OBJECTIVES OF IN-PLANT TRAINING

For any MBA student, a learning combination of theory and practice is aninvaluable asset, as it
helps in understanding the core principles of business by way of first hand experiences. This inplant training is a stepping stonewhich will groom me for my future in the corporate
world.Following are the objectives of In-plant training :To get an Industrial exposure.
To be aware of the happening in a particular industry.
To achieve knowledge about different sectors in market for making choice as to which go for.
To learn functioning and operations of different departments inan organization.
To get knowledge about the working culture of the organization.
To have knowledge about the huge management practices andget the practical knowledge of
what we have studied.

In Plant Training(IPT)
In Plant Training will provide an industrial exposure to the students as well as to develop their career in the
high tech industrial requirements. Reputed companies are providing inplant training to Students. Here
students are initially get counseled in order to emerge out their interest in various streams and what are all
the basic concepts they know on that domain.
After the successful completion of studies students has to face this competitive world with this knowledge
to face many problems and to find the right solutions which is to be solved in the minimum duration of
time. The inplant training is get totally different from the class environments.

CONCLUSION

For an MBA student a learning combination of theory and practice isan invaluable asset which
helps in understanding the core principles of business by the way of first hand experience.This in
plant- training in SIEMENS Ltd. has given me such a greatexperience about all the managerial
functions, which is going on in thecompany. It also helped me to understand the exact
mechanism of working of the various departments.After completing this in plant-training I could
be able to understandmuch more about the SIEMENS Ltd. the MNC which is the mostreputed
name in the corporate world. SIEMENS is known for its qualityproducts.This knowledge will
help me well to establish myself in the corporateworld after completing my academic session.

--------------------------------------------------------------------------------------------------------------.objective

To understand the need for effective management through keen observation

To cleanly observe the performance of the workers and executions

INTRODUCTION

I.1 ABOUT INTERNSHIP TRAINING:Internship training

is an exercise for the students who are undergoing M.B.Aprogram. The objective of the study is
to make the student familiar to the current industrialscenario. It provides the student with the first
hand idea on the general working of theorganization. The students get an environment where
he/she can actualize the knowledge hehas acquired in his curriculum. The exercise is an
opportunity for the student to understandthe organizational structure, the major departments,
flow of information and various otherfunctions in an organization.
Some of the things that can be learned from this training are

To acquire the knowledge about the organization setup of Thiruvannur cotton MillsPvt Ltd.

To know about the functional as well as managerial aspects of the company.

To know about the production function of the company.

To have practical knowledge of process involved in company.

To know welfare measures provided to workers in company.

To know the marketing concept involved to market the product of the company.

To know about the income and the out flow of the company.

To know what all are the systems are there in the company.

To know how the labours are employed in the company.

To know how the machines and all are maintained

OBJECTIVES OF THE STUDY:

To analyze the effectiveness of Malabar Spinning & Weaving Mills and give therecommendation
to improve existing sales and production.

To analyze the consumer behaviours and to study the parameters influencing thepurchase
decision.

To study and analyze the production performance of Malabar Spinning & WeavingMills

SCOPE OF STUDY
The present study is based up on the activities of Malabar Spinning & Weaving Mills,P.O.
Thiruvannur Nada, Calicut-673029.

METHODOLOGY
The study is based on both primary and secondary data. The primary data arecollected from the
manager and other members of company and secondary data are collectedfrom annual financial
statements

LIMITATIONS OF THE STUDY:The study has certain limitations. The main of them are:

The complete details are not available from the firm and therefore scientific methodcould not be
employed.

The information is collected from the different departments from the firm.

The time allowed for the study is only a few weeks. It is not sufficient to make anintensive study
of the unit.

INDUSTRY PROFILE
COTTON TEXTILE INDUSTRY
The countrys cotton production has been steadily on the rise with better farm

