A

Project Study Report

On

Training Undertaken At

At

R.S.W.M., BANSWARA

Titled

“TRAINING AND DEVELOPMENT AT RSWM, BANSWARA”

Submitted in partial fulfillment for the

Award of degree of

Master of Business Administration

Government Women’s Engineering College, Ajmer

Submitted By: - Submitted To:-

Delna Salim Mr. M.P.Pareek

MBA Part -II DGM, HRD

2009-2011
 LIST OF CONTENTS

S.NO. PARTICULARS PAGE

NO.
1. PREFACE 4

2. ACKNOWLEDGEMENT 5

3. CHAIRMAN’S MESSAGE 6

4. COMPANY PROFILE: 8-19

 UNIT PROFILE 8-9

10
 MISSION
10
 VISION
11
 MILESTONES
12
 ACHIEVEMENTS
13
 PRODUCTS
14

 CORPORATE SOCIAL RESPONSIBILITY

15

 EXPORT DESTINATION 16

 TOP MANAGEMENT 17

 BOARD OF DIRECORS 18-19

 UNITS OF LNJ BHILWARA GROUP

5. STUDY TASK: 21

 INTRODUCTION 21

2
  OBJECTIVES

 SCOPES

6. TRAINING AND DEVELOPMENT 23

7. TRAINING NEED IDENTIFICATION FOR A COMPANY 24

8. TRAINING PROCESS 25

9. DEVELOPMENT PROCESS 26

10. DISTINGUISH BETWEEN TRAINING AND 27

DEVELOPMENT

11. RESEARCH METHODOLOGY: 29-30

 EXPLORATIVE STUDY

 DESCRIPTIVE STUDY

 LIMITATION

12. QUESTIONAIRE 32-34

13. DATA PRESENTATION 36-37

14. SWOT ANALYSIS 39-41

15. TRAINING PROCEDURE FOLLOWED IN RSWM,LODHA- 43-44

BANSWARA

16. CONCLUSION OF TRAINING AND DEVELOPMENT 46

SECTION IN RSWM,LODHA-BANSWARA

17. SUGGESTIONS 48

18. BIBLIOGRAPHY 50

Government Women’s Engineering College, Ajmer

(Rajasthan Technical University, Kota)

3
 Preface

This report is prepared in order to keep in view the training programme attended
in RSWM, BANSWARA from 17thJune, 2010 to 2nd August, 2010 on training and
development function of HR. It is sincerely hoped that like our work, this report
would also be useful for students attending the training programme in future.

With immense pleasure and deep sense of sincerity, I have completed

my Industrial training. It is an essential requirement for each and every
student to have some practical exposure towards real world situations. A
systematized practical experience to inculcate self confidence in a student
so that they can mentally prepare themselves for this competitive
environment.

The purpose of training is:

 Developing intellectual ability of student

 Bring confidence
 Developing skills
 Modify Attitudes

ACKNOWLEDGEMENT

4
On completion of my project on the topic “Training and Development in
RSWM, BANSWARA” I would like to say that it was an absolute privilege for me
to work under such a prestigious and professional organization.

I sincerely thank Mr. M.P. Pareek, DGM,HRD for providing me an opportunity to

work on this project. I am very obliged to receive his invaluable guidance, which
he spared for me from his busy schedule.

I am extremely grateful to Mr. Dinbandu Pandya (OFFICER HRD) without whose

help my project could not have taken shape.

I appreciate the spontaneity and willingness of all the employees, management

and staff of RSWM, BANSWARA who helped me by giving their valuable feed
back so that I could complete my survey on effectiveness of training
programmes` as observed in this organization.

I take this opportunity in my career to express my sincere gratitude and

indebtedness to all those who made this project a success. I would like to
mention that this sentiment will linger on through out my life.

Undergoing training here gave me a good insight into the functioning of an

organization.
I would also like to thank my teachers for giving me a platform to learn so much.

