INTRODUCTION:

Human Capital:

Human capital is idea which includes skills, abilities talents and even social traits of a person. Difference in earning across people reflects difference in their human capital. According to modern growth, the human capital is important contributor to it .A persons with more education will get better opportunities.Human capital is human expertise, skill, and labour. These are all invaluable to the production of goods.

Meaning of Human Capital.:

The concept of human capital clears that not all labor is equal and that the quality of employees can be improved by investing in them; the education, experience and abilities of employees have economic value for employers and for the economy as a whole.

Below Are The Defitions Given Some Economicsts?:

N. Bontis, N. C. Dragonetti, K. Jacobsen a G. Roos defined the human capital as the human factor in the organization; the combined intelligence, skills and expertise that gives the organization its distinctive character. The human elements of the organization are those that are capable of learning, changing, innovating and providing the creative thrust which if properly motivated can ensure the long-run survival of the organization (1999).

Economist Theodore Schultz invented the term "human capital" in the 1960 to reflect the value of human capacities. He believed human capital was like any other type of capital; it could be invested in through education, training and enhanced benefits that lead to an improvement in the quality and level of production.

Importance of Development of Human Capital:

1. Human resources management is involved acquiring cultivating and retaining human capital.

2. Dave and depth are responsible for finding recruitment and selecting people possessing the right knowledge of the company.

3. All organization requires human capital to function and accomplish their goals.

4. Human capital is the sum total of a person’s knowledge and skill that the company can use to future goals.

5. We need artificial intelligence which we need human capital to accomplish anything in the today’s world.

Skill Development Programme:

Skill development means developing yourself and you skill sets to add value for the organization and for your own career development. Fostering attitude of appreciation for lifelong learning is the key to work place success. Continuously learning and developing one’s skills requires identifying the skills needed for mobility at call and then successfully seeking out trainings or on-the-job opportunities for developing those skills developing your skills begin with assessing which skills are important for desired career development.

70% of your development should come from on- the-job activities and action learning. This can include development experience like managing project, serving on a cross functional team, taking on a new task, job shadowing, job rotation etc.

20% of yours development should come from interaction with others. This includes having a mentor, coaching, participating in communities of practice, serving as a leader in a staff organization, etc.

10% of your development should come from training including classes, seminars webinars, podcasts, conference, etc.

Once you have identified the skills you need to develop to achieve your career goals, your next step is identifying how you will develop your skills. The two main avenues for developing your skills are through the following:

1 Education and Training

2 Development experience

Introdution of Study:

Skill India:

After digital India and make in India the Narendra Modi Government is to launch yet another program launched earlier the skill development policy. This new program called skill India. Supposed to be multi skill program it will be launched in March 2015 like all other program Skill India too is a dream project of Narendra Modi and the work to launch this program has already been inhabited.

Skill India is a campaign launched by prime minister Narendra Modi on 15 July 2015 with an aim to train over 40 Crore (400 million ) people in India in different skills by 2022 . It includes various initiatives of the government like “National skill Development Mission “, “National policy for skill development and entrepreneurship, 2015.

Skill Development in India:

The Indian Skill Development Service will be a dedicated cadre which would look into addressing the challenges and infusing professionalism in India's skill development scenario.The many changes in India's skill development scenario such as the establishment of several Industrial Training Institutes (ITIs) by the ministry of skill development attribute the need for a dedicated service in this firmament.

On 12 February 2016 announced that it will build a new 2.8 million sq.ft campus in Bengaluru will be Oracle’s largest outside of its headquarters in Redwood shores, California Oracle academy will launch an initiate to train more than half –a- million students each year to develop computer science skills by expanding its partnerships to 2700 institutions in India from 1700 at present.

As of 15 Feb 2016 the Indian leather development program trained 51216 youth in a span of 100 days and its plan to train 144000 young people annually. Four new branches of Footwear design and development institutes at Hyderabad, Patna, Banur (Punjab) and Ankleshwar (Gujarat) are being set up to improve training infrastructure. The industry is undergoing acute skill shortage and most of the people trained are being absorbed by the industry.

Japan’s private sector is to set up six institutes of manufacturing to train 30000 people over 10 years in Japanese style manufacturing skill and practices, primarily in the rural areas. Japan – India institutes of manufacturing and Japanese endowed courses in engineering colleges designated by Japanese companies in India in cooperation between the public and private sectors would be established for this purpose. The first three institutes would be set up in Gujarat, Karnataka, and Rajasthan in the summer 2017.

