CHAPTER 1

INTRODUCTION
Title: Training and Development
Training and development Page 1
Reason for the seletion of the topi
Training of the employees and feedback is important for every company. When you think of
manufacturing jobs you dont tend to think about needing to take any kind of schooling or
training. But in actuality training for a manufacturing job is extremely important and so is
retraining. When you !ork in manufacturing you can be !orking in a !ide variety of area
that are going to re"uire specials skill and kno!ledge and if you dont have the proper
training you are not going to be able to do your job safely or correctly. #ot to the fact that if
you do not get retrained you might forget some of the little things that are supposed to go
along !ith your job.
!h" the topi is important to the ompan"#
$entury %ayon also has an elaborate and !ell defined system of organi&ing training
programs and taking feedbacks. 'n the company at an average of ( training programs are
organi&ed per month in addition to this 1 self)development program is also organi&ed for the
!orkers every month.
*ven though an annual performance appraisal system is in place managed by the
personnel+,% department still !ith the passage of time it has been reali&ed that in addition to
imparting training to the staff members on the topics identified through the above system
there can also be an one)to)one-direct.assessment of the opinion of the staff members so that
their individual needs can be identified in depth. The aim is to figure out the key areas !hich
can be emphasi&ed upon by training department according to the employees opinion. This
!ould help to train the staff members in those areas for further up gradation of their skill
sets.
Training and development Page /
$earning from the %t&d":
The training department creates a platform for the employees to update their skills and
kno!ledge by arranging for relevant training programs. 't conducts programs !hich update
kno!ledge and also create proper attitude and values. 't helps create a learning environment
is an organi&ation.
Training Poliies
1. Provide employees ade"uate opportunity to update their skills and kno!ledge and
there by contribute more effectively to the company.
/. ,elp create proper attitude and values
0. Provide developmental inputs !ith a vie! to enable the employees to shoulder higher
responsibilities.
(. 1evelop necessary supervisory management skills.
2. $reate learning environment.
'&ntions of Training Department
1. 'dentifying the training needs.
/. $onducting training programs.
0. 3eeping records and making an analysis of the feedback received in the form of
feedback forms action plans and evaluation forms.
(. Preparing a yearly budget for the training that has to be held.
4The training department creates a platform for the employees to update heir skills and
kno!ledge by arranging for relevant training programs. 't conducts programs !hich update
Training and development Page 0
kno!ledge and also create proper attitude and values. 't helps create a learning environment
is an organi&ation5
Training Programs an (e (roadl" lassified into
1. Technical training programs.
The technical programs are conducted to update or make a!areness the employee about the
technology that !ould support their !orking and help them to !ork effectively and
efficiently.
6echanical 7eals
Bearings
Pumps
$ouplings
7afety
*nergy $onservation
/. Behavioural training program
Behavioural training is done for self)development.
'nterpersonal 7kills
$ommunication 7kills
Time 6anagement
*motional 'ntelligence
Team Working
6anagerial *ffectiveness
Training and development Page (
Need for Training
1. Time 6anagement8) To prioriti&e the !ork
To manage many jobs at a time
To plan for !ork
/. $ommunication8) To communicate !ith superior
To communicate !ith the subordinates
0. Team Working8) *go problems
Working skills
(. 'nterpersonal 7kills8) Way of speaking
2. 9ssertiveness8) 'nability to say no
#o proper decisions
