine Mystique. New York: Norton, 1963. Kaufman, Sue. Diary of a Mad Housewife. New York: Random House, 1967.

Producing Isoamyl Acetate from Isoamy

This was then weighed and computed for the percent lied. The theoretical yield and the weighed value must have close values in order for this experiment to be successful. Keywords: fruit flavors, banana flavor, call stratification, reflux, extraction, washing, drying, drying agents Introduction Esters are a group of organic compounds that give out distinct odors. Examples of esters are fruit flavors such as the product of this experiment. Somali acetate or banana flavor is an ester which resulted from an call stratification between Somali alcohol and Acetic anhydride.Call stratification is a reaction between acid anhydride and call chlorides. Through this experiment, the students that performed It would have learned about reflux, extraction, washing and drying. The reflux technique is the boiling of the reagents while cooling the vapor escaping from it and having it returned in the flask to prevent evaporation. This guarantees that the temperature in the flask is constant. Extraction , washing and drying the resulting chemicals after the reflux technique separates the desired product, in this experiment It was the Somali acetate, from the excess products.Drying agents are used twice In this experiment, first to remove the water where the undesired reduces was washed Into and the last to remove the excess. The objectives of this experiment is as follows: To synthesize Somali acetate from Somali alcohol and Acetic anhydride To calculate percent yield of Somali acetate To learn the reflux technique To learn the technique of extraction, washing and drying Methodology First, the reagents were prepared and properly labeled. 5 drops of concentrated HOSTS was added into the acetic anhydride while in an ice bath.While still in the ice bath, Somali alcohol was slowly added into the acetic anhydride. The reaction was extremely exothermic which explains the use of an ice bath. See Figure 1) The reagents were then transferred into a reaction flask. Three boiling chips were a dded in order for the chemicals to boil easily. It was then refluxed for 30 minutes making sure that the temperature remains constant at ICC. (See Figure 2) It is necessary to keep the temperature constant in order to avoid explosions. Figure 2.Reflux Technique It was then poured into a beaker with crushed ice and allowed to melt. After melting, it was transferred into a separating funnel. 15 ml saturated Enhance was added into the solution. This was necessary in order for the organic components to react with it ND become water-soluble. The funnel was then swirled until two layers have separated. (See Figure 3) Figure 3. Swirling the Separating Funnel The lower layer was discarded and 15 ml of saturated NCAA was added. NCAA was a drying agent for the removal of water.

Training and Devolopment with Reference to “Apcpdcl”

A PROJECT WORK ON TRAINING AND DEVOLOPMENT WITH REFERENCE TO â€Å"APCPDCL† The thesis report submitted on the partial fulfillment of the requirement for the award of MASTER OF BUSINESS ADMINISTRATION By HEMALATHA Y Reg. No 110277202005 Department of Business Management ST. THERESA’S COLLEGE FOR WOMEN (Affiliated to Andhra University) ELURU 2010-2012 CERTIFICATE This is to certify that Miss. Y. Hemalatha, Student of â€Å"Ch. S. D. St. Theresa’s college for women, Eluru† has done the Project work titled TRAINING & DEVELOPMENT at APCPDCL, under my guidance during the period of 5th May 2011 to 5th July 2011. She has been sincere, dedicated and her conduct throughout the study during the above period has been excellent. Internal project guide Head of the department Mrs. Renuka Mrs. R. S. Saraswathi. External Examiner Director of PG Courses Dr. Marietta Pudota DECLARATION I hereby declare that this project report entitled â€Å"TRAINING & DEVELOPMENT† a bonafide work done for â€Å"APCPDCL† located in Hyderabad submitted in partial fulfillment for the award of degree of â€Å"MASTER OF BUSINESS ADMINISTRATION† DATE: PLACE: Hyderabad Y. Hemalatha ACKNOWLEDGEDMENT I behold to express my gratitude to Dr. R. S. Saraswathi, Head of the Department, Dept. of Management. It’s my pleasure and a bound duty to acknowledge with all my humility, my grateful thanks Project guide Dr. Renuka. I wish to thank and H. R. D Department for providing this opportunity to do my project and for taking special care and interest in my project work in their esteemed organization. I am grateful and thankful to for all the above for their support and kindness they offered during my term of the project. INDEX CHAPTER-I * Importance * Need for the study * Objectives of the study * Sampling and methodology CHAPTER-II * Company profile * Industry Profile CHAPTER-III * Concept of Training and Development * Areas of Training * Training Methods * Models of Training * Benefits of Training * Concept of Development * Importance of Training and Development CHAPTER-IV * Process of Training and Development followed by APCPDCL * Data interpretation and analysis Training and Development CHAPTER-V * Summary * Findings * Suggestions CHAPTER-V * BIBILIOGRAPHY * QUESTIONNAIRE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT India is a land enriched with an abundant supply of human resource. One of the major impacts on production is the human sector. It has been recognized as a principle instrument in the fulfillment of the targets of the plan and in the achievement of the economic progress generally. Hence it is more the welfare of the employees and to prevent the main problems. An organization whether small or large, be it a business or an industrial enterprise, needs for its growth, survival and continuance four improvement M’s * MONEY * MATERIAL * MACHINERY and * MEN Primarily, success or failure of an organization mainly depends upon combination of the above four factors. Of which, I feel, managing men is critical and challenging task because of the dynamic nature of the people. No two persons are similar in their mental abilities, traditions, sentiments and behavior and are subject to many and varied influences, people are responsive, they feel, think and act and therefore they just cannot be operated like a machine or shifted and altered like