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Project report
On
A Study of Training and Development Activity in
Morarjee Textile Ltd
Submitted to Rashtrasant Tukdoji Maharaj Nagpur University,
Nagpur.
in the partial fulfilment of degree of
Master of Business Administration (MBA) in the
Faculty of Commerce.
Submitted By
Nivedita Nikhare
Under The Guidance Of
Dr. Jayant Welankar
(2010 - 2011)
DECLARATION
I Nivedita Nikhare hereby declare that the project entitled
Place :
Signature
(Nivedita
Nikhare)
CERTIFICATE
This is to certify that
Nivedita Nikhare
Has presented her project report on
Principal
()
Project Guide
INDEX
Sr.No. CHAPTERS
1.
2.
INTRODUCTION
COMPANY PROFILE
Page
No.
1
3.
4.
5.
6.
7.
8.
9.
RESEARCH METHODOLOGY
DATA ANALYSIS
LIMITATION
CONCLUSION
SUGGESTION
BIBLOGRAPHY
Appendices
CHAPTER 1
INTRODUCTION
by which employees learn technical knowledge and skills for a definite purpose.
Training improves changes and moulds the employees knowledge, skill, behavior
and aptitude and attitude towards the requirements of the job and the organization.
Methods of Training
There are various methods of training, which can be divided in to
cognitive and behavioral methods. Trainers need to understand the pros and cons
of each method, also its impact on trainees keeping their background and skills in
mind before giving training.
Cognitive methods are more of giving theoretical training to the trainees. The
various methods under Cognitive approach provide the rules for how to do
something, written or verbal information, demonstrate relationships among
concepts, etc. These methods are associated with changes in knowledge and
attitude by stimulating learning .
Model of Training
Training is a sub-system of the organization because the departments such as,
marketing & sales, HR, production, finance, etc depends on training for its
survival. Training is a transforming process that requires some input and in turn it
produces output in the form of knowledge, skills, and attitudes (KSAs).
Training Design
The design of the training program can be undertaken only when a clear training
objective has been produced. The training objective clears what goal has to be
achieved by the end of training program i.e. what the trainees are expected to be
able to do at the end of their training. Training objectives assist trainers to design
the training program.
The trainer
Dependent relationship
Training tactics
Once the objectives and the strategy of the training program becomes clear, trainer
comes in the position to select most appropriate tactics or methods or techniques.
The method selection depends on the following factors:
Trainees background
Time allocated
Support facilities
It can be segregated into printed and audio visual. The various requirements in a
training program are white boards, flip charts, markers, etc.
Constraints
The various constraints that lay in the trainers mind are:
Time
Budget
Training Evaluation
The process of examining a training program is called training evaluation.
Training evaluation checks whether training has had the desired effect.
Control: It helps in controlling the training program because if the training is not
effective, then it can be dealt with accordingly.
Power games: At times, the top management (higher authoritative employee) uses
the evaluative data to manipulate it for their own benefits.
Intervention: It helps in determining that whether the actual outcomes are aligned
with the expected outcomes.
During Training: It is the phase at which instruction is started. This phase usually
consist of short tests at regular intervals
After Training: It is the phase when learners skills and knowledge are assessed
again to measure the effectiveness of the training. This phase is designed to
determine whether training has
had the desired effect at individual department and organizational levels. There are
various evaluation techniques for this phase.
Techniques of Evaluation
The various methods of training evaluation are:
Observation
Questionnaire
Interview
Self diaries
More recently, organizations consider the "HR Department" as playing a major role
in staffing, training and helping to manage people so that people and the
organization are performing at maximum capability in a highly fulfilling manner.
HR manager-specialists (staff)
Operating managers (line)Competencies needed
Communication skills
Problem solving
Leadership
Recruiting/staffing
Employment law
Technology
Forecasting
Compensation design
Benefits design and administration
Accounting and finance
Record keeping
OBJECTIVES OF TRAINING
1. To increase the skills and knowledge of the employees working on
various jobs.
2. To acquaint with latest developments in the working fields and update
their knowledge.
3. To acquaint with the new procedure methods, practices, rules and
regulations regarding the work to the employees.
4. To acquaint the employees about the broad policies and objectives of
the enterprise and to work in that direction.
5. To achieve the economy.
typically response is to raise entry level pay scales . This can distort
traditional wages and salary relationship in organization, resulting in
unavoidable consequences.
