PROJECT REPORT ON EXPLORING THE EFFECTIVENESS OF TRANING PROGRAM UNDER UDAAN SCHEME

EXPLORING THE EFFECTIVENESS OF TRAINING PROGRAM UNDER
UDAAN SCEHEME UNDERTAKEN BY ROMAN TECNOLOGIES
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University of Kashmir (south campus)
EXPLORING THE EFFECTIVENESS OF TRAINING PROGRAM
UNDER UDAAN SCHEME UNDERTAKEN BY ROOMAN
TECHNOLOGIES.
A project report submitted to UNIVERSITY OF KASHMIR (SOUTH CAMPUS)
in partial fulfilment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
Submitted by:
UMAR FAROOQ
ROLL NO ;15036113030
Department of Management Studies
University of Kashmir -South Campus, Anantnag

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DECLARATION ME UMAR FAROOQ the bonafide student
of MBA (Full Time) Program at the Dept. of Management
Studies, South Campus University of Kashmir, Anantnag,
hereby declare that Wehave undergone the Summer Training at
Rooman Technologies Pvt Ltd under the supervision
ofMsSmrutiRekha on and from 10th
jan 2018 to, 2018
This is to certify that the project titled ‘Exploring the
effectiveness of Training Program under Udaan Scheme by
Rooman Technologies.’ is the original work carried out by us
under the supervision Ms. SmrutiRekhasubmitted in partial
fulfillment for the award of MBA.
This project was completed within the stipulated time period as
per the statues of the university.
It is further certified that this work has not been submitted
earlier in this university or any other university for any
degree/diploma.

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Submitted By: UMAR FAROOQ
Signature of
Faculty Mentor PROF. ZAHOOR AH PARRY
Effectivenessof Training and Development

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EXCEUTIVE SUMMARY
The project was undertaken to analyze the c
oncept of, “Effectiveness of Training andDeve
lopment” in meeting the objectives of an
organization and to adopt the best practices of the
industry to serve the customer.The study was conducted
in Bangalore with special reference to
ManipalSpecialityHospital,Rajarajeshwarinagar,
Bangalore to study and analyze the Training
and Development systemofManipaland give
suggestions to improve the Training
system.The Manipal Group is renowned world
wide for its pioneering work in healthcare an
deducation spanning five decades. Its Healthcare
Division runs 15 hospitals. Manipal
grouphas ventured beyond the boundaries creat
ed by history, geography, nationality, genders,so
cio-economic strata and found opportunities to
create wealth of different kind - in the formof health,

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knowledge and social security - working towards a better
future. What makes Hostcompany different from its
competitors is the superior quality of service and its
willingness toincorporate new technology. Today
Manipal is trying to command a leadership position in
theservice industry segment of Asia.To accomplish the
above, around 50 employees of ManipalSpeciality
Hospital, Bangalorewere surveyed and
interviewed. The core purpose of the survey was
to find out employee perspective towards the
training that is given to them.
The primary objective of the study are as follows-
To study and analyze the present Training and
Development system adopted.

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An interview based on a questionnaire to know
how does theemployee feels ingeneral towards the
organization and the training methods used.
J n a n a V i k a s I n s
t i t u t e o f T e c h n o
l o g y P a g e 1
Effectivenessof Training and Development
The idea behind the study is to adopt the
best practices and to eliminate the pitfalls of the
system.

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This study gives feedback on Training methods f
ollowed in Manipal SpecialityHospital and its
effectiveness in meeting the objectives of the
organization. The methodology used to realize the above
objective involves collection of data through
both primary and secondary sources. For collecting
the data, the questionnaire was developed
anddistributed randomly to the employees and
was requested them to fill the questionnaire.
Thesample size of the research is 50 respondents.After
getting the responses from the respondents, analysis and
interpretation was done. At theend, suitable
suggestions and recommendations, based on
the findings of the study are given.The entire
project report is presented in the form of a report
using chapter scheme, developedlogically and
sequentially from “Introduction” to Bibliography and
References.”

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ACKNOWLEDGEMENT
First of all we would like to express our deepest gratitude to
Almighty Allah who bestowed his blessings on us and gave us

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the courage and right type of environment for the completion of
our project. We owe a deep sense of indebtedness to our family
which has always been a perennial source of inspiration for us.
We are very thankful to our project guideMsSMRUTI REKHA(
)for providing us with the handful information required for the
successful completion of the project.
We express our deepest gratitude to the worthy HOD Mrs.
Irfana Rashidwho provided us with this opportunity to have our
project work with ROOMAN TECHNOLOGIES Pvt. Ltd.
Besides these we would like to thank all the pioneers in the field
of Human Resources Management and allied fields, which
shaped our understanding through their rich and valuable
contribution in these fields.
We also thank Zahoor sir &Shahid sir who have sincerely
supported us with the valuable insights into the completion of
this project. We are grateful to all faculty members of South

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Campus and my friends who have helped me in the successful
completion of this project.
Last but not the least; we would like to thank all the employees
of Rooman Technologies, Zonal office, Bangalore to whom we
owe an irreparable debt for their valuable guidance and cordial
support throughout the course of this project.
EXECUTIVE SUMMARY
INTRODUCTION TO THE COMPANY

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Empowering youth to Employability…….
Rooman Technologies is pioneer in "Networking and
Hardware". Just when everyone was bent upon Software,
Rooman foresaw the tremendous potential in Hardware and
Networking, and successfully emerged as one of the best IT
Company for Hardware and Networking Solutions and the best
institute for Networking and Hardware Training. Today the two
sides of its business are equally balanced. The expertise of its
training is coupled with a strong commitment to provide the best
Networking and Hardware solutions. This has put Rooman in
the unique position of deriving synergies between Network
Solutions and IT Training.
ROOMAN technologies is a premier IT training company
offering customized services in the domain of Vocational

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Training and Skill Development, Staffing and Business
Outsourcing by making people Employable, Efficient and
Effective. With a focused mission to fill the vacuum in the space
of Quality Staffing in Corporate, supplemented by Skill
development & relevant Skill Augmentation Initiatives &
Projects, contributing in the National agenda of Skill
India.Roomanfirmly believes in the ideology of “Empowering
youth to Employability.
VISION
Company’s vision is“to maintain its position of leading
innovative technology organization in the field of IT/ITes and
other skill development activities”.
MISSION
Company’s mission is to provide customized solutions in the
sphere of Skilling, Staffing, and Business Outsourcing by
making people employable, efficient and effective. And to be
globally connected technology organization with innovative
methodologies.

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VALUES
Company’s values are a foundation of every business decision
they make. It provides them with guidance for their daily work
as they seek solutions to the major challenges of their time, in
line with their mission statement.
History of the Company
ROOMAN was incorporated on June 9th 1999 as a Private
Limited Company by two entrepreneurial IT professionals, Mr.
Manish Kumar and Mr. Nandagopal. ROOMAN began with a
vision of Globe very soon becoming Information based world.
Its mission is to fulfill the massive requirements of IT Industry,
rendering IT education to broad spectrum of people, from
students seeking a career in computers to IT professionals
requiring more advanced skills, from managers giving careers a
polished edge, to children using computers as a efficient tutor.

