mayur suiting project

7/22/2019 Mayur Suiting Project

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PACIFIC INSTITUTE OF MANAGEMENT

CHAPTER-1

INTRODUCTION &

SCOPE OF TOPICUNDER STUDY

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Introduction of the study

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

increasing responsibilities however individual growth is not an ends in itself. Organizations growth

need to be measured along with individual growth.

In simple terms training and development refers to the imparting of specific skills, abilities

and knowledge to an employee.

Hence, training and development may be understood as any attempt to improve current or

future employee performance by increasing an employees ability to perform through learning,

usually by changing the employee attitude or increasing his or her skills and knowledge .the need

fortraining and development is determined by the employees performance deficiency, computed as

follows:

Training and development need = standard performance actual performance

In todays scenario change is the order of the day and the only way to deal with it to learn

and grow. Employees have become centre to success or failure of an organization. So it high time

the organization realize that Train and retain is the mantra of new millennium.

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OBJECTIVES AND SCOPE OF THE STUDY TASK

To know the existing level of training among the employees a t mayur mill.

To judge the level of employees and importance of training in making the decision

by the employers and employees .

To suggest the new areas where training is highly beneficial.

To suggest the new model for continuous training and development.

To know the performance after training.

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CHAPTER-2

COMPANY PROFILE

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HISTORY BEHIND LNJ GROUP

The esteemed journey of the LNJ Bhilwara Group started in 1961, when the Groups founder,

Mr. L. N. Jhunjhunwala established a textile mill in Bhilwara, Rajasthan, characterizing the very

beginning of the Groups unfaltering success and prosperity.

The Group has completed 50 glorious years and today that single textile mill of 1961 has

expanded into several plants; the Group has strategically diversified and stands proud as a multi-

products and services conglomerate.

The Group is proud to have played a pioneering role in many contemporary businesses and

today, has six listed companies with impeccable financial health.

Industry pioneers in many cases, The Group has also established itself as one of the top

Indian business groups.

The marriage of traditional values and foresight

It has been Groups guiding business principle. Hence, while expanding its original

business of yarn, it has moved into manufacturing fabric, technical textiles, automotive

fabric, knitted and ready-to-wear garments and denim.

Opportunity is the window to the future

We are looking out of it. The Group has successfully diversified into areas that few

players have ventured into; Graphite Electrodes business is one such example. The Group

has the largest single site graphite electrodes manufacturing plant in the world located at

Mandideep near Bhopal in central India.

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Self-reliance is our mantra.

The success of Groups first Hydro Captive Power plant led it to set up India's first

merchant hydro power plant. Today, the Group's power business is growing with many

projects already in hand and the Groups in-house power consultancy firm consolidates its

position in this segment.

Aligning the Group with the time and market

A force has always been a keystone of strategy. Today, one of its Group Company

features among the top ten BPOs in the Healthcare sector.

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INTRODUCTION OF THE COMPANY

The LNJ Bhilwara Group, founded in 1961, has today grown into a strong global presence

worth Rs.2049 crores. The Group has been nurtured into a successful growth track by the able

guidance of the Founder and Chairman-Emeritus Mr. L.N. Jhunjhunwala. Currently.

The LNJ Bhilwara Group stands as one of the largest firms on the corporate horizon in India

with over 20,000 employees and 20 production units positioned at strategic locations across the

country. The Groups export earning comprise of 45% of the Groups turnover.

The LNJ Bhilwara Group is a well-diversified conglomerate. It has been actively seeking

growth and profitability by investing in a variety of systematically identified businesses making it a

multi-product conglomerate with interests in a range of industries such as textile, graphite electrodes,

power generation, power engineering consultancy services, Steel and IT enabled services.

MAYUR SUITINGS LTD .

Mayur Suitings is a premium brand, and has been a proven, all-time favorite of a galaxy of

stars. Produced at the Gulabpura unit ofR.S.W.M Limited, Mayur has been delivering the best to

meet the ever-growing demands of the Clothing and Fashion industry, in the domestic as well as the

international markets.

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We intend to position Mayur as the clear favorite for an ever-demanding clientele and become

the favored choice for the aspiring consumer. This demanding segment promises a huge potential in

terms of market share and thus leading us to the onerous task providing customer satisfaction.

Mayur's product quality is at par with global norm s and standards. A significant chunk of our

fabric production is exported to Middle East:, Mediterranean countries, Europe, Far East and USA.

We look to the future with great hope as we capitalize on the opening up global trading like

never before. However, we also realize the need to constantly reorient our marketing str9tegy. We are

guided towards this goal by our innate ability to stay tuned to customer preferences and remodel our

value delivery chain to make the interface with our precious consumers a mutually satisfactory

experience.

