A Summer Training Report

On
TRAINING AND DEVLOPMENT PRATICES
AT
Gemini Consulting & Services, Bhubaneswar

For the Partial Fulfilment of

IMBA 9th Semester Under Utkal University

Project Guide: - Submitted By: -

Manas Kumar Nayak Pritam Das
Head-HR & Operations Roll No.: -53255U180923
Gemini Consulting & Services, BBSR 9th Semester, IMBA

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 Certificate

This is to certify that the project work entitled “A Summer Training Report of
Performance Appraisal Particles at Gemini Consulting & Services, Bhubaneswar
is a piece of work done by Pritam Das (IMBA 9th Semester) student of Institute
of Entrepreneurship Development, Odisha under my guidance and
supervision for the partial fulfilment of the course Integrated Master in
Business Administration (IMBA), Under affiliated Utkal University,
Bhubaneswar.

To the best of my knowledge and belief, the thesis embodies the work of the
candidate himself and has been duly completed. Simultaneously, the thesis
fulfils the requirements of the rules and regulations related to the summer
Training of the institute, and I am assured that the project is up- to the
standard both in respect to the contents and language for being referred to
the examiner.

Manas Kumar Nayak

Head-HR & Operations
Gemini Consulting Services, BBSR

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 Acknowledgement

I consider it is my privilege to express a few words of gratitude and respect to

all those who guided and inspired me in the successful completion of the
project.

I wish to take this opportunity to express my deep sense of gratitude to thank

Mr. Manas Kumar Nayak, Head-HR & Operations of Gemini Consulting &
Services India Pvt Ltd, Bhubaneswar for his guidance through my project. I
sincerely thank my guide for his guidance and suggestion for improvement and
providing this project to me.

I also convey my sincere gratitude to Mr. Ashutosh Ram, Course Coordinator

at Institute of Entrepreneurship Development, Odisha for their help extended
to me during my project.

Finally, I am also thankful to Mr. Siddharth Samal, Centre Head, of Gemini

Consulting & Services India Pvt Ltd, Bhubaneswar for their support and
guidance during the training period.

Pritam Das

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 Declaration

I do hereby declare that the project report entitled “Training and Development

Practices” with special reference to Gemini Consulting & Services India Pvt

Ltd.” is prepared based on the information collected during the period of

13-12-2022 to 28-12-2022 for partial fulfilment of the requirements of IMBA

programmed under Utkal University.

It is an original piece of work done by me based on my own research and is true

to the best of my knowledge and belief.

Pritam Das
Place: Bhubaneswar IMBA 9Th Semester
Date: Roll No:53255U180923
IED Odisha

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 PREFACE

It is said that without theory, practice is blind and without practice theory is
meaningless.

Hence practical training has been made integral part of the management
education in India. The Dissertation Project/Summer Training programmes are
designed to give a manager the future of the corporate happenings and work
culture.

It exposes the potential of the manager of the future to the actual tune of the
working environment present is dynamic organization.

Personnel management is that part of management concerned with the people at

work and with their relationships within the organization.

Training is the process of increasing the knowledge and skill for doing a
particular job. It is an organized procedure by which people learn knowledge
and skill for a definite purpose. The purpose of training is basically to bridge the
gap between job requirements and present competency of an employee.

I am fortunate project I tried to find out the working methods and techniques,
which is enough to get the opportunity of 15 Days Dissertation Project at
Gemini Consulting & Services India Pvt Ltd, Bhubaneswar, Odisha.

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 CONTENTS

Serial No. Chapter Heading Page No.

1 Cover Page 1

2 Certificate 2

3 Declaration 3

4 Acknowledgement 4

5 Preface 5

6 Content 6

7 Chapter 1- Introduction to Project 7-12

8 Chapter 2-Overview of GCS, Odisha 13-26

9 Chapter 3- Overview of Training and Development 27-52

10 Chapter 4- Research Methodology 53-59

11 Conclusion and Recommendation 60

12 Bibliography 61

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 CHAPTER-1

INTRODUCTION

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Introduction
Training and development play an important role in the effectiveness of
organisations and to the experiences of people in work. Training has
implications for productivity, health and safety at work and personal
development. All organisations employing people need to train and develop
their staff. Most organisations are cognisant of this requirement and invest effort
and other resources in training and development. Such investment can take the
form of employing specialist training and development staff and paying salaries
to staff undergoing training and development. Investment in training and
development entails obtaining and maintaining space and equipment. It also
means that operational personnel, employed in the organisation’s main business
functions, such as production, maintenance, sales, marketing and management
support, must also direct their attention and effort from time to time towards
supporting training development and delivery. This means they are required to
give less attention to activities that are obviously more productive in terms of
the organisation’s main business. However, investment in training and
development is generally regarded as good management practice to maintain
appropriate expertise now and in the future.

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Scope of Study
The Scope of the Study covers in depth, he various training practices, modules,
formats being followed and is limited to the company GCS, Odisha and its
Employees. The Different training programmes incorporated/facilitated in GCS
through its facilities, outside agencies or professional groups. It also judges the
enhancement of the knowledge & skills of employees and feedback on its
effectiveness.
 Academic Relevance
One of the most important concepts in HRD is Training and
Development. In spite of so many changes in socio economic and
technological changes, importance of Human Resource is not reduced^.
On the contrary it has acquired further higher status due to growing
importance of skills, knowledge and competence. No organization,
whatever its purpose, cannot survive without developing its Human
Resource and hence learning. Training and development become integral
part of organizational excellence. Software Industry is one of the rapidly
growing sectors in our economy. The core strength of this sector is
Human Resource. Therefore, emphasis has to be given on adopting
policies of HRD through Training and development. From this point of
view the role of Training and development policies has enhanced
considerably. The study becomes significant as every organization
emphasis on its HRD. From this point of view relevance of research can
be justified as follows –
 Every organization develops its own techniques for HRD. Innovation is a
key to HRD. New methods of Training and Skill development are
identified and introduced. How these methods work in given environment
and what is their role is the specific aspect of study. This study will help
to identify silent features of innovation in Training and Development
adopted by software industry. It will also help to know what are
constituent of industry specific HRD techniques.
 This study shall also help to examine critical aspect of Training
procedures and their implications on organizational development.

 Industry Relevance

 Software Industry is passing through a phase of growth and maturity. The

initial momentum of rapid development is now slowly moderated due to
various competitive and other external factors. How industry looks at
Training and development policies can help to know approach of industry
towards manpower development, skill and excellence enhancement.

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  The structure and functions of software industries are largely different
than the conventional organizations which demand a different rule of
game to become more effective. Ways of attracting and retaining talent
trough appropriate HR initiative thus become crucial issues as
organizations battle it out to lure 'creme de la creme' in circulation. The
industry specific benefit of study is to identify limitation in the prevailing
policies and offer corrective measures to improvise the existing Training
policies.
 Research Relevance
Every experiment and study offer new insights. It becomes a corrective
policy mechanism to identify drawbacks and weaknesses in prevailing
mechanism and helps to correct the system by using suitable inputs. A
research is a understanding of prevailing phenomenon and offering
corrective solutions. From this point of view study has great research
relevance. It can be stated as follows-
A. Many innovations are made at unit level in terms of HRD and
many activities of skill development. In certain cases, they are
more cost effective, industry specific and utility oriented.
B. Research in industry specific area like Software Industry is also
helps to know the redundant aspects of prevailing system and
what efforts can be made to overcome it.

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Objectives of Study

Well-developed training programs are the important instruments to change the

mind-sets of the people. Training programs purport to improve job performance,
minimize conflicts, prepare individuals for promotions and to accept
organizational changes, facilitate understanding of organizational goals and
attain allied behavioural objectives. All this is possible only when different
phases of the program turn out to be effective.
The proposed study has following objectives:
 To understand the Training and Development Practices adopted by
new age software organizations.
 To identify traits qualities those are enhanced through Training and
Development Programs.
 To examine area of emphasis considered more important by the
organization under study.
 To find out new trends in Training and Development Practices and
introduction of new techniques in Training and Development
Practices.
 To make a cost benefit analysis of Training and Development
Practices adopted by organization under study.
 To assess the response by the employee to such Training and
Development Practices.

