Summer Training Report

ON

Effectiveness of Training and Development Programs

At

Vikram Woolen (A unit of Grasim Industries Ltd.) Malanpur, Bhind

In partial fulfillment for the degree of master of business administration (full time)
Awarded by:

Pune University, Pune (Maharashtra) SUPERVISED BY Mr. S. P. Hans Manager HR SUBMITTED TO Mrs. Megha Tapadiya

SUBMITED BY Ms. Nivedita Katare

ASM IBMR CHINCHWAD MIDC Block C, Pune, Maharashtra

DECLARATION
It is hereby declared that the Summer Training Report entitled TRAINING AND DEVELOPMENT has been prepared as the part for the completion of the degree of masters of business administration from College ASMS INSTITUTE OF BUSINESS MANAGEMENT AND RESERCH and it is based on the original research work and will be used only for the academic purpose. It will not be produced in any condition as a source of information to an industry.

Date: Place:

NIVEDITA KATARE MBA III SEM

ACKNOWLEDGEMENT
It is privilege to express my gratitude & sincere thanks to ASMS INSTITUTE MANAGEMENT AND RESERCH Gwalior has given us the opportunity to Summer training report on the topic . I am thankful to MRS.MEGHA TAPADIA I express my sincere thanks to my project guide, Mrs. Megha Tapadia for guiding me right from the inception till the successful completion of the project. I sincerely acknowledge her for extending their valuable guidance, support for literature, critical reviews of project and the report and above all the moral support he/she/they had provided to me with all stages of this project. I would also like to thank the supporting staff of Vikram Wollens Human Resource department, for their help and cooperation throughout our project.

NIVEDITA KATARE MBA III SEM

PREFACE
Partial knowledge is an impotent suffix to theoretical knowledge; one cannot merely rely upon the theoretical knowledge. Classroom make the fundamental concept clear, but practical survey in a firm has significant role to play in a subject of Business Management to develop managerial skills, it is necessary that they combine their classroom's learning with the knowledge of real business environment. I am extremely happy to place before the esteemed Teachers/Management the Report of the project entitled "Training and Development". It has not only helped me to enhance my knowledge about various fields of Human Resources & Company responsibilities towards their welfare but also gave new dimension to my knowledge about psychology & attitude of the Employees towards the work & their duties.

Table of Content
Chapter 1.Introduction of the company 1.1 History of the organization & its objectives 1.2 Organization Structure 1.3 Financial Performance 1.4 Personnel Policies 1.5 Product and Operations 1.6 Layout and Quality Control Chapter 2. Research Methodology 2.1 Topic 2.2 The Study and Its Objectives 2.3 The Sample 2.4 The Tools 2.4.1 for Data Collection 2.4.2 for Data Analysis Chapter 3. Findings & Interpretation Chapter 4. Implications & Suggestions Chapter 5. Conclusion References Annexure

1.1 GROUP COMPANY PROFILE

The business of Aditya Birla Group is straddling 25 countries to a few THILAND, MALAYSIA, INDINESIA, EGYPT, CANADA, AUSTRALIA, CHINA, ITALY, GERMANY, U.K, HUNGARY, BRAZIL, FRANCE, LUXEMBOURG, SWITZERLAND, LAOS, PHILLINES, DUBAI, SINGAPORE, MYANMAR, BANGLADESH, VIETNAM, and KOREA. It revenue are in excess of US $6 billion and it has a market capitalization of US $5 billion. The group has 700000 shareholder with the business of trading in cotton, silver, sugar, and jute. the group today dominate player in all its key area of operation like aluminum, copper, cement, viscose stable fibre (VSF) carbon black viscose filament chare fertilizer insulators, sponge, iron, chemical, branded apparels insurance, and management, software, telecom. The group has now grown into India second largest industries house employing 65000 people worldwide with turnover of around 200 billion spread over in 18 countries. THE MAJOR GROUP OF COMPANIES IN INDIA Grasim industries ltd Hindalco Industries Ltd MRPL Indo Gulf Fertilizers And Chemical Corporate Ltd Birla Global Finance Ltd Aditya Birla Nuva Ltd

