Ankita

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Research on Training & Development of Employees.

Rajhans Metal Pvt Ltd.

Project Submitted by: Ankita Makwana
Academic year 2013-15
PARAM IMR, Jamnagar Where EXCELLECE is an ATTITUEDE

SUMMER PROJECT REPORT
ON
TRAINING & DEVELOPMENT OF EMPLOYEES
AT
RAJHANS METAL PVT. LTD.

SUBMITTED BY
ANKITA MAKWANA
Enrollment No. -
MBA Sem-III

Guided By
Mr. Pruthvirajsinh N Rathod
ACADEMIC YEAR
2013-2015

SUBMITTED TO
PARAM INSTITUTE OF MANAGEMENT & RESEARCH
JAMNAGAR

AFFILIATED TO
GUJARAT TECHNOLOGICAL UNIVERSITY, AHMEDABAD

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DECLARATION
I undersigned Ankita Makwana a student of MBA 3
rd
semester declare that I have prepared this project
report on Training & Development at Rajhans Metal Pvt Ltd under Mr. Mehul Samani and by
Mr. Pruthvirajsinh N Rathod of PARAM IMR.
I also declare that this project report is my own preparation and not copied from anywhere else.

Ankita Makwana Place : Jamnagar
Enrollment No: Date :

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ACKNOWLEDGEMENT
Any accomplishment requires the efforts of many people and this holds true for this project also. It is a
matter of great pleasure to prepare the project report on Rajhans Metal Pvt Ltd as a part of two year
MBA Study. It helps students in understanding the part of actual corporate world. The main objective of
such training is to know and understand about practical application of management principle.
I hereby admit the truth that during the practical training of Rajhans Metal Pvt Ltd . Many known
and unknown persons have helped me directly or indirectly by giving me information. They had tried
their level best in explaining the function and procedure of the company.
First of all I am very much thankful to Mr. ___________for granting me permission to do summer
training in their company. Secondly, I am also thankful to Mr. Mehul Samani , Export Manager of the
company for giving me every required information.
My due thanks to all staff members and workers who helped me during various stages.
In following pages a sincere efforts has been made by me to mention the knowledge I acquired during
my industrial training. The matter mentioned is based on company incentives..

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I NTRODUCTI ON

According to Edward Flippo Human resource management is the

planning, organizing, directing and controlling of the procurement, development,

compensation, integration, maintenance and separation of human resources to the

end that individual, organizational and societal objectives are accomplished.

From above definition human resource management refers to set of programs,

functions and activities designed and carried out in order to maximize both

employee as well as organizational effectiveness.

An organization is a human grouping in which work is done for the

Accomplishment of specific goals, or mission. People have to make things

happen to aid in the achievement of the organizational objective, to co-ordinate the

resources of the organization viz., money, material, machinery & men. It is an effective

combination and dovetailing of these factor that the success or failure of the

organization depends. Without human efforts, organization cannot accomplish

their objectives. Rensis likert rightly observes All the activities of any enterprise are

initiated and determined by the persons who make up that institution, plants,

offices, computers, automated equipments, all else that make a modern firm

uses are unproductive except for human effort and direction of all the tasks

of management, managing the human component is the central and most

important task, because all else depends on how well is done.

Human Resource Management (HRM), a relatively term, emerged during

1970s. Coming to the evolution of the subject HRM, it may be stated that

Concern for the welfare of the workers in the management of the business

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enterprises has been in existence since ages.

Kautilyas Arthasastra states that there existed a sound base for systematic

management of resources as early as the 4th century B.C. the government then

took an active interest in the operation of public and private sector enterprises

and provided systematic procedure.

For regulating employer- employee relationships. It is my pleasure to
Present this project report on Rajhans Impex Pvt. Ltd.
There are so many people involved in this project, without whose support it.

HISTORY & DEVELOPMENT

OF THE COMPANY

Incorporated on 6
th
of April 2004 as "RAJHANS" Group Company, the
RAJHANS IMPEX PVT LTD (100% Export Oriented Unit) is the

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manufacturer and exporter of COPPER ALLOY.

In a very short period of time, Rajhans Impex has emerged as
one of the leading manufacturer of Extrusions and Ingots of
Copper and Copper Alloy. Rajhans Impex has achieved impressive
growth. Today, company can take pride to have a highly talented and
motivated work force with a negligible mobility and a very vast &
permanent customer base spread over the international market.

And this Is not the end of the development of the company, company
is very much flexible in nature to accept any development.

ORGANIZATIONAL STRUCTURE

Organization chart is a diagrammatic form which shows important
Aspects of an organization, including the major functions in their
respective relationships. It provides a birds eye view of the

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relationships between different departments or divisions of an
enterprise as well as the relationship between different executives and
subordinates at various levels. Rajhans Impex follows following type of
organization structure in their regular working relationships.

CONTRIBUTION OF THE COMPANY

Only making profit is not the prime objective of the present
companies. They are also contributing to the society and government
in many ways. RAJHANS IMPEX PVT. LTD. has also contributed in many
ways to the society and government.

EMPLOYEMENT OPPORTUNITIES

RAJHANS IMPEX PVT. LTD. has provided employment opportunities to
the local people. At present company have 100 workers and 40 staff-members.
Thus, company provides good employment opportunities.

SOCIAL RESPONSIBILITY

Company is trying for improving the lively-hood of people.
Company is trying to fulfill its social responsibility by employing local
people and providing them good working conditions.

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DEVELOPMENT OF RURAL AREAS

RAJHANS IMPEX PVT. LTD has contributed for the development of
Rural areas near by its plant through providing employment opportunities.

INDUSTRY DETAILS

This project report is prepared on one of the manufacturing
industry which is spread all over the world, i.e. Brass Part Industry. In
todays time, the Brass products are produced almost all over the
world. However, this was not the case in the past. The Brass Part
industry was not developed at all the places of the world, because it
requires a particular type of temperature and humidity to Should the
raw material into a particular shape. And also the raw materials
required to carry on the production were also not available very
easily in the past. But with the passage of time, with the development
of transportation facilities and technologies all such hurdles had been
removed and the Brass Part industry started developed at almost all
over the country.

Today, there are many countries at where the Brass Part factories
Have been started and also working properly. For instance, India, China,
USA, UK, Malaysia, Singapore, etc. Out of all these countries, the two
Major countries that are producing Brass Part items are China and India.

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Especially in the whole world, Jamnagar city is known for the house of brass
part items.

Today, with the help of the government for the development of
Brass part industry in Jamnagar, numbers of brass items are produced in
Numbers of factories. Government has provided various subsidies to brass
Part industry for the EOUs (Export Oriented Units) to boost the export of
the brass items. Rajhans Impex has got tax holiday up to 2009 being 100 %
Export Oriented Unit.

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QUALITY MEASUREMENT

Company has the title of "ISO 9001:2000 Certified Company" since the
First year of its working to its credit, which reflects its strong quality
Focus attitude.

The quality assurance and testing facilities at Rajhans Impex are
Absolutely state-of-the-art. The laboratory is fully equipped to test the
material, both Chemically & Physically. Testing of Copper Alloys through
Electro Photo Spectrometer, not only ensure exacting Chemical
Composition of begins with the procurement of proper raw material
and ends with timely delivery of material to the customer as per their
stipulated specification. Copper Alloys, but instills in a confidence to
guarantee quality.

In order to achieve high standards of quality constantly, as demanded
by its customers, each and every task of the manufacturing process
is ably manned, closely supervised, perfectly monitored and properly documented.

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TARGET MARKETING

Single - Segment Concentration Having evaluated different segments, the
company can consider five patterns of target market selection. They are as
below.

Selective Specialization
Product Specialization
Market Specialization
Full Market Coverage

Now as far as Rajhans Impex is considered, it comes under the last category
of serving to Full Market. It pays the equal attention to all the market
segments that are stated in the above section.