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Executive Summary
Every organization needs to have well trained and experienced people to
perform the activities that have to be done. If current or potential job occupants
can meet this requirement, training is not important. When this is not the case,
it is necessary to raise the skill level and increase the versatility and
adaptability of employees. It is being increasing common for individual to
change careers several times during their working lives. The probability of any
young person learning a job today and having those skill go basically
unchanged during the forty or so years if his career is extremely unlikely, may
be even impossible. In a rapid changing society employee training is not only
an activity that is desirable but also an activity that an organization must
commit resources to if it is to maintain a viable and knowledgeable work force.
The entire project talks about the training and development in theoretical as
well as new concepts, which are in trend now. Here we have discussed what
would be the Input of Training if we ever go for and how can it be good to any
organization in repairing the benefits from the money invested in terms like
(ROI) i.e., return on investment. What are the ways we can identify the training
being covered in different aspects like integrating it with organizational
culture? The best and latest available trends in training methods, the benefits
which we can derive out of it.
How the evaluation should be done and how effective is training all together.
Some of the companies practicing in unique manner a lesson for other to follow
as to how to train and retain the best resource in the world to reap the best out
of it.

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 CHAPTER-2

Overview
Of
GCS, Odisha

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About Gemini Consulting & Services India Pvt Ltd.
Gemini Consulting & Services is a NMSDC certified global IT & ITeS services
provider in consulting, technology, and outsourcing solutions. As a trusted and
proven partner, focused on providing innovative solutions, Gemini enables our
customers to perform better than the competition and stay ahead of the innovation
curve.
Headquartered in Missouri, U.S, Gemini Consulting & Services is a global services
company that works round the clock to maximize value to our customers and
stakeholders. We at Gemini, believe in transforming your ideas into reality through
collaborative planning, innovative application of technology know-how, and
dedicated execution. Our team of experts ensure your success based on their
knowledge of leading technologies, industry best practices and best in class service
delivery methodology & tools.
We take pride on being one of the major players providing IT consulting services in
the Midwest region. Our in-house talent includes domain experts, highly qualified
graduates from top engineering and business schools, and professionals with years of
industry experience under their belt.
Established in 2010, in St. Louis, Missouri, US, Gemini is a leading IT solutions
provider. We offer consulting, services and cutting-edge mobile and cloud-based
applications for all your business needs.
We develop and implement next-generation technology for enterprises to accelerate
and scale their digital transformation journey. Customer empowerment is
foundational to our technological solutions. An Ill-executed modernization journey
can result in user dissatisfaction and negative business impact. We can protect you
from such risks. With over a decade of experience, our experts can help you run your
technological operations smoother so that you can focus your time and energy into
the core areas of your business.  
We harness the power of cloud to integrate digital technology into all aspects of
business, including customer management, accounting, compliance, supply chain
operations and human resource management.
We can steer you through the digital transformation. Our transformation approach
coupled with the exponential power of computing and enterprise applications help
organizations convert their legacy systems to agile and responsive. Our technological
solutions and digital tools empower organizations to successfully navigate through
the maze of an ever-changing business environment. Our advanced AI solutions and
ML tools help enterprises to take informative business decisions quickly and make
strategies to stay ahead of competition.
Gemini is here to help you thrive in the digital economy. Together, let us seize the
unexplored opportunities and create solutions for a new future. 

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As a company, Gemini has grown from just 10 employees in 2010 to over 600
resources in 2019. Currently, we serve over 50 clients in nine countries. In India, our
offices are spread across Hyderabad, Noida, Bhubaneswar, Amaravati and Mumbai. 

What Makes Gemini Unique

We are a group of technology practitioners. We use our appetite for innovative
technologies as an excuse and opportunity to work with people trying to redefine
their businesses. We believe in engaging with people to understand their problems
with the products and technologies. We do not sell technological solutions. For us,
the first step in a successful technological implementation starts with building
authentic connection with customers – to discuss, to inspire – so that we can help
them use technology to build the knowledge they need to succeed.

We truly want to help people, who are wrestling with real-world problems and we
use our technological expertise to make a difference in the world. In a data-driven
world and automated technologies, we focus on creating a human connection with
our business partners. In this fast-paced world, technology’s role has become much
more complex. To manage and utilize the challenges and opportunities thrown up by
the proliferation of mobiles and other hand-held devices, changing consumer habits
and hyper connected social networks, organizations must turn their attention to the
use of innovative technologies. Our deep passion for technology has led to the
creation of some of the most innovative solutions that can turn the tide in your favor. 
Choose Gemini as your partner and stay innovative and be ahead of the curve.
Three simple, yet powerful value propositions that make Gemini the best technology
partner for your business.

 Together we grow
Relentless effort to deliver an amazing experience.
We are not looking for clients but partners in growth. Partnerships require
nurturing and we are willing to put in time and effort to build a relationship
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 that grows stronger over time. We will deliver the best service and support for
all your technological needs in a constantly changing business environment.

 Simplifying complexity
You focus on business, we take care of complexities
With Gemini as your partner, you do not have to wait forever to get your
systems up and running. Gemini is a stickler for detail and accuracy. We
deliver projects on time and offer the best training to your people so that they
will be ready on Day 1.
 Flexible and Adaptable
Let us disrupt old business models
We offer a hybrid billing system. Our subscription-based billing system is
aligned with our partners’ expectations. However, we understand that not all
business partners want to opt for a usage-based billing. For them, we offer
fixed models. Our resource pooling and simplified global pricing system allow
our partners to make changes on a fly, depending on new services and policy
changes.

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Life at Gemini
Gemini provides the platform to put forward the best in you, paving way for your
growth and learning. Our passion drives us to innovate and invest in most
exceptional ideas that mark our strength. On the pillars of technology, we strive to
build better yet fuss-free services. With our finest expert team and superior
employee benefits, we make sure you find a place of your own.

We are looking for energetic, creative and dedicated minds who are willing to make
the most of the opportunity we provide. We highly recognize and appreciate talent
and innovation. If you aspire to build your career with the most indulgent team in a
congenial work environment, Gemini is the place. Join us and become an integral
part of our big family.

The GPath Experience

A place to make the best of your knowledge, talent and passion. GPath refers to the
internships and summer program provided by Gemini Consulting & Services. This
recent advancement by Gemini provides projects for freshmen in the technology
and management industry.

GPath provides you with excellent developmental and managerial experience,

enabling you to understand the unique world of technology, by pushing you in the
market and dealing with operations such as, delivering solutions, developing
products, digital marketing, and writing content professionally and various other
services related to the strategic relevance. Additionally, as a freshman at Gemini,
you’ll have the unique opportunity to network with Interns from around India.

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 Quality Policy
We are committed to strive for “excellence” by providing customized solution,
product and services that best satisfy the requirements of our customers. We
continuously improve quality reliability and services with the help of an
effective quality. Management system processes by involving employees at all
levels while maintaining at all levels .while maintaining effective internal and
external communication.

Our Mission

Our mission is to serve customers well and to pursue global standards of

excellence in all our enclaves of providing customised services and
developing pioneering products.

Our Vision
To realize our vision of being global leaders, we ensure that our services and
products adhere to the highest standards and setting new bench marks.
Through a concerted effort, we intend to emerge as the leaders in the field of
services provider.