THANK YOU

5
 A Passion for Excellence
A wind of changes on oft-quoted example from Alice in Wonderland comes to
mind whenever change is discussed. The queue in running on the chessboard
only to say in the same place. The learning that one brings away from this is that
if one wants to get anywhere, one has to run much harder…………………………
It is same with the change. One needs to work harder than usual to change and it
is not always easy, but it is an essential of survival. Your own body sheds and
birth millions of new cells everyday just to keep you alive. Stability is good but is
too often confused with stagnation. The latter is a slow poison for any organism,
whether animated or in animated. To achieve true stability, a certain amount of
activity and movement of the right kind is imperative. Drawing from the example
of my life, I can truthfully affirm that I have held on to my core belief and values,
yet allowed for change in my organization. In my own life, I have stepped aside
from day to day involvement with running group as I feel younger generation has
fresh ideas which may be different from mine but nevertheless, should be given a
change to develop. Always remember that without the winds of change, any
organization is like an airless house without ventilation whose inhabitants can
only suffocate slowly to death. A fresh infusion of ideas and thoughts has been
injected into the group and this has now begun to bear fruit. It is time to begin a
new phase of growth and learning and present our new face to the world-a face
that reflects both, our rich heritage and values and forward outlook have always
maintained. I hope all of you will savors the rich hues that will be that we
implemented as the group colours and always remember that they stand for the
values and outlook that have brought the group this far and will take it dazzling
heights in the future as
well………………………………………………………………………………………..

6
 L.N. Jhunjhunwala

Chairman Emeritus

COMPANY PROFILE

7
 RSWM Limited
(A Unit of LNJ Bhilwara Group)
Mayur Nagar, Village Lodha, Distt Banswara (Rajasthan)

LNJ Group History:

The journey of the LNJ Group begins in 1961 when the group founder,
LNJhunjhunwala established a textile Mill in Bhilwara Rajasthan.
Today that single textile mill has expanded in to several textile mills; the group
has diversified strategically & stands proud as a multi product & service
conglomerate. Industry pioneers in many cases, we have also established
ourselves one of the top 50 Indian business groups.
In power generation Group has achieved few mile stones

Unit Profile

RSWM Limited, the flagship Company of LNJ Bhilwara Group, is a professionally

managed, progressive and growth-oriented and one of the largest textile
manufacturer in the country, primarily producing synthetic, blended, mélang,
cotton & specialty yarn, fabric and denim.

RSWM was established in 1960, an IS/ISO 9001:2001 and SA 8000:2008

accredited Company, has 8 state-of-the-art manufacturing plants which moved
from strength to strength and today, it operates about 3,60,000 spindles, having
1,00,000 MTA yarn capacity. It is equipped with in-house fabric weaving and
processing facilities of about 35.6 MMA for fabric and denim fabric. RSWM is self
- reliant in Captive Power Generation of 46 MW that feeds all its integrated units
spread across the state of Rajasthan. Modern technologies and world class skills
have enabled the Company to produce the finest quality adhering to stringent
international norms.

The main competitive strength of the Company is its innovative product range
that includes specialty, functional, technical and eco-friendly yarn and fabric
along with basic and commodity products. The Company recently has shifted its

8
focus to produce more and more natural textiles in order to meet the emerging
needs of the market.

RSWM exports a complete range of yarn and fabric to over 70 countries

worldwide, giving the Company a large, visible presence across Europe, South
Africa, North America, Australia, South Korea, Belgium, Singapore, Italy, Egypt
and the Gulf countries.

The Company holds the prestigious ‘Three Star Export House’ status and has
received Export Awards from the Synthetic and Rayon Textiles Export Promotion
Council consecutively for several years. The Company is a recipient of the “Rajiv
Gandhi National Quality Award” received from the Bureau of Indian Standards for
the years 2006 and 2007. RSWM has also received “Niryat Shree" - Certificate
of Excellence (Non-SSI) award for the category of textile and textile products.

RSWM’s one of the leading brand `Mayur Suiting’s’ enjoys a high brand equity in
its target segment in the country

Overview of RSWM Limited, Lodha, Banswara

9
 Mission

With unique insight into consumer behavior, we strive to offer the best. Following
distinct business strategies, the company will continue its tradition of
manufacturing
the finest products.

