A PROJECT REPORT ON

TRAINING AND DEVELOPMENT OF WORKERS

CONDUCTED AT NAHAR SPINNING MILLS LIMITED, LALRU (PB)

SUBMITTED TO:
Kurukshetra University, Kurukshetra in the Partial Fulfillment for the Degree of Master in Business Administration (SESSION 2006-08)- MBA 3rd Semester

Under Supervision of :
Ms. Shruti Kapoor Faculty, MBA TIMT, YNR

Submitted By:
Nidhi Singla D/O Sh. S.K. Singla Univ. Registration No.03-DA-388 Univ. Roll. No. ...

Tilak Raj Chadha Institute of Management & Technology (TIMT)

(Affiliated to Kurukshetra University, Kurukshetra & Approved by AICTE) M.L.N. College Education Complex, Yamuna Nagar-135001 (Haryana) Ph.: 01732-220103, 234110. Fax: +91-1732-220103 E-mail: info@timt.ac.in, Web Site: www.timt.ac.in

Contents
Executive Summary Introduction Profile of the Study Justification of the Study Organizational Structure

Objectives of the Study Literature Review Research Methodology Sampling & Sampling Design Analytical Tools Statistical Tools Data Collection Hypothesis Testing Limitations of the Study

Analysis & Interpretation Findings Recommendations Policy Implication Bibliography Annexures

SUMMER PROJECT CERTIFICATE

This is to certify that Ms. Nidhi Singla Roll No.1166/06 a student of MBA has worked on summer project titled Training and Development of Workers after Semester II in partial fulfillment of the requirement for the program. Her efforts are really appreciable.

Date: Seal:

Signature Name of faculty

PREFACE
Summer training is an integral part of MBA course. It is meant to make the student familiar with the actual functioning of the real atmosphere of an organization. Apart from the theoretical knowledge, we get the practical training to understand the natural and normal industrial atmosphere through the participation and observations. Project is a bridge between theoretical and practical knowledge. I, as a student of MBA of TIMT, took up the industrial training at Nahar Spinning Mills Ltd., Lalru. Today rapidly changing business world is characterized by Liberalization, Privatization and Globalization which poses a challenge for management. The information technology has caused a revolution in the field of communication and manner of doing business as most of the information/data is available online just with a click of a button resulting in reduced response time. The business is facing competition not only from the national players but also from those in the outside world. To be a world class organization is no longer a pious wish or a matter of pride but it is a prerequisite for the survival. The challenges for the Training and Development of Workers have increased as never before. It is imperative for an organization to offer quality goods and services at a competitive price at the time and place as per the customers requirement. The project undertaken entitled Training and Development of Workers at NSML is an attempt to assess the effectiveness of the HRD and training programs with a view to improve them. The project has been done up to the best of the researchers abilities but there can be some errors. She will be highly obliged if they are brought to her notice. She welcomes the suggestions and criticism from the reader for the improvements in the project.

ACKNOWLEDGEMENT
A project can never exist and thrive in solitude. Project work is never the work of an individual. Its more the combination of views, suggestions, contributions and work involving many individuals. This project also bears the imprint of many people. Thus one of the pleasant parts of writing this report is the opportunity to thank all those who have contributed to writing it. I am grateful to my industrial guide respected Mr. B.K. Sharma (Manager, Training and Development, NSML) and all the members who has given me a chance to conduct the research. I would also like to thank my Mr. Banta without whose efforts the work cannot be accomplished on time.

I am highly thankful to Prof. Dr. R.K. Garg (Director, TIMT) for allowing me to pursue my project on Training and Development of Workers.

My special thanks to Dr.Vikas Daryal (HOD, MBA, TIMT) and my faculty guide Ms. Shruti Kapur (Faculty, TIMT) who encouraged me, properly guided me in each and every possible what through out my training.

I feel self-short of words to thanks my parents and friends who had directly or indirectly instrumental in the completion of the project. I am indebted to all respondents for their time passion during the long conversation.

I would like to thank almighty God for blessing showered on me during the completion of the project report.

Nidhi Singla

EXECUTIVE SUMMARY
The year was 1949. While their beginning was small the Vision was Big. The burning desire to evolve grow & one day position itself as a responsible & reputed corporate entity playing out Its role in improving the peoples quality of life through their products and services remain a driving force. Its their relentless spirit of enterprise, boundless enthusiasm, grit determination to live the dream that enabled them to add a new dimension into their philosophy where commitment leads, Achievement f Blows.

Spinning a web of pure enchantment it seems to be aim and objective of Nahar Spinning Mills reckoned to be the blue chip in Nahar Firmament. Nahar Spinning Mills Ltd. deals with the portfolio- cotton and woolen yarns, knitwears, sweaters , fabrics , processing hosiery garments ,steel,soaps,sugar,infrastructure development ,IT the NAHAR GROUPS turbo journey into highways of tomorrow however it was severely tested during the advent of liberalization opening the flood gate of globalization Training is the process of increasing the knowledge & skills for doing a particulars Job. It is an organized procedure by which people learn knowledge and skill for a definite purpose. The purpose of Training is basically to bridge gap between Job requirements and present competence of an employee. Training is aimed at improving the behavior and performance of a person. It is a never ending or continuous process. The training programme has gained additional recognition because of growing acceptance of education and training as an investment in human capital. Education improves the knowledge of under standing of employees, while training aims at increasing the aptitudes, skills and abilities of worker for a specific job Training is the important sub system of HUMAN RESOURCE MANAGEMENT and HUMAN RESOURCE DEVELOPMENT. Training is an act of increasing the knowledge and the skill of employee of doing a particular job. Training Is a short term educational process and utilizing a systematic and organized procedure by which employee learn technical knowledge and skills for a definite purpose.

In nahar, training is considered to be a system consisting of three parts input, processing and outputs.

New recruits from outside act as inputs, collection of data, collection of information, needs of training, initial induction schedule are identified, processing transfer of shifts,apprasail,company productivity and efficiency. also include

enjoys trained and competent work force for

Although there are certain constraints and limitations as wel, but we to look for the strategic area and study our critical success factors for procurement of best results of training ,also time to time recommendations and improvement could bring laurels and wonders of course.

INTRODUCTION
Challenges, across geographies, Across the multitude of mindsets. Responses, that must stride beyond frontiers, Across the earth making it a single world Of humans, of nature - a holistic oneness. Nahar thrive in it with continous innovation, Weaving a challenges & re5-pOnSes. That edge drives Nahar's business growth.

THE NAHAR SAGA:

The year was 1949. While their beginning was small the Vision was Big. The burning desire to evolve grow & one day position itself as a responsible & reputed corporate entity playing out Its role in improving the peoples quality of life through their products and services remain a driving force. Its their relentless spirit of enterprise, boundless enthusiasm, grit determination to live the dream that enabled them to add a new dimension into their philosophy where commitment leads, Achievement f Blows.