:. ;rievance ,andling8) To convince the !orkers
'lo) hart of the Training Program
<bservation of the performance and behavior of the subordinates by the superiors
Training and development Page 2
7hort comings that are observed are specified in the performance appraisal of the
subordinates as a training need by the superior
$opy of the performance appraisal form is sent to the training department as a result related
training program are arranged by the training department
Training calendar is prepared
$onsidering the need the employee is nominated for the training program and is sent a
nomination letter
*mployee attends the training program and he is given the content manual
=eed back of the faculty is taken after the program.
9n 4action plan5 is made by the trainee
49ction plan5 is checked by the training department
'f found to be vague8
1. $orrected immediately
/. 7ent back to trainee for correction
0.
$opy of the 4action plan5 is sent to the
1. Trainee
Training and development Page :
/. Trainees superior
0. Training department
9fter a period of time a revie! of5 action plan5 is done by the superior i.e. the follo!
up of 4action plan5 is done by the superior
Action plan5 is implemented by the subordinates
>'f
1. ?es changes are observed
/. #o asked to implement
$hanges and improvements are given in the *valuation form
Training and development Page @
CHAPTER *
CO+PAN, PRO'I$E
Ind&str" profile
The -ro&p $ogo: The *1
st
Cent&r" Atlas.
ATLAS, the Titan Collective Strength.
9tlas bearer of the heavens is synonymous !ith vast all)encompassing strength and is used
to symboli&e the ;roups o!n collective strength. 't reflects the combined "ualities of astute
Training and development Page A
and dynamic management !hile emphasi&ing the ;roups tenacity consistency reliability
and overall leadership.
The SUN Enlightenment and Group.
The 7un as a source of infinite energy and inspiration is used here in conjunction !ith the
9tlas head to represent the vitality and po!erful presence of the ;roup B Both in its
industrial pro!ess and its financial technological and intellectual skills.
The EARTH Segment !iveri"ied Activitie.
*ach of the latitudes around the Titan represents various sections B industrial agricultural
financial and other activities of the ;roup. 9s !ith the infinite variety of the !orld so is the
strength of the ;roup made up of its diverse activities.
The GL#$E Glo%al &iion.
The ;roups global presence and vision is reflected in the entirety of the *arths 7phere.
The $ASE Solid 'oundation.
The strength of the entire edifice depends upon the strength of the foundation embedded in
the bedrock represented here by the ;roup #ame.
The S())ETR(* The Reilience, &eratilit+ and Sta%ilit+.
7een in its entirety each of the elements B 9tlas The 7un The *arth divisions The ;lobe
and the Base together sum up a !ell)conceptuali&ed and balanced conglomerate.
1ivisions of B.3 Birla
Cay 7hree Tea and 'ndustries Dtd
3esoram 'ndustries Dtd
$entury *nka Dimited
$entury Textiles and 'ndustries Dtd
Training and development Page E
Birla *ducational Trust Pilani
Birla FidyaFihar Trust 3olkata
Birla 7anskriti Trust 3olkata
Birla Fidya6andir #ainital
Birla Fidya#iketan #e! 1elhi
; 1 Birla 6emorial 7chool %anikhet
Birla Technical Training institute Pilani
Birla 9cademy of 9rt and $ulture 3olkata
7!ar7angam 3olkata
7angeet 3ala 6andir 3olkata
Compan" Profile
Introd&tion
Training and development Page 1G
CENTUR( RA(#N =ilament ?arn Plant !as started in the year 1E2:. The $ompany is
managed under the $hairmanship of Basant 3umar Birla. 't is one of the 1ivisions of
$entury Textiles and 'ndustries Dimited.
The other divisions under this parent $ompany are 6anikgarh $ement $entury Pulp and
Paper 6aihar $ement $entury cement $entury Textiles 6ills $enray 6inerals H
$hemicals $entury Builders.
$entury %ayon a division of the century textiles and industries ltd is a flagship company of
Birla group of companies under the chairmanship of B.3.Birla. The factory is located at