In the budget of financial year the government of India has decided to set aside Rs.17000 crore the highest ever allocation to this sector, in order to boost the skill India mission. At least ten million Indian youth enter the country’s workforce each year, but the employment creation in India has not been able to absorb this influx, making increasing unemployment a serve problem. Through this allocation the government aims at generating employment and providing livelihood to the millions of young Indian who enter the workforce every year.

The government has invested RS. 4000 Crore in the launch of SANKALP (skill acquisition and knowledge awareness for livelihood promotion program), another big initiative under the skill India mission. Through this it aims at providing market relevant training to 35 million young Indians. A part from this the government would set up 100 India international skills center that will conduct advanced courses in foreign languages to help youngster prepare for jobs idea.

Chhattisgarh: RAIPUR- Chief Minister Skill Development Programme.:

Chhattisgarh government had decided to set up development centers in each district of the state.

The centers that would be a model of the one started in Dantewada district would be known as Livelihood College. This institute would impart short term training to the youth to improve their skill in a particular trade.

The institutional training institute has been providing courses that requires minimum a year to complete. The livelihood college would take up the course that could be completed in three to six month.

Livelihood College had three objectives that include filling the drain of skilled and trained youth enhancing of the local youth who already possess to have a technical qualification and providing self-employment and employment and employment opportunities to the local youth through training and campus selection.

A government spokesperson said that state cabinet Tuesday afternoon approved the proposal of setting up such college in each district across the state. Chhattisgarh has 27 District and respective district collector would be the chief executive officer of the college.

In other cabinet decision to state government has decided to take over the private college and university avoiding to admit the students qualified in the professional courses entrance exam. The government would acquire such educational institution and run for five year till the course has been completed.

Skill Development Programme In Chhattisgarh:

Chief Minister Raman Singh said that Chhattisgarh is the primary State in the country to have provided ‘Skill Development’ as a perfect for local youth. He was discussing after inaugurating a six-storey commercial complex made at a cost of an approximated Rs5.50 crore by the Chhattisgarh State Industrial Development Corporation at Mahadev Ghat road at Raipur in the city.

Raman Singh indicated hope that the law provide Skill Development in Chhattisgarh initiative that allows the youngsters would open new employment opportunities for the State’s youth and even help in Fastest Growing State in India.

The tribal youths of Chhattisgarh can now become more skilled by getting training under livelihood colleges, which are set up in different rural areas to form the raw skills of youths in a well-defined form. Now the youths can choice their career option by participating in several job fairs, which are organized to increase the attention about various career options. The youth can now increase their empowerment by claiming the legal right to the skill development.

Chhattisgarh Sarkar launched a new policy for the welfare of the women in the state. Within this policy, the Chhattisgarh government mainly focuses on the Skill Development in Chhattisgarh . Now the women from the age group of 20 years to 50 years will get free sewing machines from the Chhattisgarh Government.

The age limit is still not fixed and may be exceeded up to 53 years too. This will be surely marked as a great initiative towards women empowerment in the state. Around 19,399 sewing machines were distributed to women in the unorganized sector.

Government of Chhattisgarh also distributed free cycles among the women of the state. The object of the cycle scheme was to benefit women in the age group of 18-35 years.

Livelihood Colleges:

State government has opened livelihood colleges in tribal areas to provide skill improvement training to youths according to the needs of various trade and industries. After the skill training is over, the services of the youth were utilised in a constructive way through gainful employment. State government's efforts to set a milestone of success in the field of skill up gradation and employment opportunities have started yielding positive results. According to the Centre's report, Chhattisgarh is the only state to provide maximum employment opportunities for youngsters of age-group categories 15 years or above; and 15-29 years. Scope for 2 lakh new jobs per annum in Chhattisgarh.

Over two lakh new jobs can be created in the organized as well as unorganized sectors in Chhattisgarh at GSDP growth rate of 8.8%, according to the Associated Chambers of Commerce and Industry of India (ASSOCHAM). The trade body in a vision document submitted to the state government said there is great scope for creating more jobs even when combined workforce engaged in both industry and services sectors has increased from 21 lakh to 24.25 lakh between 2004-05 and 2011-12.

