HISTORY OF COMPANY

Supreme company is founded in 1942, From modest beginnings as a small single product company in the i950s, to a Rs 20,000 crores multi unit conglomerate with Indias largest plastic products portfolio today, the Supreme group has certainly come a long way. This unrelenling growth has come through diverse efforts: consolidation and expansion, enhancement of capacities, addition of fresh products and variants, establishment of newer plants, and occationally, even acquisition of under performing by high potential units and brands. Understandably, group has successfully explored the integration route. For instance, in a major backward integration move, Supreme petrochem Ltd- and with it, one Indias largest world-class strenies complexes-came into being. Similarly diversification and horizontal integration have been fuelled by strategic collaborations with technology leaders. Two prime examples of this are introduction of multi-layer films of calendered film products in country. The group has made substantial complementary investment in R & D. this has not only helped in a thorough and superior assimilation of cutting edge technologies, but also contributed to a collateral development of newer and improved products on a continuing basis. So, while supreme SWR systems were Indias first viable alternative to conventional GI pipes and fittings, the unflagging creation of newer fittings keeps an unmatched range growing ever further. A client-friendly approach, a readiness to customize and a eagerness to provide all technical support have played no mean role in propelling supreme to leadership. An open mind and receptivity to nee ideas and needs remain hallmarks of the groups interface with all customers-in

groups interface with all customers-in India and across the globe.

COMPANY PROFILE
The supreme industry limited, is one of the leading processor of the 106000 MT of plastic every year. Among Indias dynamics fast growing acknowledged leaders in the countrys plastic industry with a group turnover in excess of Rs.12000 million (us $ 293 million). One of the major processing capacities is located at jalgaon, and it in having installed capacity of 40000 M.T PVC pipe and 5000 M.T injection molding. The total 18 numbers of extruders and 6 numbers of injections molding machine backed by the MSEB power and DG sets. Supreme is credited with pioneering several products in India. LARGE PROCESSING CAPACITY The supreme limited has large processing capacity as the groups units together process over 100,000 Tones of polymers every year among the largest volumes in India. The groups 20 sophisticated manufacturing plants feature the worlds finest technologies it has strategic collaborations with Global leaders. Like Waving of the Netherlands, schoellar of Germany, Rasmussen of Switzerland, Huntsman and ABB lummus crest of U.S.A, kale pentaplast of Germany. For world-class technology and customer oriented products supreme is having technical agreement and world lead in pipes and fittings. WAVIN OVERSEAS of Nether land; Supreme offers the largest range of plastic

products in India. PVC pipes fittings moulded furniture creates packaging films, BOPP films, Cross laminated films, rigid PVC films, industrial moulded products, food service, ware products, protective packaging products, PP mats, even polystyrene.

SUPREME QUALITY CONSCIOUSNESS

Supreme is an ISO 9001:2000 certify company with products having burean of Indian Standards ISI marks and confirming to various international standards. Having harnessed frontline technologies, supreme has committed substantial Resources to new product applications devt. PVC-SWR systems, cross lamination films tarpaulin, greenhouse covers and industrial sacks, reinforced EPE foam for roof waterproofing and insulation, lacquer finish moulded sofas. Are some examples of how new applications have been successfully developed over the years. Due to its innovative product range coupled with meticulous quality assurance. Supreme is referred as people who know plastics the best

GLOBAL VISION OF THE COMPANY

Subscribing to the one world, one market view, Supremes holistic approach to business is expressed in its global success. Strategic technological alliances with world leaders reflected our commitment to making products of uncomprising quality. Products that, in turn, are well received in the most discerning international markets. Products that, in turn, are well received in the most discerning international markets. We are associating with the best in the world on one hand and embracing new frontiers on the other. With waving overseas b.v of Netherlands for plastics piping systems. With schoeller waving systems international services GMBh and co. KG of Germany for bottle crate moulds. And with Rasmussen polymers development AG of Switzerland for cross-laminated films. These results are showing with the value of exports going part the Rs 500 million marks in 2004. Our plastic piping systems, for instance, have garnered a particularly good response, even from the most demanding customers UK, Australia and New Zealand are among the markets that have appreciated these. Supremes cross-laminated films, likewise, have won over clients in the US and Australia. Multiplayer films, rigid PVC films, rigid PVC films, crates furniture, FSW products,

industrial mouldings,PP mats, have all made a global markin places as diverse as south Africa and south America, Russia and Singapore, Cyprus and Canada, Spain and Bangladesh.

