Nidhi Singla

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A

PROJECT REPORT

ON

TRAINING AND DEVELOPMENT OF

WORKERS

CONDUCTED AT

NAHAR SPINNING MILLS LIMITED, LALRU (PB)

SUBMITTED TO:Kurukshetra University, Kurukshetra in the Partial Fulfillment for

the Degree of Master in Business Administration

(SESSION 2006-08)- MBA 3rd

Semester

Under Supervision of : Submitted By:Ms. Shruti Kapoor Nidhi Singla

Faculty, MBA D/O Sh. S.K. Singla

TIMT, YNR Univ. Registration No.03-DA-388

Univ. Roll. No. ...

Tilak Raj Chadha Institute of Management & Technology

(TIMT)(Affiliated to Kurukshetra University, Kurukshetra & Approved by AICTE)

M.L.N. College Education Complex, Yamuna Nagar-135001 (Haryana)

Ph.: 01732-220103, 234110. Fax: +91-1732-220103

E-mail: [email protected], Web Site: www.timt.ac.in
mailto:[email protected]://www.timt.ac.in/http://www.timt.ac.in/mailto:[email protected]


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Contents

Executive Summary

Introduction

Profile of the Study

Justification of the Study

Organizational Structure

Objectives of the Study

Literature Review

Research Methodology

Sampling & Sampling Design

Analytical Tools

Statistical Tools

Data Collection

Hypothesis Testing

Limitations of the Study

Analysis & Interpretation Findings

Recommendations

Policy Implication

Bibliography

Annexures


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SUMMER PROJECT CERTIFICATE

This is to certify that Ms. Nidhi Singla Roll No.1166/06 a student of MBA

has worked on summer project titled Training and Development of Workers

after Semester II in partial fulfillment of the requirement for the program.

Her efforts are really appreciable.

Date: - Signature

Seal: Name of faculty


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PREFACE

Summer training is an integral part of MBA course. It is meant to make the student

familiar with the actual functioning of the real atmosphere of an organization. Apart fromthe theoretical knowledge, we get the practical training to understand the natural and

normal industrial atmosphere through the participation and observations. Project is a

bridge between theoretical and practical knowledge. I, as a student of MBA of TIMT,

took up the industrial training at Nahar Spinning Mills Ltd., Lalru.

Today rapidly changing business world is characterized by Liberalization, Privatization

and Globalization which poses a challenge for management. The information technology

has caused a revolution in the field of communication and manner of doing business as

most of the information/data is available online just with a click of a button resulting in

reduced response time. The business is facing competition not only from the national

players but also from those in the outside world. To be a world class organization is no

longer a pious wish or a matter of pride but it is a prerequisite for the survival.

The challenges for the Training and Development of Workers have increased as never

before. It is imperative for an organization to offer quality goods and services at a

competitive price at the time and place as per the customers requirement.

The project undertaken entitled Training and Development of Workers at NSML is an

attempt to assess the effectiveness of the HRD and training programs with a view to

improve them.

The project has been done up to the best of the researchers abilities but there can be

some errors. She will be highly obliged if they are brought to her notice. She welcomes

the suggestions and criticism from the reader for the improvements in the project.


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ACKNOWLEDGEMENT

A project can never exist and thrive in solitude. Project work is never the work of

an individual. Its more the combination of views, suggestions, contributions and

work involving many individuals. This project also bears the imprint of many

people. Thus one of the pleasant parts of writing this report is the opportunity to

thank all those who have contributed to writing it.

I am grateful to my industrial guide respected Mr. B.K. Sharma (Manager, Training

and Development, NSML) and all the members who has given me a chance to conduct

the research. I would also like to thank my Mr. Banta without whose efforts the work

cannot be accomplished on time.

I am highly thankful to Prof. Dr. R.K. Garg (Director, TIMT) for allowing me to

pursue my project on Training and Development of Workers.

My special thanks to Dr.Vikas Daryal (HOD, MBA, TIMT) and my faculty guide Ms.

Shruti Kapur (Faculty, TIMT) who encouraged me, properly guided me in each and

every possible what through out my training.

I feel self-short of words to thanks my parents and friends who had directly or indirectly

instrumental in the completion of the project. I am indebted to all respondents for their

time passion during the long conversation.

I would like to thank almighty God for blessing showered on me during the completion

of the project report.

Nidhi Singla


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EXECUTIVE SUMMARY

The year was 1949. While their beginning was small the Vision was Big. The burning

desire to evolve grow & one day position itself as a responsible & reputed corporate

entity playing out Its role in improving the peoples quality of life through their products

and services remain a driving force. Its their relentless spirit of enterprise, boundless

enthusiasm, grit determination to live the dream that enabled them to add a new

dimension into their philosophy where commitment leads, Achievement f Blows.

Spinning a web of pure enchantment it seems to be aim and objective of Nahar Spinning

Mills reckoned to be the blue chip in Nahar Firmament. Nahar Spinning Mills Ltd. deals

with the portfolio- cotton and woolen yarns, knitwears, sweaters , fabrics , processing

hosiery garments ,steel,soaps,sugar,infrastructure development ,IT the NAHAR

GROUPS turbo journey into highways of tomorrow however it was severely tested

during the advent of liberalization opening the flood gate of globalization

Training is the process of increasing the knowledge & skills for doing a particulars Job.

It is an organized procedure by which people learn knowledge and skill for a definite

purpose. The purpose of Training is basically to bridge gap between Job requirements

and present competence of an employee. Training is aimed at improving the behavior and

performance of a person. It is a never ending or continuous process. The training

programme has gained additional recognition because of growing acceptance of

education and training as an investment in human capital. Education improves the

knowledge of under standing of employees, while training aims at increasing the

aptitudes, skills and abilities of worker for a specific job

Training is the important sub system of HUMAN RESOURCE MANAGEMENT and

HUMAN RESOURCE DEVELOPMENT. Training is an act of increasing the knowledge

and the skill of employee of doing a particular job. Training Is a short term educational

process and utilizing a systematic and organized procedure by which employee learn

technical knowledge and skills for a definite purpose.


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In nahar, training is considered to be a system consisting of three parts input, processing

and outputs.

New recruits from outside act as inputs, collection of data, collection of information,

needs of training, initial induction schedule are identified, processing also include

transfer of shifts,apprasail,company enjoys trained and competent work force for

productivity and efficiency.

Although there are certain constraints and limitations as wel, but we to look for the

strategic area and study our critical success factors for procurement of best results of

training ,also time to time recommendations and improvement could bring laurels andwonders of course.


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with the new market forces. This really was the essence of their positive VISION 2000

THRUST. It encompassed global aspirations & consolidated brand equity for the

domestic markets. Regard the first, the group's aggressive & market - savvy forays have

helped zoom the export sensex, contributing the one-third of the present turnover of the

group Focusing on the second, market driven-brand extensions relating to there hi -

profile & top rated Monte Carlo line have met with resounding success. Simultaneously,

in tune with the market Demands, the group went in for forward integration for the

Manufacture of greige fabrics, setting up of a modern process house and finally into the

making of garments. On the anvil is the new mantra of the day information technology,

where, hotlines to excellence are being explored.

