A Project Study Report On

Training Undertaken at

RSWM limited BANSWARA

(RAJ.)

STUDY OF TRAINING AND DEVELOPMENT IN RSWM

Submitted in partial fulfillment for the Award of degree of Master of Personnel Management (Human Resource Management)

Submitted to:Mr. DinBandhu Pandya Executive HR Submitted by:Amita Maheshwari MPM IIIrd Sem.

List of Contents
Preface Acknowledgement Core Values of RSWM Pariwar Introduction of RSWM Ltd. About RSWM Banswara Company Profile Units of Bhilwara Group Organization Structure Mission & Vision Products

 Production Process HRD Dept. Export Destination Research Methodology Introduction Of Training & Development Training in RSWM Banswara Conclusion of Training & Development Data Presentation SWOT Analysis Questionnaires Suggestions Bibliography

PREFACE

This project report on A STUDY OF TRAINING & DEVELOPMENT IN RSWM is a task of our academic session of MBA. It an opportunity is provided to array on a summer training project on RSWM Ltd Banswava.

Under the guidance of Mr. M.P.Pareek (DGM HRD), Mr. Dinbandu Pandya (EXECUTIVE HR). Study was undertaken with the objective of A General study of HRD department function requirements for current Project & analysis of the company. It is known that personal HRD department is play significant role for every business concern for earning a reasonable rate of return & to maintain a good reputation in business world.

The report included Chapter-1, company Introduction Chapter-2 Production Procedure, Chapter-3 Personal Department, Chapter-4 general study of P& A Department, Chapter-5 Data Analysis.

ACKNOWLEDGEMENT

Practical experience is the best education & an opportunity to apply theoretical learning & experience the result getting associated with organization like RSWM Ltd.

Experimental learning is more than a privilege, which cannot be expressed in words.

I would like to take the pleasure by expressing my gratitude towards Mr. M.P. Pareek (D.G.M.) for allowing me to undertake the project & making available all facilities for the successfully completion of the study. I would also like to thanks Mr. Sukesh Sharma ji (Sr. GM Tech.) , Mr. G.L.Kabra(Sr. Manager Spg) , Mr. R.K.Gupta(Sr. Manager IT), , Mr. Ashok Sodani(AGM Acc & Fin.) , Mr. Manikchand Jain (Dy. Manager) & Mr. Dinbandhu Pandya (Executive HR).

A Passion for Excellence

A wind of changes on oft-quoted example from Alice in Wonderland comes to mind whenever change is discussed. The queue in running on the chessboard only to say in the same place. The learning that one brings away from this is that if one wants to get anywhere, one has to run much harder It is same with the change. One needs to work harder than usual to change and it is not always easy, but it is an essential of survival. Your own body sheds and birth millions of new cells everyday just to keep you alive. Stability is good but is too often confused with stagnation. The latter is a slow poison for any organism, whether animated or in animated. To achieve true stability, a certain amount of activity and movement of the right kind is imperative. Drawing from the example of my life, I can truthfully affirm that I have held on to my core belief and values, yet allowed for change in my organization. In my own life, I have stepped aside from day to day involvement with running group as I feel younger generation has fresh ideas which may be different from mine but nevertheless, should be given a change to develop. Always remember that without the winds of change, any organization is like an airless house without ventilation whose inhabitants can only suffocate slowly to death. A fresh infusion of ideas and thoughts has been injected into the group and this has now begun to bear fruit. It is time to begin a new phase of growth and learning and present our new face to the world-a face that reflects both, our rich heritage and values and forward outlook have always maintained. I hope all of you will savors the rich hues that will be that we implemented as the group colors and always remember that they stand for the values and outlook that have brought the group this far and will take it dazzling heights in the future as well..

Core values of R.S.W.M Pariwar

1. Self discipline 2. Team spirit working throughout teams. 3. Transparency lead to corporate governance 4. Internal customer satisfaction leading to total satisfaction and delight for the external customers. 5. Honesty and integrity.

Introduction of RSWM Limited:-

The LNJ Bhilwara Group, founded in 1961, has today grown into a strong global presence worth Rs.2049crores. The Group has been nurtured into a successful growth track by the able guidance of the Founder and Chairman-Emeritus Mr. L.N.Jhunjhunwala. Currently,

The LNJ Bhilwara Group stands as one of the largest firms on the corporate horizon in India with over 20,000 employees and 20 production units positioned at strategic locations across the country. The Groups export earning comprise of 45% of the Groups turnover.

The LNJ Bhilwara Group is a well-diversified conglomerate. It has been actively seeking growth and profitability by investing in a variety of systematically identified businesses making it a multiproduct conglomerate with interests in a range of industries such as textile, graphite electrodes, power generation, power engineering consultancy services, Steel and IT enabled services.

The Pioneering Textile division of the Group is not only a key player in the industry but also has many firsts to its credit. The textile division has the sole distinction of producing a unique fire retardant yarn called Trivial CS now known as (Lansing Austria). It is also the sole licensee for the highly specialized yarn called Tensel.

The group has time and again been acknowledged for its world-class quality products in the domestic market such as Mayur Suiting, BSL Suiting, La Italia Fashions and Geoffrey Hammond superfine suiting. At the same time, their services to several leading global brands for knitted garments have been recognized with the units garnering top export awards in different fields for several years in a row.

The LNJ Bhilwara Group also has the largest integrated Graphite Electrodes manufacturing plant in South-East Asia with a reputed clientele comprising of major steel plants in the world. Graphite

exports constitute 70% of total sales volume. An evidence of their success can be seen in the fact that HEG, an integral part of the Group, is all set to undertake an Rs.450crore expansion plan to tap opportunities in the export market. The expansion of the Mandideep plant would double the capacity from 30,000 TPA to 60,000 TPA.

Following the success of its earlier Hydro-Electric Power Project of 15 MW at Tawa Nagar (MP) in 1997, the Group has commissioned, Indias first IPP Hydro-Electric Malana Power Project of 86 MW in a record time of 30 months at Kullu (HP), in July, 2001 and is set to commence work on 200 MW Allain-Duhangan Hydro Electric Project at Manali (HP).

Little wonder then, that the LNJ Bhilwara Group of companies has been awarded IS / ISO 9001:2000 certificate for setting exemplary standards in quality.

Mayur Suitings LTD:Mayur Suiting is a premium brand, and has been a proven, all-time favorite of a galaxy of stars. Produced at the Gulabpura unit of R.S.W.M Limited, Mayur has been delivering the best to meet the ever-growing demands of the Clothing and Fashion industry, in the domestic as well as the international markets. In recent years, RSWM has restructured its business portfolio and is today seen as a textile company manufacturing and marketing fabrics and ready-to-wear clothing under its own brands.

A vertically integrated plant, Mayur has ultra-modern production facilities to convert fiber to fabrics using state-of-the-art machinery imported from Japan, Germany, Switzerland and Italy. Stringent quality checks at every stage and process enabled Mayur to bag the prestigious ISO 9001 certification.

While the company lays uniform stress on all fundamental aspects such as exceptional quality, contemporary designs and cost-friendliness for products under all its brands,

Mayur is indisputably a high quality, high quality value and contemporary premium fabric's brand. Mayur has significant fabric brand presence in the domestic market and is reputed for its finish and quality.