Today, as we step into the new millennium, those nascent days of 800 spindles start - up become a distant memory as the Nahar group surges ahead to establish itself as a reputed industrial conglomerate with a wide ranging portfolio cotton & woolen yarns,

knitwear's, sweaters, tables processing, hosiery garments, steel, soaps, sugar, infrastructure development, IT the Nahar group's turbo - charged journey into the highways of tomorrow however was severely tested during the early nineties with the advent of liberalization, opening the flood gates of globalization. Of the enduring belief that "when going gets tough, the tough get going:' the group pulled back to re - focus, restructure, & re-align its corporate blue - print to establish a new & appropriate equation

with the new market forces. This really was the essence of their positive VISION 2000 THRUST. It encompassed global aspirations & consolidated brand equity for the domestic markets. Regard the first, the group's aggressive & market - savvy forays have helped zoom the export sensex, contributing the one-third of the present turnover of the group Focusing on the second, market driven-brand extensions relating to there hi profile & top rated Monte Carlo line have met with resounding success. Simultaneously, in tune with the market Demands, the group went in for forward integration for the Manufacture of greige fabrics, setting up of a modern process house and finally into the making of garments. On the anvil is the new mantra of the day information technology, where, hotlines to excellence are being explored.

However, beyond their professional portfolio lies the human face of a group that has always been deeply entrenched in social upliftment, at every level. Its most concrete reflections are there for all to see - JAWAHAR LAL OSWAL PUBLIC CHARITABLE TRUST which runs free dispensaries in remote areas to fulfill the medical needs of the under - privileged & MOHAN DAI OSWAL MEMORIAL HOSPITAL, promoted by OSW AL WOOLLEN MILLS but run as charitable institution Catering to a vast cross section of society. Creating, developing, consolidating - THE NAHAR GROUP Blazes ahead constantly re - inventing itself to stay ahead.

NAHAR - A QUICK REVIEW

PRODUCT RANGE: Spinning, knitting, fabrics. processing, hosiery garments, knitwear, soap, edible oils, sugar, steel, infrastructure development & information technology.

8. NAHAR 8RANDS:

Monte Carlo, Cotton County, Canterubury.

C. EXPORT MARKETS:

USA, UNITED KINGDOM, GERMANY, RUSSIA, THAILAND, HONG-KONG, SINGAPORE, TAIWAN, SOUTH KOREA, MALAYSIA, MAURITIOUS, DUBAI, BAHRAIN, SOUTH AFRICA, CANADA, EGYPT, ISRAEL & BANGLADESH.

D. GROUP TURNOVER:

Rs.22000 million

E. TOTAL EMPLOYEES:

20000

E. EXPORTS EXCEEDING: RS.6200 million

F. DYEING & FINISHING CAPACITY.- 30 million meter's

G. TOTAL PLANTS:

27

NAHAR SPINNING MILLS LTD.

Spinning a web of pure enchantment seems to be the aim and objective of NAHAR SPINNING, reckoned to be the blue chip in the NAHAR firmament. Starting out as a tiny worsted spinning and hosiery unit in Ludhiana, it was incorporated as a Private Limited company in December 1980 and became a Public Limited company in 1983. The steady growth in manufacture and export of woolens cotton hosiery, knitwear's and wooden textiles enabled the company to earn the recognition as an "Export House" followed by a "Recognized Trading House" by the Government of India in a short span of 8 years. Its turbo charged performance brought them a host of fresh laurels...they include the "National Export Trophy" by the Apparel Export Promotion Council. The latest is the prestigious status of Golden Trading House" in recognition of its continuously

outstanding performance accorded by the Government of India.

In 1992, as a measure of backward integration: the company diversified into Spinning Industry. Today it has an installed spindle of 95000 spindles. Simultaneously the company also established an ultra modern facility to manufacture 90 Lac pieces of Hosiery Garments. Today, Nahar Spinning's T-shirts are being exported to reputed international brands such as GAP, Arrow, Reebok, Old Navy, Pierre Cardin, Philips Van Heusen, Izod, Quicksilver, Price Cosfto and many more in its account. An ISO 9002 company, Nahar Spinning has 5 plants, a range 'of products, over 60% of which is aimed at export markets- USA, UK, France, Netherlands, Japan, Canada, Korea, Taiwan, Hongkong, Singapore, Egypt and Russia. With a total turnover of Rs. 3372 million and Net Profit of Rs.268 million, Nahar Spinning surges ahead moving from strength to strength.

In order to increase its potential it has opened units in various parts of the country. One of them is Nahar Spinning Mills Ltd. (Mercerising & Dyeing Unit) which was established in 1999 and the production started on 15 September 2000. This is the thi,rd highly

sophisticated plant in the country equipped, the latest technology, and a wide range of testing equipments for the in-house testing up to the garmenting stage. The unit

mercerizes both yarn and fabric. This unit is one of a part of Nahar Group of Companies headed by Sh. Jawahar LAL Boswell as the Chairman and the complete work of the unit is taken care by Mr. Tyagi who is the General Manager of the concern. Being a manufacturing unit, Nahar Spinning Mills, plant capacity presently is, 4.4tons gassed Mercerised and dyed yarn per day.

HR POLICY OF THE COMPANY

Policies play a pivotal role in any organization to reach apex of the success. HR policies are basically inclined towards the management of workforce. In NAHAR SPINNING MILLS LTD., there are numerous policies are implemented to attain the optimum level of productivity. Certain policies that are followed in NAHAR SPINNING MILLS LTD are as under Leave policy Reward system Provident fund Training and development Team Building Exercise Referral Polices International Travel Policy Global Policy Reimbursement of mobile call expenses company leased. Accommodation Policies Medical Insurance Medium Term Assignment Policy Transfer and long-term policy Grade Structure.

OBJECTIVES OF THE STUDY

Every task or series or task is done for the attainment or certain specified objectives. Objectives gives the direction . Every study must have an objective for which as the efforts have to be done . Without objectives no research can be conducted more result can be attained. The objective of Study focuses on the direction through which the research problem is sorted out . It guides the researcher and keeps the researcher on track. So following are the objectives which were kept in mind during training : 1. To assess the level of Satisfaction among the employees Regarding present

Training procedure. 2. To suggest modification in the present training Procedure adopted at NAHAR Spinning mills ltd. 3. 4. To examine the fairness factor in Training procedure . To study the reaction of the employees regarding training and Development Programs . 5. To identify how the employees are interested in job Related and Non- Job Related training Procedures . 6. To identify how the employees Groom up their silks out of job related and non related training . 7. To study about the perception of Employees about training .

TRAINING
CONCEPT OF TRAINING
Training is the process of increasing the knowledge & skills for doing a particulars Job. It is an organized procedure by which people learn knowledge and skill for a definite purpose. The purpose of Training is basically to bridge gap between Job requirements and present competence of an employee. Training is aimed at improving the behavior and performance of a person. It is a never ending or continuous process. The training programme has gained additional recognition because of growing acceptance of education and training as an investment in human capital. Education improves the knowledge of under standing of employees, while training aims at increasing the aptitudes, skills and abilities of worker for a specific job.