Livelihood colleges to provide skill training to tribal youths have been opened in all 27 districts of Chhattisgarh. The scheme is being expanded to block-level. Career fairs are being held to offer guidance on employment opportunities to the youth in the field of their choice. An outlay of Rs 190 crore was made for all 27 livelihood colleges in state. Nearly RS 5-10 crore have been earmarked for each college. The government has joined hands with both the private and public sector undertakings, even as their CSR funds are also being used for training the youth. However, Chhattisgarh needs nearly RS 250-300 crore for skill development of youth. The youth of Chhattisgarh can claim legal right to skill development which would result in their empowerment.

Bhilai mission starts life skills development programme:

Bhilai: life skills development program has been started at jeevan jyoti, Bhilai with the motto ‘to be a better human being’. The aim of the program is to inculcate moral values in the children through songs stories and games. The program also includes imparting of softskills. About 25 children of the laborers who live at Bhilai mission compound are the beneficiaries of the new of St.Thomas mission, Bhilai Sr.Sara and Sr.Ann, ably supported by the voluntrees of CCET MGOCSM unit and seminar aspirants staying at Bhilai Ashram, are giving leadership to the program.

ICICI Academy for Skills and livelihood college Bhilai:

ICICI Academy for skills:

For the next couple of decades, India has going to have a large supply of young people who will be ready to join the workforce and participate in the economic development.

Providing Livelihood College to the youth will be essential to ensure their effective participation in the growth of the country. As a step in this direction, ICICI foundation for inclusive growth launched ICICI Academy for skills in October 2013 to impart vocational training to the youth.

Key features:

ICICI Academy offers vocational skill building program of 12 weeks duration were the focus is on providing industry- relevant, practical training on a proven basis to make the youth employable. In addition, training was also provided on communication skill, financial literacy and how to adapt to an organized working environment.

The technical skills and office skills courses are conducted at residential and nonresidential centers, respectively.

The courses being offered are:

Technical skills

Electrical and Home Appliance Repair

· Introduction to usage of tool and safety precautions while using tools

· Cable joints and terminations

· Electrical accessories and their uses

· Connection of electrical accessories

· Introduction to wires and understanding different types, gauges and colour codes.

· Understanding wiring diagrams and layouts

· Causes of electrical shock, first aid safety tips and preventions

· Purpose of earthing and making of earthing pit

· Properties types and uses of conductors and insulators

· House wiring including planning , making layout plan and cost estimation

· Repair, maintenance and troubleshooting of home appliance

Pumps and Motor Repairs:

· Fundamentals of pumps and motors sets

· Components of pumps and motor sets

· Pumps and motor sets installation , operation and trouble shouting

· Different type of firm( centrifugal, jet , submersible, dewatering , suction ,etc)

· Detailing of induction motors

· Concept of motor connection

· Electrical measurement instrument

· Operation of desile engine pump set

· Pipeing connection including fiting, valves , siling , packing , cuplings and bearings

Refrigeration and AC Repairs:

· Understanding heat and pressure measurement

· Vapour compression refrigeration and components

· Types of AC (split AC and window AC)

· Parts of AC ( electrical and non electrical)

· Charging and evacuating a refrigeration system

· AC installation procedure (split AC and window AC)

· Serves and maintenance or AC

· Checking compressor and refrigretor electrical circuits

· Trouble shouting and repair of different refrigerations products

Central Air Conditioning:

· Understanding heat and pressure measurement

· Understanding principle of air conditionding

· Basis of electrical connections

· Refrigerations and their properties

· Components of AC system

· Cooling towers and their operations

· Air handling units (AHU )and Their operation

· Chiller units working principles and troubleshooting

· Pressure testing and commissioning

Paint Application Techniques:

· Learning the different types of paints and their uses

· Applications of paint surface(masonry wall, wood ,metal, roof, stone, roof tiles)

· Learning paint components (pigments ,binders, solvents, additives) and how it influence the paint quality

· Practicing paint application (interior and exterior surface) on new surface and

· Existing surface

· Using the color properties in selection paint as part of creative design

· Understanding the elements of paint disposal

· Using safety equipment’s and guide lines and following basic first aid procedure to ensures a safe work environments

· Understanding the causes remedy and preventions of common paints problems

Retail cafe Operations:

· Introduction to customers service

· Order taking serving order and upselling

· Working with POS system and understanding difference between cash counter and POS

