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A

Project report
On
A Study of Training and Development Activity in
Morarjee Textile Ltd
Submitted to Rashtrasant Tukdoji Maharaj Nagpur University,
Nagpur.
in the partial fulfilment of degree of
Master of Business Administration (MBA) in the
Faculty of Commerce.

Submitted By

Nivedita Nikhare
Under The Guidance Of
Dr. Jayant Welankar

G.H. Raisoni Institute of Information Technology, Nagpur

(2010 - 2011)

Department of master of business


administratio

DECLARATION
I Nivedita Nikhare hereby declare that the project entitled

A Study of Training and Development Activity in


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

Place :
Signature
(Nivedita

Nikhare)

CERTIFICATE
This is to certify that

Nivedita Nikhare
Has presented her project report on

A Study of Training and Development Activity in


Morarjee Textile Ltd
Under my guidance in partial fulfilment for their final project
work.

During the session 2010-2011 prescribed by


Shri. Rashtrasant Tukdoji Maharaj Nagpur University,
Nagpur

Principal
()

Project Guide

Dr. Jayant Welankar

INDEX

Sr.No. CHAPTERS
1.
2.

INTRODUCTION
COMPANY PROFILE

Page
No.
1

3.
4.
5.
6.
7.
8.
9.

RESEARCH METHODOLOGY
DATA ANALYSIS
LIMITATION
CONCLUSION
SUGGESTION
BIBLOGRAPHY
Appendices

CHAPTER 1
INTRODUCTION

INTRODUCTION OF TRAINING & DEVELOPMENT

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


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

by which employees learn technical knowledge and skills for a definite purpose.
Training improves changes and moulds the employees knowledge, skill, behavior
and aptitude and attitude towards the requirements of the job and the organization.

Training and developments is the planned programs designed to improving


performance at the individual, group and Organizational level.

Training is conceived of as a learning process whereby people improve


their current
skill and abilities and acquire new skill and knowledge to aid in the
achievement of
organizational goal.

Development is focuses on individuals gaining new skill for both present


and future
jobs.

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


of the
organization.

Methods of Training
There are various methods of training, which can be divided in to
cognitive and behavioral methods. Trainers need to understand the pros and cons
of each method, also its impact on trainees keeping their background and skills in
mind before giving training.
Cognitive methods are more of giving theoretical training to the trainees. The
various methods under Cognitive approach provide the rules for how to do
something, written or verbal information, demonstrate relationships among
concepts, etc. These methods are associated with changes in knowledge and
attitude by stimulating learning .

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

The Training System

A System is a combination of things or parts that must work together to perform a


particular function. An organization is a system and training is a sub system of the
organization.
The System Approach views training as a sub system of an organization. System
Approach can be used to examine broad issues like objectives, functions, and aim.
It establishes a logical relationship.
There are 4 necessary inputs i.e. technology, man, material, time required in every
system to produce products or services. And every system must have some output
from these inputs in order to survive. The output can be tangible or intangible
depending upon the organizations requirement. A system approach to training is
planned creation of training program. This approach uses step-by-step procedures
to solve the problems. Under systematic approach, training is undertaken on
planned basis. Out of this planned effort, one such basic model of five steps is
system model that is explained below.
Organization are working in open environment i.e. there are some internal and
external forces, that poses threats and opportunities, therefore, trainers need to be
aware of these forces which may impact on the content, form, and conduct of the
training efforts. The internal forces are the various demands of the organization for
a better learning environment; need to be up to date with the latest technologies.

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

Before starting a training program, a trainer analyzes his technical, interpersonal,


judgmental skills in order to deliver quality content to trainers.
The trainees
A good training design requires close scrutiny of the trainees and their profiles.
Age, experience, needs and expectations of the trainees are some of the important
factors that affect training design.
Training climate
A good training climate comprises of ambience, tone, feelings, positive perception
for training program, etc. Therefore, when the climate is favorable nothing goes
wrong but when the climate is unfavorable, almost everything goes wrong.
Trainees learning style
the learning style, age, experience, educational background of trainees must be kept
in mind in order to get the right pitch to the design of the program.
Training strategies
Once the training objective has been identified, the trainer translates it into specific
training areas and modules. The trainer prepares the priority list of about what must
be included, what could be included.
Training topics
After formulating a strategy, trainer decides upon the content to be delivered.
Trainers break the content into headings, topics, ad modules. These topics and
modules are then classified into information, knowledge, skills, and attitudes.
Sequence the contents
Contents are then sequenced in a following manner:

From simple to complex

Topics are arranged in terms of their relative importance

From known to unknown

From specific to general

Dependent relationship

Training tactics
Once the objectives and the strategy of the training program becomes clear, trainer
comes in the position to select most appropriate tactics or methods or techniques.
The method selection depends on the following factors:

Trainees background

Time allocated

Style preference of trainer

Level of competence of trainer

Availability of facilities and resources, etc

Support facilities
It can be segregated into printed and audio visual. The various requirements in a
training program are white boards, flip charts, markers, etc.
Constraints
The various constraints that lay in the trainers mind are:
Time

Accommodation, facilities and their availability

Furnishings and equipments

Budget

Design of the training, etc

Training Evaluation
The process of examining a training program is called training evaluation.
Training evaluation checks whether training has had the desired effect.

Training evaluation ensures that whether candidates are able to implement


their learning in their respective workplaces, or to the regular work
routines.
Purposes of Training Evaluation
Feedback: It helps in giving feedback to the candidates by defining the
objectives and linking it to learning outcomes.
Research: It helps in ascertaining the relationship between acquired
knowledge, transfer of knowledge at the work place, and training

Control: It helps in controlling the training program because if the training is not
effective, then it can be dealt with accordingly.
Power games: At times, the top management (higher authoritative employee) uses
the evaluative data to manipulate it for their own benefits.
Intervention: It helps in determining that whether the actual outcomes are aligned
with the expected outcomes.

Process of Training Evaluation


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

During Training: It is the phase at which instruction is started. This phase usually
consist of short tests at regular intervals
After Training: It is the phase when learners skills and knowledge are assessed
again to measure the effectiveness of the training. This phase is designed to
determine whether training has
had the desired effect at individual department and organizational levels. There are
various evaluation techniques for this phase.
Techniques of Evaluation
The various methods of training evaluation are:

Observation

Questionnaire

Interview

Self diaries

Self recording of specific incidents

Management Development process:The Following are steps in Management Development process;

To determine the organization need through planning.

Managerial Talent Appraisal.

Preparation manpower inventory.

Planning of individual programs.

Establishment of training & development programs.

Evaluation of development programs.

To determine the organization need through planning.

Managerial Talent Appraisal.

Preparation manpower inventory.

planning of individual programs

Establishment of training & development programs.

Evaluation of development programs;

Human Resource Management

The Human Resources Management (HRM) function includes a variety of


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

More recently, organizations consider the "HR Department" as playing a major role
in staffing, training and helping to manage people so that people and the
organization are performing at maximum capability in a highly fulfilling manner.

Objectives of the HRM Function

Helping the organization reach its goals.


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

Who Performs HRM Activities


In most organizations two groups perform HRM activities:

HR manager-specialists (staff)
Operating managers (line)Competencies needed
Communication skills
Problem solving
Leadership
Recruiting/staffing
Employment law
Technology
Forecasting
Compensation design
Benefits design and administration
Accounting and finance
Record keeping

The HR department has a responsibility to be a proactive, integral component of


management and the strategic planning process.

OBJECTIVES OF TRAINING
1. To increase the skills and knowledge of the employees working on
various jobs.
2. To acquaint with latest developments in the working fields and update
their knowledge.
3. To acquaint with the new procedure methods, practices, rules and
regulations regarding the work to the employees.
4. To acquaint the employees about the broad policies and objectives of
the enterprise and to work in that direction.
5. To achieve the economy.

Importance of Human Resource Management

1: Attract highly qualified and competent people


2: Ensure that the selected candidate stays longer with the company.
3: Make sue that there is match between cost and benefit.
4: Helps the organization to create more culturally diverse workforce
Whereas, the poor quality of selection means extra cost on training and
supervision. Furtherionmore , when recruitment fails to meet
organizational needs for talent, a

typically response is to raise entry level pay scales . This can distort
traditional wages and salary relationship in organization, resulting in
unavoidable consequences.

CHAPTER 2

COMPANY
PROFILE

INTRODUCTION OF
MORARJEE TEXTILES LTD

Journey
The journey of the group began with the birth of Mumbai as the commercial
hub of the textile industry. The erstwhile Morarjee Goculdas Spinning & Weaving
Co. Ltd. was the first industrial enterprise by the Piramals when it was acquired in
1934. Morarjee was amongst the first five companies to be listed on the Indian
stock exchanges.
Over the years, the Group spread its wings to other businesses. The late 70s
and early 80s saw the Groups foray into auto components and cutting tools sector.
The Piramals acquired Miranda Tools in 1978 followed by PMP Auto Components
Private Limited in 1982.