SUPREME INDUSTRIES LIMITED (General information of company)

The company was founded in 1942. It has 19 units in all over India .The unit of Jalgaon is one of them .The unit in jalgaon was formed in 1982. The union was formed in 1987. The factory is occupying 25 acres area.
ITS REGISTERED OFFICE:

CORPORATE OFFICE:

612,rahaja chambers Nariman point Mumbai-400021 17/18-shaha industrial estates Opp.vira desai road Andheri (west) Mumbai 400053

Mr. TAPARIA who has been designated as managing director manages the company. Mr. M.P PATARIA is overall in charge of company. UNITS OF SUPREME COMPANY There are 19 units in all over India. The units of supreme are: MAHARASHTRA ASSAM -4 -1

UNION TERRITORIES-3 WEST BENGAL -2 RAJASTHAN -1 MADHYPRADESH -2 UTTARPRADESH -2 GUJARAT -2 TAMILNADU -2

MANPOWER OF COMPANY Supreme industries limited consists huge manpower of 1100 people working in it. They consist of: EXECUTIVES 39 OFFICER 74 SUPERVISOR 26 MANAGER 13(ASST MGR) DEPUTY G.M 2 GENERAL MGR 4 Sr.GENERAL MGR 1 STAFF 163 ASST SUPERVISOR 16 PERMANENT WORKERS 281 CONTRACT LABOUR 481

PRODUCTION SUPREME is manufacturer of plastic pipes and fittings. SUPREME PRODUCT PORTFOLIO TYPES OF PIPES Agricultural pipe

S.W.R pipe High prices pipe A.S.T.M standard threaded pipe Casing bore well pipe Telephone ducting (mtnl) pipe Slotted pipe PP-R hot and cold weather pipe Eco-drain pipe Underground drainage pipe Well guard casing pipe Submersible pipe As per international standard. TYPES OF FITTINGS

They are generally used to jointly 2 pipes together in different angle. Coupler T Elbows Bend Female threaded adapter (FTA) Male threaded adapter. DEPARTMENTS PRODUCTION DEPARTMENT STORE DEPARTMENT HRD QUALITY CONTROL DEPT PURCHASE DEPT RAW MATERIAL DEPT YARD SECURITY DEPT ACCOUNTING DEPT

 MARKETING DEPT BANKERS STATE BANK OF INDIA HDFC CBI UTI

BOARD OF DIRECTORS B.L TAPARIA, chairman M.P TARARIA, managing director S.J TAPARIA, executive director B.V BHARGAVA, director E.B DESAI, director N.N KHADWALA, director R.M BHANDARI, director S.R TAPARIA, director V.P TRIVEDI, director SMT.N MUKHERJI, director Nominee of ICICI-up to (23.01.04)

SR.VICE PRESIDENT (Finance) & secretary O.P ROONGTA SR.VICE PRESIDENT (operation) J.M JOTLA

Offices

Ahemadabad, Bangalore, Chennai, Indore, Kochi, kolkata, Mumbai.

Delhi,

Hyderabad,

ORGANISATIONAL CHART
CHAIRMAN

VICE CHAIRMAN

MANAGING DIRECTOR

JOINTMANAGING DIRECTOR

SR GENERAL MANAGER

G M (FITTING)

GM (PIPE)

GM(COMMERCIAL)

PROJECT&MAINT

HRD MGR

PROD.MGR ASST PROD MGR SHIFT INCHARGE SUPERVISOR OPERATOR

DGM (PIPES)

DGM (FINANCE)

WAGE ADM

WEL FARE

SECUR ITY

TRAIN ING

MGR A/C

MGR TAXATION

MGR EXCISE

MGR DISPATCH

EXECUTIVES JR.OFFICER SR OFFICER SUPERVISOR

QUALITY POLICY
Supreme is one of the leading plastic processors in India manufacturing and marketing wide range of products. To retain this leadership the management is committed to build and pursue excellence in all aspects of every activity of the organizations. Confirming to the specifications of the customer and giving him the best possible service shall be the prime duty of every member of the supreme family. To achieve this goal, we shall
MAINTAIN

AN

EFFICIENT

QUALITY

MANAGEMENT FOR

SYSTEM. HAVE ONGOING TRAINING PROGRAMME UPGRADING SKILLS OF EVERY INDIVIDUAL AND

CONFIRMING REVIEW STANDARDS OF PERFORMANCE. Respecting individuals and giving due recognition to their good work shall always be our guiding spirit.