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FINANCIAL SOURCES

In RAJHANS the internal sources of finance
Profit funds,
Short-term loans,
Share funds, etc.

In RAJHANS external sources of finance
Banks,
Financial institution,
Other firm, etc.

ORGANISATION OF PERSONNEL DEPARTMENT

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Creation of separate, effective organization of personnel department
increases the work efficiency and provides a proper co-ordination among the
employees working in the organization. The personnel department of the company
is well knitted. The MD possesses the overall responsibilities of this department.
He looks about the day-to-day affairs of the company.

All company has their own special department. Of the company has also
personnel department, the main basis of the departmentalization is that the various
activities can be divided into several parts.

Managing Director

Manager (HRD)

Assistant HRD Manager

Executive

Supervisor

Worker

Peon

CHART 2:-ORGANISATION OF PERSONNEL DEPARTMENT

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JOB DESCRIPTION & JOB SPECIFICATION

A document contains a statement of job analysis is job description.

Job description is a statement of acceptable human qualities necessary to perform a job
properly.

Job specification means to tell the employee how to do the work and
how to do it right from the work starts till the end of the work. Big company has
the specific job description because it is done on the large scale and they cannot
afford any mistake from the employees. So they need a specific description of the
work.

Our company do not use any of such type till now it does not have any job
description in the company but they are planning to start the job description in
coming years in the company in that description they will include all the
responsibilities of the employees and the nature of the job, period of the job etc

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I NTRODUCTION TO TRAINING

Every organization needs to have well trained and experienced people to

perform the activities that have to be done. Training Is necessary to raise the

skill levels and increase the versatility and adaptability of employees. Training is a

process of learning a sequence of program behavior. It is application of

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knowledge; it gives people an awareness of rules and procedures to guide their

behavior. It attempts to improve their performance on the current job or prepare

them for an intended job.

Manpower service commission (1981) defines training as a planned process to

modify attitude, knowledge or skill, behavior through learning experience to

achieve effective performance in an activity or range of activities. Its purpose in

the work situation is to develop the abilities of an individual and to satisfy the

current and future needs of organization.

NEED FOR TRAI NING

The need for the training is clear from the following observation:

To increase productivity: instruction can help employees to increase their level

or performance which directly tends to increase productivity which in turns reflects

on company profit . Training helps new employees to understand the most

efficient and effective way of performing the job.

To improve quality: Better informed worker are less likely to make operational

mistakes. Quality increase may be in reference to a company product or

service or in reference to the intangible organizational employment atmosphere.

TRAI NI NG POLI CY

Every company or organization should have well-established training policy. Such

a policy represents the top managements commitment to the training of its employees, and

comprises rules and procedures governing the standard of scope of training.

A training policy is considered necessary for the following reasons:

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provide guidance

in the framing and implementation of programs concerning them to all concerned.

basis; and

TRAINING

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TRAINING

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Training is the corner stone of sound personnel development

Training can be introduces simply as a process of assisting a person for
enhancing efficiency & effectiveness to a particular work area by getting
more knowledge and practices. Also training is important to establish
specific skills, abilities and knowledge to an employee.

Training is one of the effective instruments, which help to reduce wastage of
resources. Improve quality of the product and lesser the possibility of accidents.
Its scopes are wide enough to cover all type of employee and executives including
top management with highest educational qualifications.

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TRAI NI NG I N RAJ HANS

In the RAJHANS the HRD identifies the training of all the employees with the
department heads. Every year in the month of March, after having training date
identified the HRD with the approval of the top management prepares a
calendar and conducts the training programmed.

In case of the workmen, training is the given on the safety, housekeeping,

quality improvement, multi skilling, awareness, discipline, behavior and conduct

rules are given.

In case of the staff category, the training areas are skills development;

attitude, motivation, awareness, roles and responsibility etc are given.

In case of management training, all areas are of the specific nature mainly the

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management development areas are been conducted In company employees are

developed through demonstration, seminar and discussion processes also.

TYPES OF TRAINING

ON THE JOB TRAINING

RAJHANS provides on the job training to the worker, who is on

the machinery. The head of the department provides the specific training

to the workers and also solves problems which are faced by the workers.

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The method is economical, as the supervisor provides the training. The

regular work is not affected as the trainee learns within the factory

premises.

1. ON THE J OB TRAI NING:

Every employees provided with some on-the-job training when he joins the

organization. This is the most widely used methods of employee training as it

provides the essential skills required to perform his job.

2. APPRENTI CESHI P TRAI NI NG :

Apprenticeship training is normally given to artisans, electricians , plumbers

Bricklayers and the like. The duration of this course normally various from 2-5 years

Depending on the nature of trade and the desired skill level It is usually carried out

under the guidance and intimate supervision of the master craftsman /expert worker

/ supervisor.

3. LECTURERS :

This is the simplest form of training. It is the best form of instruction when the

intension is to convey information on rules, regulations, policies and procedures.

This form is also suited on imparting knowledge on theory and concepts. Another

advantage is that it can be effective even when number of trainees is more. It also

saves time but major disadvantage is that it involves passive participation of

trainees depends on ability of teacher to a great extent.

4. CONFERENCE SEMI NARS AND WORKSHOPS:

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This is a formal method of arranging meeting in which individuals confer to

discuss points of common interest for enriching their knowledge and skill. This is a

group activity. It encourages group discussion and participation of individuals for

seeking clarification and offerings explanations and won experiences. It is a

planned activity with a leader to guide the proceedings which is focused on agreed

agenda points prefixed during planning stages of such conferences. There are three

variations:

Directed conferences

Training conferences

Seminars/Workshops

In directed conferences, expert who directs the conference explains his concepts

and ideas and the participants are encouraged to ask questions and counter

view points which are opened to discussions for arriving at consensus. In the

training conferences, the trainers pool the group knowledge and experience and

improve their knowledge.

In seminars experts from different departments of same organization and also

from the organization participate with view to find solutions to an existing

problems or enhancing their knowledge on an existing subject.

5. CASE STUDI ES:

Christopher Langdell first developed this method in 1880s. Under this method

several empirical studies examined in details to find commonalities to derive

general principles. Here cases of failure and results of Ivestigations are

proposed and discussed so that preventive steps can be taken. The case study

based upon the belief that managerial competence can be best attained through

the study, contemplation, and discussion of concrete cases.

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6.ROLE PLAYI NG:

This method was developed by Moreno, a Venetian psychiatrist. Here a real-life

Situation is simulated by a group of trainees in which each one takes up the

roles and defends their roles.

7. PROGRAM I NSTRUCTI ONS (PI ):

Program instruction is a structured method of instruction aided through texts,

Handouts , books and computer aided instructions (CAI). Here the instruction

material and information is broken down in to meaningfull units and arranged in

a proper sequence to form a logical method of learning package. At the end of

each learning package, the learning ability is evaluated in real time basis.

8. T- TRAI NI NG OR SENSI TI VI TY TRAI NI NG:

T-group is a small discussion group usually fewer than 12 in a group. Here

the members learn more about themselves especially their weakness and

emotional stability free and frank discussion are held without any inhibition in

which each member is encouraged to express his feeling without fear or favor. It

deals with interpersonal problems directly to solve them instead of finding

temporary solutions through compromises.

9. SI MULATI ON/COMPUTER MODELLI NG:

Any training activity in which actual working environment is artificially created as

Realistic as possible is called simulation training. When the work environment is

artificially created by using computer programming methods we call it Computer

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modeling.

10. VESTI BULE TRAI NI NG:

In vestibule training employees are trained on the equipments they are employed

by the training is conducted away from the place of work.

11. AUDI O VI SULA AI DS:

In order to improve understanding audio-visual aids are considered very usual and

sometime inescapable to demonstrate operation of a machine or explain a

process.