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Mr. Manish Kumar is the
founder of Rooman
Technologies. He is a
Computer Engineer and
alumni of IIM, Bangalore. Manish comes with over 15 years of
experience in Security and Networking Training. Before starting
Rooman he was associated with Jetking and IIHT as Technical
Manager for a total period of 5 years. He has offered training to
many corporate in India and abroad like Microsoft, IBM, HP,
Datacraft, SUN, AT&T, Erickson, Nokia, Cable and WirelessHe
is qualified with advanced International Certifications such as
CNE, MCT, CCNA, CCNP, CCSE, CCSI, ISS, CEH, CHFI,
and is also a BS7799 Certified Lead Auditor. Now he
managesthe Strategic Planning and Operations at Rooman.
MANISH KUMAR
CEO, MANAGING DIRECTOR
GGOOVVEERRNNIINNGG BBOODDYY
Company Profiles

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Nandagopal is a Science Graduate and the
co-founder of Rooman. He started his
career with the inception of Rooman in
1999.
Nandagopal handles the corporate Training
division of Rooman and has trained more than 10,000 corporate
students on higher end technologies such as Firewall, VPN,
Intrusion Detection, Virtualization, Cloud Computing etc.
RanjanDutta is designated as Head – Delivery & Operations and
is associated with Rooman since early-2017. He manages the
RANJANDUTTA
HEAD – DELIVERY &OPERATIONS
NANDAGOPAL
CTO

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Training division, PMKK Operations and all skill development
training programs.
Mr. Bhaskaris the co-founder of
Rooman Technologies and is
associated with Rooman since its
inception. He is overseeing the
manpower logistics aspects of Government of India social
initiatives such as NSDC, NCVT etc.
Mr. T R Kulkarni has set up
hundreds of training centers and
training almost 70,000 per year.
He is a techno- commercial
expert and spearheads
Government projects in Security and Enterprise Networking.
T R KULKARNI
DIRECTOR- OPERATIONS
BHASKAR N
DIRECTOR - HR

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• Staff strength
• Current strength – 500
• Estimated strength (By Mar 31, 2018) - 750 to 800
• Entry-level staffing requirement
- Diploma/Graduate in any discipline
• Last three years entry-level staffing requirement
- Between 75 to 100 per annum
• Last three years attrition rate
- 10 to 12%
Company Profile – HR Details

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Their key essence
Indicative career progression
- Rooman is a performance driven organization
- Duration spent in a position is strictly performance
based
- Indicative
- Career progression
- Executive  Senior Executive  Manager 
Senior
- Manager  General Manager
Innovation at Work:
- Rooman enables infrastructure comprising of
innovation.
- Ease of access and operations for the Corporate
Employers, Employees and support teams

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- They command a great ability to customize
solutions based on specific client needs.
Skill Development Initiatives:
- They are aptly enabled &supplemented by their
forte in Skill development Initiatives & Projects, in
line with national agenda of relevant Skill
Augmentation.

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Room
an
Traine
d
candid
ates
skill
Datab
ase
Candid
ate
Assess
ment
Eligibl
e for
Bridge
progr
am?
Inform
to
Candid
ate
Bridge
Program
Post
Trainin
g
Assess
ment
Pas
s?
Retrain
/
Replac
e
Client
Interview
/ Rooman
Offer
Y
N
N
Y
TRAINED
TECHNICIAN
REPORTING
TO CLIENT
LOCATION
Candi
date
Shortl
isting
Pre-Trained
Pre-
Screened
Zero Bench
Ready for
job
Better
Outcomes
Placement - Training USP –
Train, Hire & Deploy

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Domains of the Company
Training
Training is the domain where Rooman Technology excels since
decades. Rooman has been providing education to so many
people in a wide range of areas:
Area of Operations in Skill Development
IT TRAINING
VOCATIONAL
TRAINING
GOVERNMENT
SUPPORTED
TRAINING
CORPORATE
TRAINING
SOFTWARE &
MOBILE
TRAINING

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- IT Training:IT Training develops skills for new
technologies through hyper-personalized training, focused
on the training course. Rooman’s IT trainers are highly
capable of doing so, with sense of humor, empathy,
experience and up to date on the latest trends. They are the
ones who ensure the training is a success, by adapting the
training courses to the different levels and needs of the
students.
- Vocational Training: Vocational training may be defined
as “training that emphasizes skills and knowledge required
for a particular job function (such typing or data entry) or a
trade (such as carpentry or welding). Basically, vocational
training is education or training that prepares you for the
day-to-day duties that you will be doing in your specific
trade, craft, profession, or role. It equips you with real
skills, as opposed to theoretical knowledge only.
Vocational Skills have all the while been a part of the
unorganized sector in India. Rooman trains individuals as
per the AP-NOS and the trained candidates are assessed
certified by the SSCs. This process ensures Jobs in
whatever domain he/she has chosen to enter.

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- Corporate Training:Rooman Technology is a
premier Corporate Training Company with more than
50 branches in India and abroad. They provide
instructor-led certification and technical courses for
computer professionals. Rooman holds Redhat-Linux,
Microsoft, CompTIA, Cisco, ISS Ec-council,
checkpoint and many other security courses that go
beyond certification. Roomans expand their clients’
knowledge and real world skills, in order to accelerate
company profits.
- Government Supported Training: At both State and
Central level, Government to skilling and upskilling
the Indian youth and workforce has resulted in a
comprehensive framework of funding schemes and
incentive opportunities. As a result, participants are
provided incentives by the Government to undertake
training and/or find that their courses are highly
subsidized.
Government-funded training is at the core of what
Roomans do and they are dedicated to provide
industry, regardless of age, with the skills and
knowledge relevant.

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- Software & Mobile Training: Companies with
trained employees have a distinct advantage over
the competition.
 Android Apps development Training.
 PHP Training
 Wordpress(CMS) Training
 Java Training
 IOT Training
IT Services

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Customer expectations are rising daily as new and innovative
web-based services and offerings are introduced.
Rooman technology offers the following IT Services:
- Security: Computer security is the protection of
computing systems and the data that they store
and access. Rooman focuses on various aspects
of security involved in the network and system
security measures. The IT services provided by
Rooman Technologies Pvt. Ltd include
 Consulting services
 IT Security surveys
 Vulnerability scanning
 Phishing Simulation
 Penetration Testing
 Security Design and Installation
 Application Security
 IT Project Security
 Cloud security

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- Infrastructure Management System: “Roomanhas
Microsoft, CISCO, Checkpoint, EC-Council,
VMWARE, EMC Certified Technical Team
Dedicated to address all your Network related
requirements.”
Romans provide integrated business solutions for
monitoring, managing, and securing critical
networks, servers, databases, and applications
across a wide range of technology platforms.
- Software Development: All the software services
provided by Rooman Technologies are of highest
quality with full support for our clients. These
include
Process and IT transformation
Application development
Business Intelligence
Saas Cloud Computing
Axela Auto
My Campus

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- Tempt Staffing: Rooman offers the ability to
build our staff strength without absorbing them
full time, assist overloaded employees during
critical times, and keep projects moving. Roman
technologies is one of the leading employee
leasing sesvices in India, offering a full service,
cost effective and efficient human resource
management services to organization across the
country.
Roman provides a range of staffing solutions to
clients all over India/World. Their flexibility and
coverage allows them to meet a diverse range of
business requirements and they can provide staff
with a variety of certifications and experience.
Outsourcing Services

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Rooman Technologies are open to provide all sort of
Outsourcing Services to Clients. Outsourcing is an allocation of
specific business processes to a specialist external service
provider. Most of the times an organization cannot handle all
aspects of a business process internally. As you evaluate your
choices and decisions in outsourcing different components of
your operations, you will need to consider the advantages of
outsourcing. When done for the right reasons, outsourcing will
actually help your company grow and save money. There are
more advantages of outsourcing that go beyond money.
Rooman supports its client to supplement their organization with
temporary and contract staff. HR team helps the clients to find
out manpower specification whether they need a temporary,
project –centric or permanent staff. Rooman offers reliable and
cost effective manpower Outsourcing services.
Roomans have a team of technical experts to support the
following tasks:

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 System Administration on Microsoft
windows server RedHatLinux, Sun Solaris
etc.
 Database Administration on Microsoft SQL
and Oracle.
 Mail Server Administration and
Maintenance on Microsoft Exchange and
Lotus Notes.
 Designing and Maintaining WAN and ISP
setup using Cisco Router.
 Firewall and WPN Administration on Cisco
PIX, Checkpoint and Nokia.
 Intrusion Detection configuration on ISS-
Proventia and Cisco IDS Sensor
Skill for Job Readiness and Effectiveness
The training solutions ofRooman Technologies enables
organizations to improve their capability and hence their
business. Training and development solutions help employees
become more effective and take on bigger and more significant
challenges.

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Their presence in sphere of skill development is powered by
Govt. of India and State Governments. Operations in Staffing
and Skill Development complement each other and create
operational synergies. The sole purpose is tomake an impact,
touch and transform lives of the underprivileged talented youth
in India through gainful employability through various ongoing
skill enhancement initiatives.