OBJECT OF FIELD WORK

Training and development of employees is becoming the number one priority in todays work place. Today employer no longer have the option to train or not to train, but the question simply is how much and when. Changing the nature of the work force does training. As we move in the information age there will be the need for training and developing employees for jobs, which did not exist a few years before. The training field is on the move. To meet todays challenges we need better-equipped trainers and various types of training materials than even before. The time in which we live is the era of the life long learner. We will have to continue to learn all of our life long learning has to be deliberates planned and continuous. In dynamic work environment and rapid changing economic condition; there is need for training and retraining personnel in order to enable them adapt to new situations. In this age of the knowledge workers and every person needs to embrace a lifetime of leaning and it is up to the organization to give their employees this opportunity. Only those organizations, which are able to give relevant training to their personnel in order to prevent obsolescence, will be able to survive in the future and also they will be capable to achieve the desired results.

INTRODUCTION
(Concept of training and development)
Training and development of employees is a part of human resource management. The importance of human resource development and training as its most important techniques for increasing productivity. Training is defined as any organizationally planned effort to change the behavior or attitudes of employees so that they can perform jobs acceptable standards. Development means not only to train a person for a particular task but the full development of personality that enables the human resources to exert their full potential. Employee training is the most important sub system of human resources of development. The training is the specialized functions and is one of the fundamental operative. After an employee is selected, placed and introduced in an organization he/she must be provided with training and development facilities in order to perform their duties effectively. Workers must be trained to operate machines, reduced scrap and avoid accidents. It is not only workers who need to be trained, but also the supervisors, managers and executives also need to be developed in order to enable them to grow and acquire maturity of thought and action training and development activities constitute an ongoing process in any organization.

TRAINING AND DEVELOPMENT OF EMPLOYEES

IN SUPREME COMPANY (Brief introduction)

Training and development means increasing the skills, abilities and knowledge of an employee in a company to perform a job or task. The SUPREME COMPANY has tremendous importance of training of associates and development of their employees. As training is the sense to make able to produce good quality products, serve high productivity and minimum cost of production and development means increasing the knowledge and attitudes of workers, which help them to overcome their problems and achieve high positions in the organization. The success of the organization lies behind the adoption of good training methods for their associates or employees. For this purpose this company has started separate activities for training and development of employees of their company with well-equipped methods in their premises itself. In the supreme company the training and development programmes are combined together for developing skills as well as basic attitudes, leading to growth of employees, While conducting training and development programmes the working shifts are arranged in such a way that it is convenient to all participants or employees.

As there is no fixed duration of training period it varies according to needs of training. If required they extend their training period upto weeks or so on also. The company provides with full facilities like pay for that day, meal facility and refreshment to the participants.

The development activities for employees are arranged by top-level managers and also by specially invited experts. The development activities include learning, education and training. The development and training activities are conducted entirely on their cost.

OBJECTIVES
IN

OF TRAINING

SUPREME COMPANY

As the main objective of training in any company is to increase productivity it is same in the supreme company. This is first and foremost important objective of their training programmes. But apart from this main objective there are some other objective of supreme company and they are: To prepare employees, both new and old to meet the present as well as future requirement of job. To prepare the employees for higher-level tasks. To help employees for higher-level tasks. To help employees to work effectively in their present position by providing them to latest information and techniques and also by developing skills they need for particular fields.. To ensure department smooth and efficient working of a

To promote sense of responsibility. To provide the new entrants the basic knowledge and skill they need for an intelligent performance of definite task. To ensure training becomes an important strategy for organization development about change.

 To improve quality and quantity of output to lower the cost of waste. To promote individual development and condition for high level of work environment. create

TECHNIQUES NEEDS

OF

DETERMINING

TRAINING

The training programmes are conducted only when the needs of training arise and there are various ways by which the company determines the training needs. The different techniques for determining the training needs are: OBSERVATIONS. MANAGEMENT REQUESTS. GROUP CONFERENCE. JOB ANALYSIS. QUESSTIONNAIRE SURVEYS. PERSONNEL RECORDS. PERFORMANCE RATING. BUSINESS AND PRODUCTION REPORTS. LONG RANGE ORGANISATIONAL PLANS.

IMPORTANCE OF TRAINING
Training is the corner stone of sound management, for it makes employees more effective and productive. It is actively and intimately connected with all personnel or managerial activities. Training and development activities help remove performance deficiencies in employees. There is greater stability, flexibility and capacity for growth in an organization. Training contributes to employees versatile in operations. All rounders can be transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased profits From year to year. Accidents, scrap and damage to machinery and equipment can be avoided or minimized through training. Even dissatisfaction, complaints, absenteeism and turnover can be reduced if employees are trained well. Training is an investment in human resources with a promise of better returns in future. A Companys training and development pays dividends to the employee and the organization. At the same time the employees personnel and career goals are furthered, generally adding to his or her abilities and value to the employer. Development activities enables the employees to develop and rise within the organization, and increase their market value, earning power and job security. It moulds the employees attitudes and helps them

to achieve a better cooperation with the company and greater loyalty to it. The management is benefited in the sense that higher standards of quality are achieved; a satisfactory organizational structure is built up. The training and development activities also helps in increasing the morale of employees, for it helps in reducing dissatisfaction, complaints, grievances and absenteeism, reduces the rate of turnover. Further trained employees make a better and economical use of materials and equipment, wastage and spoilage are lessened and need for constant supervision is reduced.