7hahad near kalyan about 2Gkms from 6umbai and is in operation since 1E2:. The
company is star rated and accredited Iuality 6anagement 7ystem '7<EGG1)/GGA
manufacturing unit. Besides all plants of the company including the chemical units have
since been accredited !ith the environmental management system '7<1(GG1)/GG( and the
occupational health and safety management system B7 <7 ,971AGG1)/GG@ standards.
CENTUR, RA,ON P$ANT% AT %HAHAD
,LANT ,R#!UCT ,R#!UCT-#N
./0102
%ayon -7ince 1E2:. Textile %ayon =ilament (2.G TP1
Tyre cord -since 1E:0. %ayon Tyre ?arn 1@.2 TP1
6+s 93J< ,olland 9nhydrous#a
/
7<
(
(2.G TP1
3no!)ho! $ontinuous 7pinning ?arn :.G TP1
Training and development Page 11
9uxiliary -7ince 1E2:. ,
/
7<
(
-7ulphuric 9cid. /GG.G TP1
$7
/
-$arbon)di)7ulphide. (A.G TP1
$hemicals -7ince 1E:(. $austic 7oda -#a<,.)
6embrane $ell -7ince 1EE/. 2:.G TP1
$l
/
-$hlorine. (:.G TP1
,$l -,ydrogen chloride. 1G.G TP1
$ompressed ,
/
1AGGG.G 6
0
+1
*mployees -Permanent. 0:/A -Workers. H (A( -7taff) <fficers.
/ision
Be the market leader in business of F'7$<7* ='D96*#T ?9%# through continuous
improvement in cost technology and "uality and customer service. To care for environment
employees and society.
Conrete /ision Elements
1. 1elighted $ustomers.
/. $ontinuous 'mprovement in Iuality.
3. $ost <ptimi&ation.
4. ,ighly 7killed 6otivated and $ommitted ,uman %esources.
Distri(&tion Net)or0
1omestic 6arket)%ayon
Training and development Page 1/
9mritsar
Bangalore
3olkata
1elhi
Panipal
7alem
7urat
Faranasi
*xport 6arket)%ayon
K79
*urope
Datin 9merica
=ar *ast $ountries
6iddle *ast $ountries
RA,ON ,ARN
The company produces %ayon ?arn in !ide range of "ualities from 0G 1enier to :GG 1enier
and finishes from =ull Bright to =ull 1ull or $olour. The companies =ilament ?arn is mainly
used in tapestry jacket linings high fashion ladies outer!ear curtains upholstery velvet
braiding embroidery elastic tapes sal!arkurta sarees etc. =abrics made out of companies
?arn have earned !ide acceptability in far flung markets including K79 K3 *urope
besides a number of 9sian and 9frican $ountries.
Training and development Page 10
T&rn Over
The companys gross turnover during the year /GGE)/G1G !as about %s. 22E $rores.
The ompan" is having the follo)ing man&fat&ring failities at
shahad
Ra"on Plant
%ayon plant started production in 1E2: and viscose filament yarn in manufactured on
hori&ontal table spinning machines. $entury rayon is the largest viscose filament yarn
produces in 'ndia !ith an average production of ((TP1 and the product range varies from 1:
to 12GG 1enia !hich includes dull and spun dyed yarn.
T"re Cord Plant
Tyre cord plant started production in 1E:0 for manufacturing 1@TP1 of high tenacity rayon
tyre cord. The infrastructure includes t!o)in)one t!isters of type8 %obert %anger.
C,% Plant
$?7 plant started production in 1EEA !ith 1/continous spinning machines and subse"uently
11 more machines !ere added in /GG0. $?7 plant has got the capacity to manufacture
:.2tons per day knotless and &ero t!ist continuous spun yarn. the average production of $?7
varies depending upon the deniers being produced. The company has got the capacity to
manufacture Bright 1ull and 1ope dyed yarn. ?arn !ith 1eniers ranging from 02 to 0GG
!ith different numbers of filaments and si&ing as per customer re"uirements.
Training and development Page 1(
Cent&r" Chemials
6anufacture of caustic soda and allied products. $entury $hemicals !ere established in the
year 1E:(. The plant produces caustic soda lye !hich is one of the major ra! materials for
the manufacture of viscose and tyre yarn. The by)product li"uid chloridehydrochrolic acid
compressed hydrogen gas and soda bleach li"uor are sold into the market. The plant is
operating !ith 6embrane $ell Technology using 1* #<%9 and K, 1*#<%*
*lectrolysers.
A&1iliar" Plant
The scope of auxiliary plant comprises of the follo!ing8
i. $arbon di sulphide plant
ii. 7ulphuric acid plant
iii. Water treatment plant
iv. *fficient treatment plant
Certifiations 2 A)ards
Certifiations
'7< EGG18/GGA