IMPORTANCE OF TRAINING (1) Better Quality of Work:

In formal training, the best methods are standard ised and taught to employees. Uniformity of work methods and procedures helps to improve the quality of product or service trained employees are less likely t_ make operational mistakes.

(2) Cost Reduction:

Trained employees make more economical use of materials and machinery. Reduction in wastage and spoilags together with increase in productivity help to minimise cost of operations per unit.

(3) Reduced Supervision:

Well trained employees tend to be self-reliant and motivated. They need less guidance and control. Therefore supervisory burden is reduced.

(4) Low Accident Rate:

Trained personnel adopt the right work methods and make use of the prescribed safety devices. Therefore the frequency of accidents is reduced. Health and safety of employees can be improved.

(5) Higher Productivity:

Training helps to improve the level of performance. Trained employees perform better by using better method of work.

(6) High Morale :

Proper training can develop positive attitudes among employees job satisfaction and moral are improved due to rise in the earnings and job security of employees.

TYPE OF TRAINING:
Training is required for several purposes. Accordingly training programmes may be of following types :

(1) Orientation Training:

Induction or orientation training seeks to adjust newly appointed employees to the work environment. Every new employee needs to be made fully familiar with his job, his superiors and subordinates and with the rules and regulations of the organization Induction training creates self confidence in the employees. It is also own as Pre-job Training. It is brief & informative.

(2) Job Training:

It refers to the training provided with a view to increase the knowledge and skills of an employee for improving performance on the job. Employees may be taught the correct methods of handling equipment & machines used in job. Such training helps to reduce accidents, waste and inefficiency in the performance no. of the job.

(3) Safety Training :

Training provided to minimise accidents and damage to machinery is known as safety training. It involves instruction in the use of safety devices and in safety consciousness.

(4) Promotional Training:

It involves training of existing employees to enable them to perform higher level jobs. Employees with potential are selected and they are given training before their promotion, so that they do not find it difficult to shoulder the higher responsibilities of the new positions to which they are promoted.

(5) Refresher Training :

When existing techniques become obsolete due to the development of better, techniques, employees have to be trained in the use of new methods and techniques. Refresher training is designed to revive and refresh the knowledge and to update the skills of the existing employees.

(6) Remedial Training :

Such training is arranged to over come the short comings in the behaviour and performance of old employees. Some of the experienced employees might have picked up appropriate methods and styles of working. Such employees are identified and correct work methods and procedures are taught to them.

TRAINING OBJECTIVES
The main objectives of a training may be defined as follows: '
(a) To impart to new entrants the basic knowledge and skills required for efficient performance of definite tasks.

(b) To assist the employees to function more effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skills they would require in their particular fields.

(c) To build up a second line of competent officers and prepare them to occupy more responsible positions.

(d) To broaden minds of senior manager through inter change of experience within and outside.

TRAINING POLICY:
In order to achieve the training objectives, an appropriate training policy is necessary. It consists of rules and procedures Concerning training. A training policy represents the commitment of top management to employee training.

A training policy is required::

(a) To indicate the Company's intention to develop its employees. (b) To guide the design & implementation of training programmes. (c) To identify the critical areas where training is to be given on a priority basis. (d) To provide appropriate opportunities to employees for their own betterment.

STEPS INVOLVED IN THE TRAINING PROGRAMME:

A well known formula applied for training will be "Prepare the employee, tell him the essentiality, show him, let him do & check him."

(a) Discovering the Training needs i.e. necessity of training:

The very important purpose behind training should be defined. It requires job analysis. The need can be ascertained by :

1. Observation at the place of work i.e. examination of the Job. 2. Interview with the supervisors and employees. 3. Comparative study of good v/s bad employees with a view to identify the training gap. 4. Production reports. 5. Personnel records. 6. Review of literature on the Jobs available in an organisation and the machine used. 7. Job knowledge, tests, work sampling and diagnostic lessons.

In India training needs are determined on the basis of supervisory recommendations, job analysis, performances and requirements, employees suggestions.

To determine where training emphasis should be placed within the organization it should discover the critical areas where training should be given on priority basis.

(b) Getting ready for the Job i.e. to determine who needs to be trained:
i.e. whether the training is essential only for newer employees or also for old employees or for supervisory staff or for selected employees? It also includes what the learner must be taught efficiently economically, intelligently & safely. The right tools to be applied the duration of training, the place of training etc.

(c) Preparation of the Trainee or Learner :

i.e. to create his interest and desire for learning.

(d) Presentation of operations and Knowledge:

i.e. operational analysis Instructions should be given clearly completely and particular emphasis should be put on the key notes so that the learner should be made to perform his job with maximum effectiveness.

(e) Performance try-out

This step consists in testing the trainee and in evaluating the effectiveness of the training programme. (i) (ii) (iii) (iv) (v) (vi) Giving oral or written test to ascertain what he has learnt. Observing trainees on the job it self and administering performance test. Finding out individuals or groups reaction to training programme. Eliciting the opinion of Judgment of the top management about training. Arranging structured interviews, questionnaire etc. Comparing the results after and before training.

(f) FOLLOW - UP
Follow up is utmost essential with a view to test the effectiveness of training efforts. It includes : 1. Putting a trainee on his Job. 2. Checking frequently to be sure that he has followed instructions. 3. Taping extra supervision and close follow-up until he has qua1ified to work under nominal conditions. Such follow up should be conducted periodically with a view to make training programme more effective.

TRAINING METHODS
(A) On the Job Training
In this method the trainee is placed on a regular job and taught the skills necessary to perform it the trainee learns under the guidance and supervision of the superior or an instructor. The trainee learns by observing and handling the job.

On the Job Method:

Several methods are used to provide on the job training eg. : Experience, coaching, under standing. Position rotation. Special Projects and task. Committee assignments. Selective readings.

(1) Experience :
Coaching and under standing, learning by experience is the most effective method. The job coaching has also got an effective approach, but this method is rather wasteful and time consuming.

(2) Position rotation:

The object is to broaden the background of the trainee in the:; business. If the trainee is rotated from one job to another he acquires general background and gets broader experience. Managers are sent through different jobs so that they can get experience of all the departments.

(3) Special Projects:

It is highly useful and flexible training device. The projects are valuable for training. The Projects are devised from individual weakness and experiences. Trainees not only acquire knowledge but also know how to work with and related to jobs.

4) Committee Assignments:
Clearly related to the special Projects there are regular and hoc committees and assignments will be given to them. While performing assignments they are provided with general information and their efficiency can be developed.

(5) Selective Reading:

Specific time will be resumed in the daily routine for the purpose of reading only. Such reading will be helpful to advance the general knowledge and background conceptual ability will also be increased.

[B] OFF THE JOB TRAINING The use of such methods requires the trainee to leave his work place and devote his entire time to the development objective. Development is regarded of Primary importance and the work is of secondary importance.

Off the Job Methods:

(I) (2) (3) (4) (5) (6) (7) (8) Special Courses or Classes. Role Playing. Sensitivity training Structured in sight Simulation Conference Training Multiple Management Special Meetings.