Our Values
As global organisation, we demonstrate to integrity. Respect and Teaming we
identify Innovation and collaboration that form the heart of our corporate
philosophy

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SERVICES -
1. Enterprise Applications
 Cloud Native ERP: -
As a global partner, we provide implementation and support for all the
available business solutions from SAP. Our team has significant
experience in ERP development and the creation of fully integrated
SAP modules. We can offer high-end solutions to all your business
processes and requirements. We have been an SAP partner since 2011,
when the German software maker brought about a tectonic shift in the
ERP market with the launch of SAP HANA.
SAP HANA is an in-memory database in which data is stored in
columns instead of rows, making it possible to conduct near to real-
time analytics. With the arrival of S/4 HANA and S/4 Simple Finance,
a suite of ERP software that run on top of the in-memory database,
Gemini is ideally positioned to help you seamlessly integrate all your
business processes, thereby, empowering you to make decisions faster
and in the right context.
SAP S/4HANA Cloud Platform
Based on Platform as a Service model (PaaS), SAP S/4 HANA cloud
platform allows service providers to build new applications and
expand existing ones. As a cloud-based platform, it allows users to
access and analyze data in real-time.
Gemini can help you customize SAP S/4 HANA cloud platform to suit
your business requirements. We can optimize the platform’s dual
functionalities for you. As an application service, we can create new
applications, such as mobile services and mobile-friendly portals. We
can also enable employees to share information and access data
available in the cloud platform. Finally, with our expertise, we can
assist you improve operational efficiency and employee cooperation
using SAP S/4HANA cloud platform.
As a database service, Gemini can help you utilize SAP S/4 HANA
cloud platform to securely store and transact data in real-time. We can
provide you built-in algorithms to structure and analyze data. We can
also offer you data display and visualization tools.

 ERP Migration and Modernization: -

Companies are increasingly replacing or upgrading their legacy ERP
systems as these systems are unable to respond to the changes driven
by the modern global economy. Many industries want to ensure the
most efficient use of data in real-time to make quick decisions. They

19 | P a g e
 also require ERP systems with business intelligence features so that
they can anticipate changes and prepare themselves for it.
If you are a company looking for a partner to upgrade your legacy
ERP system or move to the cloud, look no more. Gemini is your
perfect partner who can upgrade your existing system to be more
flexible, agile and easy to use. We can help you modernize your
systems and accelerate your cloud migration. We can enable your
legacy ERP system to support functions that are critical to your
business success. With our assistance, you can put in place a better
ERP system that can support innovation and future growth.

 Making Enterprise Intelligent: -

With the rapid adoption of Artificial Intelligence (AI), every
enterprise is trying to discover how AI can improve its processes,
systems, people and offerings. At Gemini, we can help you harness
the combined power of AI and ERP to reshape your business, improve
customer experience and increase profitability. We provide
development and support of a variety of these areas, including, SAP
Co-Pilot, SAP Leonardo, Service Now Discovery, SAP Predictive
Analytics, Oracle’s AI Suite etc.,

 Microsoft Dynamics 365: -

Microsoft Dynamics 365 product line offers better engagement with
customers and optimize operations. At Gemini, we will help you
empower your employees and get a deep understanding of your
business processes using Microsoft Dynamics 365. We can assist you
to connect data together and apply intelligence to transform your
products and services.

 Open Source ERP: -

One of the biggest advantages of open source ERP is that it does not
involve the burden of licensing software by physically using software
keys or registering and installing the products. This is particularly
suitable to small and medium businesses working within a modest
budget as open source ERP help them avoid software licensing.
Another overwhelming advantage of open source ERP is that it is
flexible and adaptable. As the source code is publicly available,
businesses can explore more open and interconnected ERP platform
models.
At Gemini, we can help you modify the source code of open ERP and
customize it for you. If the modification process goes south your
business will suffer. With Gemini around, you can get the modules in
accordance with your business requirements. We provide
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 implementation and support to all the leading open source ERP
software, including ODOO, ERP Next and Now ERP.  

 Service Now Cloud Management: -

Service Now offers enterprise grade cloud resources that help reduce
the hours of work it takes to create and deploy cloud services. Gemini
can help you take advantage of Service Now Cloud Management
offering and provide users an increased control over cloud resources.
If you are a developer, we can assist you test your code on a multi-tier
test environment using Service Now Cloud.  

2. Analytics, AI & ML
 Advanced Analytics: -
Everything we do generate data and it is growing by the hour. Data
can unveil new trends and insights. It can help businesses identify
opportunities and improve the design of existing products and
services. Deriving actionable insights from data requires combing and
analyzing data using powerful techniques, such as artificial
intelligence, machine learning, language processing and statistics. We
have a wide range of analytics tools and techniques, including data
mining, machine learning, forecasting, and pattern matching to
conduct advanced analytics. Our AI-driven business intelligence (BI)
solutions can help you gain an edge over competitors. Our tools can
perform descriptive, diagnostic, predictive and prescriptive analytics.
 Cloud Native Data Lake: -
Data Lake is a centralized repository that allows you to store all your
data from various sources, including mobile apps, social media and
IoT devices. It can store both structured and unstructured data. We can
offer you tools to help conduct analytics on both structured and
unstructured data, such as big data analytics, full text search, machine
learning and real time analytics. 
As we live in a data-driven world, those businesses that efficiently
manage their data and generate useful information from them will
outperform their competitors. With Gemini’s solutions, you can
identify opportunities and attract and retain customers in a better
manner by making use of the insights from data lake. 
Advantages
 Scalability
 Reliability 
 Better Security
 More Flexible
 Better availability

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 Unique Benefits
 Domain experts to help identify relevant pain-points
 Evaluation of business impact of the solution
 Experts for Statistics, Mathematics and Programming Modelling
 Creative ways to present data 
 Streamlined insights through Dashboards
 Comprehensive Data Science Solutions
 Integration and feedback
3. Cloud Applications
Is your organization exploring the possibility of moving to cloud?
Gemini can help you build strategies on how to move forward with cloud
computing. We provide consultation on migration, planning and
implementation. We offer support services to cloud computing
applications. We can also track the quality of your transition. Most
importantly Gemini can help you move your computing services like
servers, database, applications, data and analytics to the cloud and deliver
them through the Internet so that you can access them anywhere,
anytime.  
Our Offerings
SaaS – Software as a service
We can provide you complete support of the systems and applications in
the cloud. Take advantage of our SaaS solutions and eliminate the
requirement to deploy expensive systems and IT equipment. Our pay-as-
you-go model help you avoid expensive licensing procedure as we
support and update your software applications in the cloud. With our
solutions, your IT teams can focus on more pressing matter as we
eliminate the need for them to download and install applications on each
system.
IaaS – Infrastructure as a service
We help deliver fundamental compute, network and storage resources to
customers through the Internet on a flexible, on-demand basis. You can
avoid the trouble of owning IT infrastructure and high up-front capital
expenditure with our services. You can also eliminate the risk of your
network slowing down due to a spike in workload as we have the
solutions that can accommodate an increase or decrease in demand in the
cloud. With IaaS solutions, you can have the same technologies and
capabilities of a traditional data center without the need to physically
owning and maintaining it.
PaaS – Platform as a Service
We can deliver platform via the web and offer you the freedom to build
upon and use it for creating customized applications. Our solutions
include the entire deployment and support of computing infrastructure,

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 including middleware in the cloud. We provide a virtual environment to
businesses to create and deploy new applications without having to worry
about building and maintaining the infrastructure for it.
Advantages
 Flexibility 
 Scalability
 Pay-as-you-go model
 Accessible over Internet
 No hardware or software updates

4. Mobile Applications
With the exponentially rising number of mobile users, businesses are
shifting their focus to mobiles. More and more companies are using
mobile applications to expand reach and build a direct connection with
their customers. We, at Gemini, can help you develop ingenious mobile
applications to enhance customer experience and explore new
opportunities.  
Have you spotted an opportunity in your business or do you have a
fascinating idea to reach out to a large number of prospective customers?
We can make it happen by creating an easy to use high-end mobile
application. We can combine exceptional design ideas with accurate
development capabilities to create mobile applications that can highlight
your fascinating idea or opportunity.
Using the latest technology and industry experience, Gemini can create
an app from concept to development. We have the best UI/UX
developers and designers who specialize in building and customizing
mobile apps to meet the divergent needs of our customers. We have the
expertise in building and designing both native and cross-platform apps.
For cross-platform app, we can write in in a variety of programming
languages and frameworks and then compile them into a native
application running directly on the operating system of the device.
Our Offerings
Our highly talented developer group is well-versed with platform
specific versions of C and Java and their IDEs, to help you develop
native apps to increase customer retention rate, dwell time and app
downloads.
 Community9 – Platform for Community
 Fanworld- Platform for Fan Engagement
 Experience9 – Digital Experience Management Platform