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

Basic information about Morarjee textile Limited


Established in 1871.
Oldest Mill in India.
5th Resister red company listed on Bombay stock Exchange.
Fourth Largest Textile Company in India.
MTL is a flagship company of ASHOK PIRAMAL GROUP.

Leadership Team

Urvi Piramal
Chairperson
Mrs Piramal oversees a professionally managed business group in India
with business interest in real estate, textiles, engineering, entertainment and sports.
She is the guiding force behind the Groups sustained and profitable growth;

which is bringing the Group companies closer to realizing her vision of touching
the lives of one in five people around the globe.
She joined the groups textile division in 1984 and modernized the operations
while focusing on higher levels of quality and productivity. Mrs. Piramal plays a
leading role in envisioning and formulating the Group's strategies in the
businesses.
She has been a member of Technology and Quality Improvement Committee of
IMC since its inception in 1994, and also the Chairperson of Supply Chain &
Retail business (Internal Trade) Committee (04-05).
She is a Trustee of the Piramal Education Trust which runs a secondary school and
B.Ed college at Bagar in Rajasthan. She is also a trustee of Urvi Ashok Piramal
Trust which is implementing the CSR programme of the Group.
She is on the board of Population First, an NGO working on population and health
issues within the framework of women's rights and social development.

Social Initiatives
The Beginning
As a successful business conglomerate, our responsibility extends beyond making
profits and maximizing shareholder-wealth. At the Ashok Piramal Group, we
firmly believe that we need to work as wholesome entities for the good of the
society and for improving the quality of life of the communities we serve.
We want to create opportunities for the not-so-privileged people by empowering
them to enrich their lives. All our CSR initiatives are self-sustaining models and
can be easily replicated. We involve and engage not only the communities but also
our employees to create sustainable models that will bring tangible changes to the
society and environment.
The Piramals have been associated with social work long before the phrase

Corporate Social Responsibility phrase was coined. For over 5 decades, the family
has been successfully running educational institutes in Bagar in Rajasthan. The
Piramals also espoused the cause of the girl child and the backward class in remote
villages of Rajasthan and gave them a voice.
Piramal Seth, as he was fondly called in Bagar, started the initiative with a school
for the non-touchable in a community temple to oppose the caste system. This laid
the foundation for an educational campus in Bagar. Today, Bagar boasts of a
higher secondary school and a B.ed college.

Our Vision
Enriching the lives of communities by empowering them to develop and execute
sustainable livelihood models.
Our CSR vision stems from and is an extension of the group vision of Touching
the lives of one in five people around the globe.

The Strategy
To ensure the interest of all stakeholders concerned, we follow the triple bottomline approach - economic, social and environmental. Our focus areas are
education, health, water conservation, sustained livelihood and environment.
The activities are carried out around our plants and factories which are located at
remote areas. Our CSR approach is need-based and we involve communities in all
our activities. We assess the needs of the community by doing a through survey
and understanding the needs of the communities. Based on the requirements, a
detailed time-bound plan is prepared and rolled out in partnership with the
community

Manufacturing Facilities Fabric


Morarjee has an integrated manufacturing plant at Nagpur in Central India. The
plant is equipped to produce premium shirting and high fashion printed fabric for
clients across the globe. To cater to the changing demand and requirements of the
fashion industry, Morarjee believes in investing in product development and
technology up-gradation.

In the last decades, two new fabric manufacturing units have been set up in
Nagpur. These are supported by state- of-the-art Design Studios, to keep abreast of
the trends in the industry. The company today is focusing on premium and high
value niche product segment and has two divisions - Yarn dyed shirting division
and Printing Division for voile, satin, poplin and other high-end products.

Manufacturing Facilities Garments


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

Shirting
Morajee is the first company in India to have successfully entered a joint venture
with an Italian company for setting up a yarn dyed shirting fabric unit at Nagpur,
India.
The division specializes in color woven high end premium shirtings with fine yarn
counts upto 180/2. The products are manufactured using the latest dyeing and
finishing facilities and are in accordance with the Oeko-tex standard as well as
national and international standards of full quality control assurance, at all times.
This division is also equipped with advanced equipment for testing yarn, fabric
and chemicals in accordance with international testing standards.
Today this division boasts of a growing customer base spread across the globe.