(1) Special Courses :

The firm or organization may establish special courses or even schools, colleges or institutions will establish such courses. But such courses are usually tending towards education certain programmes can be arranged by the co-operation between academic institutions and organizations.

2) Role Playing : It is organized just to increase the trainee's skill in dealing with other people i.e. particularly development of human relations and decision making ability, conflict situation is artificially created and trainee is assigned a strategic position. The roles are assigned to trainees. And it will develop tendency how to control the situation.

(3) Sensitivity Training : The object is that of the development of awareness and sensitivity to behavioral patterns of one self and others. It involves face to face learning about original behaviour within a small group that needs continually for time, as long as one or two weeks. It is less artificial than role playing.

(4) Structured Insight : Traditional Methods are many times ineffective and not much more useful for practical purposes. While laboratory approach is very costly and hence this approach has been developed. Emphasis is placed upon systematic collection of the trainee's attitude and assumptions concerning the motives, abilities and attitudes of others, particularly his subordinates. This followed by a similar questionnaire assessment of his preferences in leadership styles. Group discussions is followed then there are organized presentation and discussions of such subjects as the fundamental nature of people.

(5) Simulation : It is similar to role playing the trainee is provided with complex situation and is asked to take decision.

( 6) Conference Training :
Useful for conference members and leaders. As a conference member, one can learn from the others by comparing his own opinion with that of the others. He is taught to respect the view points of others. It also develops analytical frame work of mind and questioning attitude.

(7) Special Meetings:

Special meetings for one or two days will be conducted to discuss the manners on special subjects. It consists of a series of aspects with subsequent question periods.

INTERNAL TRAINING PROGRAMMES

The company must accept the responsibility to train the necessary personnel. Good companies not only decide their own programme but also send their personnel to other organisations.

1. Delegation :
Without delegation of authority and providing with an additional responsibility, subordinates can not achieve higher performance. The subordinates should be made to take the decisions so that leadership can be developed.

2. Job Rotation : Subordinates should be moved to different jobs for specific time so that they come to know about them.

3. Promotions and Transfers:

With a view to acquire further skill, transfers will also broaden the expense and thinking capacity of trainees and get them ready for promotion to higher post.

4. Appointment on Assistants to:

A much used and abused position is of ' assistant to'. This position is that of staff responsibility and is merely a training device i.e. to learn by observing the job of superiors.

5. Membership of Committees and Junior Boards:

Committees compiling of managers of discent development can be, formed. It can constitute a training ground for developing broader insight in the manages who are the members of such committees.

EXTERNAL TRAINING FACILITIES

External Training Facilities i.e. mainly educational facilities by associations and universities. In lndia many universities established departments for management studies. While some specialized institutions have also established ego Indian institute of Management at Calcutta, Ahmedabad, Bangalore etc. and because of which Management as a career or provision is becoming more and more popular.

VESTIBULE TRAINING
In this method a training centre called vestibule is set up and actual job conditions are duplicated or simulated in it. Expert trainers are employed to provide training with the help of equipment and machines which are identical with those is used at the workplace.

APPRENTICESHIP TRAINING
In this method, theoretical instruction and practical learning are provided to trainees in Training Institutes. In India the Government has established Industrial Training Institute (ITI's) for this purpose under the apprenticeship Act 1962. Employers in specified industries are required to train the prescribed number of persons in 'designated trades'. TI1 aim is to develop all round craftsmen. Generally a stipend is paid during the training period. Thus, it is an "earn when you learn" Scheme.

INTERNSHIP TRAINING
It is a joint programme of Training in which educational Institutions and business firms cooperate. Selected candidated carry on regular studies for the prescribed period. They also work in same factory or office to acquire practical knowledge and skill. This method helps to provide a good balance between theory & practice. But it involves a long time period due to slow process. This method of training is used in professional work ego MBBS, CA, ICWA, Company Secetaries etc.

EVALUATION OF TRAINING
Evaluation of any activity is important since evaluation, by bringing to the "weaknesses and failures strengths and successes " helps to improve training methods. Such an evaluation would provide useful information about the effectiveness of training as well as design of future training programmes.

EVALUATION PROCESS
(1) The first step in the evaluation process is to identify the areas of training to be evaluated.

(2) The next step would be to decide on the strategies and methods to be used in collecting the relevant information.

(3) It has then to be Tabulated, analyzed, interpreted. Interpretation gives an indication of areas that need improvement.

(4) Methods of evaluation observation, ratings, trainee surveys and trainee interviews

CRITERIA IN EVALUATION
Evaluation of training effectiveness in the process of obtaining information on the

defects of a training programme. Evaluation involves controlling and correcting the training Programme. The basis of evaluation and mode are determined when the training programme is designed Training Effectiveness can be measured in terms of following criteria.

(1)

Reactions
A training programme can be evaluated in terms of the trainees

reactions to the objectives, contents and methods of training. If trainees considered the programme worthwhile and like it, the training can be considered effective,

(2)

Learning
The extent to which the trainees have learnt the desired knowledge and

skill during the training period is a useful basis of evaluating training effectiveness.

(3)

Behavior
Improvement in the Job behavior of the trainees reflects the manner and

extent to which the learning has been applied to the Job.

(4)

Results
The ultimate Results in terms of productivity improvement, quality

improvement, cost reduction, accident reduction, reduction in labor turnover and absenteeism are the best criteria for evaluating training effectiveness.

METHODS OF EVALUATION
Several methods can be employed to collect data on the out comes of training.

1. Asking the trainees to follow up evaluation fans. 2. Using questionnaire to know the reactions of trainees. 3. Giving oral and written tests to trainees to ascertain how far he have learnt. 4. Arranging structured interviews with the trainees. 5. Comparing trainees performance on the Job before and after training. 6. Cost benefit Analysis of the training Programme.

JUSTIFICATION OF THE STUDY

Each study poses certain strategies and objectives for where one is to work upon . Training and Development of workers at NAHAR spinning mills ltd. Was assigned to me Training and development has a keen importance in the field of Human Resource Management rather it is backbone of the organization . Training is required on account of the following reasons:

(1) Job requirement:

Employees selected for a job might back the qualifications required to perform the job effectively. New and in experienced employees require detailed instruction for effective performance on the job. In some cases, the past experience attitudes and behavior patterns of experienced personnel might be inappropriate to the new organization. Remedial Training should be given to such people to match the needs of the organization. New employees need to be provided orientation training to make them familiar with the Job and the organization.

(2) Technological Changes:

Technology is changing very fast. Now Automation and mechanisation are being increasingly applied in offices and service sector. Increasing use of fast changing techniques requires training into new technology. For instance, staff in Public Sector bank are being trained due to computerization of banking operations. No organization can take advantage of latest technology without a well trained Personnel.

3) Organization Viability:
In order to survive and grow an organization must continually adopt itself to the changing environment with increasing Economic liberalization and globalization in India, business firms are experiencing expansion growth and diversification. In order to face international Competition, the firms must upgrade their capabilities. Existing Employees

need refresher Training to keep them abreast of new knowledge. Training programmes foster the initiative and creativity of employees and help to prevent obsolescence of skills.