Audio-visual aids such as slide projector, tape recorders, and CCTVS can

supplement the efforts of the lecturing and improve its effectiveness.

OFF THE J OB TRAI NI NG

RAJHANS provides off the training to the worker and the employees.
In that they provide classrooms training in which they invite some engineers to trains
the workers and the y arrange different seminars. Trained employees handle
machines and equipment very carefully.

There are various types of this Training system, which are as under :

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1) Lecture method
2) Personal Conferences
3) Role- playing
4) Case Studies
5) Programmed Learning

CLASSROOM TRAINING

To keep costs low, RAJHANS plan classroom training that only requires one
trainer, plus the cost of binders and copies of training materials.
One trainer can handle classroom training for small groups of 5 to 10, but also
large groups of 30 to 40. A trainer must make learning fun and interactive. The
format might include new reading material for employees, graphics presentations
by the trainer, peer discussion groups, small group tasks, and employee self-
reflections.

In RAJHANS Classroom training must offer feedback on what employees have
learned, usually by comparing results of pre- and post-assessments.

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WEB SEMINAR TRAINING

In RAJHANS Using Web conferencing software, trainers can set objectives
and ways to measure learning. It's important not to assume that employees will get
all information needed as passive listeners in a Web seminar, or "webinar."
Trainers can design the webinar training to be interactive by using all tools in the
Web conferencing software

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A webinar can also feature visuals and discussions among participants, as long
as each participant has a microphone. Some webinar software also enables
communication over a screen chat or a video conference.

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IMPROVING EFFECTIVENESS OF TRAINING:

The training programrs can be made effective and successful of the following

hints are considered:

Specific training objectives should be outlined on the basis of the type of

performance required to achieve organizational goals and objectives. An audit of

personal needs compared with operational requirements will help to determine the

specific training needs of individual employees.

Attempt should be made to determine if the trainee has the intelligence maturity

and motivation to successfully complete the training may be postponed or

cancelled till improvements are visible.

The trainee should be helped to see the need for training by making

him aware of the personal benefits he can achieve through better performance. He

should be helped to discover the rewards and satisfactions that might be available

to him through changes in behaviors.

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TECHNIQUES OF EVALUATION:

One approach towards evaluation is to use experimental and control groups.

Experimental groups are those who receive training and control groups are those

who do not receive training. At the end if the gains demonstrated by the

experimental group are better than those of the control group, then the training is

presumed to be successful.

Another method of training evaluation involves longitudinal or time-series analysis.

Measurement is taken before the program begins and Is continued during and

after the program is completed. These results are plotted on a graph to

determine whether changes have occurred as a result of training.

One simple method of evaluation is to pass out a questionnaire to the trainees

after the completion of the program to obtain their opinions about the programs

worth. Their opinions could also be obtained through interviews. A variation of this

method is to measure the knowledge or skill that employees possess at the

commencement and completion of training.

EVALUATION OF TRAINING PROGRAM:
The main objective of evaluating the training programs is to determine if they

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are accomplishing specific training objective. Training programs should be evaluated

to determine their cost effectiveness. Evaluation helps in explaining the reasons and

causes of program failure.

OBJECTIVES OF TRAINING

The objectives for the training of employees in RAJHANS are as under :

To increase productivity- Instructions can help employees increase their level of
performance on their present assignment. Increased human performance often leads to
increased operational productivity and increased company profit.

To improve quality- Better informed worked are less likely to make operational
mistakes. Quality increases may be in relationship to company product or service or in
reference to the intangible organizational employment atmosphere.

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To help a company fulfill its future personnel needs- Organizations that have a good
internal programme for development will have to make less drastic manpower changes
and adjustments in the event of sudden personnel alterations. When the need arises
organizational vacancies can be easily staffed from maintaining an adequate instructional
programme for both its non-supervisory and managerial employees.

To improve organizational climate- An endless chain of positive reactions result

from a well planned training programme.

To improve health and safety- proper training can help prevent industrial
accidents. A safer atmosphere leads to more stable mental attitudes on part of employees.
Managerial mental status would also improve, if supervisors know they can better
themselves through company designed development programmes.

Obsolescence prevention- Training and development programmes foster the initiative
and creativity of employees and help to prevent manpower obsolescence due to age,
temperament, or motivation or the inability of a person to adapt him self to technological
changes.

Personal growth- Employees on a personal basis gain individually from their exposure to
educational expressions. Management development programme seems to give
participants a wider awareness, an enlarged skill and enlightens realistic philosophy and
make personal growth possible.

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ROLE OF TRAINER

The effective transfer of training depends a lot on the trainer because it is the
trainer only who can remove the mental block of trainee, motivate the trainee to
learn, delete the negative perception of the trainee regarding the training. Besides
all that, a lot depends on personality of trainer also.

IN RAJHANS The major competencies that are required to be present in a trainer are:
Presentation Skills
Business Skills i.e. budgeting, time management, negotiation, etc.
Content Development i.e. material production, graphics, layouts, etc

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Self development i.e. interpersonal skills, good listening skills, flexible, accepting
the share of accountability, etc.

Trainers Skills

The skills that need to be present in a trainer are:
Training Design
Evaluating the training program
Training need analysis
Worksheet design
Exercises design

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CHART 3 : Role of Trainer

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NEED FOR TRAINING IN RAJHANS

To raise the productivity

To Improve quality in work

To assist a company in fulfilling its future

To improve health & safety

Out datedness prevention

To improve organizational climate

Personal growth

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DEVELOPMENT

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DEVELOPMENT

INTRODUCTION OF DEVELOPMENT

Development is a process which covers not only those activities which
improves job performance but also those which bring about growth of
personality helps individual in progress towards maturity and actualization
of their potential capacities so that they become not only good employees
but better man or woman. Development refers to philosophical and
theoretical education concepts.

Management development concept is based on 5s theory must be
imbibed at each level at all times. These 5s are as follows:

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System, Speed, Service, Study, Security

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FUNCTIONS OF DEVELOPMENT

1. Training and development :-

Training and development is aimed at improving or changing the knowledge

skills and attitudes of the employees.

In RAJHANS While training involves providing the knowledge and skills

required for doing a particular job to the employees, developmental activities

focus on preparing the employees for future job responsibilities by increasing

the capabilities of an employee which also helps him perform his present job in

a better way. These activities start when an employee joins an organization in
the form of orientation and skills training. After the employee becomes
proficient, the HR activities focus on the development of the employee through

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methods like coaching and counseling.

2 .Organization development :-

Organization development is the process of increasing the

effectiveness of an organization along with the well being of its members

with the help of planned interventions that use the concepts of behavioral

science. Both micro and macro changes are implemented to achieve

organization development. While the macro changes are intended to improve

the overall effectiveness of the organization the micro changes are aimed at

individuals of small groups.

In RAJHANS Employee involvement programmes requiring

fundamental changes in work expectation, reporting, procedures and reward

systems are aimed at improving the effectiveness of the organization. The

human resource development professional involved in the organization

development intervention acts as an agent of change. He often consults and

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advising the line manager in strategies that can be adopted to implement the

required changes and sometimes becomes directly involve in implementing

these strategies.

3. Career development :-

It is a continuous process in which an individual progresses through different
stages of career each having a relatively unique set of issues and tasks. Career
Development comprises of two distinct processes. Career Planning and career
management. Whereas career planning involves activities to be performed by the
employee, often with the help of counselor and others, to assess his capabilities and
skills in order to frame realistic career plan.
In RAJHANS Career management involves the necessary steps that need to be
taken to achieve that plan. Career management generally focus more on the steps
that an organization that can take to foster the career development of the
employees.

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BIBLIOGRAPHY

Reference Books

Human Resource Management, C.B .Gupta,10
th
edition, Sultan Chand &Sons
Publishing Hose.