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 5. Process Automation
Process automation helps enterprises to implement best practices and
ensure transparency. Gemini can offer you technologies, including
software and applications integrators to automate your recurring business
processes. No matter how complex your workflows are, we have the
solutions to fulfill your automation needs in no time. Our solutions can
help accelerate the rate at which you work gets done by routing
information based on rules and actions defined by users. Gemini’s
technology ensures the process is free from error, every time.
Advantages
 Make Processes Transparent
 Improve Efficiency
 Save Time

Gemini Locations

 U.S. Headquarters
3636 S Geyer Road,
Suite 270, Sunset Hills,
MO 63127,

 Chicago
Woodfield preserve,
10 N. Martingale Road, Suite # 4126,
Schaumburg, IL-60173,

 Atlanta
5450 McGinnis Village Place,
Suite 101, Alpharetta,
GA 30005,

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 Hyderabad
Q City, B- Block, 1st Floor
109,110,111/112, Serilingampally,
Nanakramguda, Hyderabad,
Telangana 500 032.
 Vijayawada
Gemini Consulting and Services LLP
MODULE NO 8, MEDHA TOWERS,
Survey no: 52&53/1, Kesarapalli
Gannavaram, Krishna District
Andhra Pradesh - 521 102.

 Delhi NCR
19th Floor, Tower C,
DLF Epitome (Building Number 5)
situated at DLF Cybercity, Phase – II,
Gurgaon, Haryana, 122002
INDIA

 Kolkata
RDB Boulevard, 8th Floor,
Plot K¬1, Sector V, Block EP & GP,
Salt Lake City,
Kolkata - 700 091
INDIA

 Bhubaneswar
7th Floor, NSIC-IMDC Building,
Dharmapada Bhawan, IDCO Plot No-6,
Block-D, Mancheswar Industrial Estate,
Bhubaneswar-751010

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  Bhubaneswar Sales Office
Plot no. 223/2148, Bomikhal,
Bhubaneswar,
Odisha - 751 010.

Financial Stability of Gemini

Gemini is a leading IT solutions provider and as we know that Financial stability is a
state in which the financial system, i.e. the key financial markets and the financial
institutional system is resistant to economic shocks and is fit to smoothly fulfil its
basic functions: the intermediation of financial funds, management of risks and the
arrangement of payments.
So, the Financial Status of Gemini Consulting & Services India Pvt Ltd is growing
worldwide in an increasing way and in an efficient way.

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 CHAPTER-3

Overview
Of
Training &
Development

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 What Is Training?

Definition: -
Training is concerned with the teaching/learning carried on for the basic purpose
of enabling the employees to acquire and apply the knowledge, skills, abilities
and attitudes needed by that organization.
The objective of training is to develop specific and useful knowledge, skills and
techniques. It is intended to prepare people to carry out predetermined tasks in
well-defined job contexts. Training is basically a task-oriented activity aimed at
improving performance in current or future jobs.

Training and development is a subsystem of an organization which emphasize on

the improvement of the performance of individuals and groups. Training is an
educational process which involves the sharpening of skills, concept, changing of
attitude and gaining more knowledge to enhance the performance of the
employees.

Training and Development in HRM

It provides the environment for workshop, seminar mentoring, coaching, and all
other learning opportunities to employees in an organization. Training and
development provide all tools and motivate the employees to perform their role.
Training and development refer to educational activities within a company
created to enhance the knowledge and skills of employees while providing
information and instruction on how to better perform specific tasks.

Different Types of Training

Induction Training
Job Training
Training for promotional
Refresher Training

 Induction Training
Induction training new worker to be treated properly on his joining the
organisation. He must be given essential introductory information by his
superior. The new comer must be properly guided with elementary
training about his conduct with superiors, co- worker, his responsibilities

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 etc., and also about other general important aspects. This will help the
worker adjust easily with new job and organisational environment.

 Job Training
This type of training is given for increasing the knowledge of employees
to achieve skills for a specified job. Job training is imparted normally by
senior workers, supervisors or special instructors detailed by the
management to impart OJT (on the job training).

 Training for Promotional

The training promotional means preparing the potential candidate to
handle more duties and responsibilities, thereby making him/her edible
for promotion to higher jobs in the organization. Simply, training given
to the efficient workers of an organization who are likely get promoted in
the near future.

 Refresher Training
The Refresher Training or Retraining is a training programme designed
for the old or existing employees of an organization, with a purpose to a
acquaint them with a purpose to acquaint them with the new skills,
methods, and processes required to improve their performance on the
jobs.

Importance of Training and Development

 Improved employee performance – the employee who receives the

necessary training is more able to perform in their job. The training
will give the employee a greater understanding of their responsibilities
within their role, and in turn build their confidence. This confidence
will enhance their overall performance and this can only benefit the
company. Employees who are competent and on top of changing
industry standards help your company hold a position as a leader and
strong competitor within the industry.
 Improved employee satisfaction and morale – the investment in
training that a company makes shows employees that they are valued.
The training creates a supportive workplace. Employees may gain
access to training they wouldn’t have otherwise known about or
sought out themselves. Employees who feel appreciated and
challenged through training opportunities may feel more satisfaction
toward their jobs.

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  Addressing weaknesses – Most employees will have some
weaknesses in their workplace skills. A training program allows you
to strengthen those skills that each employee needs to improve. A
development program brings all employees to a higher level so they
all have similar skills and knowledge. This helps reduce any weak
links within the company who rely heavily on others to complete basic
work tasks. Providing the necessary training creates an overall
knowledgeable staff with employees who can take over for one
another as needed, work on teams or work independently without
constant help and supervision from others.

 Consistency – A robust training and development program ensures

that employees have a consistent experience and background
knowledge. The consistency is particularly relevant for the company’s
basic policies and procedures. All employees need to be aware of the
expectations and procedures within the company. Increased
efficiencies in processes results in financial gain for the company.

 Increased productivity and adherence to quality standards –

Productivity usually increases when a company implements training
courses. Increased efficiency in processes will ensure project success
which in turn will improve the company turnover and potential market
share.

 Increased innovation in new strategies and products – On-going

training and up skilling of the workforce can encourage creativity.
New ideas can be formed as a direct result of training and
development.

 Reduced employee turnover – staff are more likely to feel valued if

they are invested in and therefore, less likely to change employers.
Training and development is seen as an additional company benefit.
Recruitment costs therefore go down due to staff retention.

 Enhances company reputation and profile – Having a strong and

successful training strategy helps to develop your employer brand and
make your company a prime consideration for graduates and mid-
career changes. Training also makes a company more attractive to
potential new recruits who seek to improve their skills and the
opportunities associated with those new skills.
Training can be of any kind relevant to the work or responsibilities of
the individual, and can be delivered by any appropriate method

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 For example, it could include:

1. On-the-job learning
2. Mentoring schemes
3. In-house training
4. Individual study

 Blended learning is becoming more and more popular and as a

company we have seen a definite increase in this method of training
over the last year. Blended Learning is the effective combination of
online learning and classroom learning. Many of 2020’s clients prefer
their staff to learn on-site rather than attend off-site training
programmes – especially in industries like oil and gas where it is often
very impractical to attend off-site courses. On-site learning
programmes like the blended learning approach, allow 2020 to train
more people working across a larger international footprint than just
the UK. This makes it much more cost-effective and allows for greater
process consistency.

