PROJECT REPORT

ON
TRAINING AND DEVELOPMENT
AT
DCM SHRIRAM RAYONS
(A UNIT OF SHRI RAM INDUSTRIES LTD.)

LALA SHRI RAM (1884-1963)

FOUNDER SHRI RAM GROUP

SUBMITTED TO:
POORNIMA SCHOOL OF MANAGEMENT

PROJECT GUIDE: SUBMITTED BY:

MR.MANI MENON PREETI ARORA
SHRI RAM RAYON M.B.A
(2011-2012)
 INDEX
o Acknowledgement
o Preface
o Declaration
o Executive Summary
o Companys History
o Company Profile
o Organisaition Chart
o Mission
o Business Definaition of SHRI RAM RAYONS
o Awards
o Miles tones
o Departments
o Unit of SHRI RAM RAYONS
o Rules and regulations
o Hierarchy at SHRI EAM RAYONS
o Competitors
o Production process
o Employee welfare
o HRM
o Training and development in general sense
o Training and development at SHRI RAM RAYONS
o Swot analysis
o Learning
o Observation and findings
o Recommendations
o Research methodology
o Conclusion
o Bibliography
o Annexure
 ACKNOWLEDGEMENT

The expression of word loose signification when I turn over the pages of mental
encyclopedia to make an appearing forward of gratitude and obligation .This work is
synergetic product of many minds and fruitful is incomplete without giving a word of
thanks to those who are directly or indirectly involved in its completion.
Words can never express the extent of ineptness, but I still wish to express my deep
sense of gratitude to all those people who helped me in completion of this project
report.
I acknowledgement my gratitude to MR.V.K.JAITLY(SR.G.M. and unit
Head) MR.ASHOK DALMIA(SR.Manager) Thanks to M.R.K.R.K.RAJU
,M.R.B.L.BHANDARI AND M.R.MANI MENON of personnel department and
Mr.ANUJ SISODIYA(IR Manager) of SHRI RAM RAYONS,kota.(a unit of SHRI
RAM INDUSTRIES LTD.)
For providing their sharp direction and in credible support.
I dedicated my satiated esteem toward staff of the department for their support and
guidance.
 PREFACE

Classroom is no doubtful quite for gaining theoretical .Knowledge but practical

training is equally important for student, who wants to provide himself with real
working environment in any field of study . It is also true of management studies.
Practical training provides an opportunity to the theoretical Knowledge being
applied in practice; hence it acts as a bridge between the education and practical
environment.
The practical training is part the circular of my M.B.A course (2011-2012) this report
on is the outcome of two training and development month summer internship at
SHRIRAM RAYONS, Kota.
Research methodology refers to the procedure used for report in recommendation
section we have given suggestion to the company sustained hard work, self confidence
determined effort to face all hard ship in collection of data and aim always in mind
have help to complete the task in time the study work and finding have been designed
in such a manner that is helps the company in taking right decision.
` DECLRATION

I Preeti Arora daughter of Mr. Dharmpal Arora solemnly declare that to the best of
my knowledge and belief the information given in the presented reported entitled
Training and development at SHRI RAM RAYONS kota are correct, collect and
original.

PREETI ARORA
 EXECUTIVE SUMMARY

The principal executives responsible for running the organization are:

NAME: DESIGNATION

SHRI Tilak Dhar Chairman and Managing director

SHRI D.C. Mittal President

SHRI Alok B.Shri ram Dy. Managing director

SHRI Madhav B. Shri ram Director


SHRI K.N. Rao Chief Operating officer

SHRI V.K. Jaitly Sr. G.M. at Shri ram rayons kota

SHRI Govind Kumar DGM at Shri ram rayons kota

SHRI S.K. Agarwal DGM at TEXTILE Shri ram rayons kota

SHRI P.D. Bagla DGM at (Accounts) and finance

SHRI Kireet jesh DGM at (tech. serv) at Shri ram rayons
Kota

SHRI Sanjeev Bali DGM at( Engg. and project) Shriram rayon
 COMPANY HISTORY

An introduction to DCM Shriram industries ltd:

The year 1889 saw the birth of Delhi cloth mills, the first unit of the company, which
has grown in to one of Indians largest organization over the years. The products
manufactured range from textiles sugar cubes rayons , tyre cord. Fertilizers, vanaspati,
chemicals engineering electronics goods, vehicles container.
The year 1990 brought in to existence a new company namely: DCM Shriram
industries ltd. With the division of Ernst while DCM limited into four companies for better
management and responsibilities.
 COMPANY PROFILE

Shriram Rayons is a unit of DCM Shriram Industries Ltd. Established in 1965 with
technical know-how from Beau nit fiber etc. USA for manufacturing High Tenacity Rayon
Tyre Yarn, cord, fabric for industries applications. Simultaneously facilities for
manufacturing chemicals like Carbon Disulphide and Sodium Sulphate were also setup.

The plant developed rich markets for its rayon tyre yarn/cord/grey and dipped fabric in
Europe, North East/ South Africa and Middle East countries. The unit has been accredited
with ISO 9002 from the reputed RWTUV, Germany. The unit has been receiving outstanding
export performance/ National Safety Awards for last 16 years consecutively.