(4) Internal Mobility

Training becomes necessary when an employee moves from one Job to another due to Promotion and transfer. Employees chosen for higher level jobs need to be trained before they are asked to perform the higher responsibilities training is widely used to prepare employees for higher level jobs.

ORGANIZATIONAL STRUCTURE OF HUMAN RESOURCE DEPARTMENT

CHAIRMAN

MANAGING DIRECTOR

CHIEF EXECUTIVE (UNIT HEAD)

VICE PRESIDENT (P & A) MANAGER (P & IR)

ASSTT. EXECUTIVE (TIME OFFICE)

EXECUTIVE (P &IR)

SECURITY OFFICER

ASSISTANT

TRAINING IN-CHARGE

SECURITY INSPECTOR

TIME KEEPER

TRAINING SUPDT.

SECURITY GUARD

TRAINING JOBBER

LITERATURE REVIEW
Rao P. Subba, Human Resource Management and Industrial Relation3 , pp 245279, Himalaya Publication Defines Training its methods, importance from this reference we got the insight between job specification and employees specification. Symbiosis Centre for distance learning33. pp 133, HRM gave a notion about goal of training which depicts that all job related training is to achieve long term improvements. Diwadi R. S., Managing Human Resource and Industrial Relation5, p 212, 2000 edition, Galgotia Publication Co., New Delhi have depicted about the evaluation of the training procedure. Memoria C. B. , Personnel Management34, 2006 edition, pp 135, Himalaya

Publishing House Mumbai , Enlighten the role of different methods of training. Prasad , L. M., Human Resource Management7, pp 357, IInd edition, Sultan Chand and Sons, Told about the procedure. Saiyadain Mirza, Human Resource Management12, III Edition, had focused over the objectives of the training. Ivancervich John., Human Resource Management15, pp 392-406, IX Edition, Tata McGraw Hills, give the process of training Matina Enqine & Beech Nic, The essence of HRM17, pp 157-165., IIIrd Edition, Phi Pvt. Limited give the Idea of Ingredients of successful training procedure. Ivancervich John., Human Resource Management21, pp 392-406, IX MBA Review, The ICFAI University Press15, October , 2007, pp 45, Article about personality development give insight about the personality development during training. Indian Management AIMA22 gave the insight to study the relationship between management and human resource.. www.citehr.com26 gave the article on emerging trends. general view of training and development

http://www.workforce.com/section11/27 gave the novel ideas over the training and development. Human Capital27, June 2007, has consented over work place diversity and hence training development. Tripathi Need in HRD and HRD in Indian Context30, pp 15 gave the idea of Human Resource and its justification. Owmnahar.com25 gave the view of culture and history of nahar organization.

RESEARCH METHODOLOGY
Meaning of Research
The term research refers to search of something new that can solve a problem. Research must have a specific objective which is called research problem. On the basis of the problem, researcher sets hypothesis. The goal of the research process is to produce new knowledge, which takes three main forms:

Exploratory research:- which structures and identifies new problems Constructive research:- which develops solutions to a problem Empirical research:- which tests the feasibility of a solution using empirical evidence

Casual research:- which is related to day to day problems or for casual problems

Descriptive research :-I have adopt the DESCRIPTIVE research design and in this
research design I have tried to adopted by the organization. . study the training and development methods being

DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is no means of study. Data collection plays an important role in any study. It can be collected from various sources. I have collected the data from two sources which are given below:

1. Primary Data: Primary data is that data which is collected for the first time and thus happened to be original in nature.

Questionnaire Personal Investigation Observation Method Information from correspondents Information from superiors of the organization
2. Secondary Data: Secondary data is that data which already been collected and passed through the statistical process.

Published Sources such as Journals, Government Reports, Newspapers

and Magazines etc.

Unpublished Sources such as Company Internal reports prepare by them

given to their analyst & trainees for investigation.

Websites like NAHARS official site, some other sites are also searched to
find data.

SAMPLE AND SAMPLING DESIGN

Target Population : Employees at Nahar Spinning Mills Ltd. Unit III

Sample Unit Sampling Size

: :

Individual 60 individuals Non Probabilistic Sampling Nahar Spinning Mills Ltd. Unit III Employees were personally contacted for distributing as well as collecting the questionnaires. They were made aware of the objective of the study. While collecting the questionnaires, their general opinions were also asked about various questions and this information is also used for drawing conclusion.

Sampling Technique : Sampling Area Data Collection : :

STATISTICAL TOOLS:Statistical tools are the basic measures, which helps in defining the relation between different items, present, past and future trend of the future trend of the particular business etc. A wide variety of statistical tools are available and any of them can be used by any businessman depending upon the nature of his trade. Various statistical tools are:-

Correlation Regression Time Series Index Numbers Probability Distribution Hypothesis Testing

Here we use Correlation statistical tool to define the relationship between Sales and Profit (of past five years) of the company. So, before using the tool we should have the knowledge about that statistical tool. Therefore this tool is defined as under:-

CORRELATION
Some important definitions of correlation are given below:

1. Correlation analysis deals with the association between two or ore variablesSimpson and Kafka. 2. If two or ore quantities vary in sympathy, so that movement in one tend to be accompanied by corresponding movements in the other, then they are said to be correlated-Conner. 3. Correlation analysis attempts to determine the degree of relationship between variables.

4. Types
Correlation is classified in several different ways. Three of the most important ways are: Positive and Negative Correlation: When two variable X and Y move in same direction is Positive Correlation and when both variables move in opposite direction that is Negative Correlation. Simple, Partial and Multiple Correlations: When we study the relationship between two variables only that is Simple Correlation. When three or more variables are taken but relationship between any two of the variable is studied, assuming other variables as constant that is Partial Correlation and when we study the relationship among three or more variables that is Multiple Correlation. Linear and Curvy-Linear Correlation: when the ratio of change of two variables X and Y remains constant throughout, then they are said to be Linear Correlated and when the ratio of change between the two variables is not constant but changing, then correlation is said to be Curvy-Linear.

DEGREE OF CORRELATION:Sr. No. Degree correlation 1 2 Perfect correlation High Degree +1 of Between to+1 +.25 Between -.25 to-.75 -1 +.75 Between -.75 to-1 of Positive Negative

correlation 3

Moderate Degree of Between Correlation to+.75

Low

Degree

of Between 0 to+.25

Between 0 to-.25

Correlation 5 Absence Correlation of 0 0

CHI -SQUARE

Fisher's exact test: check this option to perform the Fisher's exact test for a 2 2 contingency table. " one-tailed " / " two-tailed": choose the type of Fisher's exact test, either one-tailed or two-tailed. Monte Carlo I: check this option to perform the approximate calculation of the p-value using the exact test for an R C contingency table, using a Monte Carlo test.

Iterations: enter the number of iterations for the Monte Carlo method that

approximates the p-value of the exact test for a R C contingency table. The fewer the iterations, the less accurate the approximation. Value within [1000, 1000000]. Default value: 50,000.