practices. The average yield has increased to 500 kg per hectare. From a level of importers of
cotton, India has become an exporter of cotton earning a name in the international
market.Presently India is second largest cotton producer in the world next to US and about
toovertake the US as the number ONE in the next couple of years. It is the result of
variousfactors. Primarily because of rising cultivations of Bt.cotton (Bacillus thuringnsis) and
reducethe farmers input costs, while the yield as well as quality are substantially much
largercompared to traditional varieties. In view of this development, the cotton cultivation
acreagehas been steadily going up in India. The farmers have become more knowledgeable to
followscientific methods to cultivate high yielding long staple cotton varieties.Besides individual
mills are also simultaneously taking steps to improve the cottonproduction along with
Technology Mission on cotton (TCM), the cotton developmentresearch Associations of
organizations (CITI), South Indian Textiles Mills Association(SIMA) and Kerala State Textile
Corporation (KSTC). The resultant factor is quality andquantity of raw material supply has
substantially improved in the country. Due toglobalization of our economy, the conscious of
quality inputs and pricing have becomecompetitive to the international standards and prices.
Supply of quality raw materialavailability sources of raw material from major cotton exporting
countries.Every organization is a deliberate and planned endeavour of people whose
commongoal can be achieved through attainment of targets and goal by individual members in it.
Noorganization can survive for long unless it takes care of prudent utilization of
resourcesparticularly human resources.In brief, good business is generally the result of good
organization which canemerge only if it consists of good people who work together as a team.
The textile industryoccupies a unique place in our country. One of the earliest to come into
existence in India,it accounts for 14 per cent of the total industrial production, contributes to
nearly 30 percent of the total exports and is the second largest employment generator after
agriculture.The Indian textile industry is one of the largest in the world with a massive raw
material and textile-manufacturing base. Indian economy is largely dependent on the
textilemanufacturing and trade in addition to other major industries about 27 per cent of
theexchange earning are on account of export of textiles and clothing alone.

In India organized textile mill sector has increased from 1787 in 2003-04 to 1789 in2004-05.
During the year 2003-04 the production of yarn was 3051.07 million kg and it hadincreased to
3220.59 million kg in 2004-05. The number of workers worked in textiles millsduring the year
2003-04 was 9,28,000 and it have decreased during the year 2004-05 was9,18,000.India has the
second-largest yarn-spinning capacity in the world (after China),
accounting for roughly 20 percent of the worlds spindle capacity. Indias spinningsegment is
fairly modernized; approximately 35 to 40 percent of Indias spindles are less
than 10 years old.During 1989-98, India was the leading buyer of spinning machinery,
accounting
for 28 per cent of world shipments. Indias production of spun yarn is accounted for almost
entirely by the organized mill sector, which includes 285 large. Man
-madefibers, wool and silk segment grew by modest 4.5 per cent per annum during the 5yearperiod 2000-01 to 2005-06.During the first year of quota-free global trade,
productionincreased leaps and bounds. Textiles production increased 10 per cent over 2004.
Thegrowth was fuelled by a 22 per cent rise in production of other textiles (includingapparels).
Cotton textile also posted an increase of nine percent.In the last six years, an estimated US$ 6.7
billion has been invested in the textilessector, aided by the Technology Up gradation Fund (TUF)
scheme. The TUF schemeexpires in March next year (2007) and the quotas on China will be
lifted in 2008. Hence,companies will continue to add capacities over the next year. Also,
according to CRISIL,the sector is likely to rise over US$ 3.5 billion from the capital markets in
the next fewyears.

The cotton textile industry, one of the oldest and major consumer industries in India,has assumed
national importance by virtue of size, investment, output and employment. Theindustry produces
a wide range of fabrics to suit specific needs of consumers. Further, thecotton textile industry
occupies a pre eminent place in the Indian economy by contributing amajor share and to the
countries industrial production and providing cloth to its millions. Theindustry also serves by

providing direct employment to 60,00,000 workers in several of itsrelated activities.India is one

of the largest textile producing countries in the world. The share of the industryin the export
basket of India is around 20%. However, textile industry is vast developingsector and when the
competitions are exorbitant especially in its design and quality we haveto adopt modern
technology management, machine so as to complete with other countries inthe international
market.

Findings:
Company is going at a loss of
24,57,55,920.25/and we can see that the profit thatthe company is earning is not even enough to pay the interest
of the loans and all thatthey have taken.Malabar Spinning And Weaving Mills is the largest and
the biggest cotton yarnproducing mill in whole Kerala.Unions are always there for fighting there
for some reasons and this will create delayin the production process.There are power failures or
power cuts, there is no other option for power generationor there is no generator so because of
this production process will be interrupted thenand there.Most of the people working in the mill
are too old.
The company mostly concerned about the people and its not concentrating upon the
production.

SUGGESTIONS:

Company should have a good generator or other power receiving options.Government should
take more initiative and pay off all the losses that the companyhave got.Company should include
some more young people.Each employee working in the company should know more about how
to operate themachineries and all in the company.

CONCLUSION:From the Study of this company I understood the functions and features of thecompany. This
company is improving their quality, goodwill, market value and they aregiving job opportunity
so many people. They are the strength of the comp
anys growth. Infact we can see that the company has modernised its machineries and all and its
the biggest
cotton mill industry in whole Kerala. With all most modern facilities.The institutional training at
Malabar Spinning & Weaving Mills Calicut

helped tohave a good knowledge about how a company operates and the consequent focuses
relating tothe business activities. In the short span of training the company management provides
me agood exposure to the working and management work out in the detail run. It enhanced
aboutplants production process in details ,which paved way for rich experience in plant
supervisionit also provide with information regards the exports financial and human resources
activitiesand documentation in the organization ,which was new area entrance for me.The
training has helped to know the various delegation s that is found in theorganization and
responds ability each delegates have the training has given a deep sense of understanding how an
organization takes efforts in bringing in product as an effective oneand how it can be good in