Shriram Rayons is the only Rayon Producer in India having its own dipping. Treatment
facility and fabric weaving plant with latest shuttles weaving machines.

The quality of Shriram Rayons Product has been widely accepted in the international market
and the company is committed to excellence and growth with active participation of all
employees. The companys philosophy is to maintain excellent industrial harmony inside
and outside the factory. Shriram Rayons has installed another state of the art dipping
machine which is capable of dipping Nylon, Polyester, tyre fabrics.
Shriram Rayons is also pioneer in producing dipped nylon chafer in India. Units annual
turnover is approximately Rs.150 crores having its 90% share to exports.
ORGANISATION CHART (PERSONAL DEPARTMENT)

UNIT HEAD
V.K. JAITELY

ASHOK DALMIYA
SR.

MR. BL.BHANDARI MR.MANI MENON

MR.K.R.K RAJU
ASST.MGR OFFICER
ASST. MGR
 MISSION

Our mission is to be a leader to our business by providing world class

and services to meet our customers need and to ensure a healthy return
to the stake holder.
Shriram Rayons Policy is to provide quality product at competitive
price and maximum customer satisfaction by active participations of all
employees.
We are committed to provide consistent quality in every aspects of
work.
Continually improve product quality adhere to deliver schedules.
We are responsible for close monitoring of quality system during
manufacturing.
 BUSINESS DEFINATION

SHRI RAM RAYONS MANUFACTURE AND SELL GREY/dipped industrial / tyre grade
yarn, cord, fabric and chafer fabric. The yarn cord and fabric are used as rein forcing
material for high performance automobiles tyres conveyor belts. Hoses etc.
Business operation at shri rams rayons
 EXPERT AWARDS

At national level, shri ram rayon has been honoured with national export award by srtepc
(synthetic and rayon textile export promotion council)during the years 1992-1993, 1993-
94,1994-95,1995-96,1996-1997-98-99.At state level also we have been receiving this
award.Shri ram rayon is earning valuable foreign currency by exporting 90% of its product
to the foreign buyers.
 MILESTONES

1961 _ BHUMI PUJAN

1965 _ PLANT COMMISIONED,WATER TREATMENT
1974 _DIPPED NYLON CHAFER
1982 _FIRST SAMPLE FOR EXPORT
1984 _EFFICIENTLY TREATMENT PLANT
1991 _WEAVING TECHNOLOGY CHANGE SULGER LOOM
1993 _AIR EMISSION CONTROL
1994 _ACCREDITION OF ISO 9002
1995 _NEW DIPPING UNIT INSTALL FOR DIPPRD FABRIC.
2004 _UP GRADATION OF SPINNING MACHINE
2005 _AIRJET WEAVING MACHINE, TQM
2006 _HUMAN DEVELOPMENT TRANING
2007 _SOLAR ENERGY ARRIVES
2008 _3.2 MW AFBC BOILER
2010 _SECON AFBCBOILER COMMISSIONED.
 DEPARTMENTS

VISCOSE
SPINBATH
SPINNING
TEXTILE
PURCHASE
ACCOUNTS
MARKETING(AT DELHI OFFICE)
AUXILLIARIES
INSTRUMENTS
POWER HOUSE
ACV AND R
CIVIL
CHEMICAL LAB
PHYSICAL LAB
SECURITY
ADMINISTRATION
PERSONNEL AND INDUSTRIAL RELATION
GENERAL STORE
GODOWN AND MOVEMENT
PRODUCTION
DATA CENTER(IT)
ELECTRICAL
SAFETY
 QCD
LAW
DIPPING,MAINTENANCE
UNITS OF SHRI RAM

DCM SHRI RAM INDUSTRIES LTD.

Unit Place Product

Shri ram kota Nylon,chemical,yarn,cord,fabric

rayon
Daurala Daurala Sugar, refined sugar, pharma,
sugar up. alcohol aromatic chemical.
works
Daurala Daurala Drug intimidates fine chemical
organic ltd. up.
Daurala f Daurala Scotch and blended, whiskier
and b ltd. up liquors.
 RULES AND REGULATIONS.

General rules and regulations at shri ram rayons.

A brief summary of the rules applicable to the officers staff members are given below.
Attendance:
A punching clock is installed near the security office at the gate no.1 and
punching card arranged with card number wise in racks on either side of the clock. All
employees are required to punch their cards on entry and when leaving the factory
premises .No person is authorized to write or amend anything on the punching card
In case of any discrepancy, an application should be made stating the
facts and forwarded to personnel department after obtaining signature of department head.
There are three shifting
A -production division
B -technical division
C -engineering division

Leave facilities are available for officers and staff members:

I. Privilege leave (PL): it is earned at 1 to 11 days of work and can be accumulated up

to 180 days for officers and sub ordinates staff.
II. Casual leave (CL): 12 days in a year casual leave may be availed for a period
between half day to 4 days at a stretch.
III. Sick leave (SL): employers are entitled to 6 days SL for every year completed
service. Each employee shall be informed the leave year applicable to him/her.