Monte Carlo II: check this option to perform the Monte Carlo simulations of R C contingency tables having the same margin properties as the input table.

Repetitions: enter the number of repetitions for the Monte Carlo procedure. The

fewer the iterations, the less accurate the approximation. Value within [100, 1000000]. Default value: 10,000.

Combinations: check this option to display a table with the combinations of categories in rows and in columns. This table contains the same information as the contingency table and the table of percentages in relation to the total size, but the information is presented in a different format. Observed frequencies: check this option to display the contingency table to which the marginal totals and the total have been added. Expected frequency: check this option to display the table of expected frequencies calculated assuming that the rows and columns in the contingency table are independent.

Contributions to Chi-square: check this option to display the table of the basic contributions of each cell in the contingency table for the Chi-square value calculated for the entire contingency table. Chi-square by cell: check this option to display a table that shows a) whether the observed frequency is greater than, less than, or equal to the expected frequency, and b) the result of the partial Chi-square test called the "Chi-square by cell" test. The "Chisquare by cell" test is a Chi-square test calculated on a table with four cells: one cell represents cell [i,j] in the original contingency table, the other cells represent frequencies for row i minus cell [i,j], for column j minus cell [i,j], and for the rest of the table.

Percentages/proportions in relation to rows: check this option to display the table of percentages or proportions compared to the sums of the rows. Percentages/proportions in relation to columns: check this option to display the table of percentages or proportions compared to the sums of the columns. Percentages/proportions in relation to total: check this option to display the table of percentages or proportions compared to the total. "Percentages" / "Proportions": choose the display mode for the three previous tables, either as percentages (values between 0 and 100), or as proportions (values between 0 and 1).

WHY TO USE CORRELATION?

Different type of statistical tool are available but for using specifically correlation is of having a major reason i.e. Only this and this statically tool was giving the satisfactory result. I have to show the relationship between sales and profit which can be purely defined with the help of this statistical tool only. Further more with the help of Time Series Analysis we can define the future trend of the business by using Trend Analysis but my main motive is to find out the relationship between sales and profit of the company thats why I use this Particular type of tool only. Why to use Karl Pearsons Coefficient of Correlation?

Quantitative Method. Best method of working out Correlation Coefficient. Knowledge of Degree of Relationship.

Here we are using the Short Cut Method if Carl Pearson Coefficient of Correlation on the basis of Assumed mean we will find out the relationship between the variables-Sales and Profit and the related formula for this is:N dydx - (dx) (dy) N dx2 - (dx)2 Where N dy2 - (dy)2

r=

N = Number of Observations dx =deviations from X (X-A) A =Assumed Mean Dy =deviations from Y (Y

MULTI DIMENSIONAL SCALING

XLSTAT 7.1 - Multidimensional Scaling (MDS) - 9/26/2007 at 11:54:21 AM Dissimilarity matrix: workbook = Book1.xls / sheet = Sheet1 / range = $B$2:$E$5 Uniform weighting (default) No missing values Metric Multidimensional Scaling Multidimensional Scaling model: absolute Stress used for the results: Kruskal's stress-1 Dimension of the representation space: 4 Repetitions: 10 Seed of the pseudo-random numbers generator: 1094498164 Iterations: 50 Convergence: 0.0001

Space with 4 Dimensions: Model: Dij= Pij

Observation coordinates: Observation Highly Satisfied Above satisfied level Below satisfied level Dissatisfied Dim1 1.898 0.542 3.965 -6.405 Dim2 0.332 -1.759 2.689 -1.263 Dim3 3.574 16.018 -10.622 -8.971 Dim4 1.854 0.764 3.622 -6.241

Distances measured in the representation space: Highly Satisfied Highly Satisfied Above satisfied level Below satisfied level Dissatisfied 0 12.737 14.645 17.157 Above satisfied level 12.737 0 27.374 26.870 Below satisfied level 14.645 27.374 0 14.938

Dissatisfied 17.157 26.870 14.938 0

Ideal distances calculated using the model (disparities): Above satisfied Below satisfied level level Highly Satisfied 0 10.000 12.000 Above satisfied level 10.000 0 30.000 Below satisfied level 12.000 30.000 0 Dissatisfied 17.000 27.000 15.000 In the case of the absolute model, the disparities are equal than the dissimilarities Highly Satisfied

Dissatisfied 17.000 27.000 15.000 0

Residual distances: Highly Satisfied Highly Satisfied Above satisfied level Below satisfied level Dissatisfied 0 2.737 2.645 0.157 Above satisfied level 2.737 0 -2.626 -0.130 Below satisfied level 2.645 -2.626 0 -0.062

Dissatisfied 0.157 -0.130 -0.062 0

Comparative table: Dissimilarity rank 1 2 3 4 5 6 Disparity rank 1 2 3 4 5 6 Distance rank 1 2 3 4 5 6

Pair Dissimilarity Disparity Highly Satisfied - Above satisfied level 10.000 10.000 Highly Satisfied - Below satisfied level 12.000 12.000 Below satisfied level Dissatisfied 15.000 15.000 Highly Satisfied Dissatisfied 17.000 17.000 Above satisfied level Dissatisfied 27.000 27.000 Above satisfied level - Below satisfied level 30.000 30.000 In the case of the absolute model, the disparities are equal than the dissimilarities

Distance 12.737 14.645 14.938 17.157 26.870 27.374

Summary of repetitions:

Iterations Initial stress 1 27 0.412 2 26 0.424 3 27 0.459 4 26 0.533 5 28 0.486 6 26 0.362 7 28 0.648 8 28 0.439 9 26 0.481 10 30 0.622 In bold, repetition corresponding to the best solution that XLSTAT found

Repetition

Fin. stress 0.095 0.095 0.095 0.095 0.095 0.095 0.095 0.095 0.095 0.095

Interpretation: As we can see the observed values are near towards trend line so we can interpret the disparity and the dissimilarity among this data is quite negligible.

HYPOTHESIS TESTING
CHI SQUARE TEST
XLSTAT 7.1 - Tests on Contingency Tables (Chi-square...) - 9/26/2007 at 11:55:25 AM Data: workbook = Book1.xls / sheet = Sheet1 / range = $B$2:$E$5 / 4 rows and 4 columns In case of square table, the Cohen's Kappa is calculated

Independence tests between the rows and columns in the contingency table: Chi-square test: Chi-square (observed value) Chi-square (critical value) DF One-tailed p-value Alpha 15.120 16.919 9 0.088 0.05

Decision: At the level of significance Alpha=0.050 the decision is to not reject the null hypothesis of independence between the rows and the columns. In other words, the dependence between the rows and the columns is not significant.

Chi-square likelihood ratio test (Wilks' G): Wilks' G (observed value) Wilks' G (critical value) DF One-tailed p-value Alpha 17.624 16.919 9 0.040 0.05

Decision: At the level of significance Alpha=0.050 the decision is to reject the null hypothesis of independence between the rows and the columns. In other words, the dependence between the rows and the columns is significant.

