A Summer Training Project Report

on
TRAINING AND DEVELOPMENT
From
Nilkamal limited
Ranchi, Jharkhand

India’s Favourite Furniture

A report prepared and submitted for the

requirement and fulfilment of the summer
internship program at
USHA MARTIN UNIVERSITY

Submitted by
Arshad Eqbal
 ACKNOWLEDGEMENT

I take the opportunity to express our gratitude

to all the concemed people who have directly
or indirectly contributed towards completion of
this project. I extend my sincere gratitude
towards NILKAMAL LTD. for providing the
opportunity and resources to work on this
project.
I am extremely grateful to…….USHA MARTIN
UNIVERSITY. Whose insight encouraged me to
go beyond the scope of the project and
broadened me learning on this project.
I also want to show my gratitude to whose
insight helped me to complete this project.

Thank You
 DECLARATION

I Arshad Eqbal student of Usha Martin

University, Ranchi. I here by declare that the
project titled “Training and Development” is
undertaken by us under the guidance of Kumar
Abhinav (SSM). This information is collected
from my own experience and study during my
summer training procedures.

ARSHAD EQBAL
 CONTENT

Serial No Chapters Page No

1. Executive Summary
(a) Purpose of the study.
(b) Methodology of the study. 1-2
(c) Limitation of the study.
2. Training and Development - an
3 - 12
Introduction.
3. About Nilkamal. 13 - 16
4. Training and development at
17 - 19
Nilkamal Ltd.
5. Research Methodology. 20 - 23
6. Analysis and Interpretation of
24 - 26
the study.
7. Findings of the study. 27
8. Suggestions. 28
9. Conclusion.
29
10. Annexure.
30
 EXECUTIVE SUMMARY
Summer Training is the inseparable aspect of the professional
course today . This is the basic criteria which makes it
mandatory for the participants in any curriculum that He/She
carries out in his/her own thought and blends it with the
officials data on the basic of which a complete report is
formulated.
With the philosophy in mind my summer training is based on
the training and development programmes carried at sales
department of Nilkamal , Ranchi.
(A) PURPOSE OF THE STUDY
The entire study has been based on the accomplishment of the
following objectives.

 To know the benefits of training and development.

 To measure the effectiveness of the training programme.
 To know the budget level allocated for the training
programme.
 To know the most effective method of the traninng
programme.
(B) METHODOLOGY OF THE STUDY
Specific and proper methodology was needed to make the
project report successful in this Summer Training the
methodology adopted has been concern with techniques for
collecting primary and secondary data. This project report of
mine was centered in and around sale department where we
gathered response from around 10 employee. Primary data
have been gathered on the basis of the structural
questionnaries which are designed under the guidance of the
company concerned people.

1
(B) LIMITATIONS OF THE STUDY

 There are certain limitations, Which cannot be ruled out

after taking all possible precaution regarding the basic
rules of personal departments.
First of all , the Scope of study is limited as it come only
important provisions laid down by govt. for the welfare of
the workers.
The sample size was small here, the conclusion might not
be right for the remaining workers.
I do not spent very much time with every workers.
No consolidate data available; means students depends
upon the secondary data.

2
 TRAINING AND DEVELOPMENT
AN INTRODUCTION
In this changing and globalization environment organization
have to upgrade their work method, work norms,
techniques and managerial skills, and employees motivation
to face the challenges due to which an employee training is
most important in the changing environment because a
need for highly specialized workmen is felt in a global way.
Organisation and individual should develop and progress
simultaneously for their survival and attainment of mutual
goals. So every modern management has to develop the
organization through human resource development.
Employee training is the important sub-system of human
resource development.

Training is an important activity in many organizations. We

generally see that a new machines is installed in a factory, it
is operated on a trail basis before going into actual
production. After an employee is selected , placed and
introduced he or she must be provided with training
facilities. Training is act of increasing the knowledge and skill
of employee for doing a particular job. Training is s short
term education process and utilizing a systematic and
organized procedure by which employees learn technical
knowledge and skills for a definite purpose.

Training improves, changes , moulds the employees

knowledge skill, behavior aptitude and attitude toward the
requirements of the job and organisation .

3
Teaching and learning activities carried on for the primary
purpose of helping member of an organisation , to acquire
and apply the knowledge , skills , abilities and attitude
needed by a particular job and organisation.