Vision
RSWM envisages itself as a trend setter of the textile industry. It is
committed to introduce innovative products in the industry which will set new
standards.

Quality policy
We, at RSWM Limited, engaged in the production of textiles, commit
ourselves to achieve Total Customer
Satisfaction by:

• Consistently meeting the customer and other product-related requirements.

• Using modern technology.
• Continual improvements in effectiveness of Quality Management System.
Involvement of all concerned.

10
Milestones

 RSWM imited is the new name for Rajasthan Spinning And Weaving Mills
Ltd.

 RSWM has initiated a Rs. 900 crore expansion plan. Its Denim & 46 MW
Captive Thermal Power Plants have commenced operation.

 RSWM expands their spindle capacities at all the plants.

 RSWM was recently felicitated with Rajiv Gandhi National Quality Award.

 RSWM announced the acquisition of Cheslind textiles Ltd., a Bengaluru

based textile unit.

 RSWM ropes in Salman Khan as brand ambassador for Mayur Suitings.

11
Achievements
 The coveted ISO 9001-2001 Quality Management System certification
was received in January 1997, which speaks volumes about the
company’s.

 RSWM is the winner of SRTEPC Highest Export Award for polyester /

viscose yarn exports for the last 13 years

 RSWM bagged ‘The 2007 Excellence Award for Financial Performance

and Analysis’ instituted by Rajasthan Chamber of Commerce & Industries,
Jaipur

 RSWM’s Rishabhdev unit bagged National Export Award, and the

SRTEPC Excellence award for highest production in export of 100%
Polyester Spun Yarn

 An advanced machinery repertoire from world leaders, ensures flawless

quality and more versatility at each and every stage

 Rajiv Gandhi National Quality Awards Commendation certificate in Large

Scale Textile Industry to Banswara and Kharigram unit in year 2006 and
year 2007 respectively.

 Our Banswara plant certified for producing and selling Organic Cotton
yarn from "Control Union Certification" (formerly known as SKAL)

 Certificate of "Global Organic Textile Standard" (GOTS) for producing

and selling 100% Organic Cotton yarn to our Banswara plant.

 Certificate of "Organic Exchange" (OE)for producing and selling

Blended yarns with Organic Cotton to our Banswara plant

 Certificate of SA-8000 speaks that all the material produced by the RSWM
Ltd. by respecting the environment and ethical values for our Banswara
unit.

 Certificate of Fair Trade from Fair Trade Labeling Organization for

producing selling 100% Fair trade cotton and its Blended yarn, for
Banswara unit.

 Certificate of Global recycle standards (GRS) for producing selling the

recycled cotton and Blended yarn with and without recycled man made
fibers. Having Oekotex standard 100 certificate for most of the products

12
Products
 YARN

RSWM offers one of the broadest range of products in terms of fiber blends,
counts and shades. Fibers possessed by the Company include polyester,
viscose, acrylic, cotton, wool, rayon, silk, polyamide and linen. In addition the
Company produces a range of specialty products made out of both
unorthodox fibers i.e. Soya, protin, bamboo, and branded fibers such as
tencel and Lycra.

 FABRIC

RSWM manufactures a range of blended suiting fabric and has a significant

presence in the domestic market with its Mayur brand. Apart from this, this
segment includes a fabric processing plant in Mordi (Rajasthan). The
Company believes that there is a huge potential for this business in the new
market scenario and has plan to strategically move to the higher value added
products in fabric.

 DENIM

RSWM ventured into Denim Fabric manufacturing business in

line with strategy to move to higher value-added segments for wider based
growth in the future. The Company has plant to focus on producing high-end
Speciality Denim fabric which has better realization and demand in the
international market. Keeping pace with the changing time, the company is
working closely with leading International Consultants to manufacture the
finest products.

13
Corporate Social Responsibility
In a culture, where the earth is referred to as Mother, caring for the environment
is ingrained. In caring for the earth we are committed to leaving our children and
the generations to come a clean, green earth. A promise that we live by and live
up to in everything we do.