Department in Morarjee textile Limited

Weaving preparatory:It is the department where interlacing wrap & weft thread does fabric
manufacturing; in short it is conversion of yarn into fabric.
1.Winding:
It is the process in which the yarn gets wound on perforated cones for dyeing.
2) Warping:
It is the process of making wasp shit through various individual ends from the
corner.
3) Sizing:
It is the process by which strength and abrasion resistance of wrap shit increases.
4) Drawing - in:
It processes the dressing wrap yarns on the beam.

Final Inspection, Packing & Sample Loom:In final inspection department fabric is inspected & secreted on the
basic of gradation A, B, C.

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

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

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

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

Finance: (Role of Finance)


1. Working Capital Management
2. Making financial statement
3. Implantation & evaluation of internal control
4. Budgeting cost control & cost reduction
5. Taxation

System:-

6. The system department is one of the important departments. It acts


as a solution provider to the rest of the department.
MTL has implemented SAP in Nov 2006.
It use ECC 5.0

Advantage at Morarjee
Investing in people to build Better Business .

At Morarjee, employees are an integral part of our growth story and our success.
We acknowledge employees as key divers of growth and invest in our people as
much as we invest in our businesses.
We ensure that the employees are provided with challenging work environment
and simultaneously empower them. Employees in the organization are given an
opportunity to perform their best, explore their potential and match personal
growth with that of the company.
Our strong belief in the concept of 'Progress through Participation' and no strict
hierarchy for communication are the highlights of our working environment.

We believe in recruiting people open to change, open to a way of working.

We believe in defining business missions and striving for it.

We believe in team spirit, continuous learning and achieving together.

OBJECTIVES

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

To know whether the decision making ability of the employees are


enhanced with the help of training programmes.

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

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

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

To identify general strategies that organizations use to recruit and select


employees.

To determine which recruitment and selection strategies are most effective.

To determine how the recruitment and selection strategies affect


organizational outcomes.

To study the general recruitment and selection strategies & Recruitment


strategies

To study the organizational offerings to prospective employees.

To study the impact of offerings on employee outcomes.

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

SCOPE OF RESEARCH
1. This study will help to develop some new training techniques for the
employees.
It will be helpful in knowing the needs and expectations of the employees

CHAPTER 3

RESEARCH
METHODOLOGY

What is Research?
Research is the process of systematic & in-depth study or search for any particular
topic, subject or area of investigation, backed by collection, compilation,
presentation & interpretation of relevant details or data.
Research is systematized effort to gain new knowledge.
a) Research Design

The research design would be exploratory in nature.

b) Universe Of Study
According to the title, the universe of study is MORARJEE PVT Ltd.
Butibori, Nagpur.
c) Sample Size
The sample size would be around 100 employ

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

Questionnaires

Interviews

Observation.

ii) Secondary Data:


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

REVIEW OF LITERATURE

Meaning of HUMAN RESORCE MANAGEMENT

Human Resource plays a crucial role in the development process of the


modern economics. ARTHUR LEWIS observed
There are great differences in development between countries which seem
to have roughly equal resources, so it is necessary to enquire into the
difference in human behaviors
Human resource management is the management of employees skill,
knowledge abilities, talent, aptitude, creativity, ability etc. different terms
are used for denoting Human Resource Management.
They are labour management, labour administration, labour management
relationship, employee employer relationship, industrial relationship,
human capital management, human assent management etc.
Though these terms can be used differently widely, the basic nature of
distinction lies in the scope or coverage and evolutionary stage.
In simple sence, human resource management means employing people,
developing their resources, utilizing, maintaining and compensating their
services in tune with the job and organizational requirements.

CHAPTER 4

DATA ANALYSIs

1
SOURCE
Yes
No

Have you attended any training programme of Morarjee textiles Ltd.


PERCENT
75
25

NO OF RESPONDENT
75
25

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

Is the development programme helps you and your superior to identified


your strength & weakness.

SOURCE
Yes
No

PERCENT
85
15

NO OF RESPONDENT
85
15

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

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

SOURCE
Yes
No

PERCENT
76
24

NO OF RESPONDENT
76
24

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

4.How effective for solving your problem.


DEMEND
Very much effective
Effective
Less effective
not effective

PERCENT
10
65
25
0

NO OF RESPONDENT
10
65
25
0

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

5.Rate the effectiveness in achieving those objectives.


DEMEND
Very much effective
Effective
Less effective
not effective

PERCENT
50
20
20
10

NO OF RESPONDENT
50
20
20
10

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

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

SOURCE
Yes
No

PERCENT
95
5

NO OF RESPONDENT
95
5

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

7. Do you think that development programme bring about any kind of


Changes in you & your behavior ?
SOURCE
Yes
No

PERCENT
98
2

NO OF RESPONDENT
98
2

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

6. Please rate the positive changes in your behavior.


DEMAND
Very high change
high change
Moderate change
Low change

PERCENT
60
10
20
10

NO OF RESPONDENT
60
10
20
10

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

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


.
SOURCE
Yes
No

PERCENT
80
20

NO OF RESPONDENT
80
20

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

10. Are you satisfied with the feedback process of the

Morarjee.

