Snyopsis NEHA

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A STUDY ON ASSESMENTTRAINING AND DEVELOPMENT OF

INTERNATIONAL RUBBERINDUSTRIES

( MAJOR PROJECT)

Company Guide:

Mss. Jyoti Agrawal

Regional Manager

International Rubber Industries, Indore

Submitted By:

Neha Burde

En/Reg. No. L/3723

BBA

SYS Institute Of Computer & Management

Date : 06 Mar 2010


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INTRODUCTION

Employee training tries to improve skills, or add to the existing level of knowledge

so that employee is better equipped to do his present job, or to prepare him for a

higher position with increased responsibilities. However individual growth is notand ends in itself. Organizational growth need to be measured along with

individual growth. Training refers to the teaching /learning activities done for the

primary purpose of helping members of an organization to acquire and apply the

knowledge skills, abilities, and attitude needed by that organization to acquire and

apply the same. Broadly speaking training is the act of increasing the knowledge

and skill of an employee for doing a particular job. In todays scenario change is

the order of the day and the only way to deal with it is to learn and grow.

Employees have become central to success or failure of an organization they are

the cornucopia of ideas. So it high time the organization realize that train andretain is the mantra of new millennium.

SCOPE OF THE STUDY

The scope of the study covers in depth, the various training practices, modules,

formats being followed and is limited to the international rubber industry and its

employees. The different training programmes incorporated/facilitated in rubber

industry through its faculties, outside agencies or professional groups. It also

judges the enhancement of the knowledge & skills of employees and feedback on

its effectiveness.

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OBJECTIVE OF THE STUDY

The broad objective of the study of training policies in international rubber

industry is to study the impact of training on the overall skill development of

workers. The specific objectives of the study are:

1. To examine the effectiveness of training in overall development of skills of

workforce.

2. To examine the impact of training on the workers.

3. To study the changes in behavioral pattern due to training.

4. To measure the differential change in output due to training

5. To compare the cost effectiveness in implanting training programmes.

6.To prepare workers for higher jobs by developing advanced skills in them

Traditional Approach: Most of the organizations before never used to believe intraining. They were holding the traditional view that managers are born and notmade. There were also some views that training is a very costly affair and not

worth. Organizations used to believe more in executive pinching. But now the

scenario seems to be changing.

The modern approach: of training and development is that Indian Organizations

have realized the importance of corporate training. Training is now considered as

more of retention tool than a cost. The training system in Indian Industry has been

changed to create a smarter workforce and yield the best results.

TRAINING DEFINED

It is a learning process that involves the acquisition of knowledge, sharpening of

skills, concepts, rules, or changing of attitudes and behaviours to enhance the

performance of employees. Training is activity leading to skilled behavior

Its not what you want in life, but its knowing how to reach it

Its not where you want to go, but its knowing how to get there3


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Its not how high you want to rise, but its knowing how to take off

It may not be quite the outcome you were aiming for, but it will be an outcome

Its not what you dream of doing, but its having the knowledge to do it

It's not a set of goals, but its more like a vision

Its not the goal you set, but its what you need to achieve it

Training is about knowing where you stand (no matter how good or bad the current

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the

availability of a skilled and willing workforce to an organization. In addition to

that, there are four other objectives: Individual, Organizational, Functional, andSocietal.

Individual Objectives help employees in achieving their personal goals, which

in turn, enhances the individual contribution to an organization.

Organizational Objectives assist the organization with its primary objective by

bringing individual effectiveness.

Functional Objectives maintain the departments contribution at a level suitable

to the organizations needs.Societal Objectives ensure that an organization is ethically and socially

responsible to the needs and challenges of the society.

Training and Human Resource Management

The HR functioning is changing with time and with this change, the relationship

between the training function and other management activity is also changing. The

training and development activities are now equally important with that of otherHR functions. Gone are the days, when training was considered to be futile, waste

of time, resources, and money. Now-a-days, training is an investment because the

departments such as, marketing & sales, HR, production, finance, etc depends on

training for its survival. If training is not considered as a priority or not seen as a

vital part in the organization, then it is difficult to accept that such a company has

effectively carried out HRM.