Group A: from 1 April to 31 march

Group B: from 1 oct. to 30 Sep.
 HIERARCY AT SHRI RAM RAYON

Categories of the employees officers (130 approx)

Chief operating officer

Sr.vice president

Vice president

Sr.general manager

Deputy General Manager

Assistant General Manager

Manager A

Manager B

Deputy Manager

Assistant Manager A

Assistant Manager B

Sr.officer

Officer A

OFFICER B
Subordinates staff (approx 70)
Sr. supervisor/Sr.foreman/Sr.office assistant/chemist A.
 Sr.security inspector
Super visor/foreman/ stenographer/security inspector/office assistant /
chemist/Sr. draughter.
Sr.clerk / draughter / stenographer / assistant security inspector / Sr. tester.
Clerk/typist/draughter/ telephone operator.
Workers (819 approx): 1.skilled 2.semi skilled 3.un skilled

COMPITITORS
MAJOR COMP. ABROAD RAYONS:

Good year - Luxemburg

Kordana - C.Z. republic
Cordsa - turkey
Firestone - Spain
C.italiya - Italy
Stomin - Poland
Nile cordsa fabric - Egypt
Fire stone - France
Dollar - south Africa
Fabric cordsa - Egypt
Nile cordsa - Egypt
Clabber - Germany

IN INDIA:

Indian rayon - Mumbai

National - Mumbai
Century - Mumbai
Keshoram - Kolkatta
PRODUCTION PROCESS
Process is to break the inter molecule bonds of cellulose to increase the solubility
of the cellulose. After this the pressing is done to drain out the excess amount of
the liquid .The temperature during the stepny is 17-23c and time taken to press the
pulp rayon is manufactured by, the viscose process react with Spain bath
(containing sulpharic acid H2so4)to generate cellulose (rayon). The rayon is
purified, and twisted into cords and fibers for packaging and shipment.
Basic raw material:
(a) Wood pulp: Shriram Rayon import wood pulp in the form of sheet from USA
only which has the high molecule weight. There are numerous grade of pulp
differing in the cellulose content. Two grades of pulp are being manufactured
by Shriram Rayons V81 and RJ.
(b) Caustic Soda (CS2)

PROCESSING UNITS-:
(1) Viscous Section: Prepare viscous and send to spinning.
(2) Spin Bath Section: Supplies spin bath regeneration purification to the spinning
section.
(3) Spinning Section: Rayon yarn is spun using viscous and spin bath and is
supplied to the textile section.
(4) Textile Section: The Rayon yarn is produced in the spinning and is twisted to
form Rayon cord.

Viscose processing stage

 1. Steeping: it is the first stage in the production of viscose is the
steeping process. In the steeping process wood pulp is steeped. The
complete set of sheets of pulp steeped at a time is called batch. The
weigh of one batch is around 350 kg.These is placed in compartments
and caustic soda is used in which batched are steeped (dipped).The
steeping time is up to 1 hour. After one hour caustic soda is drained
off before preesing.The objective of this procis 8-10 minutes.
2. Shredding: The shredder has two sigma blades which shreds out
the alkali cellulose in pieces. Then the shredder is titled up to 120 to
transferring the shredded cellulose to the ageing section. Time of
shredding is 45-55 minutes and 28-31c.
3. Ageing: cellulose is aged before further processing so as to
facilitate move uniformity as well as depolymerisation from shredder
shredded alkali cellulose is dumped in big contains for 48 hours.
Specific temperature and humidity is maintained during ageing.
4. Xanthation (barrette room): Here alkali cellulose is treated with cs2
to from xanthate.
Now the cellulose mixture turns to yellow colour.This material is
called yellow crumb. Further the reaction is carried out in big vessels called
barrate.These barites are rated at the speed of one rotation per minute. Capacity of the
tanks is 24.570 cubic meter.
5. Dissolving: The yellow crumb is dissolved in the aqueous caustic
soda.
The yellow crumb is not completely soluble at this stage
because the cellulose xanthenes suspension has very high viscosity; it
has been termed as viscose.
6. Ripening and de-aeration and filtration: The viscose is allowed to
stand for a specific time to ripen. The viscose produced has to be filtered
to produce yarn, thus there is one blender 4A tank 8c filter,11A filter,
18c-filter.The viscose is filtered in this region and passed on to spinning.

SPINBATH PROCESSING STAGE

It is a production which is used in spinning department to coagulate

the viscose.Spinbath is supplied to the spinning machine having following
characteristic:
H2SO4:95 GPL
ZNSO4 :63 GPL
 NA2SO4:200 GPL
SPINNING: The viscose is made to pass through a jet of 1100 holes. This produces
rayon yarn of1100 filaments. Then this yarn is passed through different liquids to wash
and give finishing. This yarn is then collected in the bobbins and sent to textile
department.
TEXTILE PRODUCTION:
Physical test laboratory: In textile department the fabrics are made using using the
rayon yarn and the exported nylon yarn too. Both grey and dipped fabrics are
manufactured. After producing the fabric it is dipped in a solution in order to make it
able to adhere to the rubber. Conversion of nylon yarn into time card fabric and
chaffer fabric takes place.
Physical test laboratory: In the laboratory the finished products both rayon and nylon
are checked and tested ensuring the customer satisfaction met. The laboratory is air-
conditioned in order to maintain the required temperature and humidity for testing.
Laboratory is equipped with at the required testing equipment for conducting varieties
of testes.

