PROJECT REPORT

ON TRAINING AND DEVELOPMENT AT DCM SHRIRAM RAYONS (A UNIT OF SHRI RAM INDUSTRIES LTD.)

LALA SHRI RAM (1884-1963)

FOUNDER SHRI RAM GROUP SUBMITTED TO: POORNIMA SCHOOL OF MANAGEMENT PROJECT GUIDE: MR.MANI MENON SHRI RAM RAYON SUBMITTED BY: PREETI ARORA M.B.A (2011-2012)

INDEX
o o o o o o o o o o o o o o
o

o o o o o o o o o o o o o o

Acknowledgement Preface Declaration Executive Summary Companys History Company Profile Organisaition Chart Mission Business Definaition of SHRI RAM RAYONS Awards Miles tones Departments Unit of SHRI RAM RAYONS Rules and regulations Hierarchy at SHRI EAM RAYONS Competitors Production process Employee welfare HRM Training and development in general sense Training and development at SHRI RAM RAYONS Swot analysis Learning Observation and findings Recommendations Research methodology Conclusion Bibliography Annexure

ACKNOWLEDGEMENT
The expression of word loose signification when I turn over the pages of mental encyclopedia to make an appearing forward of gratitude and obligation .This work is synergetic product of many minds and fruitful is incomplete without giving a word of thanks to those who are directly or indirectly involved in its completion. Words can never express the extent of ineptness, but I still wish to express my deep sense of gratitude to all those people who helped me in completion of this project report. I acknowledgement my gratitude to MR.V.K.JAITLY(SR.G.M. and unit Head) MR.ASHOK DALMIA(SR.Manager) Thanks to M.R.K.R.K.RAJU ,M.R.B.L.BHANDARI AND M.R.MANI MENON of personnel department and Mr.ANUJ SISODIYA(IR Manager) of SHRI RAM RAYONS,kota.(a unit of SHRI RAM INDUSTRIES LTD.) For providing their sharp direction and in credible support. I dedicated my satiated esteem toward staff of the department for their support and guidance.

PREFACE
Classroom is no doubtful quite for gaining theoretical .Knowledge but practical training is equally important for student, who wants to provide himself with real working environment in any field of study . It is also true of management studies. Practical training provides an opportunity to the theoretical Knowledge being applied in practice; hence it acts as a bridge between the education and practical environment. The practical training is part the circular of my M.B.A course (2011-2012) this report on is the outcome of two training and development month summer internship at SHRIRAM RAYONS, Kota. Research methodology refers to the procedure used for report in recommendation section we have given suggestion to the company sustained hard work, self confidence determined effort to face all hard ship in collection of data and aim always in mind have help to complete the task in time the study work and finding have been designed in such a manner that is helps the company in taking right decision.

DECLRATION

I Preeti Arora daughter of Mr. Dharmpal Arora solemnly declare that to the best of my knowledge and belief the information given in the presented reported entitled Training and development at SHRI RAM RAYONS kota are correct, collect and original.

PREETI ARORA

EXECUTIVE SUMMARY
The principal executives responsible for running the organization are:

NAME:
SHRI Tilak Dhar SHRI D.C. Mittal SHRI Alok B.Shri ram SHRI Madhav B. Shri ram

DESIGNATION
Chairman and Managing director President Dy. Managing director Director

SHRI K.N. Rao SHRI V.K. Jaitly SHRI Govind Kumar SHRI S.K. Agarwal SHRI P.D. Bagla SHRI Kireet jesh Kota SHRI Sanjeev Bali

Chief Operating officer Sr. G.M. at Shri ram rayons kota DGM at Shri ram rayons kota DGM at TEXTILE Shri ram rayons kota DGM at (Accounts) and finance DGM at (tech. serv) at Shri ram rayons DGM at( Engg. and project) Shriram rayon

COMPANY HISTORY

An introduction to DCM Shriram industries ltd: The year 1889 saw the birth of Delhi cloth mills, the first unit of the company, which has grown in to one of Indians largest organization over the years. The products manufactured range from textiles sugar cubes rayons , tyre cord. Fertilizers, vanaspati, chemicals engineering electronics goods, vehicles container. The year 1990 brought in to existence a new company namely: DCM Shriram industries ltd. With the division of Ernst while DCM limited into four companies for better management and responsibilities.