At every step in the manufacturing process, we employ eco-friendly processes

not just to abide by laws but also to sustain and take forward the 'green' traditions
that form a rich part of our heritage. Effluent treatment is carried out using the
latest state-of-the-art technology. All the water used in fabric dyeing and finishing
is recycled for use in the process-house and in horticulture. We are continuously
greening all our plants, residential and other facilities, planting thousands of
saplings every year.

Environmental care is executed with an eye for detail. The Banswara unit has
over 42,000 square meters of greens, with over 50,000 plants having been
planted on the campus and an exquisite 11-acre orchard surrounding an artificial
lake. The Banswara unit was accorded the best plantation award in Rajasthan.

14
Export Destination

RSWM exports a complete range of yarn, fabric and garments to over 60

countries across Europe, South Africa, Australia, Korea, Belgium, Singapore,
Italy, Egypt and the Gulf countries. With nearly 50% of RSWM's production
exported, the Company has a significant presence in the world of textiles.

RSWM has also been recognized as a Golden Trading House by the

Government of India, having won the prestigious SRTEPC Export Award for
several consecutive years. This makes the Company truly global, yet truly Indian.

15
 COMPANY PROFILE

Corporate Office: Bhilwara Towers

A-12 Sector I,
Noida-201 301

(NCR Delhi), India.

Founder: L.N.JHUNJHUNWALA

Chairman: RAVI JHUNJHUNWALA

Managing Director: SHEKHAR AGARWAL

Joint Managing Director: RIJU JHUNJHUNWALA

Executive Director: J.C. LADDHA

Director: KAMAL GUPTA

Company Secretary: SURENDER GUPTA

16
 BOARD OF DIRECTORS

1. MR L.N. JHUNJHUNWALA ,CHAIRMAN-EMIRATES

2. MR RAVI JHUNJHUNWALA ,CHAIRMAN

3. MR SHEKHAR AGRAWAL, VICE-CHAIRMAN and MANAGING

DIRECTOR

4. MR J.C LADDHA, EXECUTIVE DIRECTOR

5. MR A.K CHURIWAL, DIRECTOR

6. DR. KAMAL GUPTA, DIRECTOR and CHAIRMAN AUDIT COMMITTEE

7. MR A.R GARADE, DIRECTOR

8. MR D.N. DAVAR DIRECTOR

9. MR R.P. KHAITAN, DIRECTOR

10. MR PRADEEP DINODIA, DIRECTOR

11. MR. S.K SRIVASTAV, DIRECTOR(NOMINEE LIC)

17
 12. MR RITESH KUMAR, DIRECTOR(NOMINEE LIC)

13. KHARIGRAM, PO GULABPURA, BHILWARA, RAJASTHAN,

CORPORATE OFFICE.

14. BHILWARA TOWER, A-12 SECTOR I, NOIDA, U.P.

UNITS OF LNJ BHILWARA GROUP

1. Kharigram: Synthetic, Regenerated

Celluloisic blended grey, Dyed yarn

2. Mayur Nagar: Synthetic, Regenerated

Celluloisic & cotton blended grey yarn

3. Mandpam: Cotton melange yarn, cotton-blended

Melange and dyed yarn

4. Rishabhdev: Synthetic, blended & grey yarn

18
5. Ringas: Synthetic & blended dyed yarn

6. Bangalore: Apparel

7. LNJ Nagar, Mordi-Banswara: Fabric

8. LNJ Nagar, Mordi-Banswara: Denim

9. LNJ Nagar, Mordi-Banswara: Captive Thermal Power

10. Begalur: Cotton yarn

19
STUDY TASK

20
INTRODUCTION ABOUT THE STUDY TASK
To meet the challenging demand of time, the organization need to have cent-
percent computerization and enterprise process management to add value to its
products and for this purpose training and development play a very vital role.

In the industrial world, training the employees is being increasingly recognized so

as to keep the employees in touch with the new technological developments.
Every company must have a systematic training programmed for the growth and
development of its employees.

Training concerned with increasing the knowledge and skills of employees for
doing specific jobs and development involves the growth of employees in all
aspects. Hence, training concerned with increasing job skills and development
concerned with attitudes of employees.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

The primary objective of my study at RSWM, BANSWARA to lay down the

foundation of Training and development.