A RANGE FOR ALL

The company manufactures over hundreds of design-shade combinations and in solids each year in various blends. These include Polyester/Viscose / Wool, Polyester / Lycra, polyester/ Tensely, Polyester/Linen among others. An enlivening blend of exposure to global fashion trends and expertise ensures that we are abreast of and pioneering, Innovative future trends.

Dressing in India is oozing with freshness. Thanks to an unparalleled rise in disposable income levels, increased media exposure of fashions and a growing tendency towards self-indulgence.

The evidence is there for a11 to see - a never-before influx of international and domestic products and brands in both formal and casual wear. The Indian customer not only has become discerning but also has an astonishingly wide range to choose from. And, we at Mayur are determined to ensure that we con tribute to this choice and continue to make a mark.

THE WINNING STRATEGY A clear focus is the mantra of success in any business. Mayur has clearly demarcated their products and brands to focus on specific customer needs. This strategy is supported by well-oiled machinery comprising of a distribution network of 26 decreed agents and approximately 150 wholesale dealers spread across the country. This enables us to reach more than two thousand retailers who cater to both the value and trend conscious consumer segments.

Our RMG Division works in complete harm only with most of the leading ready-to-wear brands by offering them fabrics that represent the latest and best international trends. The Institutional Sales Division caters to requirements for uniforms across the society - corporate, schools, government bodies and police forces.

LOOKING FORWARD
We intend to position Mayur as the clear favorite for an ever-demanding clientele and become the favored choice for the aspiring consumer. This demanding segment promises a huge potential in terms of market share and thus leading us to the onerous task providing customer satisfaction.

Mayur's product quality is at par with global norm s and standards. A significant chunk of our fabric production is exported to Middle East:, Mediterranean countries, Europe, Far East and USA.

We look to the future with great hope as we capitalize on the opening up global trading like never before. However, we also realize the need to constantly reorient our marketing strategy. We are guided towards this goal by our innate ability to stay tuned to customer preferences and remodel our value delivery chain to make the interface with our precious consumers a mutually satisfactory expertise.

ABOUT RSWM BANSWARA

Established in 1989, The Banswara unit is the only one of its kind in India and the Company's largest manufacturing facility. The unit has the capabilities to produce spun gray yarn out of any kind of fiber and blend it with synthetic, regenerated cellulosic, natural, protein and cotton fiber. The Banswara Unit has the exclusive rights for spinning Tencel Fiber into yarn in India and is a modern textilespinning unit employing state-of-the-art technology from Switzerland, Germany, UK, Italy and Korea. The unit's strength is its new product development. The unit can and does manufacture any yarn delivering it in accordance with the customer's deadlines. It is a 100% Grey Yarn Spinning unit producing Cotton blended gray yarns and Polyester fibers. The unit has recently been expanded to strengthen its product portfolio and giving it a greater product mix.

Raw Material Purchase POLYESTER VISCOSE COTTON ACRYLIC Products The Banswara Unit manufactures the following product range: Grey Yarn Specialty Yarn Functional Yarn Brand Specialties Regular Products Cotton 100% RELIANCE GRASIM GUJARAT, RAJASTHAN, M.P., MAHARASTRA PRASUPATI

Quality The Banswara Unit covering new set of instruments to acquire ISO accreditation in 1994. It also received the prestigious IS/ISO 9001:2000 Quality Management System Certification in 2002.

Infrastructure The unit located 170 kms from Udaipur, Rajasthan is spread over 125 acres. Over 2,000 engineers, technicians and other skilled employees staff the unit. Some technical information and capabilities of the plant are given below: Production Capacity -Size of the unit 380300 in sq. meters (Total Land Area) Manpower employed Skilled - 2000 nos., Semi Skilled - 305 nos No. Of spindles 87792 Yarn - 32850 MT / Annum

COMPANY PROFILE
RSWM Limited
(A Unit of LNJ Bhilwara Group) Mayur Nagar, Village Lodha, Distt Banswara (Rajasthan)

LNJ Group History:

The journey of the LNJ Group begins in 1961 when the group founder, L N Jhunjhunwala established a textile Mill in Bhilwara Rajasthan. Today that single textile mill has expanded in to several textile mills; the group has diversified strategically & stands proud as a multi product & service conglomerate. Industry pioneers in many cases, we have also established ourselves one of the top 50 Indian business groups. In power generation Group has achieved few mile stones

Unit Profile
RSWM Limited, the flagship Company of LNJ Bhilwara Group, is a professionally managed, progressive and growth-oriented and one of the largest textile manufacturer in the country, primarily producing synthetic, blended, mlang, cotton & specialty yarn, fabric and denim. RSWM was established in 1960, an IS/ISO 9001:2001 and SA 8000:2008 accredited Company, has 8 state-of-the-art manufacturing plants which moved from strength to strength and today, it operates about 3,60,000 spindles, having 1,00,000 MTA yarn capacity. It is equipped with in-

house fabric weaving and processing facilities of about 35.6 MMA for fabric and denim fabric. RSWM is self - reliant in Captive Power Generation of 46 MW that feeds all its integrated units spread across the state of Rajasthan. Modern technologies and world class skills have enabled the Company to produce the finest quality adhering to stringent international norms.

The main competitive strength of the Company is its innovative product range that includes specialty, functional, technical and eco-friendly yarn and fabric along with basic and commodity products. The Company recently has shifted its focus to produce more and more natural textiles in order to meet the emerging needs of the market. RSWM exports a complete range of yarn and fabric to over 70 countries worldwide, giving the Company a large, visible presence across Europe, South Africa, North America, Australia, South Korea, Belgium, Singapore, Italy, Egypt and the Gulf countries. The Company holds the prestigious Three Star Export House status and has received Export Awards from the Synthetic and Rayon Textiles Export Promotion Council consecutively for several years. The Company is a recipient of the Rajiv Gandhi National Quality Award received from the Bureau of Indian Standards for the years 2006 and 2007. RSWM has also received Niryat Shree" - Certificate of Excellence (Non-SSI) award for the category of textile and textile products. RSWMs one of the leading brand `Mayur Suitings enjoys a high brand equity in its target segment in the country

ORGANISATION STRUCTURE
CHAIRMAN - EMERITUS CHAIRMAN VICE CHAIRMAN & MANAGING DIRECTOR JOINT M.D. EXECUTIVE DIRECTOR COO

GENERAL MANAGER COMI.

GENERAL MANAGER ENGG

GENERAL MANAGER NPD

GENERAL MANAGER TECH.

DGM HRD

SR. MANAGER P&A&L

SR. MANAGER PROD.

SR. MANAGER SPNG

SR.MGR

MGR

DS.MASTER

MGR

DY.MGR

DSM

SR.ENG

DY.MGR

DY.MGR

SR.OFFI.NFD

SR.MGR

ASTT.MGR

ASTT.MGR

FM

ASTT. MGR

ENGINEER

SHIFT OFFICER

ASTT. MGR

SR.LABOUR OFFICER

SHIFT OFFICER

F.SUP.

SR.ASTT.

SR.SUP.

SHIFT OFFICER

LABOUR OFFICER

ASSTT.

SUPERVISOR

Mission

With unique insight into consumer behavior, we strive to offer the best. Following distinct business strategies, the company will continue its tradition of manufacturing the finest products.

Vision
RSWM envisages itself as a trend setter of the textile industry. It is committed to introduce innovative products in the industry which will set new standards.