COMPANY PROFILE

Shriram Rayons is a unit of DCM Shriram Industries Ltd. Established in 1965 with technical know-how from Beau nit fiber etc. USA for manufacturing High Tenacity Rayon Tyre Yarn, cord, fabric for industries applications. Simultaneously facilities for manufacturing chemicals like Carbon Disulphide and Sodium Sulphate were also setup. The plant developed rich markets for its rayon tyre yarn/cord/grey and dipped fabric in Europe, North East/ South Africa and Middle East countries. The unit has been accredited with ISO 9002 from the reputed RWTUV, Germany. The unit has been receiving outstanding export performance/ National Safety Awards for last 16 years consecutively. Shriram Rayons is the only Rayon Producer in India having its own dipping. Treatment facility and fabric weaving plant with latest shuttles weaving machines. The quality of Shriram Rayons Product has been widely accepted in the international market and the company is committed to excellence and growth with active participation of all employees. The companys philosophy is to maintain excellent industrial harmony inside and outside the factory. Shriram Rayons has installed another state of the art dipping machine which is capable of dipping Nylon, Polyester, tyre fabrics. Shriram Rayons is also pioneer in producing dipped nylon chafer in India. Units annual turnover is approximately Rs.150 crores having its 90% share to exports.

ORGANISATION CHART (PERSONAL DEPARTMENT)

UNIT HEAD V.K. JAITELY

ASHOK DALMIYA SR.

MR.K.R.K RAJU ASST. MGR

MR. BL.BHANDARI ASST.MGR

MR.MANI MENON OFFICER

MISSION
Our mission is to be a leader to our business by providing world class and services to meet our customers need and to ensure a healthy return to the stake holder. Shriram Rayons Policy is to provide quality product at competitive price and maximum customer satisfaction by active participations of all employees. We are committed to provide consistent quality in every aspects of work. Continually improve product quality adhere to deliver schedules. We are responsible for close monitoring of quality system during manufacturing.

BUSINESS DEFINATION
SHRI RAM RAYONS MANUFACTURE AND SELL GREY/dipped industrial / tyre grade yarn, cord, fabric and chafer fabric. The yarn cord and fabric are used as rein forcing material for high performance automobiles tyres conveyor belts. Hoses etc. Business operation at shri rams rayons

EXPERT AWARDS
At national level, shri ram rayon has been honoured with national export award by srtepc (synthetic and rayon textile export promotion council)during the years 1992-1993, 199394,1994-95,1995-96,1996-1997-98-99.At state level also we have been receiving this award.Shri ram rayon is earning valuable foreign currency by exporting 90% of its product to the foreign buyers.

MILESTONES
1961

1965 1974 1982 1984 1991 1993 1994 1995 2004 2005 2006 2007 2008 2010

_ BHUMI PUJAN _ PLANT COMMISIONED,WATER TREATMENT _DIPPED NYLON CHAFER _FIRST SAMPLE FOR EXPORT _EFFICIENTLY TREATMENT PLANT _WEAVING TECHNOLOGY CHANGE SULGER LOOM _AIR EMISSION CONTROL _ACCREDITION OF ISO 9002 _NEW DIPPING UNIT INSTALL FOR DIPPRD FABRIC. _UP GRADATION OF SPINNING MACHINE _AIRJET WEAVING MACHINE, TQM _HUMAN DEVELOPMENT TRANING _SOLAR ENERGY ARRIVES _3.2 MW AFBC BOILER _SECON AFBCBOILER COMMISSIONED.

DEPARTMENTS

VISCOSE SPINBATH SPINNING TEXTILE PURCHASE ACCOUNTS MARKETING(AT DELHI OFFICE) AUXILLIARIES INSTRUMENTS POWER HOUSE ACV AND R CIVIL CHEMICAL LAB PHYSICAL LAB SECURITY ADMINISTRATION PERSONNEL AND INDUSTRIAL RELATION GENERAL STORE GODOWN AND MOVEMENT PRODUCTION DATA CENTER(IT) ELECTRICAL SAFETY

 QCD LAW DIPPING,MAINTENANCE UNITS OF SHRI

RAM

DCM SHRI RAM INDUSTRIES LTD. Unit Shri ram rayon Daurala sugar works Daurala organic ltd. Daurala f and b ltd. Place kota Daurala up. Daurala up. Daurala up Product Nylon,chemical,yarn,cord,fabric Sugar, refined sugar, pharma, alcohol aromatic chemical. Drug intimidates fine chemical Scotch and blended, whiskier liquors.

RULES AND REGULATIONS.

General rules and regulations at shri ram rayons. A brief summary of the rules applicable to the officers staff members are given below. Attendance: A punching clock is installed near the security office at the gate no.1 and punching card arranged with card number wise in racks on either side of the clock. All employees are required to punch their cards on entry and when leaving the factory premises .No person is authorized to write or amend anything on the punching card In case of any discrepancy, an application should be made stating the facts and forwarded to personnel department after obtaining signature of department head. There are three shifting A -production division B -technical division C -engineering division Leave facilities are available for officers and staff members: I. Privilege leave (PL): it is earned at 1 to 11 days of work and can be accumulated up to 180 days for officers and sub ordinates staff. II. Casual leave (CL): 12 days in a year casual leave may be availed for a period between half day to 4 days at a stretch. III. Sick leave (SL): employers are entitled to 6 days SL for every year completed service. Each employee shall be informed the leave year applicable to him/her. Group A: from 1 April to 31 march Group B: from 1 oct. to 30 Sep.