TRAINING
Training is a short process utilizing a systematic and
organized procedure by which non managerial person
acquire technical knowledge and skill for a definite process .
It refers to instruction in technical and mechanical operation
and operation of some machines . It is designed primarily for
non managers , short duration and specific job related
purposes.

NEED FOR TRANING:

Every organisation or established should provide traini8ng to
all employees irrespective of their qualification , skill ,
suitability for the job etc. thus , no organisation can choose
weather or not to train employees.
Training is not something that is done once to new
employee ; it is used continuously in every well run
establishment . Further , technological changes, automation
, require up-dating the skill and knowledge . As such an
organisation has to retain the old employees.
An employees specification may not exactly suit to the
requirement of the job and the organisation irrespective of
his past experience, skills , knowledge etc. Thus every
management finds deviation between employees present
specification and the job requirements and organisationa
needs.

4
The primary goal or most of the organization is viability is
continuously influenced by environmental pressure. If the
organization desires to adapt these changes, first it has to
train the employees to impart specific skills and knowledge
in order to enable them to contribute to the organizational
efficiency and cope with the changing environment.

Every organization in order to survive and to be effective

should adopt the latest technology, i.e, mechanization,
computerization and automation. Adoption of the latest
technology, i.e. mechanization, Computerization and
automation. Adoption of the latest technology means and
method will not be completed until they are managed by
employees and possessing skill to operate them. so
organisation should train the employees to enrich them in
the area of changing technical skill and knowledge from
time to time.

This creates the complex problem of co-ordination and

integration and integration of activities adaptable for and
adaptable to the expanding diversifying situations. This
situations calls for training in the skills of co-ordination,
integration and adaptability of the requirements of growth,
diversification and expansion. Companies constantly search
for opportunities to improve organizational effectiveness .

Trends in approach towards personnel management has

changed from the commodity approach to partnership
approach, crossing the human relations approach. So
training in human relation is necessary to deal with human
problems and to maintain human relations.
5
 THE NEED FOR TRAINING ALSO ARISES TO:
 Increase productivity.
 Improve quality of the product/service .
 Help a company to fulfils its future personnel needs.
 Improve organizational climate.
 Improve health and safety.
 Prevent obsolescence.
 Effect the personal growth.
 Minimize the resistance to change.

The factors discussed above are mostly external factors

and they are beyond the personnel managers control.
These factors often deteremine the success of training
objectives as shown.

Factors Purpose

Technological Avance Improve Productivity

Organisational Complexity Prevention of Obsolescence
Job Requirements Preparation for Higher level Jobs
Human Relations Top Management Support
Learning Principles Improve Moral
Personnel Functions

6
 TRAINING OBJECTIVES:
Generally line manager ask the personnel manager to
formulate the training policies. The personnel manager
formulates the following training objectives in sleeping
with the company's goal and objective:
 To prepare the employees both new and old to meet
the present as well as the changing requirements of the
job and the organisation.
 To prevent Obsolencence.
 To impart the new entrants the basic knowledge and
skill they need for an intelligent performance of definite
job.
 To prepare employees for higher level tasks.
 To assist employees to function more effectively in their
present positions by exposing them to the latest
Concepts, information and techniques and developing
the skill they will need in their particular fields.
 To build up a second line of competent officers and
prepare them to occupy more responsible positions.
 To broaden the minds of senior managers by providing
them with opportunities for an interchange of
experiences within and outside with a view to
correcting the narrowness of outlook that may arise
from over Specialisation.
 To develop the potentialities of people for the next level
job.
 To ensure smooth and efficient working of a
department.