a template in a room layout. Human beings differ from one another in basic metal abilities, personality, interest, skills, attitudes, aspirations, energy, education, training, experience and behavior. Because of these varied traits human beings are complex in their behavior and in their psychological make-up and when they interact with one another in a group or an organization, this complexity is multiplied. Because of these diversified factors, human beings have to be handled with great care and art of handling men was traditionally called as â€Å"personal management† but it is called as â€Å"human relations or human engineering. † Knowledge of people, their usage’s and behavior is the first step in developing the human relations. NEED FOR THE STUDY * To gain optimum utilization of human resource by measuring their training and development. * As the ultimate desire of every employee is for their hike (wages and salary). * To know the training and development and wages and salary administration of employees in the APCPDCL. * In human resource management employee is to be treated as an assent of the organization. Along with the training and development of the employee by the organization affects the moral of the employee and productivity of the organization. In such situation the expectation of the employee, which are described in job Description should not be ignored. OBJECTIVES OF THE STUDY The objectives of the study are: * To study and analysis the philosophy of employee training and development of APCPCL * To study the process of wage and salary administration that was followed by APCPDCL * To understand various strategies APCPDCL with fulfilling with fulfilling the need of Training and development need of the employees. * To compare the standards of APCPDCL with international standards. To study & analysis the philosophy of employee training and development of APCPDCL SAMPLING AND METHODOLOGY: A Survey of 100 respondents out of 514 employees at Corporate Office in produced by APCPDCL. By the way of random method was conducted. Data collection: After identifying the research objectives the next step is to identify the methodology for data collection. Data Sources: For the successful completion of the project, the study is in need fo r both primary as well as secondary data. Primary Data: Primary data collected through interviewing the employees in APCPDCL. In that sense 100 respondents through questionnaire. Secondary Data: The process of secondary data is also called desk research, which was collected and stored earlier. Questionnaire Design: To study the view on the â€Å"Training and Development† of APCPDCL. Researches used structured undisguised question wise most of the questions were of simple and the respondents are free to express their ideas. LIMITATIONS The study has its own limitations: * It is limited to small sample that is 100 respondents from a large number of populations in company with in a time frame of few days. The duration of project was limited for only two months. * The study is only on academic point of view. * The study is based on primary and secondary data. * Respondents may not be in a position to respondent in favor of the questionnaire. COMPANY PROFILE Central Power Distribution Company of A. P. Limited was formed from the erstwhile Andhra Pradesh State Electricity Board (APSEB) which was a power su pply company to the other sector Industries, Agriculture and for Home needs. On 01/02/1999, the APSEB has been divided into two wings. They are 1. APGENCO 2. APTRANSCO APGENCO It is a Subsidiary of APSEB. It generates Power from different sources such as Water, Coal, etc. the generated Power from the APGENCO will be sold to APTRANSCO which is also Subsidiary of APSEB. APTRANSCO It is also a Subsidiary of APSEB. It buys Power from APGENCO and it resells to the Distribution Companies. There are four Distribution Companies under Andhra Pradesh State Electricity Board which distributes power for all over Andhra Pradesh. Central power distribution company of Andra Pradesh Limited hyderabad Northern Power Distribution Company of Andhra Pradesh Limited – Warangal. Southern Power Distribution Company of Andhra Pradesh Limited – Thirupathi. Eastern Power Distribution Company of Andhra Pradesh Limited – Vishakapatnam. These four companies are distributing power to their concerned area for each distribution company there is one Chairman & Managing Director and four or five Directors to control the Operation of Power Distribution Companies. Apart from them a Public Relation Officer and a Company Secretary is also there. APTRANSCO controls all four Distribution Companies to maintain uniformity among the companies. APGENCO is an Independent Organization. CENTRAL POWER DISTRIBUTION COMPANY OF A. P. LIMITED, HYDERABAD. Vision of APCPDCL To be one of the India’s best Power utilities, satisfying the customer’s needs and powering states growth. Mission of APCPDCL To be a Powerful Distribution Company in the Electricity sector through: – Make available reliable and quality Power – Continuously develop competent and committed human resources to match best Standards. * Adopt State-of art technologies for improved productivity. The core values of the Organization are, * Customer Focus * Organization Pride Mutual Respect and Trust * Initiative and Speed * Total Quality With a vision to fulfill the expectations of the Government, the Central Power Distribution Company of A. P. Limited, Hyderabad which came into being on 1st April 2000 as a sequel to the A. P. Electricity Reforms Act,1998 with an objective of Electricity to the people at an affordable price. With its headquarters at Hyderabad, the APCPDCL encompasses an area of Seven Districts viz. , Anantapur, Kurnool, Mahaboobnagar, Nalgonda, Medak, Ranga Reddy and Hyderabad catering to the power requirements 57. million consumers. APCPDCL has a vast infrastructure facility in its operating area with 972 Nos. 33/11 KV. Sub-stations, 1, 459 Nos. of Power Transformers, 522 Nos. of 33KV Feeders, 3, 676 Nos. of 11KV Feeders and around 1,60,983 Nos. of Distribution Transformers of various capacities. A number of new initiatives for improving the quality supply of Power were introduced by APCPDCL such as * Pass books to individual customers * Electronic spot billing * Voluntary disclosure schemes * Web enable customer service centers * Tie up with e-sevas centers for bill payment Electronic control and complaint center etc. * Tins, Mats, Cap. * Vidyut sadassus, Sub-stations wise making Having electrified 6,489 Villages, 5,600 General hamlets, 2,059 Tribal hamlets, 12,105 Daliwatdas and 5,806 Weaker Sections Colonies, APCPDCL is looking forward to me et many challenges with promised to deliver quality customer services through innovative programs. The philosophy of APCPDCL is to continuously striving to enhance is performance emerged stronger by the day to offer its customers the best and value for money. The company is managed by a Board of Directors consisting of the following members. * Chairman & Managing Director: Mr. .M. T. Krishna Babu, I. A. S. , * Director (HRD&OPW/GH): Mr. K. Venkatanarayana, B. E. , * Director (P & MM): Mr. KH. Ghulam Ahmed, B. E. , * Director (Commercial): Mr. A. Srinivas Rao, B. E. , * Director (Finance ): Mr. P. Rajagopal Reddy * Director (Operation-Rural): Mr. B. Veera Reddy, B. E. , * Director (Coordination): Mr. B. Ravindra Reddy, B. E. , * Director (Projects & IT): Mr. G. Raghuma Reddy, B. E. , Licensed Area Covering seven districts in Rayalseema and Telangana areas including twin cities of Hyderabad and Secunderabad i. e. , capital of Andhra Pradesh, Kurnool, Mahaboobanagar, Medak, Nalgonda, Ranga Reddy and Hyderabad totally 86,800 SQ. KM. Customer Services: * Apply for new connection * Apply for transfer of service * Centralized trouble call center * Round the clock service * Spot billing Customer Information: * Electricity tariff * Fuse off call officers * Electricity saving tips * Official mail id * Citizens charter * Electrical safety Online Services: * Know your bill * Online bill enquiry Online bill calculation * Online bill payment Certain provisions in the Electricity Act 2003 such as open access to the transmission and distribution network, recognition of power trading as a distinct activity, the liberal definition of a captive generating plant and provision for supply in rural areas are expected to introduce and encourage competition in the electricity sector. It is expected t hat all the above measures on the generation, transmission and distribution front would result in formation of a robust electricity grid in the country. TRAINING AND DEVELOPTMENT TRAINING: Training is concerned with imparting and developing specific skills for a particular purpose. Training encompasses activities ranging from the acquisition of a single motor skill up to the development of a complex technical knowledge inculcation of elaborate administrative skills and the development of favorable attitudes towards the organization. Training is a learning experience in that it seeks relative permanent change in an individual that will improve his ability to perform the job. It involves change of skills, knowledge, attitudes and social behavior. TRAINING DEFINED It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is activity leading to skilled behavior. †¢ It’s not what you want in life, but it’s knowing how to reach it. †¢ It’s not where you want to go, but it’s knowing how to get there. †¢ It’s not how high you want to rise, but it’s knowing how to take off | | †¢ It may not be quite the outcome you were aiming for, but it will be an outcome †¢ It’s not what you dream of doing, but it’s having the knowledge to do it It's not a set of goals, but it’s more like a vision. †¢ It’s not the goal you set, but it’s what you need to achieve it Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. T raining is about the acquisition of knowledge, skills, and abilities (KSA) through professional development. | FEW DEFINITIONS:- A planned process to modify attitudes, knowledge or skills behavior through learning experiences to achieve effective performance in an activity a range of activities. Its purpose, in the work situation, is to develop the ability of the individual and to satisfy the current and future needs of the organization. (Man power services commission 1981) The purpose of teaching new employees the basic sills need to perform their jobs. (Gary Dessler 1985) Training consists of planned programmes designed to improve performance at the individual group and/or organizational levels, which in turn gives measurable changes in knowledge, skills, attitudes and/or social behavior. (Wayne Cascio, 1995) Training is an art of increasing the knowledge and skills of an employee for doing a particular work. Peter F. Drucker) Training is the act of increasing the skills of an employee for doing a particular job. (Flippo) Training is the act of increasing the knowledge and skills of an employee for doing a particular job. (Arun Monappa and Saiyadain) PURPOSE OF TRAINING:- In the modern co-operative environment the necessity or training employees may arise for different rea sons as follows: a. To enable existing employees and new recruits to under take operations involving new technology. b. To adopt the existing methods and techniques to changing needs. c. To improve the efficiency of work performance by employee. d. To achieve higher productivity. e. To reduce supervision time, minimize spoilage and wastage of material. f. To develop the potential abilities or work-men etc. , AREAS OF TRAINING:- 1. Training in company policies or procedures:- The objective is to orient new employees with the set of rules Procedures, management, organization structure, environment and products, which the Form has and/ or deals with. Orientation is a continuous process aimed at the adjustment of all employees to new and changing situation. It aims to impart the facts Of company rules of policy, to create attitudes or confidence in the company, pride in its information about needs or skills, development, quality of production and work organization. 2. Training in particular skills:- Training f employees for particular skills is under taken to enable the employees to be more effective on the job. It is here and now proposition, some what like induction training, which does not have a very significant development a certain contribution to the job, for instance, sales training and machine skills. 