GODOWN AND MOVEMENT:

Once the product is packed it is and to the go down for storage and the further
shipment. There are two types of contains that are called 40 ft contains and 20 ft
contains.

NATURE OF PACKANGING: Domestic buyers: yarn cord is packed in form of roles.

The anhydrous sodium sulphate is packed in the bags with uniform weight of 50 kgs.
The goods are dispatched as advice received from the marketing through the
nominated transport.
FOREIGN BUYERS: The yarn cord is packed in the form of pallets and fabric is in
the form of roles. The goods are normally dispatched in 20 to 40 ft contains through the
sea route normally.
Leading companies in the field of tyre manufacture
Apollo tyros
Birla tyros
Ceat tyros
Good tyros
JK tyros
Modi tyros
MRF tyros
Out of the total production almost 93% is exported to Europe.
South Africa, Japan etc, and rest 74% is supplied to the domestic
market customer.
 EMPLOYEE WELFARE

Housing Colony: - The colony has 638 quarter accommodating over 3000
people. There are parks, school, complex, temple, library, 40 ysadhna Kendra.

Shriram Vidhyalaya: - Forth education of children of employees and children of

the surroundings area, a senior higher secondary school is being run in Shriram
Nagar Colony (begun with 268 students).

Sports: - Shriram basketball and volleyball teams were among the finest in the
country and boast of several ARJUN Awards winners.

Cultural Activities: - Shriram is maintaining an auditorium with a capacity of

about 3000 spectators. These activities are a medium of entertainment for the
colony residents and encouraging talents. The drama artist and musician of the unit
have won many all India competitions and have performed on TV and radio.

Mahila Kalian Kendra and Vidhyani Mahila Sahkari Samiti: - It was setup
in 1977 to encourage the families of employees to supplement there wages with
learning in there spare time. The co-operative society is organizing many business
activities for its member and earning a moderate amount of money.
Sewa samiti and samanvaya: - This samiti works towards maintaining
harmony and discipline in the colony.
Thrift and credit co-operative society:- This society provides facility for employees to
affect savings by deposits and also give loans to member for various purpose.
Ladies welfare center:
Ladies co-operative society:
Sewa samiti:
Family welfare:
Computer training center.

HUMAN RESOURCE MANAGEMENT

i. An organization is nothing without human resources. People are the

essential ingredient in all organization. working with for and through
people. Is the way in which a manager. Accomplishes his job.
Maintaining good human resources is a managers
responsibility. Providing human satisfaction from work
output and relationships is a managers obligation.
There is an oft-quoted phrase. Management is people. It
indicates the fact that personnel are the responsibility of the
entire organization. Personnel management is one of our
most complex and challenging fields of Endeavour.
Human resource management is a management function that with
recruiting, selecting training and developing. HR Is an organization it is
concerned with the developed of a highly motivated, smoothly functioning
work force. It is planning, acquiring, developing, utilizing, and maintaining
human resource in the achievement of organizational goals. It is renaming of
personnel management.

SCOPE OF HRM

I. Training and development.

II. Organization and development
III. Organization job design
IV. Human resource plannings
 V. Selective and staffing
VI. Personnel research and information system
VII. Compensation and benefits
VIII. Employee assistance and motivation
IX. Employee maintenance
X. Union management relation.

OBJECTIVE OF HRM

The main aim of HRM is to achieve both efficiency and justice, neither
of which can be persuade successfully without the other.

1) Procurement of the personnel:- The first objective of human

resource management is to obtain capable people who can produce
sell and distributed.
2) Effective utilization of human resources: - In order to achieve
organization purpose personnel management utilizes employees,
efforts, talents and skill effectively.
3) To build desirable working relationship: - It aim to establish and
maintain productive, self respecting and satisfying working
relationship among all the members of the organization.
4) Maintaining individual development: - HRM provides
opportunities for advancement to employees through training and
job education. It encourages to release his pot entitle.
5) To secure integration: - It aims to secure the integration of the
individual and group with those of an organization.
6) To satisfy individual needs and group goals:- If offers and adequate
and equitable remuneration, economic and social security to
employee.
 7) Development of teamwork: - It develops a team work spirit among
the works.
8) To create disciplined atmosphere:-It develop a sense of discipline
among the human force engaged in any organization.
TRINING AND DEVELOPMENT

MEANING: Training is the act of increasing the knowledge and skill of an employee
for doing a particular job. It is a short term educational process. In brief, it is a
systematic procedure for transferring technical know-how to the employees. It aims at
increasing the ability of the employess, so that they can do the job in an effective and
efficient manner.
According to R.C. Davis, Training may be defined as a process of
developing an understanding of some organized body of facts, rules, and methods.