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• Rooman Technologies is the pioneer in
vocational training with it’s expertise in
IT/ITES, Electronics, Telecom, Retail and
BFSI sectors.
• Rooman offers manpower outsourcing and
temp staffing support to large corporates in
IT/ITES, Retail and Banking domain.
• Rooman provides Incubation center and
angel investment support for promising
startups.
• Rooman is also in the field of system
integration, implementation of turnkey
projects, Virtualization and Cloud
Computing, IT infrastructure remote
maintenance.
Area of Operations in Skill Devel

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Empowering youth to Employability
Skilling Expertise,
Competence
and Experience

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• Founded in the year 1999 in the area of
Training and Skill Development
• Financial Status:
• Annual Revenues : Rs 52 Crores
• Profitable
• Around 150 Centers across India
• Manpower outsourcing MOU with more than
350 Top-notch companies
• Premiere training partner of NSDC in
Vocational training with it’s expertise in
IT/ITES, Electronics, Telecom, Retailand BFSI
sectors
• Expanded to Managed IT Services and System
Integration Services
Past experience in providing Vocational Training

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Empowering youth to Employability
Previous government skilling
experience and outcomes
outcomes
Projects undertaken in Government funded Skilling programs (1 of 2)

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Rooman’s PAN-India presence

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Affiliation with Government Agencies

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NSDC: National Skill DevelopmentCorporationIndia
National Skill Development Corporation India (NSDC),
established in 2009, is a not- for- profit company set up by the
Ministry of Finance, under Section 25 of the Companies
Act,1956 corresponding to Section 8 of the Companies
Act,2013. The present equity base of NSDC is Rs.10 crore, of
which the Government of India through Ministry of Skill
Development & Entrepreneurship (MSDE) holds 49%, while the
private sector has the balance 51%.
NSDC aims to promote skill development by catalyzing creation
of large, quality and for-profit vocational institutions. Further,
the organization provides funding to build scalable and
profitable vocational training initiatives. Its mandate is also to

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enable support system which focuses on quality assurance,
information systems and train the trainer academies either
directly or through partnerships. NSDC acts as a catalyst in skill
development by providing funding to enterprises, companies and
organizations that provide skill training. It also develops
appropriate models to enhance, support and coordinate private
sector initiatives. The differentiated focus on 21 sectors under
NSDC’s purview and its understanding of their viability will
make every sector attractive to private investment.
Vision & Mission
Vision
NSDC was set up as part of a national skill development mission
to fulfil the growing need in India for skilled manpower across
sectors and narrow the existing gap between the demand and
supply of skills. The then Union Finance Minister Shri Pranab
Mukherjee announced the formation of the NSDC in his 2008-
09 Budget Speech. "There is a compelling need to launch a
world-class skill development programme in a mission mode
that will address the challenge of imparting the skills required by
a growing economy. Both the structure and the leadership of the
mission must be such that the programme can be scaled up
quickly to cover the whole country."
Mission

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 Upgrade skills to international standards through significant
industry involvement and develop necessary frameworks for
standards, curriculum and quality assurance.
 Enhance, support and coordinate private sector initiatives for
skill development through appropriate Public-Private
Partnership ( PPP ) models; strive for significant operational and
financial involvement from private sector.
 Play the role of a ‘market-maker’ by bringing funds, particularly
in sectors where market mechanisms are ineffective or missing.
 Prioritize initiatives that can have a multiplier or catalytic effect
as opposed to one-off impact.
Objective
To contribute significantly to the overall target of skilling up of
people in India, mainly by fostering private sector initiatives in
skill development programmes and to provide funding.
Overview
The NSDC facilitates initiatives that can potentially have a
multiplier effect as opposed to being an actual operator in this
space. In doing so, it strives to involve the industry in all aspects
of skill development.

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The approach is to develop partnerships with multiple
stakeholders and build on current efforts, rather than
undertaking too many initiatives directly, or duplicating efforts
currently underway. To scale up efforts necessary to achieve the
objective of skilling / up-skilling 150 million people, the NSDC
strives to:
 Develop ultra-low-cost, high-quality, innovative business
models.
 Attract significant private investment.
 Ensure that its funds are largely “re-circulating” i.e. loan or
equity rather than grant.
 Create leverage for itself.
 Build a strong corpus.
Keeping this in mind, the NSDC plays three key roles:
 Funding and incentivizing: In the near term this is a key role.
This involves providing financing either as loans or equity,
providing grants and supporting financial incentives to select
private sector initiatives to improve financial viability through
tax breaks, etc. The exact nature of funding (equity, loan and
grant) will depend on the viability or attractiveness of the
segment and, to some extent, the type of player (for-profit
private, non-profit industry association or non-profit NGO).

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Over time, the NSDC aspires to create strong viable business
models and reduce its grant-making role.
 Enabling support services: A skills development institute
requires a number of inputs or support services such as
curriculum, faculty training standards, quality assurance,
technology platforms, student placement mechanisms and so on.
NSDC plays a significant enabling role in these support services,
most importantly in setting up standards and accreditation
systems in partnership with industry associations.
 Shaping/creating: In the near-term, the NSDC will proactively
seed and provide momentum for large-scale participation by
private players in skill development. NSDC will identify critical
skill groups, develop models for skill development and attract
potential private players and provide support to these efforts.
Funding
Fee Based-Milestones

352

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NSDC Training partners
Funded + Non Funded

6,565
Operational Centers

74.5 Lakh
No of Students trained

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
39.9 Lakh
No of Students Placed
Data as on date 30th
November, 2017
NSDC Funded Affiliation - Overview
 Catalyze the creation of sustainable and quality skills training
institutions across the country.
 Support and coordinate private sector initiatives for skill
development through appropriate Public-Private Partnership (
PPP ) models, strive for significant operational and financial
involvement from the private sector
 Play the role of a "market-maker" by bringing financing in
sectors where market mechanisms are weak or missing
 Prioritize initiatives that can have a multiplier or catalytic effect
on capacity and quality of skilling in India
The Funding Guidelines provide for a differentiated approach
for ‘for-profit’ entity and ‘not-for-profit’ entity

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Key Elements of NSDC Funded Affiliation
Parameter NSDC Funding Guideline
Eligibility
Any legal entity including, but not limited, to
Company/ Society / Trust as per the process and
applicable laws and guidelines
What Gets
Funded Total investment requirement towards –

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 Training Infrastructure (excluding the
acquisition/creation of immovables);
 Working Capital
Interest Rate 6% p.a.
Principal
Moratorium
Period
Up to 3 years
Interest
Moratorium
Period
NIL
Repayment
Period
7 years (including moratorium period)
Promoters
Contribution
 Minimum 15% of the investment requirement (
not-for-profit entities )
 Minimum 25% of the investment requirement (
for-profit entities )

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Training
Commitment
Standard
Proposals
Corporates –
Listed in
BSE/NSE for more
than 3 years with a
credit rating of A-
or above or
foundations/similar
ventures
Private
Universities,
Engineering
Colleges,
ITI,
Polytechnics
Training
Commitment
 Standard
Proposals
 20,000
persons
over 7 years
 Corporates –
Listed in
BSE/NSE for more
than 3 years with a
credit rating of A-
or above or
foundations/similar
ventures of such
organisations
 5,000 persons per
centre over 7 years
 Private
Universities,
Engineering
Colleges,
ITI,
Polytechnics
 5,000
persons per
centre over
7 years
Placement At least 70%

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Guarantee
Commitment
Collateral
 First charge on assets of the project
 First charge on cash flows of the project
 First charge on IP developed under the project
 Personal Guarantee/ Corporate Guarantee/ Put-
Option on another Associate Company
 Pledge of shares to the tune of minimum 51% of
the equity of the project implementing entity (
for-profit entities )
 Pledge letters to be taken ( not-for-profit entities
)
 Post Dated Cheques
 Hard collateral (including but not limited to
bank guarantee/ mortgage of immovable
property/ lien on fixed deposits etc.) covering
minimum 30% of the loan amount
NSDC Non-Funded Affiliation - Overview

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NSDC can co-opt reputed entities with established credentials
who wish to be a part of the “Skill India” and/or “Make in India
Mission” but do not require funding and want to be a partner.
Proposals submitted should be robust and catering to sectors
with high growth, unmet needs and/or unorganized sector.
Proposals must be outcome oriented and should focus on
placement in industry, self-employment, and entrepreneurship.
Key Elements of Non-Funded Affiliation
Eligibility
(corporates)
 Entity with more than 5 years in operation
with sustainable growth.
 For Entity listed in BSE/NSE with more than
5 years with sustainable growth and with a
credit rating of A- and above, separate TOR
and due-diligence process may be applicable
Eligibility (not-
for-profit)
 Not for profit entity having more than 5 years
of sustainable growth.
 For not for profit entity previously funded by
entities like World Bank, ADB, MSDF,
UNDP etc. or foundation/social ventures of
large corporates. For such entities separate
TOR, and due-diligence process may be