However, beyond their professional portfolio lies the human face of a group that has

always been deeply entrenched in social upliftment, at every level. Its most concrete

reflections are there for all to see - JAWAHAR LAL OSWAL PUBLIC CHARITABLE

TRUST which runs free dispensaries in remote areas to fulfill the medical needs of the

under - privileged & MOHAN DAI OSWAL MEMORIAL HOSPITAL, promoted by

OSW AL WOOLLEN MILLS but run as charitable institution Catering to a vast cross -

section of society. Creating, developing, consolidating - THE NAHAR GROUP Blazes

ahead constantly re - inventing itself to stay ahead.


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NAHAR - A QUICK REVIEW

PRODUCT RANGE: Spinning, knitting, fabrics. processing, hosiery garments,

knitwear, soap, edible oils, sugar, steel, infrastructuredevelopment & information technology.

8.NAHAR 8RANDS: Monte Carlo, Cotton County, Canterubury.

C. EXPORT MARKETS: USA, UNITED KINGDOM, GERMANY, RUSSIA,

THAILAND, HONG-KONG, SINGAPORE, TAIWAN,

SOUTH KOREA, MALAYSIA, MAURITIOUS, DUBAI,

BAHRAIN, SOUTH AFRICA, CANADA, EGYPT,

ISRAEL & BANGLADESH.

D. GROUP TURNOVER: Rs.22000 million

E. TOTAL EMPLOYEES: 20000

E. EXPORTS EXCEEDING: RS.6200 million

F. DYEING &FINISHING CAPACITY.- 30 million meter's

G. TOTAL PLANTS: 27


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NAHAR SPINNING MILLS LTD.

Spinning a web of pure enchantment seems to be the aim and objective of NAHAR

SPINNING, reckoned to be the blue chip in the NAHAR firmament. Starting out as a tiny

worsted spinning and hosiery unit in Ludhiana, it was incorporated as a Private Limited

company in December 1980 and became a Public Limited company in 1983. The steady

growth in manufacture and export of woolens cotton hosiery, knitwear's and wooden

textiles enabled the company to earn the recognition as an "Export House" followed by a

"Recognized Trading House" by the Government of India in a short span of 8 years. Its

turbo charged performance brought them a host of fresh laurels...they include the

"National Export Trophy" by the Apparel Export Promotion Council. The latest is the

prestigious status of Golden Trading House" in recognition of its continuously

outstanding performance accorded by the Government of India.

In 1992, as a measure of backward integration: the company diversified into Spinning

Industry. Today it has an installed spindle of 95000 spindles. Simultaneously the

company also established an ultra modern facility to manufacture 90 Lac pieces of

Hosiery Garments. Today, Nahar Spinning's T-shirts are being exported to reputed

international brands such as GAP, Arrow, Reebok, Old Navy, Pierre Cardin, Philips Van

Heusen, Izod, Quicksilver, Price Cosfto and many more in its account. An ISO 9002

company, Nahar Spinning has 5 plants, a range 'ofproducts, over 60% of which is aimed

at export markets- USA, UK, France, Netherlands, Japan, Canada, Korea, Taiwan,

Hongkong, Singapore, Egypt and Russia. With a total turnover of Rs. 3372 million and

Net Profit of Rs.268 million, Nahar Spinning surges ahead moving from strength to

strength.

In order to increase its potential it has opened units in various parts of the country. One

of them is Nahar Spinning Mills Ltd. (Mercerising & Dyeing Unit) which was established

in 1999 and the production started on 15 September 2000. This is the thi,rd highly


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sophisticated plant in the country equipped, the latest technology, and a wide range of

testing equipments for the in-house testing up to the garmenting stage. The unit

mercerizes both yarn and fabric. This unit is one of a part of Nahar Group of Companies

headed by Sh. Jawahar LAL Boswell as the Chairman and the complete work of the unit

is taken care by Mr. Tyagi who is the General Manager of the concern. Being a

manufacturing unit, Nahar Spinning Mills, plant capacity presently is, 4.4tons gassed

Mercerised and dyed yarn per day.


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HR POLICY OF THE COMPANY

Policies play a pivotal role in any organization to reach apex of the success.

HR policies are basically inclined towards the management of workforce.In NAHAR SPINNING MILLS LTD., there are numerous policies are implemented to

attain the optimum level of productivity.

Certain policies that are followed in NAHAR SPINNING MILLS LTD are as under

Leave policy

Reward system

Provident fund

Training and development

Team Building Exercise

Referral Polices

International Travel Policy

Global Policy Reimbursement of mobile call expenses company leased.

Accommodation Policies

Medical Insurance

Medium Term Assignment Policy

Transfer and long-term policy

Grade Structure.


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OBJECTIVES OF THE STUDY

Every task or series or task is done for the attainment or certain specified objectives.

Objectives gives the direction . Every study must have an objective for which as the

efforts have to be done . Without objectives no research can be conducted more result

can be attained. The objective of Study focuses on the direction through which the

research problem is sorted out . It guides the researcher and keeps the researcher on track.

So following are the objectives which were kept in mind during training :

1. To assess the level of Satisfaction among the employees Regarding present

Training procedure.

2. To suggest modification in the present training Procedure adopted at NAHAR

Spinning mills ltd.

3. To examine the fairness factor in Training procedure .

4. To study the reaction of the employees regarding training and Development

Programs .

5. To identify how the employees are interested in job Related and Non- Job Related

training Procedures .

6. To identify how the employees Groom up their silks out of job related and non -

related training .

7. To study about the perception of Employees about training .


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TRAINING

CONCEPT OF TRAINING

Training is the process of increasing the knowledge & skills for doing a particulars Job.

It is an organized procedure by which people learn knowledge and skill for a definite

purpose. The purpose of Training is basically to bridge gap between Job requirements

and present competence of an employee. Training is aimed at improving the behavior and

performance of a person. It is a never ending or continuous process. The training

programme has gained additional recognition because of growing acceptance of

education and training as an investment in human capital. Education improves the

knowledge of under standing of employees, while training aims at increasing the

aptitudes, skills and abilities of worker for a specific job.

IMPORTANCE OF TRAINING

(1)Better Quality of Work:

In formal training, the best methods are standard ised and taught to employees.

Uniformity of work methods and procedures helps to improve the quality of product

or service trained employees are less likely t_ make operational mistakes.

(2) Cost Reduction:

Trained employees make more economical use of materials and machinery.

Reduction in wastage and spoilags together with increase in productivity help to

minimise cost of operations per unit.

(3) Reduced Supervision:

Well trained employees tend to be self-reliant and motivated. They need less

guidance and control. Therefore supervisory burden is reduced.


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(4) Low Accident Rate:

Trained personnel adopt the right work methods and make use of the prescribed

safety devices. Therefore the frequency of accidents is reduced. Health and safety of

employees can be improved.

(5) Higher Productivity:

Training helps to improve the level of performance. Trained employees perform

better by using better method of work.