CHARACTERISTIC OR NATURE OF TRAINING

a) Training is the act of increasing the knowledge and skill of an employee for doing
a particular job.
b) It is a learning process and experience.
c) In its widest sense, training is an aid to, self-development,
d) It bridges the differences between job requirements and employees present
specification.
e) It is an activity intimately associated with all the other personnel or managerial
activities. Scott clothier, and sprigged write, personnel management is
management and training is a very important phase of the management
programmed.
f) It seeks a relatively permanent change in an individual that will improve his
ability to perform on the job.
g) It is an essential part of management development.
h) It involves the changing of skills, knowledge, attitudes, or social behavior.
i) Training complements selection. If well qualified candidates are recruited, there
will be less need for training inside the organization. But if recruits are poorly
qualified candidates, then training must try to fill the gap.
j) It is wrong to think of training purely in terms of formal courses and
programmer. Strauss and sayles, state Almost everything that happens to an
employee after he joins a company serves as a training experience, that is to say,
the worker learns what is expected of him in a new situation through the
experienced he undergoes.
 k) It is misleading to think of training as an afterthought or reactive- a series of ad
hoc if it activities, separated from other organizational function.

TRAINING AND DEVELOPMENT

The term development is a broad one. Development includes both training to increase
skill in performing a specific a specific job and education to increase general knowledge
and understanding of our total environment. The aim of development is to improve the
overall personality of an individual. This term is mostly used in the context of executive
only. Training is a short process utilizing a systematic other hand, development is a
long technical skill for a definite purpose. On the other hand, developing is a long term
educational process by which managerial personnel learn conceptual and theoretical
knowledge for general purpose. Some important distinction between training and
development are given in the following:

Training and development compared

POINTS OF DISTINCTION TRAINING DEVELOPMENT

i. Meant for operatives executives
ii. Aim to develop specific to develop total
Skill personality
iii. Contents technical and mechanical conceptual and philosophical
IV. Time period one shot affair continuous affair
v. Initiative from management external from individual himself int-
motivation -ernal motivation
vi. Nature reactive process to meet proactive process to meet
current needs future needs
vii. Develops skills technical and hands on interpersonal and de-
skill cisions making skills
viii. Needed at operating levels middle levels
 OBJECTIVE OF TRAINING

1. To establish a sound relationship between the worker and his job the
optimum man task relationship.
2. To prepare the employee to meet the present as well as the changing
requirements of the job and the organization.
3. To improve the new entrants the basic job knowledge and skill.
4. To prevent personal and organizational obsolescence.
5. To prepare employees for higher level tasks.
6. To assist employees to perform more effectively in their present position.
7. To build up a second line of competent managers to occupy responsible
positions.
8. To ensure smooth and efficient working of a department.
9. To train employee to increase his quantity and quality of output.
10.To promote a sense of responsibility, moral and cooperative attitudes.
11. To train employee towards better job adjustment and good work
relationship.
12.To reduce supervision, wastage and accidents.
13.To minimize operational errors and to bring down costs of production.
14.To bring down labour turnover and absenteeism.
15.To train employees in the company culture pattern.

NEED OF TRINING
Training has become a necessity in industrial organization on account of the following
reasons:

A. JOB REQUIREMENTS- New employees require detailed instruction and

training for effective performance on the job. Employees selected might lack the
required qualification and skill for a particular job. New entrants also need to
provide orientation training to make them familiar with the working conditions
and the organization.
B. TECHNOLOGICAL CHANGES- Technology is changing very
fast.Mechanisation is increasingly used in officers and factory jobs. Thus
increasing use of fast changing techniques and work methods requires training
into new technology. New jobs require new skills. No organization can miss the
advantages of latest technology without well-trained employees.
C. ORGANISATIONAL VIABILITY-Trained employees are the valuable assets of a
company. But the skill of men becomes outdated due to fast changing conditions
in the market and economy. Over the passage of time, employees suffer from
personal obsolescence. Their knowledge becomes old Hence; existing employees
need refresher training to keep them abreast of new knowledge.
D. INCREASING COMPETION- Due to economic liberalization and globalization
the firms are experiencing expansion and diversification of business and
products. The keen competition has increased uncertainties and complexities in
the market. Thus in order to face international competition, the firms must
improve their capabilities. It has necessitated acquisition of new skills through
training.
E. CHANGE IN JOB ASSIGNMENT-Training becomes necessary when an
employee moves from one job to another due to promotion or transfer, employees
chosen for higher levels jobs also need training. Training is also necessary to
equip the old employees with the advanced discipline, principals and concepts.
When somebody is asked to perform the higher responsibility, he is given
training.
F. HUMAN RELATIONS APPROCH- in this age of industrial democracy,
employees are partners rather than servants. Modern managers have to maintain
human relation besides maintaining sound industrial relation. Now training has
become a right of employees, although hitherto the managers were adopting a
commodity approach towards workers.
G. MOTIVATION AND CREATIVITY- Training programmers foster the initiative
and creativity among employees. Training motivates work harder.
IMPORTANCE AND ADVANTAGES OF TRAINING
Give a man a fish, he will eat it. Train a man to fish, he will feed his family. This
saying highlights the importance of training every where. Employee training is
important to organization because it can make the achievement of organizational goals
possible.
A well planned training programmed can provide the following advantages:-
1) HIGHER PRODUCTIVITY- Training improves employee performance. Trained
employee use better methods of work, sound knowledge and good awareness of
his goals. It results in increased quantity of work and output.
2) BETTER QUANTITY OF WORK- Training helps in standardizing the methods
of work and right use of tools. Uniform work methods and procedures help to
improve the quality of product service. It also results in elimination of possible
mistakes.
3) LOW COST OF PRODUCTION- Training helps employees to learn their jobs
and attain levels of performance speedly.It also contributes to better utilization of
machines and materials. Trained employees make more productive use of their
resources. They know better handling of equipments. All this reduces wastage
and spoilage and minimize the cost of operations.
4) LESS LEARNING TIME AND COST- The learning time and costs are reduced
considerable by training. They need not waste their efforts in learning through
trial and error.
5) PERSONAL GROWTH-Training creates a sense of control over his own
personal future. It provides an opportunity to accomplish personal goals. It
builds self confidence, sense of worth, and other work qualities. It prevents decay
of knowledge. It helps to develop people as future managers.
6) JOB SATISFACTION-Dissatisfactions, complaints work tensions, fear, spoiled
work, mental stress, frustration and absenteeism can be greatly reduced when
employees are well-trained.
7) HEALTHY INTERPERSONAL RELATION-Increasing work conflicts,
mechnisation, complexity of jobs, and formalism have led to alienation of
workers resulting in inter personal and inter group problems. Proper human
relations training can easily overcome such problems.

