shri venkateshwara university h

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INTRODUCTION


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INTRODUCTION

I am student of MBA 2nd Year from DNS, Amroha my summer training project report topic

Training & Development at Shri Venkateshwara University, Gajraula. In this project I

have tries to analysis training & development needs of the employees of Shri Venkateshwara

University, Gajraula

Training:

In the present industrial era, it is necessary to raise the skill levels and increase the versatility

and adoptability of employees. Inadequate job performance a decline in productivity or

changes resulting out of job redesigning or a technological break -through require some type

of training and development efforts.

As the jobs become more complex, the importance of employee development also increases

in a rapidly changing society.

"Employee training and development 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."

Thus it shows that training and development has been becoming more and more important

par of any industrial undertaking. Moreover management ability does not come

automatically. It comes slowly and gradually from training experience and growth, since the

days of the early Management pioneers, training has been recognized as vital and legitimate

area of corporate concern.

Definition of Training:

Following are some of the major definitions given by various scholars:

According to Flippo," Training is the act of increasing the knowledge and skill of an

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employee for doing a particular job

According to lucius, "The term training is used to indicate only a process, by which

the aptitudes, skills and abilities of the employees to perform specific jobs are

increased."

Characteristics or Nature of Training

On the basis of different given by various scholars and on the basis of general knowledge

the following facts can be presented about the nature or training and its characteristics:

Expense on Training is investment and not wastage:

The most important characteristics of training is that expenditure incurred on it is

investment and not wastage. In other words the expenses on training of employees will

be a recurring advantage for the enterprises for a long run, which will be in the form of

an increased efficiency of the employees.

It relates to special jobs:

The purpose of training is not to increase the general knowledge of the employees but

to make them proficient or skillful in a special job.

It is beneficial both to the organization and the employees:

Training is a process which benefits both the organization and the employees. on the one

hand ,the dream of the enterprise to have more production is fulfilled, and on the other

hand, because of increased proficiency the employee get better remuneration by

increasing production in less time. Because of a decrease in the numbers of accidents

their life is also safe and secured.

Training is a continuous process

Training is not a process which can give all the knowledge to an employee regarding a

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particular work for all time to come. Whenever some new procedure, and new

technology are adopted in the enterprise, training becomes imperative.

Development:

Employee development and training software helps companies invest in their people so that

they will be ready for the challenges of the future. By making career and personal

development more relevant, timely, and social, you can redefine your approach to employee

development and training for increased engagement.

Development program activities become relevant and timely when they are embedded

within goal, succession, and career plans. Taleo performance review integration ensures that

development plans are revisited regularly and are tied to employee career successes. Social

networking tools enable your people to create, share, and rank development activities that

unlock the hidden knowledge within your organization. With Talent Intelligence, you can

identify and address skill gaps and ensure that employees are guided to the right

development activities.

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Difference between Training and Development:

Basis Training Development

Meant for Operatives Executives

Focus Current job Current and future jobs

Scope Individual employee Work group or organization

Goal Fix current skill deficit Prepare for future work demands

Initiated by Management The Individual

Content Specific job related

information

General Knowledge

Time- frame Immediate Long term

Table-1

IMPORTANCE :

BENEFITS OF THE BUSINESS BENEFITS OF THE EMPLOYESS

Trained worker works more efficiency. Training makes an employee more useful

to a firm. Hence he will find employment

more easily.

They use machines tools, materials in a

properly is thus eliminated to a large

extent.

Makes employees more efficient and

effective.

Fewer accidents, Trained worker need

not be put under close supervision as

they know how to handle operations

properly.

Training enables employees to secure

promotions easily.

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Training makes employees more loyal

to an organization. They will less in

client to leave the unit where there is

growth opportunity.

It can enable employees to cope up with

organizational social & technological

changes.

Table-2

Need for Training

Training is needed to serve the following purposes:.

Newly recruited employees require training so as to perform their tasks effectively.

Training is necessary to prepare existing employees for high level jobs. Existing

employees require refresher training so as to keep abreast of the latest developments in

job operations. In the face of rapid technological changes, this is an absolute necessity.

Training is necessary to make employees mobile and versatile.

Training is needed to bridge the gap between what the employees have and what the job

demands. Training is needed to make employees more productive and useful in long run.

Training Methods

There is a range of teaching methods available to the trainer. Each method has its

advantages & disadvantages in terms of the objective of a particular training programme or

training situation. The differences between the training methods lie mainly in terms of the

trainees personal involvement or participation in the process of learning. This can be

represented on a continuum from least to highest involvement. It is difficult to establish

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whether one method of instruction is superior, in every way, to another method. Each

method of instruction has its use in a training programme.

The choice of method is a matter of experience & competence of the instructor. It is also a

matter of his judgments of how much & what a particular group of trainees could learn from

using one method or another.

However, in management training the principal problem is not how to deal with specific

subjects & functional areas. It is much more important to:

Explain the relationship between various functions of the enterprise & highlight the

complex character of the management process;

Help participants not to take a one-function & over-simplified approach to multi-

dimensional situations in business organizations.(one-function approach means

marketing manviewing everything from marketing point of view, production man

viewing everything from production point of view etc.)

Promote general management skills, which essentially lie in an inter-disciplinary systems

approach to management.

In simple words, training and development refers to the imparting of specific skills, abilities,

knowledge to an employee. A formal definition of training and development is

determined as follows:

It is any attempt to improve current or future employee performance by increasing an

employees ability to perform through learning, usually by changing the employees attitude

or increasing his or her skills and knowledge.

The need for training and development is determined by the employees performance

deficiency, computed as follows:

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We can make a distinction among training, education and development. Such distinctions

enables us to acquire a better perspective about the meaning if the term training. Which

refers to the process of imparting specific skills, Education, on the other hand is confined

theoretically learning in classroom

To distinct more, the training is offered in case of operatives whereas development programs

are conducted for employees at higher levels. Education however is common to all the

employees.

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 the distant

future. The inputs of training and development are as follows:

1) Skills

2) Education

3) Development

4) Ethics

5) Attitudinal Changes

6) Decision making and problem solving skills

1) Skills

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Training is imparting skills to the employees. A worker needs skills to operate machines,

and use other equipments with least damage and scrap. This is basic skills without which the

operator will not function.

There is also a need of motor skills or psychomotor skills as they are refer to performance of

specific physical activities .These skills involve learning to move various parts of their body

in response to certain external and internal stimuli. Employees particularly like supervisors

and executives, need interpersonal skills mostly know as people skills. These skills helps a

person understand oneself and others better and act accordingly. Examples of

interpersonal skills include listening. Persuading and showing an understanding of others

feelings

2) 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 the HR specialist.

In fact, sometimes, organizations depute or encourage employees to do courses on a part

time basis. Chief executive officers (CEOs) are known to attend refresher course conducted

in many Business schools. The late Manu Chabria, CMD, Shaw Wallace, attended such a

two month programme at the Harvard business school. Education is more important for

managers and executives than for lower-cadre workers.