3. Training in human relation:- Training is a broad category embracing many different aspects. Self-learning and inter-personal competence can be included in this category, all concerned with generally the some theme. It stresses a concern for individual relationship for feeling and treating . people as â€Å"Human Beings† rather than a machine. Not only in this concern and awareness in one’s attitude and behavior conductive to better work place relation but also to enhance productivity. This category of training is oriented towards the development of the individual and consequently the organization’s efficiency in terms of better team work. 4. Problem-solving training:- Many companies’ programmes also revolve around organizational units, like divisions or branches, which generally handle a product line. The practice is to call together all managerial, personnel, in a particular division/branch from both the head quarters and the field offices and discuss common problems and solutions across the table This is not only helps to solve problems, but also serve as a from for the change of ideas and information, which could be utilized in other situations. 5. Managerial and supervisory training:- The managerial job combines both techniques and conceptual knowledge. If it were of a specialist, it would emphasize. Some techniques and knowledge like operations, research, finance, production and personnel management. 6. Apprentice training:- The apprentice act, 1961 was based on the philosophy of providing some technical for unskilled people in order that there employment opportunity is enhanced, or alternatively to help them be self-employed. Industrial organization in specified industries is required to train apprentice in promotion to their work force in designated trades. The duration of training is 1 to 4 years. TRAINING METHODS/TECHNIQUES On the job method This type of training is also known as job instruction training in the individual is placed on a regular job and taught, the skills necessary to perform that job on the job training has a advantage of giving first hand knowledge and experience under the actual working conditions. (a) Job Rotation:- This type of training involves the movements of the trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor or Trainer in each of the different job assignments. This method gives an opportunity to the Trainee to understand the problems of employee on other jobs and respect them. b) Coaching:- The trainee is placed under a particular supervisor functions s a coach in training the individual, the supervisor provides feed back to the trainee in his performance and offers him some of the duties and responsibilities of the coach and relieves him of his burden. A limitation of this method of training is that the trainee may not have the freedo m or opportunity to express his own ideas. (c) job- instruction:- This method is also known as training through step by step. Under this method, trainee explains the trainees the way of doing the jobs. Job knowledge, skills and also him to do the trainee, provides feed back information and corrects the trainee. Off the- job method Under this method of training, trainee is separated from the job situation and his attention in focused upon learning the material related to his future job performance. (a) Vestibule training:- In this method, actual work conditions are stimulated in a classroom. Material, Files and equipment those are used in actual job performance are also used in training. This type of training is commonly used for training for clerical and semi-skilled jobs. b) Role- playing:- It is defined as a method of human interaction that involves realistic behavior In imaginary situation. This method of training involves action, doing and practice. The particular play the role of certain characteristics, such as the production manager, mechanical engineer, fore – men and the like. This method is mostly used for developing inter-actions and relations. (c) Lecture method: - This lecture is a traditional and direct method of instructions. The instructor organizes the material and gives it to a group of trainees in the form of a talk to be effective. The lecture must motivate and create interest among the trainees. An advantage of lecture method in that it is direct and can be used for a large group of trainees. Thus costs and time involved are reduced. (d) Confidence discussions:- It is a method of training the clerical professional and supervisory personnel. This method involves a group of people who possess ideas, examine and share facts, ideas and data. Test assumptions, and draw conclusions, all of which contribute to the improvement of job performance. Discussions has the discussion involves two-way communications and feed back is provided. e) Programmed Instructions:- The subject matter to be learnt is presented in a series of carefully planned sequential units. These, units are arranged from single to more complex levels of instructions. The trainee goes through these units by answering questions or filling in the blanks. This method is expensive and time consuming. MODELS OF TRAINING The system model consists of five pha ses and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training are as follows: 1. Analyze and identify the training needs i. e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 2. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents. | | Evaluating 3. Develop- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals ; objectives. 4. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program. 5 each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices. TRANSITIONAL MODEL Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which trainingmodei. e. innerloopisexecuted. Vision – focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itse lf few years down the line. A vision may include setting a role mode, or bringing some internal transformation, or may be promising to meet some other deadlines. Mission – explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform | | the employees regarding the organization. The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. Values – is the translation of vision and mission into communicable ideals. It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc. | | | The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented. | | INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL (ISD) MODEL Instructional System Development model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages: 1. ANALYSIS – This phase consist of training need assessment, job analysis, and target audience analysis. | | 2. PLANNING – This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i. e. selection of content, sequencing of content, etc. | | | 3. DEVELOPMENT – This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc course material for the trainee including handouts summary. . EXECUTION – This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and othertrainingaccessories. 