competing with its competitors.The organizations growth decides their tireless effort in bringing
it up .The expansionand establishment of the organizations in various places and in various forms
denotes their fi nancial efficiency and capabilities.
---------------------------------------------------------------------------------------------------------------Every organization needs the services of trained persons for performing the activities in a
systematic way. It is in this regard to some extent, training for the students of business courses in
various functional areas become mandatory before entering in to the corporate jobs. No doubt,
the employee training is required in every stage, very frequently. Since, the fast changing
technological development makes the knowledge of employees obsolete. They require constant
training to cope with the needs of corporate sector. They require constant training to cope with
the needs of jobs. After selecting the employees the next task of management is to give them
proper training. Some employees may have some previous knowledge of jobs while others may
entirely be new. Both types of workers will need some kind of training to acquaint themselves
with the hobs though it is more necessary for the later category of employees. Large
organizations may employ a large number of persons every year. It may not be possible to
recruit already trained persons. Such enterprises require separate training departments to prepare
training for preparing workers for jobs and also keeping them acquainted with latest
technological advancement.
. While the former relates to increasing the skill and knowledge of employees in doing their
jobs, the later is concerned with the study of a particular syllabus. The burden of training mainly
falls on employees while education is generally acquired in some institutions before joining a
service.
Training of employees is essential because work force is an invaluable asset to an organization.
Training is necessary for the following reasons.

Increased Productivity

Training improves the performance of employees. Increase skill and efficiency results in better
quantity and quality of production. A trained worker will handle machines carefully and will use
the materials in an economical way.

Higher Employee Morale

A trained worker derives happiness and job satisfaction from his work. He feels happily when
his performance is up to the mark. This also gives him job security and ego satisfaction. The
employees will properly look after a worker who performs well. All these factors will improve
employees morale.

Less Wastages

Untrained worker my waste more materials, damage machines and equipments and may cause
accidents. A trained worker will know the art of operating the machine properly. He will also
use the materials and other equipment in a systematic way causing less wastage. The control of
various wastes will substantially reduce the manufacturing cost. The amount spend on training
the workers will prove an asset to the organizations.

Reduce Turnover And Absenteeism

Labour turnover and absenteeism are mainly due to job dissatisfaction. When a worker is
properly trained he will take keen interest in his job and can derive satisfaction from it. A
satisfied person may not like to leave his job and try at a new place. Training helps in reducing
labour turn over and absenteeism by increasing job satisfaction among them.

Employee Development

Training also helps in the development of employees. It first helps in locating talent in them and
then developing it to the maximum. The adaptability of a worker will help him in working on
new and improved jobs. If a worker learns fast then be able to develop his talent and improve his
performance. Training gives him an opportunity to show his work also. Following types of
training are generally in use:

Orientation Or Induction Training

This type of training is given to help a new entrant for adapting himself to the new environment.
The employee is given a full description of the hob he is expected to do. He is also informed
about the policies, procedures, and rules which are related to his work. Some enterprises have a
specific person who gives full information about the organization and job to every new entrant.
The newcomer is also taken round the factory and informed about the location of various
departments and offices.

On- The-Job Training

This is one of the commonly used type of training. It is also an effective method of training the
operative personnel. In this method the worker is trained on the job and at his work place. He
gets training under the same type of conditions in which he will be working later on. The new
worker is generally attached to a superior or a senior worker who will tell him the technique of
doing that job. When a worker is trained on those very machines on which he will work then he
will adopt more easily to the new working conditions.

Off Line Training

This training can be given in a number of ways, consisting of lectures, conferences, group
discussions, case studies, program instruction etc.

Refresher Training

Refresher training is helpful in acquainting personnel with latest improvements in their work.
The changing technological methods require fresh training to existing employees even if they are
well trained or qualified. Everybody requires attending refresh courses to know the latest
techniques of doing the work. Such training also helps in refreshing the memory of employees.
The introduction of new products may also necessitate fresh training of employees.

Vestibule Training

The term vestibule training is used to impart training in a class room in the plant. The word
meaning of vestibule denotes a room between the outer door and the interior of a building. It
means that workers are trained at some place in the factory. When large number of workers is to
be given training then a separate training department is set up. The instructors impart on the job
training to new workers. This method is similar to that of on the job training. The difference is
only of place and trainers.
Having discussed above, it is felt that, the performance of the employees will be certainly
improved after attending the institutional training in various functional areas. Further, it is
suggested that every organization should entertain and encourage final year students of
management and commerce in imparting effective training programme .This will enable them to
fill the gap between theory and practice.