3) Development

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

skill oriented but stress on knowledge. Knowledge about business environment,

management principles and techniques, human relations, specific industry analysis and the

like is useful for better management of a company.

Development programme should help an employee to be a self-starter, build sense of

commitment, motivation, which should again helps him being self generating. It should

make their performance result oriented and help them in being more efficient and effective.

It should also help in making the employee sensitive towards the environment that is his

work place and outside. This programme should keep the employee aware of him i.e. his

potentials and his limitations. Help him see himself as others see him and accept his self

image as a prelude to change. It helps teach an individual to communicate without filters, to

see and feel points of view different from their own. Also helps them understand the powers

in their hands and thereby develop leadership styles which inspire and motivate others. And

finally helps install a zest for excellence, a divine discontent, a nagging dissatisfaction with

the status quo.

4) Ethics

There is a 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. They

are less seen and talked about in the personnel function this does not mean that the HR

manager is absolved if the responsibility. If the production, finance or marketing personnel

indulge in unethical practices the fault rest on the HR manager. It is his/her duty to enlighten

all the employees in the organization about the need for ethical behavior.

5) Attitudinal Changes

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Attitudinal represents feelings and beliefs an individual towards others. Attitudes affect

motivation, satisfaction and job commitment. Negative attitudes needs to be converted into

positive attitudes. Changing negative attitudes is difficult because of

(1) Employees refuse to change

(2) They have prior commitments and

(3) Information needed to change attitudes may not be sufficient.

Attitude must be changed so that the employee feels committed to the organization and give

better performance.

6) Decision making and problem solving skills

Decision making and problem solving skill focus on methods and techniques for making

organizational decision and solve work related problems. Learning related to decision

making and problem solving skills seeks to improve trainees abilities to define and structure

problems, collect and analysis information, generate alternatives. Training of this type is

typically provided to potential managers, supervisors and professionals

Importance of Training and development for the organization

There are many benefits of Training and Development to the organization as well as

employee. We have categorized as under

1) Benefits for the organization

2) Benefits for the individual

3) Benefits for personnel and human relation, intra group and internal group relation and

policy implementation

1) Benefits for the organization

a) Improves communication between group and individuals.

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b) Aid in orientation of new employee and those taking new job through transfer or

promotion.

c) Provides information on equal opportunities and affirmative action.

d) Provides information on other government laws and administration policies.

e) Improve interpersonal skills.

f) Makes organizational policies, rules and regulations viable.

g) Builds cohesiveness in group.

h) Provides a good climate for learning, growth and co ordination.

i) Makes the organization a better place to work and live.

2) Benefits for the individual

a) Helps and individual in making better decision and effective problem solving.

b) Through training and development, motivational variables of recognition achievement,

growth, responsibility and advancement are internalized and operationalised.

c) Aid in encouraging and achieving selfdevelopment and self confidence.

d) Helps a person handle stress, tension, frustration and conflict.

e) Provides information for improving leadership, knowledge, communication skills and

attitudes.

f) Increases job satisfaction and recognition.

g) Moves a person towards personal goals while improving interactive skills.

h) Satisfies personal needs of a trainee.

i) Provides the trainee an avenue for growth in his or her future.

j) Develops a sense of learning.

k) Helps eliminate fear in attempting new task.

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l) Helps a person improve his listening skill, speaking skills also with his writing skills.

3) Benefits for personnel and human relation, intra group and internal group relation

and policy implementation

a) Improves communication between group and individuals.

b) Aid in orientation of new employee and those taking new job through transfer or

promotion.

c) Provides information on equal opportunities and affirmative action.

d) Provides information on other government laws and administration policies.

e) Improve interpersonal skills.

f) Makes organizational policies, rules and regulations viable.

g) Builds cohesiveness in group.

h) Provides a good climate for learning, growth and co ordination.

i) Makes the organization a better place to work and live.

Training Process

The steps of Training Process are as under:

a) Organizational objectives and strategies

The first step in the training process is an organization in the assessment of its objectives

and strategies. What business are we in? At what level of quality do we wish to provide this

product or service? Where do we what to be in the future? Its only after answering these and

other related questions that the organization must assess the strength and weakness of its

human resources.

b) Needs assessment

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Needs assessment diagnoses present problems and future challenge to be met through

training and development. Needs assessment occurs at two levels i.e. group level and

individual level, an individual obviously needs training when his or her performance falls

short or standards that is when there is performance deficiency. Inadequate in performance

may be due to lack of skills or knowledge or any other problem.

The following diagram explains performance deficiency

Performance

Deficiency

Lack of skills other causes

Or knowledge

Training Non training measures

c) Training and development objectives once training needs are assessed, training and

development goals must be established. Without clearly-set goals, it is not possible to design

a training and development programme and after it has been implemented, there will be no

way of measuring its effectiveness. Goals must be tangible, verifying and measurable. This

is easy where skilled training is involved

d) Designing training and development program

Who are the trainees? Who are the trainers? What methods and techniques?

What is the what are the where to conduct level of training principles of learning the

program

e) Conducting training activities

Where is the training going to be conducted and how?

At the job itself.

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On site but not the job for example in a training room in the company.

Off site such as a university, college classroom hotel, etc.

f) Implementation of the training programme

Program implementation involves actions on the following lines:

Deciding the location and organizing training and other facilities.

Scheduling the training programme.

Conducting the programme.

Monitoring the progress of the trainees.

g) Evaluation of the results

The last stage in the training and development process is the evaluation of the results.

Since huge sums of money are spent on training and development, how far the programme

has been useful must be judge/determined. Evaluation helps determine the results of the

training and development programme. In the practice, however organizations either

overlook or lack facilities for evaluation.

Methods of training

A multitude of techniques are used to train employees. Training techniques represent the

medium of imparting skills and knowledge to employees. Training techniques are means

employed in the training methods. They are basically of two types.

1) Lectures

It is the verbal presentation of information by an instructor to a large audience. The lecturer

is presumed to possess knowledge about the subject. A virtue in this method is that it can be

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used for large groups and hence the cost of training per employee is very low. However, this

method violates the principle of learning by practice. Also this type of communication is a

one-way communication and there is no feedback from the audience because in case of very

large groups it is difficult to have interactive sessions. Long lectures can also cause

Boredom.

2) Audio Visuals

This is an extension of the lecture method. This method includes slides, OHPs, video tapes

and films. They can be used to provide a range of realistic examples of job conditions and

situations in the condensed period of time. It also improves the quality of presentation to a

great extent.

3) On- the Job- Training

It is used primarily to teach workers how to do their present jobs. Majority of the industrial

training is on the job training. It is conducted at the work site and in the context of the job.

Often, it is informal, as when experienced worker shows a trainee how to perform tasks. In

this method, the focus of trainers focus is on making a good product and not on good

training technique. It has several steps; the trainee first receives an overview of the job, its

purpose and the desired outcomes. The trainer then demonstrates how the job is to be

performed and to give trainee a model to copy. And since a model is given to the trainee, the

transferability to the job is very high. Then the employee is allowed to mimic the trainers

example. The trainee repeats these jobs until the job is mastered.