%ayon-since 1EE2.
Tyre $ord-since1EE2.
$ontinuous 7pun ?arn-since1EEA.
<*3<)T*L-since sept./GG:.
'7< 1(GG1 H <,797 1AGG1-since sept./GG@.
-<,797 B <ccupational ,ealth and 7afety 9ssessment 7eries.
Training and development Page 12
A)ards
1334
$ertificate for *xport %ecognition by ,on. 6inistry -'ndustry. ;ovt.
of 6aharashtra 6umbai.
1335
*nergy $onservation and 'ntegration Program in $hemical Plant by
'ndian $hemical 6anufacturers 9ssociation 6umbai.
1336
9!ard for 7ocial %esponsibility by 'ndian $hemical 6anufacturers
9ssociation 6umbai.
1337
#ational *nergy $onservation 9!ard /
nd
Pri&e in Textile 7ector by
6inistry Po!er ;ovt. of 'ndian #e! 1elhi.
9!ard for '7< EGGG $ertification by 'ndian $hemical 6anufacturers
9ssociation 6umbai.
1333
#ational *nergy $onservation 9!ard. $ertificate of 6erit in Textile
7ector by 6inistry Po!er ;ovt. of 'ndian #e! 1elhi.
*888
#ational *nergy $onservation a!ard. $ertificate of 6erit in Textile
7ector by 6inistry Po!er ;ovt. of 'ndian #e! 1elhi.
#ational 9!ard for *xcellence in *nergy $onservation by
$onfederation of 'ndian 'ndustry.
Best *xport Performance 9!ard in Fiscose =ilament ?arn from 1EEE)
/GGG to date.
*889
7tate Devel 9!ard for *xcellence in *nergy $onservation and
6anagement in Textile 7ector by 6aharashtra *nergy 1evelopment
9gency.
*884
Water %esource 6anagement in $hemical 'ndustry $hemical
6anufacturers 9ssociation 6umbai.
Training and development Page 1:
%oial Responsi(ilit"
Today $entury %ayon !ith its manufacturing plant is not only a major job provides to many
households in the region but also it meets its many social responsibilities making it perhaps
the only industrial group in 6umbai that has immensely contributed in the field of health
education and spiritual upliftments.
$entury rayon filament yarn plant !as started in the year 1E2:. 't is one of the divisions of
century textiles and industries limited the other divisions under the parent company are
6aikgrah $ement $entury 7hipping $entury Pulp and Paper6aihar $ements $entury
$ements $entury Textile 6ills$enray 6inerals H $hemicals and $entury Builders.
TOTA$ NO O' !OR:+EN IN CENTUR, RA,ON
Training and development Page 1@
;81<89<*818 TO =1<8=<*811>
TOTA$ NO O' %TA'' IN CENTUR, RA,ON
;81<89<*818 TO =1<8=<*811>
INTERNA$ %E$' DE/E$OP+ENT TRAININ- PRO-RA++E% HE$D
'OR !OR:+EN ;81<89<*818 TO =1<8=<*811>
Training and development Page 1A
18
0
19
41
22
17
19
21
0
20
18
19
0
5
10
15
20
25
30
35
40
45
A
P
R
I
L
M
A
Y
J
U
N
E
J
U
L
Y
A
U
G
S
E
P
T
O
C
T
N
O
V
D
E
C
J
A
N
F
E
B
M
A
R
N# #' )#NTHS -N A (EAR
N
#