7
 ADVANTAGES OF TRANING:
The contribution of imparting training to a company
should be readily apparent. The major values are:
 INCREASED PRODUCTIVITY: An Increase in skill usually
results in an increasement in both quality and quantity of
output However, the increasingly technical nature of daily
modem jobs demands systematic training to make
possible even minimum level of accomplishment.
 SATISFACTION: Collaborate Personnel and human
relations programmes can make a contribution toward
moral, but they are hollow shells if there is no solid core of
meaningful work down knowledge, skill and pride.
 REDUCED SUPERVISION: The trained employee is one
who can perform with limited supervision. Both
employees and supervisors want less supervision but
great independence is not possible unless the employee is
adequately trained.
 REDUCED ACCIDENTS: More accident are caused by
deficiencies in people then by deficiencies in equipment in
working condition proper training in both job skills and
safety attitudes should contribute toward a reduction in
the accident rate.
 INCREASED ORGANISATIONAL STABILITY: The ability of
an organisation to sustain its effectiveness despite the loss
of key personnel can be developed only through creation
of a reservoir of employees. Flexibility, the ability to adjust
to short-run variations in the volume of work requires
personnel with multiple skills to permit their transfer to
jobs where the demand is highest.

8
 IMPORTANCE OF TRAINING:
• Leads to improve profitability or more positive attitude
toward profits orientation.
• Improve the job knowledge and skills at all levels of the
organisation.
• Improve the moral of the workforce.
• Helps people identify with organizational goals.
• Helps create a better corporate image.
• Aids in understanding and carrying out organizational
policies.
• Provide information for future need in all area of the
organisation .
• Organisation get more effective decision-making and
problem solving.
• Help keep cost down in any areas, e.g. production,
personnel, administration, etc.
• Benefits to the individual, which in turn ultimately
should benefit the organisation.
• Improve labour-management relations.
• Helps the individual in making better decisions and
effective problem solving.
• Through training and development, motivational
variable of recognition, achievement, growth,
responsibility and advancement are internalized and
operationalised.
• Helps a person handles stress, tension, frustration and
conflict.

9
 DEVELOPMENT
In contrast a development is a long term process utilizing a
systematic and organized procedure by which managerial
personnel get conceptual knowledge it is not technical
knowledge or skills but are you philosophical theoretical
educational concept. It is considered more general than
training and more oriented to individuals needs In addition
to organized needs and it is most often aimed towards
management people. Usually the intent of development is
to provide knowledge and understanding function more
effectively such as problem solving decision making and
relating to people.

Successful candidate place on the job need training to

perform their duties effectively. Worker must be trained to
operate machines, reduce scrap and avoid accidents. It is
not only the workers who need training.

Another components of training and development

programme is development which is less skill oriented but
stresses on knowledge about business environment,
Management principles and techniques, human relation,
specific industry analysis and the like is useful for better
management company. Supervisors, manager and
executives also need to be developed in order to enable
them to grow and acquire maturity of action.

Training and development constitute an ongoing process in

an organization. In simple terms, training and development
refers to the importing of specific skills abilities and
knowledge to an employee.
10
 NATURE AND SCOPE OF TRAINING AND
DEVELOPMENT

In simple terms training and development refers to the

imparting of specific skill and abilities and knowledge to
employee. A formal definition of training and development
is ……….

…….is a attempt of improve current future employee

performance by increasing unemployed ability to perform
through learning usually by changing the employees
attitude and increasing his or her knowledge. The need for
training and development office today to remind by the
employee performance deficiency as follows :

• TRAINING AND DEVELOPMENT NEED = STANDARD

PERFORMANCE - ACTUAL PERFORMANCE .

11
 EVALUATING OF TRAINING PROGRAMME:
The specification of values froms a basis for evaluation. The
basic of evaluation and the mode of collection of
information necessary for evaluation should be determined
at the planning stage. The process of training evaluation
has been defined as “any attempt to obtain information of
the effects of training performance, and to assess the value
of training in the light of that information” Evaluation leads
to controlling and correcting the training programme.

1. Reaction: Training program is evaluated on the basic

of trainee’s reactions to the usefulness of coverage of
the matter, depth of the course content, method of
presentation teachings method etc.
2. Learning: Training programme, trainers ability and
trainee ability are evaluated on the basic of quality of
content learned and time in which it is learned and
learns ability to use or apply, the content he learned.
3. Job Behaviour: This evaluation includes the manner
and extent to which the trainee has applied his
learning to his job.
4. Organisation: This evaluation measure the use of
training, learning and change in the job behavior of the
department/organisation in the form of increased
productivity, quality, morale, sale turnover and the like.
5. Ultimate Value: It is the measurement of ultimate
result of the contributions of the training program to
the company goals like survival, growth, profitability
etc.