· Introduction to coffee and coffee beans

· Operation of coffee machine

· Handling of food beverages and merchandise

· Cafe opening, equipment check machinery setup miscellaneous tasks

Office skills:

Selling skills:

· Introduction to sale

· Understanding frontline selling

· Sales planning and its importance

· Understanding various sources of lead generation

· Understanding the importance of lead tracking

· Understanding pre call prepration and its importance

· Learning to open call , develop need, probe customer , propose solution , eliminate doubts and close call

· Maintaining customer relationship

· Conducting follow up activities

Retail Sale:

· Introducing the learners to the world of retail and explaining the activities involved in offering retail products and service

· Explaining the advantages and features of retailing

· Introducing the learners to various types of retail stores

· Familiarizing the learners on concepts of retail store operation

· Training the learner on opening a conversation , developing a need , proposing a solution , eliminating doubts and closing sale

· Training learners on maximizing sales through maintenance of good customer relationships.

Office Administration:

· Complete office management like managing filing system, maintaining, office supplies and using office equipment such as photocopier, printer, fax, etc.

· Understanding basics of accounting such as debit and credit

· Recording transaction in accounting software

· Learning administrative skills like handling office visitors , attending telephone calls, handling business correspondence and making travel arrangements

· learning the basics of banking

· Writing normal letters and business emails

Web designing:

· Learning the common features and parts of a computer

· Learning to use the internet

· Working with window and micro soft

· Understanding elements of visual communication

· Understanding elements of design

· Understanding visual perception and techniques

· Understanding an usage of adobe dream weaver

· Introduction to programming logic and techniques

· learning HTML programming

Knowledge Partners and Placement Partners:

In order to ensure that the courses are relevant to the industries, the content design, x setting up of laborites and training of trainers is undertaken by knowledge partner who are leaders in their respective industries. ICICI Academy for skills is partnering with various organizations as placement partners. Over 400 companies have participated in the placement process so far.

Employment opportunities:

A job portal has been designed to facilitate employment for the candicates completing the courses. Leveraging on the corporate relationships of the ICICI group, this portal is being promoted among other corporates through print and digital media. Employees been to consider such trained youth for employment can register and recruit candicates through the portal.

Introduction of the Study Area:

Geographical Location:

Chhattisgarh is the state of India located on the eastern central region of Indian map consisting of 27 districts and 5 divisions.

Bhilai:

BHILAI is the second largest city in the Indian state of Chhattisgarh, whose capital is Raipur. Raipur city is located on the Howrah-Mumbai rail line. The National Highway (NH) 6 of India also runs through Bhilai . It is situated 22kms west of Raipur in Durg district.

Statement of the research Problem.:

Research Questions:-

1. What are the main livelihood strategies present in Bhilai?

2. How are the skill develpoment projects structured?

3. Are the skill development programmes sustainable?

The reason for the establishment of this program in Bhilai Nagar, Durg district is to improve employment opportunities. They are trying to promote skill development among youth. They have set up a livelihood college. They are providing them skill development and now the students are skilled and prepared for jobs.

Scope of Study:

The main scope of PM’s national council on skill development is as under:

1. In education system: The current education system does not focus on training young people in employed skills that can provide them with employment opportunities. Today a large section of India’s labour force has out dated skills. With current and expected economic growth this challenge is going to only increase further since more than 75% of new job opportunities are expected to be skill based.

2. In Industrial sector: many firm provide on job training to their workers. This may take different from one the worker. This may take different from one the worker may be trained in the firm under the supervision of a skilled supervision to the workers may be sent for off campus training. In both these cases firm incur some expenses firm will thus insist that the workers should work for a minimum specific period of time after their on the job training during which it can recover the benefit of the enhanced productivity owing to the training. but the retention ratio is low thus private and industry participation is skill development is lacking. There are no incentives for private player to enter the field of vocational education. Present regulations are very grid. In service training is required but not prevent today. There is no opportunity for continuous skill up graduation. There is lack of experienced and qualified teachers to train students on vocational skills.

3. Low women participation: women participation in vocational education and training is especially low as compared to man. There are a few reasons constraining interest participation may be social and cultural norms and family responsibility women also tend to become discourage due to such family and social pressure especially in rural areas. there force in order to increase enrolments the combined efforts with local NGOS and panchayats on informing women and their families on the advantages of vocational education which may lead to employability is very important specifically women should be targeted by explaning how in calculating income generating skills and activities within them social and economics status.