(6) High Morale :

Proper training can develop positive attitudes among employees job satisfaction and

moral are improved due to rise in the earnings and job security of employees.


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TYPE OF TRAINING:

Training is required for several purposes. Accordingly training programmes may be

of following types :

(1)Orientation Training:

Induction or orientation training seeks to adjust newly appointed employees to the

work environment. Every new employee needs to be made fully familiar with his job,

his superiors and subordinates and with the rules and regulations of the organization

Induction training creates self confidence in the employees. It is also own as Pre-job

Training. It is brief & informative.

(2)Job Training:

It refers to the training provided with a view to increase the knowledge and skills of

an employee for improving performance on the job. Employees may be taught the

correct methods of handling equipment & machines used in job. Such training helps

to reduce accidents, waste and inefficiency in the performance no. of the job.

(3)Safety Training :

Training provided to minimise accidents and damage to machinery is known as safety

training. It involves instruction in the use of safety devices and in safety

consciousness.

(4)Promotional Training:

It involves training of existing employees to enable them to perform higher level jobs.

Employees with potential are selected and they are given training before their

promotion, so that they do not find it difficult to shoulder the higher responsibilities

of the new positions to which they are promoted.


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(5)Refresher Training :

When existing techniques become obsolete due to the development of better,

techniques, employees have to be trained in the use of new methods and techniques.

Refresher training is designed to revive and refresh the knowledge and to update the

skills of the existing employees.

(6)Remedial Training :

Such training is arranged to over come the short comings in the behaviour and

performance of old employees. Some of the experienced employees might have

picked up appropriate methods and styles of working. Such employees are identified

and correct work methods and procedures are taught to them.


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TRAINING OBJECTIVES

The main objectives of a training may be defined as follows: '

(a) To impart to new entrants the basic knowledge and skills required for efficient

performance of definite tasks.

(b) To assist the employees to function more effectively in their present positions by

exposing them to the latest concepts, information and techniques and developing the

skills they would require in their particular fields.

(c) To build up a second line of competent officers and prepare them to occupy more

responsible positions.

(d) To broaden minds of senior manager through inter change of experience

within and outside.

TRAINING POLICY:

In order to achieve the training objectives, an appropriate training policy is

necessary. It consists of rules and procedures Concerning training. A training policy

represents the commitment of top management to employee training.

A training policy is required::

(a) To indicate the Company's intention to develop its employees.(b) To guide the design & implementation of training programmes.

(c) To identify the critical areas where training is to be given on a priority basis.

(d) To provide appropriate opportunities to employees for their own betterment.


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STEPS INVOLVED IN THE TRAINING PROGRAMME:

A well known formula applied for training will be "Prepare the employee, tell him the

essentiality, show him, let him do & check him."

(a) Discovering the Training needs i.e. necessity of training:

The very important purpose behind training should be defined. It requires job analysis.

The need can be ascertained by :

1. Observation at the place of work i.e. examination of the Job.

2. Interview with the supervisors and employees.

3. Comparative study of good v/s bad employees with a view to identify the training

gap.

4. Production reports.

5. Personnel records.

6. Review of literature on the Jobs available in an organisation and the machine

used.

7. Job knowledge, tests, work sampling and diagnostic lessons.

In India training needs are determined on the basis of supervisory

recommendations, job analysis, performances and requirements, employees suggestions.

To determine where training emphasis should be placed within the

organization it should discover the critical areas where training should be given on

priority basis.

(b) Getting ready for the Job i.e. to determine who needs to be trained:

i.e. whether the training is essential only for newer employees or also for old employees

or for supervisory staff or for selected employees? It also includes what the learner must

be taught efficiently economically, intelligently & safely. The right tools to be applied the

duration of training, the place of training etc.


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(c) Preparation of the Trainee or Learner :

i.e. to create his interest and desire for learning.

(d) Presentation of operations and Knowledge:

i.e. operational analysis Instructions should be given clearly completely and particular

emphasis should be put on the key notes so that the learner should be made to perform his

job with maximum effectiveness.

(e) Performance try-out

This step consists in testing the trainee and in evaluating the effectiveness of the

training programme.

(i) Giving oral or written test to ascertain what he has learnt.

(ii) Observing trainees on the job it self and administering performance test.

(iii) Finding out individuals or groups reaction to training programme.

(iv) Eliciting the opinion of Judgment of the top management about training.

(v) Arranging structured interviews, questionnaire etc.

(vi) Comparing the results after and before training.

(f) FOLLOW - UP

Follow up is utmost essential with a view to test the effectiveness of training efforts. It

includes :

1. Putting a trainee on hisJob.

2. Checking frequently to be sure that he has followed instructions.

3. Taping extra supervision and close follow-up until he has qua1ified to work

under nominal conditions. Such follow up should be conducted periodically with

a view to make training programme more effective.


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TRAINING METHODS

(A) On the Job Training

In this method the trainee is placed on a regular job and taught the

skills necessary to perform it the trainee learns under the guidance and supervision of the

superior or an instructor. The trainee learns by observing and handling the job.

On the Job Method:

Several methods are used to provide on the job training eg. :

Experience, coaching, under standing. Position rotation.

Special Projects and task.

Committee assignments.

Selective readings.

(1) Experience :

Coaching and under standing, learning by experience is the most effective method.

The job coaching has also got an effective approach, but this method is rather wasteful

and time consuming.

(2) Position rotation:

The object is to broaden the background of the trainee in the:; business. If the trainee is

rotated from one job to another he acquires general background and gets broader

experience. Managers are sent through different jobs so that they can get experience of all

the departments.


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(3) Special Projects:

It is highly useful and flexible training device. The projects are valuable for training. The

Projects are devised from individual weakness and experiences. Trainees not only acquire

knowledge but also know how to work with and related to jobs.

4) Committee Assignments:

Clearly related to the special Projects there are regular and hoc committees and

assignments will be given to them. While performing assignments they are provided with

general information and their efficiency can be developed.

(5) Selective Reading:

Specific time will be resumed in the daily routine for the purpose of reading only. Such

reading will be helpful to advance the general knowledge and background conceptual

ability will also be increased.

[B] OFF THE JOB TRAINING

The use of such methods requires the trainee to leave his work place and devote his entire

time to the development objective. Development is regarded of Primary importance and

the work is of secondary importance.

Off the Job Methods:

( I ) Special Courses or Classes.

(2) Role Playing.

(3) Sensitivity training

(4) Structured in sight

(5) Simulation

(6) Conference Training

(7) Multiple Management

(8) Special Meetings.


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(1) Special Courses :

The firm or organization may establish special courses or even schools, colleges or

institutions will establish such courses.

But such courses are usually tending towards education certain programmes can be

arranged by the co-operation between academic institutions and organizations.

2) Role Playing :

It is organized just to increase the trainee's skill in dealing with other people i.e.

particularly development of human relations and decision making ability, conflict

situation is artificially created and trainee is assigned a strategic position. The roles are

assigned to trainees. And it will develop tendency how to control the situation.