21
SECONDARY OBJECTIVE

The objective of my study about employees training and development to improve

the current process of employees training and development at RSWM,
BANSWARA.
 · My another objective is to apply my learning in the area of Human
Resources so that I gain significant practical and Understand the
nature and importance of training and development and identify the
various inputs that should go into any programme.
 · Delineate the different stages in a training and development
programme and describe each step.
 · Understand the need for and the ways of training for international
assignments.

SCOPE OF THE STUDY

This research provides me with an opportunity to explore in the field of Human
Resources. This research also provides the feedback of people involved in the
Training and development process Apart from that it would provide me a great
deal of exposure to interact with the high profile managers of the company.

TRAINING
AND
DEVELOPMENT
22
TRAINING

Training is concerned with imparting developing specific skills for a particular

purpose. Training is the act of increasing the skills of employees for doing a
particular job. Training is the process of learning a sequence of programmed
behavior. In earlier practice, training programme focused more on preparation for
improved performance in particular job. Most of the trainees used to be from
operative levels like mechanics, machines operators and other kinds of skilled
workers. When the problems of supervision increased, the step were taken to
train supervisors for better supervision.

DEVELOPMENT

Management development is all those activities and programme when

recognized and controlled have substantial influence in changing the capacity of
the individual to perform his assignment better and in going so all likely to
increase his potential for future assignments. Thus, management development is
a combination of various training programme, though some kind of training is
necessary, it is the overall development of the competency of managerial
personal in the light of the present requirement as well as the future requirement.

23
Development an activity designed to improve the performance of existing
managers and to provide for a planned growth of managers to meet future
organizational requirements is management development.

Management development is based on following on

assumptions.
1. Management development is a continuous process. It is not one shot
programme but continues though out the career of a manager.
2. Management development is any kind of learning, is based on the assumption
that there, always existing a gape between an individual’s performance and his
potential for the performance.
3. Management development seldom takes place in completely peaceful and
relaxed atmosphere.
4. Management development requires clear setting of goals.
5. Management development required conducive environment.

Training Need Identification for a company

Introduction

Training need identification is a tool utilized to identify what educational courses

or activities should be provided to employees to improve their work productivity.
Here the focus should be placed on needs as opposed to desires of the
employees for a constructive outcome. In order to emphasize the importance of
training need identification we can focus on the following areas: -

 · To pinpoint if training will make a difference in productivity and the

bottom line.
 · To decide what specific training each employee needs and what will
improve his or her job performance.
 · To differentiate between the need for training and organizational issues
and bring about a match between individual aspirations and organizational
goals.

Identification of training needs (ITN), if done properly, provides the basis on

which all other training activities can be considered. Also requiring careful
thought and analysis, it is a process that needs to be carried out with sensitivity
as people's learning is important to them, and the reputation of the organization
is also at stake.

24
 Identification of training needs is important from both the organizational point of
view as well as from an individual's point of view. From an organization’s point of
view it is important because an organization has objectives that it wants to
achieve for the benefit of all stakeholders or members, including owners,
employees, customers, suppliers, and neighbors. These objectives can be
achieved only through harnessing the abilities of its people, releasing potential
and maximizing opportunities for development. Therefore people must know
what they need to learn in order to achieve organizational goals. Similarly if seen
from an individual's point of view, people have aspirations, they want to develop
and in order to learn and use new abilities, people need appropriate
opportunities, resources, and conditions. Therefore, to meet people's aspirations,
the organization must provide effective and attractive learning resources and
conditions. And it is also important to see that there is a suitable match between
achieving organizational goals and providing attractive learning opportunities.

TRAINING PROCESS

25
26
DISTINGUISH BETWEEN TRAINING AND DEVELOPMENT

27
Training is a short term process utilizing a systematic and organized procedure
by which non-managerial personnel learn technical knowledge and skills for a
definite purpose.

Development is long-term educational process utilization a systematic and

organized procedure by which managerial personnel learn conceptual and
theoretical purpose.