Thus there is a need for concerted action skill several key areas in order to ensure that skill formation takes place in a demand driven manner. Curriculum for skill development has to be reoriented on a continuing basis to meet the demands of the employers industry and align it with available self-employment opportunities.

4. Unemployment people: Minister of state independent charge for skill development and entrepreneurship Shri Rajiv Pratap ruby has said that the government has no specific guidelines on requirement of minimum level of education for uneducated people for skill development program. However specific qualification pack under the national occupational standard has been formulated to create a base for designing industry relevant skill development program. Every QP- NGOS defines the minimum and maximum educational qualification required in order to undergo training. As of date over 900 QP- NGOS has been developed across 22 sectors. The complete list is available on NSDC.

OBJECTIVES OF THE STUDY:

1. To train the under privileged, unemployed, unskilled, semiskilled in a state of art technology and making them skilled and employable.

2. To encourage skill development in youth by providing monetary rewards for successful completion approved training.

3. It aims at increasing the productivity and increased employment.

4. To provide them an opportunity in the industry to work or to start their own micro enterprises with great results and building success.

HYPOTHESIS:

1. It has been assumed that trainees are the under privileged, unemployed, unskilled semiskilled.

2. It has been assumed that skill development increases productivity and employment opportunity.

3. It has been assumed that it provides monetary rewards after successful completion of training.

4. It has been assumed that the development of human capital results in development of national income.

REVIEW OF LITERATURE:

A review of literature on evaluation of training was conducted to identify methods of effectiveness evaluation for training program. Five definitions of evaluations were identified in the literature.

Kirkpatrick (1971), in his book entitled as “A practical guide for supervisory training and development” has defined as how well the trainees liked the training program. The second measurement level. Learning, is designated as the determination of what knowledge, attitudes, and skill were learned in the training. The third measurement level is defined as behavior. Behavior outlines a relationship of learning (the previous measurement level) to actualization of doing. Kirkpatrick recognized a big difference between knowing principles and techniques and using those principles and techniques on the job. the fourth measurement level, results ,it is expected outcomes of most educational training programs such as reduced costs, reduced turnover and absenteeism, reduced grievances, improved profits or morale and increased quality and quantity of production.

Wagner and Roland, 1992, has explained “Three measures were used to determine behavioral changes”. Over 20 organizations and 5000 participants were studied. Three measures were used to determine behavioral changes. Measure one was a questionnaire completed by participant both before and after training. Second measure was supervisory reports completed on the functioning of work groups before and after training. Third measure was interviews with managers other than the immediate supervisor to obtain reactions to individual and work group performance after OBERT program. Results reported showed no significant changes in behavior.

Hopkins 1995, has explained “Skills and leadership capacity of their employees”. There are several ways managers can use professional development to increase the competence, skills and leadership capacity of their employees. One way to do this involves managers encouraging employees to purse continuing education opportunities and empowering employees through various leadership opportunities within the organization.

Holli and calabrese 1998, has explained “value judgments about the quality of programs” Defined evaluation as comparisons of observed value judgments about the quality to standard or criteria of comparison. Evaluation is the process of forming value judgments about the quality of program, Product, and goals.

Fancsali, 2002, has explained “staff development occur on an ongoing basis”, Recommends that staff development occur on an ongoing basis. More specifically, the national staff development council suggests that educators spend at least a quarter of their work time on staff development activities (Richardson 1997)

Jackson 2006, has explained” timing of staff development”, With regarded to scheduling staff development. Suggests that the timing of staff development can affect the success of the development program, itself. Consequently, she recommends that the timing of the training schedule be developed with consideration of staff needs and wants

RESEARCH METHODOLOGY:

The data include or collected for the relative study is primary and secondary data.

Primary Source:

Questionnaire and Personal interview

Secondary source:

1. Newspaper 2. Magazine 3. Websites

Research method used: survey method

Sample size is the act of choosing the number of observations to include in a statistical sample.

Sample size taken for the study is 30.

METHOD OF DATA ANALYSIS

Percentage analysis:

Percentage method refers to a specified kind which is used in making comparison between the data. Percentages are based on descriptive relationship. It compares the relative terms.