(3) Sensitivity Training :

The object is that of the development of awareness and sensitivity to behavioral patterns

of one self and others. It involves face to face learning about original behaviour within a

small group that needs continually for time, as long as one or two weeks. It is less

artificial than role playing.

(4) Structured Insight :Traditional Methods are many times ineffective and not much more useful for practical

purposes. While laboratory approach is very costly and hence this approach has been

developed. Emphasis is placed upon systematic collection of the trainee's attitude and

assumptions concerning the motives, abilities and attitudes of others, particularly his

subordinates. This followed by a similar questionnaire assessment of his preferences in

leadership styles. Group discussions is followed then there are organized presentation and

discussions of such subjects as the fundamental nature of people.

(5) Simulation :

It is similar to role playing the trainee is provided with complex situation and is asked to

take decision.


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( 6) Conference Training :

Useful for conference members and leaders. As a conference member, one can learn from

the others by comparing his own opinion with that of the others. He is taught to respect

the view points of others. It also develops analytical frame work of mind and questioning

attitude.

(7) Special Meetings:

Special meetings for one or two days will be conducted to discuss the manners on special

subjects. It consists of a series of aspects with subsequent question periods.


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INTERNAL TRAINING PROGRAMMES

The company must accept the responsibility to train the necessary personnel. Good

companies not only decide their own programme but also send their personnel to other

organisations.

1. Delegation :

Without delegation of authority and providing with an additional responsibility,

subordinates can not achieve higher performance. The subordinates should be made to

take the decisions so that leadership can be developed.

2. Job Rotation :

Subordinates should be moved to different jobs for specific time so that they come to

know about them.

3. Promotions and Transfers:

With a view to acquire further skill, transfers will also broaden the expense and thinking

capacity of trainees and get them ready for promotion to higher post.

4. Appointment on Assistants to:

A much used and abused position is of ' assistant to'. This position is that of staff

responsibility and is merely a training device i.e. to learn by observing the job of

superiors.

5. Membership of Committees and Junior Boards:

Committees compiling of managers of discent development can be, formed. It can

constitute a training ground for developing broader insight in the manages who are the

members of such committees.


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EXTERNAL TRAINING FACILITIES

External Training Facilities i.e. mainly educational facilities by associations and

universities. In lndia many universities established departments for management studies.

While some specialized institutions have also established ego Indian institute of

Management at Calcutta, Ahmedabad, Bangalore etc. and because of which Management

as a career or provision is becoming more and more popular.

VESTIBULE TRAINING

In this method a training centre called vestibule is set up and actual job conditions are

duplicated or simulated in it. Expert trainers are employed to provide training with the

help of equipment and machines which are identical with those is used at the workplace.

APPRENTICESHIP TRAINING

In this method, theoretical instruction and practical learning are provided to trainees in

Training Institutes. In India the Government has established Industrial Training Institute

(ITI's) for this purpose under the apprenticeship Act 1962. Employers in specified

industries are required to train the prescribed number of persons in 'designated trades'.

TI1 aim is to develop all round craftsmen. Generally a stipend is paid during the training

period. Thus, it is an "earn when you learn" Scheme.

INTERNSHIP TRAINING

It is a joint programme of Training in which educational Institutions and business firms

cooperate. Selected candidated carry on regular studies for the prescribed period. They -

also work in same factory or office to acquire practical knowledge and skill. This method

helps to provide a good balance between theory & practice. But it involves a long time

period due to slow process. This method of training is used in professional work ego

MBBS, CA, ICWA, Company Secetaries etc.


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EVALUATION OF TRAINING

Evaluation of any activity is important since evaluation, by bringing to the "weaknesses

and failures strengths and successes " helps to improve training methods. Such an

evaluation would provide useful information about the effectiveness of training as well as

design of future training programmes.

EVALUATION PROCESS

(1) The first step in the evaluation process is to identify the areas of training to be

evaluated.

(2) The next step would be to decide on the strategies and methods to be used in

collecting the relevant information.

(3) It has then to be Tabulated, analyzed, interpreted. Interpretation gives an

indication of areas that need improvement.

(4) Methods of evaluation observation, ratings, trainee surveys and traineeinterviews


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CRITERIA IN EVALUATION

Evaluation of training effectiveness in the process of obtaining information on the

defects of a training programme. Evaluation involves controlling and correcting the

training Programme. The basis of evaluation and mode are determined when the training

programme is designed Training Effectiveness can be measured in terms of following

criteria.

(1) Reactions

A training programme can be evaluated in terms of the trainees

reactions to the objectives, contents and methods of training. If trainees considered the

programme worthwhile and like it, the training can be considered effective,

(2) Learning

The extent to which the trainees have learnt the desired knowledge and

skill during the training period is a useful basis of evaluating training effectiveness.

(3) Behavior

Improvement in the Job behavior of the trainees reflects the manner and

extent to which the learning has been applied to the Job.

(4) Results

The ultimate Results in terms of productivity improvement, quality

improvement, cost reduction, accident reduction, reduction in labor turnover and

absenteeism are the best criteria for evaluating training effectiveness.


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METHODS OF EVALUATION

Several methods can be employed to collect data on the out comes of training.

1. Asking the trainees to follow up evaluation fans.

2. Using questionnaire to know the reactions of trainees.

3. Giving oral and written tests to trainees to ascertain how far he have learnt.

4. Arranging structured interviews with the trainees.

5. Comparing trainees performance on the Job before and after training.

6. Cost benefit Analysis of the training Programme.


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JUSTIFICATION OF THE STUDY

Each study poses certain strategies and objectives for where one is to work upon .

Training and Development of workers at NAHAR spinning mills ltd. Was assigned to

me Training and development has a keen importance in the field of Human Resource

Management rather it is backbone of the organization .

Training is required on account of the following reasons:

(1) Job requirement:

Employees selected for a job might back the qualifications required to perform the

job effectively. New and in experienced employees require detailed instruction for

effective performance on the job. In some cases, the past experience attitudes and

behavior patterns of experienced personnel might be inappropriate to the new

organization. Remedial Training should be given to such people to match the needs of the

organization. New employees need to be provided orientation training to make them

familiar with the Job and the organization.

(2) Technological Changes:

Technology is changing very fast. Now Automation and mechanisation are being

increasingly applied in offices and service sector. Increasing use of fast changing

techniques requires training into new technology.

For instance, staff in Public Sector bank are being trained due to computerization of

banking operations. No organization can take advantage of latest technology without a

well trained Personnel.

3) Organization Viability:

In order to survive and grow an organization must continually adopt itself to the

changing environment with increasing Economic liberalization and globalization in India,

business firms are experiencing expansion growth and diversification. In order to face

international Competition, the firms must upgrade their capabilities. Existing Employees


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need refresher Training to keep them abreast of new knowledge. Training programmes

foster the initiative and creativity of employees and help to prevent obsolescence of

skills.

(4) Internal Mobility

Training becomes necessary when an employee moves from one Job to another due to

Promotion and transfer. Employees chosen for higher level jobs need to be trained before

they are asked to perform the higher responsibilities training is widely used to prepare

employees for higher level jobs.