A US $29.2 billion corporation, Aditya Birla Group is in the league of fortune 500 Companies is anchored by an extraordinary force of 130,000 employees, belonging to nationality. In India, the group has been adjudging the best employer in India and among the top 20 in Asia by the Hewitt-Economic Times and wall street journal study 2007. Over 50 percent of its revenues flow from its overseas operations

GLOBALLY THE ADITYA BIRLA GROUP IS:

A metal, powerhouse, among the worlds most cost-efficient aluminum and copper

producer. Hindalco novelist is the largest aluminum in Asia with the largest single location copper smelter No. 1 in viscose staple fiber The fourth largest producer of carbon black

The fourth largest producer of insulators The 11th largest cement producer globally, the seventh largest in Asia and second largest in India. Among the worlds top 15 BPO companies and among Indias top four

Among the best energy efficient fertilizer plants

IN INDIA
A premier branded garments player The second largest player in viscose filament yarn The second largest in the chlor-alkali sector Among the top five mobile telephony company A leading player in life insurance and asset management Among the top three supermarket chains in the retail business

Rock solid in fundamental, the Aditya Birla Group nurtures a culture where success does not come in the way of the need to keep learning a fresh, to keep experimenting.

BEYOND BUSINESS- The Aditya Birla Group is: Working in 3,700 villages reaching out to seven million people annually the Adiya Birla centre for community initiative and rural development, spearheaded by Mrs. Rajashree Birla Focusing on health care, education, sustainable livelihood, infrastructure and espousing social causes Running 41 schools and 18 hospitals

1.2. COMPANY PROFILE (VIKRAM WOLLENS)

VIKRAM WOLLENS (VW) is a unit of highly diversified industrial conglomerate, Grasim industries limited, which form part of Asias major commercial & industrial empire- The Aditya Birla Groups. VW is worsted spinning plant set up with a state-of-the-art Technology in the year 1995 with the production capacity of 1440 tons/annum. Unit is catering the demand of high end consumer both internationally as well as in domestic market. Product quality is well accepted in international market and now unit is expended its business with the clear vision. The unit commenced production in November 1995.The unit has modern spinning and dyeing equipments with an installed capacity of 8832 spindles. The machines are imported from various countries like France, Germany, and Switzerland etc. The unit is manufacturing and marketing 100, 00 tons yarn per month. The company was awarded with ISO-9002 certificate during the year 2001.The three most important blends that are working upon currently are:: - ALL WOOL : - POLYSTER WOOL : - POLYSTER/VISCOSE TO BEAT THE BEST UNIT IS ACCREDITED WITH : DIN EN ISO 9001:2000 (quality management system) : DIN EN ISO 14001(Environmental management system) : - OHSAS 18001:1999 (Occupational Health & safety management system

Facility and Infrastructure

Admin block gallery

Plant view - Rear side

Color matching - Data color

Data color Autodispenser

Dye House

Evenness Tester UT 3

Spinning Section

Zinser ring frame

Rubbing frame

Finisher Gill Box

Finisher Gill Box

Preparatory Section

Preparatory Section

Preparatory Section

Preparatory Section

Two for One Prerna Leewa

.3.

Organization Structure

Unit Head

HR Head

Commercial Head

Marketing Head

Dye house Head

Engineering Head

1.4.

POLICIES IN VIKRAM WOLLENS

VIKRAM WOLLENS (A unit of Grasim Ind Ltd.) being a part of the billion-dollar Aditya Birla Group follow the world class manufacturing. The company follows following practices. 1. 2. 3. 4. 5. Work environment JIT (Just in time) Supply chain Equipment Effectiveness Six sigma

6. 7.