HIERARCY AT SHRI RAM RAYON

Categories of the employees officers (130 approx) Chief operating officer

Sr.vice president Vice president Sr.general manager Deputy General Manager Assistant General Manager Manager A Manager B Deputy Manager Assistant Manager A Assistant Manager B Sr.officer Officer A OFFICER B Subordinates staff (approx 70) Sr. supervisor/Sr.foreman/Sr.office assistant/chemist A.

Sr.security inspector Super visor/foreman/ stenographer/security inspector/office assistant / chemist/Sr. draughter. Sr.clerk / draughter / stenographer / assistant security inspector / Sr. tester. Clerk/typist/draughter/ telephone operator. Workers (819 approx): 1.skilled 2.semi skilled 3.un skilled

COMPITITORS
MAJOR COMP. ABROAD RAYONS: Good year - Luxemburg Kordana - C.Z. republic Cordsa - turkey Firestone - Spain C.italiya - Italy Stomin - Poland Nile cordsa fabric - Egypt Fire stone - France Dollar - south Africa Fabric cordsa - Egypt Nile cordsa - Egypt Clabber - Germany IN INDIA: Indian rayon National Century Keshoram - Mumbai - Mumbai - Mumbai - Kolkatta

PRODUCTION PROCESS

Process is to break the inter molecule bonds of cellulose to increase the solubility of the cellulose. After this the pressing is done to drain out the excess amount of the liquid .The temperature during the stepny is 17-23c and time taken to press the pulp rayon is manufactured by, the viscose process react with Spain bath (containing sulpharic acid H2so4)to generate cellulose (rayon). The rayon is purified, and twisted into cords and fibers for packaging and shipment. Basic raw material: (a) Wood pulp: Shriram Rayon import wood pulp in the form of sheet from USA only which has the high molecule weight. There are numerous grade of pulp differing in the cellulose content. Two grades of pulp are being manufactured by Shriram Rayons V81 and RJ. (b) Caustic Soda (CS2)

PROCESSING UNITS-:
(1) Viscous Section: Prepare viscous and send to spinning. (2) Spin Bath Section: Supplies spin bath regeneration purification to the spinning section. (3) Spinning Section: Rayon yarn is spun using viscous and spin bath and is supplied to the textile section. (4) Textile Section: The Rayon yarn is produced in the spinning and is twisted to form Rayon cord.

Viscose processing stage

1.

Steeping: it is the first stage in the production of viscose is the

steeping process. In the steeping process wood pulp is steeped. The complete set of sheets of pulp steeped at a time is called batch. The weigh of one batch is around 350 kg.These is placed in compartments and caustic soda is used in which batched are steeped (dipped).The steeping time is up to 1 hour. After one hour caustic soda is drained off before preesing.The objective of this procis 8-10 minutes. 2. Shredding: The shredder has two sigma blades which shreds out the alkali cellulose in pieces. Then the shredder is titled up to 120 to transferring the shredded cellulose to the ageing section. Time of shredding is 45-55 minutes and 28-31c. 3. Ageing: cellulose is aged before further processing so as to facilitate move uniformity as well as depolymerisation from shredder shredded alkali cellulose is dumped in big contains for 48 hours. Specific temperature and humidity is maintained during ageing. 4. Xanthation (barrette room): Here alkali cellulose is treated with cs2 to from xanthate. Now the cellulose mixture turns to yellow colour.This material is called yellow crumb. Further the reaction is carried out in big vessels called barrate.These barites are rated at the speed of one rotation per minute. Capacity of the tanks is 24.570 cubic meter. 5. Dissolving: The yellow crumb is dissolved in the aqueous caustic soda. The yellow crumb is not completely soluble at this stage because the cellulose xanthenes suspension has very high viscosity; it has been termed as viscose. 6. Ripening and de-aeration and filtration: The viscose is allowed to stand for a specific time to ripen. The viscose produced has to be filtered to produce yarn, thus there is one blender 4A tank 8c filter,11A filter, 18c-filter.The viscose is filtered in this region and passed on to spinning. SPINBATH PROCESSING STAGE It is a production which is used in spinning department to coagulate the viscose.Spinbath is supplied to the spinning machine having following characteristic: H2SO4:95 GPL ZNSO4 :63 GPL