UNITS OF LNJ BHILWARA GROUP

TEXTILES

GRAPHITE

POWER

INFORMATION TECHNOLOGY

LNJ BHILWARA GROUP Presence in PAN India

Corporate office

Noida (NCR - Delhi)

Mumbai

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Kolkata

Bangalore

New Delhi

Ludhiana

Amritsar

Bhilwara

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PRODUCTION DEPARTMENT

SPINNING

There are three sections in spinning unit mainly preparatory section, Spinning section

& post spinning section. The main function of this section is proper mixing of polyester &

woolen raw material, which comes in pressed bales & manufacturing of yarn 65% relative

humidity, is required in this section.

This truly international blended yarn is the result of the world 's premium

technologies, Radio frequency dryers, which are ultimate in advancement of dryin g dyedpolyester & woolen tops & grilling & combining machines from NSC, France

internationally renowned for the mixing of polyester woolen blends contributing to the

yarn's technologies supremacy are BSL ring frame machines and electronically monitored

T.F.O. Auto corners The Zinsser ring spinner 421 combines solid & reliable engineering

with top-level efficiency, reliability & sturdiness using automation & high teach

components of the future.

WEAVING

This section is divided into 4 subsections i.e. preparatory, loom, checking &

mending .The main function of this section is manufacturing of fabric from yarn 74%

relative humidity is maintained in this section. In this section the richest quality polyester

& viscose go into the fashioning this dream blend of suiting & BSL sulzerruti shuttle less-

projectile looms weave an extremely advanced & precision controlled fabric. The fabric is

credited with optimum finish.

PROCESSING

There are two sub sections dying & finishing. It is designed to quickly & evenly impart

the desired degree of finish & to accurate consistently repeat this under the production

conditions. Finishing is undertaken with sharing equipment and finally rotary press ensures all

the work, that every inch of the fabric is uniformly accepted worldwide. Supervisor, machines

& papers press give the fabric a qualitative finishing edge. The processing technology is

employed to create these fabrics in truly world-class fashion.

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PRODUCTION PROCEDURE

Productions of yarn follow the following procedures. Yarn is formed by different

cotton polyester, viscose etc. For polyester or yarn both constituents are mixed in a

definite rat io . F i b e r s c o ul d be colors.

1. BLOW ROOM LINE:

It is machine that works fu - formation of l ap . I t i s l ik e a ma u t es s o f r aw

material i.e. polyester, viscose or cotton. After lap formation it is wounded around lap

bar. In RSWM A La xmirieter it trutzschler have laun ced the It us es high load motor

for 960 rpm of 2kw.

2. CARDING:

After lap formation sliver is formed. For it carding machine is used Silver is

very thick loose type thread. The sliver is there is a sensor, which sense the broken of

the silver & after breaking it is Join by the worker. The machine is automatically

stopped after breaking of the slider. In RSWM LR (Laxmirieter) this process is also

remove the dust particales from the sliver.

3 . D R A W I N G

In the sliver is made thicker by combing 15 or 16 slivers together to form a single

sliver. It produces evenness in sliver. Vouk & lr have LAUNCHED it in RSWM in this

the air pressure is applied on the s liver. In till process the material is passed through the

machine at two times. Tills process is also called as D r a w Fram.

4. T.F.O. (two for one twister)

As same indicate in this machine two yarns are combined as well as twitted. These

processes minimize the unwanted knots in the yarn. Star Volkmann VTS-07 has launched it in

RSWM.

5. PACKING

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In packing department relative humidity is quite high viz. 90% to provide adequate

moisture to the yarn. Although it will be increase the yarn package.

Domestic

Export Oriented

There are two types of packing

Pilot packing

Cartoons packing

6. CHECKING

A checking procedure is followed to ensure that material should not be mixed with

another. For this purpose cones on a trolley are checked by ultra violet light in a dark

chamber. If the material is mixed or any other variations like count/blend etc. are there it will

be reflected by shade variation in the cones and under UV lamp, the reflectance would be

different for normal and defective portion by virtue of which we can attest the cones.

IT DEPARTMENT

RSWM leverages information technology (IT) tools extensively in its operations to

achieve creator productivity & efficiency. The company has integrated IT in its core

functioning from purchase of raw material to sale of final product. The company deployed a

specialized ERP (enterprise resource planning) solution for textile companies, which is fully

functional across all its existing manufacturing location.

This solution enables the company to get real time information on customer orders,

raw material purchase, and material handling stores & inventory situation, production,

standard costing, invoicing & sales. Apart from this core system, the company also uses

specialized modules for functional areas of finance & human resources.

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At first when RSWM realized the need, such type of computer arrangements through

which they can transfer or collect the data or information conveniently & online with the help

of computer setup among there unit.

RAW MATERIAL DEPARTMENT

Raw material department deals with the raw material requirement by different units.