Table of the statistics testing the independence rows/columns: Value 15.120 17.624 DF 9 9 p-value 0.088 0.040

Chi-square Wilks' G

Table of the coefficients: Coefficient Pearson's Phi Cramer's V Tschuprow's T Contingency coefficient Theil's U (R|C) Theil's U (C|R) Averaged Theil's U Goodman and Kruskal tau (R|C) Goodman and Kruskal tau (C|R) Averaged Goodman and Kruskal tau Cohen's Kappa Value 0.251 0.145 0.145 0.243 0.026 0.029 0.028 0.021 0.016 0.018 -0.039

CORRELATION
XLSTAT 7.1 - Correlation Tests - 9/26/2007 at 11:57:10 AM Variable 1: workbook = Book1.xls / sheet = Sheet2 / range = $B$4:$B$8 / 5 rows and 1 column Variable 2: workbook = Book1.xls / sheet = Sheet2 / range = $C$4:$C$8 / 5 rows and 1 column Significance level: 0.05

Pearson's correlation coefficient test (parametric test): Observed value Two-tailed p-value Alpha 0.988 0.002 0.05

Decision: At the level of significance Alpha=0.050 the decision is to reject the null hypothesis of absence of correlation. In other words, the correlation is significant.

Interpretation:
At the level of significance Alpha=0.050 the decision is to reject the null hypothesis of absence of correlation. Thus we can conclude the above correlation is significant.

LIMITATIONS OF THE STUDY

The limitation of the study includes the weak points that are not covered during the study. A person cant analyze all aspects of the study. Sometimes he forgot some factors or sometimes he is not able to study the impact of these factors because of time constraints or limited recourses.

The Size of the sample use i.e. 60 in the study is very small which may influence the finding of the study.

Non responses or wrong responses of the employees is also act as the constraint in the collection of the relevant information,

Some respondents were not feeling relevant in telling what they personally feel. They were giving views from industries angle rather than the personal point of view.

The study was confined to the selected employees only. Time frame of the study was not sufficient in establishing any trends. Non relevant and slightly negative attitude of some employees towards this survey.

Time constraint is also there due to this I cant survey the whole unit. Budgetary constraints enforce me to cease somewhere.

ANALYSIS AND INTERPRETATION

WHAT DO U THINK TRAINING & DEVELOPMENT PROGRAMS ARE? RESPONSES BENEFICIAL PROGRAMME PROVIDE SOME KNOWLEDGE NO IDEA OFFICIAL BONDAGE MERE TIME WASTE PERCENTAGE 69 12 10 7 2

70 60 50 40 30 20 10 0 P BP SK NI OB TW

INTERPRETATION:
ABOUT 69% OF EMPLOYEES FEEL T & D PROGRRAME TO BE BENEFICIAL AND 19% FEEL IT TO BE WASTEFUL.

WOULD YOU LIKE TO UNDERGO TRAINING IN FUTURE.? RESPONSES HIGH INTEREST OPTIMUM LEVEL OF INTEREST NO INTEREST LOW LEVEL INTEREST LOWEST INTEREST PERCENTAGE 45 26 7 13 9

45 40 35 30 25
%

20
15 10 5 0 HI OLI NI LLI LI

INTERPRETATION: 71% OF THE WORKERS ARE INTERESTED IN TRAINING PROGRAMMES, HOWEVER29% ARE NOT AT ALL INTERESTED.

WHAT SHOULD BE THE DURATION OF TRAINING?

RESPONSES 0-1 MONTHS 1-2 MONTHS ANY TIME 6 MONTHS > 6 MONTHS

PERCENTAGE 42 18 27 8 5

1M >1M AT

6M
>6M

INTERPRETATION: ABOUT 60% OF THE EMPLOYEES THINK TRAINING TO BE SCHEDULED FOR THREE MONTHS AND 40% IT TO BE EXTENDED BEYOND 6 MONTHS.

YOUR INTEREST IN JOB RELATED TRAINING WAS..

RESPONSES VERY HIGH HIGH NIL LOW LOWEST

PERCENTAGE 10 74 0 12 4

BENEFIT OF JOB RELATED TRAINING

4 0 12

10

74

VERY HIGH

HIGH

NIL

LOW

LOWEST

INTERPRETATION EMPLOYEES INTERESTED IN JOB RELATED TRAINING IS 75% AND ABOUT 15% ARE NOT INTERESTED.

DID JOB RELATED TRAINING BENEFIT YOUR SKILLS

RESPONSES VERY HIGH HIGH NIL LOW LOWEST

PERCENTAGE 78 12 0 1 2

BENEFITS OF JOB RELATED TRAINING

12

12 0

78

VERY HIGH

HIGH

NIL

LOW

LOWEST

INTERPRETATION: 90% OF THE EMPLOYEES THINK JOB RELATED TRAINING TO BE BENEFICIAL PROGRAMME AND 3 TO 4% THINK IT TO BE USELESS.

YOUR INTEREST IN NON-JOB RELATED TRAINING WAS

RESPONSES VERY HIGH HIGH NIL LOW LOWEST

PERCENTAGE 13 11 35 31 10

INTEREST IN NON-JOB RELATED TRAINING

10

13 11

31

35

VERY HIGH

HIGH

NIL

LOW

LOWEST

INTERPRETATION: EMPLOYEES INTERESTED IN NON JOB RELATED TRAINING IS 25% AND ABOUT 75% HAD LOW INTEREST.

DID NON-JOB RELATED TRAINING BENEFIT YOUR ABILITY

RESPONSES VERY HIGH HIGH NIL LOW LOWEST

PERCENTAGE 16 25 13 29 17

BENEFITS OF NON-JOB RELATED TRAINING

17

16

29 13

25

VERY HIGH

HIGH

NIL

LOW

LOWEST

INTERPRETATION: 40% OF THE EMPLOYEES FIND NON JOB RELATED TRAINING USEFUL HOWEVER 60% DID NOT FIND IT USEFUL.

MODE OF TRAINING SHOULD BE

RESPONSES ON THE JOB OFF THE JOB NO IDEA DISTANCE LEARNING ONLINE

PERCENTAGE 57 23 15 3 2

MODE OF TRAINING

60 50 40 30 20 10 0

57

23 15 3 ON THE JOB OFF THE JOB NO IDEA DISTANCE LEARNING 2 ONLINE

INTERPRETATION: MODE OF TRAINING SHOULD BE ON THE JOB IN THE VIEW POINT OF 42% OF THE EMPLOYEES AND REMAINING PREFER SOME OTHER METHODS.

AN INSTRUCTOR SHOULD BE

RESPONSES AN EXISTING EMPLOYEE EXPERT CALLED FROM OUTSIDE NO IDEA ANYONE YOUR BOSS

PERCENTAGE 17 29 36 4 14

INSTRUCTOR

AN EXISTING EMPLOYEE

14 4

17

EXPERT CALLED FROM OUTSIDE NO IDEA

29 36

ANYONE

YOUR BOSS

INTERPRETATION: AN INSTRUCTOR SHOULD BE EXISTING EMPLOYEE ACCORDING R TO 17% OF THE EMPLOYEES AND 29% THINK THE TRAINER SHOULD BE CALLED FROM 29%.