IMPORTANCE OF TRAINING AND DEVELOPMENT OF EMPLOYEES IN SUPREME COMPANY

Supreme company has their own importance of training and development of employees. The training and development of employees enables the employees to develop and rise within the organization and also it increases their value in the organization Training helps the organization in 2 ways: -

1. Employees become efficient after undergoing training and development activities. 2. Efficient employees contribute to growth of the organization. Future needs of employees will be met through development and training activities. Training serves as a very effective source of recruitment. A companys training and development pays dividends to the employee and the organization. The importance of training and development activities has their own importance both for organization and for the employees.

The SUPREME COMPANY is having importance of training and development activities because both help in various ways: It leads to improved profitability. in the

The training helps the morale of people company. Improves the knowledge company.

and skills at all level of boss

The training improves the relationship between and subordinates. The training also image.

helps in creating a better corporate

It also helps in development of the company. It helps employee to adjust change.

The training directly helps in increasing production. Helps in improving organizational communication. Helps in handling conflict.

METHODS OF TRAINING

As a result of research in field of training, a number of programmes is available some of these are new methods, while others are improvement over the traditional methods. The training programmes commonly used to train operative and supervisory personnel are below. These programmes are classified as on-the-job and off-the-job training programmes. ON-THE-JOB METHODS
COACHING

JOB ROTATION

JOB INSTRUCTION TRAINING THROUGH STEP BY STEP COMMITTEE ASSIGNMENTS ON THE JOB METHODS This is most commonly used method. Under this method, the individual is placed on a regular job and taught the skills necessary to perform that job. The trainee learns under the supervision and guidance of a qualified instructor.

On the job training has the advantage of giving first hand knowledge and experience under the actual working conditions.

JOB ROTATION: - This type of training involves the movement of the trainee from one job to another. The trainee receives job knowledge and gains experience from this supervisor or trainer in each of the different job assignments. This method is very common in training managers for general management positions. COACHING: -The trainee is placed under a particular supervisor who functions as a coach in training the individual. The supervisor provides feedback to the trainee on his performance and offers him some suggestion for improvement. JOB INSTRUCTION:- This method is also known as training through step by step. Under this method the trainer explains to trainee the way of doing the jobs, job knowledge and skills and allows him to do the job. COMMITTEE ASSIGNMENTS: -Under the committee assignment a group of trainees are given and asked to solve actual organizational problems. The trainees solve the problem jointly. It develops teamwork.

OFF-THE-JOB METHODS VESTIBULE TRAINING ROLE PLAYING LECTURE METHOD CONFERENCE PROGRAMMED INSTRUCTION

OFF-THE-JOB METHODS Under this method of training, the trainee is separated from the job situation and material related to his future job requirements, he can place his entire concentration on learning the job rather than spending his time in performing it.

VESTIBULE TRAINING:-In this method, actual work conditions are stimulated in a classroom. Material, files and equipment, which are used in actual job performance, are also used in training. This type of training is commonly used for training personnel for semi-skilled jobs. The duration of this training ranges from days to a few weeks. ROLE PLAYING:-It is defined as a method of human interaction that involves realistic behavior in imaginary situations. This method of training involves action, doing and practice. The participants play the role of certain characters such as the production manager, mechanical engineer, maintenance engineers, quality control inspectors, foreman, and workers and like. LECTURE METHODS:-The lecture is a traditional and direct method of instruction. The instructor organizes the material and gives it to a group of trainees. The advantage of lecture method is that it is direct and can be used for a large group of trainees. Thus costs and time involved are reduced. CONFERENCE:-It is a method in training the clerical, professional and supervisory personnel. This method involves a group of people who pose ideas and data, all of which contribute to improvement of job Performance. The success of this method depends on leadership qualities of person who leads group.

PROGRAMMED INSTRUCTION:-In recent years this method has become popular. The subject matters to be learned is presented in a series of carefully planned sequential units. The trainee goes through these units by answering questions or filling the blanks. This method is expensive and time consuming.