4) Programmed Instruction (PI)

In this method, training is offered without the intervention of the trainer. Information is

provided to the employee in blocks, in form of books or through teaching machine. After

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going through each block of material, the trainee goes through a test/ answers a question.

Feedback in the form of correct answers is provided after each response. Thus PI involves:

Presenting questions, facts, and problems to the learner.

Allowing the person to respond

Providing feedback on the accuracy of the answers

If the answers are correct, he proceeds to the next block or else, repeats the same.

However it is an impersonal method and the scope of learning is less as compared to other

methods of training. Also the cost of preparing books, manuals and machinery is very high.

5) Computer Assisted Instruction (CAI)

This is an extension of the PI method. In this method, the learners response determines the

frequency and difficulty level of the next frame. This is possible thanks to the speed,

memory and the data manipulation capabilities of the computer.

6) Simulation

It is any equipment or technique that duplicates as nearly as the possible the actual

conditions encountered at the job. It is an attempt to create a realistic for decision-making.

This method is most widely used in Aeronautical Industry.

7) Vestibule Training

This method utilizes equipment which closely resembles the actual ones used in the job.It is

performed in a special area set aside for the purpose and not at the workplace. The emphasis

is placed on learning skills than on production. It is however difficult to duplicate pressures

and realities of actual situations. Even though the kind of tension or pressure may be the

same but the employee knows it is just a technique and not a real situation. Also the

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employees behave differently in real situations than in simulations. Also additional

investment is required for the equipment.

8) Case study

It is a written description of an actual situation in the business, which provokes the reader

to think and make decisions/ suggestions. The trainees read the case, analyze it and develop

alternative solutions, select the best one and implement it. It is an ideal method to promote

decision making skills. They also provide transference to an extent. They allow participation

through discussion. This is the most effective method of developing problem solving skills

The method /approach to analysis may not be given importance. Many a times only the

result at the end of the case may be considered and not the line of thinking to approach it.

This is a major disadvantage since case studies must primarily be used to influence or mend

the attitude or thinking of an individual.

9) Role Playing and Behavior Modeling

This method mainly focuses on emotional (human relation) issues than other ones. The

essences are on creating a real life situation and have trainees assumed parts of specific

personalities (mostly interchanged roles of boss and subordinate to create empathy for one

another). The consequence is better understanding of issues from the others point of view.

Concept of Behavior Modeling:

Fundamental psychological process by which new patterns of behavior can be acquired and

existing ones can be altered.

Vicarious process learning takes place not by own experience but by observation or

imagination of others action.

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It is referred to as copying, observational learning or imitation implying that it a

behavior is learned or modified through observation of others experiences.

This change may be videotaped and showed to the trainee and he can review and critique it.

It also helps him see the negative consequences that result from not using the behavior as

recommended.

10) Sensitivity Training

It uses small number of trainees usually less than 12 in a group. They meet with a passive

trainer and get an insight into their own behavior and that of others. These meetings have no

agenda and take place away from the workplace. The discussions focus on why participants

behave the way they do and how others perceive them. The objective is to provide the

participants with increased awareness of their own behavior, the perception of others about

them and increased understanding of group process. Examples: Laboratory training,

encounter groups.

Laboratory training is a form of group training primarily used to enhance interpersonal

skills. It can be used to develop desired behaviors for future job responsibilities. A trained

professional serves as a facilitator. However once the training is over employees get back to

being the way they are.

11) Apprenticeships and Coaching

It is involved learning from more experienced employee/s. This method may be

supplemented with other off-the-job methods for effectiveness. It is applied in cases of most

craft workers, carpenters, plumbers and mechanics. This approach uses high levels of

participation and facilitates transferability. Coaching is similar to apprenticeships. But it is

always handled by a supervisor and not by the HR department. The person being trained is

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called understudy. It is very similar to on the job training method. But in that case, more

stress is laid on productivity, whereas here, the focus is on learning.

In this method skilled workforce is maintained since the participation, feedback and job

transference is very high. Immediate returns can be expected from training almost as soon

as the training is over the desired outcomes can be seen in the trainee.

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OBJECTIVE OF THE

STUDY


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OBJECTIVE OF THE STUDY

The following training objectives in keeping with the companys goals & objectives:-

1. To prepare employees for higher level tasks.

2. To prepare them to occupy more responsible positions.

3. To develop the potentialities of people for the next level job.

4. To promote individual and collective morale, a sense of responsibility, co-operative

attitudes and good relationships.

5. To evaluate the training and development efficiencies of Shri Venkateshwara

University.

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SCOPE

&

IMPORTANCE


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SCOPE & IMPORTANCE

2.1 HUMAN RESOURCES DEVELOPMENT

Introduction

Human resources can be viewed as the sum of knowledge, skills, attitudes,

commitment, values and the like of the people of an organization. Development is

acquisition of capabilities that are needed to do the present job, or the future expected job.

Human Resources Development (HRD) is a positive concept in human resources

management. It aims at overall development of human resources in order to contribute to the

well-being of the employees, organization and the society at large. Simply stated, HRD is

the process of helping people to acquire competencies. HRD has become a major subsystem

of human resources management.

John Ingalls observed the necessity for the emergence of HRD thus: The 1980s will be the

decade in which personnel as it has traditionally been known may cease to exist. He

outlined the problems faced by traditional personnel function thus:

1. Not being respected by members of management.

2. It has no unique technology to drive it forward.

3. It doesnt know how to appeal to new worker values.

Hence, he says the new concept which can solve the above problem in HRD. HRD enables

employees to sharpen their capabilities and serve the organization in a more productive

manner. Further human beings also have a need to develop themselves professionally.24


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Development of their capabilities keeps themselves professionally. Development of their

capabilities keeps them psychologically vital. This development needs to be mention in

terms of making it with organizational requirements.

According to Lippitt the HRD system depends on:

Work itself which generate a higher degree of responsibility for the employees.

The individuals personal and professional growth.

The improved quality output as a result of increased responsibility.

Organization as an open system.

The HRD system should be such that it should maintain all people involved. It should

develop newer and creative qualities in employees.

Career Planning and Development

It would be useful to make new employees aware of the various phases of development in

the company and plan their specific career paths with senior employee. Necessary help can

also be given to those employees who may find it difficult to cope with realities in

beginning. Many seminars may be held on career planning for this purpose. In its first

seminar, the Shri Ram Centre for Industrial Relations and Human Resources held in 1981,

recommended that the employees should be able to convey their goals clearly to the

management. This is very sensitive concept as it succinctly brings out the joint responsibility

of the individuals as well as the enterprises in formulating policies regarding career planning

and development. The organization on its part should try to identify the goals and aspirations

of the individual employees, their development needs and try to match with the available

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opportunities for implementing schemes of career planning, a various measures have been

recommended in the seminar. These are:

1) Setting up manpower planning cells in each enterprise.