CHAPTER 2
COMPANY
PROFILE
INTRODUCTION OF
MORARJEE TEXTILES LTD
Journey
The journey of the group began with the birth of Mumbai as the commercial
hub of the textile industry. The erstwhile Morarjee Goculdas Spinning & Weaving
Co. Ltd. was the first industrial enterprise by the Piramals when it was acquired in
1934. Morarjee was amongst the first five companies to be listed on the Indian
stock exchanges.
Over the years, the Group spread its wings to other businesses. The late 70s
and early 80s saw the Groups foray into auto components and cutting tools sector.
The Piramals acquired Miranda Tools in 1978 followed by PMP Auto Components
Private Limited in 1982.
The next big growth phase for the group coincided with the resurgence of
Mumbai as an international city. Identifying real estate as the groups next growth
driver, the Group made its foray into the real estate sector with Peninsula Land Ltd
in 1996. The company was amongst the first real estate companies to be listed on the
Bombay Stock Exchange.
Leadership Team
Urvi Piramal
Chairperson
Mrs Piramal oversees a professionally managed business group in India
with business interest in real estate, textiles, engineering, entertainment and sports.
She is the guiding force behind the Groups sustained and profitable growth;
which is bringing the Group companies closer to realizing her vision of touching
the lives of one in five people around the globe.
She joined the groups textile division in 1984 and modernized the operations
while focusing on higher levels of quality and productivity. Mrs. Piramal plays a
leading role in envisioning and formulating the Group's strategies in the
businesses.
She has been a member of Technology and Quality Improvement Committee of
IMC since its inception in 1994, and also the Chairperson of Supply Chain &
Retail business (Internal Trade) Committee (04-05).
She is a Trustee of the Piramal Education Trust which runs a secondary school and
B.Ed college at Bagar in Rajasthan. She is also a trustee of Urvi Ashok Piramal
Trust which is implementing the CSR programme of the Group.
She is on the board of Population First, an NGO working on population and health
issues within the framework of women's rights and social development.
Social Initiatives
The Beginning
As a successful business conglomerate, our responsibility extends beyond making
profits and maximizing shareholder-wealth. At the Ashok Piramal Group, we
firmly believe that we need to work as wholesome entities for the good of the
society and for improving the quality of life of the communities we serve.
We want to create opportunities for the not-so-privileged people by empowering
them to enrich their lives. All our CSR initiatives are self-sustaining models and
can be easily replicated. We involve and engage not only the communities but also
our employees to create sustainable models that will bring tangible changes to the
society and environment.
The Piramals have been associated with social work long before the phrase
Corporate Social Responsibility phrase was coined. For over 5 decades, the family
has been successfully running educational institutes in Bagar in Rajasthan. The
Piramals also espoused the cause of the girl child and the backward class in remote
villages of Rajasthan and gave them a voice.
Piramal Seth, as he was fondly called in Bagar, started the initiative with a school
for the non-touchable in a community temple to oppose the caste system. This laid
the foundation for an educational campus in Bagar. Today, Bagar boasts of a
higher secondary school and a B.ed college.
Our Vision
Enriching the lives of communities by empowering them to develop and execute
sustainable livelihood models.
Our CSR vision stems from and is an extension of the group vision of Touching
the lives of one in five people around the globe.
The Strategy
To ensure the interest of all stakeholders concerned, we follow the triple bottomline approach - economic, social and environmental. Our focus areas are
education, health, water conservation, sustained livelihood and environment.
The activities are carried out around our plants and factories which are located at
remote areas. Our CSR approach is need-based and we involve communities in all
our activities. We assess the needs of the community by doing a through survey
and understanding the needs of the communities. Based on the requirements, a
detailed time-bound plan is prepared and rolled out in partnership with the
community
In the last decades, two new fabric manufacturing units have been set up in
Nagpur. These are supported by state- of-the-art Design Studios, to keep abreast of
the trends in the industry. The company today is focusing on premium and high
value niche product segment and has two divisions - Yarn dyed shirting division
and Printing Division for voile, satin, poplin and other high-end products.
Shirting
Morajee is the first company in India to have successfully entered a joint venture
with an Italian company for setting up a yarn dyed shirting fabric unit at Nagpur,
India.