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applicable
Training Outcome
 Minimum of 2,000 over a period of 3 years
with placement commitment of 70% (
Corporates )
 Minimum of 5,000 over a period of 3 years
with a placement commitment of 70% ( not-
for-profit )
 Approved projects need to adhere to the
tenets of NSDC monitoring system.
 Proposal should focus on linkages with
industry for training and placement,
livelihoods, self-employment,
entrepreneurship or upskilling.
 Courses need to be aligned to specific SSC
QP/NOS
 In Case of achievement of 70% of the
committed target the partnership will be
automatically renewed annually
Multi Stage Selection Process

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Note: - Active Involvement of Government, Industry Leaders &
Leaders from Social Sector for approving projects ensuring
interest of all stakeholders.
PMKK- Pradhan MantriKaushal Kendra
Vocational training needs to be made aspirational to transform
India into the skill capital of the world. In line with the same,
Ministry of Skill Development and Entrepreneurship (MSDE)
intends to establish visible and aspirational model training

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centres in every district of the country. NSDC is the
implementation agency for the project. These training centres
will be state of the art Model Training Centres (MTCs), called as
Pradhan MantriKaushal Kendra (PMKK). The model training
centres under the PMKK program aim to:
 Create benchmark institutions that demonstrate aspirational
value for competency based skill training
 Focus on elements of quality, sustainability and connect with
stakeholders in skills delivery process
Funding support under PMKK
Capital Expenditure
NSDC will provide concessional loan funding per centre, up to
75% of the project investment, to cover expenditure related to:
 Training infrastructure including purchase of plant, machinery &
equipment
 Training aid and other associated items
 Civil work including setting up prefabricated structures and
retrofit existing structures
Operations Support
The sustainability of the centres will be assured against
dedicated training numbers under Pradhan

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MantriKaushalVikasYojna(PMKVY) or its successor schemes
(any other scheme under MSDE or NSDC). Each PMKK will be
assured a training mandate for three years, under the PMKVY
scheme, as per common norms, subject to capacity and
utilization of the centre.
Affiliation & Recognition – NSDC Certifcation

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UDAAN
Udaan is a Special Industry Initiative for Jammu & Kashmir in
the nature of partnership between the corporates of India and
Ministry of Home Affairs and implemented by National Skill
Development Corporation. The programme aims to provide
skills training and enhance the employability of unemployed
youth of J&K. The Scheme covers graduates, post graduates and
three year engineering diploma holders. It has two objectives:
 (i) To provide an exposure to the unemployed graduates to
the best of Corporate India;
 (ii) To provide Corporate India, an exposure to the rich
talent pool available in the State.

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The key stakeholders are:
 Ministry of Home Affairs (MHA) - Chief Benefactors
 State Government (Jammu & Kashmir)
 Corporates - Training Partners
 Implementation Agency (IA) NSDC
The Scheme aims to cover 40,000 youth of J&K over a period of
five years and Rs. 750 crore has been earmarked for
implementation of the scheme over a period of five years to
cover other incidental expenses such as travel cost, boarding and
lodging, stipend and travel and medical insurance cost for the
trainees and administration cost. Further corporates are eligible
for partial reimbursement of training expense incurred for the
candidates who have been offered jobs.
Udaan as on 10th
July, 2015
Milestones Figures
Youth who have joined Udaan training 10,555

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programs till date
Placement Offers Made 4,984
Cumulative Corporates successfully
partnered with Udaan
74
Cumulative commitment for 5 years 94,300
Udaan selection drives conducted till date 585
Udaan Process
 STEP 1
o Prospective partner corporates submit a proposal to NSDC

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o Proposals are evaluated and approved by Proposal Approval
committee of Udaan
o Candidates from Jammu and Kashmir register on the
website
o Partner corporates identify and select candidates through the
website and selection drives
 STEP 2
o Selected candidates are requested to join Udaan partners
training centers.
o Candidates will undergo rigorous training, ideally between 3
to 6 months, for a defined program where boarding &
lodging facilities will be provided by the udaan corporate
o One way travel costs will be reimbursed
o A stipend will also be provided to the candidate during the
training period*
o A candidate once joins an Udaan training program is not
permitted to undergo any other Udaan training programs in
any other corporate
 STEP 3
o At the end of training, candidates are assessed based on their
training for a job position
UDAAN Mega Drive GDC DooruAnantnag

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UDAAN Mega Drive at GDC Hiragana
UDAAN Drive-Tata Motors

Page 58
Udaan Mega Drives Plan - February 2018
S
No.
District Venue Date
1 Anantnag
Govt. Degree College,
Bijbihara
10th
February,2018
2 Baramulla
Pattan
14th
February,2018

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3 Badgam
Beerwah
20th
February,2018
4 Srinagar S P College 24th
February,2018
5 Anantnag
Kokernag
27th
February,2018
6 Jammu
Govt. Women’s
College (Parade)
10th
February,2018
7 Kathua
Govt. Degree College
(Boys)
15th
February,2018
8 Jammu
Govt. Polytechnic
College (Boys)
BikramChowk
22nd
February,2018
9 Poonch
Surankot
28th
February,2018

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Udaanprogramme for Girl Students
Udaan is a project launched by Central Board of Secondary
Education (CBSE) under the guidance of Ministry of Human
Resource Development, Government of India, to address the low
enrollment of girl students in prestigious engineering institutions
and the teaching gap between the school education and
engineering entrance examination. The effort is to enrich the
teaching and learning of Science and Mathematics at school
level by addressing the three dimensions of education-
curriculum design, transaction and assessments.
Objectives
1. To address the challenge of low enrolment of girls in technical
education institutes.
2. To enable and empower the girl students to fulfill their
aspiration of technical education.
3. To minimize the gap between school education & engineering
entrance examination.
4. To enrich and enhance teaching and learning of Science and
Mathematics at senior secondary level.
Salient features
Udaan is designed to provide a comprehensive platform to
deserving girl students who aspire to pursue higher education in

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engineering and support them to prepare for the entrance
examinations while studying in Classes XI and XII.
1. Free of cost support to Girl students of Classes XI and XII to
prepare for engineering entrance examination
2. Availability of tutorials, videos and study material
3. Organization of Virtual contact classes at 60 designated city
centres
4. Preloaded Tablet to facilitate learning beyond class room
5. Orientation Session on using technology to all selected students
6. Assessments designed to provide useful feedback on learning
7. Remedial steps to correct learning
8. Peer learning and mentoring opportunities for meritorious
students
9. Motivation sessions with students/parents.
10.Student helpline services to clarify doubts, monitor student
learning and support technology.
11.Constant monitoring and tracking of student progress with
feedback.
Eligibility
1. The program is open to Indian citizens residing in India only.
2. All girl students studying in classes XI only from KVs/ NVs/
Government Schools of any recognized Board/ CBSE affiliated
private schools in India are eligible to apply based on criteria
given above.