2) Job analysis and job descriptions in respect of all categories of posts.

3) Appraisal system.

4) Job rotation.

5) Training & development etc.

6) 2.3.5 Feedback and Counseling

If proper climate for the skill of providing critical and supportive feedback to the

employees by the boss is not organized, HRD becomes a fruitless experience. The

differences between self-assessment and superiors assessment should be discussed and a

programme for further development of the employees should work out jointly. Feedback and

counseling subsystems includes performance feedback, potential feedback, career

opportunities feedback etc. Feedback should be given through counseling sessions. It should

enable the individual to identify his strengths and weaknesses so that he will plan a career

that suits his potentials. The assessment-centre approach aims at giving such a feedback

through simulation exercises and discussions. In certain organizations where assessment is

not in existence, the management should use some mechanisms to give feedback to the

individuals. Communication of feedback should also be done properly, failing which all the

lofty aims of feedback may be lost in wildness.

Research and Organizational Development

Research is a vital input for any organization intending to scale new height continually. It

is only through research, organizations find the need for change in them to cope with the

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conditions leading to their development. Research and organizational development are

clubbed together as one subsystem of HRD mainly because organizational development

depends on the results of the research carries out from time to time. This system aims

developing and maintaining an active profile of organizational health, conflict resolution

helping department/ units self-renewal leading to overall development of the organization.

Research can also be done on the trends that develop other subsystems.

Data Storage System

A Data Storage System provides complete information about the skills, capabilities,

biographic data, performance appraisal ratings, potential appraisal rating, training data etc.

of every individual in the organization. Good maintenance of data will help in the

development of human resources systematically, identifying people having the required

qualities whenever a vacancy arises. Every organization should take steps in maintaining

personnel inventory for this purpose.

Importance of the Training+

3.1 IMPORTANCE OF TRAINING

TRAINING APPLICATIONS

LEADERSHIP DEVELOPMENT:

In the organizations effected by rapid change the need for leadership is

greater than ever from the individuals responsible for his or her own career to the executive

responsible for many.

Leadership development is where people learn how to be master of

change.

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EXECUTIVE DEVELOPEMNT:

It is a primary lever that a CEO uses to create and execute the companys

vision, values and strategies. The mission of executive development is to develop the

organizations leaders, so that the strategic development of whole company follows.

MANAGEMENT DEVELOPMENT:

Management development is the education; training and knowledge

transfer of those individuals who are defined as managers by their respective organizations.

To develop the best managers and to ensure competitive position training

is important.

SUPERVISOR DEVELOPMENT:

The supervisory management force, holds the power to turn on-or-off the

productivity of the organizations, Their efforts ultimately ignite or diffuse the productive

spirit of more than 70 million employees who generate the nations output of goods and

services.

Without training a good supervisor development cannot be implemented.

CAREER DEVELOPMENT:

It is a continuous involving the individuals participation in his or her

own performance, professional growth and development, which cannot be done by proper

training.

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3.2 IMPORTANCE OF EMPLOYEES TRAINING

1) Reduction in cost of production:

Efficient workers do their work in the best possible manner.

They make the maximum utilization of material and machines. Thus, the cost of

production is reduced.

2) Maximum Utilization Of Materials And Machines:

Training teaches the employees of the enterprise the

method of doing their job in the best possible manner. As a result of it they make the

best possible utilization of the material and machines of the enterprise available to them.

3) Minimum possibility of accidents:

Trained workers know the methods of doing their jobs in

the required manner. They know how to use the machines in the best possible manner. It

reduces the possibility of accidents to the minimum.

4) Stability in organisation:

Training brings stability in the organization, because it

reduces the rate of absenteeism and labor turnover. It enables the workers to do their

works in the absence of any supervision. It brings stability in the organization.

5) High Moral:

As the trained workers are capable in doing their jobs inmost suitable

manner and can understand the procedures and methods easily, it increases their morale.

It gives them satisfaction in their work.

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6) Improvement in the quality and quantity of production:

Training improves the efficiency of worker, which increases the

quantity of production and improves its quality.

7) Difference between efficient and Inefficient employees:

Training provides an opportunity to evaluate the ability and

capability of all the employees. An efficient employee learns the methods to do a work

efficiently while an inefficient employee learns the methods to do a work very lat

8) Minimum need of supervision:

A trained worker can do job himself efficiently. Thus, the

training reduces the need of supervision to minimum.

9) Helpful to managers:

As there is minimum need of supervision, it helps the managers

of the enterprise to concentrate upon the important problems of enterprise. They have

not to waster their valuable time on supervising the workers.

10) Increse in understanding:

Trained workers can learn the methods and procedures quickly.

Training improves the power of understanding among them. They can follow the

technical attitudes and changes themselves easily and quickly.

3.3TRAINING FOR DIFFERENT EMPLOYEES

The employees who are to be trained can be of different types and each type would

require a different type of training.

1) Unskilled workers are given training in improved methods of handling machines

and materials. The objective here is to secure reduction in cost of production and

waste. Immediate superior officers give training on the job itself.

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2) Semi-skilled workers require training to cope with requirements arising out of

adoption of mechanization and technical processes. It may be given in the section or

department of the workers or in the segregated training shops.

3) Skilled workers are given training through apprenticeship in training centers or in

the industry itself.

4) Salesmen are trained in the art of salesmanship, in handling customers, planning

their work and facing challenges of market place

5) Supervisory staff constitutes a very important link in the chain of the administration.

They have to cope with increasing demands of the enterprise in which they are

employed and to develop team spirit among people under their charge. A training

programme for them should aim at helping the supervisor to improve their

performance, and to prepare them for assuming greater responsibilities at higher

levels of management.

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LITERATURE REVIEW


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LITERATURE REVIEW

The evolution of every organization towards the changes being offered in the

international creates a great impact in the life of the business. Through the various

technologies and application of an innovative system, continuous product development

and immense services offered, there is no doubt that the business tycoons in today valued

the importance of their resources and knowledge. Aside from the form of the new driven

technology, the business leaders also believe in the ability and capacity of the natural

resources the people.

The human resource department or the HRD is the only one department wherein a

good decision is being carried out from the start of their hiring process up to the point of the

promotion and retention. Their planning and organizational model of application is affected

through the series of changes that might affect the entire business. Still, the propellers look

to the department as one of the most essential part of the organization. One purpose of HR is

to produce a talent that would be fit in the needs of the organization and be suitable the

human knowledge in their position. The idea of having a right people in the right position is

not impossible through the integration of the training.

Training and development of the employees depends on how well the organization

wants to achieve their full potential. Different organizations encourage the human resource

management to involve every employee into assessment. As a result of the assessment, the

HR and business leaders can decide on whom among their people needs to undergo in

intensive training. In the meantime, the employee belong the training program have the

natural feeling of anxiety because it is new to their everyday task (Meek, 2007). Most of the

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employees look forward to the training to build their career path. Training is also available

for the corporate leaders to recognize the importance of their control and leadership style in

managing their organization (Portway and Lane, 1994). However, the development of the

employees should also begin form the employees own initiative to improve. The essence of

training is not that effective if there is no application on the side of the employees. Training

and development is a call of the organizations need for the effectiveness most especially in

the establishing a strong foundation of the customer relationship (Shea, 2008). The

responsibility of the training facilitators is to encourage the development in the employees

and casting out the doubts and anxiety, and build the sense of the responsibility of the

employees (Rexam, 2007).