Liaison Information System Produce Globally Competitive Quality Yarn Total Customer Satisfaction, both Internal and External Create and Maintain Clean, Safe and Pleasant Working Environment Follow a system leading to continuous improvement in Technology and Human Potential

ENVIORNMENTAL POLICY
Vikram Wollens (A unit of Grasim Industries Ltd) are committed to create and maintain clean, safe & Pleasant Working Environment. Vikram wollens do continual improvement for Pollution Control Over and abiding all Environment Legislation and Regulation. We initiate for Energy and water Conservation, waste Reduction & other objectives, keeping in view the interest of our employees, contractors & the concerned vendors.

PERSONNEL POLICY OF VIKRAM WOLLENS PERSONNEL POLICY STATEMENT

Enforce Recruitment and selection procedure strictly quality of new recruit

Policy in proper delegation & decentralizations of power/procedures to give more responsibility to the individual Identify training needs in structured way and makes their career and development plan to become a world class. Ensure to achieve the best efficiency and utilization by way of clear cut goals/standards Periodic performance appraisal to review the key result area, to achieve and to modify the same as per need

HEALTH & SAFETY

Health is a safe of complete physical, mental and social well-being and not merely the absence of disease. It is the outcome of the interaction between the individual & him environment.

In many industries, workers are exposed to various types of health hazards, unless the working conditions, lighting, ventilation, cleanliness, temperature, space etc are proper, workers cannot concentrate on the work.

Every year may employees get injured in factories, mines, ports railways etc leading to partial or total disablement industries safety and efficiency are directly related to each other. Safety measures prevent accidents and ensure regular flow of work. If also helps in improving the morale and productivity of workers. HEALTH AND SAFETY IN VIKRAM WOLLENS 1. 2. Creates and maintains clean, safe and pleasant working Environment creates a safety environment by way of improvement in technology and human potential & Safety is considered as top priority in all areas. 3. Willingly or unwillingly the unit does not consider any statutory safety regulations and laws applicable from time to time 4. 5. The unit continuously develops safety awareness by way of training programmes. The administration firmly believes that health & safety is everybodys part of duty.

ENVIRONMENTAL CONDITION
Work environment may be divided into three broad components physical, mental, social. All these components describe as follows: 1. Physical Environment Physical environment consist of lighting, ventilation, and noise level. They are like

a)

Lighting: - Adequate and proper lighting is essential for worker as it enables them to work with

speed and accuracy. On the other hand, poor lighting causes eyestrain, mental fatigue. As a result, the quality and quantity of work performance suffers

b)

Ventilation and Temperature: - Stale air at work place causes discomfort, and fatigue to worker

and reduce their efficiency. Therefore, ventilation is necessary to provide fresh air.

c)

Noice: - Noise means a kind of sound unpleasant to ears. Unpleasant noice can also distract

workers from their work. Intermittent noice is more irritating than continous noise.

2. MENTAL ENVIORNMENT: Mental environment comprises of physiological factors, which influence the attitude, behavior and performance of a worker.

3. Social Environment: Social environment refers to the group to which a worker belongs, within a large formal work group workers form informal group of their own

PHILISOPHY OF WORKERS CLASS

MANUFACTURING BY ADITYA BIRLA GROUP

Waste (muda) elimination

Good working environment

Just in time & stock reduction

Equipment effectiveness

Customer driver: internal & external

Strategic quality management

Liaison, team force & skill development

Information system, technology & cash flows

2.1.

INTRODUCTION OF TOPIC

TRAINING Training is concerned with imparting developing specific skills for a particular purpose. This is the act of increasing the skills of an employee for doing a particular job. Training is the process of learning a sequence of programmed behavior. In earlier practice, training programme focused more on preparation for improved performance in particular job. Most of the trainees used to be from operative levels like mechanics, machines operators and other kinds of skilled workers. When the problems of supervision increased, the steps were taken to train supervisors for better supervision.