According to the final yarn required every unit calculate their raw material need & give

this to raw material department. Then they will decide how much material should order for

the month on the basis of analysis that how much material is present in godown& how

much is in transit. These requirements are than sent to Mumbai office where all the units

of RSWM send their respective requirements & than their purchase is done on group basis

in lump some amount in order to get raw material at economic rate. The minimum level

that is maintained in godown is 25%.Various types of raw material used our here are as

follows:

Viscos

Polyester

Cotton

Acrylic

Silk

Nylon.

Mainly the raw materials come from following place: Rajasthan, Gujarat, M.P. and Maharashtra.

In unit 6, 7, 8 there is a production of 100% fiber either cotton or polyester.

PERSONAL DEPARTMENT

RECRUITMENT:-

Recruitment of suitable person for specific post and his proper placement plays a very

important role for smooth running of the industry.

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The sources of candidates for filling of vacancies are: -

1. Through district employment exchange.

2. Through advertisement in the Newspaper.

3. Through putting up a notice of vacancy on the notice board.

In our case as we are not recruiting any experienced workmen other than Maintenance &

Engineering Department. Therefore, we have to depend only on District Employment Exchange

and through personal contact and propaganda through old labours, masters and trainers only.

SELECTION:-

Candidates called for interview are required to clear the different criteria fixed for the

selection of candidates. They will have to submit the required documents which are essential for

the selection of the candidates. Main function of personal department is to selection of

workers according to their norms & rules.

There are some norms for selection of the workers.

1. He must be educated of 12th standard.

2. His age between 18 to 25 year.

3. His minimum height minimum5.2

4. His weight is minimum 48kg.

5. Finger -& Eye are also tested before selection of workers.

6. Blood group, two photo & reference are essential.

7. Some silent norms of the industries.

They also select non-experience workers for their long life work. They select 60%

outsiders & 40% local people for their work.

RSWM provide a better environment & also provide so many facilities to their workers.

They provide mess facilities, bus facilities, and rest room; provide dress, dispensary & so

many more facilities are provided to the worker by RSWM.

PLACEMENT:-

The workmen are then divided in two batches as per the requirement of the land as

per the knowledge and physique of the workmen. Within total 52 days all workmen are being

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trained in different departments and after taking their technical test the successful persons are

then given to their respective department and considered as half workmen or LCT.

DETAILS OF WAGES/STIPEND PAID TO A NEW WORKMEN

1. 1-40 : Rs.73/- P.D.

2. 41-100 : Rs.83/- P.D.

3. 101-145 : Rs.96/- P D.

4. 146-270 : Rs.106/- P.D.

5. Up to 271 : Rs.190/- P.D.

OTHER FACILITY:-

1. C.L. THEY GET ONE C.L. ON 32 ATTENDENCE

2. P.L. - THEY GET ONE P.L. ON 20 ATTENDENCE

3. P.F. - 12% OF EMPLOYEE & 12% OF EMPLOYER

4. GRAT UITY- 5%

5. BONUS- 20%

6. PAY HOLIDAY-

7. INSURANCE-

8. DISPANCERY-

9. CYCLE STAND-

10. HOSTEL-

11. SPORTS WEEK-

12. PRIZE SCHEME-

13. PROMOTION-

14. DRESS, SHOES, &SOCKS-

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MAINTENANCE OF PERSONAL RECORDS

Once a workmen /Staff is recruited, it becomes very essential to keep all his personal

records in proper file. The Personal records give us the details of his job profile, e.g. details of

his permanent and present address, department, code No., Blood Group, his reference, Mill

No. Permanent shift allotted to the 'workmen, his education details, experience details, wages

and increment details. The personal; record also contains details of warning/charge sheet s an d

suspension the individual workmen from time to time, promotion details etc.

TIME OFFICE DEPARTMENT

Another important function of the P & A department is keeping proper record of attendance of

staff/workers and also to provide the required number of labors in each shift for smooth runningof the plant. Presently we have a system of signing in the register for staff members and time

punching system for workers.

Workers are dividing into four Shifts.

Shifts Timing Lunch break

General 8.00 A.M. To 5.00 P.M. 1.00 pm 2.00 P.M

X A 7.00 A.M. To 3.00 P. M. Half an hour during the shift

Y- B 3.00 P.M. To 11.00 P.M. ____

Z - C 11.00 P.M. To 7.00 A.M. ____

Duty hours for staff other than shift is: Lunch break

9.00 A.M. To 1.00 P.M. 1.00 P.M. To 2.00 P.M.

2.00 P M. To 6.00 P.M.

Time keepers verify the engagement of every labour by going to the dept. after beginning of

the shift. At the end of the month total present days are calculated and salary/wages are

prepared. Salary to staff is paid through SBBJ Bank on 1st day of every month. The salary

details arc sent to Bank and salary slips are given to the individual staff member. Wages are

paid to all workmen in cash oil 10th day of every month Wages issued to all workmen on

7th of every month.