Percentage computed= Number of respondents *100

Total no. of respondents

3.6 Limitations of the study:

1. Study was limited to Bhilai city with a few periods.

2. There are chances of bias in the data collected from the respondents.

3. The study was announced lack of adequate literature.

Data Analysis:

Demographic Profile:

In the sample size of 30 respondents (60% Male and 40% Female)are users of training program while (30%) are of the respondents are post graduate and within age limit of (18-30) with annual income of almost 1 lakh and 40% respondents caste are ST, SC and OBC.

Table showing classification of attainment regarded as Human capital.

Particulars	Frequency	Percent	Cumulative Percent
Health	-	-	-
Motivation	-	-	-
Knowledge	3	10%	10%
Skill	6	20%	30%
All the above	21	70%	100%
Total	30	100%

nterpretation: From the above table it has been observed that in Human Capital 20% of respondents are attainment regarded as skill and 10% of respondents are attainment regarded as knowledge and 70% of the respondents Health, Motivation, Knowledge and Skill.

Table showing classification of the respondents attend training program in a year.

Particulars	Frequency	Percent	Cumulative Percent
Less than 10	-	-	-
10-20	-	-	-
20-40	30	100%	100%
None	-	-	100%
Total	30	100%

Interpretation: Form the above table it has been found that 100% of the respondents have attend the training program in a year

Table showing classification between organization and employee relation rate.

Particulars	Frequency	Percent	Cumulative Percent
Yes	30	100%	100%
NO	-	-	100%
Total	30	100%

Interpretation: Form the above table it has been observed that 100% of the respondents helps the organization to maintain employee relation rate.

Table showing special challenges faced by managers or officers.

Particulars	Frequency	Percent	Cumulative Percent
Yes	30	100%	100%
No	-	-	100%
Total	30	100%

Interpretation: From the above table it has been found that 30 respondents faced challenges given by managers or officers. 100% of the respondents can face special challenges given by managers or officers.

Table showing the training method focus on developing team work and leadership skill.

Particulars	Frequency	Percent	Cumulative Percent
Yes	30	100%	100%
No	-	-	100%
Total	30	100%

Interpretation:

From the above table it has been observed that 100% of the respondents developing team work and leadership skill. All the 30 respondents are focused on developing team work and leadership skill.

Table showing classification of the activity helps the management in identifying, analyzing, forecasting and planning changes need in human resources area.

Particulars	Frequency	Percent	Cumulative Percent
Yes	30	100%	100%
No	-	-	100%
Total	30	100%

Interpretation:

From the above table it has been observed that 100% of the respondents help the management in identifying, analyzing, forecasting and planning changes needed in human resources area.

Table showing classification of training program helped to increase in the productivity of both quality and quantity.

Particulars	Frequency	Percent	Cumulative Percent
Strongly Agree	24	80%	80%
Agree	6	20%	100%
Disagree	-	-	100%
Strongly Disagree	-	-	100%
Total	30	100%

Interpretation:

From above table it has been found that 80% of the respondents are strongly agree with the increase in the productivity of both quality and quantity. 20% respondents are agree with the increase in the productivity of both quality and quantity

Table showing classification training helps to improve between employee employer relationship.

Particulars	Frequency	Percent	Cumulative Percent
Yes	30	100%	100%
No	-	-	100%
Total	30	100%

Interpretation:

From the above table it has been observed that 100% of the respondents helps to improve employee employer relationship.

Table showing preference of training method.

Particulars	Frequency	Percent	Cumulative Percent
On the job	23	77%	77%
Off the job	-	-	77%
Both	7	23%	100%

Interpretation:

From the above table it has been found that 77% of the respondents prefer on the job training method. 23 respondents prefer on the job training method and remaining prefer both.

Table showing classification of time duration given for the training period.

Particulars	Frequency	Percent	Cumulative Percent
Sufficient	12	40%	40%
To be shortened	-	-	40%
To be extended	-	-	40%
Manageable	18	60%	100%
Total	30	100%

Interpretation:

From the above table it has been found that 60% of the respondents can manage their training in given time period. 40% of the respondents are sufficient for their time given for training.

Findings suggestions and conclusion:

Findings:

After the analysis of data with help of percentage the finding of study of presenting here. This chapter covers findings, suggestion and conclusion.

From the data it has been analyzed and traced further for finding on the basis of descriptive analysis, percentage analysis has been applied for it.