TYPES OF TRAINING
a. ORIENTATION TRAINING- It is also known as pre job or induction
training. This training provides new employees with information on such
matter as company history, policies and procedures, pay and benefits,
conditions of employment, safety practices, and names of top managers,
location of various department, manufacturing process, and work rules.
This training creates self confidence in the employees.
b. JOB TRAINING This training is conducted with a view to increase the
know ledge and skills of employee for improving his job performance.
c. CRAFT TRAINING-This training given to workers in the different crafts.
d. REFRESHER TRAINING-It is designed to revive and refresh the
knowledge and to update the skill of the existing employees. It has short
period. Due to rapid changes in technology and work methods, it has
become very necessary for the employees. It replies old knowledge with
new work skills.
e. TRAINING FOR PROMOTION- Some employees of high potential is
selected and they are given training before their promotion. This training is
provided when vacant posts are filled up by internal recruitment.
f.SAFETY TRAINING-This training is provided to minimizing accidents and
damage to machinery. It involves instruction in use of safety devices. It
creates safety consciousness among employees.
g. APPERENTISE TRAINING-It is used to prepare employees for a variety
of skilled occupation and crafts. For example mechanist, printing pressman
boilmeker, tailour.
h. INTERNSHIP TRAINING-It refers it a joint programme of training in
which educational institution and business cooperate. Selected students
carry on regular school studies for periods ranging from 3 to 12 months
and then work in some factory or office for a designated period of time.
The training is usually conducted in connection with highly skilled or
professional types of training.
i. REMEDIAL TRAINING-This training has the object to overcome the
shortage comings in the behaviors and performance of old employees.

THE TRAINING PROCESS

In order to achieve the training objectives, an appropriate training program is
necessary. The important steps in the training program and procedure are below:-

A. ORGANISATIONAL OBJECTIVES- An organization must first asses its

objectives. What business are we? What product do we wish to provide to
customers? At what level of quality do we wish to provide this products or
service? These questions will decide what skills knowledge, abilities and other
personal attributes are necessary for employees.
B. TRAINING POLICY- A training policy represents the commitment of top
management to employee training. In consists of rules and procedures
concerning training. Training policy is required to guide the design and
implementation of training program.
C. RESPONSIBILITY FOR TRAINING- Training is a joint process its
responsibility has to be shard among:
(a) Top management who will frame and authorize the basic training policy and
review the training plants.
(b) Personnel department which should plan training instruction
(c) Line supervisor who should implement training plan
(d) The employees who should provide feedback and suggestion for improvement.
D. TRAINING NUDS ASSESMENT- The assessment of training needs perhaps the
most improvement steps in process. It is from this needs assessment that the entire
training processes will flow.
E. SELECTION OF TRAINING- It is necessary to decide who are to be trained
new or old employees, supervisor, workers or manager. The methods to be used will
depend upon the type of training of person to be trained.
D. TRAINING GOALS- The training goals should ensure that the assessed needs
will be served.
E. PREPARING THE TRAINERS- The success of training depends to a great
extent upon the instructors or the resource person. The trainers must know both
the job contents and how to teach team.
F. DEVELOPING TRAINING PACKAGE- It involves deciding the contents of
training, designing support materials and choosing the appropriate training
techniques. Training process may involve specific instructions.
G. PRESENTING THE OPERATION- This is the action phase of training. Here
the instructor uses explanation and demonstration for training.
Explain each step that he is performing.
Have the training explain the entire job.
Key points should be stressed upon.
H. PERFORMANCE TRY OUT- The training is asked question in order to ensure
that he really knows and understanding the job.
I. OVERALL EVALUATION- without monitoring the training process, it is
possible that a well designed training program may be conducted improperly or
otherwise fails to accomplish its goals. At the end of the training program is also
necessary.
 TRAINING DEVELOPMENT AT SHRIRAM RAYONS

Responsibility for training activities:

S.N. ACTIVITY PERSON RESPONSIBLE

1. Identification of train All divisional heads department heads

Needs.

