A

A Project reportOn

A Study of Training and Development Activity in Morarjee Textile Ltd

Submitted to Rashtrasant Tukdoji Maharaj Nagpur University, Nagpur.in the partial fulfilment of degree ofMaster of Business Administration (MBA) in the Faculty of Commerce. Submitted By Nivedita Nikhare Under The Guidance OfDr. Jayant Welankar

G.H. Raisoni Institute of Information Technology, Nagpur(2010 - 2011)Department of master of business administratio

DECLARATION

I Nivedita Nikhare hereby declare that the project entitled

A Study of Training and Development Activity in Morarjee Textile Ltd

is my own work and to the best of my knowledge and belief is not submitted to any university for any degree

Place : Signature (Nivedita Nikhare)

CERTIFICATE

This is to certify that Nivedita Nikhare

Has presented her project report on

A Study of Training and Development Activity in Morarjee Textile Ltd

Under my guidance in partial fulfilment for their final project work.During the session 2010-2011 prescribed by Shri. Rashtrasant Tukdoji Maharaj Nagpur University, Nagpur

Principal Project Guide() Dr. Jayant Welankar

INDEXSr.No. CHAPTERSPage No.1.INTRODUCTION12.COMPANY PROFILE3.RESEARCH METHODOLOGY4.DATA ANALYSIS5.LIMITATION6.CONCLUSION7.SUGGESTION

8.BIBLOGRAPHY

9.Appendices

CHAPTER 1

INTRODUCTION

INTRODUCTION OF TRAINING & DEVELOPMENT

Training is a short-term process utilizing a systematic and organized procedure to impart skills for a definite purpose. It refers to instructions in technical, mechanical or service operations. Earlier it was designed for non-managers, it used to be for a short duration, and it was for a specific job-related purpose. Today, besides employees the managers also require training in certain areas. Employee training is the most important sub-system of human resources development. Training is a specialized function and is one of the fundamental operative functions for human resources management. Employee training is distinct from management development or executive development. Training is the act of increasing the knowledge and skill of an employee for doing a particular job. It is a short-term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose. Training improves changes and moulds the employees knowledge, skill, behavior and aptitude and attitude towards the requirements of the job and the organization.

Training and developments is the planned programs designed to improving

performance at the individual, group and Organizational level. Training is conceived of as a learning process whereby people improve their current

skill and abilities and acquire new skill and knowledge to aid in the achievement of

organizational goal.

Development is focuses on individuals gaining new skill for both present and future

jobs.

Training is also a continuous process & it increases the stability& flexibility of the

organization.

Methods of Training

There are various methods of training, which can be divided in to cognitive and behavioral methods. Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training.

Cognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These methods are associated with changes in knowledge and attitude by stimulating learning .

Model of Training

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

The Training System

A System is a combination of things or parts that must work together to perform a particular function. An organization is a system and training is a sub system of the organization.

The System Approach views training as a sub system of an organization. System Approach can be used to examine broad issues like objectives, functions, and aim. It establishes a logical relationship.

There are 4 necessary inputs i.e. technology, man, material, time required in every system to produce products or services. And every system must have some output from these inputs in order to survive. The output can be tangible or intangible depending upon the organizations requirement. A system approach to training is planned creation of training program. This approach uses step-by-step procedures to solve the problems. Under systematic approach, training is undertaken on planned basis. Out of this planned effort, one such basic model of five steps is system model that is explained below.

Organization are working in open environment i.e. there are some internal and external forces, that poses threats and opportunities, therefore, trainers need to be aware of these forces which may impact on the content, form, and conduct of the training efforts. The internal forces are the various demands of the organization for a better learning environment; need to be up to date with the latest technologies.

Training Design

The design of the training program can be undertaken only when a clear training objective has been produced. The training objective clears what goal has to be achieved by the end of training program i.e. what the trainees are expected to be able to do at the end of their training. Training objectives assist trainers to design the training program.

The trainer

Before starting a training program, a trainer analyzes his technical, interpersonal, judgmental skills in order to deliver quality content to trainers.

The trainees

A good training design requires close scrutiny of the trainees and their profiles. Age, experience, needs and expectations of the trainees are some of the important factors that affect training design.