NA2SO4:200 GPL SPINNING: The viscose is made to pass through a jet of 1100 holes. This produces rayon yarn of1100 filaments. Then this yarn is passed through different liquids to wash and give finishing. This yarn is then collected in the bobbins and sent to textile department. TEXTILE PRODUCTION: Physical test laboratory: In textile department the fabrics are made using using the rayon yarn and the exported nylon yarn too. Both grey and dipped fabrics are manufactured. After producing the fabric it is dipped in a solution in order to make it able to adhere to the rubber. Conversion of nylon yarn into time card fabric and chaffer fabric takes place. Physical test laboratory: In the laboratory the finished products both rayon and nylon are checked and tested ensuring the customer satisfaction met. The laboratory is airconditioned in order to maintain the required temperature and humidity for testing. Laboratory is equipped with at the required testing equipment for conducting varieties of testes. GODOWN AND MOVEMENT: Once the product is packed it is and to the go down for storage and the further shipment. There are two types of contains that are called 40 ft contains and 20 ft contains. NATURE OF PACKANGING: Domestic buyers: yarn cord is packed in form of roles. The anhydrous sodium sulphate is packed in the bags with uniform weight of 50 kgs. The goods are dispatched as advice received from the marketing through the nominated transport. FOREIGN BUYERS: The yarn cord is packed in the form of pallets and fabric is in the form of roles. The goods are normally dispatched in 20 to 40 ft contains through the sea route normally. Leading companies in the field of tyre manufacture Apollo tyros Birla tyros Ceat tyros Good tyros JK tyros Modi tyros MRF tyros

Out of the total production almost 93% is exported to Europe. South Africa, Japan etc, and rest 74% is supplied to the domestic market customer.

EMPLOYEE WELFARE
Housing Colony: - The colony has 638 quarter accommodating over 3000
people. There are parks, school, complex, temple, library, 40 ysadhna Kendra.

Shriram Vidhyalaya: - Forth education of children of employees and children of

the surroundings area, a senior higher secondary school is being run in Shriram Nagar Colony (begun with 268 students).

Sports: - Shriram basketball and volleyball teams were among the finest in the
country and boast of several ARJUN Awards winners.

Cultural Activities: - Shriram is maintaining an auditorium with a capacity of

about 3000 spectators. These activities are a medium of entertainment for the colony residents and encouraging talents. The drama artist and musician of the unit have won many all India competitions and have performed on TV and radio.

Mahila Kalian Kendra and Vidhyani Mahila Sahkari Samiti: - It was

setup in 1977 to encourage the families of employees to supplement there wages with learning in there spare time. The co-operative society is organizing many business activities for its member and earning a moderate amount of money. Sewa samiti and samanvaya: - This samiti works towards maintaining harmony and discipline in the colony.

Thrift and credit co-operative society:- This society provides facility for employees to affect savings by deposits and also give loans to member for various purpose. Ladies welfare center: Ladies co-operative society: Sewa samiti: Family welfare: Computer training center.

HUMAN RESOURCE MANAGEMENT

i.

An organization is nothing without human resources. People are the essential ingredient in all organization. working with for and through people. Is the way in which a manager. Accomplishes his job. Maintaining good human resources is a managers

responsibility. Providing human satisfaction from work output and relationships is a managers obligation. There is an oft-quoted phrase. Management is people. It indicates the fact that personnel are the responsibility of the entire organization. Personnel management is one of our most complex and challenging fields of Endeavour.
Human resource management is a management function that with recruiting, selecting training and developing. HR Is an organization it is concerned with the developed of a highly motivated, smoothly functioning work force. It is planning, acquiring, developing, utilizing, and maintaining human resource in the achievement of organizational goals. It is renaming of personnel management.

SCOPE OF HRM

I. Training and development. II. Organization and development III. Organization job design IV. Human resource plannings V. Selective and staffing VI. Personnel research and information system VII. Compensation and benefits VIII. Employee assistance and motivation IX. Employee maintenance X. Union management relation.

OBJECTIVE OF HRM The main aim of HRM is to achieve both efficiency and justice, neither of which can be persuade successfully without the other. 1) Procurement of the personnel:- The first objective of human resource management is to obtain capable people who can produce sell and distributed. 2) Effective utilization of human resources: - In order to achieve organization purpose personnel management utilizes employees, efforts, talents and skill effectively. 3) To build desirable working relationship: - It aim to establish and maintain productive, self respecting and satisfying working relationship among all the members of the organization. 4) Maintaining individual development: - HRM provides opportunities for advancement to employees through training and job education. It encourages to release his pot entitle. 5) To secure integration: - It aims to secure the integration of the individual and group with those of an organization.

6) To satisfy individual needs and group goals:- If offers and adequate and equitable remuneration, economic and social security to employee. 7) Development of teamwork: - It develops a team work spirit among the works. 8) To create disciplined atmosphere:-It develop a sense of discipline among the human force engaged in any organization.