Objectives of Training
 Saves time and money. Companies may think objectives are an
unnecessary planning step that wastes time. But in actuality, objectives
save time and money. Writing down your training objectives ahead of
implementation will give your goal structure. Plus, it will further define
what your goal is and prove you have created the correct one for your
LMS.
 Helps to design training materials. When you know what the objectives
are, you can define what materials are needed for your employees. For
example, do you need a blended learning environment? Will your training
materials be assigned by department, individual or level at the company?
What features does your LMS need to have?
 Gives administrators training roadmap. These objectives will help
your program administrators implement the training. When they know
why they are teaching the courses or lessons, it will strengthen their
ability to deliver these in an effective way.
 Let employees know what they will be learning. Sharing your
objectives with your employees will let them know why you think your
LMS is important. You want motivated employees who take training
seriously and think their time away from their job is being well spent.
 Helps with analysis. Once your training program is rolled out, you can
check each objective against your goal. Did you achieve all your training
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 objectives with your LMS? If not, what tweaks can you make? This also
offers a great opportunity to ask employees and facilitators their thoughts
on if program objectives were met.

Approaches to Training
There are a number of approaches to train employees; the systematic approach is
widely adopted in the organisations. However, the reactive and proactive
approaches to training are still in use by some organisations.
1. Reactive Approach
The reactive approach to training tends to be an approach adopted
predominantly by less developed and/or smaller organisations; this does
not tend to involve pre-planning, but can be seen as spontaneous to a
certain degree (Legge, 2005). This approach to training turn into action
when business performance and productivity falls or seems to drop
beyond a suitable level; the organisation then attempts to configure
training to counteract this downturn. In comparison, to the other
approaches to training, the financial layout is therefore relatively small,
since training expenditure is effectively being used when it is needed
(Lundy and Cowling, 1996). This approach suits smaller organisations
whose finances cannot afford comprehensive training programmes which
are systematically planned and administered (Lundy and Cowling, 1996).
2. Proactive Approach
The proactive approach to training is effective where Organisations are
actively seeking ways for training to improve their business performance;
when Organisations are looking not only to improve their current training
methods, but also opportunities to extend training to wider segments of
their organisation. Such an approach tends to be adopted by organisations
that see training as important part of their business model and essential to
gaining a competitive advantage (Schuler and Jackson, 2007).
3. Systematic Approach
The Systematic Approach to training is by far the approach which has
been given the most attention to in literature and research (Raffe, 2004-
Bratton and Gold, 2003). It is also the theoretical approach which most
organisations adopt thus it is often argued it is the most logical and most
successfully effective in a practical sense (Raffe, 2004). The systematic
approach to training effectively revolves around dividing the training
process and procedures into stages and sub-stages. McNamara (2008)
identifies the stages of basic systematic approach to training which are
analysis, design, develop, implement and evaluate.

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TRAINING AND DEVELOPMENT (T&D) METHODS
There are several T&D methods available. The use of a  particular
method depends which method accomplishes the  training needs and
objectives. Training methods can be classified into two categories:

I. On-the-Job Methods
This refers to the methods of training in which a person learns a job by
actually doing/performing it. A person works on a job and learns and
develops expertise at the same time.
5. Understudy
In this the employee is trained by his or her supervisor.
The trainee is attached with his or her senior and called
understudy or assistant. For example, a future manager
might spend few months as assistant to the present manager.
6.  Job rotation
This refers to shifting/movement of an employee from
one job to another on regular intervals.
7.  Special projects
The trainees' may ask to work on special projects
related with departmental objectives. By this, the trainees
will acquire the knowledge of the assigned work and also
learn how to work with others.
8. Experience
It refers to learning by doing. This is one of the oldest
methods of on-the-job training. Although this is very effective
method but it also very time-consuming and wasteful.
Thus it should be followed by other training methods.
9. Committee assignment
In this, the trainees become members of a committee.
The c o m m i t t e e i s a s s i g n e d a p r o b l e m t o d i s c u s s a n d
m a k e   recommendations.
10. Coaching
In this, the supervisor or the superior acts as a guide
and instructor of the trainee. This involves extensive
demonstration and continuous critical evaluation and correction.

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II. Off-the-Job Methods

These methods require trainees to leave their workplace and concentrate their
entire time towards the training objectives. These days’ off-the-job training
methods have become popular due to limitations of the on-the-job training
methods such as facilities and environment, lack of group discussion and full
participation among the trainees from different disciplines, etc. In the off-the -
job methods, the development of trainees is the primary task rest everything is
secondary. Following are the main off-the-job training methods:

1. Special courses and lectures

These are the most traditional and even famous today,
method of developing personnel. Special courses and
lectures are either designed by the company itself or by the
management/professional schools. Companies then sponsor
their trainees to attend these courses or lectures. These are
the quick and most simple ways to provide knowledge to a
large group of trainees.
2. Conferences and seminars
In this, the participants are required to pool their thoughts,
ideas, viewpoints, suggestions and recommendations. By
attending conferences and seminars, trainees try to look at a
problem from different angles as the participants are
normally from different fields and sectors.
3. Selected reading
This is the self-improvement training technique. The persons
acquire knowledge and awareness by reading various trade
journals and magazines. Most of the companies have their
own libraries. The employees become the members of the
professional associations to keep abreast of latest
developments in their respective fields.
4. Case study method
This technique was developed by Harvard Business School,
U.S.A. It is used as a supplement to lecture method. A case
is a written record of a real business situation/problem faced
by a company. The case is provided to the trainees for
discussion and analysis. Identification and diagnose of the
problem is the aim in case study method. Alternate courses
of action are suggested from participants.
5. Programmed instruction/learning
This is step-by-step self-learning method where the medium
may be a textbook, computer or the internet. This is a
systematic method for teaching job skills involving

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 presenting questions or facts, allowing the person to respond
and giving the learner immediate feedback on the accuracy
of his or her answers."
6. Brainstorming
This is creativity-training technique; it helps people to solve
problems in a new and different way. In this technique, the
trainees are given the opportunity to generate ideas openly
and without any fear of judgment. Criticism of any idea is
not allowed so as to reduce inhibiting forces. Once a lot of
ideas are generated then they are evaluated for their cost and
feasibility.
7. Role-playing
In this method, the trainees are assigned a role, which they
have to play in an artificially created situation. For example,
a trainee is asked to play the role of a trade union leader and
another trainee is required to perform the role of a HR
manager. This technique results in better understanding of
each other's situation by putting foot in other's shoes.
8. Vestibule schools
Large organizations frequently provide what are described as
vestibule schools a preliminary to actual shop experience. As
far as possible, shop conditions are duplicated, but
instruction, not output is major objective." A vestibule
school is operated as a specialized endeavor by the personnel
department. This training is required when the amount of
training that has to be done exceeds the capacity of the line
supervisor; a portion of training is evolved from the line and
assigned to staff through a vestibule school." The advantage
of a vestibule school is specialization.
9. Apprenticeship training
This training approach began in the middle Ages when those
who wanted to learn trade skill bound themselves to a master
craftsman and worked under his guidance. Apprenticeship
training is a structured process by which people become
skilled workers through a combination of classroom
instruction and on-the-job training.
10. In-basket exercise
In this technique, the trainees are provided background
information on a simulated firm and its products, and key
personnel. After this, the trainees are provided with in-basket
of memos, letters, reports, requests and other documents
related with the firm. The trainee must make sense out of

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 this mass of paperwork and prepare memos, make notes and
delegate tasks within a limited time period."
11.Business games
Business games involve teams of trainees. The teams discuss
and analyses the problem and arrive at decisions. Generally,
issues related with inventories, sales, R&D, production
process, etc. are taken up for consideration.
12. Behavior modeling
This is structured approach to teach specific supervisory
skill. This is based on the social learning theory in which the
trainee is provided with a specific model of behavior and is
informed in advance of the consequences of engaging in that
type of behavior.
13. Sensitivity (T-group) training
In this type of training, a small group of trainees consisting
of 10 to 12 persons are formed which meets in an
unstructured situation. There is no set agenda or schedule or
plan. The main objectives are more openness with each
other, increased listening skills, trust, support, tolerance and
concern for others. The trainers serve a catalytic role. The
group meets in isolation without any formal agenda. There is
great focus on inter-personal behavior. And, the trainer
provides honest but supportive feedback to members on how
they interacted with one another.
14. Multiple management
This technique of training was first introduced by
McCormick, President of McCormick & co. of Baltimore in
1932. He gave the idea of establishing a junior board of
directors. Authority is given to the junior board members to
discuss any problem that could be discussed in senior board
and give recommendations to the senior board. Innovative
and productive ideas became available for senior board.