The division specializes in color woven high end premium shirtings with fine yarn
counts upto 180/2. The products are manufactured using the latest dyeing and
finishing facilities and are in accordance with the Oeko-tex standard as well as
national and international standards of full quality control assurance, at all times.
This division is also equipped with advanced equipment for testing yarn, fabric
and chemicals in accordance with international testing standards.
Today this division boasts of a growing customer base spread across the globe.
Weaving preparatory:It is the department where interlacing wrap & weft thread does fabric
manufacturing; in short it is conversion of yarn into fabric.
1.Winding:
It is the process in which the yarn gets wound on perforated cones for dyeing.
2) Warping:
It is the process of making wasp shit through various individual ends from the
corner.
3) Sizing:
It is the process by which strength and abrasion resistance of wrap shit increases.
4) Drawing - in:
It processes the dressing wrap yarns on the beam.
Final Inspection, Packing & Sample Loom:In final inspection department fabric is inspected & secreted on the
basic of gradation A, B, C.
Designing:This department handles all the 3 bulks, hergath and desk loom
sample development process.
Technology & Engineering:It is the backbones of industry.The department perform all the
engineering & mechanical works.
This department does all the machineries maintenance. The main
parameter for engineering department is to generate & supply steam, power supply
electrical maintenance, mechanical mint, turning & fabrication generate & supply
compressed air, water treatment, air conditioning, fire fighting conditioning &
installation, checking & handling order a new ink to the department.
Material:This department plays very important role, as its main function is to supply
required material on time to time all the departments. A fixed budget is prepared
according to the requirement of each department.
Commercial (Excise & Custom):Commercial is a part of the accounting department & handle all
work related to dispatch of material & accounting of indirect taxes like custom &
excise.
System:-
Advantage at Morarjee
Investing in people to build Better Business .
At Morarjee, employees are an integral part of our growth story and our success.
We acknowledge employees as key divers of growth and invest in our people as
much as we invest in our businesses.
We ensure that the employees are provided with challenging work environment
and simultaneously empower them. Employees in the organization are given an
opportunity to perform their best, explore their potential and match personal
growth with that of the company.
Our strong belief in the concept of 'Progress through Participation' and no strict
hierarchy for communication are the highlights of our working environment.
OBJECTIVES
OBJECTIVE OF STUDY
The project forms a very vital aspect during the curriculum of Masters
Degree in Business Administration. Its importance lies in the fact that this
project gives the student first ever exposure to the organization. This
project certainly gives an overview about the organization, its various
departments and their functions.
To analyze whether the employees are prepared for higher level tasks.
To study how the employees are prepared for the changing requirements of
the job and the organization.
To know about the adaptability quality among the employees and how they
cope with changes.
HYPOTHESIS
Todays tight labor market is making it more difficult for
organizations to find, recruit, and select talented people. The competition
for talent is intensifying, as there are fewer qualified applicants available.
This shortage of applicants makes it all the more important for
organizations to be able to effectively attract, select, and retain quality
candidates.
Better recruitment and selection strategies result in improved
organizational outcomes.
Effectiveness of an organizations selection system can influence bottomline business outcomes, such as productivity and financial performance.
SCOPE OF RESEARCH
1. This study will help to develop some new training techniques for the
employees.
It will be helpful in knowing the needs and expectations of the employees
CHAPTER 3
RESEARCH
METHODOLOGY
What is Research?
Research is the process of systematic & in-depth study or search for any particular
topic, subject or area of investigation, backed by collection, compilation,
presentation & interpretation of relevant details or data.
Research is systematized effort to gain new knowledge.
a) Research Design
b) Universe Of Study
According to the title, the universe of study is MORARJEE PVT Ltd.
Butibori, Nagpur.
c) Sample Size
The sample size would be around 100 employ
d) Data collection
i) Primary Data:
The primary data collected, would be on the basis of
Questionnaires
Interviews
Observation.
REVIEW OF LITERATURE
CHAPTER 4
DATA ANALYSIs
1
SOURCE
Yes
No
NO OF RESPONDENT
75
25
SOURCE
Yes
No
PERCENT
85
15
NO OF RESPONDENT
85
15
Analysis: - Out of 100 respondents 85% believe that development programme helps them and
their superior to identified their strength & weakness.
3. Can you say that executive development helps for you overall
Development?