Training and development differ in four ways:

“WHAT” is learning?

“WHO” is learning?

“WHY” is learning? and

“WHEN” learning occurs?

The difference may be status thus:

LEARNING TRAINING DEVELOPMENT

DIMENSION

Who? Non-Managerial Managerial Personnel

Personnel

What? Technical and Theoretical and conceptual

Mechanical ideas

Why? Specific Job Related General Knowledge

Purpose

When? Short-term Long-term

28
 RESEARCH
METHODOLGY

RESEARCH METHODOLOGY

29
MEANING OF RESEARCH:-

Research as “the manipulation of things, concepts of symbols for the

purpose
of generalizing to extend, correct or verify knowledge, whether that
knowledge aids in instruction of theory or in the practice of an art.”

The Research Methodology followed for further work can be primarily

classified into two stages namely Exploratory and Descriptive. The
stepwise details of the research are as follows:

Stage - I

Exploratory Study: Since we always lack a clear idea of the

problems one will meet during the study, carrying out an exploratory
study is particularly useful. It helped develop my concepts more
clearly, establish priorities and in improve the final research design.
Exploratory study will be carried out by conducting:

Secondary data analysis which included studying the website of the

company and also going through the various articles published in
different sources
(Magazines, books, internet, newspapers) on Small and Medium Scale
Enterprises and Training and development process.

Experience surveys also conduct with Assistant-Manager Human

Resources and the General Manager and personnel officers of RSWM,
BANSWARA to gain knowledge about the nature of training and
development process followed in the organization.

Stage – II
Descriptive Study: After carrying out initial Exploratory studies to
bring clarity on the subject under study, Descriptive study will be
carried out to know the actual Training and Development method
being followed at RSWM, BANSWARA The knowledge of actual training
and development process is needed to document the process and
suggest improvements in the current system to make it more effective.
The tools used to carry out Descriptive study included both monitoring
and Interrogation.

30
Sample Selection:

To know the Training and development process of the RSWM, BANSWARA

For identifying through Exploratory and Observational studies that the Assistant
Manager Human Resources, the General Manager at Head office and The
Esteemed Managing Director of the company are the right persons who provides
training to the employees.

Research has shown specific benefits that a small business

receives from training and developing its workers, including:

 Increased productivity.
 Reduced employee turnover.
 Increased efficiency resulting in financial gains.
 Decreased need for supervision
.

Limitations:

 In view of the limited time available for the study, only the Training and
Development process could be studied.
 The sample size is too small to reflect the opinion of the whole
organization.
 The answers given by the respondents have to be believed and have to
betaken for granted as truly reflecting their perception.

31
QUESTIONAIRE

Questionnaire

32
 Section 1

NOTE: Please tick mark (ü) the option you feel is most appropriate as
per the following:
Rate on a scale of 1-6 to indicate your option, 1 being
strongly disagree and 5 being strongly agree

Q1. You know what is expected of 1 2 3 4 5

You at work.

Q2. The work you do has appropriate 1 2 3 4 5

task variety.

Q3.You are performing a job that 1 2 3 4 5

matches your skills.

Q4.You are given ample flexibility to 1 2 3 4 5

Q5.The company provides you a safe 1 2 3 4 5

Work environment by accident prevention & safety programs.

Q6Performance measurement is used 1 2 3 4

5
As criteria for promotions.

Q7A variety of training & development 1 2 3 4

5
Programs are offered to improve skills

Q8You work in a trusting and ethical 1 2 3 4

5
environment

Q9 you have a supervisor who is 1 2 3 4

5
Respectful and one who inspires you

33
 Section 2

Q1. Has your company organizes a training and development

programme?
. Yes No

Q2. If your organization identifies the training needs for the

employees?
. Yes No

Q3. On an average, how much time did it used to take for training and
development programme?
 . One Month
 . Two Month
 . Three Month

Q4. How much training programs has been made in the past one year?
 . One
 . Two
 . Three

Q5. Do you have any training programs in the coming financial year?
. Yes No

Q6. Do your top management take feed back?