METHODS OF TRAINING IN SUPREME COMPANY

As stated earlier there are many methods of training programme but the methods of training used by the SUPREME COMPANY are: 1) FACULTY SPEECH: This is the method used by supreme company to train their employee. In this method of training all doubts are cleared by the trainers, he is very co-operative with the trainees, he hears them & also allows them to present their views or ask any questions regarding their work. And this method of training is also called as participative training Programme. The other 2 methods of training on the job training & off the job training are also used in supreme company as follows. ON THE JOB TRAINING METHOD This is basically said as Inside Company training program in supreme company because they are generally organized for introduced of new technology to improve the skill for technical knowledge. These training programmes are conducted in the company itself the

employee learns under the guidance of an qualified person under the guidance of an qualified persons under the job training methods the supreme company adopts methods of training They are: COACHING:

- The participants have to work under the supervisor who acts as a coach & issue orders & instructions in the training period. The coach also in the training period gives feedback to trainee on his performance & give suggestions if needed BY PARTICULAR MACHINE: - In the supreme company the workers are also trained with the help of a particular machine. The workers are trained as how to operate the machine and make efficient use of it so as to avoid the wastage and increase production capacity.
BY

GIVING INSTRUCTION:-The trainer gives the instruction and explains the way of doing the jobs job knowledge & skills that should be applied to perform the particular work .the trainer teaches him one by one the procedures being performed to do the work.

OFF THE JOB TRAINING The off job training methods are also called as outside training programme. The outside training programme is given outside the area of organization or in classroom. The off the job training program adopted by SUPREME COMPANY are: CONFERENCE: This is a method adopted by Supreme

Company to train the clerical professional and supervisory personnel. It involves a group of people who have ideas examine and share facts ideas and

draw conclusions that help in improving the job performance.

TRAINING PROGRAMES ORGANISED BY INSTITUTES:-

Candidates of engineering & management categories are declared to attend this programmes.
LECTURES METHOD:-In This method the trainees

have to follow the instructions given by the trainee. This method is use when there is a large group of trainees. This reduces the cost & time involved.

Method preferred by company

From both the methods, the company mostly prefers training within the company due to these advantages. They are: Less cost, less time consuming, highly appropriate as the supervisors coach. Familiarity of the employees to the work place and work environment of the industry. Loss of time due to employee absence to his work is minimum. Employee progress immediately.
Employees

can

be

judged

easily

and

can implement

the training inputs

effectively.

BENEFITS OF TRAINING AND DEVELOPMENT ACTIVITIES IN SUPREME COMPANY

The contributions of training and development activities to supreme company are: 1) INCREASED PRODUCTIVITY:

By training the productivity is increased. An increase in skill usually results in an increment in both quality and quantity of output. However the increasingly technical nature of modern jobs demands systematic training to make possible even minimum levels of accomplishment.
2) HEIGHTENED MORALE: -

The possession of needed skills help to meet such basic human needs as security and ego satisfaction. The development activities for employees also help to increase their morale. Human

relation programmes can make towards morale.

3) REDUCED SUPERVISION: -

a contribution

The trained employee is one who can perform with limited supervision. Both employee and supervisor want less supervision but greater independence is not possible unless the employee is adequately trained.

4) REDUCED ACCIDENTS: -

More accidents are caused by deficiencies in people than by deficiencies in equipment and working conditions. Proper training in both job skills and safety attitudes should contribute towards a reduction in the accident rate.
5) INCREASED ORGANISATIONAL BENEFITS: -

The outcomes of training help for organization stability by enhancing organizations human capital.

BENEFITS OF TRAINING
TO EMPLOYEES IN SUPREME COMPANY The training and development activities conducted by supreme company help the employees in following ways: 1) PERSONAL GROWTH:

Employees of supreme company on a personal gain individually from training. They secure wider awareness, high skill and increased personal growth . CONFIDENCE: Training creates a high level of confidence in employees as it gives a sense of safety and security to them in the company.

2) DEVELOPMENT OF NEW SKILLS:-

Training improves the performance of the employees in the company and makes them more useful and productive. The skill developed through training serves as a valuable personal asset to the employees. It remains permanently with them.
3) HIGHER EARNING CAPACITY: -By imparting skills,

training facilitate higher remuneration and other monetary benefits to them. The training helps each employee to utilize and develop his full potentials.

4) HIGHER EARNING CAPACITY: -By imparting skills,

training facilitates higher remuneration and other monetary benefits to them. The training helps each employee to utilize and develop his full potentials. INCREASED SAFETY: The proper training can help prevent industrial accidents as trained workers handle the machines safely. So there are very less chance of industrial accidents.