2. Analyzing of training Department heads (personnel and I.R.)

Needs and discussion per and department head (administration)

Training of training needs

3. Prepation of training plan Department heads (personnel and I.R.)
And department head (administration

4. Arrangement of training Department heads (personnel and I.R.)

Programme and department head (administration

5. Approval for external unit head

Training in hour
Training programme
By external faculty

6. Arrangement of requisite officer personnel /I.R.D

Aids during training programme

7. Main training training records officer assistant personnel /I.R.D

PERSONAL DEPATMENT:

Title: Training for staff and officers.

Purpose: 1) to upgrade the skill on the job for better performance of
Personnel
2) To prepare them for higher responsibilities.
3) To train in the areas of interest of organization such as.
I.S.O. 9001, T.Q.M.COST REDUCTION ETC and quality related programme
SCOPE: System and procedure followed in the personnel.

SYSTEM: A consolidated system has been designed for training and development of
officers and staff which in duds methodology for identification of training need
appraising and conducting training program and its evaluation.
 TRAINING FOR NEW STAFF AND OFFICERS

S.NO ACTIVITY RESPONSIBILITY

1) After completing the Department head (personnel and I.R.)

Joining formalities
With personnel departments
The new uncombed is introduced
With SR.exutive of the company

2) A suitable orientation/ induction Department head (personnel and I.R.)

Program is prepared by
Personnel department or concerned
Divisional head and a tutor are
Assigned to guide during induction.

3) On completion of induction if need be divisional / department head

A further training program is prepared
By divisional/ department head and a tutor
Are assigned to guide during training

4) On completion of training the incumbent divisional / department head

is put on the job training

5) Incase of graduate engineer head of corporate personal

Training / exutive training
Recruited under company
Scheme a one week induction
Programme can also be conducted
By corpoatepersonnel

6) Company mapping for staff / officer divisional / department head

Being conducted during
Appraisal / recruitment

7) Effectiveness of training programme divisional / department head

 TRAINING PROCESS OF STAFF OFFICERS AND
WORKERS:
Identification of training need.

Training needs analyzing and preparation of training calendar.

Training exutive for officer staff and workers.

 TRAINING RECORDS

Records the training detail / in concerned register / file in the personnel / I.R.

I.Complete the joining formalities in case of new entrants

II.Introduce to new entrant with all senior exutives.
III. Brief about the policy rules and regulation of the company.
IV.Prepare the induction / orientation programme in consultation with department /
divisional head.
V. Review the progress of new entrants during training from time to time.
VI. Organization the confirmation review with divisional / unit head of new entrants.
 SWOT ANAIYSIS
After visiting the whole organization and seeing its various departments it can be said
that it was nice to visit such organization and to know what really an organization is.
These are some strength, weakness, opportunities and threats which are as follows:

STRENGTH:

First to get I.S.O9902 certificate in rayons.

Export award 7 times.
Goad relationship between labor and management.
Having latest machineries.
Networking system of SHRIRAM RAYONS is very effectiveness.

WEAKNESS:

Shrinking market.
No domestic market.
Production depends upon demand of finished goods from international market.
Production solely depends upon import of raw materials.
Manually set up.

OPPURTUNITIES:

Leading manufacture in rayons.

Good relation in international market.
Having 30% market share in rayon.
Joint venture with tyre manufacturing companies both international and
domestic.
Having expansion plans.
New expansion in plant for making in domestic territory.
THREATS:

Computer (mainly century rayon in India).

Govt. policy of import of second tyre.
WTO, GATT agreement.
Paid in dollar and earn in EURO currency, nylon dominance.
Increase in competition.
Decrease in the demand of production in international market.
Change in govt. policy to tariff, custom and excise duty.
 LEARNINGS

I. Firstly it was the very good experience to work and learn with a world class for
two month as it was my first step into the corporate world.
Maintaining filter in systematic manner with each and every detail is very
important, if not done it hinders the work whenever these are required for references in
medical claim formalities, appraisal etc.
II. As I worked with the employees of the H.R. department in the organization
during the project they shared their experience and learnings within which was
the good opportunities. I get during my project.
III. I learned different H.R. policies of the organization which were unknown to me
before entering to the corporate world.
IV. I also learn how much the values and culture of the organization impacts the
employees productivity.
V. Many times I felt people are not open to new ideas and they are to new ideas and
they are resident to change.
VI. Learned from every individual working here, it might be in terms of knowledge
skills, behaviour or personnel traits etc.