Desai Vansant, Project Management, 2nd Edition, 1999, Himalaya Publishing
House.

K. Aswathappa ,5
th
Addition, The McGraw-Hill Publishing Company Ltd.

Web-sites :

www.rajhansimpex.com
www.brasspart.com
www.jamnagarind.com

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MANAGEMENT COMMITTEE

MANAGING DIRECTOR
Mr. Jinesh F. Shah

BOARD OF DIRECTORS
Mr. Dhaval Shah
Mr. Amit Shah
Mr. N. M. Bafna

AUDITORS
M/s. Sarda and Sarda

BANKERS
State Bank of Saurashtra, Digvijay Plot, Jamnagar

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CHART 1: Organization chart

VARIOUS LEVELS IN
ORGANISATION FOR
SYSTEMATIC WORK

DEPARTMENTAL
HEADS
CEO, BOARD OF
DIRECTORS
WORKMEN,
FORMEN, SUPER-
VISOR

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MISSION & VISION

Company had seen the different objectives that the company has set to
achieve in its business operations that are of short term period. But, at the
same time if the company wants to achieve success for a longer period of
time, it has to establish its mission and vision, these statements refers to
the longer working environment of the company.

Likewise, Rajhans Impex has also determined Mission and Vision for the
development of business operations. It is,
"To achieve organizational excellence through visionary leadership and
innovative efforts with the blend of latest technology and empowered
team committed to total customer satisfaction."

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MARKETING SEGMENTATION

At Rajhans Impex, the marketing segmentation is done on the bases
of the use of its products. The products of the company are used in the following
industries:

Engineering Industry
Electrical Industry
Government and Semi-government suppliers, etc.
Watch Case industry
Sanitary Parts
Exports
Agriculture (Sprinkler System)
Forgings
Brass .Builder Hardware

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ADVERTISING

Rajhans Impex carries out the advertising with some aim or objectives.
The company caries out advertising for informing the market about new
product through the advertising.
To create a favorable climate for maintaining and improving sales mainly in
the growth & maturity stages of PLC.
It uses advertising for informing the customers about the change in their
Machines.
The Company also used advertisement for enhancing its goods choice and
privileges.

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Stand by Lab

Electro Photo Spectrometer

Hardness Testing Machine Physical Testing Machine

ESTIMATE OF WORKING CAPITAL

In RAJHANS has taken following factors into consideration for making an
accurate estimation of working capital. The average amount of cash

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required in order to making advance payment.

The length of the production cycle of work in progress.
The average period of credit allowed to customer.
The total cost incurred on overheads.
The average period of credit allowed by suppliers.
The amount of cash required for meeting day-to-day expenses.
Time lag in the payment of wages and other expenses

According to American Society for Personnel Administration:-

Personnel Management is the art of acquiring, developing and maintain
competent work force in such a manner as to accomplish with maximum
efficiency and the economy function and objective of the organization.

But with the revised concepts of personnel management emphasis on

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three side management i.e.
To maintain good relationship within organization.

To enable each personnel to make his maximum personal contribution towards.

The work goal achievements

To achieve three things through respect for human personality. If manpower is

properly managed or used, it may prove dynamic motivating force for summing

an enterprise at its optimum cost.

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BACKGROUND OF THE STUDY

Training is the act of increasing the knowledge of an
employee for doing a particular job.

-Edwin B Flippo,

Training is process of learning a sequence of programmed

behaviour. It is the application of knowledge. It gives people

an awareness of the rules & procedures to guide their

behaviors. It attempts to improve their performance on the current

job & prepares them for an intended job.

What is Development?

Development is a related process. It covers not only those

activities which improve job performance but also those which

bring about growth of the personality. Training a person for a

bigger & higher job is development, this process includes not only

imparting skills but also certain mental & personality attributes.

Why Training is needed?

To increase Productivity

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To improve Quality

To help the company to fulfill its Goals & Future Needs

To improve Organizational Climate

Obsolescence prevention

_ Personal Growth

Organizational Training

The purpose of Organizational Training is to develop the skills

and knowledge of people so they can perform their roles

effectively and efficiently Organizational Training includes training

to support the organizations strategic business objectives and to

meet the tactical training needs that are common across projects

and support groups. Specific training needs identified by

individual projects and support groups are handled at the project

and support group level and are outside the scope Of

Organizational Training. Project and support groups are

responsible for identifying and addressing their specific

training needs.

An organizational training program involves the following:

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Identifying the training needed by the organization

Obtaining and providing training to address those needs

Establishing and maintaining training capability

Establishing and maintaining training records

Assessing training effectiveness

Effective training requires assessment of needs, planning,

instructional design, and appropriate training media (e.g.,

workbooks, computer software), as well as a repository of training

process data. As an organizational process, the main

components of training include a managed training-development

program, documented plans, personnel with appropriate mastery

of specific disciplines and other areas of knowledge, and

mechanisms for measuring the effectiveness of the

training program.

The identification of process training needs is primarily based on

the skills that are required to perform the organization's set of
standard processes. Certain skills may be effectively and

efficiently imparted through vehicles other than in-class training

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experiences (e.g., informal mentoring). Other skills require more

formalized training vehicles, such as in a classroom, by Web-

based training, through guided self study, or via a formalized on-

the job training program. The formal or informal training vehicles

employed for each situation should be based on an assessment

of the need for training and the performance gap to be

addressed.

Success in training can be measured in terms of the

availability of opportunities to acquire the skills and knowledge

needed to perform new and ongoing enterprise activities. Skills

and knowledge may be technical, organizational, or contextual.

Technical skills pertain to the ability to use the equipment, tools,

materials, data, and processes required by a project or process.

Organizational skills pertain to behavior within and according to

the employee's organization structure, role and responsibilities,

general operating principles and methods. Contextual skills are

the self-management, communication, and Interpersonal abilities

needed to successfully perform in the organizational and social

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context of the project and support groups.

Organizational process assets enable consistent process

performanceacross the organization and provide a basis for

cumulative, long-term benefits to the organization.

Training and the Workplace

I N Most training takes place in an organizational setting, typically

in support of skill and knowledge requirements originating in the

workplace. We can identify five basic points at which we might

take measurements, conduct assessments, or reach judgments.

These five points are:

1. Before Training

2. During Training

3. After Training or Before Entry (Reentry)

4. In The Workplace

5. Upon Exiting The Workplace

The Many Purposes of Training

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As a management tool, training serves many masters and many

purposes. The purposes for or uses of training are given in the list

below. The evaluation of training might vary with the purpose or

use of the training itself.

1. Focusing energy on issues.

2. Making work and issues visible.

3. Supporting other interventions.

4. Legitimizing issues.

5. Promoting change.

6. Reducing risk.

7. Creating a community based on some shared experience.

8. Building teams.

9. Indoctrinating new staff.

10. Communicating and disseminating knowledge and
information.
11. Certifying and licensing.

12. Rewarding past performance.

the Given the diverse array of purposes listed above, it seems

reasonable to conclude that the results sought from the training

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would also be diverse.

Changing expectations of training

Organizational expectations for training have shifted dramatically.

The most pronounced change is a new and vigorous justification

of the cost of training based on return on investment (ROI) and

organizational impact. This transition has been driven by the

competitive nature of the international economy and resulting

changes in organizational structure, which produce flat, thinner,

and fewer administrative cost centers. In addition, training

professionals are being asked to do more and play an important

role in the strategy of the organization. The ability to generate

and apply knowledge is a competitive advantage and source of

new products, services, and revenue. The nature of training itself

is undergoing a transformation. Trainers no longer hold the

privileged position of "all knowing" content expert. Groups being

trained often contain individuals with more depth of knowledge

about, more experience applying, or more time to access current

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knowledge on the subject of the training. The training

professionals thus become facilitators of learning and guides to

available knowledge instead of content experts who bring "the

info" into the training room with them.