. Yes No

Q7. What do you think the training programs will be run in future?
. Yes No

Q8. Do employee development programs raise unrealistic expectations

about promotions?
. Yes No

Q 9. Do the Executive Director engage development activities for

him/herself?
. Yes No

Q10. Do you feel trust in your supervisors?

34
. Yes No

Q11. Do the practice's supervisors use positive attitude with

employees?
Yes No

Q12. Does the practice have a consistent, timely and fair method for
evaluating individual performance?
. Yes No

Q13. Do you feel, you are being paid fairly?

Yes No

Q14. Does your practice's equipment (everything from computers to

scales) work properly?
. Yes No

Q15. Does your company use a specific training process?

Yes No

Q16. Do you require a high degree of technical knowledge for your job?
. Yes No

Q17. Are office conditions comfortable?

Yes No

Q18. Do you satisfy with organizational training and development

programmme?
Yes No

35
DATA PRSENTATION

36
 RESEARCH REPORT

1. RESPONSE TOWARDS TRAINING PROGRAMME

37
 S E C T IO N 1

1 0 %5 %
15% U N S A T IS F A C T O R Y
F A IR
S A T IS F A C T O R Y
GOOD
45% 25%
O U T S T A N D IN G

2. PERFORMANCE AFTER TRAINING PROGRAMME:

38
 1% 0%
6% 10% E XTR E A M LY G O O D
GOOD
29% ABOVE AVERAGE
AVERAGE
34% B ELO W AV ERA G E
POOR
20% E XTR E A M LY P O O R

39
 SWOT ANALYSIS

SWOT ANALYSIS

Strength:-
 Brand reputation in global market.

 Demand of blended yarn will increase as the production of PV is replacing

cotton, great share in exports of the biggest earners.

40
  Won SRTEPC highest export awards for PV yarn exports it was also
accorded” Golden Trading House Status”.

 Experienced & enthusiastic marketing team. Strong sales depots &

marketing offices at Mumbai, Delhi, bhilwara, Ludhiana, Ahmadabad.

 Brand reputation global marketing-LNJ Bhilwara group is famous in

textiles in all over the world.

 Well-equipped research and development SQC lab.

 Modern machinery with latest techniques.

 Not depended for power and water RSWM Banswara has its own power
generation plant and presently there are surplus units of power is
available. The daily requirement of power for weaving project is only
93111 units per day. Water is also available in plenty at company’s own
campus and presently company has adequate water storage capacity.

 Wide product range and flexibility in production according to requirement

of market. RSWM Banswara manufactures various type of yarn of different
counts and blends.

 All the units are connected through V-SAT Gulabpura, Mumbai, Delhi, and
Indore and Rishabdev.

 The company has a great share in exports, one of the biggest earners.

 Quality conscious approach as per ISO product & TQM Gulabpura unit
was the first India composite textiles unit to be certified with ISO 9002 1st
September 1993.ISO certificate is necessary to penetrate in the export
market especially in the European in US market.

Weakness:-
 Banswara is not connected through railway line and condition of roads is
also poor so t there is an infrastructure problem.

 Skill labour is not available at Banswara.

 Labour Absenteeism is also a major problem.

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Opportunities:-
 After starting weaving project, Rajasthan Spinning & Weaving mills ltd
Banswara may further go for forward integration in garment sector, as
people in domestic market are gradually moving towards ready-made
garments.

 To develop and improve working environment of processing by using eco-

friendly methods.

 The company can rush into retail business.

 Strategic alliance: Tie-ups with global manufactures and brands for

technology and markets.

 Tilt towards ready-made

 India can become a major player in the textiles export market at a global
market at a global level given the declining share of south-east Asian
countries in this niche market and rising wages in ASEAN region, wiping
out their competitive edge.

 RSWM may be innovate new product using different types of yarn and
fiber lyre and teneel.

 Increased export demand is expected from planning out of capacities in

developed world.

 Efficiency can increase with the help of IT and ERP.

 Pose –MFA as on january1, 2005 the world trade in textile and clothing
will be fully liberalized. it can capture large market share if it provides
quality product as reasonable price.