Due to the high competency available in the market, the usual employee performance

should place on the level where the people can accommodate the flow of the changes. The

harmony of the people working under the umbrella of the organization is an advantage for

the company. But this harmonization of the people will not last for long and there will be

challenges that might create affect the members and leads to its own destruction. Through

the awareness of the business leaders that the globalization and international threats can

affect the performance of their entire organization, the areas of training were emphasized

(Juere, 2009). Business leaders are always looking forward for the success of the

organization and therefore, they should create a kind of strategy that can endure the midst of

challenges (Meek, 2007). Historically, the training suggests that there are benefits that the

training might deliver in the entire organization. One inevitable result is the improvement or

the increase in the level of performance of the people. Another is the minimization of the

organizational cost and the capacity of the employees to answer the consumer needs (Shea,

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2008). There are many other results which are all advantageous for the organization. Also

the business leaders or the business managers are not exempted in the area of training.

People, as the key for the organization, are the main target of the training therefore the

training among the business leader help them provide the valid reason in creating the

appropriate decision for the entire organization or/and have a great impact on their

managerial skills and styles (Johnson, 2001; Farvaque, et al., 2009). The training suggests

that there is an assurance that the employees can create another milestone that is very

beneficial to the entire organization. Tailing the training is the idea of development that can

be in many ways and can be applied in many areas.

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INDUSTRY PROFILE


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INDUSTRY PROFILE

Uttar Pradesh is home to some of the best universities in India and in the world offering an

array ofcourses in various disciplines. IIT Kanpur, Banaras Hindu University, Aligarh

Muslim University, University of Allahabad, Indian Veterinary Research Institute, IMT

Gaziabad are some of the universities and institutes in Uttar Pradeshoffering the

best courses and research options for students.

1. Aligarh Muslim University

2. Allahabad Agricultural Institute

3. Babasaheb Bhimrao Ambedkar University

4. Banaras Hindu University

5. Bhatkhande Music Institute

6. Bundelkhand University

7. Central Institute of Higher Tibetan Studies

8. Ch. Charan Singh University

9. Chandra Shekhar Azad University of Agriculture & Technology

10. Chhatrapati Shahu Ji Maharaj University

11. Chhatrapati Shahuji Maharaj Medical Uni

12. Dayalbagh Educational Institute

13. Deendayal Upadhyaya Gorakhpur University

14. Dr. Bhim Rao Ambedkar University

15. Dr. Ram Manohar Lohia Avadh University

16. Gautam Buddha University

17. Gurukula Kangri Vishwavidyalaya

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18. Indian Institute of Information Technology

19. Indian Institute of Technology Kanpur

20. Indian Veterinary Research Institute

21. Institute of Management Technology Ghaziabad

22. Integral University

23. Jagadguru Rambhadracharya Handicapped University

24. Jaypee Institute of Information Technology (JIIT)

25. King George's Medical University

26. M.J.P. Rohilkhand University

27. Mahatma Gandhi Kashi Vidyapeeth

28. Motilal Nehru National Institute of Technology

29.Narendra Deva University of Agriclture & Technology

30. Sampurnanand Sanskrit Vishwavidyalaya

31. Sanjay Gandhi Postgraduate Institute of Medical Sciences

32. Sardar Vallabh Bhai Patel University of Agriculture & Technology

33. Shobhit University

34. U.P. Rajrarshi Tandon Open University

35. U.P. King George's University of Dental Science

36. University of Allahabad

37. University of Lucknow

38. Uttar Pradesh Technical University

39. V B S Purvanchal University

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COMPANY PROFILE


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COMPANY PROFILE

Shri Venkateshwara University is the outcome of the dream of a visionary who had a desire

to create an education system where even a deprived background student will get equal

opportunity and motivation to learn and receive education in order to become an achiever

par excellence.

The dreamer, our Founder Chancellor, Shri Sudhir Giri, an Engineer by profession, a down

to earth person with human values by childhood and family experience, an achiever and

leader, an educational entrepreneur, knows how to translate his dream to reality. He

analyzed and observed very keenly the changing global scenario and its demand on

education system especially the applied sciences, including management and technical

education. With this in mind, a world class facility had been created in Gajraula to develop

products to be the most integrated and well tuned professionals, technocrats who will serve

the society with dedication, value and proper mindset.

Shri Venkateshwara University is strongly wedded to orienting education capable of

meeting the rapidly changing needs and challenges of the universe at large and of India in

particular. The University education is an organized attempt to help people become

intelligent, self reliant, able to face real life situation and have an economic and ethical

relevance to the society. We at Shri Venkateshwara University evolved and adopted the

teaching programs, requiring the students to undergo the rigor of the professional world in

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forms as well as in substance providing them an opportunity to apply their class-room

knowledge to live situations. Thus, to build the long needed bridge between the professional

world and the educational world.

DUAL DEGREE PROGRAM (INTEGRATED PROGRAM):

One of the most popular flexibilities provided in the University's Educational structures is

the dual degree integrated programs. Under the scheme, it is possible for a student to work

for and complete concurrently two programs within a reasonable period of time (normally

one year is saved). We have introduced some value aided programs and also the course

structure has been designed in a way where a student can earn while learning.

ABOUT JP NAGAR

HISTORY

The District has been the part of Moradabad in the past which was a part of 'Sarkar of

Sambhal' of Delhi Province during the Akbar regime.

ORIGIN

District Jyotiba Phule Nagarlies in the west of Moradabad District adjoining Meerut,

Ghaziabad & Buland Shahar. The district came into being on 24th April 1997 in the memory

of famous social reformer Sant Mahatama Jyotiba Phule by combining Amroha, Dhanora &

Hasanpur Tehsils of Moradabad district vide UP Gazette no. 1071/1-5-97/224/sa-5 dated

15/4/1997 whose head-office is situated in the ancient city Amroha.

AREA & GEOGRAPHY

The district consists of 1133 villages, 3 Tehsils, 6 Blocks & 11 Police Stations. Its

geographical area is 2470 Sq. Km. It extends from Latitude 28 54' North to 39 6' North

and Longitude 78 28' East to 78 39' East. The maximum & minimum heights from sea

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level are 240ft. & 177ft. respectively. In the north of the district lies district Bijnore, Tehsil

Sambhal of Moradabad is in the south; Tehsil Sadar of Moradabad is in the east and in the

west are situated districts Meerut, Ghaziabad & Buland Shahar. Ganga river separates it

from district Ghaziabad, Meerut & Buland Shahar.