Trainers no longer "own" the knowledge. Instead, they synthesize

and provide resources to clients who also have access to the

knowledge. As training has moved from satisfying trainees to

improving organizational performance, the definition of customer

has broadened. Trainees themselves are still among the

"customers" of training.

I NRODUCTI ON OF HRM

According to Edward Flippo Human resource management is

resource

management refers to set of programs, functions -- and the
lanning, organizing, directing and controlling of the

procurement, development, compensation, integration,

Maintenance and separation of human
resources to the end

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that individual, organizational and societal objectives are

accomplished. From above definition human
and

activities designed and carried out in order to maximize both

employee as well as organizational effectiveness. An

organization is a human grouping in which work Is done for

the accomplishment of specific goals, or mission. People have

to make things happen to aid in the achievement of the

organizational objective, to co-ordinate the resources of the

organization viz., money, material , machinery & men. It is an

effective combination and dovetailing of these factors that

the success or failure of the organization depends. Without

human efforts, organization cannot accomplish their objectives.

Rensis likert rightly observes All the activities of any enterprise

are initiated and determined by the persons who make up

that institution, plants, offices, computers, automated

equipments, all else that make a modern firm uses are

unproductive except for human effort and direction of all the

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tasks of management, managing the human component is the

central and most important task, because all else depends on

how well it is done.

Human Resource Management (HRM), a relatively term, emerged

during 1970s. Coming to the evolution of the subject HRM, it

may be stated that concern for the welfare of the workers

in the management of the business enterprises has been in

existence since ages.

Kautilyas Arthasastra states that there existed a
sound base for systematic management of resources as early

as the 4th century B.C. the government then took an active

interest in the operation of public and private sector

enterprises and provided systematic procedure for

regulating employer-employee relationships.

SCOPE OF HRM

In the olden time, the personnel department was called

Health and Happpiness department. They were in charge of

arranging parties and picnics only. At that time Adam

Smith saw factors of Production as land, labour and capital.

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Now there is considerable change for the personnel

department in particular which covers more areas and

responsibilities, although there is no general agreement among

authors pertaining to the scope of HRM. However American

society for Training and Development (ASTD) conducted fairly

an exhausted study in this field and identified nine broad

areas of activitiy of HRM as given below:

Human Resource Planning (HRP)

Design organization and job

Selection and staffing

Training and Development

Organisation development

Compensation and benefits

Employee assistance

Union/labour relation

Personnel research and information system

HUMAN RESOURCE DEVELOPMENT

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In recent years, there has been recognition of the importance

of this valuable asset-the human beings in an organization.

This had led to the use of the expression. Human Resource

Development (HRD) even replacing the words personnel

management. Human Resource Development in the organizational

contact is a process which the employees of an organization

are helped in a continuous planned way to acquire capabilities

and develop necessary skill. It helps an individuals to discover

and exploit their own inner potentials for their own and

organizational development. It develops and organizational

culture where in superior-subordinate relationship, team works

and collaboration among subunits are strong. Thus HRD works

as a whole lot of process with following mechanism or

subsystem;

Performance appraisal

Potential appraisal and development

Feedback and performance coaching

Career Planning

Training

Organisation development or research and system development

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Rewards

Employee welfare and quality of work life

Human Resource information of program behavior. It is

Application of knowledge; it gives people an awareness of

Rule and procedures to guide their behavior. It attempts to

improve their performance on the current job or prepare them

for an intended job. Manpower service commission (1981)

defines training as a planned process to modify.

Definitions of training
The term training is used to indicate the process by
which the aptitudes, skill, and abilities of the employees
to perform specific jobs are increased.
Training is the organized procedure in which people learn
the knowledge and/or skill for definite purpose-dale S. Beach
Training is the act of increasing the knowledge and skill of an
employee for doing a particular job-Edwin B, Flippo.
A training policy is considered necessary for the

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following reasons:

a companys intention to develop its personnel, to provide

guide of the framing and implementation of programs concerning them to all

concerned.

To discover critical areas where training is to be given on a
priority

basis; and

To Provide suitable opportunities to the employee for his own

betterment.
13

I MPROVI NG EFFECTI VENESS OF TRAI NI NG:

The training programrs can be made effective and successful of the following

hints Are considered:

Specific training objectives should be outlined on the basis of the

type of performance required to achieve organizational goals and objectives. AN

audit of personal needs with operational requirements will help to determine the

specific training needs of individuall employees.

Attempt should be made to determine if the trainee has the

intelligence maturity and motivation to successfully complete the training may

be postponed or cancelled till improvements are visible.
.

The trainee should be helped to see the need for training by making

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him aware of the personal benefits he can achieve through better

performance. He should be helped to discover the rewards and satisfactions

that might be available to him through changes in behaviors.

The training programrs should be planned so that it is related to the

trainees previous experience and background. This background should be used

as foundation for new development. The training programs should be planned

so that it is related to the trainees previous.

Attempt should be made to create organizational conditions that area

conducive to a good learning environment. The support of upper levels of

management should be obtained before applying training at lower levels.

If necessary,

a combination of training methods should be selected so that variety is

permitted and as many of the senses as possible are utilized. It should be

recognized that all the trainees do not progress at same rate; therefore

flexibility should be allowed in judging the rates of progress in training

programs.

If possible the personal involvement or active participation of the

training should be there in the training programs. He should be provided with

opportunity to practice the newly needed behavior norms.

As the trainee acquires the knowledge, skills or attitudes and

Applies them job situation he should be significantly rewarded for his efforts.

The trainee should be provided with personal assistance when he encounters

learning obstacles.

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The trainee should be provided with regular, constructive feedback,

concerning his progress in training and implementation of the newly acquired

abilities.

EVALUATI ON OF TRAI NI NG PROGRAM

The main objective of evaluating the training programs is to

determine if they are accomplishing specific training objective. Training programs

should be evaluated to determine their cost effectiveness. Evaluation helps in

explaining the reasons and causes of program failure.

TECHNI QUES OF EVALUATI ON

One approach towards evaluation is to use experimental and control groups.

Experimental groups are those who receive training and control groups are

those who do not receive training. At the end if the gains demonstrated by the

experimental group are better than those of the control group, then the training is

presumed to be successful.

Another method of training evaluation involves longitudinal or time-

series analysis. Measurement is taken before the program begins and is

continued during and after the program is completed. These results are plotted

on a graph to determine whether change have occurred as a result of

training.

One simple method of evaluation is to pass out a questionnaire to the

trainees after the completion of the program to obtain their opinions about the

programs worth. Their opinions could also be obtained through interviews.

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A variation of this method is to measure the knowledge or skill that

Employees possess at the commencement and completion of training.

SCOPE OF STUDY;

Training is the process of imparting skill or job knowledge to a person.
It takes an individual from where he is to where he should be.
Training also helps employees to increase their job knowledge and skills. If
An enterprise has a team of well trained employees it will be able to
Expand its production. There will be a rise not only in production in
Terms of number of units, but also in the productivity.

OBJ ECTI VE OF STUDY:

The objectives of training may be explained as follows:
To enable the new recruits to understand the work: a
person, doing a job for the first time, must become
Familiar with it. If a fresh graduate is appointed, he/she
Must first gain the knowledge of the work assigned to

73


him/her. Foe this, the basic training is needed. Without the
basic training, the individual will not be able to do the
work. An existing employee of the organization will
probably provide the basic training.
To enable the existing employee to update their skills
And knowledge: training is not necessarily something that
Is needed only for the newly recruited enables them to update
their skill and knowledge.
To enable a promoted employee to understand his
responsibility: training is essential for an employee who
has just been promoted to a higher-level job. With an
evaluation in his position in the organization, his
responsibility will also increase. Training for such an
employee will help to understand the details of his new
job.
To enable an employee to become versatile: sometimes, an
Employee may have to gain the knowledge of several
related jobs. It will not be sufficient if the employee is
good only in the present work. For example, a clerk in a
bank must be able to serve in different section such as
saving bank, fixed deposit, loan, foreign exchange, and
cash. Thus , he can be posted in different sections. A

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training programme helps as employee to become versatile.
To enables the employees to adapt to the change in the
Work method: training is also required if the work method an
organization is going to change completely. In such a case,
All the employees of the concern will be required to undergo the
training to understand the new method of work.