1. From the data analysis it has been observed that in Human Capital 20% of respondents are attainment regarded as skill and 10% of respondents are attainment regarded as knowledge and 70% of the respondents Health, Motivation, Knowledge and Skill.

2. Form the data analysis it has been found that 100% of the respondents have attend the training program in a year.

3. Form the data analysis it has been observed that 100% of the respondents helps the organization to maintain employee relation rate.

4. From the data analysis it has been found that 30 respondents faced challenges given by managers or officers. 100% of the respondents can face special challenges given by managers or officers

5. From the data analysis it has been observed that 100% of the respondents developing team work and leadership skill. All the 30 respondents are focused on developing team work and leadership skill.

6. From the data analysis it has been observed that 100% of the respondents help the management in identifying, analyzing, forecasting and planning changes needed in human resources area

7. From data analysis it has been found that 80% of the respondents are strongly agree with the increase in the productivity of both quality and quantity. 20% respondents are agree with the increase in the productivity of both quality and quantity.

8. From the data analysis it has been observed that 100% of the respondents helps to improve employee employer relationship.

9. From the data analysis it has been found that 77% of the respondents prefer on the job training method. 23 respondents prefer on the job training method and remaining prefer both.

10. From the data analysis it has been found that 60% of the respondents can manage their training in given time period. 40% of the respondents are sufficient for their time given for training.

11. From the data analysis it has been observed that 100% of the respondents Can improve their personality development during the training program.

12. From the data analysis it has been observed that 90% respondents highly increase their skills and talents assigned job to them. 27 respondents are highly increase the skill and talent assigned job training and development program and 3 respondents are moderately in skills and assigned job.

13. From the data analysis it has been found that 100% respondents are satisfied towards methods of training implementing.

14. From the data analysis it has been found that 100% respondents training program helps in the job placement. All 30 respondents are placed in job during training program.

15. From the data analysis it has been found that 100% respondents are feedback was analyzed and interpreted properly to improve the training . All 30 respondents are improved during the training program.

16. From the data analysis it has been found that 80% respondents are very good effectiveness of training development program conducted by the management in overall development of the employees. 20% respondents are good during the training program of effectiveness of training development program conducted by the management in overall development of the employees

17. From the data analysis it has been found that 77% of them are excellent 23% of them were very good and there were no good and poor person

18. From the data analysis it can be interpreted that 100% of the students has been attended all seminars, webinars, podcasts, conference provided during training period.

SUGGESTIONS:

On the basis of the data analysis the following suggestion are made.

1.With proper governmental and social support labours can create sustainable, organized and growth oriented enterprises with a vision for the promotion of micro enterprises that can speed-up the self-employment process across communities and different geographical location in the Durg District.

2. The attitude of elders need to be changed about the potential of girls and their due role in society.

3. Increase in the provision of the percentage of grant under Bhagya Jyhoti scheme to urban slums households.

4. Government policies and regulation regarding business and industries can be formulated with the intent to encourage labours in self employment. Government should take vitial steps to reduce the administrative hurdles especially for womens. Government should ensure transparency in implementation of various policy and programs.

5. This study also suggested that government need to focus on raising the education and skill levels of its citizen so that people and businesses can continue to compete.

6. Employers should invest atleast 5% of their profits, whenever possible, to provide training opportunities for their current employees.

7. The duration of three month training can be increase.

8. Individual must take responsibility for their own careers and employ ability by earning relevant industries certifications and formal education credentials.

CONCLUSION:

As per my survey, I found that “Livelihood Colleges” training programs helps every category of people and of both educated and un-educated people to improve their skills and knowledge to achieve a good job. This helps people to be independent especially to girls and women. This training program reduces un-employment. Along with training program, it also involves candidates in other activities like various games etc.

REFERENCES:

Kothari R.C. and Garg Gaurav (2014), “Research Methodology” Methods and Techniques.

Saxena R.N., Mishra. K.B and Mohanty .K.R. (2009), “Fundamentals of Educational Research.

Sareen shashikala and Sareen Anjani (2012), “Education Research Methods” of Agrawal publications.

Websites:

· www.google.com

· Books.google.co.in

· En.wikipedia.org

Received on 04.06.2018 Modified on 19.06.2018

Int. J. Rev. and Res. Social Sci. 2018; 6(2): 173-182.

DOI: 10.5958/2454-2687.2018.00014.X