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3. Girl students enrolled in Class XI in Physics, Chemistry,
Mathematics (PCM) stream.
4. Minimum 70% marks in Class X overall and 80% marks in
Science and Mathematics;for Boards which follow CGPA, a
minimum CGPA of 8 and a GPA of 9 in Science and
Mathematics.
5. Reservation as per JEE (Advanced);OBC (NCL) - 27 % , SC –
15 % , ST – 7.5 % ,PWD – 3 % of seats in every category
6. The annual family income should be less than 6 lakhs per annum
Methodology
The selected students will have access to an online portal which
will be organized on the basis of Class XI and XII with three
subject streams - Physics, Chemistry and Mathematics. This
portal will have content in the form of videos, tutorials and text.
Concepts will be organized based on the learning taking place in
the classroom as per the syllabus of Class XI and XII.Students
will also have the same content available to them on a preloaded
tablet to allow them to study in an offline format also.
Before embarking on the program, these students will undergo a
technology orientation session at the city centres to make them
technology friendly and get comfortable with using the tablet
and also the online content.
Once logged in, student progress will be monitored and tracked
on their learning pace. Periodic contact classes will enable
update on the progress made by the student. Assessments are

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built into the learning process and will allow monitoring of
student’s learning. Students will have interactive group where
they will be able to interact with their peers and teachers. A
helpline will be available to the students to clarify their doubts
and concerns at any point.
Financial Assistance
Students will be eligible for financial assistance in form of
admission and tuition fee subject to fulfillment of the following
conditions -
 Student should have minimum 75% attendance in Udaan weekly
assessments.
 Student gets admission in IIT /NIT / centrally funded
engineering Institutes.
 Student is not taking scholarship and/or financial assistance
from any other source.
 Student ensures satisfactory performance/ promotion in each
term.
General Instructions for the applicant
 To apply online, Fill the application form online and press
submit link.
 Take the printout of Filled Application form, Undertaking to be
signed by the parent, Verification certificate to be signed by the
school Principal, Applicant’s confirmation certificate.
 Get the printed application form duly verified from your school
Principal along with following documents: Undertaking that
applicant is a regular student of the mentioned school, Annual

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income certificate, Reservation certificate (if applicable), Class
X mark sheet / grade sheet fulfilling the eligibility
criteria., Undertaking filled and signed by the parent/guardian
of the applicant.
 After verification, collect filled verification certificate from your
school Principal. Take the verified application form along with
required documents including verification certificate of the
school Principal and confirmation by applicant to the city
coordinator of the chosen centre.
 Submit all your documents to the city coordinator and collect
filled acknowledgement receipt of your application and keep it
with yourself for later use.
INTRODUCTION TO THE TOPIC:
TRAINING
Training is concerned with imparting developing specific skills
for a particular purpose. Training is theact of increasing the
skills of an employee for doing a particular job. Training is the
process of learning a sequence of programmed

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behavior.Inearlier practice, training program focused more on
preparation for improved performance in
particular job. Most of the trainees used to be from operative
levels like mechanics, machines operatorsand other kinds of
skilled workers. When the problems of supervision increased,
the steps were taken totrain supervisors for better supervision.
Training is the formal and systematic modification of behavior
through learning which occurs as a result of education,
instruction, development and planned experience.
Definition
Dale S. Beach defines training as ‘the organized
procedure by which people learn knowledge and/or skill
for a definite purpose’. Training refers to the teaching and
learning activities carried on for primary purpose of helping
members of an organization acquire and apply the
knowledge, skill, abilities, and attitudes needed by a
particular job and organization.
NEED FOR TRAINING
The need for training arises because of following reasons:
1. Environmental changes: Mechanization,
computerization, and automation have resulted in

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many changes that require trained staff possessing
enough skills. The organization should train the
employees to enrich them with the latest technology
and knowledge.
2. Organizational Complexity:With modern inventions,
technological upgradation, and diversification most of
the organizations have become very complex. This
has aggravated the problems of coordination. So, in
order to cope up with the complexities, training has
become mandatory.
3. Human Relations: Every management has to
maintain very good human relations, and this has
made training as one of the basic conditions to deal
with human problems.
4. To Match Employee Specification With The Job
Requirements and Organizational Needs: An
employee’s specification may not exactly suit to the
requirements of the job and skills. There is always a
gap between an employee’s present specification and
the organization’s requirements. For filling this gap
training is required.

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5. Change In The Job Assignment: Training is also
necessary when the existing employee is promoted to
the higher level or transferred to another department.
Training is also required to equip the old employees
with techniques and technologies.
Types of Training
Various types of training can be given to the
employees such as induction training, refresher
training, on the job training, vestibule training, and
training for promotions.
Some of the commonly used training programs are listed
below:

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1. Induction or Orientation training:
Also known as orientation training given for the new
recruits in order to make them familiarize with the internal
environment of an organization. It helps the employees to
understand the procedures, code of conduct, policies
existing in that organization.
2. Job instruction training:

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This training provides an overview about the job and
experienced trainers demonstrates the entire job. Addition
training is offered to employees after evaluating their
performance if necessary.
3. Vestibule training:
It is the training on actual work to be done by an employee
but conducted away from the work place.
In other words, the vestibule training is one of the methods
of training, where the technical staff, especially those who
deal with the tools and machinery, are given the job
education training in the workplace other than the main
production plant.
4. Safety training:
Safety training is the important tool for informing workers
and managers about workplace hazards and controls so they
can work more safely and be more productive.

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Another role of safety training is to provide workers and
managers with a great understanding of the safety and
health program itself, so that they can contribute to its
development and implementation.
4. Refresher training:
This type of training is offered in order to incorporate the
latest development in a particular field. This training is
imparted to upgrade the skills of employees. This training
can also be used for promoting an employee.
1. Promotional training:
The promotional training means preparing the potential
candidate to handle more duties and responsibilities,
thereby making him/her eligible for promotion to higher
jobs in the organization.
2. Remedial training:

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Remedial training is defined as training in the elementary
skills that every worker must have in order to achieve basic
employability.
Remedial training leads to occupational, on-the-job,
customized training that will equip the participant with
specific job skills.
7. Apprenticeship training:
Apprentice is a worker who spends a prescribed period of
time under a supervisor.
An apprenticeship is the system of training a new
generation of practitioners of a trade or profession with on
the job training and often some accompanying study
(classroom work and reading).
TRAINING TECHNIQUES
There are numerous methods and materials with the
most effective training techniques available to prepare

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and equip people to better get a new job or perform
their existing jobs in an effective manner.
Using several methods for each training session may
actually be the most effective way to help employees
learn and retain information. Here we shall take a
close look at each of the myriad techniques, and
examine their advantages and disadvantages. We
shall also explain how to combine the various
methods into an effective blended learning approach.
Even with the many technological advances in the
training industry, traditional formats remain viable and
effective.
Let’s examine those training methods, their pros and
cons, and where they best fit in a training program.
Classroom or Instructor-Led Training
Instructor-led training remains one of the most
popular training techniques for trainers. There are
many types including:

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•Blackboard or whiteboard. This may be the most
“old-fashioned” method, but it can still be effective,
especially if you invite trainees to write on the board
or ask for feedback that you write on the board.
•Overhead projector. This method is increasingly
being replaced with PowerPoint presentations, which
are less manually demanding, but overheads do allow
you to write on them and customize presentations
easily on the spot.
•Video portion. Lectures can be broken up with video
portions that explain sections of the training topic or
that present case studies for discussion.
•Power point presentation. Presentation software is
used to create customized group training sessions
that are led by an instructor. Training materials are
provided on CDROM and displayed on a large screen
for any number of trainees. Employees can also use
the programs individually, which allows for easy
make-up sessions for employees who miss the group
session. This method is one of the most popular
lecture methods and can be combined with handouts
and other interactive methods. [See page 37 for
PowerPoint presentation tips.]
•Storytelling. Stories can be used as examples of
right and wrong ways to perform skills with the

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outcome of each way described. This method is most
effective with debriefing questions, such as:
◦How does this story relate to training?
◦How did the main character’s choices make you feel?
◦What assumptions did you make throughout the
story? Were they correct?
◦What would you have done differently?
This technique makes communication easier since it
is nonthreatening with no one right answer. It is cost
effective, especially if trainers have their own stories
to tell. Stories can also make sessions more personal
if they involve people trainees know. You can also
find many training stories online.
Advantages
•Instructor-led classroom training is an efficient
method for presenting a large body of material to
large or small groups of employees.
•It is a personal, face-to-face type of training as
opposed to computer-based training and other
methods we will discuss later.
•It ensures that everyone gets the same information at
the same time.
•t is cost-effective, especially when not outsourced to
guest speakers.