5. EVALUATION – The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. T his phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program. It also highlights that feedback is an important phase throughout the entire training program. In this model, the output of one phase is an input to the next phase. | | BENEFITS OF TRAINING:- * It leads to improved profitability and/or more positive attitudes towards profit motivation. * Improves the job knowledge and skills at all levels of the organization. * Improves the morale of the work force. * Helps in creating a better corporate image. * Faster’s authenticity, openness and trust. * Improve the relationship between bosses and subordinate * Aids in organizational development Learns from trainee * Aids in understanding and carrying out organizational polices * Provides information for future needs in all areas of the organization * Organization gets more effective decision-making and problem solving * Aids in developing leadership sill motivation, loyality, better attitudes, and other aspects that successful workers and managers usually display * Helps keep costs down in many areas, e. g. , production, personnel, and administration etc. , * Develops a sense of responsibility the organization for being competent and knowledgeable. * Improves labour-management relation Reduces outside consulting costs by utilizing competent internal consulting * Stimulates preventive management s opposed to putting out fires eliminates Sub-optimal behavior (such as hiding tools) * Aids in handling conflict, thereby helping to prevent stress and tension. Importance of Training Objectives Training objective is one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, 1. Trainer 2. Trainee 3. Designer 4. Evaluator | | Trainer – The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training. | | | Trainee – The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of the training program in trainee’s mind that actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore, training objectives helps in increasing the probability that the participants will be successful in training. Designer – The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then he’ll buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i. e. when there is a defect in a product or when a customer is angry. Therefore, without any guidance, the training may not be designed appropriately. Evaluator – It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants. | | DEVELOPMENT In day’s competitive environment, an organization has to be concerned about the development. Development in the preparation and education of manage to effectively manager their people while at the same time achieving the strategies and goals of their company. Development in a continuous processes and seeks to being about behavior change in trainee managers by cultivating their mental and inherent qualities. The Major Qualities Of The Development Programme Are: * The continuing improvement and development of present managers * Provisions of an adequate number of well-qualified managers for the future. * Optimum utilization of manpower of the organization * Prevention of managerial obsolesces An effective development programme to achieve to above mentioned objectives should include the following: * A carefully considered plan and organization and for carrying out the programme. A periodic appraisal or evaluation of each manager regarding his performance in the various stages of development under the programme * A continuous application and support from top management A number of management methods are available. Anyone of them can contribute to the objectives of the organization but only if the techniques are prudently selected, diligently and rigorously evaluated. Often techniques are used in the combination in long-term development programme. Some of these techniques are: * Coaching and counseling * Job rotation * Conference / discussion * Programmed and computer aid instruction * Role-playing Team group training Coaching and counseling: This is one of the most popular management development techniques where effective senior manager teach the new managers. The coach superior sets a good example of what a manager does while doing about daily business. The new manager exemplifies the correct behavior attitudes, assigned specific and challenging goals and provides trainees with frequent and immediate feedback concerning their job performance. The coach also delegates enough authority to the trainees to make some decision. This approach not only provides opportunities to learn but also allows a feeling of self-confidence to develop. Job Rotation:- Management –trainers and educationalist, has often preached ‘move the manager around’ when the manager is moved from one department to another, it gives him from a broad exposure to the strength and weakness of the company and much better understanding then he could otherwise possess. Guided conference / Discussion:- The guided discussions type of conference in an improvement over straight lecturing, the instructor known in advance what information or procedure he wants to bring our, and guides the discussion accordingly. Programme and computer aid instructions:- Programmed instructions are based on certain behavioral laws that relate to principles of reinforcement. The important feature of programmed instruction is that it Provides immediate feedback on whether the participants answered correctly or not. To facilitates this, the instructors are designed in such a way that all future learning. Programmed instructions can have been developed in computer aided format. In such a format, managers