#
'

5
#
R
6
)
E
N
1
0
1
2
1 1 1 1
0
1 1 1
0
0.5
1
1.5
2
2.5
A
P
R
I
L
M
A
Y
J
U
N
E
J
U
L
Y
A
U
G
S
E
P
T
O
C
T
N
O
V
D
E
C
J
A
N
F
E
B
M
A
R
N# #' )#NTHS -N A (EAR
N
#

#
'

T
R
A
-
N
-
N
G

,
R
#
G
R
A
)
)
E
S
E?TERNA$ TRAININ- PRO-RA++E% ATTENDED @, %TA''
;81<89<*818 TO =1<8=<*811>
Training and development Page 1E
4
1
0
1 1
3 3
2 2
3 3 3
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
A
P
R
I
L
M
A
Y
J
U
N
E
J
U
L
Y
A
U
G
S
E
P
T
O
C
T
N
O
V
D
E
C
J
A
N
F
E
B
M
A
R
N# #' )#NTHS -N A (EAR
N
#

#
'

T
R
A
-
N
-
N
G

,
R
#
G
R
A
)
)
E
S
6
2
0
2
5
4
5
3
5
9
10
5
0
2
4
6
8
10
12
A
P
R
I
L
M
A
Y
J
U
N
E
J
U
L
Y
A
U
G
S
E
P
T
O
C
T
N
O
V
D
E
C
J
A
N
F
E
B
M
A
R
N# #' )#NTHS -N A (EAR
N
#

#
'

S
T
A
'
'
INTERNA$ TRAININ- PRO-RA++E HE$D 'OR %TA''
;81<89<*818 TO =1<8=<*811>
Training and development Page /G
45
8
102
53
64
87
103
38
112
18
61
20
0
20
40
60
80
100
120
A
P
R
I
L
M
A
Y
J
U
N
E
J
U
L
Y
A
U
G
S
E
P
T
O
C
T
N
O
V
D
E
C
J
A
N
F
E
B
M
A
R
N# #' )#NTHS -N A (EAR
N
#

#
'

S
T
A
'
'
3
1
4
3 3
4
5
2
5
1
3
1
0
1
2
3
4
5
6
A
P
R
I
L
M
A
Y
J
U
N
E
J
U
L
Y
A
U
G
S
E
P
T
O
C
T
N
O
V
D
E
C
J
A
N
F
E
B
M
A
R
N# #' )#NTHS -N A (EAR
N
#