----------------------------------------------------------------------------------------------------------------------------------------TRAINING

Internship training:
It is a joint programme of training in which educational institutions and business
firms cooperate. Selected candidates carry on regular studies for the prescribed
period. They also work in some office or factory to acquire practicalskills and
knowledge. This method of training is used in professional work e.g.ICWA, CA,
Company Secretaries etc.

12

IMPORTANCE OF TRAINING:

IMPROVEMENT IN SKILL AND KNOWLEDGE:

Training, certainly, results in improvement in the skill and knowledge of the
employee. This helps the employee to perform his job much better. This benefits the
enterprise as well.

HIGHER PRODUCTION AND PRODUCTIVITY:

If an enterprise has a team of well trained employees, it will be able toexpand its
production. There will be a rise not only in production in terms of number of units
but also in productivity. Productivity is the input-output ratio.

REDUCTION IN ACCIDENTS:
Trained employees are aware of the safety precautions to be taken whileat work.
They are always alert and cautious. This is bound to bring down thenumber of
accidents in the work place.

BETTER USE OF RESOURCES:

Trained employees will be able to make better use of the materials andmachines.
This reduces the rate of wastage and spoilage of materials andmachines. This
reduces the rate of wastage and spoilage of materials and also breakage of tools
and machines. The maintenance cost too is bound to comedown.

ADAPTABILITY:
Trained workers do not resist change. They have the capacity to adaptthemselves to
any kind of situation. They are good in crisis management too.This indeed is
beneficial for the organisation.
13


JOB SATISFACTION:
Well-trained employees are able to perform their jobs with a higher degree of skill.
This increases their level of self-confidence and commitment towork. Such
employees are bound to have a higher level of job satisfaction.

REDUCED SUPERVISION:
Well-trained employees do not need much supervision. They can do their work
without having to approach their superiors often for guidance. Thisenables the
superior to manage more employees. In other words, he can have awider span. This
reduces the cost of supervision.

REDUCTION IN COMPLAINTS:
Only bad workers blame the tools. An employee who has acquired thenecessary skill
and job knowledge would certainly love his job. Such anemployee does not
complain about anyone and anything.

SCOPE FOR MANAGEMENT BY EXCEPTION:

With trained workers working under them, it becomes easy for themanagers to get
things done by delegating authority. This enables the managersto concentrate more
on important issues confronting the organisation. Thus, provision of training for
employees gives the managers the scope to practice thetechnique of Management
by Exception.

ELIMINATION OF MISFITS:
More selection and induction are not sufficient to procure proper personnel for the
organisation. It is only training that makes him available for the given job. Besides,
promising candidates can also be brought into the light.

14

STABILITY:
If an organisation has a team of trained employees it can face futurechallenges
easily. The employees of today are going to be managers tomorrow.The retirement
of key managers may not affect the stability of an organisation if it has a team of
trained, efficient and committed employees who are ever readyto take over
management.

ELIMINATION OF WASTAGE:
The quantity of spoiled work or wastage is also reduced sizably. It leadsto reduction
in the cost of production.

REDUCTION IN LABOUR TURNOVER:

Scientific training reduces the labour turnover and introduces stabilityand flexibility
of employees. If employees are given training for various jobs,short-term
adjustments can be made in times of need by transferring oneemployee from one
department to another
.

HIGH MORALE:
Training also motivates employees to work hard. Employees whounderstand the job
are likely to have higher morale. They are able to maintain acloser relationship
between their effort and performance.

LESSER LEARNING PERIOD:

Training reduces the learning time considerably. The employees need notindulge in
trial and error method or self training. Besides, the training cost andwaste of time
are also reduced to the minimum.

MEANING:
An internship is a system of On-The-Job training for white-collar and professional
careers. Internships for professional careers are similar toapprenticeshipsfor trade
and vocational jobs. Although interns are typicallycollege or university students,
they can also be high school students or post-graduate adults. On occasion, they
are middle school or even elementarystudents.Generally, an internship works as an
exchange of services for experience between the student and his or her employer.
They can also use an internship todetermine if they have an interest in a particular
career, create a network of contacts, or gain school credit. Some interns also find
permanent, paidemployment with the companies in which they interned. Thus,
employers also benefit as experienced interns need little or no training when they
begin full-time regular employment.
16
The internship opportunity inIndiaare career specific,collegestudents often choose
internship based on this major at theUniversity/ Corporate house / NGO/ Volunteer
organization. At grass root levelvolunteer non-profit organizationsuch as Paryawaran
Sachetak Samiti (PSS) has been lobbying for achange of their environment.Students
see it as way to develop their capabilities by utilizing the academic elements of
their degreein a practical sitting. Shortterm (1 Month to 3 Months) internship
provides an opportunity to learn aboutthe environment while helping society meet a
critical priority, monitoring & protecting the natural resources, the environment in
organizational operationand the communities where Paryawaran Sachetak Samiti
serve nature. Studentinternship is the most intense learning experiences
thatorganizationoffer andlink together Paryawaran Sachetak Samiti's network. Its
fee-based program andcharity auctions restrict internship opportunity to students in
wealthier families.
Similar to TRAINING & Institutional Training
New Microsoft Office Word Document