sit at a computer terminal with a monitor. The computer is programmed with the training materials. The potential for computer based training is virtually unlimited. It is generally agreed that because of such advantage as self-pacing, privacy, immediate feed back convenience and adoptability it will became one of the most popular training and development approaches available. Role-Playing:- In which roles as assigned to trainees to act out as they would do in their real life. It is helpful in training managers to deal with human relation management. Participants learn to appreciate others point of view. They experience a situation emotionally. It makes them more self-conscious and analytical in their behavior. It also permits the participants to show imaginations and care in finalizing solutions. Team group training:- This technique is also known as sensitivity training, laboratory training and executive action. Team group training is concerned with the real note stimulated problem existing with in the team group itself. It helps participants to learn about themselves their weaknesses and emotions to develop insights in to how they react to other and also how others react to them, to find out how to behave more effectively in inter personal relations to develop more open, authentic relations among people. T-group are really small discussion groups with no set leader, they have no fixed and mutual impact of the participants. But T-group training involves creation of stress situation, which go out of control. Importance of Training and Development †¢ Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. †¢ Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of Human intellect and an overall personality of the employees. | | †¢ Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. †¢ Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. †¢ Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. †¢ Quality – Training and Development helps in improving upon the quality of work and work-life. †¢ Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. †¢ Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. †¢ Morale – Training and Development helps in improving the morale of the work force. †¢ Image – Training and Development helps in creating a better corporate image. †¢ Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. †¢ Training and Development aids in organizational development i. . Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies †¢ Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. | Human Resource Development Boundary: From the determination of training of needs to providing the training through to the assessment of the effectiveness of the training imported. PROCESS OF TRAINING AND DEVELOPMENT THAT IS FOLLOWED BY APCPDCL. The Chief General Manager (HR ; IR), the General Manager (IR ; Legal), the DE/CPTI and other officers are taking care of the resources to train, qualify, and develop the employees in APCPDCL. The annual budget on training sector of CPDCL is increased for this year(2011) is 2. 61 crores from 62. 5 lakes of previous annual budget of training sector. The company has following two types of training. They are: 1) In-House Trainings, and 2) External Trainings In-House Trainings: The company has its own training centre that is CPTI,it was located at GTS colony in Hyderabad. It is one of its kind and is fully equipped with following are 1 Mess (full fledged) 7 Lecture houses with a capcity of 360 parx 69 Individual hostel rooms 3 Suite rooms for guests The company has spent approximately 7 crores for the development of infrastructure at CPTI. CPTI DE(CPTI) AE(Tech) AS(CPTI)P;G| Sub-Division IAE I| Sub-Division IIAE II| AO(CPTI)Accounts| | Maintaince staff| Maintaince staff| | SUB-DIVISION I :- Under this, ADE and AE organize the following programs for the employees of APCPDCL likeINDUCTION Programmes REFRESHER Programmes MONTHLY Programmes UN PLANNED or TAILORE MADE Programmes I. INDUCTION TRAINING:- The newly recruited employees under direct recruitment, compassionate appointment and medical invalidation are given Induction training. The period of this training is generally 1 month or 25 working days. The roles and responsibilities of the recruitees are discussed along with the eagle-eye description of the works to be carried-out by them in APCPDCL.. In this programme,the trainees will be given the four types of Training. They are†¦.. * Room training * Live demos of various technical items in the lab at CPTI. Field visits to EROs, Section offices, etc. * On shore training: Interaction with the personnel working in the fields. These are giving to the employees to get the awareness for how to check with practical knowledge. II. MONTHELY or REGULAR PROGRAMMES :- The regular programmes will be conducted for the employees to gain the indepth knowledge and practical knowledge on work job. usually this programmes conduc ted about 3 to 5 days. III . REFRESHER TRAINING :- This type of training will be given to the employees for indepth study but less in number with comparison to regular programmes. The maximum number of days is 7 to 15 days on depending upon the number of participants and cader of the departments also considered. IV. UN PLANNED or TAILOR MADE PROGRAMMES :- Whenever there is a need of training on some special programs to get the awareness to the employees CPDCL will organize the un planned or tailor made programmes like Rajiv Gandhi Graama Vidyuth Yojana and M O U side programmes SUB-DIVISION IIAt this division the company organizes the MOU with side programmes. The main two programmes are†¦Ã¢â‚¬ ¦. 1) The National franchiese programmes ) The National training programme for C;D employeesIn this division the ADE/AE will plans to get the funds to the company through marketing of lecture halls means giving the lecture halls to other organizations on rent basis. The sub-division caders has to create the tailor made programmes for outside organizations based on their requirement. The also comes under Sub-division II i. e Indoor and Out door labs for technicality purpose. EXTERNAL TRAINING The outside training shoulb be approved by the CMD;BOD. Whenever there is a suitable programme for the employee of CPDCL the management favours in takes the decision favoure to the programme. Generally CPDCL has been deputed personnel for the programmes organized by organizations like ESCI (engineering staff college of instistute) ASCI (administrative staff college of institute) CIRE (central institute for rural electrification) etc are at Hyderabad. BESCOM CPRI NTPC(national thermal power corporation) TETRA TECH MYS YADE INSTRUMENTS JAIPOR PRODUCTIVITY COUNCILL etc are outside of the Hyderabad. DATA INTERPRETATION OF TRAINING AND DEVELOPMENT TABLE 5. 