I NTRODUCTI ON OF RESEARCH

The term research is used to describe an entire
collection of information about a particular subject. Research is define
as human activity based on intellectual application in the investigation
of matter. The primary purpose for applied research is discovering,
interpreting, and the development of methods and system for the
advancement of human knowledge on a wide variety of
scientific matters of our world and the universe.

Basic research (also called fundamental or pure research)
Has as its primary objective the advancement of knowledge and the

75


theoretical understanding of the relation among variables. It Is
exploratory and often driven by the researchers curiosity, interest, and
intuition. Therefore, it is sometimes conducted without any practical
end in mind, although it may have confounding variables (unexpected
results) pointing to practical applications. The terms basic or fundamental
indicate that, through theory generation, basic research
provides the foundation for further, sometimes applied research. As
there is no guarantee of short-term practical gain, researchers may find it
difficult to obtain funding for basic research.

Research is composed of two words re and search,
which means to search again, or to search for new facts or to
modify older ones in any branch of knowledge. Research is directed
towards the solution of a problem. It may attempt to answer a
question or to determine the relation between two more variables.

Research is based upon observable experience or empirical
evidence. It demands accurate observation and description. Research
strive to be objective and logical, applying every possible test to
validate the procedure employed, the data collected, and the collection
reached.

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DEFINITIONS:
If workers appear to feel enthusiastic, optimistic about the group
activities and the mission, and friendly to each other, they are described as
having good or high moral. If they seem dissatisfied, irritated, crank, critical
restless and pessimistic, this reaction are described as evidence of poor or
low moral.
-DALE YODER.

Research is careful or critical inquiry or examination in seeking facts or
principle a deli gent investigation or certain something.
-Webster
Systematic efforts to gain new knowledge we call research.

Research means systematic effort to gain new knowledge some people consider
research as a movement a movement from the know to unknown.
-Redman & Mory

Social work science assists one to find the miseries in society. In this
connection we have to find out the reasons, their effects, alone with their

77


diagnosis and their solution through the knowledge of scientific studies. It
will also be useful for scientific method to find out the real miseries at the
grass root level and its diagnosis as well as treatment and other therapy to
give them proper health.

TYPES OF RESEARCH:
The different types of research are:-
1) Explorative Research
2) Descriptive Research
3) Analytical Research
Graphical representation of types of research is done under:-

Mainly the type of research is broadly divided into three

78


types and the research done by here is a Descriptive type of research.
Descriptive Research is used to obtain information concerning the
Current status of the phenomena to describe what exist with respect
To variables or conditions in a situation.
The methods involved range from the survey which describes
The status quo, the correlation study which investigates the relationship
between variables, to developmental studies which seek to determine
changes over time.

79



80



As we know that after employees have been selected for various positions in an
organization , training them for the specific tasks to which they have been assigned
assumes great importance. It is true in many organizations that before an employee is
fitted into a harmonious working relationship with other employees , he is given
adequate training.

Training is the act of increasing the knowledge and skills of an employee for
performing a particular job. The major outcome of training is learning. A trainee
learns new habits , refined skills and useful knowledge during the training that helps
him improve performance . Training enables an employee to do his present job more
efficiency and prepare himself for a higher level job.

Training is needed to serve the following purposes :-

Newly recruited employees requires training so as to perform their tasks
effectively. Instruction , guidance , coaching help them to handle jobs
competently , without any wastage.
Training is necessary to prepare existing employees for higher level
jobs(Promotion) .
Existing employees require refresher training so as to keep abreast of the
latest developments in job operations. In the face of rapid technological
changes , this is an absolute necessity.

81


Training is necessary when a person move from one job to another
(Transfer). After training the employee can change jobs quickly , quickly
, his performance levels and achieve career goals comfortably.
Training is necessary to make employees mobile and versatile. They can
be placed on various jobs depending on organizational needs.
Training is needed to bridge the gap between what the employee has and
what the job demands.
Training is needed to make employees more production & useful in the
long run.

As we know that generally , two types of training given by the employer to
each & every employees & workers also.

82



83



84


DEVELOPMNET IN RAJHANS

The management is the dynamic life-giving element in business. The caliber
and performance of managers will largely determine the success of a
business. Therefore this company also takes great care for development of
managers.

So far, as RAJHANS after every year in the month of March conducts
training and development programmes. Management reviews necessity of
training requirements for personnel in technical and non- technical
departments.

85


In RAJHANS Employee involvement programmes requiring

fundamental changes in work expectation, reporting, procedures and reward

systems are aimed at improving the effectiveness of the organization. The

human resource development professional involved in the organization

development intervention acts as an agent of change. He often consults and

advising the line manager in strategies that can be adopted to implement the

required changes and sometimes becomes directly involve in implementing

these strategies.

86


3. Career development :-

It is a continuous process in which an individual progresses through different
stages of career each having a relatively unique set of issues and tasks. Career
development comprises of two distinct processes. Career Planning and career
management. Whereas career planning involves activities to be performed by the
employee, often with the help of counselor and others, to assess his capabilities and
skills in order to frame realistic career plan.

In RAJHANS Career management involves the necessary steps that need to be
taken to achieve that plan. Career management generally focus more on the steps
that an organization that can take to foster the career development of the
employees.

87



88



Q1. Do you get the facility of appropriate training?

YES 26
NO 00

89


TOTAL 26

From the above data, it can be finding that the worker of Rajhans has got the
proper training. Training is said to be the most important thing of imparting
the persons job, knowledge and skill.

Note:-
It can be suggest that Rajhans has to find that everyone will get training before
taking any place in the company

YES NO
26
0
APPROPRIATE TRAINING

90


Q2. by which method you get training?
THEORETICAL 03
PRACTICAL 23
TOTAL 26

From the above data, it can be interpreted that the employee of Rajhans get
the training practically.
Note:-
It can be suggested that theoretical training is also an important, if the workers
are understand it as they understand it practically.

Q3. By which method of training you are satisfied?

THEORETICAL 03
YES NO
3
23
METHOD OF TRAINING
METHOD OF TRAINING

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PRACTICAL 23
TOTAL 26

From the above data, it can be interpreted that the employees of Rajhans has
prefer practical method of training. They also feel that practical training will
give them sufficient knowledge about their job.

Note:-
It can be suggested that theoretical training is also an important, if the workers
are understand it as they understand it practically.

Q4. On which place you are getting training?

0
5
10
15
20
25
YES NO
MRTHOD OF TRAINING 3 23
A
x
i
s

T
i
t
l
e

METHOD OF TRAINING

92


ON THE JOB 26
OFF THE JOB 00
TOTAL 26

From the above data, it can be interpreted that the employees of Rajhans get
the training at work place

Note:-
Training at the work place will also make some negative impact so the
training must have to take care of those things.
Q5. On which place for training you are preferred?

YES NO
26
0
PLACE OF TRAINING
PLACE OF TRAINING

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ON THE JOB 26
OFF THE JOB 00
TOTAL 26

From the above data, it can be interpreted that the employees of Rajhans will
prefer to get training at work place

Note:-
It can be suggested that the employee who has outside work they also have to
take training at other place so that they can persuade the condition.