SOURCE
Yes
No
PERCENT
76
24
NO OF RESPONDENT
76
24
Analysis: - Out of 100 respondents 85% believe executive development helps for you overall
development.
PERCENT
10
65
25
0
NO OF RESPONDENT
10
65
25
0
PERCENT
50
20
20
10
NO OF RESPONDENT
50
20
20
10
Analysis: - Out of 100 respondents 50% are think in achieving those objectives.
SOURCE
Yes
No
PERCENT
95
5
NO OF RESPONDENT
95
5
Analysis: - Out of 100 respondents 95% feel that they are motivated towards job.
PERCENT
98
2
NO OF RESPONDENT
98
2
Analysis: - Out of 100 respondents 98% think that development programme bring about kind of
Changes in them behavior.
PERCENT
60
10
20
10
NO OF RESPONDENT
60
10
20
10
Analysis: - Out of 100 respondents 60% s rate the positive changes in them behavior.
PERCENT
80
20
NO OF RESPONDENT
80
20
Analysis: - Out of 100 respondents 80% fully aware of the development procedure of
Morarjee .
Morarjee.
SOURCE
Yes
No
PERCENT
78
22
NO OF RESPONDENT
78
22
Analysis: - Out of 100 respondents 78% satisfied with the feedback process of the Morarjee .
11. Do you want to introduce any kind of modification in the present development system?
SOURCE
Yes
No
PERCENT
59
41
NO OF RESPONDENT
59
41
Analysis: - Out of 100 respondents 59% are like to introduce any kind of modification in the
present development system .
NO OF RESPONDEN
70
20
10
13. Do you want to introduce any kind of modification in the present development system ?
SOURCE
Yes
No
PERCENT
60
40
NO OF RESPONDENT
60
40
NO OF RESPONDENT
30
40
20
10
CHAPTER 5
LIMITATIONS
Limitations:
As stipulated by the university regulations the study is undertaken for a period of 15days.
The period however is not adequate to gain through knowledge.
It is not possible to obtain some confidential data from the organization.
The interpretation of the data would be more meaningful with the help of some
information, which could not be collected due to certain reasons.
CHAPTER 6
CONCLUSION
CONCLUSION
On the basis of data collection & analyzed following conclusion can be drawn.
A research has been carried out in studying the whole procedure of the training &
development programmes and hence concluded that is good & enough satisfactory.
The Point of view of the employees is suited and the entire system is judge on the basis
data. According to them, the whole system is good & serves their purpose by increasing
their performance and encouraging them towards their job. The employees are satisfied
with the present system.
Each step has been carried out 7 implemented with almost care & deep analysis. Starting
from identifying the training needs & objectives in tune with the organizational goals up
to the evaluation of the training programme, the management is seemed to be interested
in designing & organizing each step.
The program fully satisfied the employees needs & is used by them as problem solving
tools. According to them, their behavior is positively changed after the training &
performance is enhanced satisfactory.
CHAPTER 7
SUGGESTION
Suggestion
As per the analysis of the data collected the following suggestion can be given to the
management of the Morarjee textiles ltd.
The outdoor training should be organized for the advance changes in workers
mind and they understand the other companys workers behavior and outdoor
environment.
In the training programme should add something new with management games
& inspirational film.
CHAPTER 8
BIBLIOGRAPHY
BIBLIOGRAPHY
Books :-
P. Subba Rao, Personal and Human Resource Management Text & cases, Himalaya Publishing
House.
Websites:
www.google.com
www.sunilhitech.com
www.wikipedia.com
Appendices
Yes
No
Yes
No
3. Can you say that executive development helps for you overall development.
i)
ii)
Yes
No
Yes
No
Yes
No
Yes
No
Very Effective
Moderately effective
Less effective
Highly satisfied
Partly satisfied
Not satisfied
Excellent
Good
iii)
iv)
Average
Poor
13. Do you want to introduce any kind of modification in the present development system ?
i)
ii)
Yes
No
Excellent
Moderate
Average
Bad
CHAPTER SCHEME
Introduction
Objectives
Research methodology
Recommendation
Bibliography
Appendices
CERTIFICATE
This is to certify that
NIVEDITA W. NIKHAR
Has presented his synopsis on
A study of Training and Development Activity in Morarjee
Textile Ltd
Principal
(Proff. A. B. SASANKAR)
Project Guide
( Dr. JAYANT WELANKAR)