Comparación de la turbidez con la DQO de todos los ensayos finales

Srivastava (1966) stated that agricultural employment included labour spent

on crop production and other farm work, labour gratis and those exchanged in farm work.

According to Bishnoi (1966), employment referred to a state of being engaged in production activities.

Mouly (1972) defined employment as a situation in which remuneration in

cash or kind was received in exchange for active, direct and personal participation in the production process.

Sen (1975) viewed employment as one which gave income to those

employed and yielded output. It also gave a person the recognition of being engaged in something worthwhile.

Smith (1976) opined employment as a state in which a person combined

his/her physical and/ or mental efforts with other resources including other human efforts in a production process.

Marly (1977) suggested that employment should be defined in terms of

work, as employment was only the interpretation within a given social and institutional framework of the basic action of work which has two features, (i) it perceived as duty, (ii) satisfaction derived from it is indirect in the sense that a work was not done for its own sake as in game or hobby but for the reward in cash or kind.

Visaria (1980) counted all those who had worked for at least ten days or

more during the month of interview or season preceding the survey as employed. According to Jain (2003), if a person worked at least for one hour but less than four hour he considered to had been employed for half day, if he worked four hours or more during a day he is considered as employed for whole day.

Sharma (2004) opined thatemployment was a contract between two parties,

one being the employer and the other being the employee. In this relationship, the employer conceives of a productive activity, generally with the intention of creating

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financial revenues, and the employee contributes labour to the enterprise, usually in return for payment. Employment also exists in the public, non-profit and household sectors. An employer is any entity that hires employees; it could be a person, a company, an organization or a corporation.

According to Labour Force Survey (LFS), (2006) people aged 16 or over were classified as employed, even if they had done at least one hour of work in the reference week or were temporarily away from a job (for example, if they are on holiday). The number of people in employment was considered to differ from the number of jobs in the economy, because some employed people hold more than one job.

Gangaiah et al., (2006) stated that the employment was the entire service of

an individual performed for some kind of wage, under any type of contract.

In the present study employment was the contract between two parties, one being employee other being the employer in the case firm.

2.2 Training

According to Ferris (1971) training was a systematic development of knowledge, skills and attitudes required by an individual to perform adequately a given task or job.

Raymond Noe et al., (1975) opined that training meant for the planned and

organized activity of a consultant to impart skills, techniques and methodologies to employers and their employees to assist them in establishing and maintaining employment and a place of employment which was safe and healthful.

According to Robertson (1976), training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at technical colleges and polytechnics. In addition to the basic training required for a trade, occupation or profession, observers of the labor-marketrecognize today the need to continue training beyond initial qualifications: to maintain, upgrade and update skills

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throughout working life. People within many professions and occupations may refer to this sort of training as professional development.

Schermerhom et al., (1986) stated that training was the process of making

proficient through instruction and hands-on practice in the operation of equipment, including respiratory protection equipment, that was expected to be used and in the performance of assigned duties.

According to Madaan (1992) training was the learning process that involves the acquisition of knowledge.

Jeff (2001) viewed that training may not be quite the outcome you were

aiming for, but it will be an outcome, not what you dream of doing, but it’s having the knowledge to do it.

According to Strake (2002), training was about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you would be some point of time.

Wayne (2003) suggested that training was activity leading to skilled behavior

and it was not you want in life, but it knew how to reach it, not where you want to go, but it knew how to get there.

In the present study, training referred to maintain upgrade and update skills throughout working life and has specific goals of improving employee's capability, capacity, and performance.