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ORGANIZATIONAL STRUCTURE OF HUMAN RESOURCE

DEPARTMENT

CHAIRMAN

MANAGING DIRECTOR

CHIEF EXECUTIVE (UNIT HEAD)

VICE PRESIDENT (P & A)

MANAGER (P & IR)

ASSTT. EXECUTIVE EXECUTIVE (P &IR) SECURITY

(TIME OFFICE) OFFICER

ASSISTANT TRAINING SECURITY

IN-CHARGE INSPECTOR

TIME KEEPER TRAINING SECURITY

SUPDT. GUARD

TRAINING JOBBER


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LITERATURE REVIEW

Rao P. Subba, Human Resource Management and Industrial Relation3 , pp 245-

279, Himalaya Publication Defines Training its methods, importance from this

reference we got the insight between job specification and employees

specification.

Symbiosis Centre for distance learning33. pp 133, HRM gave a notion about goal

of training which depicts that all job related training is to achieve long term

improvements.

Diwadi R. S., Managing Human Resource and Industrial Relation5, p 212, 2000

edition, Galgotia Publication Co., New Delhi have depicted about the evaluation of

the training procedure.

Memoria C. B. , Personnel Management34, 2006 edition, pp 135, Himalaya

Publishing House Mumbai , Enlighten the role of different methods of training.

Prasad , L. M., Human Resource Management7, pp 357, IInd edition, Sultan

Chand and Sons, Told about the general view of training and development

procedure.

Saiyadain Mirza, Human Resource Management12, III Edition, had focused over

the objectives of the training. Ivancervich John., Human Resource Management15, pp 392-406, IX Edition, Tata

McGraw Hills, give the process of training

Matina Enqine & Beech Nic, The essence of HRM17, pp 157-165., IIIrd Edition,

Phi Pvt. Limited give the Idea of Ingredients of successful training procedure.

Ivancervich John., Human Resource Management21, pp 392-406, IX

MBA Review, The ICFAI University Press15, October , 2007, pp 45, Article about

personality development give insight about the personality development during

training.

Indian Management AIMA22 gave the insight to study the relationship between

management and human resource..

www.citehr.com26 gave the article on emerging trends.
http://www.citehr.com/http://www.citehr.com/http://www.citehr.com/


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http://www.workforce.com/section11/27 gave the novel ideas over the training and

development.

Human Capital27, June 2007, has consented over work place diversity and hence

training development.

Tripathi Need in HRD and HRD in Indian Context30, pp 15 gave the idea of

Human Resource and its justification.

Owmnahar.com25 gave the view of culture and history of nahar organization.
http://www.workforce/http://www.workforce/http://www.workforce/


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RESEARCH METHODOLOGY

Meaning of Research

The term research refers to search of something new that can solve a problem. Research

must have a specific objective which is called research problem. On the basis of the

problem, researcher sets hypothesis. The goal of the research process is to produce new

knowledge, which takes three main forms:

Exploratory research:- which structures and identifies new problems

Constructive research:- which develops solutions to a problem

Empirical research:- which tests the feasibility of a solution using empirical

evidence

Casual research:- which is related to day to day problems or for casual problems

Descriptive research :-I have adopt the DESCRIPTIVE research design and in this

research design I have tried to study the training and development methods being

adopted by the organization. .


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DATA COLLECTION

For any study there must be data for analysis purpose. Without data there is no

means of study. Data collection plays an important role in any study. It can be collected

from various sources. I have collected the data from two sources which are given below:

1. Primary Data: Primary data is that data which is collected for the first

time and thus happened to be original in nature.

Questionnaire

Personal Investigation

Observation Method

Information from correspondents

Information from superiors of the organization

2. Secondary Data: Secondary data is that data which already been collected

and passed through the statistical process.

Published Sources such as Journals, Government Reports, Newspapers

and Magazines etc.

Unpublished Sources such as Company Internal reports prepare by them

given to their analyst & trainees for investigation.

Websites like NAHARS official site, some other sites are also searched to

find data.

SAMPLE AND SAMPLING DESIGN

Target Population : Employees at Nahar Spinning Mills Ltd. UnitIII


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Sample Unit : Individual

Sampling Size : 60 individuals

Sampling Technique : Non Probabilistic Sampling

Sampling Area : Nahar Spinning Mills Ltd. UnitIII

Data Collection : Employees were personally contacted for distributing as

well as collecting the questionnaires. They were made

aware of the objective of the study. While collecting the

questionnaires, their general opinions were also asked

about various questions and this information is also used

for drawing conclusion.


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STATISTICAL TOOLS:-

Statistical tools are the basic measures, which helps in defining the relation between

different items, present, past and future trend of the future trend of the particular business

etc. A wide variety of statistical tools are available and any of them can be used by any

businessman depending upon the nature of his trade. Various statistical tools are:-

Correlation

Regression

Time Series

Index Numbers

Probability Distribution

Hypothesis Testing

Here we use Correlation statistical tool to define the relationship between Sales and Profit

(of past five years) of the company. So, before using the tool we should have the

knowledge about that statistical tool. Therefore this tool is defined as under:-


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CORRELATION

Some important definitions of correlation are given below:

1. Correlation analysis deals with the association between two or ore variables-

Simpson and Kafka.

2. If two or ore quantities vary in sympathy, so that movement in one tend to be

accompanied by corresponding movements in the other, then they are said to be

correlated-Conner.

3. Correlation analysis attempts to determine the degree of relationship between

variables.

4. Types

Correlation is classified in several different ways. Three of the most important ways are:-

Positive and Negative Correlation: When two variable X and Y move in

same direction is Positive Correlation and when both variables move in

opposite direction that is Negative Correlation.

Simple, Partial and Multiple Correlations: When we study the relationship

between two variables only that is Simple Correlation. When three or more

variables are taken but relationship between any two of the variable is studied,

assuming other variables as constant that is Partial Correlation and when we

study the relationship among three or more variables that is Multiple

Correlation.

Linear and Curvy-Linear Correlation: when the ratio of change of two

variables X and Y remains constant throughout, then they are said to be Linear

Correlated and when the ratio of change between the two variables is not

constant but changing, then correlation is said to be Curvy-Linear.


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DEGREE OF CORRELATION:-

Sr. No. Degree of

correlation

Positive Negative

1 Perfect correlation +1 -1

2 High Degree of

correlation

Between +.75

to+1

Between -.75 to-1

3 Moderate Degree of

Correlation

Between +.25

to+.75

Between -.25 to-.75

4 Low Degree of

Correlation

Between 0 to+.25 Between 0 to-.25

5 Absence of

Correlation

0 0


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CHI -SQUARE

Fisher's exact test: check this option to perform the Fisher's exact test for a 2 2

contingency table.

" one-tailed " / " two-tailed": choose the type of Fisher's exact test, either one-tailed or

two-tailed.

Monte Carlo I: check this option to perform the approximate calculation of the p-value

using the exact test for an R C contingency table, using a Monte Carlo test.

Iterations: enter the number of iterations for the Monte Carlo method that

approximates the p-value of the exact test for a R C contingency table. The fewer theiterations, the less accurate the approximation. Value within [1000, 1000000]. Default

value: 50,000.