BENEFITS OF DEVELOPMENT ACTIVITIES TO EMPLOYEES IN SUPREME

Although training the employee is very beneficial for both company and employee, but the other development activities conducted for the employees in supreme also helps them in different ways: Confidence The development programme help to create a sense of confidence in the employees. 1) Understanding our self These programmes also help the employee to know and Understand himself and also his capacity. Feeling a positive self-image This programme enables a feeling of positive self -image Which helps in judging what to do and what not to do

Understanding of others The development programme also helps the employees to understand the behaviors of others in the company.
2) 3)

Acquiring new skills The employees also acquire new skills through these development programmes conducted by the company.

4) Deciding what to do in new future As the development programmes help in increasing the confidence, it helps the employees to decide what to do in future.

QUALITIES OF TRAINERS
The trainer must possess sufficient knowledge, skill and practical experience in training. A trainer is someone who is competent in three fields: o How to train o Training approach. o Training co-operation. One of the major tasks of the trainer is to provide leadership in establishing goals for training and development activity. The major task of trainer is to provide leadership in establishing goals for the training and development activity. To some extent the success of training programmes depends upon proper selection of person who performs the training tasks. Personal characteristics are important factors in selection of trainers. A trainer has to determine:

 What training has been done? What has been accomplished though the training efforts?
The major tasks of trainers are:

To To To To

identify training needs. identify all the tasks performed on-the job. know the trainees capacity to learn those tasks. make revisions based on test results.

A trainer needs to know: The number of participants, their experience in the subject matter. position, their

The subject to be taught, breadth and depth of coverage, skills to be developed, level to be attained. Date, time, place, accommodation, Training facilities. arrangements for travel,

Outstanding professional experience on the subject presented A written summary of lecture and any other materials, which need to be distributed to participants. Appropriate skills in teaching methods.

PROCEDURE OF TRAINING
Training programmes are a costly affair and a time consuming process. Therefore they need to be prepared carefully. The following steps are considered necessary. DISCOVERING THE TRAINING NEEDS. GETTING READY FOR THE JOB. PREPARATION OF LEARNER. PRESENTATION OF OPERATION AND KNOWLEDGE. PREFORMANCE TRY OUT FOLLOW UP.

1) DISCOVERING THE TRAINING NEEDS: -

A training programme should be established only when it is felt that it would assist in the solution of specific operational problems. The most important step in the first place is to make a thorough analysis of entire organization, its operations and manpower resources available in order to find out. The trouble spots where training may be needed. Identification of training needs must contain three types of analysis -organizational analysis, operations analysis, and man analysis. The analysis of the organizational analysis centers primarily upon the determination of the organisations goals, its resources and the allocation of the resources as they relate to the organizational goals Operations analysis focuses on the task or job regardless of employee doing the job. Man analysis reviews the knowledge, attitudes or skills he must acquire and what alterations in his behavior he must make if he if he is to contribute satisfactory to the attainment of organizational objective.
2) GETTING READY FOR THE JOB: -

Under this step, it is to be decided who is to be trained. The newcomer or the older employee, or the supervisory staff, or all of them selected from different departments. The trainers have to be prepared for the job, for he is the key figure in the entire programme.
3) PREPARATION OF LEARNER: -

This step consists: In putting the learner at ease (so that he does not feel nervous because of that fact he is on a new job); In stating the importance and ingredients of the job; and its relationship to work flow; In explaining why he is being taught.

 In creating interest and encouraging questions, finding out what the learner already knows about his job or other jobs; In explaining the why of the whole job and relating it to some job the workers already knows.

4) PRESENTATION

OF

OPERATION

AND

KNOWLEDGE: This is the most important step in a training programme. The trainer should clearly tell show, illustrate the question in order to put over the new knowledge and operations. The learner should be told of sequence of the entire job and why each step in its performance is necessary. Instructions should be clearly completely and patiently. There are various way of presenting the operation. Explanation, demonstration, etc.in addition one may illustrate various points through the use of pictures, charts, diagrams and other training aids.
5) PERFORMANCE TRY OUT: -

As a continuation of presentation sequence given above, the trainee is asked to go through the job several time slowly, explaining him each step. Mistakes are corrected, and if necessary, some complicate steps are done for the trainee the first time. The trainee is asked to do the job, gradually building up skill and speed.

FOLLOW UP: -

This step is undertaken with a view to test effectiveness of training efforts . This consists of: Putting a trainee ON HIS OWN. Checking frequently to be sure that he has followed instructions. Every training programme should have follow up otherwise the training programmes in the future cannot be improved.