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•Storytelling grabs people’s attention.
Disadvantages
•Sometimes it is not interactive.
•Too much of the success of the training depends on
the effectiveness of the lecturer.
•Scheduling classroom sessions for large numbers of
trainees can be difficult—especially when trainees are
at multiple locations.
You can use lectures effectively by making sure your
audience is engaged throughout the session. Here
are several ways to achieve this:
•Train your trainers in the art and science of public
speaking.
•Give your trainers the materials they need.
•Use with interactive methods.
Interactive Methods
There are many ways that you can break up training
sessions and keep trainees attentive and involved,
including:

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•Quizzes.Forlong, complicated training, stop
periodically to administer brief quizzes on information
presented to that point. You can also begin sessions
with a prequiz and let participants know there will also
be a follow-up quiz. Trainees will stay engaged in
order to improve their prequiz scores on the final quiz.
Further motivate participants by offering awards to the
highest scorers or the most improved scores.
•Small group discussions. Break the participants
down into small groups and give them case studies or
work situations to discuss or solve. This is a good way
for knowledgeable veteran employees to pass on their
experience to newer employees.
•Case studies. Adults tend to bring a problem-
oriented way of thinking to workplace training. Case
studies are an excellent way to capitalize on this type
of adult learning. By analyzing real job-related
situations, employees can learn how to handle similar
situations. They can also see how various elements of
a job work together to create problems as well as
solutions.
•Active summaries. Create small groups and have
them choose a leader. Ask them to summarize the
lecture’s major points and have each team leader
present the summaries to the class. Read aloud a

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prewritten summary and compare this with
participants’ impressions.
•Q & A sessions. Informal question-and-answer
sessions are most effective with small groups and for
updating skills rather than teaching new skills. For
example, some changes in departmental procedure
might easily be handled by a short explanation by the
supervisor, followed by a question-and-answer period
and a discussion period.
•Question cards. During the lecture, ask participants
to write questions on the subject matter. Collect them
and conduct a quiz/review session.
•Role-playing. By assuming roles and acting out
situations that might occur in the workplace,
employees learn how to handle various situations
before they face them on the job. Role-playing is an
excellent training technique for many interpersonal
skills, such as customer service, interviewing, and
supervising.
•Participantcontrol. Create a subject menu of what
will be covered. Ask participants to review it and pick
items they want to know more about. Call on a
participant to identify his or her choice. Cover that
topic and move on to the next participant.
•Demonstrations. Whenever possible, bring tools or
equipment that are part of the training topic and

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demonstrate the steps being taught or the processes
being adopted.
•Other activities.
◦Create a personal action plan
◦Raise arguments to issues in the lecture
◦Paraphrase important or complex points in the
lecture
Advantages
•Interactive sessions keep trainees engaged in the
training, which makes them more receptive to the new
information.
•They make training more fun and enjoyable.
•They provide ways for veteran employees to pass on
knowledge and experience to newer employees.
•They can provide in-session feedback to trainers on
how well trainees are learning.
Disadvantages
•Interactive sessions can take longer because
activities, such as taking quizzes or breaking into
small groups, are time-consuming.

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•Some methods, such as participant control, can be
less structured, and trainers will need to make sure
that all necessary information is covered.
Hands-On Training
Experiential, or hands-on, training, offers several
more effective techniques for teaching employees,
including:
•Cross-training. This method allows employees to
experience other jobs, which not only enhances
employee skills but also gives companies the benefit
of having employees who can perform more than one
job. Cross-training also gives employees a better
appreciation of what co-workers do and how their own
jobs fit in with the work of others to achieve company
goals.
•Demonstrations. Demonstrations are attention-
grabbers. They are an excellent way to teach
employees to use new equipment or to teach the
steps in a new process. They are also effective in
teaching safety skills. Combined with the opportunity

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for questions and answers, this is a powerful,
engaging form of training.
•Coaching. The goal of job coaching is to improve an
employee’s performance. Coaching focuses on the
individual needs of an employee and is generally less
formal than other kinds of training. There are usually
no set training sessions. A manager, supervisor, or
veteran employee serves as the coach. He or she
gets together with the employee being coached when
time allows and works with this employee to:
◦Answer questions
◦Suggest more effective strategies
◦Correct errors
◦Guide toward goals
◦Give support and encouragement
◦Provide knowledgeable feedback
•Apprenticeships. Apprenticeships give employers
the opportunity to shape inexperienced workers to fit
existing and future jobs. These programs give young
workers the opportunity to learn a trade or profession
and earn a modest income. Apprenticeship combines
supervised training on the job with classroom
instruction in a formal, structured program that can
last for a year or more.

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•Drills. Drilling is a good way for employees to
practice skills. Evacuation drills are effective when
training emergency preparedness, for example.
Advantages
•Hands-on training methods are effective for training
in new procedures and new equipment.
•They are immediately applicable to trainees’ jobs.
•They allow trainers to immediately determine
whether a trainee has learned the new skill or
procedure.
Disadvantages
•They are not good for large groups if you do not have
enough equipment or machines for everyone to use.
•Personal coaching can be disruptive to the coach’s
productivity.
•Apprenticeship can be expensive for companies
paying for employees who are being trained on the
job and are not yet as productive as regular
employees.

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Computer-Based Training (CBT)
Computer-based training is becoming increasingly
prevalent as technology becomes more widespread
and easy to use. Though traditional forms of training
are not likely to be replaced completely by
technological solutions, they will most likely be
enhanced by them. Human interaction will always
remain a key component of workplace training.
Nonetheless, it is a good idea to look more closely at
what training technologies have to offer and how they
might be used to supplement existing training
programs or used when developing new ones.
Computer-based training formats vary from the
simplest text-only programs to highly sophisticated
multimedia programs to virtual reality. Consider the
following types:
•Text-only. The simplest computer-based training
programs offer self-paced training in a text-only
format. These programs are similar to print-based,
individualized training modules with the addition, in
most cases, of interactive features. While simple in
format, these programs can be highly effective and

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present complicated information and concepts in a
comprehensible and easily accessible way.
•CD-ROM. A wide variety of off-the-shelf training
programs covering a broad range of workplace topics
are available on CD-ROM. Programs can also be
created by training consultants for the specific needs
of the particular organization or individual
departments.
•Multimedia. These training materials are an
advanced form of computer-based training. They are
much more sophisticated than the original text-only
programs. In addition to text, they provide stimulating
graphics, audio, animation, and/or video. Multimedia
tends to be more provocative and challenging and,
therefore, more stimulating to the adult mind.
Although costs are higher than text-only software, the
benefits in terms of employee learning may well be
worth it. Multimedia training materials are typically
found in DVD format.
•Virtual reality. Virtual reality is three-dimensional
and interactive, immersing the trainee in a learning
experience. Most virtual reality training programs take
the form of simulation, which is a highly effective form
of training. It is hands-on experience without the risks
of actual performance. Flight simulators, for example,
have been used successfully for years to train airline

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and military pilots in critical flying skills, as well as to
prepare them for emergency situations in a safe and
forgiving environment.
Advantages
•Computer-based training programs are easy to use.
•They can often be customized or custom designed.
•They are good for helping employees develop and
practice new skills.
•They are useful for refresher training. They are
applicable to self-directed learning.
•They can be cost-effective because the same
equipment and program can be used by large
numbers of employees.
•They are flexible because trainees can learn at their
own pace and at a time that’s convenient for them.
Computer-based programs are available 24 hours a
day, 7 days a week. No matter which shift an
employee works, training is always available.
•Some programs are interactive, requiring trainees to
answer questions, make choices, and experience the
consequences of those choices. This interaction
generally results in greater comprehension and
retention.

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•They are uniform, which makes it possible to
standardize training.
•They are measurable. When computers are used for
training, it is possible to track what each employee
has learned right on the computer. Most programs
have post-tests to determine whether the employee
has understood the training. Test scores give trainers
statistics for training evaluations.
Disadvantages
•These programs require trainees to be computer
literate.
•They require trainees to have computer access.
•There is little or no interaction with a trainer; if
trainees have questions, there’s no one to ask.
•These programs are not effective at teaching “soft-
skills,” such as customer service, sales, or sensitivity
training.
•They are not the best choice for new or one-time
training. Trainers need live interaction to ensure new
skills or concepts are being communicated. Trainees
need to be able to ask questions and receive
feedback.