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Role of HRD Professionals in Training

This is the era of cut-throat competition and with this changing scenario of

business; the role of HR professionals in training has been widened. HR role now

is:

1. Active involvement in employee education

2. Rewards for improvement in performance

3. Rewards to be associated with self esteem and self worth

4. Providing pre-employment market oriented skill development education and

post employment support for advanced education and training

6. Flexible access i.e. anytime, anywhere training

BENEFITS OF TRAINING

Employees and the organization need to realize the importance of contribution andlearning for mutual growth and development. Training is the answer to deal with

stagnation stage by constantly updating it in every field. Other benefits of training

include:

Hiring appeal: companies that provide training attract a better quality

Workforce.

Assessing and addressing any performance deficiency.

Enhancing workforce flexibility.Cross-cultural training is essential for

them for better adjustment in the new environment.

Increasing commitment: Training acts as a loyalty booster. Employee

motivation is also enhanced when the employee knows that the organization would

provide them opportunities to increase their skills and knowledge.

It gives the organization a competitive edge by keeping abreast of the latest

changes; it acts as a catalyst for change.

Higher customer satisfaction and lower support cost results through improved

service, increased productivity and greater sufficiency.

Training acts as benchmark for hiring promoting and career planning.

It acts act as a retention tool by motivating employee to the vast opportunities

for growth available in an organization.

THE EVALUATION OF TRAINING

There are a number of expressions used to describe steps taken by management

and by training offices at the conclusion of training and during the days or weeks5


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afterwards. These expressions include validation, evaluation, follow-up and

implementation, as well as cost benefit, which have appeared in more recent years.

We are interested in all of these and have already tackled one of the,

implementation, and we start by giving our

definitions in order to establish a clearer picture of what each is, and how they

relate to each other. Evaluation of training, or, indeed of anything, consists simply

of putting a value to it. To evaluate training means undertaking a search for the

effect that it has had on the people and the situations, which it influences, and then

trying to measure or estimate whether this is advantageous or disadvantageous.

ON THE JOB TRAINING:

There are many management development techniques that an employee can take in

off

The job.the few popular jobs are:-SENSITIVITY TRAINING

TRANSACTIONAL ANALYSIS

STRAIGHT LECTURES/ LECTURES

SIMULATION EXERCISES

Training Need Analysis (TNA)

An analysis of training need is an essential requirement to the design of effective

training. The purpose of training need analysis is to determine whether there is a

gap between what is required for effective performance and present level of

performance.Why training need analysis?

Training need analysis is conducted to determine whether resources required are

available or not. It helps to plan the budget of the company, areas where training is

required, and also highlights the occasions where training might not be appropriate

but requires alternate action.

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TYPES OF TRAINING METHODS ADOPTED BY

INTERNATIONAL RUBBER INDUSTRIES:-

The training methods which are generally used in an organization are classified

into two i.e.

1) On the job: On-the-job training places the employees in an actual work

situation and makes them appear to be immediately productive. It is learning by

doing. For jobs, that either are difficult to simulate or can be learn quickly bywatching and doing on-thejob training makes sense. One of the drawbacks to on-

the-job training can be low productivity while the employees develop their skills.

Another drawback can be the errors made by the trainees while they learn.

However, when the damage the trainees can do is minimal, where training facilities

and personnel are limited or costly, and where it is desirable for the workers to

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learn the job under normal working conditions, the benefits of on-the-job training

frequently offset its drawbacks.

)JOB INSTRUCTION TRAINING:- JIT consists of four basic steps:

(a) Preparing the trainees by telling them about the job and over coming their

uncertainties

(b) Presenting the instruction, giving essential information in a clear manner;

(c) Having the trainees try out the job to demonstrate their understanding; and

(d) Placing the workers into the job, on their own, with a designated resource

person to

call upon should they need assistance.

2) Off the job: Off-the-job training covers a number of techniques classroom

lectures, films, demonstrations, case studies and other simulation exercises, and

programmed instruction. The facilities needed for each of these techniques varyfrom a small make shift classroom to an elaborate development center with large

lecture halls, supplemented by small conference rooms with sophisticated

audiovisual equipment, twoway mirrors, and all the frills.

(i) Classroom lectures and conferences: The lecture or conference approach is

well adapted to conveying specific information rules, procedures, or methods.

The use of audiovisuals or demonstrations can often make a formal classroom

presentation more interesting while increasing retention and offering a vehicle for

more interesting while increasing retention and offering a vehicle for clarifying

more difficult points. The lectures liabilities include possible lack of feedback and

the lack of active involvement by the trainees.