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TRAINER
A corporate Trainer is a specialist responsible for increasing a company’s
productivity by teaching new skills and knowledge to employees. They use
seminars, lectures and team exercises to update employees on company goals
and procedures. Also referred to as a Technical Trainer.

TRAINEE
Management trainees may often rotate to different company departments (e.g.
Finance, sales, Marketing, etc.) to learn all company functions, policies and
staff duties. They contribute to strategic planning and help evaluate employee
and department performance (e.g. analysing, writing reports).

DESIGNER
Organizational design is a step-by-step methodology which identifies
dysfunctional aspects of work flow, procedures, structures and systems, realigns
them to fit current business realities/goals and then develops plans to implement
the new changes. A clear strategy for managing and growing your business.

ROLE OF HRD IN TRAINING

Role of training human resource development. Training and human resource
development co- exist. They are like the two sides of a coin. Human resource
development (HRD) is the framework for helping employees develop their
personal and organizational skills, knowledge and abilities. Training and
development officers plan an important role in their company’s human
resources department. They plan and administer programs to ensure that
employees have the skills and knowledge to complete effectively and meet the
organization’s business objectives.

EVALUTAION
Individuals are assessed on the basis of their skills , training, abilities, needs,
desires, motivation, perceptions, attitudes and behaviour. These are usually
assessed in the context of individual performance evaluation. In a research
organization, activities are assigned to groups of individuals.

EXECUTION
Execution done right is a disciplined process, a logical set of connected
activities by an organization to make a strategy work. ‘Without a careful,
planned approach to execution, strategic goals cannot be attained,’ wrote
Lawrence G. Herbiniak, in making Strategy Work: Leading Effective Execution
and change.

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Models of Training -
1. Centralized Training. Centralized training is having all of the training
and development programs, resources, and people are all in the same
location. A centralized training system helps to ensure greater alignment
with business strategy, specific initiatives, metrics, delivery, and
monitoring.
2. Functional Model. The functional model ties together all parties and
resources that are relevant to a specific training initiative. Here, the
training and development initiatives are customized based on expertise,
relevant parties involved and is compatible with a stable working
environment. Concerns may include updating of information, conflict of
allocation of resources to specific training initiatives, coordination of
other key activities, and could create conflict between priorities of
training and duties.
3. Matrix Model. Here the training manager reports to the training manager
and specialized manager to ensure consistency between training needs of
a specific function in the organization. The matrix model helps to
coordinate trainers, expand the expertise of training for different
functions in the firm, and motivates participations between parties in
different functions. Concerns of the matrix model may include the
perception of training being “forced”, may lead to more discussion of
training versus actual implementation of competencies from training, and
may cause more time constraints for trainers because of having to report
progress to training managers and functional managers.
4. University Model. The University Model combines a variety of training
subjects for internal and external stakeholders. Many of the subjects are
around the culture, values, best practices, policies, and processes within
the firm. Typically, there is a knowledge management platform virtually
and on-ground training facilities. The hybrid approach to platforms
provides versatility to accessibility and deliverability of content. Metrics
may also be managed more effectively with a built-in system to monitor
and track the progress of participants. Conflicts to the university model
many include costs of creating, the curriculum of content areas, remote
engagement, and accuracy of application.
5. Business-Embedded Model. The business-embedded model focuses on
alignment: business strategy, design, curriculum, delivery, and metrics.
The objective is to provide a direct alignment with the current business
environment and organizational needs. Tying together the specific
competency needs to achieve strategic and day-to-day objectives while
balancing quality to internal and external stakeholders. The training,

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 activities, objectives, and outcomes are clearly defined, specific,
assigned, and participants are held accountable for performance.

Models of Training Employees: Steps, Transitional and

Instructional System Development Model-
Training is a sub-system of the organization because the departments such as
marketing & sales, HR, production, finance, etc. depends on training for its
survival. Training is a transforming process that requires some input and in turn
it produces output in the form of knowledge, skills, and attitudes.

1. System Model Training:

The system model consists of five phases. It should be repeated on a regular
basis to make further improvements. The training should achieve the purpose of
helping the employees to perform their work to required standards. The steps
involved in System Model of training are as follows:

 Analysis and Identification:

Analyse and identify the training needs i.e. to analyse the
department, job, employee’s 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.
 Designing:
Design and provide training to meet identified needs. This
step requires developing objectives of training, identifying
the learning steps, sequencing and structuring the
contents.
 Developing:
This phase requires listing the activities in the training
program that will assist the participants to learn, selecting
delivery method, examining the training material and
validating information to be imparted to make sure it
accomplishes all the goals and objectives.

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  Implementation:
Implementing is the hardest part of the system because
one wrong step can lead to the failure of whole training
programme.
 Evaluation:
Evaluating 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.
2. 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 training model i.e. inner loop is executed.

 Vision:
Focuses on the milestones that the organization aims to
achieve after the defined point of time. A vision statement
tells where the organization sees itself few years down the
line. A vision may include setting a role model, or
bringing some internal transformation, or meeting some
other deadlines.

 Mission:
Explain the reason of organizational existence. It
identifies the position in the community. The reason for
developing a mission statement is to motivate, inspire,
and inform the employees regarding the organization. The
mission statement tells how the organization would like
to be viewed by the customers, employees, and all other
stakeholders.

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  Values:
It 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.

3. Instructional System Development Model:

Instructional System Development model was made to answer the training
problems. This model is widely used now a day 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:

 Analysis:
This phase consists of training need assessment, job
analysis, and target audience analysis.

 Planning:
This phase consists 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

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 trainee, trainer and the training program, strategies to
impart knowledge i.e., selection of content, sequencing of
content, etc.

 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 of summary.

 Execution:
This phase focuses on logistical arrangements, such as
arranging speakers, equipment’s, benches, podium, food
facilities, cooling, lighting, parking, and other training
accessories.

 Evaluation:
The purpose of this phase is to make sure that the training
program has achieved its aim in terms of subsequent work
performance. This 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.

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Difference between Training and Learning
Learning, not Training

Training' suggests putting stuff into people, when actually we should be developing
people from the inside out - so they achieve their own individual potential - what
they love and enjoy, what they are most capable of, and strong at doing, rather than
what we try to make them be.

'Learning' far better expresses this than 'training'.

Training is about the organization. Learning is about the person.

Training is (mostly) a chore; people do it because they're paid to. Learning is quite
different. People respond to appropriate learning because they want to; because it
benefits and interests them; because it helps them to grow and to develop their
natural abilities; to make a difference; to be special.

Training is something that happens at work. Learning is something that people

pursue by choice at their own cost in their own time. Does it not make sense for
employers to help and enable that process? Of course it does.

The word 'learning' is significant: it suggests that people are driving their own
development for themselves, through relevant experience, beyond work related
skills and knowledge and processes. 'Learning' extends the idea of personal
development (and thereby organizational development) to beliefs, values, wisdom,
compassion, emotional maturity, ethics, integrity - and most important of all, to
helping others to identify, aspire to and to achieve and fulfill their own unique
individual personal potential.

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Learning describes a person growing. Whereas 'training' merely describes, and
commonly represents, transfer of knowledge or skill for organizational gain,
which has generally got bugger-all to do with the trainee. No wonder people
don't typically enjoy or queue up for training.