WHAT FACILITIES TO YOU EXPECT DURING YOUR TRAINING

RESPONSES TEA SNACKS OTHER FACILITIES COLD DRINKS SHORT BREAK

PERCENTAGE 33 12 6 31 18

FACILITIES

18 31 6

33

12

TEA

SNACKS

OTHER FACILITIES

COLD DRINKS

SHORT BREAK

INTERPRETATION: 45% OF WORKERS SUPPORTED TEA AND SNACKS AS FACILITIES DURING TRAINING AND ABOUT 18% OF PREFERRED SHORT BREAKS.

FINDINGS
Findings are the essence of the study. In the time frame of my training I found certain results. That are: The company gives preference to "on the job training procedure". The company uses recommendation from present employee for the improvement in training procedure. The company has provision for the training & development programme for all the workers working in the organisation. About 81% of the workers find training & development programme beneficial. 19% of the workers find training & development programme wasteful. About 71% of the employees showed interest in training. 29% of the employees had low level interest towards training & development programme. 60% of the employee have notion not to exceed duration of training more than three months. But some of the employees think it to schedule towards the duration of six months and more. 84% of workers are interested in job related training. 16% have low level interest in job related training. About 90% of the employee feel that training benefit them and help them grooming up their skills. Only few did not find it successful. About 15% find non-job related training be useful.

RECOMMENDATIONS
Recommendations are very necessary for an organisation to revamp and to hone the skills of its workforce and hence accelerating its productivity, efficiency and effectiveness. Company should use fair and just training procedures. Company should use performance test for evaluating the success of training procedure. Policies regarding training should be flexible so that necessary changes can be brought as and when necessary. Company should try to motivate its employees for active participation in training programmes. Time to time surveys should be done so as to improve training programme methods. Congenial environment should be imparted for workers and employees as they are the assets of the organisation. Regular checks and vigilance should be done for the effective training programme. Certain personality development programmes should be conducted for the betterment of the manpower in the organisation. Sports and recreational facilities should be started so as to improve the disguised talents of the workers. Certain awards and appreciation during training and their job would bring wonders of course.

POLICY IMPLICATIONS
Policy is a set of actions that are frame so as to achieve certain stated goals and objectives but it is not necessary at all the times to get fruitful results . policy are framed to strive goals and objectives . Nothing is perfect in this world so certain recommendations were offered to the organization where we think the company can revamp. Suggestions would be absorbed by the company whenever there is a

reformulation and restructuring of the these policies.

Following are the suggestions : During training procedure , many times we visited workers canteen but the hygienic conditions and facilities provided them are not appropriate, I recommended human resource manager for the betterment of the same . 2. Companys Doctor is over loaded so one assistant should be a pointed to

1.

him for imparting better medical facilities . 3. Visitors lounge should be that would help in creating edge over minds of visitors . 4. 5. Time office should be automated as the technology is advancing . Some recreational facilities should be stated so as to improve workers

interest in the organization . 6. Some sports facilities should be initiated to a certain level for betterment of the employees .

BIBLIOGRAPHY
Ashwathappa K. ; Human resource Management ; X Edition ; Tata-McGraw Hill Dessler Gary; Human Resource Management ; VIII Edition ; Pearson Education Rao Suba P. ; Essentials of Human Resource Management & Industrial Relations (Text cases & Games) ; II Edition ; Himalaya Publishing House Chhabra T. N. ; Human Resource Management Concepts & Issues ; V Edition ; Dwivedi R. S. ; Managing Human Resources Personnel Management in Indian Enterprises ; I Edition ; Galgotia Publishing Company Bhattacharya Dipak ; Human Resource Planning ; II Edition ; Excel Books Prasad L. M. ; Human Resource Management ; II Edition ; Sultan Chand & Sons Rao V. S. P. ; Human Resource Management (Text & Cases) ; II Edition ; Excel Books Bernardi John H. ; Human Resource Management ( An Experimental Approach ); IV Edition ; Tata- McGraw Hill Dowling Peter & Welch Denice ; International Human Resource Management (Managing People in a Multi National Context) ; IV Edition; Thomson South Western Beardwell Inn & Holden Len ; Human Resource Management- A Contemporary Perspective ; I Edition ; McMillan India Ltd. Saiyadain Mirza ; Human Resource Management ; III Edition; Tata McGraw Hill Decenzo David & Robbins Stephanie ; Personnel / Human Resource Management; III Edition; Pearson Hall Ratnam Venkata & Srivastava B. K. ; XI Edition ; Tata McGraw Hill Ivancevich John ; Human Resource Management ; IX Editon ; Tata McGraw Hill Werner Jon & Simone Randy ; Human Resource Development ; IV Edition; Thomson Mckenna Eugene & Beech Nic ; The Essence OF Human Resource Management ; III Edition ; PHI Private Ltd Greer Charles ; Strategic Human Resource Management ( A General Approach) ; II Edition ; Pearson Education

Gomez Mijia & Balkin David & Cardy Robert ; Managing Human Resource ; IV Edition ; PHI HRM Review; The ICFAI University Press MBA Review; The ICFAI University Press Indian Management; AIMA Business & Management ; Chronicle Publication Training & Management www.saraswatisugar.com www.citehr.com http://www.workforce.com/section/11/ Human Capital Management & Labour Studies ; XLRI, Jamshedpur

ANNEXURE - 1 QUESTIONNAIRE
Name of Respondent ___________________________________________________ Branch ______________________________________________________________ Age _______________________________________________________________ Q. 1. Yes Q. 2. Did you undergone training ? No

What you think Training and Development programme are ? provides are Knowledge Just official

Beneficial programme No Idea Mere time Waste Q. 3.

Would You like to Under go Training in Future ? optimum Level of interest low Level of interest

High interest No interest Lowest Level Q. 4.

What should be the duration of Training ? 1-3 month 6 months

0-1 month Any time More than 6 months Q. 5.

Your interest in job related training was ? High Lowest

Very high Low

Q. 6.

Did job Related training benefit you ? high Low

Very high Nil Lowest Q. 7.

Your interest in non- Related training was ? high Low

Very high Nil Lowest Q. 8.

Did- non Job related training benefit your ability ? high Low

Very high Nil Lowest Q. 9. Mode of training should be ?

On the job Distance learning Q. 10. Instructor should be ?

Off the job No idea

An existing Employee No idea Your Boss Q. 11. Tea Other Facilities Soft Drink

Expert ( Called from outside ) Any one

What facilities do you expect during your training ? Sancks Cold drink

Q. 12.

Behavior of instructor or Trainer was ? Very Good Satisfactory

Excellent Good Not Satisfactory Q, 13. A C Q. 14 A C Any other suggestions ?

Any training programme you like to conduct periodically . Give Title ? B D

C D