Unpaid wages are paid to workmen on every 21st day of the month Important function

of time office.

1. Record of old & new worker.

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2. Personal detail of worker

3. Payment of worker

4. Bo nus wo rki ng da ys PL & l ea ve ar e r ec or de d.

5. Attendance record.

P.F.12% of salaries

LEGAL DEPARTMENT

All the cases pertaining to personal department and the negotiable instrument are dealt

with by legal I/C. All cases relevant to any court fall under his jurisdiction.

Cases of personnel department are dealt in the following:

Court of Asst. labour commissioner

Labor tribunal

High Court

Pertaining to dismissal and compensation, the company has no retainer as on date. He

issues his notice, prepares plaintiff document and engage advocates for filling the cases is

various courts. This is all about the legal I/C. A part from his, another department i.e. Public

Relations is also dealt by manager Legal.

SAFETY COMMITTEE

The main aim of safety department if to secure of whole the workers from the

uncertainty & risk because in the mill so many workers are work on machinery & on electronic

tools and the safety of those worker is most important for the organization.

For the security of the workers they have some rules within the organization & also have

so many security guards, which are care of all the employees in every department & also on

main gate of the mill.

Management has provided the helmet for the security of the workers. When any worker

is come into the mill then the guard has right to check there helmet, & within the mill the

maximum speed of the vehicles is 20km/ph.

They have a dispensary within the organization for the workers because when they

injured then they get fast treatment and three compounder are appointed in three different shifts

so the workers get the benefit in night also.

HRD DEPARTMENT

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The management of human resources has very significant area to define human values,

physical social activities and for saving this peculiarities. Every company makes criteria, which

consist of human principles so this company has also separate department for human resources.The main work of HRD department is manpower planning. The whole process of the

worker after selection is done in the HRD department. Where the mans are needed & what

person do what work & in what time is all planning is done in HRD department.

HRD Activities of Workers

New workers

Old workers

(a) HRD activities for new workers-Following works is carried out by HRD for new workers:-

i. General process orientation.

ii. Fiber marketing, brief knowledge / overview Safety

iii. Fire fighting etc.

These above activities are carried out for the first 40 days, during these days the practical

training carried out on the show floor. After 40 days of training, the new workers are sent to

respective dept. as half skilled workers. So after all this i.e. 104 days their skill test is taken &if

they pass, then they will be regarded as skilled workers.

(b) Activities for old workers:-Training is given to them from time to time to upgrade their skills, HRD organize

refresher courses that are need based whenever they get the requirement from the respective dept.

in the organization and identification of the need is done by the respective dept. in consultancy

with the HRD dept. HRD has also got the responsibility to schedule the training schedule.

Milestones

RSWM has initiated a Rs. 900crore expansion plan. Its Denim & 46 MW Captive Thermal

Power Plants have commenced operation.

RSWM was recently felicitated with Rajiv Gandhi National Quality Award.

RSWM expands their spindle capacities at all the plants.

Ounced the acquisition of Cheslind textiles Ltd., a Bangalorebased textile unit.

RSWM International B.V., Holland, Incorporated, a 100% subsidiary of RSWM, executes a

50:50 JV with SISA S.A., Spain. The New JV entity is known as RSWM SISA.

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RSWM ropes in Salman Khan as brand ambassador for Mayur Suiting.

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CHAPTER-3

TRAINING AND

DEVELOPMENT

PROCESS

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INTRODUCTION TO TRAINING AND DEVELOPMENT

In the modern industrial world, for training the employees are being increasingly

recognized so as to keep the employees in touch with the new technological

developments. Every company must have a systematic training programmed for the

growth and development for the growth and development of its employees.

Training is concerned with increasing the knowledge and skills of employees for

doing specific jobs and development involves the growth of employees in all aspects.

Whereas training increase job skills, development shapes attitudes of employees.

Development is a related process. It covers not only those activities, whichimprove job performances, but also those which bring about growth of the personality,

help individual in the progress towards maturity and actualization of their potential

capacities so that they become not only good employees but better men and women.

In other words, training provides the workers with facility to gain technical

knowledge and development is a process by which the employees acquire skills and

competence to their present job.

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DISTINTICTION BETWEEN TRAINING AND

DEVELOPMENT

Training is a short-term process utilizing a systematic and organized procedure by

which non- managerial personnel learn technical knowledge and skills for a definite

purpose.

Development is long-term educational process utilization a systematic and

organized procedure by which managerial personnel learn conceptual and theoretical

knowledge for general purpose.

Training development differs in four ways:-

a)WHAT is learning;

b)WHO is learning ;

c)WHY such learning takes place; and

d)WHEN learning occurs

OBJECTIVES OF TRAINING

To provide job related knowledge to the workers.

To impart skills among the workers.