Monte Carlo II: check this option to perform the Monte Carlo simulations of R C

contingency tables having the same margin properties as the input table.

Repetitions: enter the number of repetitions for the Monte Carlo procedure. The

fewer the iterations, the less accurate the approximation. Value within [100, 1000000].

Default value: 10,000.

Combinations: check this option to display a table with the combinations of categories in

rows and in columns. This table contains the same information as the contingency table

and the table of percentages in relation to the total size, but the information is presented

in a different format.

Observed frequencies: check this option to display the contingency table to which the

marginal totals and the total have been added.

Expected frequency: check this option to display the table of expected frequencies

calculated assuming that the rows and columns in the contingency table are independent.


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Contributions to Chi-square: check this option to display the table of the basic

contributions of each cell in the contingency table for the Chi-square value calculated for

the entire contingency table.

Chi-square by cell: check this option to display a table that shows a) whether the

observed frequency is greater than, less than, or equal to the expected frequency, and b)

the result of the partial Chi-square test called the "Chi-square by cell" test. The "Chi-

square by cell" test is a Chi-square test calculated on a table with four cells: one cell

represents cell [i,j] in the original contingency table, the other cells represent frequencies

for row i minus cell [i,j], for column j minus cell [i,j], and for the rest of the table.

Percentages/proportions in relation to rows: check this option to display the table of

percentages or proportions compared to the sums of the rows.

Percentages/proportions in relation to columns: check this option to display the table of

percentages or proportions compared to the sums of the columns.

Percentages/proportions in relation to total: check this option to display the table of

percentages or proportions compared to the total.

"Percentages" / "Proportions": choose the display mode for the three previous tables,

either as percentages (values between 0 and 100), or as proportions (values between 0

and 1).


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WHY TO USE CORRELATION?

Different type of statistical tool are available but for using specifically

correlation is of having a major reason i.e. Only this and this statically tool was giving the

satisfactory result. I have to show the relationship between sales and profit which can

be purely defined with the help of this statistical tool only.

Further more with the help of Time Series Analysis we can define the future

trend of the business by using Trend Analysis but my main motive is to find out the

relationship between sales and profit of the company thats why I use this Particular type

of tool only.

Why to use Karl Pearsons Coefficient of Correlation?

Quantitative Method.

Best method of working out Correlation Coefficient.

Knowledge of Degree of Relationship.

Here we are using the Short Cut Method if Carl Pearson Coefficient of Correlation on the

basis of Assumed mean we will find out the relationship between the variables-Sales andProfit and the related formula for this is:-

r = N dydx - (dx) (dy)

N dx2

- (dx)2

N dy2

- (dy)2

Where

N = Number of Observations

dx =deviations from X (X-A)

A =Assumed Mean

Dy =deviations from Y (Y


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MULTI DIMENSIONAL SCALING

XLSTAT 7.1 - Multidimensional Scaling (MDS) - 9/26/2007 at 11:54:21 AM

Dissimilarity matrix: workbook = Book1.xls / sheet = Sheet1 / range = $B$2:$E$5

Uniform weighting (default)

No missing values

Metric Multidimensional ScalingMultidimensional Scaling model: absolute

Stress used for the results: Kruskal's stress-1

Dimension of the representation space: 4

Repetitions: 10

Seed of the pseudo-random numbers generator: 1094498164

Iterations: 50

Convergence: 0.0001

Space with 4 Dimensions:

Model: Dij= Pij

Observation coordinates:

Observation Dim1 Dim2 Dim3 Dim4

Highly Satisfied 1.898 0.332 3.574 1.854

Above satisfied level 0.542 -1.759 16.018 0.764

Below satisfied level 3.965 2.689 -10.622 3.622

Dissatisfied -6.405 -1.263 -8.971 -6.241


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Distances measured in the representation space:

HighlySatisfied

Above satisfiedlevel

Below satisfiedlevel Dissatisfied

Highly Satisfied 0 12.737 14.645 17.157

Above satisfied level 12.737 0 27.374 26.870

Below satisfied level 14.645 27.374 0 14.938

Dissatisfied 17.157 26.870 14.938 0

Ideal distances calculated using the model (disparities):

HighlySatisfied




Above satisfied level 10.000 0 30.000 27.000

Below satisfied level 12.000 30.000 0 15.000

Dissatisfied 17.000 27.000 15.000 0

In the case of the absolute model, the disparities are equal than the dissimilarities

Residual distances:

HighlySatisfied




Above satisfied level 2.737 0 -2.626 -0.130

Below satisfied level 2.645 -2.626 0 -0.062

Dissatisfied 0.157 -0.130 -0.062 0


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Comparative table:

Pair Dissimilarity Disparity DistanceDissimilarity

rankDisparity

rankDistanc

rank

Highly Satisfied - Above satisfied level 10.000 10.000 12.737 1 1

Highly Satisfied - Below satisfied level 12.000 12.000 14.645 2 2

Below satisfied level Dissatisfied 15.000 15.000 14.938 3 3

Highly Satisfied Dissatisfied 17.000 17.000 17.157 4 4

Above satisfied level

Dissatisfied 27.000 27.000 26.870 5 5 Above satisfied level - Below satisfiedlevel 30.000 30.000 27.374 6 6

In the case of the absolute model, the disparities are equal than the dissimilarities

Summary of repetitions:


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Repetition Iterations Initial stress Fin. stress

1 27 0.412 0.095

2 26 0.424 0.095

3 27 0.459 0.095

4 26 0.533 0.095

5 28 0.486 0.095

6 26 0.362 0.095

7 28 0.648 0.095

8 28 0.439 0.095

9 26 0.481 0.095

10 30 0.622 0.095

In bold, repetition corresponding to the best solution that XLSTAT found

Interpretation:As we can see the observed values are near towards trend line so we can interpret the disparity and the dissimilarity among this data is

quite negligible.


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HYPOTHESIS TESTING

CHI SQUARE TEST

XLSTAT 7.1 - Tests on Contingency Tables (Chi-square...) - 9/26/2007 at 11:55:25 AM

Data: workbook = Book1.xls / sheet = Sheet1 / range = $B$2:$E$5 / 4 rows and 4 columns

In case of square table, the Cohen's Kappa is calculated

Independence tests between the rows and columns in the contingency table:

Chi-square test:

Chi-square (observed value) 15.120

Chi-square (critical value) 16.919

DF 9

One-tailed p-value 0.088

Alpha 0.05

Decision:At the level of significance Alpha=0.050 the decision is to not reject the null hypothesis of independence between the rows and thecolumns.

In other words, the dependence between the rows and the columns is not significant.

Chi-square likelihood ratio test (Wilks' G):

Wilks' G (observed value) 17.624

Wilks' G (critical value) 16.919

DF 9

One-tailed p-value 0.040

Alpha 0.05


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Decision:

At the level of significance Alpha=0.050 the decision is to reject the null hypothesis of independence between the rows and the columns.

In other words, the dependence between the rows and the columns is significant.