.
Q6. Are you satisfied with the skill of trainer?

YES NO
26
0
PLACE OF TRAINING

94


YES 26
NO 00
TOTAL 26

From the above data, it can be interpreted that the employees of Rajhans are
satisfied with the skill and knowledge of trainer.

Note:-
It can be suggested that Rajhans has to choose a qualified and senior member
of their company for a training so that he can provide more knowledge to the
trainee.

0
5
10
15
20
25
30
YES NO
Series 1 26 0
A
x
i
s

T
i
t
l
e

SKILL OF TRAINER

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Q7 do you feel that your productivity and skill being impacted by
training?

YES 26
NO 00
TOTAL 26

From the above data, it can be interpreted that the employees of Rajhans felt
that their productivity and skill are affected by a proper training.

Note:-

It can be suggested that the worker of rajhans has go take a training as
seriously as they can.
0
5
10
15
20
25
30
YES NO
Series 1 26 0
A
x
i
s

T
i
t
l
e

IMPACT ON SKILL

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Q8. What is the level of training?

AGGRESSIVE
LEVEL
01
AVERAGE LEVEL 25
NO TRAINING 00
TOTAL 26

From the above data, it can be interpreted that the employees of rajhans will
get the training at its appropriate level.

0
5
10
15
20
25
AGGRESSIVE AVERAGE NO TRAINING
LEVEL OF TRAINING
Series 1

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Note:-
It can be suggested that every trainee will get the proper kind of training not
more or less than the level.

Q9.Do you feel your primary necessities being satisfied during training?

YES 26
NO 00
TOTAL 26

0
5
10
15
20
25
30
YES NO
Series 1 26 0
A
x
i
s

T
i
t
l
e

PRIMARY NEED

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be satisfied with the company because they get all the primary needs during
training.

Note:-
It can be suggested that the workers or trainee will have get all that primary
needs that are must during their training.

Q 10. What do you feel about the atmosphere of training room?

GOOD 26
AVERAGE 00
BAD 00
TOTAL 26

99



be satisfied with the training room they get in the training.

Note:-
It can be suggested that the atmosphere of the training room will be noise less
and peaceful so that the trainee will concentrate on training.

Q 11. do you feel the excessive training will disturb your routine work?

YES 04
NO 22
TOTAL 26

0
5
10
15
20
25
30
GOOD AVERAGE BAD
TRAINING ATMOSPHERE
Series 1

100



From the above data, it can be interpreted that the employees of Rajhans
believe that they can maintain their routine schedule with training program.
Note:-
It can be suggested that training will be on the limit so that worker get relaxed
and learn so many things.

Q 12. do you believe that training develops your personality?

Impact of training on personality

YES 26
NO 00
YES NO
4
22
AGGRESSIVE TRAINING

101


TOTAL 26

From the above it can be interpreted that employees of Rajhans will believe
that training help them to develop their personality.

Note:-
It can be suggested that proper and excellent any of training will develop the
character of trainee.

YES NO
26
0
PERSONALITY

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CONCLUSION

I hereby conclude my project with the nice memories of my industrial
training to Rajhans Metals Pvt. Ltd. Rajhans is one of the leading
production units in the manufacturing of brass extrusions which is favorable
place to work in Jamnagars workers. The conditions of work are very much
satisfactory to the employees. I have got positive attitude from the
management point of view. Because of this study I came to know the
working of mainly human resource department and production department.
I am seeing the past and current progress of units and I feel that the unit has
a very bright &delightful future. My regards to the management of the company
and I wish that the company may achieve more and more success in future.

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SWOT ANALYSIS

SWOT Analysis is the analytical tool, which is used by business organizations for
the betterment of the business. From swot analysis, the actual position of the business can
be known.

SWOT Analysis means the analysis of
S Strength
W Weakness
O Opportunity
T Threat

Strength
Its quality of the products and also the automation in the production process by the
scientific machineries.
Strong market presence

Weakness
Irregularity in time cost.
production of goods at higher rates due to superior quality.

Opportunity

104


Rapidly and continuous growth in the market, so company will think
about expansion.

Threat There will be cut-throat competition in the industry.

FUTURE PLANS

It is always believed that the organizations must not satisfy with their current level
of operations. At every point of time they must planning for future expansion of the
operations. This expansion can be of any type. For instance, increase in sales,
establishing a new unit, increasing the product line, producing the different varieties of
the products, etc. For all these expansions, the first and foremost thing that needs to be
taken care is the development of future plans for the expansion.

Planning of future expansion holds very important when the level of risk is very
high in the industry in which the expansion is to be carried on. Thus, the management
must pay the at most attention to the future plans to avoid big losses in making
investments in a very huge projects.

105


Rajhans Metals has also established its future plans. It has planned to produce
Brass Sheets, Special ingots, etc. in the near future as the demand for such products has
increased a lot in the local markets.

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RESEARCH OBJ ECTI VE

Research objective is of two types
1) Primary objective

2) Secondary objective

PRIMARY OBJECTIVE ;
Our primary objective is to know that how Rajhans provide
training to their new worker and what is their training method, so that
we can come to know their strength and weakness in training system.

SECONDARY OBJ ECTI VE;
(1) After research we knew that Rajhans has appropriate training schedule.
(2) We also knew that the worker of Rajhans will satisfied with the training
they get from their company.

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(3) We also find out that the worker of Rajhans will prefer training at work
place.
(4) We also find that the worker of Rajhans also satisfied with the skill of
trainer.
(5) We also come to know that the worker of Rajhans also satisfied with the training
rooms atmosphere and training method.
(6) We can know the important of training in an organization.

DATA COLLECTI ON METHOD

The task of collection begins after a research problem
has been define and research design chalked out. While deciding
about the method of data collection to be used for the study, the
researcher should keep in mind to types of data viz.

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TYPES OF
DATA
PRIMARY
DATA
SECONDARY
DATA

145


Primary data :
Primary data are those data which are collected a fresh and for the
frist time and those happen to be original in character. For e.g. interview
method, observation method, questionnaires, schedules etc..

Secondary data :
Secondary data are those which have all ready been
collected by someone else and which have already been passed through the
statistical process.
Foe e.g. published data like in books, magazine, newspapers, internet, past
report, public report etc.

The method followed in this research for data collection is
primary data method and the data is collected from the workers of company
by questionnaire and interview method, and some data are also collected by
secondary data method through the internet, and then calculation and analysis
is done.

TI ME DURATI ON:
We have collected the data and went to different departments
of Rajhans Private limited. To know the motivational level of its workers
and it took 1 week to conduct it .Rajhans has more than 300 employees
from which we get 26 employees sample for our research.

146



Q1. Do you get the facility of appropriate training?

NO 00
TOTAL 26

YES NO
26
0

147



From the above data, it can be finding that the worker of Rajhans
has got the proper training. Training is said to be the most important
thing of imparting the persons job, knowledge and skill.

Note:-
It can be suggest that Rajhans has to find that everyone will get
training before taking any place in the company .

Q2. by which method you get training?

THEORETICAL 03
PRACTICAL 23
TOTAL 26

148



From the above data, It can be interpreted that the employee of
Rajhans get the training practically.
Note:-
It can be suggested that theoretical training Is also an important, if
the workers are understand it as they understand it practically.

Q3. By which method of training you are satisfied?

THEORETICAL 03
PRACTICAL 23
TOTAL 26
YES NO
3
23
METHOD OF TRAINING
METHOD OF TRAINING

149



From the above data, it can be interpreted that the employees of
Rajhans has prefer practical method of training. They also feel that
practical training will give them sufficient knowledge about their job.

Note:-
It can be suggested that theoretical training is also an important, if
the workers are understand it as they understand it practically.

Q4. On which place you are getting training?