Quality policy
We, at RSWM Limited, engaged in the production of textiles, commit ourselves to achieve Total Customer Satisfaction by: Consistently meeting the customer and other product-related requirements. Using modern technology. Continual improvements in effectiveness of Quality Management System. Involvement of all concerned.

Milestones
RSWM limited is the new name for Rajasthan Spinning And Weaving Mills Ltd. RSWM has initiated a Rs. 900 crore expansion plan. Its Denim & 46 MW Captive Thermal Power Plants have commenced operation. RSWM expands their spindle capacities at all the plants. RSWM was recently felicitated with Rajiv Gandhi National Quality Award. RSWM announced the acquisition of Cheslind textiles Ltd., a Bangalore based textile unit. RSWM ropes in Virendra Sewag as brand ambassador for Mayur Suitings.

Achievements
The coveted ISO 9001-2001 Quality Management System certification was received in January 1997, which speaks volumes about the companys. RSWM is the winner of SRTEPC Highest Export Award for polyester / viscose yarn exports for the last 13 years RSWM bagged The 2007 Excellence Award for Financial Performance and Analysis instituted by Rajasthan Chamber of Commerce & Industries, Jaipur RSWMs Rishabhdev unit bagged National Export Award, and the SRTEPC Excellence award for highest production in export of 100% Polyester Spun Yarn An advanced machinery repertoire from world leaders, ensures flawless quality and more versatility at each and every stage

 Rajiv Gandhi National Quality Awards Commendation certificate in Large Scale Textile Industry to Banswara and Kharigram unit in year 2006 and year 2007 respectively. Our Banswara plant certified for producing and selling Organic Cotton yarn from "Control Union Certification" (formerly known as SKAL) Certificate of "Global Organic Textile Standard" (GOTS) for producing and selling 100% Organic Cotton yarn to our Banswara plant. Certificate of "Organic Exchange" (OE)for producing and selling Blended yarns with Organic Cotton to our Banswara plant Certificate of SA-8000 speaks that all the material produced by the RSWM Ltd. by respecting the environment and ethical values for our Banswara unit. Certificate of Fair Trade from Fair Trade Labeling Organization for producing selling 100% Fair trade cotton and its Blended yarn, for Banswara unit. Certificate of Global recycle standards (GRS) for producing selling the recycled cotton and Blended yarn with and without recycled man made fibers. Having Oekotex standard 100 certificate for most of the products

SOME WELL KNOWN BRANDS

THE GROUP BOASTS OF SOME WELL KNOWN BRANDS, WHICH INCLUDES;

MAYUR SUITING BSL SUITING LA ITALIA FASHIONS BODDY DAVIS GEOFFREY HAMONDS SUPERFINE SUITING LEISURE WEAR.

THESE PRODUCTS ARE MANUFACTURING OF VARIOUS UNITS SPREAD ACROSS THE COUNTRY.

COMPETITORS OF RSWM

MUDRA GRASIM RAYMONDS SYNTAX INDORMA MARAL

UNITS OF LNJ BHILWARA GROUP

A NATIONWIDE PRESENCE

A. TEXTILES RSWM Limited

1. Kharigram

Synthetic, Regenerated Cellulosic Blended Grey, Dyed Yarn Synthetic, Regenerated Cellulosic & CottonBlended Grey Yarn Cotton Melange Yarn, Cotton-blended Melange & Dyed Yarn Synthetic, Blended & Grey Yarn

2. Mayur Nagar, Banswara

3. Mandpam

4. Rishabhdev

5. Ringas

Synthetic & Blended Dyed Yarn

6. LNJ Nagar, Mordi

Fabric

7. LNJ Nagar, Mordi

Denim

8. LNJ Nagar, Mordi

Captive Thermal Power

9. Bagalur

Cotton Yarn

Maral Overseas Ltd.

10. Maral Sarovar Cotton Yarn, Cotton-Knitted Fabric & Cotton(100% EOU) Knitwears

11. Maral Sarovar 12. Noida 13. Noida

Captive Thermal Power Knitwears Knitwears

BSL Ltd.
14. Bhilwara 15. Jaisalmer Yarn, Worsted, Synthetic & Silk Fabric, Garments & Accessories Captive Wind Power Generation

Bhilwara Spinners Ltd.

16. Bhilwara Synthetic, Blended Grey & Dyed Yarn

BMD Pvt. Ltd.

17. LNJ Nagar, Mordi Specialized Automotive Fabric & Furnishing Fabric

Bhilwara Processor Ltd.

18. Bhilwara Processing of Synthetic & Worsted Fabric, Tops Fiber Dyeing

B. GRAPHITE HEG Ltd.

19. Mandideep 20. Mandideep Graphite Electrodes Captive Thermal Power

21. Durg 22. Durg 23. Tawa

Steel Billets Captive waste Heat Recovery Power Captive Hydro Electric Power

C. POWER

Bhilwara Energy Ltd.

24. Pathankot UBDC Stage III Hydro Electric Power Generation Nyamjung Chhu Hydro Electric Power Generation

25. Tawang

Malana Power Company Ltd

26. Malana (Kullu) Hydro Electric Power Generation

AD Hydro Power Ltd.

27. Allain-Duhangan (Manali) Hydro Electric Power Generation

Indo Canadian Consultancy Services Ltd.

28. Noida

Power Engineering Services

Products
YARN

RSWM offers one of the broadest range of products in terms of fiber blends, counts and shades. Fibers possessed by the Company include polyester, viscose, acrylic, cotton, wool, rayon, silk, polyamide and linen. In addition the Company produces a range of specialty products made out of both unorthodox fibers i.e. Soya, protin, bamboo, and branded fibers such as tencel and Lycra.

FABRIC

RSWM manufactures a range of blended suiting fabric and has a significant presence in the domestic market with its Mayur brand. Apart from this, this segment includes a fabric processing plant in Mordi (Rajasthan). The Company believes that there is a huge potential for this business in the new market scenario and has plan to strategically move to the higher value added products in fabric.

 DENIM

RSWM ventured into Denim Fabric manufacturing business in line with strategy to move to higher value-added segments for wider based growth in the future. The Company has plant to focus on producing high-end Specialty Denim fabric which has better realization and demand in the international market. Keeping pace with the changing time, the company is working closely with leading International Consultants to manufacture the finest products.

Corporate Social Responsibility

In a culture, where the earth is referred to as Mother, caring for the environment is ingrained. In caring for the earth we are committed to leaving our children and the generations to come a clean, green earth. A promise that we live by and live up to in everything we do. At every step in the manufacturing process, we employ eco-friendly processes not just to abide by laws but also to sustain and take forward the 'green' traditions that form a rich part of our heritage. Effluent treatment is carried out using the latest state-of-the-art technology. All the water used in fabric dyeing and finishing is recycled for use in the process-house and in horticulture. We are continuously greening all our plants, residential and other facilities, planting thousands of saplings every year. Environmental care is executed with an eye for detail. The Banswara unit has over 42,000 square meters of greens, with over 50,000 plants having been planted on the campus and an exquisite 11-acre orchard surrounding an artificial lake. The Banswara unit was accorded the best plantation award in Rajasthan.