(ii) Simulation exercise: Any training activity that explicitly places the trainee in

an

artificial environment that closely mirrors actual working conditions can be

considered a simulation. Simulation activities include case exercises, experimental

exercises, complex computer modeling, and vestibule training.

(iii)Vestibule training: In vestibule training, employees learn their jobs on the

equipment they will be using, but the learning is conducted away from the actual

work floor. In the 1980s many large retail chains train cashiers on their new

computer cash registers which are much more complex because they controlinventory and perform\ other functions in addition to ringing up orders in

specially created vestibule labs that simulated the actual checkout counter

environment. Training, as a process of long tem learning is essentially a

developmental tool.. By effectively utilizing this tool, the organization expects to

achieve career objectives.

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Contribute towards the career progressions of the employees by importing

knowledge of an additional or reinforcing nature, developing skills and bringing

about desired attitudinal changes among them. This would not merely prove

effective in assisting them to achieve organizational goals but also enable

enhancement of their self esteem and self confidences to face external challenges.

Ours is a changing and dynamic organization which has to pay considerable

emphasis on training and retraining its employees to enable them to be competent,

committed and has the capacity to change according to the external and internal

demands and pressures. Training of employees is not merely the responsibility of

the management or the training cell alone, but the responsibility of department

managers as well. The human resource department must enable the involvement of

the department managers in the process of employee training and deve.

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Organizational Profile

INTERNATIONAL RUBBER INDUSTRIES

Since 1962 our company has been engaged in production of Rubber's moulded and

extruded part's . We are regularly expanding our product's range, infrastructures

and trying to do research and development for new technology and with the help of

technology we are running on the Path of success.

Rubber Company has met the tough specifications and various requirements of

military, appliance, automotive, and other industrial customers with professional

service in developing, engineering, and manufacturing custom rubber products for

nearly 50 years.

We don't say anything about ourselves but our client says that if any person need a

clone of himself so it can be created in Pahwa Ji's Rubber company, there is only

need of a life for that clone to move.

Our Mission

We with the help of our research team is into developing a unique Tyre, which is

beneficial for common men. During the journey, a person faces many problems

like Tyre Punchure and many others, but with the use of this tyres all these

problems can be minimise . It will increases the life of Tyres atleast for 10 year's .

It will also be helpful to minimise the use of fuel and will also secure from jurks

during journey while the person sitting or driving vehicles.

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HIERARCHICAL STRUCTURE OF INTERNATIONAL

RUBBER INDUSTRIES

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Research Design and Methodology

METHODOLOGY OF THE PROJECT

Interview

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Preparation of the summary expressed

Recommendation of fall back site

Questionnaire design

RESEARCH DESIGN

Descriptive Design.

Sample Size:

To understand the training and development scenario at international rubber

industry and what the

trainee really feels about the training they have undergone and further what kind of

training they look for. Do they really look for any kind of training or not? To study

the above aspect we covered almost about 40 people from almost all the

department at of the company Reliance Mobile

TOOLS USED FOR DATA COLLECTION

Primary data collected through questionnaires and informal interviews.

Secondary data collected through magazines, journals, websites, and othercorporate publications

PR OCEDURE FOR DATA COLLECTION .

Communication, asking questions and receiving a response in person

Visiting the various organizations, libraries, internet and also preparation

of the questionnaire with the help of the project guide.

LIMITATIONS

Every scientific study has certain limitations and the present study is no more

exception. These are:

1. The terminology used in the subject is highly technical in nature and creates a

lot of ambugity.

2. All the secondary data are required were not available.

3. Respondents were found hesitant in revealing opinion about supervisors and

management.

Biblography

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BOOKS:

Human Resource Management ( Dr. T.N. Chhabra)

A. Monappa (2004), Personal Management

WEBSITES:

www.internationalrubberindustries.com

www.wikipedia.org

www.naukrihub/training and development.com

CERTIFICATE BY THE GUIDE

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This is to notify that Ms. Neha Burde, SYS Institute Of Computer & Management,

under my guidance and supervision for the partial fulfillment of the course BBA,

SYS Institute Of Computer & Management, Jabalpur is undergoing a Research

Study on assessment of Training and Development of International Rubber

Industries under my guidance.

I wish her all the very best in her Endeavour.

Signature of the Faculty Guide

Name of the faculty

Nivedita Abraham

Date : Designation

Asst. Professor Head

Dept. of Governance and Civil Society

School of Organisational Development

Xavier Institute XIDAS

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