To bring about change in the attitudes of the workers towards fellow Workers,

supervisor and the organization.

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To reduce the number of accidents by providing safety training to the Workers.

To make the workers handle materials, machines and equipments.

To increase and improve decision making skills.

NEED AND IMPORTANCE OF TRAINING

Training is important not only from the point of the organizations, but also for the

employees. A skill acquired through training is an asset for the organization an

employee. The need for training of employees arises due to the following factors:

1. HIGHER PRODUCTIVITY:

It is essential to increase productivity and reduce cost of production for meetingcompetition in market.

2. QUALITY IMPROVEMENT:

The customers have become quality conscious and there requirements keep on

changing. To satisfy the customer, quality of product must be continuously

improved through training of workers.

3. TECHNOLOGY UPDATE:

Technology is changing at fast pace. The workers must learn new techniques to

make use of advanced technology. Thus, training should be treated as a continuous

process to update the employees in the new methods and procedures .

4. INDUSTRIAL SAFTEY:

Training workers can handle the machines safety. They also know the use of various safety

devices in factory. Thus, they are less prone to industrial accidents.

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5. REDUCTION OF TURN OVER AND ABSENTEEISM:

Training creates a feeling of confidence in the minds of the workers. It gives them a security

at the work place. As a result, labour turn over and absenteeism rates are reduced.

STEPS IN TRAINING PROGRAMME

INDENTIFY TRAINING NEED

GETTING READY FOR THE JOB

PREPARATION OF THE LEARNER

PRESENTATION OF OPERATION AND KNOWLEDGE

PERFORMANCE TRY

FOLLOW UP

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TRAINING METHODS

TRAINING

ON THE JOB TRAINING OFF THE JOB TRAINING

ON THE JOB TRAINING:

Under this method, the worker is g iven training at the work place by his

immediate supervisor. In the other words, the workers learn in the actual work

environment. It is based on the principle of "learning by doing".

On the job training is consider to be the most effective method of Training the

operative personnel. On the job training is suitable for imparting skills that can belearned in a relatively short time. These methods are relatively cheaper and less time

consuming.

OFF THE JOB TRAINING:

Under this method, the worker is required to undergo training for a specific period

away from the workplace. Off the job methods are concern with both knowledge and

skills in doing in certain jobs. The workers are free of tension of work when they arelearning.

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TRAINING METHODS

ON THE JOB METHODS OFF THE JOB

METHODS

1. INDUCTION OR ORIENTATION TRAINING 1. LECTURE METHOD

2. APPRENTICESHIP TRAINING 2.CONFERENCE METHOD

3. INTER-SHIP TRAINING METHOD 3.SEMINAR

4. JOB ROTATION 4.CASE STUDY METHOD

5. VESTIBULE TRAINING 5.ROLE PLAYING METHOD

6. DEMONSTRATION AND EXAMPLES 6.SENSITIVITY TRAINING

7. INCIDENT TRAINEE METHOD

ON THE JOB METHOD:

1. INDUCTION OR ORIENTATION TRAINING:

Induction is concerned with introducing or orienting a new employee to the

organization and its procedures, rules and regulation. When a new employee

reports for work, he must be help to get acquainted with the work environment

and fellow employees. It's better to give him a friendly welcome when he joins the

organization.

2. APPRENTICESHIP TRAINING:

Apprenticeship training involves imparting knowledge and skills il l a

particu lar cra ft or tr ade such as pr in ting , tool making etc . Appren ticeship tr aining

is desirable in industries, which require a constant -flow of new employees. It is

very much prevalent in printing trade and construction, and vocations like

mechanist, electronics, welders, etc.

3. INTERNSHIP TRAINING:

Under this method, an educational institute enters into arrangement with

industrial enterprises for providing practical knowledge to its students. Internship

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training is usually meant for such vocations where advanced theoretical knowledge

is to be backed up by practical knowledge. The period of such training varies from

six months to two years. The trainees do not belong to the business enterprises, but

they come front the vocational or professional institutions.

4. JOB ROTATION:

The trainee is systematically transferred from one job to another job so that

he may get the experience of different jobs. This will broaden his horizon and

capacity to do a variety of jobs. Job rotation is used by many organizations to

develop all-round workers. The employees learn new skills again experience in

handling, different kinds of job and prepare them to handle other jobs in case of

need.

5. VESTIBULE TRAINING:

Vestibule training is suitable where a number of persons are to the trained at

the same time for the same kind of work. A vestibule training workshop may be set

up by an individual organization when it is not possible to give training to the

employees at the workplace. The main emphasis is on learning rather than

produc tion. It is an at tempt to dupl icate as nearly as possib le the actua l condit ion

of the workplace. The trainees can concentrate on training because they are not

under any pressure work.