DEVELOPMENT Management development is all those activities and programme when recognized and controlled have substantial influence in changing the capacity of the individual to perform his assignment better and in going so all likely to increase his potential for future assignments. Thus, management development is a combination of various training programme, though some kind of training is necessary, it is the overall development of the competency of managerial personal in the light of the present requirement as well as the future requirement. Development an activity designed to improve the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements is management development. Management development is based on following on assumptions. 1. Management development is a continuous process. It is not one shot programme but continues though out the career of a manager. 2. Management development is any kind of learning, is based on the assumption that there, always existing a gap between an individuals performance and his potential for the performance. 3. Management development seldom takes place in completely peaceful and relaxed atmosphere. 4. Management development requires clear setting of goals. 5. Management development required conducive environment. Training Need Identification for a company Introduction Training need identification is a tool utilized to identify what educational courses or activities should be provided to employees to improve their work productivity. Here the focus should be placed on needs as opposed to desires of the employees for a constructive outcome. In order to emphasize the importance of training need identification we can focus on the following areas: To pinpoint if training will make a difference in productivity and the bottom line. To decide what specific training each employee needs and what will improve his or her job performance. To differentiate between the need for training and organizational issues and bring about a match between individual aspirations and organizational goals. Identification of training needs (ITN), if done properly, provides the basis on which all other training activities can be considered. Also requiring careful thought and analysis, it is a process that needs to be carried out with sensitivity as people's learning is important to them, and the reputation of the organization is also at stake. Identification of training needs is important from both the organizational point of view as well as from an individual's point of view. From an organizations point of view it is important

because an organization has objectives that it wants to achieve for the benefit of all stakeholders or members, including owners, employees, customers, suppliers, and neighbors. These objectives can be achieved only through harnessing the abilities of its people, releasing potential and maximizing opportunities for development. Therefore people must know what they need to learn in order to achieve organizational goals. Similarly if seen from an individual's point of view, people have aspirations, they want to develop and in order to learn and use new abilities, and people need appropriate opportunities, resources, and conditions. Therefore, to meet people's aspirations, the organization must provide effective and attractive learning resources and conditions. And it is also important to see that there is a suitable match between achieving organizational goals and providing attractive learning opportunities.

2.2 The Study and Its Objectives

The study Effectiveness of Training and Development Programs is based on the responses of the employees of vikram wollen that helps in understanding about the training needs and satisfaction of the employee and also help to evaluate the effectiveness of existing training programs at Malanpur Plant.

The objectives of this study as follows:

1. To study the effectiveness of training programs at malanpur plant. 2. To study the level of satisfaction of employee towards training and development policies.

3. To find out the training need for further improvement

2.3. Sample Type of Study Population/Universe Sampling method Sampling area Sample size : : : : :
Exploratory Vikram wollen employee Convenient random sampling Malanpur, Bhind 50

2.4. TOOLS We use standard questionnaire as data collection instrument and we use observation method as a method of data collection. For the purpose of data collection graphical method is used.

DATA ANALYSIS AND INTERPRETATION

1) Does your organization have Training and Development program for your employees? [a] Yes 77% [b] No 23%

80% 60% 40% 20% 0%

Interpretation: On the basis of opinion of respondents it is clearly indicated that 77% of employees agree on the point that organization organized training and development program for their employees rest 23% were disagree 2) Have you attended any Training and Development program in your Organization? [a] Yes 46% [b] No 54%

54% 52% 50% 48% 46% 44% 42%

Interpretation: On the basis of opinion of the respondents it is clearly indicated that 46% employees attend the training program and remaining 54% were not attended 3) How often organization? Training and Development 15% program [c]Quarterly is conducted 18% in your

[a] Yearly 62% [d]Need based 5%

[b]Half-yearly

80% 60% 40% 20% 0%

Interpretation: On the basis of the opinion of respondent it is clearly indicate that 62% training and development program happened yearly,15% says that training and development program happened monthly, 18% says that program happened quarterly ,and remaining 5% say it happened according to need.