TRAINING PROCEDURES IN SUPREME

As every training programme has particular procedures that are to be followed, for efficient training, the SUPREME COMPANY also adopts some procedures in training their employees. They are: 1. CLASSIFICATION OF TRAINING NEEDS. 2. IDENTIFYING PROPER CANDUDATES FOR TRAINING PROGRAMME. 3. CLASSIFICATION OF CANDIDATES OR PARYICIPANTS. 4. CONSIDERING THEIR QUALIFICATIONS. 5. GRADES (OFFICER, MANAGERS, WORKERS, SUPERVISORS) 6. SELECTION OF TRAINERS. 7. ISSUE CIRCULARS TO PARTICIPANTS. 8. SERVE ATTENDENCE REPORTS.

9. ISSUE OF ATTENDENCE CERTIFICATE. 10. FEED BACK. 11. EVALUATION OF TRAINING PROGRAMME. CLASSIFICATION OF TRAINING NEEDS Before arranging the training programme it is foremost necessary to classify the training needs in the company, because unless we know the training level that is required by the workers, we cannot effectively prepare the training programme. The training needs are classified according to the workers, managers and etc. who need to be trained.

1) IDENTIFYING PROPER CANDIDATES FOR TRAINING PROGRAMME As every particular personnel in the company does not essentially required to be trained so after the training needs beings classified, the proper candidates should be identified who essentially need to be trained. Because every candidate does not equally have the potential to grasp or understand the techniques that the trainer is giving them.

2) CONSIDERING THEIR QUALIFICATIONS The human resource department of supreme company also considers the qualifications of the participants because the training is given according to them according to their qualification, because less qualified person needs high level of training as he is ignorant then those who is high qualified.

GRADES (OFFICER, MANAGERS, WORKERS SUPERVISORS) The company divides the personnel of different grades as officer, managers, supervisors, workers etc, because training given to each of them is different to each other. The training programme is differently arranged for various groups as per their requirements. SELECTION OF TRAINERS The company selects the trainers, who will give the training to the employees or workers. The trainers are selected on basic of their qualifications and their qualifications and their experience and also on the ability of a particular person. The trainers need to have leadership quality in them. ISSUE CIRCULARS TO PARTICIPANTS After the training needs being classified and the trainer being assessed by the company, the next step is to make inform the workers or participants to attend the training by issuing circulars. The circulars should contain in them the time of training, date of training, and also the place where the training will be conducted. The circulars should be issued to all the participants. 3) SERVE ATTENDANCE REPORTS After the circulars being issued the participants should regularly attend the training programmes, for this purpose the trainer should have the attendance report of every participants with the signature of every participants .it helps in knowing the willingness of participants to attend the training. 4) ISSUE OF ATTENDANCE CERTIFICATE

The next step followed by the company is the issuing of attendance certificate to those participants who have regularly attended the training programme. This certificate is kept as a record for the participants, which helps them in near future. 5) FEED BACK After issuing certificate to respective candidate the next step is to receive the feed back from the participants. The participants are asked to fill an evaluation form given up by the trainer. The participants are required to fill in the information and give their remarks regarding the training programme.

6) EVALUATION OF TRAINING PROGRAMME The last step in training procedures adopted by supreme company is the evaluation of training programme. The HUMAN RESOURCE DEPARTMENT evaluates the workers capacity to produce or do a particular work before the training and after the training and then decides whether it was satisfactory or not.

TRAINING PERIOD IN SUPREME COMPANY

In supreme company the training and development activities do not have any fixed duration or period of training. The period of training depends upon the requirement of training needs that is needed by the employees, working in supreme company. It varies with the skill to be acquired and also to the complexity of Subject that is to be trained. The training period extends from 3 WEEKS to 6 MONTHS depending upon the requirement of jobs. Sometimes, if convenient the employees are also trained for a WEEK or a fortnight for an hour or two, everyday after working hours.

COST INVOLVED IN TRAINING AND DEVELOPMENT ACTIVITIES IN SUPREME COMPANY While considering the cost of training programme the supreme company Considers following points:

Fees for training programme. Conveyance charges as when the training is away from the company then the company has to give the conveyance charges (hotels charges, traveling charges)

SUGGESTION
After studying and analyzing every aspect of training and development activities in supreme industries limited. I would like the following points to be overlooked and taken into Consideration. Training period should be increased from few weeks, which will facilitate enhanced labors productivity. Visit to other branches must be arranged for worker associates to observe the working techniques. Written down notes must be given to associates and repetitive questionnaire on training provided must be given.