TRINING AND DEVELOPMENT

MEANING: 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. In brief, it is a systematic procedure for transferring technical know-how to the employees. It aims at increasing the ability of the employess, so that they can do the job in an effective and efficient manner. According to R.C. Davis, Training may be defined as a process of developing an understanding of some organized body of facts, rules, and methods. CHARACTERISTIC OR NATURE OF TRAINING Training is the act of increasing the knowledge and skill of an employee for doing a particular job. It is a learning process and experience. In its widest sense, training is an aid to, self-development, It bridges the differences between job requirements and employees present specification. It is an activity intimately associated with all the other personnel or managerial activities. Scott clothier, and sprigged write, personnel management is management and training is a very important phase of the management programmed. It seeks a relatively permanent change in an individual that will improve his ability to perform on the job. It is an essential part of management development. It involves the changing of skills, knowledge, attitudes, or social behavior. Training complements selection. If well qualified candidates are recruited, there will be less need for training inside the organization. But if recruits are poorly qualified candidates, then training must try to fill the gap. It is wrong to think of training purely in terms of formal courses and programmer. Strauss and sayles, state Almost everything that happens to an employee after he joins a company serves as a training experience, that is to say,

a) b)
c)

d) e)

f)

g)
h)

i)
j)

the worker learns what is expected of him in a new situation through the experienced he undergoes. k) It is misleading to think of training as an afterthought or reactive- a series of ad hoc if it activities, separated from other organizational function.

TRAINING AND DEVELOPMENT The term development is a broad one. Development includes both training to increase skill in performing a specific a specific job and education to increase general knowledge and understanding of our total environment. The aim of development is to improve the overall personality of an individual. This term is mostly used in the context of executive only. Training is a short process utilizing a systematic other hand, development is a long technical skill for a definite purpose. On the other hand, developing is a long term educational process by which managerial personnel learn conceptual and theoretical knowledge for general purpose. Some important distinction between training and development are given in the following:

Training and development compared

POINTS OF DISTINCTION i. Meant for ii. Aim iii. Contents IV. Time period v. Initiative vi. vii. viii. Nature Develops skills Needed at

TRAINING DEVELOPMENT operatives executives to develop specific to develop total Skill personality technical and mechanical conceptual and philosophical one shot affair continuous affair from management external from individual himself intmotivation -ernal motivation reactive process to meet proactive process to meet current needs future needs technical and hands on interpersonal and deskill cisions making skills operating levels middle levels

OBJECTIVE OF TRAINING 1. To establish a sound relationship between the worker and his job the optimum man task relationship. 2. To prepare the employee to meet the present as well as the changing requirements of the job and the organization. 3. To improve the new entrants the basic job knowledge and skill. 4. To prevent personal and organizational obsolescence. 5. To prepare employees for higher level tasks. 6. To assist employees to perform more effectively in their present position. 7. To build up a second line of competent managers to occupy responsible positions. 8. To ensure smooth and efficient working of a department. 9. To train employee to increase his quantity and quality of output. 10.To promote a sense of responsibility, moral and cooperative attitudes. 11. To train employee towards better job adjustment and good work relationship. 12.To reduce supervision, wastage and accidents. 13.To minimize operational errors and to bring down costs of production. 14.To bring down labour turnover and absenteeism. 15.To train employees in the company culture pattern.

NEED OF TRINING

Training has become a necessity in industrial organization on account of the following reasons:
A. JOB REQUIREMENTS- New employees require detailed instruction and

training for effective performance on the job. Employees selected might lack the required qualification and skill for a particular job. New entrants also need to provide orientation training to make them familiar with the working conditions and the organization. B. TECHNOLOGICAL CHANGES- Technology is changing very fast.Mechanisation is increasingly used in officers and factory jobs. Thus increasing use of fast changing techniques and work methods requires training into new technology. New jobs require new skills. No organization can miss the advantages of latest technology without well-trained employees. C. ORGANISATIONAL VIABILITY-Trained employees are the valuable assets of a company. But the skill of men becomes outdated due to fast changing conditions in the market and economy. Over the passage of time, employees suffer from personal obsolescence. Their knowledge becomes old Hence; existing employees need refresher training to keep them abreast of new knowledge. D. INCREASING COMPETION- Due to economic liberalization and globalization the firms are experiencing expansion and diversification of business and products. The keen competition has increased uncertainties and complexities in the market. Thus in order to face international competition, the firms must improve their capabilities. It has necessitated acquisition of new skills through training.

E. CHANGE IN JOB ASSIGNMENT-Training becomes necessary when an

employee moves from one job to another due to promotion or transfer, employees chosen for higher levels jobs also need training. Training is also necessary to equip the old employees with the advanced discipline, principals and concepts. When somebody is asked to perform the higher responsibility, he is given training. F. HUMAN RELATIONS APPROCH- in this age of industrial democracy, employees are partners rather than servants. Modern managers have to maintain human relation besides maintaining sound industrial relation. Now training has become a right of employees, although hitherto the managers were adopting a commodity approach towards workers. G. MOTIVATION AND CREATIVITY- Training programmers foster the initiative and creativity among employees. Training motivates work harder. IMPORTANCE AND ADVANTAGES OF TRAINING Give a man a fish, he will eat it. Train a man to fish, he will feed his family. This saying highlights the importance of training every where. Employee training is important to organization because it can make the achievement of organizational goals possible. A well planned training programmed can provide the following advantages:1) HIGHER PRODUCTIVITY- Training improves employee performance. Trained employee use better methods of work, sound knowledge and good awareness of his goals. It results in increased quantity of work and output. 2) BETTER QUANTITY OF WORK- Training helps in standardizing the methods of work and right use of tools. Uniform work methods and procedures help to improve the quality of product service. It also results in elimination of possible mistakes. 3) LOW COST OF PRODUCTION- Training helps employees to learn their jobs and attain levels of performance speedly.It also contributes to better utilization of machines and materials. Trained employees make more productive use of their resources. They know better handling of equipments. All this reduces wastage and spoilage and minimize the cost of operations. 4) LESS LEARNING TIME AND COST- The learning time and costs are reduced considerable by training. They need not waste their efforts in learning through trial and error. 5) PERSONAL GROWTH-Training creates a sense of control over his own personal future. It provides an opportunity to accomplish personal goals. It builds self confidence, sense of worth, and other work qualities. It prevents decay of knowledge. It helps to develop people as future managers.