Being in the H.R. department I learn many minute things which could not be learnt
simply by reading books theoretically the practical experience was totally different as I
have seen that H.R. person should be very polite soft spoken and good at handling
people coordination with all department is very necessary.
 OBSERVATION AND FINDINGS

During the study of the project I observe different functions of the H.R.
department. I got the knowledge about the different type of H.R. policies
functioning in the organization. I also got knowledge about how the organization
is following their values in a very sincere way.
I learn how and what types of facilities are being provided to the employees.
I also observed how the weekly training programmes are being conducted for
officers, staff as well as workers. This contributes in their development.
I got knowledge about different department in a manufacturing company and
idea about the challenge that the employees are facing while performing their
work.
As I worked on the ERP system of the organization. I came to know that how
they are maintaining the database of the employees for all department region
wise.
I also observed how they are doing the performance appraisal on the targets by
the employees in the time given through ERP.
They emphasis on the providing proper working environment to their employees,
so that the employees can work efficiently and smoothly.
 RECOMMENDATIONS

Organization must enhance work force motivation to improve productivities

workers must be encouraged and motivated to develop a customer satisfaction.
Organization needs to empower their workers by allowing them greater
autonomy and control to design jobs that are more stimulating. This will enhance
the personal productivity.
Interdependent of different departments should be well studied coordinated for
effective output.
Training schedule must be worked out well here with proper planning schedule.
Create a clear picture of the training program in the mind of the employees
which will make them aware about the program, its pros and cons, how the
program is going to benefit them personally and eventually company as a whole.
Regular feed back both are well studied and structured. The key related areas
are properly designed and clearly mentioned to employees.
More and more new people should be recruited so as to allow more new and
innovative ideas in the organization.
Technology should be continuously updated and latest technology of working
should be brought into the organization.
Communication gap should be reduced.
Counseling decisions should be frank and open lastly the time allotted to the
program should be adequate to optimize the interest of the employees so that
they can fully explore the benefits of program and use the knowledge for
personal growth and company benefit.
 RESEARCH METHODOLOGY

All progress is born of inquiry and inquiry often leads to invention.

Research is an art of scientific investigation. The success of any project is based on
the foundation of strong research methodology for every research some set of methods
to be used, according to the nature of the information to be covered in proposed study
is historical descriptive and analytical in nature.
The various source of information were:
Past records.
Personal observation
Conversation with various concern authorities.
Reference books.
Internet.

Research methodology is basically a framework a blueprint for the

research study, which guides the collection and analyzing of data.
Research objective. It is an expression of what is expected of the
research exercise in term of result and analysis of input needed to
convert data into research findings designing a search plan for
decision on the data source research approaches, research
instruments and contract method.
 CONCLUSION

o Networking system at shriram rayons is very effective.

o The organization has a systematic training structure for the employees but track
lack in certain areas time management. An in depth analysis of the training
program on industrial / fire such as safety first aid and health confluences
covering areas. Such as program management methods, benefits of program etc,
was done and on the basis of opinion of workers conclusions were drawn.
o Most of the employees were satisfied with the program.
o UN animus opinion was that the subject thoroughly covered and the program
management was good the queries of the employees were promptly deathly with
faculty members.
o The trainees opinion about training programmes were that the subject was
thoroughly covered but due to lack of time the entire subject could not be
breached upon. They felt more time should be allotted to such program as it
updates the employees and brings, them in par to latest techniques and methods
being implemented in the industry.
o Documents are arranged in a very systematic manner for effective.
o Company launched extensive training programmes.
o Increase efficiency because ERP system training for operative ERP system was
also provided to officer level.
o Exports 93% of its product of its total production in international market. So as
on this basis of its export performance it is categorized as export house.
o Best exporter in India for rayons.
o Even today much work is done manually especially in personnel department.
 BIBLIOGRAPHY
Book consulted:

G.S.SUDHA (HUMAN RESOURCE MANAGEMENT)

Website consulted:

WWW.DCM.SR.COM.
WWW.GOOGLE.COM.
 ANNEXURE

SHRI RAM RAYONS KOTA / DELHI

Training needs identification form for supervisors and clerks in duplicate.

July to June

Kindly use the following codes for the aforesaid purpose

S.NO. TOPIC

(1) team building

(2) Communication skills
(3) I.R. concepts regulations
(4) Job relation skills
(5) Safety and pollution control
(6) Cost reduction and control
(7) Production planning and control
(8) TQM / ISO9000
(9) Attitudinal change
(10) Import export procedure
(11) Document procedure import and export
(12) Marketing management
(13) Any other please specify.
S.NO. NAME OF DESIGNATION DEPARTMENT QUALIFICATION TRG
EMPLOYEES CODE

DEPARTMENT HEAD DIVISIONAL HEAD

CC: PERSONNEL / ADMINISTRATION

DEPAERTMENT S.R. DELHI
 SHRI RAM RAYONS KOTA
DATE: MM/DD/YY

Performa for impact of effectiveness of training program

(STAFF AND OFFICERS)

I. Name:
II. Employees no.
III. Designation:
IV. Department:
V. Date of training:
VI. Subject:
VII. Effectiveness of training programme.
+2 +1 1 0

1) Team building
2) Communication skills
3) Supervisory development
Program
4) I.R. concepts and regulation
5) Job related skills
6) Safety and pollution control
7) Cost reduction and control
8) Production planning and control
9) TQM / ISO 9000
10) Attitudinal change
11)Import export procedure
12) Documentation procedure imports and export
13) Marketing management
14) Any other please specify

DEPARTMENT HEAD DIVISIONAL HEAD

** RATING +2 VERY GOOD
+1 GOOD, 1 AVERAGE
 0 BELOW AVERAGE.
MARK (SIGN) IN THE RESPECTIVE COLUMN.

PRESENTATION SLIDES