There must be off-the-job training for officer level, which must involve more interaction between trainee and trainer.

CONCLUSION
The training and development activities conducted in SUPREME INDUSTRIES LIMITED, acts as a motivational force for the associates, resulting in healthy organization and growth of industry. From the study I conclude the following; 1) The company has a well-defined system of reviewing training needs for individuals. The identified training needs are recorded against each of the individual and efforts are made to ensure that all the opportunities are given to associates for these development. .

2) The company focuses on developing associates in a continuous manner after duration of time at all level.

the fixed

3) The environment in which training and development activities are conducted acts as catalyst in fostering smooth internal company relation. 4) The employee-employer relations maintained in the supreme company. are very well

QUESSTOINNAIRE FOR EMPLOYER

1) Do you provide training to workers in your company? YES NO

2) Do you provide on the job and off the job both types of methods, of training? YES NO

3) Do your company have any fixed period of training?

YES

NO development and training

4) Do you combine both programmes together? YES NO

5) Do training always achieve the desired results? YES 6) Does the trainer the employees? YES NO needs to be a specialized for training NO

7) Do you think development activities conducted for employees help to achieve the goal of company? YES NO

8) Does your production capacity increase by training your employees in company? YES NO

QUESSTIONNAIRE FOR EMPLOYEES

1) Do you gain some benefit by being trained? YES NO training

2) Are you interested in attending all the programmes conducted by your employer? YES NO

3) Do you regularly attend the training and development programmes conducted for you by the company? YES NO

4) Do you prefer to attend the training programmes conducted after the working hours by your company for 1 or 2 hour? YES NO

5) Do you think the training and development programme conducted for you really helps you to cope with the future outcomes? YES NO

6) Do the training and development programmes conducted for you by the company satisfy you? YES NO

7) During training does refreshment facility? YES NO

the

company

provides

you

QUESTIONS
1) What is the need of training and development programmes in your company? 2) What importance does training have in your company? 3) On what basic you select the trainers for giving training to workers in your company? 4) What does it costs for arranging the training and development programme? 5) What are the different methods, which are adopted by your Company for training your employees? 6) Among the different methods which of them you prefer the most? 7) Why do you prefer on the job method of training? 8) What are the benefits derived by the training and development Programmes to your company? 9) In which way training is beneficial to employees also? 10) How do you inform the employees regarding the training and development programmes conducted for them? 11) How you come to know the effectiveness of training programmes conducted for employees?

12) What are the different techniques that help you to determine The training needs in your company? 13) What are the training procedures followed by your company? 14) In what way development activities conducted by you benefits your employee?

BIBLOGRAPHY

HUMAN RESOURCE DEVELOPMENT

BY L.M PRASAD

HUMAN RESOURCE AND PERSONNEL MANAGEMENT HUMAN RESOURCE AND MANAGEMENT DEVELOPMENT

BY K.ASWATHAPA

BY P.SUBHA RAO

PREFACE

The fieldwork report is prepared at SUPREME INDUSTRIES LIMITED On partial fulfillment of the degree in Master in personnel management. The theory of any subject is important but without its practical Knowledge it becomes useless, but only after taking after this field work report of TRAINING AND DEVELOPMENT ACTIVITIES we experience and understand the training activities in its fullest sense which plays a vital role in business field today. The knowledge of training is incomplete without knowing the training procedures adopted in company. The training and development activities are short term and long-term process utilizing systematic procedure by managerial personnel learns conceptual and theoretical knowledge for general purpose. The training and development are combined together for developing skills as well as lead to continued personal growth. The fieldwork provides golden opportunities

for all students especially when the management studies do not have perfect understanding of a particular unit. Hence this report is designed with the opportunity to gain practical knowledge of subject.

Acknowledgement
Devotion is important, knowledge is important is important, but this knowledge deviation will be fruitless if these factors are put in wrong foggy situations. I have utilized his valuable suggestions that formed the basis of this report. Firstly I would like to thanks Mr. Jitendra p.badgujar [Head of HRD, SUPREME LIMITED COMPANY, jalgaon] and Mr. Manish pathak [HRM] for giving direction and providing all necessary information and also by cooperating me to take an honest and detailed study of training and development activities in SUPREME COMPANY. I am humbly indebted to Dr.shyamkant Deshpande Sir,[Director,IMR,Jalgaon]for his valuable cooperation and his unending support and our Head of the Department Mr.M.K Godbole, Sir and my guide Mr. M.K Godbole, for guiding me at every step. I am also thankful to my family members, friends and everybody else who directly and indirectly helped me to complete this fieldwork report.

LALITA SINGH MPM 1 JALGAON