6) JOB SATISFACTION-Dissatisfactions, complaints work tensions, fear, spoiled

work, mental stress, frustration and absenteeism can be greatly reduced when employees are well-trained. 7) HEALTHY INTERPERSONAL RELATION-Increasing work conflicts, mechnisation, complexity of jobs, and formalism have led to alienation of workers resulting in inter personal and inter group problems. Proper human relations training can easily overcome such problems.

TYPES OF TRAINING

a. ORIENTATION TRAINING- It is also known as pre job or induction training. This training provides new employees with information on such matter as company history, policies and procedures, pay and benefits, conditions of employment, safety practices, and names of top managers, location of various department, manufacturing process, and work rules. This training creates self confidence in the employees. b. JOB TRAINING This training is conducted with a view to increase the know ledge and skills of employee for improving his job performance. c. CRAFT TRAINING-This training given to workers in the different crafts. d. REFRESHER TRAINING-It is designed to revive and refresh the knowledge and to update the skill of the existing employees. It has short period. Due to rapid changes in technology and work methods, it has become very necessary for the employees. It replies old knowledge with new work skills. e. TRAINING FOR PROMOTION- Some employees of high potential is selected and they are given training before their promotion. This training is provided when vacant posts are filled up by internal recruitment. f.SAFETY TRAINING-This training is provided to minimizing accidents and damage to machinery. It involves instruction in use of safety devices. It creates safety consciousness among employees. g. APPERENTISE TRAINING-It is used to prepare employees for a variety of skilled occupation and crafts. For example mechanist, printing pressman boilmeker, tailour.

h. INTERNSHIP TRAINING-It refers it a joint programme of training in which educational institution and business cooperate. Selected students carry on regular school studies for periods ranging from 3 to 12 months and then work in some factory or office for a designated period of time. The training is usually conducted in connection with highly skilled or professional types of training. i. REMEDIAL TRAINING-This training has the object to overcome the shortage comings in the behaviors and performance of old employees.

THE TRAINING PROCESS In order to achieve the training objectives, an appropriate training program is necessary. The important steps in the training program and procedure are below:A. ORGANISATIONAL OBJECTIVES- An organization must first asses its

objectives. What business are we? What product do we wish to provide to customers? At what level of quality do we wish to provide this products or service? These questions will decide what skills knowledge, abilities and other personal attributes are necessary for employees. B. TRAINING POLICY- A training policy represents the commitment of top management to employee training. In consists of rules and procedures concerning training. Training policy is required to guide the design and implementation of training program. C. RESPONSIBILITY FOR TRAINING- Training is a joint process its responsibility has to be shard among: (a) Top management who will frame and authorize the basic training policy and review the training plants. (b) Personnel department which should plan training instruction (c) Line supervisor who should implement training plan (d) The employees who should provide feedback and suggestion for improvement. D. TRAINING NUDS ASSESMENT- The assessment of training needs perhaps the most improvement steps in process. It is from this needs assessment that the entire training processes will flow.

E. SELECTION OF TRAINING- It is necessary to decide who are to be trained new or old employees, supervisor, workers or manager. The methods to be used will depend upon the type of training of person to be trained. D. TRAINING GOALS- The training goals should ensure that the assessed needs will be served. E. PREPARING THE TRAINERS- The success of training depends to a great extent upon the instructors or the resource person. The trainers must know both the job contents and how to teach team. F. DEVELOPING TRAINING PACKAGE- It involves deciding the contents of training, designing support materials and choosing the appropriate training techniques. Training process may involve specific instructions. G. PRESENTING THE OPERATION- This is the action phase of training. Here the instructor uses explanation and demonstration for training. Explain each step that he is performing. Have the training explain the entire job. Key points should be stressed upon. H. PERFORMANCE TRY OUT- The training is asked question in order to ensure that he really knows and understanding the job. I. OVERALL EVALUATION- without monitoring the training process, it is possible that a well designed training program may be conducted improperly or otherwise fails to accomplish its goals. At the end of the training program is also necessary.

TRAINING DEVELOPMENT AT SHRIRAM RAYONS Responsibility for training activities: S.N.

1.