Table of the statistics testing the independence rows/columns:

Value DF p-value

Chi-square 15.120 9 0.088

Wilks' G 17.624 9 0.040

Table of the coefficients:

Coefficient Value

Pearson's Phi 0.251

Cramer's V 0.145

Tschuprow's T 0.145

Contingency coefficient 0.243

Theil's U (R|C) 0.026

Theil's U (C|R) 0.029

Averaged Theil's U 0.028

Goodman and Kruskal tau (R|C) 0.021Goodman and Kruskal tau (C|R) 0.016

Averaged Goodman and Kruskal tau 0.018

Cohen's Kappa -0.039


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CORRELATION

XLSTAT 7.1 - Correlation Tests - 9/26/2007 at 11:57:10 AM

Variable 1: workbook = Book1.xls / sheet = Sheet2 / range = $B$4:$B$8 / 5 rows and 1 column

Variable 2: workbook = Book1.xls / sheet = Sheet2 / range = $C$4:$C$8 / 5 rows and 1 column

Significance level: 0.05


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Pearson's correlation coefficient test (parametric test):

Observed value 0.988

Two-tailed p-value 0.002

Alpha 0.05

Decision:At the level of significance Alpha=0.050 the decision is to reject the null hypothesis of absenceof correlation.

In other words, the correlation is significant.

Interpretation:At the level of significance Alpha=0.050 the decision is to reject the null hypothesis of absence of correlation. Thus we can conclude the abovecorrelation is significant.


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LIMITATIONS OF THE STUDY

The limitation of the study includes the weak points that are not covered during the

study. A person cant analyze all aspects of the study. Sometimes he forgot some factors

or sometimes he is not able to study the impact of these factors because of time

constraints or limited recourses.

The Size of the sample use i.e. 60 in the study is very small which may influence

the finding of the study.

Non responses or wrong responses of the employees is also act as the constraint in

the collection of the relevant information,

Some respondents were not feeling relevant in telling what they personally feel.

They were giving views from industries angle rather than the personal point of

view.

The study was confined to the selected employees only.

Time frame of the study was not sufficient in establishing any trends.

Non relevant and slightly negative attitude of some employees towards this

survey.

Time constraint is also there due to this I cant survey the whole unit.

Budgetary constraints enforce me to cease somewhere.


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ANALYSIS AND INTERPRETATION

WHAT DO U THINK TRAINING & DEVELOPMENT PROGRAMS ARE?

RESPONSES PERCENTAGE

BENEFICIAL PROGRAMME 69

PROVIDE SOME KNOWLEDGE 12

NO IDEA 10

OFFICIAL BONDAGE 7

MERE TIME WASTE 2

INTERPRETATION:

ABOUT 69% OF EMPLOYEES FEEL T & D PROGRRAME TO BE BENEFICIAL

AND 19% FEEL IT TO BE WASTEFUL.

0

10

20

30

40

50

60

70

P

B P

S K

N I

OB

T W


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WOULD YOU LIKE TO UNDERGO TRAINING IN FUTURE.?


HIGH INTEREST 45

OPTIMUM LEVEL OF INTEREST 26NO INTEREST 7

LOW LEVEL INTEREST 13

LOWEST INTEREST 9

INTERPRETATION:

71% OF THE WORKERS ARE INTERESTED IN TRAINING PROGRAMMES,

HOWEVER29% ARE NOT AT ALL INTERESTED.

0

5

10

15

20

25

30

35

40

45

H I OLI NI LLI LI

%


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WHAT SHOULD BE THE DURATION OF TRAINING?


0-1 MONTHS 42

1-2 MONTHS 18

ANY TIME 27

6 MONTHS 8

> 6 MONTHS 5

INTERPRETATION:

ABOUT 60% OF THE EMPLOYEES THINK TRAINING TO BE SCHEDULED FOR

THREE MONTHS AND 40% IT TO BE EXTENDED BEYOND 6 MONTHS.

1 M

>1M

A T

6 M

>6M


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YOUR INTEREST IN JOB RELATED TRAINING WAS..


VERY HIGH 10

HIGH 74

NIL 0

LOW 12

LOWEST 4

INTERPRETATION

EMPLOYEES INTERESTED IN JOB RELATED TRAINING IS 75% AND ABOUT

15% ARE NOT INTERESTED.

10

74

0 12

4

BENEFIT OF JOB RELATED TRAINING

VERY HIGH HIGH NIL LOW LOWEST


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DID JOB RELATED TRAINING BENEFIT YOUR SKILLS


VERY HIGH 78

HIGH 12

NIL 0

LOW 1

LOWEST 2

INTERPRETATION:

90% OF THE EMPLOYEES THINK JOB RELATED TRAINING TO BE

BENEFICIAL PROGRAMME AND 3 TO 4% THINK IT TO BE USELESS.

78

12012

BENEFITS OF JOB RELATED TRAINING



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YOUR INTEREST IN NON-JOB RELATED TRAINING WAS


VERY HIGH 13

HIGH 11

NIL 35

LOW 31

LOWEST 10

INTERPRETATION:

EMPLOYEES INTERESTED IN NON JOB RELATED TRAINING IS 25% AND

ABOUT 75% HAD LOW INTEREST.

13

11

35

31

10

INTEREST IN NON-JOB RELATED TRAINING



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DID NON-JOB RELATED TRAINING BENEFIT YOUR ABILITY


VERY HIGH 16

HIGH 25

NIL 13

LOW 29

LOWEST 17

INTERPRETATION:

40% OF THE EMPLOYEES FIND NON JOB RELATED TRAINING USEFUL

HOWEVER 60% DID NOT FIND IT USEFUL.

16

25

13

29

17

BENEFITS OF NON-JOB RELATED TRAINING



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MODE OF TRAINING SHOULD BE


ON THE JOB 57

OFF THE JOB 23

NO IDEA 15

DISTANCE LEARNING 3

ONLINE 2

INTERPRETATION:

MODE OF TRAINING SHOULD BE ON THE JOB IN THE VIEW POINT OF 42%

OF THE EMPLOYEES AND REMAINING PREFER SOME OTHER METHODS.

0

10

20

30

40

50

60

ON THE

JOB

OFF THE

JOB

NO IDEA DISTANCE

LEARNING

ONLINE

57

23

15

3 2

MODE OF TRAINING


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AN INSTRUCTOR SHOULD BE


AN EXISTING EMPLOYEE 17

EXPERT CALLED FROM OUTSIDE 29

NO IDEA 36

ANYONE 4

YOUR BOSS 14

INTERPRETATION:

AN INSTRUCTOR SHOULD BE EXISTING EMPLOYEE ACCORDING R TO 17%

OF THE EMPLOYEES AND 29% THINK THE TRAINER SHOULD BE CALLED

FROM 29%.

17

29

36

4

14

INSTRUCTOR

AN EXISTING

EMPLOYEE

EXPERT CALLED

FROM OUTSIDE

NO IDEA

ANYONE

YOUR BOSS


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WHAT FACILITIES TO YOU EXPECT DURING YOUR TRAINING


TEA 33

SNACKS 12

OTHER FACILITIES 6

COLD DRINKS 31

SHORT BREAK 18

INTERPRETATION:

45% OF WORKERS SUPPORTED TEA AND SNACKS AS FACILITIES DURING

TRAINING AND ABOUT 18% OF PREFERRED SHORT BREAKS.