INTRODUCTION:
Every organisation needs to have well-adjusted, trained and experienced
people to perform the activities that must be done. As jobs in todays dynamic
organizations have become more complex, the importance of employeeeducation
has increased. When jobs were simple, easy to learn and influencedto only a small
degree by technological changes, there was little need for employees to upgrade or
alter their skills. But that situation rarely exists today.Instead, rapid job changers are
occurring, requiring employee skills to betransformed and frequently updated. In
organizations, this takes place throughwhat we call employee training.

MEANING:
Training is concerned with bringing about improvement in performanceof work of
the employees.Training starts after the recruitment of the employees. Training is the
process through which employees are made capable of doing the job prescribedto
them.Training is the acquisition of knowledge, skills, and competencies as aresult of
the teaching of vocational or practical skills and knowledge that relateto specific
useful competencies. Training has specific goals of improving one'scapability,
capacity, and performance. It forms the core of apprenticeships and provides the
backbone of content at institutes of technology (also known astechnical colleges or
polytechnics). In addition to the basic training required for a trade, occupation or
profession, observers of the labour-market recognize as of 2008 the need to
continue training beyond initial qualifications: to maintain,
2
upgrade and update skills throughout working life. People within many professions
and occupations may refer to this sort of training as professionaldevelopment.The
purpose of training is to achieve a change in behaviour of thosetrained and to
enable them to do their jobs in a better way. Training is not a onestep process but it
is a continuous or never ending process. Training makesnewly recruited workers
fully productive in a minimum of time. Even for oddWorkers, training is necessary to
refresh them and enable them to keep up withnew methods and techniques.Training
implies learning the basic skills and knowledge required for a particular job. On the
other hand, development involves the growth of theindividual in all respects. In

training non managerial employees the primaryfocus is on imparting manual skills,

technical procedures and routine methods.But managers require generalized
managerial skills

DEFINITION:
According to
Prof. R.C. Dooley
defined as,
Training is not something
that is done once to new employees. It is used continuously in every wellrunestablishment. Every time you get someone to work in the way you want itdone,
you are training
.
According to
Gary Dessler
training refers to,
The
methods used to give
new or present employees the skills they need to perform their jobs.
According to
Dale Yoder
defined as,
Training is the process by whichmanpower is filled for the particular jobs it is to
perform.
According to
Edwin B. Flippo
re
fers to, Training is the act of increasingthe knowledge and skills of an employee for
doing a particular job.

NEEDS FOR TRAINING

TO ENABLE THE NEW RECRUITS TO UNDERSTAND WORK:

A person who is taking up his job for the first time must become familiar with it. For
example, if a fresh graduate is appointed as a clerk in a bank, hemust first of all
gain knowledge of the work assigned to him. For this, basictraining is needed.
Without any basic training the individual will not be able todo his work. An existing
employee of the bank will probably teach him the basics.
TO ENABLE EXISTING EMPLOYEES TO UPDATE SKILL ANDKNOWLEDGE:
Training is not something needed for the newly recruited staff alone.Even the
existing employees of a concern may require training. Such trainingenables them to
update their skill and knowledge.
TO ENABLE AN EMPLOYEE WHO HAS BEEN PROMOTED TOUNDERSTAND HIS
RESPONSIBILITIES:
Training is essential for an employee who has just been promoted to ahigher level
job. With an elevation in his position in the organisation, hisresponsibilities are also
going to multiply. Training, in the case of such anemployee, will help to understand
the intricacies of his new job.
TO ENABLE AN EMPLOYEE TO BECOME VERSATILE:
Sometimes an employee may have to gain knowledge of several related jobs. It will
not be enough if he is only good in the work he does presently. For example, a clerk
in a bank must be able to serve in different sections, e.g. saving bank, fixed deposit,
loan, foreign exchange, cash and so on.
---------------------------------------------------------------------------------------------------------------------------------------

Meaning- industrial training

Industrial training refers to work experience that is relevant to professional
development prior to graduation. It provides professional work experience with
specific assignments and responsibilities. An industrial training should be relevant
to a students personal career interests and academic courses of study. Productive
industrial training's helps students make informed decisions and improve their
marketability after graduation. Industry means they usually mean a collection or
enterprises where the policies of production are made and the Training refers to
the process of learning of something new through teaching. When you start a new
job, you will be trained on how to perform the job duties correctly.