Moradabad is a hub of commercial activities and is called "Brass City". There are several

hundred of units engaged in the manufacturing and export of Brass Products. Average

annual export of Brass and handicraft items from Moradabad is estimated to be worth 3000

crores, which constitutes 40% of the total export from India in their category. Amraha is a

historical city with Mazars, Masjids, Temples and Gates as old as 1325 AD-1351 AD.

ABOUT GAJRAULA

Gajraula is situated on National Highway 24, 53 km. away from Moradabad & 100 Km.

from Delhi. It has been developed as an important industrial city. Many large & medium

scale industries are established here, to name some are Vam Organics, Chaddha Rubber,

Shivalik Cellolose of Hindustan Lever, Jubiliant Life Sciences, INSILCO, Coral Newsprint,

EOU, Raunaq Automobiles, and the list goes on.

The University is surrounded by industrial towns like Moradabad, Rudrapur, Hardwar,

Roorkee, Meerut, Kashipur, Noida, Ghaziabad and Delhi, providing a wealth of

opportunities to the graduating students to get trained and absorbed both in Indian and

Multinational companies.

ACADEMIC ADVISORY BODY

1. Dr. Binod Kumar

Vice Chancellor , Shri Venkateshwara University, Gajraula

Former Professor ,IIM Calcutta, Director IMT, Ghaziabad

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2. Dr. Ashish Banarjee

Prof. & Head of Marketing, IIM Calcutta

3. Prof.(Dr.) S.P. Sabberwal

Former Director, Energy Center, IIT Delhi

4. Prof( Dr. ) A K Raghav

Former Dean(IRD), IIT Delhi

5. Prof. (Dr.)Binita Srivastava

Prof. & Head of Paedodontistry Santosh Medical College,

Ghaziabad

6. Dr. Ashok Agarwal

Former Professor ,IIM Calcutta and Former CMD, SQL Star International,

Professor (Adjunct) BITS, Piliani.

7. Dr. (Prof.) Nand Kumar

All India Institute of Medical Sciences, New Delhi

8. Dr. S.C Sharma

Registrar, Shri Venkateshwara University, Gajraula

9. Dr. Sunita Saxena

Director, ICMR (Indian Council for Medical Research)

Safdarjung Hospital Campus, New Delhi

10. Dr. S.R. Sen Gupta

CMD, QUEST HR SDN., BHD, Kualalumpur Malaysia

11. Dr. Piyush M. Sinha

Chief Technical Manager, Portland Oregon USA

12. Prof. Jagdish Kapur

Ex Prof. & Head, IIPA , New Delhi

13. Mr. Hemant Sharma

Director, India T.V.

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14. Mr. Anup Srivastava

Director, HR, Air India

15. Dr. Abhay Kumar Srivastava

Head, Disaster Management,

Haryana Institute of Public Administration, Gurgaon

16. Sh. Mayank Manshingh

Director, India T.V.

17. Mr. Ajay Anand

IPS

18. Prof.( Dr.) N.K.Sinha

CEO, Venkateshwarta Group of Institutions,Meerut

MISSION & VISION

MISSION

To create a world class academic system with best infrastructure and learning resources in

order to produce global level achievers.

To facilitate integration and tuning of personal excellence among our pupils that will be

demonstrated through their balanced personality, adjustability under all conditions,

creativity, dedication, passion for learning, value orientation and foresight.

Development of high standard of professionalism among our products with global vision

and managerial leadership to build and lead a winning team.

To organize national and international seminars for sharing of knowledge and also

meaningful understanding and networking among schools and scholars.

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To facilitate research of high quality and publication of standard Books & Journals.

To inculcate passion among the university community including students to apply

knowledge for the development & growth of community, society & mankind as a whole.

VISION

To be a recognized as a centre of academic excellence imparting quality education,

producing research of high standard and developing talents with balance of personal and

professional excellence.

CLASSROOMS & TUTORIALS

Class Rooms & Tutorials at Shri Venkateshwara University are spacious, airy and well

ventilated. They are designed in a manner that even when there is a power failure, the

student and the teacher will not feel any type of discomfort as the flow of natural light will

provide enough light to continue with their teaching activities. The furniture is designed

keeping in view the comfort and the necessities of the students. The class rooms are

equipped with modern teaching aids such as Over Head Projector, LCD projector, Magnetic

Boards, Power Presentation Techniques (PPT), Public Address System etc.

LABORATORIES

SHRI VENKATESHWARA UNIVERSITY is well equipped with laboratories which have

been aesthetically designed and arranged with modern equipment and infrastructure to

completely cover the syllabus of each branch and school of study.

School of Engineering & Technology Labs include Physics Lab, Chemistry Lab, Electrical

Lab, Electronics Lab, Mechanical Lab, Professional Communication Lab, Workshop,

Computer Lab, Graphics Lab etc. In all these labs, hands-on training is imparted for students

to keep pace with modern technology. The Central Workshop is divided in different sections

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i.e. Carpentry Shop, Smithy Shop, Fitting Shop, Welding Shop, Painting Shop, Sheet Metal

Soldering & Brazing Shop, Plumbing Shop, Machine Shop, Foundry Shop and each section

is equipped with adequate number of latest machines and tools to cater to the syllabus and

needs of the students capable of meeting the challenges of the industries.

School of Nursing Labs include Nursing Foundation Lab, CHN Lab, Nutrition Lab, OBG

and Pediatrics Lab, Pre-Clinical Science Lab, Computer Lab. These labs are equipped with

required articles and equipment needed for practicing nursing procedures. Clinical facilities

have also been created. The University also has a hospital consisting of three hundred beds

with community service center.

School of Pharmacy Labs include Pharmaceutics Lab, Inorganic Chemistry Lab, Human

Anatomy & Physiology Lab, Pharmaceutical Analysis Lab, Organic Lab, Physical

Chemistry Lab, and Computer Lab. All the above said labs have latest equipment in

sufficient number to meet the requirement of the industry and of the PCI. We have also

planned to have an Animal House, for which the appropriate authorities have been

approached for a license.

School of Hospitality Management. Arrangements have already been made to establish

modular kitchen, restaurant, flower room, service room, guest room and front office.

School of Journalism and Mass Communication. Three studios have been planned with

latest cameras and other equipment for imparting print and electronic media techniques to

the students.

School of Management and School of Computer Science. Dedicated Computer labs have

been set up. In addition to these, dedicated computer labs, common computer labs have also

been planned for other schools. Computer Laboratories include Artificial Intelligence,

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Operating System, Graphics Multimedia, Networking, Visual Studio Dot Net, Advanced

Java, Database, Mobile Computing and Advance Computer Network.

The Computer laboratories have a large number of P-4 IBM, HCL, HP, DELL, Lenovo

machines with high-resolution color TFTs, Scanners, Printers, CD/DVD writers, CISCO

switches, Hubs and UPS. Each Laboratory is networked through an appropriate IBM server.

The Centre is equipped with 24 Mbps leased-line-based Internet facility, workstations

running Microsoft Windows Vista, Windows7 and XP.