4) What is the duration of Training and Development program? [a] One month nil [b] Half-month 25% [C] One-week Need based 75%

25%

[d]

80% 60% 40% 20% 0%

pe Interpretation : on the basis of the respondent it is clearly indicate that 25% says that duration of training and development program is half month ,while 25% says that duration is one week, and remain says that duration is on basis of need. 5) Are you satisfied with the correlation between the training requirement of your job profile and the training provided? [a] Highly satisfied dissatisfied 27% 5% [b]Satisfied 57% [c]Not satisfied 11% [d]Highly

60% 50% 40% 30% 20% 10% 0%

Interpretation: on the basis of the respondent it is clearly indicate that 27% are highly satisfied ,and 57% are satisfied,11% are not satisfied,while remain 5% are highly dissatisfied.

6) Which of the following methods is used for imparting Training and Development to employees? [a] On the job 100% [b] Off the job [c] Combination of a & b Interpretation : on the basis of the respondent it is clearly indicate that100% on the job training method is used

7) Are you satisfied with quality of Training and Development programme being conducted at your organization? [a] Highly satisfied 29% [b] Satisfied 57% [c] Not satisfied 9% [d] Highly dissatisfied 7%

60% 50% 40% 30% 20% 10% 0%

Interpretation: on the basis of the opinion of the respondent 29% are highly satisfied with the quality of training and development,and 57% are satisfied and 9% are not satisfied while 7% remain are highly dissatisfied 8) What is your level of satisfaction with teaching inputs provided at the time of Training? [a]Highly satisfied 26% [b] Satisfied 54% [c] Not satisfied 18% [d] Highly dissatisfied2%

60% 50% 40% 30% 20% 10% 0%

Interpretatin:on the basis of the opinion of the respondent 26% are highly satisfied with teaching inputs provide at the time of training and 54% are satisfied,18% are not satisfied while remain 2% are highly dissatisfied 9) Does Training and development programme also help employees to groom their personality besides professional skills? [a] Yes 11% [b] No 18% [c] Up to extent 53% [d] Cant say 18%

60% 50% 40% 30% 20% 10% 0%

Interpretation: on the basis of the opinion of respondent it is clearly indicate that 11% say yes 10) Do you get an opportunity to put into practice whatever you learn in the Training and Development program? [a] Yes 85% Interpretation: on the basis of the opinion of the respondent it is clearly show that 85% get an opportunity to put into practice where they learn in the training and development while 15% say no. 11) Do you agree that Training and Development programme significantly contribute in enhancing employee performance? [a] Highly agree 23% [b] Agree 57% [c] Disagree 13% [d] Strongly disagree 7%

60% 50% 40% 30% 20% 10% 0%

Interpretation : on the basis of the opinion of the respondent it is clearly shows that 23% are highly agree with that training and development program significantly contribute in enhanching employee performance 12) To what extent do you think Training and Development programme has been effective in enhancing your performance? [a] 75% to 100% 45% [d] below 25% 2% [b] 50 to 75% 38% [c] 25% to 50% 15%

50% 40% 30% 20% 10% 0%

Interpretation:on the basis of the opinion of the respondent it is clearly show that 45% think up to 75-80% that this program is sffective in enhancing theirv performance,and 38% agree up to 50-75%,and 15% agree with 25-50% while remain 2% is with below 25%.

13) Do you find any significant change in your motivation level towards your work after undergoing the Training and Development Programme? [a] Considerable change 67% [b] No change 13% [c] Cant say 20%

70% 60% 50% 40% 30% 20% 10% 0%

Interpretation:on the basis of the opinion of the respondent it is clearly show that 67% find considerable change in their motivation level toward work,while rest 13% find no change and remain 20% is with cant say

FINDING:1 77% Employee are agree that organization having training and development program for employees while 23% are not agree with this. . 2.46% employees are agree that they attended any training and development program in their organization ,while 34% are not attended any training and development program in their organization.