PRODUCTION DEPARTMENT

SPINING
There are three sections in spinning unit mainly Preparatory section, Spinning section & post spinning section. The main function of this section is proper mixing of polyester &woolen raw material, which comes in pressed bales & manufacturing of yarn 65% relative humidity, is required in this section. This truly international blended yarn is the result of the world's premium technologies, Radio frequency dryers, which are ultimate in advancement of dryin g dyed polyester & woolen tops & grilling & combining machines from NSC, France internationally renowned for the mixing of polyester woolen blends contributing to the yarn's technologies supremacy are BSL ring frame machines and electronically monitored T.F.O. Auto corners The zingers ring spinner 421 combines solid & reliable engineering with top-level efficiency, reliability & sturdiness using automation & high teach components of the future.

WEAVING
This section is divided into 4 subsections i.e. preparatory, loom, checking & mending .The main function of this section is manufacturing of fabric from yarn 74% relative humidity is maintained in this section. In this section the richest quality polyester & viscose go into the fashioning this dream blend of suiting & BSL solver rote shuttle lessprojectile looms weave an extremely advanced & precision controlled fabric. The fabric is credited with optimum finish.

PROCESSING:
There are two sub sections dying & finishing. It is designed to quickly & evenly impart the desired degree of finish & to accurate consistently repeat this under the production conditions. Finishing is undertaken with sharing equipment and finally rotary press ensures all the work, that every inch of the fabric is uniformly accepted worldwide. Supervisor, machines & papers press give the fabric a qualitative finishing edge. The processing technology is employed to create these fabrics in truly world-class fashion.

Flow chart of spinning, finishing & packing department

Fiber Go down Mixing& Welding Blow Room Carding Draw frame First Time Draw Frame Second Time Speed Frame Ring Frame Auto coner Packing Finished Goods In Godown Market T.F.O. Cheese winding Doubling Sliver lap Ribbon Comber

Winding

PRODUCTION PROCEDURE
Productions of yarn follow the following produces Yarn is formed by different cotton polyester, viscose etc. For polyester or yarn both constituents are mixed in a definite ratio. F i b e r s c o u l d be colors.

1. BLOW ROOM LINE: It is machine that works for formation of lap. It is like mates of raw material i.e. polyester, viscose or cotton. After lap formation it is wounded around lap bar. In RSWM a Laxmi rioter it trutzschler have launched the It uses high load motor for 960 rpm of 2kw.

2.CARDING: After lap formation sliver is formed. For it carding machine is used Silver is very thick loose type thread. The sliver is there is a sensor, which sense the broken of the silver & after breaking it is Join by the worker. The machine is automatically stopped after breaking of the slider. In RSWM LR (Laxmi rioter) this process is also remove the dust particles from the sliver.

3.DRAWING (Doubling) In the sliver is made thicker by combing 15 or 16 slivers together to form a single sliver. It produces evenness in sliver. Vouch & or have LAUNCHED it in RSWM in this the air pressure is applied on the sliver. In tills process the material is -passed through the machine at two times. Tills process is also called as D r a w Frame.

4. SPEEDFRAME : The sliver from the draw frame is thread with fewer diameters then sliver. It is used for rowing formation. It is wounded on bobbin. This bobbin is known as S/F. Lakshmi Rioter has launched it in RSWM.

5. RING FRAME: This machine is used for ultimate formation of Yarn This yarn is wounded on small bobbins. This ring frame is connected with a communication system called ring data & its speed is controlled by spinal. There is a LED & photo detector which sense the any breakage of the LED & photo detector is placed on the both ends of the machine it i s a u t o m a t i c a l l y stopped if any yarn is broken. The yarn made has a particular count. This work is done by the roller to the drafting the rowing. They give the twisting in the yarn with the help of ring & traveler. The thickness of the yarn is depending on the count. If the count is more (flue) the yarn is thin & if the count is less close (coarse) the yarn is thickly has launched it in RSWM.

6 AUTOCONER: The function of this machine is to wind yarn from bobbin to cone. With the help of splicing the Yarn is combined together from the different bobbins. The splicing procedure is carried by air pressure which of two types: 1. Wet splicing 2. Dry splicing The yarn is passes through an electronics gage which major any type of fault in the yarn & remove the fault by the worker.

7. CHEESE WINDER: In this machine two or more than two yarn are combined together on the cheese. So th is process is known as cheese winding it only combines not produce any twist. Textbook has launched it in RSWM.

8. T.F.O. (two for one twister) As same indicate in this machine two yarns are combined as well as twisted. These processes minimize the unwanted knots in the yarn. Star Volkmann VTS-07 has launched it in RSWM.

9. PACKING In packing department relative humidity is quite high viz. 90% to provide adequate moisture to the yarn. Although it will be increase the yarn package. Domestic Export Oriented

There are three types of packing

Pilot packing Cartoons packing Pallet Packing

10. CHECKING A checking procedure is followed to ensure that material should not be mixed with another. For this purpose cones on a trolley are checked by ultra violet light in a dark chamber. If the material is mixed or any other variations like count/blend etc. are there it will be reflected by shade variation in the cones and under UV lamp, the reflectance would be different for normal and defective portion by virtue of which we can attest the cones.

Standard Quality Control:

Company has got IS/ISO: 2000 version, which is absolutely commendable and is striving for further achievement that is encouraging & hearting to see. To give an idea about what ISO: 9002 is, it is a quality system certification Production Dispatch Monitoring Following equipments are used here for the purpose of quality control:

1) User tester: This machine is used to test the informing of feed materials i.e. silver rowing, yarn. It measure u%, CV% thick place, thin place and news hairiness. It checks the evenness of the yarn. 2) User Tensel Rapid 3:- This used to check the strength of the yarn.

3) Twist Tester: It determines the twist per inch in the yarn. It takes 20 inch test length and then untwists it to measure the TPI and TPM. 4) Calculate 7000 It is a very unique & computerized machine used for fault specification. 5) Lee strength Tester to count the strength of CSP (lachi)

CPPC DEPARTMENT
(CENTRALIZE PRODUCTION PLANNING & CONTROL)
It is a diverse department; mainly dealing is sales co-operation rather than actual sales. It acts as a coordinator between the marketing and production department. Its obligation ends when the material are dispatched physically from plant/ A part Banswara set up, there are two more set ups of spinning and weaving i.e. in Bhilwara and Kharigram set up.

The sale is being run on the principle of C.P.P.C. (Centralize Production Planning Control). This means that the department has to coordinate the activities right from marketing of the product, getting order, and producing according to it. On every 20 t h planning for the next months production estimates is being made so that production activities are carried on a re gular basis without any disturbance. All marketing people & executive in particular department give their requirements (as to what they want in the next month) before 20 t h of every month. List of pending order are also being discussed in this meeting and t hen planning is done accordingly.

The production orders are accepted after profit assessment. While planning the best order with a considerable profit margin is being accepted and a blue print of production activities are set out so that the order can dis patched in time.

ACCOUNTS DEPARTMENT
The finance department that has three major divisions: 1 2 3 General & Bank accounting Sales accounting Creditors & Fixed assets

GENERAL& BANK ACCOUNTING General & bank accounting includes making of vouchers, payment to various parties & employees & workers of the company. The calculation of their pay, tax etc. is calculated over here. The preparation of final accounts is also done under general accounting. The following activities are performed under this accounting: 1 2 3 4 5 6 7 8 Preparation of vouchers -journal, cash and bank Making journal entries. Budgetary control over factory overhead. Checking of TA bill, Mess bill, G house account, Staff advance. Preparation of monthly selected operational data. Reconciliation of inter units / group accounts & calculation of interest. Preparation of detailed balance sheet. Checking & payment of LTA / Medical.