The University is recruiting well-qualified and experienced technical staff with all resources

to develop the technical skills of the students in all fields.

Shri Venkateshwara University has a well-stocked and fully computerized multimedia

library for the various schools. To ignite the intellectual spirit in young minds, a stock of

about 25,000 latest books, large collection of video/audio CDs, Magazines, Journals,

industry and company information sources are made available to the students, faculty and

staff. The University also has school-wise libraries to provide adequate support for complete

academic pursuit. Additionally, separate reference section for each school with

recommended books for each course have also been provided.

The very purpose of the Library is to support and supplement teaching, learning and

research in the University by developing and promoting access to relevant and useful

information resources. It is also to contribute to the wider section of the world with the

transfer of knowledge by collaborating and cooperating with other organizations. We give

access to information of the world and can help the university community at large, to

develop a mindset and make the most of it. The timings of the library are extended during

the examination periods to cater to the needs of the students.

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Major features of the Libraries include:

A rich collection of Reference & Text Books

Large collection of National & International Journals

Spacious & Airy Reading Halls

Separate reading room for Researchers & Teachers

Computerized Library Management System

Audio-Visual Library Section

Career Guidance Section

Magazines and Periodicals Section

Easy operation through automated library procedures and Bar Code system

Digital Library to provide access to e-Journals, to download desired materials

Photocopy facilities

Small team discussion center

Therefore, our Library can be redefined as a place where students can get unrestricted access

to information in many formats and from many sources. It extends beyond the physical walls

of a building by including material accessible by electronic means and by providing the

assistance of librarians in navigating and analyzing tremendous amounts of knowledge with

a variety of digital tools as well as manually.

HOSTEL

Separate hostel facility has been created for men and women keeping in view the need of

discipline, security and comfort. Shri Venkateshwara University provides immaculate hostel

rooms for both men and women. A high level of hygiene is observed in the campus.

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We strive to provide the best facilities to hostellers. Uninterrupted power and water supply is

in the hostel rooms. 24 hours security is deployed on the campus to ensure the safety of the

students. High standard of discipline is also ensured on the campus. Hot water is supplied

during the winter. Water coolers are attached with R.O. installed on each floor.

Single, Double, Three and Four students are accommodated in a room depending on its size.

Common rooms in every hostel are equipped with modern recreational activity equipments.

SPORTS

We believe that a healthy body is a healthy mind. We have the required infrastructure for the

various outdoor sports. Students are encouraged to take part in sports so that they imbibe

various attributes that are helpful in life. It allows the individuals to make constructive use

of their leisure time.

A fully air conditioned gym on the campus with all the latest equipment's are a matter of

envy. We have the luxury of providing personal coaches for students who aspire to become

future body builders. It is pleasing to see the students staying fit in their journey of life. We

would like to have our own team of builders to represent us in various events.

CAFETERIA

A cafeteria is a place where students come to hangout and relax between lectures. We

believe that a student must enjoy his/her social life as much as he/she enjoys his/her

academic life. We offer a lavish menu to cater to the taste buds of the students. The menu

comprises of dishes from across the states. The mouthwatering dishes served at our cafeteria

are prepared maintaining high standards of hygiene and cleanliness. The sumptuous meals

are served round the clock at our cafeteria.

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The basic amenities in the college campus are available at a comfortable distance. Regular

supply of drinking water in the campus is ensured.

TRANSPORT

Students should not come across any kind of problem with regard to Transport. For the

purpose, Shri Venkateshwara University has ties with cab and bus services. You can apply

for cab or bus service in the office by submitting an application and we will notify you about

the services we can provide in your respected locality.

OGA

We also touch upon the spiritual aspect of individuals. With the high level of stress and

anxiety prevalent in the lifestyle today, we have highly qualified instructors to help cope

with same. Mental strength is equally important as is the physical might. Yoga is important

as it helps to remove negative blocks from the mind and toxins from the body. It also helps

in building attention, focus and concentration, especially in children.

ADMISSION PROCEDURE

Students securing desired merit in the SVU Entrance Examination will be informed of their

selection. These students will then need to report to the University Admissions office to

complete further formalities, deposit required documents and University Fee. In case a

student fails to report for admission on a given date or an extended date, his/her admission

will be cancelled and such a student will not have any right to admission subsequently.

ADMISSION CRITERIA

Admission in Shri Venkateshwara University will be through Entrance Examinations

conducted online at a several centers across the country. The Entrance Examination schedule

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will be notified in the Admission Notification circular. However, for some of the courses,

admission will be merit based. For admission in MBA, GD & PI will also be conducted in

addition to entrance exams.

ADMISSION LEVERAGES

FEE PAYMENT:

Every student is required to make full payment of the requested course fee for confirmed

admission. All admissions will be treated as provisional till the realization of full fee.

Further a student is not eligible to attend classes till the full payment of all components of

the course of SVU fee is paid.

REFUND OF FEE:

Fee once paid will not be refunded in any case if a student wants to get his/her admission

withdrawn on his/her own reason. However, in case a student is found ineligible for

admission due to certain criteria, fee paid may be refunded after deducting processing

charges.

REFUND OF SECURITY DEPOSIT:

If a student withdraws admission in the middle of the tenure of a course, the security

amount, if any, will be refunded only after the completion of the tenure of the course.

EXAMINATION SYSTEM

Students who fulfill Shri Venkateshwara University's admission eligibility criteria are

allowed to appear in the examinations. Every student needs to attend 75% theory and

practical classes. However, in some exceptional cases (to be notified separately), relaxations

may be granted by the Vice Chancellor.

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Mechanical

Engineering (ME)

Electronics &

Communication

Engineering (ECE)

Computer Science

Engineering (CSE)

Information

Technology (IT)

with above combination may also apply.

3. Merit in AIEEE/ UPSEE 2011-12

B.TECH.(INTEGRATED)

S.

No.

Name of Program Eligibility Duration

2. B.Tech.(Integrated)

Automobile Engineering

(AE)

Aeronautical & Space

Engineering (ASE)

Civil Engineering (CE)

Mechanical Engineering

(ME)

Electronics &

1. For admission in First year of B.Tech

(Integrated), a candidate should have passed

High School or 10th from any Board or its

equivalent from any recognized

Board/University. Candidate is essentially

required to pass in each subject of the

qualifying subject group.

2. Compulsory : Science Group

6 Years

(12 Seme

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Communication

Engineering (ECE)

Computer Science

Engineering (CSE)

Information Technology

(IT)

M.TECH.(FULL TIME)

S.

No.


3. M.Tech.(Full Time)


(AE)


Engineering (ASE)



(ME)

Electronics &

Communication

Engineering (ECE)

Computer Science

1. B. Tech. in relevant field.

2. For CSE/IT B. Tech. CSE/IT, MCA and

M.Sc. in CSE/IT

3.For ECE B. Tech. ECE/EI, M.Sc.

(Electronics)

4. GATE Score or merit based on percentage

of marks secured in the qualifying

examination 2011-12 will be preferred.