When you help people to develop as people, you create far greater alignment
and congruence between work and people and lives - you provide more
meaning for people at work, and you also build and strengthen platform and
readiness for any amount of skills, processes, and knowledge development that
your organization will ever need.

Training Policies and Manuals

A training policy is different to a training manual. A policy is a set of principles.

A manual is a far more detailed set of operating procedures and supporting
notes for trainers and trainees. This generally dictates that training manuals are
required in two different formats - one for trainers and one for trainees.

A policy is more fixed and concise than a manual. A manual is subject to

greater and more frequent and detailed changes. A policy provides the
principles and system on which the manual(s) can be built. A policy reflects
philosophy and values and fundamental aims. A manual deals with how the
aims are to be achieved in terms that describe (and if appropriate illustrate too)
specific tasks and duties.

Because training manuals contain operating procedures, instructions and

supporting notes that are specific to the training concerned, most training
manuals are more liable to change than a policy, and this flexibility for
changing and updating content is an important aspect in deciding the overall
system for producing and administrating training manual documentation, which
is best addressed and defined in the training policy.

While a training policy tends to be established and agreed at a higher executive

or managerial level than individual training manuals, the above point
demonstrates why input from and consultation with training design and delivery
staff are important in designing an effective training policy.

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Training and Development Policy

Here's a quick simple template or basic structure for a modern effective and
socially responsible training and development policy.

You might prefer to call it learning and development policy, or any other title
which will be most meaningful for your situation and people. The structure can
also be used to create a training and development manual.

Drafting or re-drafting a policy inevitably requires an examination - and ideally

a consultation among those interested - focusing on what you are trying to
achieve, in this case for people's learning and development. This process
connects with and potentially improves just about every aspect of the
organization, so it's a useful exercise if you've not done it or it needs revisiting.

You will find many and various examples of actual training and development
policies in use. Several are now published on the web by the organizations
which operate them, because this is a demonstration of organizational quality.

As such, an effective modern training and development (or learning and

development) policy is an increasingly important part of any organization’s
visibility and image in the eyes of its customers, staff, potential new employees,
and the market as a whole.

Training policies vary greatly because (rightly) they tend to be very specific for
the organization.

That said, broadly a good training and development policy will cover the
following aspects. There is no set or definitive order. Other people and
organizations will have different ideas.

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Inputs in Training and Development

Any training and development programme must contain inputs which enable the
participants to gain skills, learn theoretical concepts and help acquire vision to
look into distant future. In addition to these, there is a need to impart ethical
orientation, emphasize on attitudinal changes and stress upon decision-making
and problem-solving abilities.

Skills

Training, as was stated earlier, is imparting skills to employees. A worker needs

skills to operate machines, and use other equipment’s with least damage or
scrap. This is a basic skill without which the operator will not be able to
function. There is also the need for motor skills. Motor skills refer to
performance of specific physical activities. These skills involve training to
move various parts of one’s body in response to certain external and internal
stimuli. Common motor skills include walking, riding a bicycle, tying a
shoelace, throwing a ball and driving a car. Motor skills are needed for all
employees — from the clerk to the general manager. Employees, particularly
supervisors and executives, need interpersonal skills popular known as
the people skills. Interpersonal skills are needed to understand one self and
others better, and act accordingly. Examples of interpersonal skills include
listening, persuading, and showing an understanding of others’ feelings.

Education

The purpose of education is to teach theoretical concepts and develop a sense of

reasoning and judgment. That any training and development programme must
contain an element of education is well understood by HR specialist. Any such
programme has university professors as resource persons to enlighten
participants about theoretical knowledge of the topic proposed to be discussed.
In fact organizations depute or encourage employees to do courses on a part
time basis. Chief Executive Officers (CEO’s) are known to attend refresher
courses conducted by business schools. Education is important for managers
and executives than for lower-care workers.

Development

Another component of a training and development is development which is less

skill oriented but stressed on knowledge. Knowledge about business
environment, management principles and techniques, human relations, specific
industry analysis and the like is useful for better management of the company.

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Ethics

There is need for imparting greater ethical orientation to a training and

development programme. There is no denial of the fact that ethics are largely
ignored in businesses. Unethical practices abound in marketing, finance and
production function in an organization. They are less see and talked about in the
personnel function. If the production, finance and marketing personnel indulge
in unethical practices the fault rests on the HR manager. It is his/her duty to
enlighten all the employees in the organization about the need of ethical
behavior.

Attitudinal Changes

Attitudes represent feeling and beliefs of individuals towards others. Attitude

affects motivation, satisfaction and job commitment. Negative attitudes need to
be converted into positive attitudes. Changing negative attitudes is difficult
because;

1. Employees refuse to changes

2. They have prior commitments
3. And information needed to change attitudes may not be sufficient

Nevertheless, attitude must be changed so that employees feel committed to the

organization, are motivated for better performance, and derive satisfaction from
their jobs and the work environment

Decisions Making and Problem Solving Skills

Decision making skill and problem solving skills focus on method and
techniques for making organizational decisions and solving work-related
problems. Learning related to decision-making and problem-solving skills seeks
to improve trainees’ abilities to define structure problems, collect and analysis
information, generate alternative solution and make an optimal decision among
alternatives. Training of this type is typically provided to potential managers,
supervisors and professionals.

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TRAINING SYSTEM: -

A training system is a group or family of coursework that will achieve a stated

series of training objectives. A training system typically employs a syllabus or
similar document that specifies and outlines the coursework to be followed. A
training system may also incorporate a training manual that may serve as a
guide, reference source, or both during training. A training system typically
mandates the use of specific teaching methods for coursework; the choice of the
teaching methods to be used depends largely on the information or skill being
taught and the aptitude and skills of the trainee.
Specialized equipment is often used in training systems that are used to teach
physical skills. For example, a barre is used in ballet training. In some cases,
simulators are used, especially when the use of actual hardware is impractical
due to high cost or risk of injury. Examples of this are the flight simulators used
in pilot training and the tactical engagement simulation systems used in combat
training.

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Main Types of Training

１．Hierarchical Training
After entering the organization, or being promoted, this type of training is
offered in relation to the start of your new responsibilities. Here at ID, our
employees enter training once per year for three years after entering the
organization; for a total of four training sessions. For the newly promoted
employees, areas such as team management, career development, and
business management are undertaken. Even for those in managerial
positions, there is still required training.

２．Selection Training
This training corresponds with certain knowledge that will be required on
worksites, and it is put into place to improve the general business
environment. Employees that seem promising enough, and have shown the
capability to consistently complete their tasks are offered this type of
training.

３．Outside Training
We use outside education vendors, seminars, business schools, and even
the general IT industry community to learn about things not only from
ourselves, but from others as well.

４．Self-Development
You will be offered many opportunities to train in a supervised setting.
However, we urge our employees not only to train within the company, but
outside of the company as well. Our employees make their own time to
train and learn the things that they believe will be beneficial to their
position, and study things that they can make use of in the workplace. This
type of training is just as important as all of the others.

Main Difference Between Training and Development

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 Points Training Development

1. Definition Training is the process of Management development refers

teaching employees the basic to teaching managers and
skills they need to perform professionals to increase
their jobs. knowledge, skills, attitude,
needed for future jobs.

2. Training is present-day Development is future day

Present/Future oriented. oriented.

3. Participant Training programs are Development programs are

arranged for employees. arranged for executives.

4. Level It is the lower level learning It is a higher level learning

program. program.

5. Area Training is imbibed for Development is imbibed for

enhancing much more skills enhancing specific skills and
and knowledge to the knowledge to the executives.
employees.

6. Change Skill level is changed through Behaviour level is changed

Training. through Development.

7. Focused Training is a narrower Development is a broader

concept focused on job- concept focused on personality
related skills development.

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 8. Aimed Training is aimed at The development aims at overall
improving job-related personal effectiveness including
efficiency and performance. job efficiencies.

9. Instruction Training refers only to Development refers to the

instruction in technical and philosophical, theoretical and
mechanical operations. educational concept.