RECOGNITION AT NATIONAL LEVEL The Banswara unit bagged prestigious national level SRTEPC excellence award for highest export in 100% polyester spin yarn category for 12 consecutive years since 1990-91.

IT DEPARTMENT
RSWM leverages information technology (IT) tools extensively in its operations to achieve creator productivity & efficiency. The company has integrated IT in its core functioning from purchase of raw material to sale of final product. The company deployed a specialized ERP (enterprise resource planning) solution for textil e companies, which is fully functional across all its existing manufacturing location.

This solution enables the company to get real time information on customer orders, raw material purchase, and material handling stores & inventory situation, productio n, standard costing, invoicing & sales. Apart from this core system, the company also uses specialized modules for functional areas of finance & human resources.

At first when RSWM realized the need, such type of computer arrangements through which they can transfer or collect the data or information conveniently & online with the help of computer setup among there unit.

Which are situated at different location in India the RSWM consultant of IBM for finding out the solution IBM studied the current setup or situation of RSWM & suggest them to setup ERP as solution of the problem?

ERP is not a myth nor is it a magic solution, but a pragmatic approach for organization to harness in a constantly changing business environment.

A good IJRP is a technological tour die force. AT its core is a single comprehensive database. The database collects data from & feed into modular applications supporting virtually all of a companies business activities - across functions, across business unit, uncross the world When information is entered in one place, related information is automatically.

RAW MATERIAL DEPARTMENT

Raw material department deals with the raw material requirement by different units. From 18 to 25 every month is a planning week in which marketing People from various depots visit to company & give their requirement for the sales of next month. According to the final yarn required every unit calculate their raw material need & give this to raw material department. Than they will decide how much material should order for the month on the basis of analysis that how much material is present in godown & how much is in transit. These requirements are than sent to Mumbai office where all the units of RSWM send their respective requirements & than their purchase is done on group basis in lump some amount in order to get raw material at economic rate. The minimum level that is maintained in godown is 25%.Various types of raw material used our here are as follows:

Viscose Polyester Cotton Acrylic Silk Nylon.

Mainly the raw materials come from following place: Rajasthan, Gujarat, M.P. Maharashtra . From unit 1 to 5 raw material required are for following products; 1. 2. 3. 4. PC (POLYSTER / COTTON) PV (POLYSTER / VISCOSE) NC (NYLON / COTTON) AC (ACRYLIC / COTTON)

In unit 6, 7, 8 there is a production of 100% fiber either cotton or polyester.

PERSONAL DEPARTMENT GENERAL FUNCTIONING OF P & A DEPARTMENT

The major functions of the P & A Department are as under:

1.

Re cr uit me n t S ele ct ion I nd uc tion & Placement

Recruitment of suitable person for specific post and his proper placement plays a very important role for smooth running of the industry.

RECRUITMENT

Whenever any vacancies exist in the .plant, personnel dept. has to notify the vacan cies to the district employment exchange officer under compulsory notification of vacancies Act. The sources of candidates for filling of vacancies are: 1. 2. 3. through district employment exchange. through advertisement in the Newspaper. Through putting up a notice of vacancy on the notice board.

In our case as we are not recruiting any experienced workmen other than Maintenance & Engineering Department. Therefore, we have to depend only on District Employment Exchange and through personal contact and propaganda through old labors, masters and trainers only. On receipt of list of candidate from District Employment Exchange the list is scrutinized properly by the Labor Officer/APM/ PM. The screened persons are then called for interview - interview letter as per annexure-A

SELECTION
Candidates called for interview are required to clear the different criteria fixed for the selection of candidates. They will have to submit the required documents which are essential for the selection of the candidates. Thereafter, candidates are interviewed by a team of selection committee consist of Training Officer, APM/PM & GM (T). After clearance of the above committee finally GM (P&A) approves the appointment of the New Class Trainees. Main function of personal department is to selection of workers according to their norms & rules. There are some norms for selection of the workers. 1. He must be educated of 12 th standard.

2. His age between 18 to 25 year. 3. His minimum height minimum5.2

4. His weight is minimum 48kg. 5. Finger - & Eye are also tested before selection of workers. 6. Blood group, two photo & reference are essential. 7. Some silent norms of the industries.

They also select non-experience workers for there long life work. They select 40% outsiders & 60% local people for their work. RSWM provide a better environment & also provide so many facilities to their workers. They provide mess facilities, bus facilities, and rest room; provide dress, dispensary & so many more facilities are provided to the worker by RSWM.

INDUCTION
On joining of each staff , an induction programmed of 7/15 days is given as per AnnexureB .If the staff is fresh and not having any past experience is given an induction training of 15 days while for experienced staff induction period is of 7 da ys. Apart from formal induction, fresh candidate is given departmental training by HOD. All the fresh candidates are kept under training for one year and gets the stipend as per Annexure -A. All the new candidates joining the company is given the company profile to get the detailed knowledge about the LNJ Bhilwara Group as per Annexure-

PLACEMENT
10 days G.P.O. The workmen are then divided in two batches as per the re quirement of the and as per the knowledge and physique of the workmen. Within total 52 d ays all workmen are being trained in different departments and after taking their technical test the successful persons are then given to their respective department and considered as half workmen or LCT. Thereafter after every 52 days their wages are revised and they are gradually trained to become full trained workmen and they get full rate.

DETAILS OF WAGES/STIPEND PAID TO A NEW WORKMEN

1.
2. 3. 4. 5.

1-40
41-100 101-145 146-270 Up to 271

: Rs.100/: Rs.115/: Rs.127/: Rs.166/: Rs.215/-

P.D. P.D. P D. P.D. P.D.

OTHER FACILITY:1. C.L. THEY GET ONE C.L. ON 32 ATTENDENCE 2. P.L.- THEY GET ONE P.L. ON 20 ATTENDENCE 3. P.F.12% OF EMPLOYEE & 12% OF EMPLOYER

4. GRATUITY- 5% 5. BONUS- 20% 6. PAY HOLIDAY7. INSURANCE8. DISPENCERY9. CYCLE STAND10. HOSTEL11. SPORTS WEEK12. PRIZE SCHEME13. PROMOTION14. DRESS, SHOES, &SOCKS-

MAINTENANCE OF PERSONAL RECORDS

Once a workmen /Staff is recruited, it become very essential to keep all his personal records in proper file. The Personal records give us the details of his job profile, e.g. details of his permanent and present address, department, code No., Blood Group, his reference, Mill No. Permanent shift allotted to the 'workmen, his education details, experience details, wages and increment details. The personal; record also contains details of warning/charge sheets and suspension the individual workmen from time to time, promotion details et c. Personal record helps ion/retirement/resignation or accident.

TIME OFFICE DEPARTMENT

Another important function of the P & A department is keeping proper record of attend ance of staff/workers and also to provide the required number of labors in each shift for smooth running of the plant. Presently we have a system of signing in the register for staff members and time punching system for workers. Workers are dividing into four Shifts.

Shifts General XA Y- B Z-C

Timing 8.00 A.M. To 5.00 P.M. 7.00 A.M. To 3.00 P. M. 3.00 P.M. To 11.00 P.M. 11.00 P.M. To 7.00 A.M.

Lunch break 1.00 pm 2.00 P.M Half an hour during the shift ____ ____

Duty hours for staff other than shift is: 9.00 A.M. To 1.00 P.M. 2.00 P M. To 6.00 P.M.