33

12

631

18

FACILITIES

TEA SNACKS OTHER FACILITIES COLD DRINKS SHORT BREAK


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FINDINGS

Findings are the essence of the study. In the time frame of my training I found certain

results. That are:

The company gives preference to "on the job training procedure".

The company uses recommendation from present employee for the improvement

in training procedure.

The company has provision for the training & development programme for all the

workers working in the organisation.

About 81% of the workers find training & development programme beneficial.

19% of the workers find training & development programme wasteful.

About 71% of the employees showed interest in training.

29% of the employees had low level interest towards training & development

programme.

60% of the employee have notion not to exceed duration of training more than

three months.

But some of the employees think it to schedule towards the duration of six months

and more.

84% of workers are interested in job related training.

16% have low level interest in job related training.

About 90% of the employee feel that training benefit them and help them

grooming up their skills.

Only few did not find it successful.

About 15% find non-job related training be useful.


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RECOMMENDATIONS

Recommendations are very necessary for an organisation to revamp and to hone the skills

of its workforce and hence accelerating its productivity, efficiency and effectiveness.

Company should use fair and just training procedures. Company should use performance test for evaluating the success of training

procedure.

Policies regarding training should be flexible so that necessary changes can be

brought as and when necessary.

Company should try to motivate its employees for active participation in training

programmes.

Time to time surveys should be done so as to improve training programme

methods.

Congenial environment should be imparted for workers and employees as they are

the assets of the organisation.

Regular checks and vigilance should be done for the effective training programme.

Certain personality development programmes should be conducted for the

betterment of the manpower in the organisation.

Sports and recreational facilities should be started so as to improve the disguised

talents of the workers.

Certain awards and appreciation during training and their job would bring wonders

of course.


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POLICY IMPLICATIONS

Policy is a set of actions that are frame so as to achieve certain stated goals and

objectives but it is not necessary at all the times to get fruitful results . policy are

framed to strive goals and objectives . Nothing is perfect in this world so certain

recommendations were offered to the organization where we think the company can

revamp. Suggestions would be absorbed by the company whenever there is a

reformulation and restructuring of the these policies.

Following are the suggestions :

1. During training procedure , many times we visited workers canteen but the

hygienic conditions and facilities provided them are not appropriate, I

recommended human resource manager for the betterment of the same .

2. Companys Doctor is over loaded so one assistant should be a pointed to

him for imparting better medical facilities .

3. Visitors lounge should be that would help in creating edge over minds of

visitors .

4. Time office should be automated as the technology is advancing .

5. Some recreational facilities should be stated so as to improve workers

interest in the organization .

6. Some sports facilities should be initiated to a certain level for betterment of

the employees .


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BIBLIOGRAPHY

Ashwathappa K. ; Human resource Management ; X Edition ; Tata-McGraw Hill

Dessler Gary; Human Resource Management ; VIII Edition ; Pearson Education

Rao Suba P. ; Essentials of Human Resource Management & Industrial Relations(Text cases & Games) ; II Edition ; Himalaya Publishing House

Chhabra T. N. ; Human Resource Management Concepts & Issues ; V Edition ;

Dwivedi R. S. ; Managing Human Resources Personnel Management in Indian

Enterprises ; I Edition ; Galgotia Publishing Company

Bhattacharya Dipak ; Human Resource Planning ; II Edition ; Excel Books

Prasad L. M. ; Human Resource Management ; II Edition ; Sultan Chand & Sons

Rao V. S. P. ; Human Resource Management (Text & Cases) ; II Edition ; Excel

Books

Bernardi John H. ; Human Resource Management ( An Experimental Approach );

IV Edition ; Tata- McGraw Hill

Dowling Peter & Welch Denice ; International Human Resource Management

(Managing People in a Multi National Context) ; IV Edition; Thomson South

Western

Beardwell Inn & Holden Len ; Human Resource Management- A Contemporary

Perspective ; I Edition ; McMillan India Ltd.

Saiyadain Mirza ; Human Resource Management ; III Edition; Tata McGraw Hill

Decenzo David & Robbins Stephanie ; Personnel / Human Resource Management;

III Edition; Pearson Hall

Ratnam Venkata & Srivastava B. K. ; XI Edition ; Tata McGraw Hill

Ivancevich John ; Human Resource Management ; IX Editon ; Tata McGraw Hill

Werner Jon & Simone Randy ; Human Resource Development ; IV Edition;

Thomson Mckenna Eugene & Beech Nic ; The Essence OF Human Resource Management ;

III Edition ; PHI Private Ltd

Greer Charles ; Strategic Human Resource Management ( A General Approach) ;

II Edition ; Pearson Education


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Gomez Mijia & Balkin David & Cardy Robert ; Managing Human Resource ; IV

Edition ; PHI

HRM Review; The ICFAI University Press

MBA Review; The ICFAI University Press

Indian Management; AIMA

Business & Management ; Chronicle Publication

Training & Management

www.saraswatisugar.com

www.citehr.com

http://www.workforce.com/section/11/

Human Capital

Management & Labour Studies ; XLRI, Jamshedpur
http://www.saraswatisugar.com/http://www.citehr.com/http://www.workforce.com/section/11/http://www.workforce.com/section/11/http://www.citehr.com/http://www.saraswatisugar.com/


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ANNEXURE - 1

QUESTIONNAIRE

Name of Respondent ___________________________________________________

Branch ______________________________________________________________

Age _______________________________________________________________

Q. 1. Did you undergone training ?

Yes No

Q. 2. What you think Training and Development programme are ?

Beneficial programme provides are Knowledge

No Idea Just official

Mere time Waste

Q. 3. Would You like to Under go Training in Future ?

High interest optimum Level of interest

No interest low Level of interest

Lowest Level

Q. 4. What should be the duration of Training ?

0-1 month 1-3 month

Any time 6 months

More than 6 months

Q. 5. Your interest in job related training was ?

Very high High

Low Lowest


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Q. 6. Did job Related training benefit you ?

Very high high

Nil Low

Lowest

Q. 7. Your interest in non- Related training was ?

Very high high

Nil Low

Lowest

Q. 8. Did- non Job related training benefit your ability ?

Very high high

Nil Low

Lowest

Q. 9. Mode of training should be ?

On the job Off the job

Distance learning No idea

Q. 10. Instructor should be ?

An existing Employee Expert ( Called from outside )

No idea Any one

Your Boss

Q. 11. What facilities do you expect during your training ?

Tea Sancks

Other Facilities Cold drink

Soft Drink


71/71

Q. 12. Behavior of instructor or Trainer was ?

Excellent Very Good

Good Satisfactory

Not Satisfactory

Q, 13. Any training programme you like to conduct periodically . Give Title ?

A B

C D

Q. 14 Any other suggestions ?

A C

C D

Nidhi Singla

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