6. DEMONSTRATION AND EXAMPLES:

In the demonstration method, the trainer describes and displays something,

as when he teaches an employee how to do something by actually performing the

activity himself and by going through a step by step explanation of "why"' he is

doing. Demonstrations are very effective in teaching because it is much easier to

show a person how to do a job then to tell him or ask him together instruction

from the reading material.

OFF THE JOB METHOD :

1 . LECTURE METHOD:

Training through special lectures is also known as classroom training. It ismore associated with knowledge than skills. Some executives of the organization

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or specialist from vocational and professional institutes may deliver the special

lectures. Many firms also follow the practice of inviting experts for special

lectures on matters like health, safety, productivity, quality, etc.

2. CONFERENCE METHOD:

A conference is a group meeting conducted according to an organized plait

in which the members seek to develop knowledge and understanding of a topic by

oral participation. It is an effective training device for person in the position of

both conference member and conference leader . As a member a person can learn

from others by comparing his opinions with those of others. The learns to respect

the view points of others and also realizes that there is more than one workable

approach to any problem.

3. CASE STUDY METHOD:

Case method is a means of simulating experience in the classroom. Under

this method, the trainees are given a problem or case, which is more or less related

the principles already taught. They analysis the problem and suggest solutions,

which are discussed in the class. The instructors help them reach a common

solution to the problem.

4. ROLE PLAYING METHOD:

This technique is used for human relations and leadership training. Its

purpose is to increase the trainee' s skil ls in deal ing with others . This will help the

trainees in the learning how to behave in a conflict situation. They will also learn to

appreciate the viewpoints of each other.

5. SENSITIVITY TRAINING:

Sensitivity training or T-Group training means the development of awareness

and sensitivity to behavioral patterns of oneself and others. It is an experience in

interpersonal relationship, which results in a change in feelings and attitudes

towards oneself and others. T-groups are helpful in unlearning and learning certain

things they help the participants to understand how groups actually work and give

them a chance to discover how others interpret them. Sensitivity training programs

are generally conducted under controlled laboratory conditions. That is why.

Sensitivity training is also called 'lab training.

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6. INCIDENT TRAINEE METHOD:

In this method, trainee is provided with incomplete incident and he is asked

to complete the incident through his own thinking, discussing and putting questions

to the trainer. This method is somewhat related to case study method and only y

difference is, in case study method a complete case is given for analyzing whereas

in incident trainee method the trainee is subjected to develop the case with his own

abilities. This develops the skills.

Conclusion of Training and Development section

In MAYUR mill training is provided to almost all the employees.

People prefers to take training more on the job

On the job training is better than any other type, because employees get practical

working knowledge along with their job.

Mainly fresher gets the training because they are new and they do not have much

knowledge about the work.

Training is provided to other existing employees also for updation

All the employees participate in the training programmers enthusiastically but some

employees find it discouraging ales.

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The people in the organization are of the opinion that there only slight improvement

in material handling and wastage of material slightly reduces after training.

All people think that there is slight different in performance after training.

After training they fell there proper blending of personal motives with the

organization objectives.

There is increment in communication power with venders.

There is better understanding of procedure.

RECRUITMENT, SELECTION & INDUCTION PROCESS

S.No WORK RESPONSIBILITIES

1 New Workers are called on gate at 9 oclock.

2 Physical checking like finger, leg, looking, and name is checked

there. Weight should be 45 to 60.

3 Education requirement is above 5th class.

4 Blood group, two photographs and two copy of T.C.is required here.

5 Form is given to them which are filled by themselves only.

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6 Batch, dress and address are filled by them. PERSONNEL DEPT

7 Physical checkup is done there. TRNG DEPT.

8 Selection is done by officer in department OFFICERS

9 Final interview is there. BY GM (P&A)

10 Joining date is given to them.

11 Punching card is made by the company for the new 11worker. SH. JAIN ,SH. SONI

12 When punching card does not punch information is given to time

keeper to make correction.

TIME KEEPER

13 First day they do G.P.O. reporting.

14 In these 10 days complete information from B/R to pkg is given to

them. Department and general information is given to them.

15 Theoretical traning-2 hrs p/d

16 Feedback-1 hrs p/d, Theoretical traning-2 hrs p/d Practical work-4.5

hrs p/d

17 Every day classes are arranged here. HEAD OFFICERS

18 Day first:- information related to prayer, place, common facility andshift is given to them.

19 Day second:-information related to discipline, training need and

importance, benefit, types of fiber etc.

20 Day third: - information related to lot blat, tint, housekeeping, charge

&carding etc. Is given to them.

21 Day fourth:-types of vest, department wise lot segregation, sly lap,

ribbon lap, comber& machine etc. information is given to them.

22 Day fifth:-industrial safety and precaution from accident draw frame,speed frame, machine etc. Information is given to them.

23 Day sixth:-benefit given by industry, salary increment, bonus &

gratuity, R/F information is given to them.