Lunch break 1.00 P.M. To 2.00 P.M.

Time keepers verify the engagement of every labor by going to the dept. after beginning of the shift. At the end of the month total present days are calculated and salary/wages are prepared. Salary to staff is paid through SBBJ Bank on 1st day of every month. The salary details arc sent to Bank and salary slips are given to the individual staff member. Wages are paid to all workmen in cash oil 10th day of every month Wages issued to all workmen on 7th of every month. Unpaid wages are paid to workmen on every 21st day of the month Important function of time office 1. 2. 3. 4. 5. Record of old & new worker. Personal detail of worker Payment of worker Bonus working days PL & leave are recorded. Attendance record. P.F.12% of salaries

LEGAL DEPARTMENT
All the cases pertaining to personal department and the negotiable instrument are dealt with by legal I/C. All cases relevant to any court fall under his jurisdiction. Cases of personnel department are dealt in the following: Court of Asst. labor commissioner Labor tribunal, High Court

Pertaining to dismissal and compensation, the company has no retainer as on date. He issues his notice, prepares plaintiff document and engage advocates for filling the cases is various courts. This is all about the legal I/C. A part from his, anot her department i.e. Public Relations is also dealt by manager Legal.

He is also a Sr. Manager Public Relations Regarding PR he is making efforts to keep the image of the organization by having relations with VIP dignitaries of the town, political leaders and district level officers. He narrated that they HODs of respective dept.) have their own liaisons with their respective departments like central excise, IT, banks, LIC, insurance companies, DTO etc. but as and when the trouble comes in their working th e matters is referred to the Sr. Manager PR who then intervenes in the matter solved.

ENVIRONMENTAL MANAGEMENT SYSTEM (EMS)

Definition of EMS:
a system designed implementation and operated control our environmental significant aspect and achieve regulatory compliance.

E.P.C Planning-Implementation and operation -Checking and corrective action -Management review continual improvement

Guidance in ISO 14001According to ISO 14000 it is essential to fulfill all the environmental requirement of the mill so the environment is also controlled by the govt. also by the mill. RSWM is fulfilling all the norms of ISO 14000 and got his certificate. -Emission to air -Releases to water -Waste management

-Contamination of land -Use of raw materials and natural resources

Environmental Impact-Global warming

-Ozone Depletion -Acid Rain -Photochemical smog -Waste Disposal -Water Pollution

SAFETY COMMITTEE
The main aim of safety department if to secure of whole the workers from the uncertainty & risk because in the mill so many workers are work on machinery & on electronic tools and the safety of those worker is most important for the organization.

For the security of the workers they have some rules within the organization & also have so many security guards, which are care of all the employees in every department & also on main gate of the mill.

Management has provided the helmet for the security of the workers. When any worker is come into the mill then the guard has right to check there helmet, & within the mill the maximum speed of the vehicles is 20km/ph.

HRD DEPARTMENT
The management of human resources has very significant area to define human values, physical social activities and for saving this peculiarities. Every company makes criteri a, which consist of human principles so this company has also separate department for human resources.

The main work of HRD department is manpower planning. The whole process of the worker after selection is done in the HRD department. Where the mans are needed & what person do what work & in what time is all planning is done in HRD department. HRD Activities of Workers New workers Old workers

(A)

HRD activities for new workers-

Following works is carried out by HRD for new workers:-

i. General process orientation. ii. Fiber marketing, brief knowledge / overview iii. Safety iv. General rules & regulation v. Fire fighting etc. These above activities are carried out for the first 40 days, during these days the practical training carried out on the show floor. After 40 days of training, the new workers are sent to respective dept. as half skilled workers. So after all this i.e. 104 days their skill test is taken & if they pass, then they will be regarded as skilled workers.

(b)

Activities for old workers:-

Training is given to them from time to time to upgrade their skills, HRD organize refresher courses that are need based whenever they get the requirement from the respective dept. in the organization and identification of the need is done by the respective dept. in consultancy with the HRD dept. HRD has also got the responsibility to schedule the training schedule.

2. Staff Activities
For inexperienced personnel an induction program of 2 weeks is to be given to get acclimatized to the organization, for job trainees (under special request) people this ranges from 2-3 weeks. Need based training Exposure Sharing of exposure

3. Other activities include

I. Management window II. Interface between the 2 dept.

CORPORATE, ENVIRONMENTAL AND SOCIAL COMMITMENT

The spreading tree that LNJ Bhilwara is today has always been nourished by commitment to its people, society and the environment. We apply best industry practices whether in the area of ecological consciousness, CSR or HR initiatives. From the holistic development of our team members to societal development, we constantly strive for the finest. HR has been of primary interest, with an emphasis on self-evaluation, role definition and corporate philosophies like Kaizen being implemented. Regular performance appraisals based on a balanced score card system identify areas of improvement. Employee health, whether physical, mental or spiritual is of great importance. Our plants foster a tightly-knit, family-oriented culture, which rests on the best possible physical infrastructure with fully integrated, self-sufficient residential complexes complete with social clubs, educational, medical and sports facilities. Our initiatives in the field of social responsibility have largely been in the area of education, public health and local infrastructure development. Drinking water, basic sanitation, roads and primary health care centers are a few of the facilities that the Group has provided over the years. As an equal opportunity employer, we have encouraged the employment of the local populace in our projects and at our

LNJ Bhilwara has also actively facilitated and participated in all local cultural and religious functions that have become bonding points for the community. The Group has fostered development both independently and in partnership with local government and nongovernmental development agencies. Our dedication to ecological preservation and development does not stop at official certifications like EMS-14001 compliance alone. Intensive plantation drives, regular waste management programmed and implementation of the Kyoto Protocol are just some of the measures that are regularlyundertaken. Green Tech safety award and other such acknowledgements are proof of our efforts in this direction.

Export Destination

RSWM exports a complete range of yarn, fabric and garments to over 60 countries across Europe, South Africa, Australia, Korea, Belgium, Singapore, Italy, Egypt and the Gulf countries. With nearly 50% of RSWM's production exported, the Company has a significant presence in the world of textiles. RSWM has also been recognized as a Golden Trading House by the Government of India, having won the prestigious SRTEPC Export Award for several consecutive years. This makes the Company truly global, yet truly Indian.

RESEARCH METHODOLOGY

Research is the original contribution to the existing stocks of knowledge making for its advance management in research of knowledge through objective and systematic method of finding

solution to a problem Research refresh to a systematic method comprising the r of problem, formulating hypothesis collecting the fact or data analysis the fact of research reach certain conclusion in the from of a solution to word the concerned problem for some there or ethic formulation. First phase of research in concerned with organization product. The study of marketing is really necessary for a marking manager, as its help him in gaining knowledge on the main basic of marketing. I .e. the four up are of marketing (product, price, place, promotion). Those for the better future any origination as well a marketing manager, he should have the full knowledge of product and brand of the concern (which include product line, range decision branding packing, labelling and after sale services place /distribution channels( which included transport where house channels of distribution ) price (which include terms of delivery , terms payment ,margins , retail price mechanism etc)promotion mix( which included advesrtising,sales promotion , personal selling trade fare and exhibition , public relation etc) Second passed out the research deals with study of costumer satisfaction, which the more of the less dependent on the marketing mix of the concern. Internal costumer research is use to identify the both felt and un felt laying needs , to learn how consumer provide product brand, and stores what there attitude are before and after promotional companies and how and why they make their buying decision. Internal customer research marketing manager make before better decision a sto the selection of the product and service that would be appropriate and acceptable, the promotional appeal that would be meaningful and the media vehicle in which to place them.