1 Respondent’s opinion on training facilities available in organization. S. NO. | OPTIONS| RESPONDENTS| | 1| Excellent| 25| | 2| Good| 75| | 3| Poor| 0| | | | | | Interpretation: The question was asked regarding their feeling about their training facilities at their Organization. 25% expressed that they are proud to work there, and 75% expressed happy. | | | | | | | | | | | | | | | | . TABLE 5. 2 Respondent’s opinion on training programme useful for day-to-day activities. S. NO. | OPITIONS| RESPONDENTS| | | Highly Satisfied| 26%| | 2| Satisfied| 60%| | 3| Not Satisfied| 14%| | Interpretation: In the above table there is an indication of percentage about the answers obtained from the employees about the training programmes conducted in the company and it is found that 86% of the people are happy with the training and those who are not satisfied with training programs are14%. TABLE 5. 3 Respondent’s opinion about training helps in personal development. S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 60| 60%| 2| To Some Extent| 10| 10%| | Very Little Extent| 30| 30%| Interpretation: 60% of the employees opinioned that training helps in personal development, 10% of the employees opinioned that training may or may not help in personal development. And 30% of the employees do not feel that training help in personal development. From this we can identify that maximum number of the employee vote for training helps in personal development. TABLE 5. 4 Respondent’s opinion on improvement in their performance after attaining training programme. S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| Excellent| 70| 10%| | Good| 10| 70%| 3| Satisfactory| 20| 20%| Interpretation: The above question is about the improvement in performance after training program. Because it is very important for the smooth flow of work to ultimate result 70% of the employee opinioned that performance after attaining the trainer is good. 10% of the emplo yee said that there will not be any difference in the performance after or before. 20% of the employee said that performance is better before attaining training. TABLE 5. 5Respondent’s opinion to what extent the training programme helped in your job. S. NO. OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 65| 65%| 2| To Some Extent| 35| 35%| 3| Very Little Extent| 5| 5%| Interpretation: The above question is to know about the helpfulness of training requirement for the employees in the FFF organization. 65% of the employee opined that training helps in their job and 35% of the employee viewed that it may or may not help, and 5% of the employees opined that training does not help in their job. TABLE 5. 6 Respondent’s opinion on faculty available for training from inside the organization or from outside the organization? S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| Excellent| 35| 35%| 2| Good| 15| 15%| 3| Satisfactory| 50| 50%| Interpretation: Faculty affects the productivity of an employee, so that he can put his better effort than previous, it improves moral of an employee. There the table indicates 35% of the employee feel that trainer should be from out side the organization 15% of the employee feel that trainers should be from inside the organization. 50% of the employees should be from both, out side and from inside the organization. | | | | | | | | | | | | | | | | TABLE 5. Respondent’s opinion to what extent the equipment, company adopts new technology? S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 60| 60%| 2| To Some Extent| 35| 35%| 3| Very Little Extent| 5| 5%| Interpretation: When a person may have skill to be utilized then there should be required equipment, but it might not be recognized by an organization unless utilized skill leads to loss to both the organizat ions and individuals, intention behind asking this question is to advice the organization to try to recognize the needs of 60% of people which are to be utilized for your organization. TABLE 5. 8 Respondent’s opinion on criterion for giving training? S. NO| OPTIONS| Respondents| Percentage| 1| Company overall development| 10| 10%| 2| Company improvement| 60| 60%| 3| Future career growth| 30| 30%| Interpretation: The work load should not be over loaded and under loaded; work should be assigned to a worker taking in to consideration of job description, which is concerned on training criteria. 10%, 60%, 30% of people have expressed their high satisfaction, satisfaction and dissatisfaction respectively. TABLE 5. Respondent’s opinion about on the job training or off the job training? S. NO. | OPTIONS| Respondent's| Percentage| 1| On the job training| 15| 15%| 2| Off the job training| 50| 50%| 3| Both a & b| 35| 35%| Interpretation: Quality of job training has nearest relationship with the on the job training and off the job training which leads to high training, the above tables show the highly satisfied employees are 15%, satisfied employees are 50% are 3 5% number of employees is not satisfied regarding their quality of training. | | | | | | | | | | | | | | | TABLE 5. 