24 Day seventh: - P.F., pension, C.L., P.L., leave information, auto

corner information is given to them.

25 Day eight: - information about high level officers, ISO & C/W is

given to them.

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CHAPTER-4

RESEARCH

METHODOLOGY

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RESEARCH METHODOLOGY

Research is the original contribution to the existing stocks of knowledge making for its

advance management in research of knowledge through objective and systematic method of

finding solution to a problem.

First phase of research in concerned with organization product. The study of marketing is

really necessary for a marketing manager, as its help him in gaining knowledge on the main basic of

marketing. I .e. the four up are of marketing (product, price, place, promotion).

Those for the better future any origination as well a marketing manager, he should have the

full knowledge of product and brand of the concern (which include product line, range decision

branding packing, labelling and after sale services place /distribution channels (which included

transport where house channels of distribution) price (which include terms of delivery, terms

payment ,margins , retail price mechanism etc.)promotion mix( which included advertising, sales

promotion , personal selling trade fare and exhibition , public relation etc.)

Second passed out the research deals with study of customer satisfaction, which the more of

the less dependent on the marketing mix of the concern. Internal costumer research is use to identify

the both felt and un felt laying needs , to learn how consumer provide product brand, and stores

what their attitude are before and after promotional companies and how and why they make theirbuying decision.

Internal customer research marketing manager make before better decision as to the

selection of the product and service that would be appropriate and acceptable, the promotional

appeal that would be meaningful and the media vehicle in which to place them.

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Data collection: Primary data: pie and bar chat etc. the data collection method used was

Questionnaire method, which come prised of surveys for the research project, Quaternary used was

structured and undisguised on , which include Open ended , checklist question the information was

collect by way of personal interview with the responds how present study is restricted Lear

automotive corporation only.

The population for the survey come prised of industrial customers Judgment and convenient

some sampling techniques where adapted to select a simple fifty respondents at my won

convenience.

The above techniques where adapted keeping in view time and resource constrain Data

Analysis.

TYPES OF RESEARCH DESIGN

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1. EXPLORATORY RESEARCH:-

Exploratory research studies are also termed as formulative research studies. The main

purpose of such studies is that of formulating a problem for more precise investigation or of

developing the working hypotheses from an operational point of view. The measure emphasis in

such studies is on the discovery of ideas and insights. As such the research design appropriate for

such studies must be flexible enough to provide opportunity for considering different aspects of a

problem under study.

(1.) Literature research /study of secondary data

(2.) Survey of knowledgeable persons or experience survey

(3.) Case study

2. CONCLUSIVE RESEARCH:-

Conclusive research provides information, which helps the executive to make a rational

decision. The marketing executive has to arrive at a suitable decision from the various alternative

decisions. The various alternative conclusions and selecting the most suitable conclusion may be

done by descriptive research design or experimental research design.

(1.) Descriptive research

(2.) Experimentation

SAMPLING PROCESS

1. Sampling unit- 100 Employee of RSWM ltd. Unit 8

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2. Duration- May to June 2011

3. Type of sampling- CONVENIENCE.

4. Sample size-it determines the set of sample in an

organization and it was taken as 50

CHAPTER-5

QUESTIONAIRE

AND

CONCLUSION

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QUESTIONAIRE

Ques1: Are you informed wail in advance about the relevant details of the training program

by your senior?

A. Always B. Often

C. Seldom D. Never

ANSWERE STAFF WORKER TOTAL %

A 19 11 30 60

B 4 4 8 16

C 2 9 11 22

D 0 1 1 2

CONCLUSION

After survey with the help of the above graph it is observed that:-

39

22

18

2

4

1

3

0 00

5

10

15

20

25

A B C D

STAFF

WORKER


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60% employees said that their seniors informed them very well in advance.

16% employees said that the seniors often informed them.

22% employees said that the seniors seldom informed them.

2% employees said that the seniors never informed by the HRD

Ques2: What do you think about the arrangements for training programmer in HRD hall?

a). very good b) satisfactory

c) Good d) poor

ANSWER

STAFF WORKER TOTAL %

A 15 8 23 46

B 3 11 14 28

C 7 6 13 26

D 0 0 0 0

15

3

7

0

8

11

6

00

5

10

15

20

25

A B C D

STAFF

WORKER

CONCLUSION


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46% employees said that the arrangements are very good.

28% employees said that the arrangements are satisfactory

26% employees said that the arrangements are good.

Ques: 3: Do you feel receptive /comfortable with the mode of teaching of the trainer?

A) Always B) Often

C) Never D) Never

12 12

10

5

17

3

0

0

5

10

15

20

25

A B C D

STAFF

WORKER

CONCLUSION

41

ANSWER


A 12 5 17 34

B 12 17 29 58

C 1 3 4 8

D 0 0 0 0


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34% employees said that they always feel comfortable with the mode of teaching.