Data collection:
Primary data: pie and bar chat etc. the data collection method used was Questionnaire method, which come prised of surveys for the research project, Quaternary used was structured and undisguised on , which include Open ended , checklist question the information was collect by way of personal interview with the responds how present study is restricted Lear automotive corporation only. The population for the survey come prised of industrial customer Judgment and convenient some sampling techniques where adapted to select a simple fifty respond nets at my won convenience. The above techniques where adapted keeping in view time and resource constrain Data Analysis

TYPES OF RESEARCH DESIGN:-

TYPES OF RESEARCH DESIGN EXPLORATORY RESEARCH CONCLUSILVE RESEARCH

1. EXPLORATORY RESEARCH:Exploratory research studies are also termed as formulate research studies. The main purpose of such studies is that of formulating a problem for more precise investigation or of developing the working hypotheses from an operational point of view. The measure emphasis in such studies is on the discovery of ideas and insights. As such the research design appropriate for such studies must be flexible enough to provide opportunity for considering different aspects of a problem under study.

Methods of collecting information:

(1.) Literature research /study of secondary data:The quickest and most economical way is to find possible hypothesis from the available literature. The past researches may be suitable sources of information to develop new hypotheses. The findings of marketing research are generally published in trade and professional journals, which can be fruitful source of information. (2.) Survey of knowledgeable persons or experience survey:Experience survey means the survey of people who have had practical experience with the problem to be studied. These individuals can be top executives, sales managers/executives, wholesaler and retailers possessing valuable knowledge and information about the problem environment. (3.) Case study:The third general type of exploratory research is case method. This research method has long been considered soft or nonscientific, but with the modern surge in qualitative research. The case method has received more attention. Indeed, the case method might be considered one variation of the survey of individuals with ideas. It involves the comprehensive study of one, or a few, specific situations and lends itself particularly to the study of complex situations in which the interrelations of several individuals are importantfor example the effective management of distributive relations or what constitutes good marketing management.

2. CONCLUSIVE RESEARCH:Conclusive research provides information, which helps the executive to make a rational decision. The marketing executive has to arrive at a suitable decision from the various alternative decisions. The various alternative conclusions and selecting the most suitable conclusion may be done by descriptive research design or experimental research design.

Descriptive research:Descriptive studies, as their name impulse, as designed to describe something for example, the characteristics of users of a given product; or the number who saw the specific television. A majority of marketing studies are of this type.

It can be divided in to two classes: a.) Longitudinal studies b.) Cross sectional studies

Experimentation:Experimentation is not easy to define. It will refer to that research process in which one or more variables are manipulated under conditions that permit the collection of data that show the effects, if any, of such variables in unconfused fashion. Such a definition indicates that a distinction between experimental and non-experimental research may some time be a matter of degree rather than a matter of kind.

LITERATURE

Need of Training arises cause of several reason

Changing technology Quality conscious customer Greater productivity Stable work force Increased safety Better management

Designing a training programme

Identification of training needs Setting training objectives Organization of training Evaluation of training outcomes or results

Identification of training needs

The technological changes taking place is the main causes of identification of the training needs in an organization. Earlier the people were acquiring training through apprenticeship and vocational courses which are not sufficient in modern era of industrialization. It is necessary to identify the tr aining needs because of the following reasons:

Adoption of new techniques in an organization and introduction of modern working methods. Poor performance by the workers as reflected by low output, lack of initiative, incompetence, bad decisions. This workforce. requires systematic training of the

Wide gaps between what workers should be doing and what they are doing. Analysis of the strengths and weaknesses of an organization may reveal the areas of weaknesses which need to be handled seriously.

More information could be obtained from the organizations human resource plan. While preparing plans, the current skills with expected needs for future should kept in mind and the deficiencies be highlighted. Some organizations prepare skills-inventories classifying employees according to their qualifications, technical knowledge, experience and various skills. The gaps between the existing and required levels of knowledge, skills, performance and attitudes should be specified. The problem areas that can be r esolved through training should to be identified. Training needs can be identified through the following types of analysis:

 Organizational analysis Task analysis Manpower or human resource analysis

Organizational analysis
Its purpose is to determine where training emphasis should be placed in the organizational effectiveness. Organizational analysis consists of the following elements: Analysis of objectives Resource utilization analysis Organization climate analysis Environmental scanning

STUDY TASK
INTRODUCTION ABOUT THE STUDY TASK
To meet the challenging demand of time, the organization need to have cent-percent computerization and enterprise process management to add value to its products and for this purpose training and development play a very vital role. In the industrial world, training the employees is being increasingly recognized so as to keep the employees in touch with the new technological developments. Every company must have a systematic training programmed for the growth and development of its employees. Training concerned with increasing the knowledge and skills of employees for doing specific jobs and development involves the growth of employees in all aspects. Hence, training concerned with increasing job skills and development concerned with attitudes of employees.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

The primary objective of my study at RSWM, BANSWARA to lay down the foundation of Training and development.

SECONDARY OBJECTIVE

The objective of my study about employees training and development to improve the current process of employees training and development at RSWM, BANSWARA.

o My another objective is to apply my learning in the area of Human Resources so that I gain significant practical and Understand the nature and importance of training and development and identify the various inputs that should go into any program me.

o Delineate the different stages in a training and development program me and describe each step. o Understand the need for and the ways of training for international assignments.

SCOPE OF THE STUDY

This research provides me with an opportunity to explore in the field of Human Resources. This research also provides the feedback of people involved in the Training and development process Apart from that it would provide me a great deal of exposure to interact with the high profile managers of the company.

INTRODUCTION OF TRAINING AND DEVELOPMENT

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

DEVELOPMENT

Management development is all those activities and program me when recognized and controlled have substantial influence in changing the capacity of the individual to perform his assignment better and in going so all likely to increase his potential for future assignments. Thus, management development is a combination of various training program me, though some kind of training is necessary, it is the overall development of the competency of managerial personal in the light of the present requirement as well as the future requirement. Development an activity designed to improve the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements is management development.

Management development is based on following on assumptions.

1. Management development is a continuous process. It is not one shot program me but continues though out the career of a manager.

2. Management development is any kind of learning, is based on the assumption that there, always existing a gape between an individuals performance and his potential for the performance.

3. Management development seldom takes place in completely peaceful and relaxed atmosphere.

4. Management development requires clear setting of goals.

5. Management development required conducive environment.

Training Need Identification for a company Introduction

Training need identification is a tool utilized to identify what educational courses or activities should be provided to employees to improve their work productivity. Here the focus should be placed on needs as opposed to desires of the employees for a constructive outcome. In order to emphasize the importance of training need identification we can focus on the following areas: To pinpoint if training will make a difference in productivity and the bottom line. To decide what specific training each employee needs and what will improve his or her job performance. To differentiate between the need for training and organizational issues and bring about a match between individual aspirations and organizational goals.

Identification of training needs (ITN), if done properly, provides the basis on which all other training activities can be considered. Also requiring careful thought and analysis, it is a process that needs to be carried out with sensitivity as people's learning is important to them, and the reputation of the organization is also at stake.