#
'

T
R
A
-
N
-
N
G

,
R
#
G
R
A
)
)
E
S
Training and development Page /1
CHAPTER =
RE%EARCH O@AECTI/E% AND THE %COPE O' THE
RE%EARCH PROAECT
O(Betives of the Researh ProBet
Training and development Page //
1. To assess the training programs !hich are organi&ed for the employees of $entury
%ayon.
/. To find the perception of employees regarding the training programs.
0. To identify the number of employees and the !orkers !ho have attended the training
programs.
(. To kno! the level of a!areness of the employees about the various training programs
attended by them.
2. To identify the training needs !ith reference to the functional area of the employees
along !ith the behavioral aspects as !ell.
:. 9lso to kno! the level of a!areness among the employees about the training
programs.
%ope of the Researh ProBet
To study about the training programs that are carried out in century rayon and also to find
out the number of employees and the !orkers !ho have attended the training programs that
are conducted in $entury %ayon. Training is the process of increasing the job kno!ledge and
the skills of the employees !orking in the organi&ation.
Training and development Page /0
CHAPTER 9
RE%EARCH +ETHODO$O-, AND $I+ITATION%
Training and development Page /(
+ethods &sed for Data Colletion or the Researh Plan
The total !orkforce of century rayon is approx @GGG !ith a staff of approx 2GG and so it is
not feasible to reach each and every person so for purpose of my report ' have chosen
%9#1<6 796PD'#; method. Knder this method ' used P*%7<#9D '#T*%F'*W
method.
=or getting the accurate result and the objective of my research ' used the sample survey
method. =irstly ' made a simple "uestionnaire of objective type so that the target group i.e.
the employees could give the ans!er easily.
't !as a basic necessity of the project that ' got a unbiased and correct result. =or the
purpose of the report a "uestionnaire has been prepared. =or this ' have covered about (2
employees in the sample survey.
Identifiation of the Pro(lem
6anagement !ants to kno! that !hether training and development programs conducted by
the company really helps in improving the skills of the employees and also the "uality of the
!ork done.
Understanding of its Environment
1. To understand about training and development.
/. To kno! the procedure for conducting the training programs.
0. To kno! the effect of training and development.
Researh Design
Training and development Page /2
%esearch design is the blue print for the collection and the analysis of the data. %esearch
design is important for any research !ork.
%o&res of Data
1. Primary data
/. 7econdary data
,rimar+ data
Primary data is data gathered for the first time by the researcher. This may be collected from
the belo! mentioned points
Through "uestionnaire
=ace to face intervie!
Taken intervie! of supervisors for cross check H the information not given by the
!orkers
Secondar+ data
7econdary data is data taken by the researcher from secondary sources !hich may be
internal or external.
$ompany files and documents
'nternet
%eports
'nduction manual
Cournals
%ampling TehniC&es
Training and development Page /:
,ere ' have used simple random sampling techni"ue as the no of employees is large and the
time allotted to me by the company is limited.
Researh Instr&ment
%esearch instrument is the basis on !hich the research !ork is done. 7o here it is based on
the training programs that are conducted in the company and also the no of employees !ho
have attended the training programs.
Contat +ethod
$onducting personal intervie!s !ith the superiors of the company
Taking intervie!s of the employees !ho are !orking in the organi&ation
Preparation of the "uestionnaire
$ollecting information from the office files and records
,and book of the company
%ample %iDe
The sample si&e of the research study is (2.
Training and development Page /@
CHAPTER 4
DATA ANA$,%I%E INTERPRETATION AND $I+ITATION%
Training and development Page /A
Since ho7 man+ +ear have +ou %een aociated 7ith centur+ ra+on8
#ption Repondent
Le than 1 +ear 3
$et7een 1 and 9 10
$et7een : and 10 13
A%ove 10 +ear 1;
-n"erence
=rom the above graph it
is found that majority of the
Training and development Page /E
people -1E. are !orking in the company for more than 1G years. 't also sho!s that some of
the respondent -10. has been associated !ith the company for more than : years -1G. for
around 2 years and 0 respondents for less than 1 year.
Ho7 man+ training program have +ou attended in the lat 3 +r.8
#ption Repondent
Le than 3 the a%ove 3
$et7een 3 and : 39
A%ove : <
-n"erence
Training and development Page 0G
=rom the above graph it is found that respondents have attended more than 0 training
programs. 't also sho!s that some of the respondents -@. have attended more than : training
programs and -0. of them have attended less than 0 programs.
5hat t+pe o" training program did +ou ta=e part in8
#ption Repondent
-nternal //
E>ternal /0
#ut%ound 3
-n"erence
Training and development Page 01
=rom the above graph it is found that many of the employees -//. have attended internal
training programme rest -/G. have attended the external programme and the remaining -0.
have attended the outbound training programmes.
!id +ou "ind the training program ue"ul8
#ption Repondent
(e 3;
No 3
Can?t a+ 3
Training and development Page 0/
-n"erence
=rom the above graph it is found that some of the respondents -0E. have been benefited !ith
the training programmes. <thers have not been benefited !ith the training programmes and
others didnt reply to it.
Ho7 have the training program %ene"ited +ou8
#ption Repondent
-mproved el" con"idence 1/
-mproved deciion ma=ing =ill 19
$etter management capa%ilit+ @
Enhanced Ao% =no7ledge :
#ther 4
Training and development Page 00
-n"erence
=rom the above graph it is found that majority of the people -12. have improved their
decision making skill -1/. of them improved their self)confidence -A. of them improved
their management ability -:. of them improved their job kno!ledge.
5hich training program did +ou "ind more e""ective8
#ption Repondent
-nternal 13
E>ternal 1:
#ut%ound ;
#ther <
-n"erence
Training and development Page 0(
't is seen from the graph that -10G of the employees have attended internal training