3.62% employees are agree with that training and development program held yearly ,in their organization ,while 15% says that training and development program held half yearly ,and 18% agree foe quarterly and the rest of the 5% agree with need base 4)25% employ agree for the half month duration of the training and development program in an organization ,while 25% agree for one week training ,and the rest of the 75% employee agree with the need base duration. 5)27% employees are highly satisfied with correlation between the training requirement of employee job profile and the training provide,57% satisfied, and 11%are not satisfied while remaining 5% are highly dissatisfied 6)on the job training method is used for the employees. 7)29% employee are highly satisfied with the quality and development program being conducted in an organization, 57% are satisfied and the 9% are dissatisfied while remain 7% are highly dissatisfied. 8)26% are highly satisfied with teaching input provide at the time of training 54% employee are satisfied ,and 15% are not satisfied while the remain 2% are highly dissatisfied. 9)85% are agree to get an opportunity to put into practice whatever they learn in training and development. while 15% are not agree

Conclusion
The present study is based on importance of training and development and the effectiveness of training and development and it was found that the training and development is necessary for an organization not only for the sufficiency of the worker while also for the productivity of the organization. And after this study we find that training and development happen wisely in an organization and for this employee learn a lot and also make help for enhancing the productivity of the organization.

suggestion
1) Management should be ensure that individual skill are properly utilized in their job. 2) If the employees are satisfied in his training ,improvement in no other can enhance their job satisfaction 3)The company should clearly of promotion ensure that all knows workers .The first step in unskilled, multi-skilled and skilled workers .The company should also make it a point to point promotion based upon his work efficiency and waste control. 4)The superior should strive to maintain somewhat friendly relation with their subordinates This goes a long way enhancing their training and development 5)Employees sponsored for training go with a clear understanding of the skills and knowledge are expected to acquire from the training and development program.

BIBLIOGRAPHY

Human Resource Management (C.B GUPTA) C.R KHOTHARI WWW.VIKRAM WOLLENS .COM Record and record of the company.

ANNEXURE 1) Does your organization have Training and Development program for your employees? [a] Yes 77% [b] No 23%

2) Have you attended any Training and Development program in your Organization? [a] Yes 46% [b] No 54%

3) How often Training and Development program is conducted in your organization? [a] Yearly 62% [d]Need based 5% [b]Half-yearly 15% [c]Quarterly 18%

4) What is the duration of Training and Development program? [a] One month nil [b] Half-month 25% [C] One-week Need based 75%

25%

[d]

5) Are you satisfied with the correlation between the training requirement of your job profile and the training provided? [a] Highly satisfied dissatisfied 27% 5% [b]Satisfied 57% [c]Not satisfied 11% [d]Highly

6) Which of the following methods is used for imparting Training and Development to employees? [a] On the job 100% [b] Off the job [c] Combination of a & b

7) Are you satisfied with quality of Training and Development program being conducted at your organization? [a] Highly satisfied 29% [b] Satisfied 57% [c] Not satisfied 9% [d] Highly dissatisfied 7% 8) What is your level of satisfaction with teaching inputs provided at the time of Training? [a]Highly satisfied 26% [b] Satisfied 54% [c] Not satisfied 18% [d] Highly dissatisfied2%

9) Does Training and development program also help employees to groom their personality besides professional skills? [a] Yes 11% [b] No 18% [c] Up to extent 53% [d] Cant say 18%

10 Do you get an opportunity to put into practice whatever you learn in the Training and Development program? [a] Yes 85% [b] No 15%

11) Do you agree that Training and Development program significantly contribute in enhancing employee performance? [a] Highly agree 23% [b] Agree 57% [c] Disagree 13% [d] Strongly disagree 7%

12) To what extent do you think Training and Development program has been effective in enhancing your performance? [a] 75% to 100% 45% [d] below 25% [b] 50 to 75% 38% [c] 25% to 50% 15%

14) Do you find any significant change in your motivation level towards your work after undergoing the Training and Development Program? [a] Considerable change 67% [b] No change 13% [c] Cant say 20%

ANNEXURE