ACTIVITY
Identification of train Needs. Analyzing of training Needs and discussion per Training of training needs Prepation of training plan Arrangement of training Programme Approval for external Training in hour Training programme

PERSON RESPONSIBLE
All divisional heads department heads Department heads (personnel and I.R.) and department head (administration) Department heads (personnel and I.R.) And department head (administration Department heads (personnel and I.R.) and department head (administration unit head

2.

3. 4. 5.

By external faculty 6. 7. Arrangement of requisite Aids during training programme Main training training records PERSONAL DEPATMENT: Training for staff and officers. 1) to upgrade the skill on the job for better performance of Personnel 2) To prepare them for higher responsibilities. 3) To train in the areas of interest of organization such as. I.S.O. 9001, T.Q.M.COST REDUCTION ETC and quality related programme SCOPE: System and procedure followed in the personnel. SYSTEM: A consolidated system has been designed for training and development of officers and staff which in duds methodology for identification of training need appraising and conducting training program and its evaluation. Title: Purpose: officer personnel /I.R.D officer assistant personnel /I.R.D

TRAINING FOR NEW STAFF AND OFFICERS S.NO

1)

ACTIVITY

RESPONSIBILITY

After completing the Department head (personnel and I.R.) Joining formalities With personnel departments The new uncombed is introduced With SR.exutive of the company A suitable orientation/ induction Department head (personnel and I.R.) Program is prepared by Personnel department or concerned Divisional head and a tutor are Assigned to guide during induction. On completion of induction if need be divisional / department head A further training program is prepared By divisional/ department head and a tutor Are assigned to guide during training

2)

3)

4) 5)

On completion of training the incumbent is put on the job training Incase of graduate engineer Training / exutive training Recruited under company Scheme a one week induction Programme can also be conducted By corpoatepersonnel Company mapping for staff / officer Being conducted during Appraisal / recruitment Effectiveness of training programme

divisional / department head head of corporate personal

6)

divisional / department head

7)

divisional / department head

TRAINING PROCESS OF STAFF OFFICERS AND WORKERS:

Identification of training need. Training needs analyzing and preparation of training calendar. Training exutive for officer staff and workers.

TRAINING RECORDS
Records the training detail / in concerned register / file in the personnel / I.R. I. II. III. IV. Complete the joining formalities in case of new entrants Introduce to new entrant with all senior exutives. Brief about the policy rules and regulation of the company. Prepare the induction / orientation programme in consultation with department / divisional head. V. Review the progress of new entrants during training from time to time. VI. Organization the confirmation review with divisional / unit head of new entrants.

SWOT ANAIYSIS
After visiting the whole organization and seeing its various departments it can be said that it was nice to visit such organization and to know what really an organization is. These are some strength, weakness, opportunities and threats which are as follows: STRENGTH: First to get I.S.O9902 certificate in rayons. Export award 7 times. Goad relationship between labor and management. Having latest machineries. Networking system of SHRIRAM RAYONS is very effectiveness. WEAKNESS: Shrinking market. No domestic market. Production depends upon demand of finished goods from international market. Production solely depends upon import of raw materials. Manually set up.

OPPURTUNITIES:

Leading manufacture in rayons. Good relation in international market. Having 30% market share in rayon. Joint venture with tyre manufacturing companies both international and domestic. Having expansion plans. New expansion in plant for making in domestic territory.

THREATS: Computer (mainly century rayon in India). Govt. policy of import of second tyre. WTO, GATT agreement. Paid in dollar and earn in EURO currency, nylon dominance. Increase in competition. Decrease in the demand of production in international market. Change in govt. policy to tariff, custom and excise duty.

LEARNINGS
Firstly it was the very good experience to work and learn with a world class for two month as it was my first step into the corporate world. Maintaining filter in systematic manner with each and every detail is very important, if not done it hinders the work whenever these are required for references in medical claim formalities, appraisal etc. II. As I worked with the employees of the H.R. department in the organization during the project they shared their experience and learnings within which was the good opportunities. I get during my project. III. I learned different H.R. policies of the organization which were unknown to me before entering to the corporate world. IV. I also learn how much the values and culture of the organization impacts the employees productivity. V. Many times I felt people are not open to new ideas and they are to new ideas and they are resident to change. VI. Learned from every individual working here, it might be in terms of knowledge skills, behaviour or personnel traits etc.
I.

Being in the H.R. department I learn many minute things which could not be learnt simply by reading books theoretically the practical experience was totally different as I

have seen that H.R. person should be very polite soft spoken and good at handling people coordination with all department is very necessary.

OBSERVATION AND FINDINGS

During the study of the project I observe different functions of the H.R. department. I got the knowledge about the different type of H.R. policies functioning in the organization. I also got knowledge about how the organization is following their values in a very sincere way. I learn how and what types of facilities are being provided to the employees. I also observed how the weekly training programmes are being conducted for officers, staff as well as workers. This contributes in their development. I got knowledge about different department in a manufacturing company and idea about the challenge that the employees are facing while performing their work. As I worked on the ERP system of the organization. I came to know that how they are maintaining the database of the employees for all department region wise. I also observed how they are doing the performance appraisal on the targets by the employees in the time given through ERP. They emphasis on the providing proper working environment to their employees, so that the employees can work efficiently and smoothly.