SOURCE
Yes
No

PERCENT
78
22

NO OF RESPONDENT
78
22

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

11. Do you want to introduce any kind of modification in the present development system?
SOURCE
Yes
No

PERCENT
59
41

NO OF RESPONDENT
59
41

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

12. Please rate the effectiveness of feedback process .


DEMAND
PERCENT
Very Effective
70
Moderately effective
20
10
Less effective

NO OF RESPONDEN
70
20
10

13. Do you want to introduce any kind of modification in the present development system ?
SOURCE
Yes
No

PERCENT
60
40

NO OF RESPONDENT
60
40

14. Please rate the development procedure of Morarjee .


DEMENT
PERCENT
Excellent
30
Good
40
Average
20
Poor
10

NO OF RESPONDENT
30
40
20
10

15. Please rate your satisfaction for development programme.


DEMENT
PERCENT
NO OF RESPONDENT
Highly satisfied
50
50
Partly satified
45
45
Not satisfied
i

CHAPTER 5
LIMITATIONS

Limitations:
As stipulated by the university regulations the study is undertaken for a period of 15days.
The period however is not adequate to gain through knowledge.
It is not possible to obtain some confidential data from the organization.
The interpretation of the data would be more meaningful with the help of some
information, which could not be collected due to certain reasons.

CHAPTER 6

CONCLUSION

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

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

The training programmme scheduled & implemented timely.

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

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

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

CHAPTER 7

SUGGESTION

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

The training programme should be more attractive by the inducing certain


change in the programme so that employees may feel even more interested in
the joining the programme.

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

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

CHAPTER 8

BIBLIOGRAPHY

BIBLIOGRAPHY

Books :-

David A Decenzo, Human Resource Mgmt

Gary Dessler, Human Resource Mgmt

P. Subba Rao, Personal and Human Resource Management Text & cases, Himalaya Publishing
House.

C. R. Kothari (second edition), Research Methodology

Websites:

www.google.com

www.sunilhitech.com

www.wikipedia.com

Appendices

1. Have you attended any training programme of Morarjee textiles Ltd.


i)
ii)

Yes
No

2. Is the development programme helps you and your superior to identified


Your strength & weakness.
i)
ii)

Yes
No

3. Can you say that executive development helps for you overall development.
i)
ii)

Yes
No

4. How effective for solving your problem.


i)
ii)
iii)
iv)

Very much effective


Effective
Less effective
not effective

5.. Rate the effectiveness in achieving those objectives.


i)
ii)
iii)
iv)

Very much effective


Effective
Less effective
not effective

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


i)
ii)

Yes
No

7. Do you think that development programmed bring about any kind of


Changes in you & your behavior?
i)
ii)

Yes
No

8. Please rate the positive changes in your behavior.


i)
ii)
iii)

Very high change


High change
Moderate change

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


i)
ii)

Yes
No

10. Please rate the effectiveness of feedback process.


i)
ii)
iii)

Very Effective
Moderately effective
Less effective

11. Please rate your satisfaction for development programmed.


i)
ii)
iii)

Highly satisfied
Partly satisfied
Not satisfied

12. Please rate the development procedure of Morarjee.


i)
ii)

Excellent
Good

iii)
iv)

Average
Poor

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

Yes
No

14. Please rate the positive changes in your behavior.


i)
ii)
iii)

Very high change


High change
Moderate change

15. Please rate the development procedure of Morarjee .


i)
ii)
iii)
iv)

Excellent
Moderate
Average
Bad

CHAPTER SCHEME

Introduction

Objectives

Research methodology

Analysis and Findings of the study

Limitations of the research

Conclusions of the study

Recommendation

Bibliography

Appendices

CERTIFICATE
This is to certify that

NIVEDITA W. NIKHAR
Has presented his synopsis on
A study of Training and Development Activity in Morarjee
Textile Ltd

Under my guidance in partial fulfilment for their final project work.


During the session 2010-2011 prescribed by
Shri. Rashtrasant Tukdoji Maharaj Nagpur University, Nagpur

Principal
(Proff. A. B. SASANKAR)

Project Guide
( Dr. JAYANT WELANKAR)