10 Respondent’s opinion on training, which is provided by FFF on the safety programmes are very much helpful for your personal life or at the work place? S. NO. | OPTIONS| Respondents| Percentage| 1| Only for personal life| 5| 5%| 2| only for work place| 40| 40%| 3| Both a & b| 55| 55%| Interpretation: Training should be very effective in any organization, which leads to discipline in organization, so that training facilities affect the productivity of individual employee’s personal life. In FOODS, FATS & FERTILIZERS there is a lot of dissatisfaction regarding safety programmes. It is need to be improved. CHAPTER-4 SUMMARY SUMMARY I have done a study on â€Å"TRAINING† and â€Å"DEVELOPMENT† a concept of human resource management In â€Å"APCPDCL†, which is located at Hyderabad. The importance of the study of the† Training and development is the emergence of new climate in the economic environment. In this study the concept of training and development was used as an umbrella for describing various personal policies and practices. The major source of data for the training and development in APCPDCL is questionnaire. The data was given by the employee is based upon their perception on the different items in the questionnaires. The questions were asked about their training levels of employees regarding the factors, which affect the training and on their development of the employee’s work life. From the above analysis it is clear that the performance of the company is quite good in all sectors. The training for all the departments like technical awareness and behavioural finally shows a change in the work of all the employees. This training is planed in such a way that all the employee’s show interest in learning new things. The training helps employees in learning new things. Moreover the company is also supporting the employees in their industrial visits too, where the family members of the employees are also allowed. Keeping view of the company’s awareness, it has geared itself for a multifaceted growth achieving productivity of human resource. FINDINGS * It is observed that most of the employees are satisfied with the training practices of the organization. * It is observed that most of the respondents who are satisfied with the TRAINING facilities in the organization. It is observed that most of the employees are satisfied with the working conditions in the organization. * It is observed that more than half of the employees are satisfied with the salaries and other benefits provided by the company. * Expected return on the training progrmmes is being achieved. * The Company’s training institute, CPTI is one of its kind and is fully equipped with audio-video enhancements in the Lecture halls, hygienic hostel rooms and best quality food, good refreshments and cooperative staff. * The Company has a training policy of 3 to 5 mandays of training for each and every employee. The Company is organizing TAILOR-MADE programmes whenever necessary to its employees to strengthen, update and refresh their knowledge. * The personnel are deputed for External trainings by the management when suitable programmes are being organized by various organizations irrespective of their location i. e. , either at Company’s headquarters (Hyderabad) or outside like Delhi, Jaipur, etc. * the company is currently upgrading itself from SAP 4. 7 to SAP 6. 0 Version which includes HCM, Trainings etc. * The model followed in CPDCL is SYSTEM Model. SUGGESTIONS The employment of retired employees should be in limit because they do not have more responsibilities when compared to the regular employees, thus we can reduce the average age of the employee. It helps in increasing the skill of the e mployee. * While recruiting the employees, preference should be given to both the qualifications and experience of the prospective employee. * Motivational camps should be done for the employees for reducing absenteeism. * Separate training for semi-skilled, UN skilled then they have some talent in a particular field. ANNEXURE Bibliography Questioner BIBLIOGRAPHY IJTD MAGAZINE- Indian Journal of Training and Development P. Subbarao – Essentials of Human Resource Management And Industrial Relations V. S. P. Rao – Human Resource Management, text & cases Mizra S Saiyandain – Human Resource Management Keith Devis – Behaviour of Men at Work QUESTIONNAIRE FOR TRAINING AND DEVELOPMENT Name : Age : Qualifications : Designation : Period of Training (in days) : Service in FFF (in years) : 1) What is your opinion on training facilities available in your organization? a) Excellent b) Good c) Poor 2) What is your opinion about your working conditions or environment? a) Highly satisfied b) satisfactory c) Not Satisfactory 3) To what extent you found the training program useful for day-to-day activities? ) Highly Satisfied b) Satisfied c) Not Satisfactory 4) Do you feel training department provides a congenial for learning? a) To Large Extent b) To Some Extent c) Very Little Extent 5) Do you feel that training helps in personal development? a) To Large Extent b) To Some Extent c) Very Little Extent 6) How do you find the change or improvement in your performance after attaining training program? a) Excellent b) Good c) Satisfactory 7) How do you find training program helped content designed? a) Excellent b) Good c) Satisfactory 8) To what extent the training program helped in yo ur job? ) To Large Extent b) To Some Extent c) Very Little Extent 9) What is your opinion on faculty available for training program? a) Excellent b) Good c) Satisfactory 10) What is your opinion on infrastructure available in FOODS, FATS & FERTILISERS organization for the training program? a) Excellent b) Good c) Satisfactory 11) To what extent the equipment, company adopts new technology? a) To Large Extent b) To Some Extent c) Very Little Extent 12) What were the criteria for giving training? a) Company overall development b) Company improvement c) Future career growth 3) You requires on the job training or off the job training? a) On the job training b) Off the job training c) Both a & b 14) Training requires only new employees or existing employees? a) New Employees b) Existing Employees c) Both a & b 15) The training, which is provided by FFF on the safety programmed, are very much helpful for your personal life or at the work place? a) Only for personal life b) Only for work p lace c) Both a & b 16) Is management staff participated with you in training programme? a) Yes b) No c) Comment 7) Are you feel it necessary to participate management with you in training programme? a) Yes b)No c) No comment 18) Trainers come from outside or your employers only? a) Our employers b) Outsiders c) Both a & b 19) How could that the atmosphere also plays a vital role in training programme? a) Yes b) No c) No comment 20) After training the management will motivate or leave you? a) Motivates us b) Leaves us c) No comment 21) Are you requiring only safety measures training or technical training? a) Safety training b) technical training c) a & b

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