Industrial Training
Summer Industrial Training
Introduction
In todays world, merely having a degree is no guarantee of employment, nor is it a reliable
indicator of the individuals competence in a job. Rather, graduates must have current and
relevant knowledge, practical experience, soft skills and a positive attitude to allow them to be
competitive in the job market. They must possess the necessary knowledge and skills before they
go out into the working world. In line with this, the Industrial Training component of the
undergraduate program constitutes a vital component in the drive to strengthen the key
competencies required to improve the graduates ability to work.
Definition of Industrial Training
Industrial Training refers to a program which aims to provide supervised practical training
within a specified timeframe. This training can be carried out either in government organisations
or in the private sector
Aims
The main aim of the Industrial Training program is to produce graduates who are ready to face
the working world. The program also aims to produce the knowledgeable, skilled and
experienced graduates, demanded by employers, who are able to apply the knowledge acquired
at university to the working world. The Industrial Training program provides opportunities for
exposure to the working world, which will make graduates more aware of the hopes and
expectations that industry has of them. The program will also equip students with real work
experience. Placing students in industry also increases their chances of employment after
graduation, as there is a strong possibility that they will be offered a job in the same place where
they do their training. Apart from this, the training experience will further solidify the oncampus learning process and activities, while also providing students with relevant work
experience
Objectives
Briefly, the Industrial Training program has six (6) main objectives:
To give students the opportunity to apply the knowledge and skills they have acquired in a reallife work situation.
To provide students with opportunities for practical, hands-on learning from practitioners in the
students field of study.
To give students work experience while they are studying their chosen subject.
To expose students to the work environment, common practices, employment opportunities and
work ethics in the relevant field.
To inculcate soft skills relevant to the needs of employers.
To provide opportunities for students to be offered jobs in the same organisations where they
undergo Industrial Training
Learning Outcomes

At the end of Industrial Training, students will be able to:

improve their knowledge and skills relevant to their area of study
relate the knowledge and skills acquired at the workplace, to their on-campus studies
compete effectively in the job market, because they have been equipped with the requisite
knowledge, skills, attitudes and practical experience
Duration of Industrial Training
Duration of the Industrial Training program depends on the requirements of the program of
study. Ideally, it should last from two to six months
---------------------------------------------------------------------------------------------------------------------------------------What is Industrial Training?
Industrial Training refers to work experience done during the program of study that
is relevant to professional
development prior to graduation. All Engineering programs accredited by Engineers
Australia (EA) requir
e
completion of at least 60 working days of approved industrial training prior to
graduation.
All students in the School's BE programs (3135 BE, 3136 BE/BCom, 3137BE/BE,
3138 BE/MBiomedE) must
complete at least 60 days approved industrial training to compl
ete their degree and to obtain EA accreditation.
Objectives of Industrial Training
The fundamental objective of Industrial Training is to prepare students for future
employment in their chosen
engineering discipline. Industrial Training enhances the acad
emic material studied at University by allowing
students to practice what they have learned and to develop key professional
attributes. Industrial training should
provide an opportunity for students to:
1.
Experience the discipline of working in a profession
al engineering organisation

2.
Develop understanding of the functioning and organisation of a business
3.
Interact with other professional and non
professional groups
4.
Apply engineering methods such as design and problem solving
5.
Develop technical, interpersonal a
nd communication skills, both oral and written
Industrial training also gives employers an opportunity to assess future employees.
A demonstrated commitment
and ability to take responsibility, make sound decisions, and apply technical skills
will be highl
y regarded.
Industrial training gives students an opportunity to evaluate future employers as
well as enabling informed
decisions about the discipline and career paths to follow.
Acceptable Areas of Industrial Training
Students may be employed in any cap
acity associated with the development, design and/or manufacture of
products including: production, quality control, chemical analysis, plant
maintenance, design office duties or
research in materials processing, materials engineering and materials charac
terisation. It is desirable that the
student be assigned to some member of the technical staff in the plant who will
give general guidance on the
work to be undertaken. Whilst difficult, it is desirable to obtain experience in a range
of activities includ
ing
design, analysis, experimentation, production, and other on
site activities. It is important that students make the

most of their Industrial Training by soliciting varied and challenging projects from
the employer.
Research and development is valid tr
aining for an engineer and such work is done in companies, research
organisations (such as CSIRO and ANSTO) and universities. Projects associated with
the Taste of Research
Summer Scholarships in the Faculties of Science and Engineering may be
acceptable
as
Industrial T
raining.
Work done within the School, such as vacation research work, is considered to not
satisfy the spirit and
requirements of industrial training and so is not eligible to count towards the 60
days
I
ndustrial
T
raining.
Obtaining Suitabl
e Industrial Trai
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Objective/ Purpose of Industrial Training

The main objective of Industrial Training is to expose the students to actual working
environment and enhance their knowledge and skill from what they have learned in the college.
Another purpose of this program is to instill the good qualities of integrity, responsibility and self
confidence. All ethical values and good working practices must be followed by student. It is also
to help the students about the safety practices and regulations inside the industry and to instill the
spirit of teamwork and good relationship between students and employees.