ON THE JOB 26
OFF THE JOB 00
0
5
10
15
20
25
YES NO
MRTHOD OF TRAINING 3 23
A
x
i
s

T
i
t
l
e

METHOD OF TRAINING

150


TOTAL 26

Rajhans get the training at work place

Note:-
Training at the work place will also make some negative impact
so the training must have to take care of those things.
Q5. On which place for training you are preferred?

ON THE JOB 26
OFF THE JOB 00
YES NO
26
0
PLACE OF TRAINING
PLACE OF TRAINING

151


TOTAL 26

From the above data , it can be interpreted that the employees of
Rajhans will prefer to get training at work place

Note:-
It can be suggested that the employee who has outside work they
also have to take training at other place so that they can persuade
the condition.

.
Q6. Are you satisfied with the skill of trainer?

YES 26
YES NO
26
0
PLACE OF TRAINING

152


NO 00
TOTAL 26

Rajhans are satisfied with the skill and knowledge of trainer.

Note:-
It can be suggested that Rajhans has to choose a qualified and
senior member of their company for a training so that he can
provide more knowledge to the trainee.

Q7 do you feel that your productivity and skill being impacted
by training?
0
5
10
15
20
25
30
YES NO
Series 1 26 0
A
x
i
s

T
i
t
l
e

SKILL OF TRAINER

153



YES 26
NO 00
TOTAL 26

Rajhans felt that their productivity and skill are affected by a
proper training.

Note:-

0
5
10
15
20
25
30
YES NO
Series 1 26 0
A
x
i
s

T
i
t
l
e

IMPACT ON SKILL

154


It can be suggested that the worker of rajhans has go take a
training as seriously as they can.


AGGRESSIVE
LEVEL
01
AVERAGE LEVEL 25
NO TRAINING 00
TOTAL 26

0
5
10
15
20
25
LEVEL OF TRAINING
Series 1

155


rajhans will get the training at its appropriate level.

Note:-
It can be suggested that every trainee will get the proper kind of
training not more or less than the level.

Q9.Do you feel your primary necessities being satisfied during
training?

YES 26
NO 00
TOTAL 26

156



Rajhans will be satisfied with the company because they get all
the primary needs during training.

Note:-
It can be suggested that the workers or trainee will have get all
that primary needs that are must during their training.


GOOD 26
AVERAGE 00
BAD 00
0
5
10
15
20
25
30
YES NO
Series 1 26 0
A
x
i
s

T
i
t
l
e

PRIMARY NEED

157


TOTAL 26

rajhans will be satisfied with the training room they get in the
training.

Note:-
It can be suggested that the atmosphere of the training room
will be noise less and peaceful so that the trainee will concentrate
on training.

Q 11. Do you feel the excessive training will disturb your routine
work?

0
5
10
15
20
25
30
GOOD AVERAGE BAD
TRAINING ATMOSPHERE
Series 1

158


YES 04
NO 22
TOTAL 26

Rajhans believe that they can maintain their routine schedule with
training program.
Note:-
It can be suggested that training will be on the limit so that
worker get relaxed and learn so many things.

Q 12. Do you believe that training develops your personality?

YES NO
4
22
AGGRESSIVE TRAINING

159



YES 26
NO 00
TOTAL 26

From the above it can be Interpreted that employees of Rajhans will
believe that training help them to develop their personality.

Note:-
It can be suggested that proper and excellent any of training will develop
the character of trainee.
YES NO
26
0
PERSONALITY

160



CONCLUSI ON

I hereby conclude my project with the nice memories of my
industrial training to Rajhans Metals Pvt. Ltd. Rajhans Is one of the
leading production units in the manufacturing of brass extrusions which is
favorable place to work in Jamnagars workers. The conditions of work are
very much satisfactory to the employees. I have got positive attitude
from the management point of view. Because of this study I came to know the
working of mainly human resource department and production department.

I am seeing the past and current progress of units and I feel that the unit has a
very bright &delightful future. My regards to the management of the company and I wish
that the company may achieve more and more success in future.

161



SWOT ANALYSIS

be known.

S Strength
W Weakness
O Opportunity
T Threat

Strength

162



Weakness

Opportunity
about expansion.


163


FUTURE PLANS

164


FUTURE PLANS




165



166



167



168



169



170



171



172



173



174



175



176



177



178



179



180



181



182



183



184



185



186



187



188



189



190



191



192



193



194



195



196



197



198



199



200



201



202



203


YES 26
NO 00
TOTAL 26

From the above data, it can be interpreted that the employees of Rajhans are
satisfied with the skill and knowledge of trainer.

Note:-
It can be suggested that Rajhans has to choose a qualified and senior member
of their company for a training so that he can provide more knowledge to the
trainee.

0
5
10
15
20
25
30
YES NO
Series 1 26 0
A
x
i
s

T
i
t
l
e

SKILL OF TRAINER

204


Q7 do you feel that your productivity and skill being impacted by
training?

YES 26
NO 00
TOTAL 26

From the above data, it can be interpreted that the employees of Rajhans felt
that their productivity and skill are affected by a proper training.

Note:-

0
5
10
15
20
25
30
YES NO
Series 1 26 0
A
x
i
s

T
i
t
l
e

IMPACT ON SKILL

205


It can be suggested that the worker of rajhans has go take a training as
seriously as they can.


AGGRESSIVE
LEVEL
01
AVERAGE LEVEL 25
NO TRAINING 00
TOTAL 26

0
5
10
15
20
25
LEVEL OF TRAINING
Series 1

206


get the training at its appropriate level.

Note:-
It can be suggested that every trainee will get the proper kind of training not
more or less than the level.

Q9.Do you feel your primary necessities being satisfied during training?

YES 26
NO 00
TOTAL 26

207



be satisfied with the company because they get all the primary needs during
training.

Note:-
It can be suggested that the workers or trainee will have get all that primary
needs that are must during their training.


GOOD 26
AVERAGE 00
BAD 00
0
5
10
15
20
25
30
YES NO
Series 1 26 0
A
x
i
s

T
i
t
l
e

PRIMARY NEED

208


TOTAL 26

be satisfied with the training room they get in the training.

Note:-
It can be suggested that the atmosphere of the training room will be noise less
and peaceful so that the trainee will concentrate on training.

Q 11. do you feel the excessive training will disturb your routine work?

YES 04
NO 22
0
5
10
15
20
25
30
GOOD AVERAGE BAD
TRAINING ATMOSPHERE
Series 1

209


TOTAL 26

From the above data, it can be interpreted that the employees of Rajhans
believe that they can maintain their routine schedule with training program.
Note:-
It can be suggested that training will be on the limit so that worker get relaxed
and learn so many things.

Q 12. do you believe that training develops your personality?


YES NO
4
22
AGGRESSIVE TRAINING

210


YES 26
NO 00
TOTAL 26

From the above it can be interpreted that employees of Rajhans will believe
that training help them to develop their personality.

Note:-
It can be suggested that proper and excellent any of training will develop the
character of trainee.

YES NO
26
0
PERSONALITY

211



CONCLUSION

I hereby conclude my project with the nice memories of my industrial training to
Rajhans Metals Pvt. Ltd. Rajhans is one of the leading production units in the
manufacturing of brass extrusions which is favorable place to work in Jamnagars
workers. The conditions of work are very much satisfactory to the employees. I have got
positive attitude from the management point of view. Because of this study I came to
know the working of mainly human resource department and production department.
I am seeing the past and current progress of units and I feel that the unit has a very
bright &delightful future. My regards to the management of the company and I wish that
the company may achieve more and more success in future.

212


SWOT ANALYSIS

be known.

S Strength
W Weakness
O Opportunity
T Threat

Strength

Weakness

Opportunity

213


about expansion.


FUTURE PLANS

214


FUTURE PLANS




215



I nterpretation & analysis

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Research on Training & Development of Employees.

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