programme -1:. of them attended external training programme -E. of them attended out
bound training programme and -@. of them attended other training programmes.
Ho7 do +ou rate the training "acult+? per"ormance8
#ption Repondent
E>cellent 9
Good 1<
Average 1@
$elo7 average 9
Training and development Page 02
-n"erence
't is found that many of the respondents -1@. have rated !ell about the training facultys
performance -1A. of them rated as average rest -2. have rated as excellent and belo!
average.
5ere +ou a%le to grap the content o" thee training program8
#ption Repondent
(e /<
No 9
Can?t a+ 13
-n"erence
=rom the above graph it is
found that many of the
respondents -/@. is able to grasp
Training and development Page 0:
the contents of the training -10. of them didnt reply for it and the rest of them -2. !ere not
able to grasp it.
!o +ou "ind the current "reBuenc+ o" training program i enough8
#ption Repondent
(e /0
No /9
-n"erence
Training and development Page 0@
=rom the above graph it is found that -/2. of them didnt find it useful and the rest of them
-/G. find it useful.
Ho7 man+ training program hould %e held in a +ear according to +ou8
#ption Repondent
#ne 1
T7o 11
Three 10
'our /3
-n"erence
't is found that many of the employees have responded -/0. suggest that there should be (
training programmes in a year rest -1G. suggest that there should be 0 training programmes
Training and development Page 0A
-11. of them suggest that there should be / training programmes and -1 . have suggested that
there should be 1 training programme in a year.
$imitations
1. The findings of the survey are based on the subjective opinion of the respondents
and there is no !ay of assessing correctness of the statements.
/. 7tudy !as limited to blue collar !orkers only.
0. There !as a lack of time and resource !hich prevented from carrying out an in)
depth study.
(. 7ome amount of errors may exist in the data filling process due to8
'nfluence of others
6iss understanding of the concept
,urried filling of the "uestionnaire
Training and development Page 0E
CHAPTER 5
'INDIN-%E %U--E%TION AND CONC$U%ION
Training and development Page (G
'indings
1. *fficient kind of training and development activities in the organi&ation.
/. <ut bound training are most liked by the employees.
0. 6ost of the !orkers have rather connection !ith big politicians or they themselves
are politicians !hich pressuri&e management to take lenient step on the employees.
(. 9ll the employees in the organi&ation under go for training programs.
2. There is no partiality among the superiors regarding the training programs for the
subordinates.
:. Training programmes conducted by the organisation are not kno!n to many
employees.
%&ggestions
1. 9lthough behavioral training is important but technical training should also be
given more emphasi&es since century rayon is a manufacturing based setup.
/. Training programs should be organi&ed department !ise.
0. The duration of the outbound training can be increased.
Training and development Page (1
(. $ertified technical training should be provided so that employees become more
competent and efficient.
2. 1etailed technical programs can be organi&es regarding any departments in the
field of plant concerned.
:. <rgani&ation should increase the !ork force in the training department so that
training department can arrange the training programmers.
@. Behavioral training can be more interesting by including more case studies role
plays games etc.
A. $entury rayon should design training programs in a manner !here the participants
could link the learning to apply it in his !ork.
Conl&sion
'n $entury %ayon ' learnt about the =unctioning of Training and 1evelopment 1epartment.
' reali&ed that developing the employees is very important to the company and the
employees. Because development the employees leads to development of the organi&ation.
=or collecting the information ' used primary and secondary sources of data.
The problem under the study !as my time period. Within a short span of time ' have
collected as much as information as ' could. =rom this project ' understood the importance of
training and development in an organi&ation. Because of doing this project it !ill help my
career to gro! up.
Training and development Page (/
Training and development Page (0
CHAPTER 6
@I@$IO-RAPH,
@i(liograph"
!!!.cenrayon.com
!!!.centuryrayon.com
9sh!athappa.k. ,uman %esource 6anagement
Training and development Page ((
Training and development Page (2
CHAPTER 7
APPENDI?
F&estionnaire
1. #ame 8
/. 9ge 8
Training and development Page (:
0. 7ince ho! many years have you been associated !ith century rayonM
a. Dess than one year
b. Bet!een 1 and 2
c. Bet!een : and 1G
d. 9bove 1Gyrs
(. ,o! many training programs have you attended in the last 0 yrsM
a. Dess than 0
b. Bet!een 0 and :
c. 9bove :
2. What type of training program did you take part inM
a. 'nternal
b. *xternal
c. <utbound
:. 1id you find the training program usefulM
a. ?es
b. #o
c. $ant say
@. ,o! have the training programs benefited youM
a. 'mproved self confidence
b. 'mproved decision making skill
c. Better management capability
d. *nhanced job kno!ledge
Training and development Page (@
e. <thers
A. Which training programs did you find more effectiveM
a. 'nternal
b. *xternal
c. <utbound
d. <thers
E. ,o! do you rate the training facultys performanceM
a. *xcellent
b. ;ood
c. 9verage
d. Belo! average
1G. Were you able to grasp the content of these training programsM
a. ?es
b. #o
c. $ant say
11. 1o you find the current fre"uency of training program is enoughM
a. ?es
b. #o
1/. ,o! many training programs should be held in a year according to youM
a. <ne
b. T!o
c. Three
d. =our
Training and development Page (A
10. 7uggestions if
any..................................................................................................................
.....................................................................................................................................................
.
.....................................................................................................................................................
.
.....................................................................................................................................................
.
Training and development Page (E