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•Some poorly designed programs are “boring” and
result in trainees having a poor retention rate of the
material as well as a low finish rate.
Online or E-Learning
In addition to computer-based training, many
companies with employees in a variety of locations
across the country are relying on other technologies
to deliver training. According to the ASTD “State of
the Industry” report, companies are using a record
level of e-learning, and ASTD predicts that number
will continue to rise. This method is becoming more
and more popular as access to the Web becomes
more widely available. Some examples include:
•Web-based training. This method puts computer-
based training modules onto the Web, which
companies can then make available to their
employees either on the company’s intranet or on a
section of the vendor’s website that is set up for your
company. There are many courses available on the
Internet in many different topic areas. These courses
provide a hands-on, interactive way for employees to
work through training presentations that are similar to

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CD-ROM or PowerPoint, on their own. Training
materials are standardized because all trainees will
use the same program. Materials are also easy to
update, so your training is always in step with your
industry. Web-based training programs are also often
linked with software (a learning management system,
or LMS) that makes trainees’ progress trackable,
which makes recordkeeping very easy for the training
administrator.
•Tele- or videoconferencing. These methods allow
the trainer to be in one location and trainees to be
scattered in several locations. Participants are
networked into the central location and can usually
ask questions of the trainer via the telephone or by a
webchat feature. Lectures and demonstrations can be
effective using this method.
•Audioconferencing. This method is similar to
videoconferencing but involves audio only.
Participants dial in at the scheduled meeting time and
hear speakers present their training. Question and
answer sessions are frequently held at the end of
sessions in which participants can email questions or
call in and talk to a presenter.
•Web meetings, or webinars. This method contains
audio and visual components. Participants dial in to
receive live audio training and also follow visual

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material that appears on their computer screens.
These presentations are similar to CD-ROM or
PowerPoint presentations and sometimes offer
minimal online interactivity. Q & A sessions may also
be held at the end of sessions.
•Online colleges and universities. This method is
also known as distance learning, and many schools
now offer certificates or degrees through online
programs that require only minimal on-campus
residency.
•Collaborative document preparation. This method
requires participants to be linked on the same
network. It can be used with coaches and trainees to
teach writing reports and technical documents.
•E-mail. You can use e-mail to promote or enhance
training. Send reminders for upcoming training. Solicit
follow-up questions for trainers and/or managers.
Conduct training evaluations through e-mail forms.
Advantages
•Online or e-learning programs are effective for
training across multiple locations.
•They save the company money on travel expenses.

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•They can be a less expensive way to get training
from expert industry professionals and consultants
from outside the company.
•They are useful for refresher training.
•They are good for self-directed learning.
•They can be easy to update with new company
policies or procedures, federal regulations, and
compliance issues.
•They offer trainers a growing array of choices for
matching training programs to employee knowledge
and skill levels.
Disadvantages
•These programs require trainees to be computer
literate.
•They are usually generic and not customized to your
company’s needs.
•Some employees may not like the impersonal nature
of this training.
•Employees may be too intimidated by the technology
or the remoteness of the trainer to ask questions.
•Lack of computer terminals or insufficient online time
may restrict or preclude access to training.

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•Inadequate or outdated hardware devices (e.g.,
sound cards, graphics accelerators, and local area
networks) can cause programs to malfunction.
•Your company’s Internet servers may not have
enough bandwidth to receive the materials.
•Self-instruction offers limited opportunities to receive
context-specific expert advice or timely response to
questions
How to Use a Blended Learning Approach
Blended learning is a commonsense concept that
results in great learning success. The blended
learning approach is simply acknowledging that one
size doesn’t fit all when it comes to training. In a
nutshell, blended learning means using more than
one training method to train on one subject. Here are
several good reasons to use a blended learning
approach:
•A University of Tennessee study showed that a
blended learning program reduced both the time and
the cost of training by more than 50 percent.

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•The same study showed a 10 percent improved
result in learning outcomes compared with traditional
training.
•Learning experts believe that a big advantage of
blended learning is that it more closely replicates how
people actually learn on the job, through experience
and interaction with co-workers.
This approach works well because the variety of
approaches keeps trainers and trainees engaged in
training. Blended learning simply makes a lot of
sense. Consider the many factors that affect training:
•Subject matter
•Audience make-up
•Types of learners
•Budget considerations
•Space constraints
•Compliance issues
Any or all of these considerations affect your choices
for training and may even necessitate that you use a
blended learning approach. Chances are you already
use this method perhaps without even realizing it.
Have you ever:

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•Used a PowerPoint training session and incorporated
written quizzes, small group discussions, and role
plays at various points in the training?
•Broken a complex subject into parts and used a
different training method to teach each section or
step?
•Used a live trainer with hands-on demonstrations for
initial training and a CD-ROM or online course for
refresher training?
If you have done any of the above methods, you are
already using a blended learning approach. Here’s
how to plan a blended learning training program.
Once you’ve identified training needs, answer these
questions about each situation:
•What are the training conditions?
•Do you have a classroom? How many people will it
hold?
•How many computers do you have access to?
•What resources are available?

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•What are the characteristics of the training content?
Is it soft or hard?
•Who is your target audience?
•What are its demographics?
•How many languages do you need to accommodate?
Which ones?
•How many employees need this training?
•How quickly do you need to accomplish this training?
Your answers will direct you to the optimal delivery
method. However time consuming this process may
seem, blended learning offers trainees a well-planned
session that is custom-designed for them, the subject,
and the learning environment. In the long run,
blended learning saves time and money since this
training process is an efficient use of resources to
help employees develop sufficient levels of
knowledge retention.
DEVELOPMENT
Management development is all those activities and program
when recognized and controlled havesubstantial influence in

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changing the capacity of the individual to perform his
assignment better and ingoing so all likely to increase his
potential for future assignments.Thus, management development
is a combination of various training program, though some kind
oftraining is necessary, it is the overall development of the
competency of managerial personal in thelight of the present
requirement as well as the future requirement.Development an
activity designed to improve the performance of existing
managers and to provide fora planned growth of managers to
meet future organizational requirements is management
development.
Management development is based on following
assumptions.
1. Management development is a continuous process. It is not
one shot program but continuesthough out the career of a
manager.
2. Management development is any kind of learning, is based on
the assumption that there, alwaysexisting a gap between an
individual’s performance and his potential for the performance.
3. Management development seldom takes place in completely
peaceful and relaxed atmosphere

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4. Management development requires clear setting of goals.
5. Management development requires conductiveenvironment.
Training Need Identificationfor a company
Introduction
Training need identification is a tool utilized to identify what
educational courses or activities should be provided to
employees to improve their work productivity. Here the focus
should be placed on needs as opposed to desires of the
employees for a constructive outcome. In order to emphasize the
importance of training need identification we can focus on the
following areas: -
· To pinpoint if training will make a difference in productivity
and the bottom line.
· To decide what specific training each employee needs and
what will improve his or her job performance.
· To differentiate between the need for training and
organizational issues and bring about a match between
individual aspirations and organizational goals. Identification of
training needs (ITN), if done properly, provides the basis on

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which all other trainingactivities can be considered. Also
requiring careful thought and analysis, it is a process that needs
to be carried out with sensitivity as people's learning is
important to them, and the reputation of the organization is also
at stake. Identification of training needs is important from both
the organizational point of view as well as from an individual's
point of view. From an organization's point of view it is
important because an organization has objectives that it wants to
achieve for the benefit of all stakeholders or members,including
owners, employees, customers, suppliers, and neighbors. These
objectives can be achieved only through harnessing the abilities
of its people, releasing potential and maximizing opportunities
for development. Therefore people must know what they need to
learn in order to achieve organizational goals. Similarly if seen
from an individual's point of view, people have aspirations, they
want to develop and in order to learn and use new abilities,
people need appropriate opportunities, resources, and
conditions. Therefore, to meet people's aspirations, the
organization must provide effective and attractive learning
resources and conditions. And it is also important to see that
there is a suitable match between achieving organizational goals
and providing attractive learning opportunities.
Training Process

Page 97

Page 98
Review of Literature
Training is a subsystem of an organization which emphasize on
the improvement of the performance of individuals and groups.
Acc. to Michel Armstrong: Training is a systematic
development of knowledge, skill and attitude required by an
individual to perform adequately a given task or job.
Acc. to Edwin B. Flippo: Training is the act of increasing
knowledge and skills of an employee for doing a particular job.
Acc. to Jack Halloran: Training is the process of transmitting
and receiving information related to problem solving
Acc. to Mathis and Jackson: Training is a learning process
whereby people learn skills, concept, attitudes and knowledge to
aid in the achievement of goals.
Acc. to Gary Dessler: Training is the process of teaching new
employees the basic skills they need to perform their jobs.
Acc. ToDecenzo& Robbins: Programs that are more present
day oriented, focuses on individual’s current jobs, enhancing