Employers are increasingly looking beyond a graduate's academic knowledge and whether they
have what is commonly known as employability skills. According to a survey of skills needed by
SME employers (Beta Technology, 1994), 58 percent of respondents viewed qualifications and
experience as equally important when recruiting, with further 39 percent commenting that
experience only was more important. As such a UK government has established a National
Committee for Work Experience (NCWE) whose propose is to 'engage business and in a national
effort to promote student work experience, build on current and past work and encourage the
spread of good practice' (Blunkett, D., 1999).
The value of developing stronger links with industry in the current economic climate is being
realized more and more by higher education institutions. Increase input by employers in course
development, students' placement and the offering of "sandwich" option in many degrees stem
from increasing awareness that it must be mutually beneficial to bring academic and industry
closing together. Industry can influence the learning of undergraduates to produce a potential
workforce with the academic knowledge and flexibility they will require; students can learn first
hand the type of demands which will be made on them when they enter the world of work and
are hence batter prepared; academics and industrialists can work together on projects of mutual
interest an can pool their expertise and experience to achieve the best results (Kemp and Foster,
1995).
In United Kingdom (UK), the prepared report in 1997, endorsed the value of employer based
student training by recommending that the Government, with immediate effect, work with the
representative of employer and professional organizations to encourage employers to offer more
work experience opportunities for students (Huntington, 1999).
Enhance students' familiarity with the world of work and enable them to reflect constructively in
issues related to work
Assist students to evaluate and understand how to work experience relates their personal or
career and future professional development
Develop employability skills, intellectual skilss, core of key skills, personal attributes and
knowledge about how organizations work

Consolidate, complement and extend the academic programme and enable the essential
integration of professional practice
Maintain and develop links between the university, the placement provider and the community
and
Develop professional skills and strengthen the application of theory to practice.

Definition of terms
Industrial training is viewed as important strategies expose students to real work life and to equip
them with necessary skills so that they would be job ready when they graduate. Institutions tend
to introduce this component irrespective of the discipline of studies with the intention of ensuring
their students competency and fully prepared for job.
Industrial training comes from the word "industry". You have heard many times that the United
States is a great industrial nation. This is true; USA does owe high standard of living and its
position in the world, at least in part to its ability to mass- produce high quality products
(Linbeck &Lathro, 1974).
Industrial training is a form of "contested learning". Contested learning means ambiguity and
conflict between what is espoused and what is practice in the workplace and/or the university or
college classroom. Contested learning in industrial training reflects competing interest
(economic,educational or personal) that are found in the actions and values of students, teaching
staff or workplace supervisor. In the context of national reviews of vocational education and
training, industrial also need to be re-examined in terms of policy, administration, work place
and learning outcomes (Hank,1996).

Advantages and Disadvantages of Industrial Training

Let's summarize all of the advantages and disadvantages of using Industrial Training to make
sure we see this type of instruction in its proper perspective. We'll look the advantages first.
There is the matter of time. It generally is much quicker to train one person right at the job site
than to bring the person into a classroom situation. There is less travel time to and from the

training; it takes less preparation of facilities at the job than the classroom, the training can be
more effective when done on the actual equipment, so time is saved through efficiency in
training.
Next there is less interference with production because only one person is involved at a time. The
supervisor can take the worker from the loom, or from the assembly line, or from whatever
activity, and let the rest of the work go on. The training sessions are usually short anyway, so
even if the employee is needed for production all the time, the shutdown time will be short.
Working under actual conditions has already been shown to be one very good advantage of
training at the job location. We mention it again to emphasize that the whole point of training is
to show the employee how to perform on the job. What better way to do this than to train under
actual conditions, at the same place where the work is to be done, on the same equipment that is
going to be used in doing the work?
Having the one person who knows the standard of a "good" job---the supervisor----do the
training is certainly a major advantage of Industrial training. Taking employees of to a classroom
has some advantages, but if the instructor in the classroom does not know exactly what is
expected of the employees back on the job, practical training will not be accomplished. Even an
instructor who had considerable experience on the job being trained for may still not know what
exactly is expected of this employee, on this specific job, by this specific boss.
Finally there is a matter of economics. Having only one employee off the job at the time at a time
is less costly than taking several at the same time. If the production is not cut off, or at least is
reduce only slightly, there is saving. The time saved by not having to move employees to a
training room is always worth money. There is saving, too, if it is not necessary to provide and
maintain a classroom facility.
We discussed some of the disadvantages earlier. Let's summarize them also.
The matter of the supervisor representing authority can be a disadvantage. The employee may
resent being trained by the boss, especially if the boss exerts too much of this authority. ("Look,
you'd better learn this in a hurry and get back to your job, or I'm going to dock your pay.")