 Market share of India is world trade of textile is only 2.8%,therfore ,

another advantages that India could have is that for countries which are
not the member of WTO imposing countries will have obligation to
proceed with removal of quota restriction. This is especially important with
respect to China, Taiwan, who accounts for 32%of world trade in textiles,
but are still not a member of WTO.

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Threats:-
 Today textiles industry is planning through in unpredicted recession. The
reason for that is supply is more than demand.

 Cheap imports textiles from China that is increasing free trade and
competition. Removal of quotas after-2005.

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 IN
RSWM
LODHA, BANSWARA

Training procedure followed in RSWM, Banswara for a

Labour Workforce

After candidates got recruited, they undergo 10 days of GPO training. During this
a complete knowledge of B/R and packaging are given to them and the general
information related to various department are also given.

It includes theoretical and practical knowledge and also feedback are evaluated
time to time.

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  Theoretical class: 2hours per day

 Practical work: 4-5 hours per day

 Feedback: 1 hour per day

DAYS CONTENT

1 Information related to prayer, place, common facility and shift is given to

them.

2 Information related to discipline, training need and importance, benefits,

types of fiber etc is given to them.

3 Information related to tint,house-keeping,charge and carding etc. is given

to them.

4 Types of vest, department wise lot segregation, sly lap, ribbon lap,
comber and machine etc. information is given to them.

5 Information’s related to Industrial safety and precaution from accident by

drawframe, speedframe, machine, etc. are given.

6 Benefits given by industry, salary increment, bonus and gratuity, R/F

information is given to them.

7 P.F, pension, C.L, P.L, leave information; auto-corner information is

given to them.

8 Information about high level officers, ISO & C/W is given to them.

9 Information about merits of presence and demerits of absence,

accidental insurance and TFO. training about proper punching of card
teaches.

10 Information about original department which includes:-

Theoretical class: 1hour

Practical class: 6hours

Feedback:1.5hours

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After 10 days of GPO, every week test is taken by department. During 40 days a
shift is set for them and also CT to LCT are made by the worker. If there is any
problem regarding machine, worker have to consult their training master.

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 CONCLUSION OF
TRAINING AND
DEVELOPMENT
SECTION IN RSWM,
LODHA-BANSWARA

CONCLUSION OF TRAINING AND DEVELOPMENT

SECTION IN RSWM, LODHA-BANSWARA

 In Lodha unit, training is provided to almost all the employees.

 People prefer to take training more on the job.

 On the job training is better than any other type, because employees get
practical working knowledge along with their job.

 Mainly fresher’s get the training because they are new and they do not
have much knowledge about the work.

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 Training is provided to other existing employees also for their updation.

 All the employees participate in the training programmers’ enthusiastically

but some employees find it discouraging also.

 The people in the organization are of the opinion that there only slight
improvement in material handling and wastage of material slightly reduces
after training.

 All the people think that there is slight different in performance after
training.

 After training they fell there should be proper blending of personal motives
with the organization objectives.

 There is increment in communication power with vendors.

 There is better understanding of procedure.

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 SUGGESTIONS

SUGGESTIONS

 Proper planning of manpower requirement so as to avoid redundancy.

 Improvement in recruitment policy and practice.

 Use of proper test and interviews in selection of employees.

 Promotion from within and other career opportunities.

 Security of service.

 Impartial transfer and promotion policies.

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 Introduction of incentives plans.

 Introduction of Employees welfare schemes.

 Provision of retirement benefit.

 Employee’s consultation, suggestion, schemes, and workers

participation in managements.

 Conflict resolution and team building techniques to improve human

relation and morale.

 Proper job design and work scheduling to match skills with job
requirement.

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 BIBLIOGRAPHY

BIBLIOGRAPHY

1. Training & Development: A Better way: Robert Hayden: Volume 52.

2. Research Methodology Methods and Techniques: Kothari C. R.: Willey Easter:

New Delhi.

3. Aswathappa, K., Human Resource Personal Management

Websites Search:

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www.wiki.com
www.google.com
www.msn.com
www.lnjbhilwara.com
www.ril.com
www.fashion2fibres.com

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