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

TRAINING PROCESS

DISTINGUISH BETWEEN TRAINING AND DEVELOPMENT

Training is a short term process utilizing a systematic and organized procedure by which nonmanagerial personnel learn technical knowledge and skills for a definite purpose. Development is long-term educational process utilization a systematic and organized procedure by which managerial personnel learn conceptual and theoretical purpose. Training and development differ in four ways: WHAT is learning? WHO is learning? WHY is learning? and WHEN learning occurs?

The difference may be status thus: LEARNING DIMENSION Who? What? Why? When? TRAINING Non-Managerial Personnel Technical and Mechanical Specific Job Related Purpose Short-term DEVELOPMENT Managerial Personnel Theoretical and conceptual ideas General Knowledge Long-term

OBJECTIVES OF TRAINING

To provide job related knowledge to the workers. To impart skills among the workers. To bring about change in the attitudes of the workers towards fellow Workers, supervisor and the organization. To reduce the number of accidents by providing safety training to the Workers. To make the workers handle materials, machines and equipments Efficiently and thus to check wastage of time and resources. To increase and improve decision making skills.

NEED AND IMPORTANCE OF TRAINING

Training is important not only from the point of the organizations, but also for the employees. A skill acquired through training is an asset for the organization an employee. The need for training of employees arises due to the following factors:

HIGHER PRODUCTIVITY: It is essential to increase productivity and reduce cost of production for meeting competition in market.

QUALITY IMPROVEMENT: The customers have became quality conscious and there requirements keep on changing. To satisfy the customer, quality of product must be continuously improved through training of workers.

TECHNOLOGY UPDATE: Technology is changing at fast pace. The workers must learn new techniques to make use of advanced technology. Thus, training should be treated as a continuous process to update the employees in the new methods and procedures.

INDUSTRIAL SAFTEY: Training workers can handle the machines safety. They also know the use of various safety devices in factory. Thus, they are less prone to industrial accidents.

REDUCTION OF TURN OVER AND ABSENTEEISM: Training creates a feeling of confidence in the minds of the workers. It gives them a security at the work place. As a result, labor turn over and absenteeism rates are reduced.

Training procedure followed in RSWM, Banswara for a Labor Workforce

After candidates got recruited, they undergo 10 days of GPO training. During this a complete knowledge of B/R and packaging are given to them and the general information related to various department are also given. It includes theoretical and practical knowledge and also feedback are evaluated time to time. Theoretical class: 2hours per day Practical work: 4-5 hours per day Feedback: 1 hour per day

DAYS CONTENT 1 2 3 4 5 6 7 8 9 10 Information related to prayer, place, common facility and shift is given to them. Information related to discipline, training need and importance, benefits, types of fiber etc is given to them. Information related to tint,house-keeping,charge and carding etc. is given to them. Types of vest, department wise lot segregation, sly lap, ribbon lap, comber and machine etc. information is given to them. Informations related to Industrial safety and precaution from accident by drawframe, speedframe, machine, etc. are given. Benefits given by industry, salary increment, bonus and gratuity, R/F information is given to them. P.F, pension, C.L, P.L, leave information; auto-corner information is given to them. Information about high level officers, ISO & C/W is given to them. Information about merits of presence and demerits of absence, accidental insurance and TFO. training about proper punching of card teaches. Information about original department which includes:Theoretical class: 1hour

Practical class: 6hours Feedback:1.5hours

After 10 days of GPO, every week test is taken by department. During 40 days a shift is set for them and also CT to LCT are made by the worker. If there is any problem regarding machine, worker have to consult their training master.

CONCLUSION OF TRAINING AND DEVELOPMENT SECTION IN RSWM, LODHABANSWARA

 In Lodha unit, training is provided to almost all the employees. People prefer to take training more on the job. On the job training is better than any other type, because employees get practical working knowledge along with their job. Mainly freshers get the training because they are new and they do not have much knowledge about the work. Training is provided to other existing employees also for their updation. All the employees participate in the training programmers enthusiastically but some employees find it discouraging also. The people in the organization are of the opinion that there only slight improvement in material handling and wastage of material slightly reduces after training. All the people think that there is slight different in performance after training. After training they fell there should be proper blending of personal motives with the organization objectives. There is increment in communication power with vendors. There is better understanding of procedure.

DATA PRESENTATION

RESEARCH REPORT

1. RESPONSE TOWARDS TRAINING PROGRAMME

SECTION 1

10% 5% 15% UNSATISFACTORY FAIR SATISFACTORY 45% 25% GOOD OUTSTANDING

2. PERFORMANCE AFTER TRAINING PROGRAMME:

1% 6% 29%

0% 10% EXTREAMLY GOOD GOOD ABOVE AVERAGE AVERAGE 34% BELOW AVERAGE POOR EXTREAMLY POOR

20%

SWOT ANALYSIS

Strength: Brand reputation in global market. Demand of blended yarn will increase as the production of PV is replacing cotton, great share in exports of the biggest earners. Won SRTEPC highest export awards for PV yarn exports it was also accorded Golden Trading House Status. Experienced & enthusiastic marketing team. Strong sales depots & marketing offices at Mumbai, Delhi, Bhilwara, Ludhiana, Ahmadabad. Brand reputation global marketing-LNJ Bhilwara group is famous in textiles in all over the world. Well-equipped research and development SQC lab. Modern machinery with latest techniques. Wide product range and flexibility in production according to requirement of market. RSWM Banswara manufactures various type of yarn of different counts and blends. All the units are connected through V-SAT Gulabpura, Mumbai, Delhi, and Indore and Rishabdev.

The company has a great share in exports, one of the biggest earners.

Weakness:-

 Banswara is not connected through railway line and condition of roads is also poor so t there is an infrastructure problem. Skill labor is not available at Banswara. Labor Absenteeism is also a major problem.

Opportunities: After starting weaving project, Rajasthan Spinning & Weaving mills ltd Banswara may further go for forward integration in garment sector, as people in domestic market are gradually moving towards ready-made garments. To develop and improve working environment of processing by using eco-friendly methods. The company can rush into retail business. Strategic alliance: Tie-ups with global manufactures and brands for technology and markets. Tilt towards ready-made

Threats: Today textiles industry is planning through in unpredicted recession. The reason for that is supply is more than demand. Cheap imports textiles from China that is increasing free trade and competition. Removal of quotas after-2005.

Questionnaires

1. Your employment status Fresher/undergoing PG Working

2. If you have got your job through HR consultant, what is your past experience? Very satisfactory Satisfactory Average Dissatisfying Very dissatisfying

3. Are you satisfied with the training procedure, which conduct in an organization? Yes No

SUGGESTIONS

 Proper planning of manpower requirement so as to avoid redundancy. Improvement in recruitment policy and practice. Use of proper test and interviews in selection of employees. Promotion from within and other career opportunities. Security of service. Impartial transfer and promotion policies. Introduction of incentives plans. Introduction of Employees welfare schemes. Provision of retirement benefit. Employees consultation, suggestion, schemes, and workers participation in managements. Conflict resolution and team building techniques to improve human relation and morale. Proper job design and work scheduling to match skills with job requirement.

BIBLIOGRAPHY
1. Training & Development: A Better way: Robert Hayden: Volume 52.

2. Research Methodology Methods and Techniques: Kothari C. R.: Willey Easter: Delhi.

New

3. Aswathappa, K., Human Resource Personal Management

Websites Search: www.wiki.com www.google.com www.msn.com www.lnjbhilwara.com www.ril.com www.fashion2fibres.com