2 Years

(4 Semeste

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Engineering (CSE)


(IT)

M. TECH. (PART TIME/ WEEKEND)

S.

No.


4. M. Tech. (Part Time/

Weekend)


(AE)


Engineering (ASE)



(ME)

Electronics &

Communication

Engineering (ECE)

Computer Science

Engineering (CSE)


1. B. Tech. in relevant field.

2. For CSE/IT B. Tech. CSE/IT, MCA and

M.Sc. in CSE/IT

3.For ECE B. Tech. ECE/EI, M.Sc.

(Electronics)

4. GATE Score or merit based on percentage

of marks secured in the qualifying

examination 2011-12 will be preferred.

5. Sponsorship or employment certificate

from the employer is essential.

2 Years

(4 Semest

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Technology (IT)

B.TECH. + M.B.A. (DUAL DEGREE)

S.

No.

Name of

Program

Eligibility Duration

6. B.Tech. +

M.B.A. (Dual

Degree)

1. Candidates who have passed 10+2 (intermediate)

levels from any Board or its equivalent from any

recognized Board/ University with Mathematics,

Physics and Chemistry / Computer Science/ Bio-

Technology/ Biology can apply.

2. Candidates appearing in 10+2/ intermediate with

above combination may also apply.

3. Merit in AIEEE/ UPSEE 2011-12

4 Years

(8 Semesters)

SCHOOL OF MANAGEMENT

B.B.A.

S.

No.

Name of

Program


1. B.B.A. 1. Candidates who have passed 10+2 or intermediate


3 Years

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recognized Board/ University with English are eligible.

2. Candidates appearing in 10+2/ intermediate may also

apply.

(6 Semesters)

M.B.A. (FULL TIME)

S.

No.


2. M.B.A. (Full Time)

Finance

HR

International Business

Marketing

Information

Technology

Hospital and

Healthcare

Management

Tourism and

Hospitality

Entrepreneurship &

1. Candidates who have passed 10+2 or

intermediate levels from any Board or its

equivalent from any recognized Board/

University with English are eligible.

2. Candidates appearing in 10+2/ intermediate

may also apply.

3. Merit/ Percentile in MAT/ CAT/ XAT/

JMET/ CET/ SNAP Board/ UPCMET/ ATMA

will be considered.

4. GD/PI

2 Years

(4 Semesters

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Retail Management

M.B.A. (PART TIME/ WEEKEND/ EXECUTIVE)

S.

No.


3. M.B.A. (Part Time/

Weekend/ Executive)

Finance

HR


Marketing


Hospital and Healthcare

Management

Tourism and Hospitality

Entrepreneurship &

Retail Management






may also apply.

3. Merit/ Percentile in MAT/ CAT/ XAT/

JMET/ CET/ SNAP Board/ UPCMET/ ATMA

will be considered.

4. GD/PI

5. Sponsorship or employment certificate from

the employer is essential.

2 Years

(4 Semesters)

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B.B.A. + M.B.A. (DUAL DEGREE)

S.

No.


4. B.B.A. + M.B.A.

(Dual Degree)

Finance

HR


Marketing

Information

Technology

Hospital and

Healthcare

Management

Tourism and

Hospitality

Entrepreneurship &

Retail Management






may also apply.

5 Years

(10

Semesters)

B. COM (PROFESSIONAL) + M.B.A. (DUAL DEGREE)

S. Name of Program Eligibility Duration

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No.

5. B. Com (Professional) +

M.B.A. (Dual Degree)

Finance

HR


Marketing


Hospital and Healthcare

Management

Tourism and Hospitality

Entrepreneurship &

Retail Management

1.Candidates who have passed 10+2 or




2. Candidates appearing in 10+2/

intermediate may also apply.

5 Years

(10

Semesters)

B.C.A.

S.

No.

Name of

Program


1. B.C.A. 1. Candidates who have passed 10+2 or intermediate


recognized Board/ University with English are eligible.

3 Years

(6 Semesters)

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2. Candidates appearing in 10+2/ intermediate may also

apply.

M.C.A.

S.

No.

Name of

Program


2. M.C.A. 1. Candidates who have obtained Bachelor's degree in any

discipline or equivalent higher qualification with mathematics

as a compulsory subject in 10th standard can apply.

2. Candidates appearing in final year in Bachelor's degree can

also apply.

3. Candidates who have obtained or appeared in final year of

BCA may apply.

3 Years

(6 Semes

B.C.A. + MCA (DUAL DEGREE)

S.

No.

Name of

Program


3. B.C.A. +

M.C.A. (Dual

Degree)

1. Candidates who have passed 10+2 (intermediate)


recognized Board/ University with English & Math

5 Years

(10

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can apply.

2. Candidates appearing in 10+2/intermediate may also

apply.

Semesters

SCHOOL OF PHARMACY

B.PHARM.

S.

No.

Name of

Program


1. B.Pharm. 1. Candidates who have passed or are appearing in 10+2

with Mathematics, Biology and Chemistry/ Computer

Science / Bio-Technology can also apply.

4 Years

(8 Semesters

M.PHARM.

S.

No.


2. M.Pharm. 1. Candidates who have passed or are appearing in

10+2 with Mathematics, Biology and Chemistry/

Computer Science / Bio-Technology can also apply.

2 Years

(4 Semesters

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SCHOOL OF HOSPITALITY

B.SC.

S.

No.


1. B.Sc.

Airlines

Tourism &

Hospitality

1. Candidates who have passed or are appearing in

10+2 or intermediate class can apply.

3 Years

(6 Semester

BHMCT

S.

No.


2. BHMCT

(Bachelor of Hotel

Management &

Catering Technology)

1. Candidates who have passed or are appearing

in the 10+2 (intermediate) levels with

Mathematics, Biology and Chemistry/

Computer Science / Bio-Technology/ Biology

can apply.

4 Years

(8 Semesters)

64
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SCHOOL OF JOURNALISM AND MASS COMMUNICATION

B.SC. MULTIMEDIA (ANIMATION AND GRAPHICS)

S.

No.


1. B.Sc. Multimedia

(Animation and

Graphics)

1. Candidates who have passed or are appearing in

10+2 or intermediate levels can apply.

3 Years

(6 Semesters

B.J.M.C.

S.

No.

Name of

Program


2. B.J.M.C 1. Candidates who have passed or are appearing in

10+2 or intermediate levels can apply.

3 Years

(6 Semesters)

PG PROGRAM IN TELEVISION PRODUCTION, DIRECTION & BROADCAST

JOURNALISM

S.

No.


3. Post Graduation Program in

Television Production,

Direction & Broadcast

1. Candidates who have passed in

Bachelor Degree from a recognized

University or equivalent are eligible.

1 Year

(2 Semesters)

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Journalism

2. Candidate appearing in final year

bachelor degree may also apply

MASTER PROGRAM IN ADVERTISING, PR AND MARKETING

S.

No.


4. Master Program in

Advertising, PR and

Marketing

1. Candidates who have passed in Bachelor

Degree from

shri venkateshwara university h

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