One hindrance to any kind of instruction is a poor trainer. On the job the supervisor may be an
excellent boss, he may know the job very well, and he may be well thought of by the employees,
but teaching is a skill and the supervisor may not have this particular skill. If not, then it well be
a drawback to good training. Some of the characteristics that make a person a good supervisor
will help make a good instructor. But one has to learn to be a good supervisor, so one must learn
to be an instructor. To do otherwise will be to go on being listed as a "disadvantage" to Industrial
Training.
Distractions will interfere with successful training and are more likely to be present at the job site
than elsewhere. The problem may be noise, other employees, people asking questions (of either
the employee being trained or the person doing training), normal movement in the surroundings,
or a number of other things. Whatever they are, distraction are problems that have to be face and
solved before the training will be successful.
Time is also disadvantage. While training one employee at a time is efficient for that employee, it
certainly isn't the most efficient way to train large groups of people. If the supervisor is expected
to carry a normal load and still spend considerable time training each employee individually,
there is going to be a real time problem. Ideally, the time for training should be built into the job
so that it can be taken as a regular part of the job and not sandwiched in between other
assignments. In any case it should be noted that good training takes time, and since good training
is the only kind that will pay for itself, time (or lack of it) may be disadvantage to doing the
training on the job (Broad well, 1986).

What is good or bad training?

It is much easier to define the results of good training than to define the action of good training.
If, after training, the students can do what he couldn't do before the training, and if training did
not take too long and didn't cost too much, we conclude that the training was "good". On the
other hand, the bad training is, when the training is over, the students still cannot do the job for
which she was trained, then the training may have "bad". We say "may" because the good
training is that training which produces the desired result (Broarwell,1986).

Benefits of Industrial Training

Industrial training refers to the acquisition of practical skills and firsthand knowledge about the
industry concerning a profession whilst still acquiring a relevant degree or diploma. Students of
tertiary and vocational institutions are presented with the opportunity to work in the field of their
profession with companies and organizations relevant to that profession and as a result bridge the
gap between the knowledge obtained by theory and practical working knowledge required in
their professions. For many, the thought of going out in the field with very basic knowledge of
how it operates is a daunting prospect as they may not know what to do or even how to go about
the whole process of industrial training (IT). This is not helped by the reluctance of companies
when it comes to accommodating these students with vacancies or opportunities to carry out their
IT. For many companies, they do not see the direct benefits they may accrue as a result of
equipping students with such practical knowledge without the certainty that they will not take the
advantage of newly obtained skills to benefit another rival company. On the other hand, for many
students, it is a matter of "who they know" to obtain opportunities in certain companies rather
than an equal opportunity policy. Also, a lot of these students participate in this IT program as
casual on lookers with the sole driving force as the prerequisite to graduate rather than the
opportunity to grasp as much of the skills and knowledge relevant to their profession as possible.
Therefore on that note, this article goes ahead to present the benefits of IT to all parties directly
and indirectly involved with the aim of changing the negative attitudes of both the students and
the business community as well as gaining a better understanding and appreciation for it
(Ayarkwa, J.,Emmanuel Adinyira,E.,& Osei-Asibey,D., 2012)
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What is an Internship?
An internship is an opportunity offered by an employer to potential employees, called interns, to
work at a firm for a fixed, limited period of time. Interns are usually undergraduates or students,
and most internships last for any length of time between one week and 12 months.
Internships (also called "placements", "work placements" or "industrial placements") may be
part-time or full-time. They are usually part-time if offered during a university semester and full-

time if offered during the summer, winter or Easter holidays, when they typically last 4-12
weeks. Placements are usually full-time, and take place irrespective of term time or holiday time.

The Internship Experience

Internships offer students a period of practical experience in the industry relating to their field of
study. This experience is valuable to students as a means of allowing them to experience how
their studies are applied in the "real world", and as work experience that can be highly attractive
to potential employers on a candidate's CV.
Who are Interns?

Interns are usually university students, or university graduates who have not yet found
employment. Interns are less frequently college students (under 18) or older "career changers".
What do Interns do?

An intern is someone who works in a temporary position for an employer that operates in an
industry they are interested in working in. Unlike conventional employment, internships have an
emphasis on training, rather than employment itself.
Why do an Internship?

An internship provides a great opportunity for prospective employees to gain experience in a

particular field or industry, determine if they have an interest in a particular career, create a
network of contacts, or gain university module credits. Interns may also have the possibility of
putting themselves forward for forthcoming opportunities for paid work, during their internship.