Training climate

A good training climate comprises of ambience, tone, feelings, positive perception for training program, etc. Therefore, when the climate is favorable nothing goes wrong but when the climate is unfavorable, almost everything goes wrong.

Trainees learning style

the learning style, age, experience, educational background of trainees must be kept in mind in order to get the right pitch to the design of the program.

Training strategies

Once the training objective has been identified, the trainer translates it into specific training areas and modules. The trainer prepares the priority list of about what must be included, what could be included.

Training topics

After formulating a strategy, trainer decides upon the content to be delivered. Trainers break the content into headings, topics, ad modules. These topics and modules are then classified into information, knowledge, skills, and attitudes.

Sequence the contents

Contents are then sequenced in a following manner: From simple to complexTopics are arranged in terms of their relative importanceFrom known to unknownFrom specific to generalDependent relationship

Training tactics

Once the objectives and the strategy of the training program becomes clear, trainer comes in the position to select most appropriate tactics or methods or techniques. The method selection depends on the following factors: Trainees backgroundTime allocatedStyle preference of trainerLevel of competence of trainerAvailability of facilities and resources, etc

Support facilities

It can be segregated into printed and audio visual. The various requirements in a training program are white boards, flip charts, markers, etc.

Constraints The various constraints that lay in the trainers mind are:Time

Accommodation, facilities and their availability

Furnishings and equipments

Budget

Design of the training, etc

Training Evaluation

The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.Purposes of Training Evaluation

Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.

Process of Training Evaluation

Before Training: The learner's skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style. During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals

After Training: It is the phase when learners skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has

had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase.

Techniques of Evaluation

The various methods of training evaluation are: ObservationQuestionnaire InterviewSelf diariesSelf recording of specific incidents

Management Development process:-

The Following are steps in Management Development process;

To determine the organization need through planning.

Managerial Talent Appraisal.

Preparation manpower inventory.

Planning of individual programs.

Establishment of training & development programs.

Evaluation of development programs.

To determine the organization need through planning.

Managerial Talent Appraisal.

Preparation manpower inventory.

planning of individual programs

Establishment of training & development programs.

Evaluation of development programs;

Human Resource Management

The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.Note that some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, e.g., career development, training, organization development, etc.There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.

Objectives of the HRM Function

Helping the organization reach its goals.Employing the skills and abilities of the workforce efficiently.Providing the organization with well-trained and well-motivated employees.Increasing to the fullest the employees job satisfaction and self-actualization.Developing and maintaining a quality of work life that makes employment in the organization desirable.Communicating HRM policies to all employees.Helping to maintain ethical policies and socially responsible behavior.Managing change to the mutual advantage of the organizations stakeholders.Managing increased urgency and faster cycle time.

Who Performs HRM Activities

In most organizations two groups perform HRM activities:

HR manager-specialists (staff)Operating managers (line)Competencies needed

Communication skillsProblem solvingLeadershipRecruiting/staffingEmployment lawTechnologyForecastingCompensation designBenefits design and administrationAccounting and financeRecord keeping

The HR department has a responsibility to be a proactive, integral component of management and the strategic planning process.

OBJECTIVES OF TRAININGTo increase the skills and knowledge of the employees working on various jobs.

To acquaint with latest developments in the working fields and update their knowledge.

To acquaint with the new procedure methods, practices, rules and regulations regarding the work to the employees.

To acquaint the employees about the broad policies and objectives of the enterprise and to work in that direction.

To achieve the economy.

Importance of Human Resource Management

1: Attract highly qualified and competent people

2: Ensure that the selected candidate stays longer with the company.

3: Make sue that there is match between cost and benefit.

4: Helps the organization to create more culturally diverse workforce

Whereas, the poor quality of selection means extra cost on training and supervision. Furtherionmore , when recruitment fails to meet organizational needs for talent, atypically response is to raise entry level pay scales . This can distort traditional wages and salary relationship in organization, resulting in unavoidable consequences.

CHAPTER 2

COMPANY PROFILE

INTRODUCTION OFMORARJEE TEXTILES LTD.

Journey

The journey of the group began with the birth of Mumbai as the commercial hub of the textile industry. The erstwhile Morarjee Goculdas Spinning & Weaving Co. Ltd. was the first industrial enterprise by the Piramals when it was acquired in 1934. Morarjee was amongst the first five companies to be listed on the Indian stock exchanges.