10. Period Training courses are typically Development involves a broader

designed for a short-term education for long term purposes.
period.

Trainings in Gemini
 DATABASE TRAINING:
Gemini provides database training in ORACLE 12C platform. They have
Introduction to SQL, PLSQL and Database Administrator.
 PROGRAMMING LANGUAGE:
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 Gemini provides different high end programming languages viz Python,
Advanced Python etc.
 DATABASE ANALYSIS:
Gemini provides different analytical tools for data analysis viz Power BI, R
tool for general analytics and NIFI, KAFKA, SPARK, REDIS, AMBARI,
KIBANA for technical analytics.
 MOBILE APPLICATION DEVELOPMENT:
Gemini provides niche training in mobile apps development into Android and
iOS platform.
 SAP:
Gemini specializes in all platforms of SAP training with hands on experience.
We provide SAP modules viz Basis, ABAP, SD, MM, FI, CO.
 CYBER SECURITY:
Security being a buzz in market and we being specialist in technical training,
our security training ranges from hacking to protection.
 BASIC MODULES:
Gemini provides all basic module training like Office package, Advance
Excel.
 CORPORATE MODULES:
Gemini provides all kinds of training viz Customer handling and satisfaction,
Communication, Stress management, Time management, Managerial training
etc.

CHAPTER-4

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 RESEARCH
METHODOLOGY

RESEARCH METHODOLOGY

MEANING OF RESEARCH:-
Research as “ the manipulation of things, concepts of symbols for the purpose
of generalizing to extend, correct or verify knowledge, whether that
knowledge aids in construction of theory or in the practice of an art.” The
Research Methodology followed for further work can be primarily classified
into two stages namely Exploratory and Descriptive. The stepwise details of
the research are as follows:

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 Stage - I
Exploratory Study: Since we always lack a clear idea of the problems one
will meet during the study, carrying out an exploratory study is particularly
useful. It helped develop my concepts more clearly, establish priorities and in
improve the final research design. Exploratory study will be carried out by
conducting: Secondary data analysis which included studying the website
(www.gemini-us.com) of the company and also going through the various
articles published in different sources (magazines, books, internet,
newspapers) on Small and Medium Scale Enterprises and Training and
development process. Experience surveys also conduct with HR & Admin
Manager of Gemini Consulting and Services India Pvt Ltd. to gain knowledge
about the nature of Training and development process followed in the
organization.
Stage – II
Descriptive Study: After carrying out initial Exploratory studies to bring
clarity on the subject under study, Descriptive study will be carried out to
know the actual Training and Development method being followed. The
knowledge of actual training and development process is needed to document
the process and suggest improvements in the current system to make it more
effective. The tools used to carry out Descriptive study included both
monitoring and Interrogation.
Sample Selection: To know the Training and development process of the
Gemini Consulting & Services India Pvt Ltd. for identifying through
Exploratory and Observational studies that the Assistant Manager Human
Resources, the General Manager at Head office and The Esteemed Managing
Director of the company are the right persons who provides training to the
employees.

Research has shown specific benefits that a small business receives from
training and developing its workers, including:
 Increased productivity.
 Reduced employee turnover.
 Increased efficiency resulting in financial gains.
 Decreased need for supervision.
Limitations:
 In view of the limited time available for the study, only the Training
and Development process could be studied.

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  The sample size is too small to reflect the opinion of the whole
organization.
 The answers given by the respondents have to be believed and have to
be taken for granted as truly reflecting their perception.

QUESTIONNAIRE

Dear Sir/Madam,

I am doing a research work on Employees Training & Development. I would

request you to kindly spare some time to fill up this questionnaire.

Thank you very much for your cooperation

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Name: Mr Manas Kumar Nayak
Designation: Head- HR & Operations
Department- HR Department

Section I

Q1. Please mention your age

 20-25
 25-30
 Above 30

Q2. Sex:
 Male
 Female

Q3. Marital Status:

 Single
 Married
 Divorced

Q4. No. of years of experience:

 Less than 3 years
 3 to 5 years
 More than 5 years

Q5. Is this your first organization?

 Yes
 No

Section II

NOTE: Please tick mark the option you feel is most appropriate as per the
following:
Rate on a scale of 1-6 to indicate your option, 1 being strongly disagree and
6 being strongly agreed

Q1 You know what is expected 1 2 3 3 5 6

of you at work.

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 Q2 You have the materials and 1 2 3 3 5 6
Equipment that you need to
do your everyday work.
Q3 The work you do has 1 2 3 3 5 6
appropriate task variety.
Q4 You are performing a job 1 2 3 3 5 6
that matches your skills.
Q5 You are given ample 1 2 3 3 5 6
flexibility to perform your
job.
Q6 The organization clarifies 1 2 3 3 5 6
how its culture is evident
through employee behavior.
Q7 The organization rewards or 1 2 3 3 5 6
recognizes such employee
behavior
Q8 You feel comfortable 1 2 3 3 5 6
working with your team
members.
Q9 Your organization has 1 2 3 3 5 6
created a professional,
attractive work area that is
functional and promotes
productivity
Q1 The company provides you 1 2 3 3 5 6
0 a safe work environment by
accident prevention &
safety programs.
Q1 Your work interferes with 1 2 3 3 5 6
1 your personal relationships
& family responsibilities.
Q1 Your salary is fair, 1 2 3 3 5 6
2 equitable and competitive.
Q1 You are offered 1 2 3 3 5 6
3 economically feasible
employee benefit programs
tailored to individual needs.
Q1 Rewards in your 1 2 3 3 5 6
4 organization are immediate
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 and appropriate
Q1 Performance goals are 1 2 3 3 5 6
5 behavioral result-oriented
and achievable.
Q1 .Performance is regularly 1 2 3 3 5 6
6 tracked and measured.
Q1 .Performance measures are 1 2 3 3 5 6
7 mutually agreed on &
discussed by both the
employee & supervisor.
Q1 Performance is 1 2 3 3 5 6
8 appropriately rewarded
with raises, incentives,
rewards and recognition.
Q1 .Performance measurement 1 2 3 3 5 6
9 is used as criteria for
promotions.
Q2 You are a part of a 1 2 3 3 5 6
0 supportive and productive
team.
Q2 A variety of training & 1 2 3 3 5 6
1 development programs are
offered to improve skills
Q2 You feel attached with your 1 2 3 3 5 6
2 company team & other
employees.
Q2 You have the opportunity to 1 2 3 3 5 6
3 grow and proper with the
organization.
Q2 You work in a trusting and 1 2 3 3 5 6
4 ethical environment
Q2 You have a supervisor who 1 2 3 3 5 6
5 is respectful and one who
inspires you

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 CONCLUSION
We all know that training and development programs are important for an
organization to develop the employee. When a child was born, he required
constant touch of parents till he stood on his own feet. An organization though
flowered by creams of the society, still training is required due to rapid
technological up gradation and change in working methods every day. Training
aims at continued self-development of the employees. Employees are expected
to develop themselves continuously in an organization. When the employees in
an organization are developed from time to time with all updated knowledge,
then definitely that organization will grow to a greater height.

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 RECOMMENDATION

Both employees and companies are concerned with developing future skills and
managing careers. Companies want a work force that is motivated and
productive, has up-to-date skills, and can quickly learn new skills to meet
changing customer needs. Employees want to develop skills that not only are
useful for their current jobs but also are congruent with their personal interests
and values. Employees are interested in developing skills that can help them
remain employable with either their current employer or a future one. Given the
increasing time demands of work, employees are also interested in maintaining
balance between work and nonworking interests.

BIBLOGRAPHY
1) Bhattacharya D.K. (2009), “Human Resource Development”, First
Edition 2009, Published by Himalaya Publishing House.

2) John P. Wilson (1999), “Human Resource Development”, second edition

2005, published by Kogan Page Limited.

Websites Searched

 www.gemini-us.com

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  https://www.slideshare.net/

 https://www.academia.edu/

 www.wikipidea.com

 https://www.scribd.com/

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