RECOMMENDATIONS
Organization must enhance work force motivation to improve productivities workers must be encouraged and motivated to develop a customer satisfaction. Organization needs to empower their workers by allowing them greater autonomy and control to design jobs that are more stimulating. This will enhance the personal productivity. Interdependent of different departments should be well studied coordinated for effective output. Training schedule must be worked out well here with proper planning schedule. Create a clear picture of the training program in the mind of the employees which will make them aware about the program, its pros and cons, how the program is going to benefit them personally and eventually company as a whole. Regular feed back both are well studied and structured. The key related areas are properly designed and clearly mentioned to employees. More and more new people should be recruited so as to allow more new and innovative ideas in the organization. Technology should be continuously updated and latest technology of working should be brought into the organization. Communication gap should be reduced. Counseling decisions should be frank and open lastly the time allotted to the program should be adequate to optimize the interest of the employees so that

they can fully explore the benefits of program and use the knowledge for personal growth and company benefit.

RESEARCH METHODOLOGY
All progress is born of inquiry and inquiry often leads to invention. Research is an art of scientific investigation. The success of any project is based on the foundation of strong research methodology for every research some set of methods to be used, according to the nature of the information to be covered in proposed study is historical descriptive and analytical in nature. The various source of information were: Past records. Personal observation Conversation with various concern authorities. Reference books. Internet. Research methodology is basically a framework a blueprint for the research study, which guides the collection and analyzing of data. Research objective. It is an expression of what is expected of the research exercise in term of result and analysis of input needed to convert data into research findings designing a search plan for decision on the data source research approaches, research instruments and contract method.

CONCLUSION
o Networking system at shriram rayons is very effective. o The organization has a systematic training structure for the employees but track

o o

o o o

lack in certain areas time management. An in depth analysis of the training program on industrial / fire such as safety first aid and health confluences covering areas. Such as program management methods, benefits of program etc, was done and on the basis of opinion of workers conclusions were drawn. Most of the employees were satisfied with the program. UN animus opinion was that the subject thoroughly covered and the program management was good the queries of the employees were promptly deathly with faculty members. The trainees opinion about training programmes were that the subject was thoroughly covered but due to lack of time the entire subject could not be breached upon. They felt more time should be allotted to such program as it updates the employees and brings, them in par to latest techniques and methods being implemented in the industry. Documents are arranged in a very systematic manner for effective. Company launched extensive training programmes. Increase efficiency because ERP system training for operative ERP system was also provided to officer level.

o Exports 93% of its product of its total production in international market. So as on this basis of its export performance it is categorized as export house. o Best exporter in India for rayons. o Even today much work is done manually especially in personnel department.

BIBLIOGRAPHY
Book consulted: G.S.SUDHA (HUMAN RESOURCE MANAGEMENT) Website consulted:

WWW.DCM.SR.COM. WWW.GOOGLE.COM.

ANNEXURE
SHRI RAM RAYONS KOTA / DELHI Training needs identification form for supervisors and clerks in duplicate. July to June Kindly use the following codes for the aforesaid purpose S.NO. (1) (2) (3) (4) (5) (6) (7) TOPIC team building Communication skills I.R. concepts regulations Job relation skills Safety and pollution control Cost reduction and control Production planning and control

(8) (9) (10) (11) (12) (13)

TQM / ISO9000 Attitudinal change Import export procedure Document procedure import and export Marketing management Any other please specify.

S.NO.

NAME OF DESIGNATION DEPARTMENT QUALIFICATION TRG EMPLOYEES CODE

DEPARTMENT HEAD CC: PERSONNEL / ADMINISTRATION DEPAERTMENT S.R. DELHI

DIVISIONAL HEAD

SHRI RAM RAYONS KOTA DATE: MM/DD/YY

Performa for impact of effectiveness of training program (STAFF AND OFFICERS) I. II. III. IV. V. VI. VII. Name: Employees no. Designation: Department: Date of training: Subject: Effectiveness of training programme. +2 1) Team building 2) Communication skills 3) Supervisory development Program

+1

4) I.R. concepts and regulation 5) Job related skills 6) Safety and pollution control 7) Cost reduction and control 8) Production planning and control 9) TQM / ISO 9000 10) Attitudinal change 11) Import export procedure 12) Documentation procedure imports and export 13) Marketing management 14) Any other please specify DEPARTMENT HEAD ** RATING +2 VERY GOOD +1 GOOD, 1 AVERAGE 0 BELOW AVERAGE. MARK (SIGN) IN THE RESPECTIVE COLUMN. DIVISIONAL HEAD

PRESENTATION SLIDES