Over the years, the Group spread its wings to other businesses. The late 70s and early 80s saw the Groups foray into auto components and cutting tools sector. The Piramals acquired Miranda Tools in 1978 followed by PMP Auto Components Private Limited in 1982.

The next big growth phase for the group coincided with the resurgence of Mumbai as an international city. Identifying real estate as the groups next growth driver, the Group made its foray into the real estate sector with Peninsula Land Ltd in 1996. The company was amongst the first real estate companies to be listed on the Bombay Stock Exchange.

Basic information about Morarjee textile Limited

Established in 1871.

Oldest Mill in India.

5th Resister red company listed on Bombay stock Exchange.

Fourth Largest Textile Company in India.

MTL is a flagship company of ASHOK PIRAMAL GROUP.

Leadership Team Urvi Piramal Chairperson

Mrs Piramal oversees a professionally managed business group in India with business interest in real estate, textiles, engineering, entertainment and sports. She is the guiding force behind the Groups sustained and profitable growth; which is bringing the Group companies closer to realizing her vision of touching the lives of one in five people around the globe.

She joined the groups textile division in 1984 and modernized the operations while focusing on higher levels of quality and productivity. Mrs. Piramal plays a leading role in envisioning and formulating the Group's strategies in the businesses.

She has been a member of Technology and Quality Improvement Committee of IMC since its inception in 1994, and also the Chairperson of Supply Chain & Retail business (Internal Trade) Committee (04-05).

She is a Trustee of the Piramal Education Trust which runs a secondary school and B.Ed college at Bagar in Rajasthan. She is also a trustee of Urvi Ashok Piramal Trust which is implementing the CSR programme of the Group.

She is on the board of Population First, an NGO working on population and health issues within the framework of women's rights and social development.

Social Initiatives

The Beginning

As a successful business conglomerate, our responsibility extends beyond making profits and maximizing shareholder-wealth. At the Ashok Piramal Group, we firmly believe that we need to work as wholesome entities for the good of the society and for improving the quality of life of the communities we serve.

We want to create opportunities for the not-so-privileged people by empowering them to enrich their lives. All our CSR initiatives are self-sustaining models and can be easily replicated. We involve and engage not only the communities but also our employees to create sustainable models that will bring tangible changes to the society and environment.

The Piramals have been associated with social work long before the phrase Corporate Social Responsibility phrase was coined. For over 5 decades, the family has been successfully running educational institutes in Bagar in Rajasthan. The Piramals also espoused the cause of the girl child and the backward class in remote villages of Rajasthan and gave them a voice.

Piramal Seth, as he was fondly called in Bagar, started the initiative with a school for the non-touchable in a community temple to oppose the caste system. This laid the foundation for an educational campus in Bagar. Today, Bagar boasts of a higher secondary school and a B.ed college.

Our Vision

Enriching the lives of communities by empowering them to develop and execute sustainable livelihood models.

Our CSR vision stems from and is an extension of the group vision of Touching the lives of one in five people around the globe.

The Strategy

To ensure the interest of all stakeholders concerned, we follow the triple bottom-line approach - economic, social and environmental. Our focus areas are education, health, water conservation, sustained livelihood and environment.

The activities are carried out around our plants and factories which are located at remote areas. Our CSR approach is need-based and we involve communities in all our activities.We assess the needs of the community by doing a through survey and understanding the needs of the communities. Based on the requirements, a detailed time-bound plan is prepared and rolled out in partnership with the community

Manufacturing Facilities Fabric

Morarjee has an integrated manufacturing plant at Nagpur in Central India. The plant is equipped to produce premium shirting and high fashion printed fabric for clients across the globe. To cater to the changing demand and requirements of the fashion industry, Morarjee believes in investing in product development and technology up-gradation.In the last decades, two new fabric manufacturing units have been set up in Nagpur. These are supported by state- of-the-art Design Studios, to keep abreast of the trends in the industry. The company today is focusing on premium and high value niche product segment and has two divisions - Yarn dyed shirting division and Printing Division for voile, satin, poplin and other high-end products.