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specific skills and abilities to immediately perform their job
called training.
Acc. to Ricky W. Griffin: Training usually refers to the
teaching operational or technical employees how to do the job
for which they were hired.
Acc. to Dale S. Beach: Training is the organized procedure by
which people learn knowledge and/or skill for a definite
purpose.
Scope of the study
This study covers all aspects of training programs inRooman
Technologies.This study covers the behavior and response
towards the training programs in the organization.
OBJECTIVES OF THE STUDY:

Page 100
1. To analyze and examine the effectiveness of training and
development programmes inRooman Technologies
2. To assess how effective the trainingprogrammes are and
how much are the students satisfied.
3. To study to what extent the training programmes are
applicable to their jobs.
4. To study the employee’s opinion on the training and
development in Rooman Technologies.
5. To study the effect of provided training on the
performance of employees.
RESEARCH METHODOLOGY
Research in common parlance refers to search for knowledge.
Redman and Mory define research as a “Systematized effort to

Page 101
gain new knowledge. Research is an academic activity and such
the term should be used in technical sense. According to
Clifford Woody, “Research Methodology comprises of defining
& redefining problems, collecting, organizing & evaluating data,
making deductions & researching to conclusions.” Research is
thus an original contribution to the existing stock of knowledge
making for its advertisement. It is pursuit of truth with the help
of study, observation, comparison and experiment. In short the
search for knowledge through objective and systematic method
of finding solution to problem is research.
RESEARCH DESIGN
Research design is the conceptual structure within which
Research is conducted: it constitutes the blueprint for the
collection measurement and analysis of data. It must be able to
define clearly what they want to measure and must find adequate
methods for measuring it along with a clear cut definition of
population wants to study. Since the aim is to obtain complete
and accurate information in these studies, the procedure to be
used must be carefully planned. The research design must make

Page 102
enough provision for protection against bias and must maximize
reliability with due concern for the economical completion of
the search study.
The basic principle in the research has been adopted in the
overall methodology. The following methodology has been used
for meeting the requirements,
● Defining objectives
● Developing the information sources
● Collection of information
● Analysis of information
● Suggestion
The methodology followed for collection, analysis under
interpretation of data is explained below.

Page 103
1. RESEARCH DESIGNS
There are generally three categories of research based on the
type of information required, they are
1. Exploratory research
2. Descriptive research
3. Casual research
The research category used in this project is descriptive
research, which is focused on the accurate description of the
variable in the problem model. Consumer profile studies, market
potential studies, product usage studies, Attitude surveys, media
research are the examples of this research. Any source of
information can be used in this study although most studies of

Page 104
this nature rely heavily on secondary data sources and survey
research.
2. Data collection method
Primary data:
It is collected through the questionnaire, a formalized instrument
of asking information directly from respondent demographic
characteristics, attitude, belief and feelings through personal
contracts. Structured and on disguised form of questionnaire is
used and consists of multiple choice questions.
Secondary data:

Page 105
Internal secondary data about the VISPL included formal data,
which is generated within the organization itself, were obtained
through concerned head in the organization
External secondary data generated by source the organization
was used such as public available data provided by the reports of
the companies. All this information is of great importance and
conceptualizes and illuminates the core of the study.
3.SAMPLE DESIGN
a) Sampling unit: the study is directed towards the
Rooman Technologies Pvt. Ltd employees.
b) Sample size: sample size of 30 is taken in this study.

Page 106
4)DATA ANALYSES
Simple analysis method is followed for analyzing the data
pertaining to different dimensions of employees. Simple
statistical data tool like percentage are used in the interpretation
of data pertaining to the study. The results are illustrated by
means of pie charts.
Statistical tools used
Percentage method:
Percentage method is used in making comparison between two
or more series of data. This is used to describe relationship.

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Percentage of respondents = No of
respondents x 100
Total no. of respondents
The method of study followed in this project (in brief):
Sample size : 30
Data collection method : Primary and Secondary.
Duration of study : 60 days.
Analysis : Through percentage method.
LIMITATION OF THE STUDY
 Due to constraint of time and resources, the study was
conducted in the regional unit.

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 The accuracy of the analysis and conclusion drawn
entirely depends upon the reliability of the information
provided by the employees.
 Sincere efforts were made to cover maximum number of
the trainees but the study may not fully reflect the entire
opinion of the trainees.
 In the fast moving/changing trainees’ behavior, many
new and better things may emerge in the near future,
which cannot be safeguard in this report.

Page 109
QUESTIONNAIRE
1) What is your opinion about the preparation of the
training program?
a) Very well b) Well
c) Neutral d) Not well
Category Number of respondent Percentage
Very well 7 17.5%
Well 23 57.5%
Neutral 9 22.5%
Not Well 1 2.5
As per the survey it was found that 57.5% of the candidates
feel the training preparations to be well. 17.5% find it very

Page 110
well and 22.5% feel it to be neutral. Rest 2.5% are not
satisfied with the training preparations of the company.
2) How do you rate the appropriate learning climate in the
organization?
7
23
9
1
Responses
Very Well
Well
Neutral
Not Well

Page 111
a) Highly Satisfied b) Satisfied
c) Average d) Dissatisfied
As per the survey it was found that 76.66% of the employee
feels that training programs increase the performance,
commitment & motivation, and 23.34% feels sometimes.

Page 112
3) Does your company use audio and visual aids during
training program?
a) Yes b) No
2
26
12
0
Respondents
Highly Satisfied
Satisfied
Average
Dissatisfied

Page 113
YES 4 10%
NO 36 90%
As per the survey it was found that 90% of the trainees have
submitted that they are not being provided with any audio
10%
90%
Percentage
Yes
No

Page 114
and visual aids during the training program while rest of
10% have contradicted the statement.
YES 1 60%
NO 0 0%
7. Do you feel this training program is necessary for getting
a job?
a) Strongly Agree b) Agree
c) Neutral d) Disagree

Page 115
Strongly Agree 14 14%
Agree 23 23%
Neutral 3 3%
Disagree 0 0%
As per the survey it was found that 14% of the trainees
strongly agree with the training program to be necessary for
getting a job. 23% agree with the statement and rest of 3%
are not sure about it.

Page 116
4) Do you experience fruitful changes after being trained?
a) Strongly Agree b) Agree
c) Neutral d) Disagree
Category Number of
respondent
Percentag
e
Accuracy 3 10%
speed up 0 0%
Increase skill
&knowledge
6 20%

Page 117
all the above 21 70%
As per the survey it was found that 10% of the employee feel
that organization objective to conduct training programs is
for accuracy,20% for increase skill & knowledge, 70% for
all the above.
Does the company provide study material before and during
the training program?
a) Yes b) No
10
0
20
70
Respondents
Accuracy
Speed up
Increase skill and
knowledge
All the above

Page 118
Yes 10 25%
No 30 75%
25%
75%
RESPONDENTS
Yes
No

Page 119
As per the survey it was found that 80% of the employee
feels that organization training programs are effective and
20% feels sometimes.
10. Does your trainer show partiality towards employees?
80
0 20
Respondents
Yes
No
sometimes

Page 120
a) Frequently b) no c)
occasionally
Frequently 0 0%
No 30 100%
occasionally 0 0%
As per the survey it was found that 100% of the employee
feels that trainer does not show any partiality towards
employee.

Page 121
11. Do you think that training programs help management
in reaching objectives?
a) Yes b) no c)
sometimes
0
100
0
Respondents
Frequently
No
Occassionally

Page 122
Yes 23 76.67%
No 0 0%
sometimes 7 23.33%
As per the survey it was found that 76.67% of the employees
feels that training programs will help the management to
reach the objective and 23.33% feels sometimes.
76.67
0
23.33
Respondents
Yes
No
Sometimes

Page 123
12. Along with training programs, do you need any other
motivational programs toget success at work place?
a) Yes b) no c)
sometimes
Yes 11 36.66%
No 2 6.67%
sometimes 17 56.67%

PROJECT REPORT ON EXPLORING THE EFFECTIVENESS OF TRANING PROGRAM UNDER UDAAN SCHEME

PROJECT REPORT ON EXPLORING THE EFFECTIVENESS OF TRANING PROGRAM UNDER UDAAN SCHEME

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