58% employees said that they often feel comfortable while teaching.

8% employees said that they never feel comfortable in teach in

Ques 4: Are the method adopt of training easy to understand?

A. Yes B. No

C. Often

42

ANSWER


A 19 17 36 72

B 6 8 14 28

C 0 0 0 0

D 0 0 0 0


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19

6

0 0

17

8

0 0

0

5

10

15

20

25

A B C D

STAFF

WORKER

CONCLUSION


72% employees said that method of training is easy.

28% employees said that the method is not easy.

Ques 5: Are the training programs interactive in nature?

A. Always B. Often

C. Seldom D. Never

ANSWER


A 9 11 20 40

B 13 8 21 42

C 3 4 7 14

D 0 2 2 4

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9

13

3

0

11

8

4

2

0

5

10

15

20

25

A B C D

STAFF

WORKER

CONCLUSION


40% employees said that the training programme is interactive.

42% employees said that the programme often seems to be interactive.

14% employees said that training programme seldom seems to be interactive.

Ques 6: Do you feel that the contents of the training programmes are sufficient for the

thorough understand of the topic?

A) Yes B) No

C) Often

ANSWER


A 19 7 26 52

B 0 9 9 18

C 6 9 15 30

D 0 0 0 0

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19

0

6

0

7

9 9

00

5

10

15

20

25

A B C D

STAFF

WORKER

CONCLUSION


52% employees said that the contents are sufficient to understand the topic

18% employees said that contents are not sufficient.

30% employees said that they often seem to be sufficient.

Ques 7: Are the training programme repeated by the participants?

A) Always B) Often

C) Seldom D) Never

ANSWER


A 15 21 36 72

B 8 4 12 24

C 1 0 1 2

D 1 0 1 2

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15

8

1 1

21

4

0 0

0

5

10

15

20

25

A B C D

STAFF

WORKER

CONCLUSION


72% employees said that the training programme is always repeated by the participants.

24% employees said that the programme is often repeated.

2% employees said that the programme is seldom repeated.

2% employees said that the training programme is never repeated.

Ques 8: Are you satisfied with the duration of training?

A) Yes B) No

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24

10 0

20

5

0 0

0

5

10

15

20

25

A B C D

STAFF

WORKER

CONCLUSION


88% employees said that they are satisfied.

12% employees said that they are not satisfied.

47

ANSWER STAFF WORKER TOTAL %

A 24 20 44 88

B 1 5 6 12

C 0 0 0 0

D 0 0 0 0


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Ques9: How often do you give your opinion /suggestions about the training programmers you

have attended?

A) Always B) Often

C) Seldom C) Never

48

ANSWER


A 9 17 26 52

B 11 8 19 38

C 2 0 2 4

D 3 0 2 4

9

11

23

17

8

0 00

5

0

5

0

5

A B C D

STAFF

WORKER


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CONCLUSION


52% employees said that they always used to give their opinion.

38% employees said that they often used to give their opinion.

4% employees said that they seldom used to give their opinion.

4% employees said that they never give their opinion on training programmers.

Ques10: Do you communicate your earnings to your colleagues and people down the line?

A) Yes B) Often

C) NO

49

ANSWER


A 20 15 35 70

B 1 6 7 14

C 4 4 8 16

D 0 0 0 0


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20

1

4

0

15

6

4

0

0

5

10

15

20

25

A B C D

STAFF

WORKER

CONCLUSION


70% employees said that they communicate with their down line.

14% employees said that they often used to communicate.

16% employees said that they do not communicate.

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CHAPTER-6

FINDINGS

SUGGESTION

LIMITATIONS OF THE

STUDY

FINDINGS

RESEARCH REPORT ON WORKER SATISFACTION ON TRANING

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SUGGESTION

Proper planning of manpower requirement so as to avoid redundancy.

Improvement in recruitment policy and practice.

Use of proper tests and interviews in selection of employee.

Promotion from within and other career opportunities

Impartial transfer and promotion policies.

Introduction of incentive plans

Employee welfare schemes.

Provision of retirement benefits.

Employee consultation, suggestion, schemes and workers participation in Managements.

Conflict resolution and team building techniques to improve human relation and morale.

Proper job design and work scheduling to match skills with job requirements.

LIMITATIONS OF THE STUDY

Sample size is small.

Sample may be biased.

Non response.

Huge space between what people say and what they actually do.

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Bibliography

Human Resource Personnel Management Forth Edition (K.AswathappaNew Delhi)

Personnel / Human Resource Management-Third Edition (David A.Decenzo and Stephen

P.Robbins)

Magazine:-

Monthly magazine of company

Internet:-

www.google.com

www.lnjbhilwara.com
http://www.google.com/http://www.google.com/

mayur suiting project

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