Manufacturing Facilities Garments

To meet the growing demand for quality shirts and dresses, Morarjee established a subsidiary company; Integra Apparel and Textiles Pvt. Ltd, in Bangalore, India. Integra specializes in products ranging from woven shirts for men to intricately embellished dresses for women. The other products on offer include different washes, embroideries and panel prints that employ the latest techniques.

Shirting

Morajee is the first company in India to have successfully entered a joint venture with an Italian company for setting up a yarn dyed shirting fabric unit at Nagpur, India.

The division specializes in color woven high end premium shirtings with fine yarn counts upto 180/2. The products are manufactured using the latest dyeing and finishing facilities and are in accordance with the Oeko-tex standard as well as national and international standards of full quality control assurance, at all times. This division is also equipped with advanced equipment for testing yarn, fabric and chemicals in accordance with international testing standards.

Today this division boasts of a growing customer base spread across the globe.

Department in Morarjee textile Limited

Weaving preparatory:-

It is the department where interlacing wrap & weft thread does fabric manufacturing; in short it is conversion of yarn into fabric.

1.Winding:

It is the process in which the yarn gets wound on perforated cones for dyeing.

2) Warping:

It is the process of making wasp shit through various individual ends from the corner.

3) Sizing:

It is the process by which strength and abrasion resistance of wrap shit increases.

4) Drawing - in:

It processes the dressing wrap yarns on the beam.

Final Inspection, Packing & Sample Loom:-

In final inspection department fabric is inspected & secreted on the basic of gradation A, B, C.

Designing:-

This department handles all the 3 bulks, hergath and desk loom sample development process.

Technology & Engineering:-

It is the backbones of industry.The department perform all the engineering & mechanical works.This department does all the machineries maintenance. The main parameter for engineering department is to generate & supply steam, power supply electrical maintenance, mechanical mint, turning & fabrication generate & supply compressed air, water treatment, air conditioning, fire fighting conditioning & installation, checking & handling order a new ink to the department.

Material:-

This department plays very important role, as its main function is to supply required material on time to time all the departments. A fixed budget is prepared according to the requirement of each department.

Commercial (Excise & Custom):-

Commercial is a part of the accounting department & handle all work related to dispatch of material & accounting of indirect taxes like custom & excise.

Finance: -

(Role of Finance)Working Capital ManagementMaking financial statementImplantation & evaluation of internal controlBudgeting cost control & cost reductionTaxation

System:-

The system department is one of the important departments. It acts as a solution provider to the rest of the department.

MTL has implemented SAP in Nov 2006.It use ECC 5.0

Advantage at Morarjee

Investing in people to build Better Business .

At Morarjee, employees are an integral part of our growth story and our success. We acknowledge employees as key divers of growth and invest in our people as much as we invest in our businesses.

We ensure that the employees are provided with challenging work environment and simultaneously empower them. Employees in the organization are given an opportunity to perform their best, explore their potential and match personal growth with that of the company.

Our strong belief in the concept of 'Progress through Participation' and no strict hierarchy for communication are the highlights of our working environment.We believe in recruiting people open to change, open to a way of working.We believe in defining business missions and striving for it.We believe in team spirit, continuous learning and achieving together.

OBJECTIVES

OBJECTIVE OF STUDY

The project forms a very vital aspect during the curriculum of Masters Degree in Business Administration. Its importance lies in the fact that this project gives the student first ever exposure to the organization. This project certainly gives an overview about the organization, its various departments and their functions.

To know whether the decision making ability of the employees are enhanced with the help of training programmes.

To analyze whether the employees are prepared for higher level tasks.

To study how the employees are prepared for the changing requirements of the job and the organization.

To know about the adaptability quality among the employees and how they cope with changes.

To identify general strategies that organizations use to recruit and select employees.

To determine which recruitment and selection strategies are most effective.

To determine how the recruitment and selection strategies affect organizational outcomes.

To study the general recruitment and selection strategies & Recruitment strategies

To study the organizational offerings to prospective employees.

To study the impact of offerings on employee outcomes.

.

HYPOTHESIS Todays tight labor market is making it more difficult for organizations to find, recruit, and select talented people. The competition for talent is intensifying, as there are fewer qualified applicants available. This shortage of applicants makes it all the more important for organizations to be able to effectively attract, select, and retain quality candidates. Better recruitment and selection strategies result in improved organizational outcomes.

Effectiveness of an organizations selection system can influence bottom-line business outcomes, such as productivity and financial performance.

SCOPE OF RESEARCH

This study will help to develop some new training techniques for the employees.

It will be helpful in knowing the needs and expectations of the employees

CHAPTER 3

RESEARCH METHODOLOGY

What is Research?

Research is the process of systematic & in-depth study or search for any particular topic, subject or area of investigation, backed by collection, compilation, presentation & interpretation of relevant details or data.Research is systematized effort to gain new knowledge.Research Design The research design would be exploratory in nature.

Universe Of Study According to the title, the universe of study is MORARJEE PVT Ltd. Butibori, Nagpur.

Sample SizeThe sample size would be around 100 employ

d) Data collection i) Primary Data: The primary data collected, would be on the basis ofQuestionnairesInterviewsObservation.

ii) Secondary Data: The secondary data collected, will be on the basis of information collected from Books, Internet, Research Papers Publications, Company Website and Journals.

REVIEW OF LITERATURE

Meaning of HUMAN RESORCE MANAGEMENT Human Resource plays a crucial role in the development process of the modern economics. ARTHUR LEWIS observed There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors Human resource management is the management of employees skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management.

They are labour management, labour administration, labour management relationship, employee employer relationship, industrial relationship, human capital management, human assent management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In simple sence, human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements.

CHAPTER 4

DATA ANALYSIs

Have you attended any training programme of Morarjee textiles Ltd.

SOURCEPERCENTNO OF RESPONDENTYes7575No2525

Analysis:- Out of 100 respondents 75% are attendant training programmed ..

Is the development programme helps you and your superior to identified

your strength & weakness.

SOURCEPERCENTNO OF RESPONDENTYes8585No1515

Analysis: - Out of 100 respondents 85% believe that development programme helps them and their superior to identified their strength & weakness.

3. Can you say that executive development helps for you overall Development?

SOURCEPERCENTNO OF RESPONDENTYes7676No2424

Analysis: - Out of 100 respondents 85% believe executive development helps for you overall development.

4.How effective for solving your problem.

DEMENDPERCENTNO OF RESPONDENTVery much effective 1010Effective6565Less effective2525not effective00

Analysis: - Out of 100 respondents 65% very much effective

5.Rate the effectiveness in achieving those objectives. DEMENDPERCENTNO OF RESPONDENTVery much effective 5050Effective2020Less effective2020not effective1010

Analysis: - Out of 100 respondents 50% are think in achieving those objectives.

6. Do you feel motivated towards your job after the training?

SOURCEPERCENTNO OF RESPONDENTYes9595No55

Analysis: - Out of 100 respondents 95% feel that they are motivated towards job.

7. Do you think that development programme bring about any kind of Changes in you & your behavior ? SOURCEPERCENTNO OF RESPONDENTYes9898No22

Analysis: - Out of 100 respondents 98% think that development programme bring about kind of Changes in them behavior.

Please rate the positive changes in your behavior.

DEMANDPERCENTNO OF RESPONDENTVery high change 6060high change 1010Moderate change 2020Low change 1010

Analysis: - Out of 100 respondents 60% s rate the positive changes in them behavior.

9. Are you fully aware of the development procedure of Morarjee .. SOURCEPERCENTNO OF RESPONDENTYes8080No2020

Analysis: - Out of 100 respondents 80% fully aware of the development procedure of Morarjee .

10. Are you satisfied with the feedback process of the Morarjee.

SOURCEPERCENTNO OF RESPONDENTYes7878No2222

Analysis: - Out of 100 respondents 78% satisfied with the feedback process of the Morarjee .

11. Do you want to introduce any kind of modification in the present development system?

SOURCEPERCENTNO OF RESPONDENTYes5959No4141

Analysis: - Out of 100 respondents 59% are like to introduce any kind of modification in the present development system .

12. Please rate the effectiveness of feedback process .DEMAND PERCENTNO OF RESPONDENVery Effective7070Moderately effective2020

Less effective

1010

13. Do you want to introduce any kind of modification in the present development system ? SOURCEPERCENTNO OF RESPONDENTYes6060No4040

14. Please rate the development procedure of Morarjee .DEMENTPERCENTNO OF RESPONDENTExcellent 3030Good4040Average2020Poor1010

15. Please rate your satisfaction for development programme.DEMENTPERCENTNO OF RESPONDENTHighly satisfied 5050Partly satified

4545 Not satisfied

55

i

CHAPTER 5LIMITATIONS

Limitations:

As stipulated by the university regulations the study is undertaken for a period of 15days. The period however is not adequate to gain through knowledge.

It is not possible to obtain some confidential data from the organization.

The interpretation of the data would be more meaningful with the help of some information, which could not be collected due to certain reasons.

CHAPTER 6CONCLUSION

CONCLUSION

On the basis of data collection & analyzed following conclusion can be drawn.

A research has been carried out in studying the whole procedure of the training & development programmes and hence concluded that is good & enough satisfactory.

The training programmme scheduled & implemented timely.

The Point of view of the employees is suited and the entire system is judge on the basis data. According to them, the whole system is good & serves their purpose by increasing their performance and encouraging them towards their job. The employees are satisfied with the present system.

Each step has been carried out 7 implemented with almost care & deep analysis. Starting from identifying the training needs & objectives in tune with the organizational goals up to the evaluation of the training programme, the management is seemed to be interested in designing & organizing each step.

The program fully satisfied the employees needs & is used by them as problem solving tools. According to them, their behavior is positively changed after the training & performance is enhanced satisfactory.

CHAPTER 7SUGGESTION

Suggestion

As per the analysis of the data collected the following suggestion can be given to the management of the Morarjee textiles ltd.

The training programme should be more attractive by the inducing certain change in the programme so that employees may feel even more interested in the joining the programme.

The outdoor training should be organized for the advance changes in workers mind and they understand the other companys workers behavior and outdoor environment.

In the training programme should add something new with management games & inspirational film.

CHAPTER 8BIBLIOGRAPHY

BIBLIOGRAPHYBooks:- David A Decenzo, Human Resource Mgmt Gary Dessler, Human Resource MgmtP. Subba Rao, Personal and Human Resource Management Text & cases, Himalaya Publishing House.C. R. Kothari (second edition), Research Methodology

Websites:-www.google.com" www.google.comwww.sunilhitech.comwww.wikipedia.com

Appendices

1. Have you attended any training programme of Morarjee textiles Ltd. Yes No

2. Is the development programme helps you and your superior to identified Your strength & weakness.

Yes No

3. Can you say that executive development helps for you overall development.

Yes No

4. How effective for solving your problem.

Very much effective EffectiveLess effectivenot effective

5.. Rate the effectiveness in achieving those objectives. Very much effective EffectiveLess effective not effective

6. Do you feel motivated towards your job after the training? Yes No

7. Do you think that development programmed bring about any kind of Changes in you & your behavior? Yes No

8. Please rate the positive changes in your behavior.

Very high change High change Moderate change

9. Are you fully aware of the development procedure of Morarjee textiles?

Yes No

10. Please rate the effectiveness of feedback process.

Very Effective Moderately effective Less effective

11. Please rate your satisfaction for development programmed.

Highly satisfied Partly satisfiedNot satisfied

12. Please rate the development procedure of Morarjee.

Excellent Good Average Poor

13. Do you want to introduce any kind of modification in the present development system ?

Yes No

14. Please rate the positive changes in your behavior.

Very high change High change

iii) Moderate change

15. Please rate the development procedure of Morarjee .

Excellent Moderate Average Bad

CHAPTER SCHEME

Introduction

Objectives

Research methodology

Analysis and Findings of the study

Limitations of the research

Conclusions of the study

Recommendation

Bibliography

Appendices

CERTIFICATE

This is to certify that

NIVEDITA W. NIKHARHas presented his synopsis on

A study of Training and Development Activity in Morarjee Textile Ltd

Under my guidance in partial fulfilment for their final project work.During the session 2010-2011 prescribed by Shri. Rashtrasant Tukdoji Maharaj Nagpur University, Nagpur

Principal Project Guide

(Proff. A. B. SASANKAR) ( Dr. JAYANT WELANKAR)