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 History of Nilkamal
INTRODUCTION

Nilkamal was incorporated on 5 December 1985 as

Creamer Plastic. The company changed its name to
Nilkamal Plastic on 23 August 1990…….The company also
has joint manufacturing ventures in Bangladesh (Nilkamal
Padma Plastic) and in Sri Lanka (Nilkamal Eswaran Plastic).
Nilkamal Limited is a plastic products manufacturer based
in Mumbai, India. It is the world’s largest processor of
plastic moulded products. Their product range consists
mainly of custom plastic mouldings, plastic furniture, crates
and containers. The company also has a chain of retail
stores under the @home brand.

Mr. Vamanrai Parekh ( Chairman)

13
 Co-founder and promoter of Nilkamal Group, Mr.
VAMANRAI V PAREKH is the Chairman of the Nilkamal
Board of Directors. With 60 years of experience in the
plastics industry, his leadership has steered Nilkamal to
become a prominent company in India and abroad.

Mr. Sharad Parekh

Managing Director of Nilkamal Group

Managing Director of Nilkamal Group, MR. SHARAD V.

PAREKH is the Managing Director of the Nilkamal Group. Co-
founder and promoter of the Group, he is Mr. Vamanrai’s
younger brother and has been overseeing marketing and
administration of business of the Group since its inception.
14
15
16
 AN OVERVIEW OF TRAINING AND
DEVELOPMENT IN NILKAMAL
Training and Development is an active process by which
capabilities of executives and employee can be improved,
to meet the organization needs in term of their knowledge,
skills and attitude required in performing organizational
tasks and functions, within a relative short period of time.
Therefore, training and development is concerned with
acquisition or development of those skills techniques,
attitude and experience which enables an individual to
make his most effective contribution to the combined effort
of the team of which he is member. Thus, training and
development entails the bringing up of the knowledge skills
ability of the employee not only to perform the better, the
job assigned to them bur also to keep ahead of the current
requirements, so as to prepare them to take up higher
responsibilities.
Several enterprises largely depend upon the effective
performance of the employees. The personnel requires
certain skills and abilities to perform his duties as efficiently
as possible. The personnel requires certain skills and
abilities to performs requires certain skills and abilities to
perform his duties as efficiently possible. The progress of
enterprise depends upon technical know how and selling
skill are most important for the operating functional
employees while management is skills are significant for
the senior and top level need improvement and who are
likely to improve through a process of training. Different
situations call for different executive performance and
require different skills and abilities.

17
 IMPORTANCE OF TRAINING IN NILKAMAL

 Improved Performance.
 Heightened Moral.
 Reduction in Supervision.
 Better Time Management Needs.

ORIENTATION OF TRAINING

 Orientation of training is a must for all employees.

 Introduction to company, including departments and
their function.
 General awareness about the regulation and policies.
 Product Familiarization.
 Work culture and inter personal relation.

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 TRAINING POLICY
It is very important that management has a policy with
respect to training and that this should be well defined and
clear cut. More specifically, it should in this rules and
procedures that or influence the standard any scope of
training and development in the organization. A model
training policy should encompass the following .

 Management’s own overall responsibility right from the

planning stage to successful implementation.
 The Organization's approach to the training function
which would include guidance for design and execution as
well as dissemination of relevant information to all
employees.
 Provision for annual/Periodic surveys in order to ensure
that training is need based & development oriented.
 Identification of areas since resources are always scared
& Programmes must be prioritized according to felt
needs.
 Clear Identification of target groups and confirmation
that training relates to everyone without expectation.
 Communication to all employees of the firm intention
regarding each individual career development & the
contribution of training to a person's future promotional
prospects.

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 RESEARCH METHODOLOGY
• Research design
• Population
• Sample
• Method of sampling
• Sample unit
• Method of data collection

RESEARCH METHODOLOGY is a way to systemically solve

the research problem. It may be understood as a science of
a studying how research is done and it is to study the
various steps that are generally adopted by a researcher in
studying his research problem it is necessary for the
researcher to design the methodology from the problem.

RESEARCH PROCESS
Before embarking on the detail of the research
methodology and the techniques it seems appropriate to
present the brief overview of the research process.
Research process consists of series of action or steps
necessary to effectively carried out the research and the
desired sequencing of these steps one should remember
that various steps involve in a research process are not
mutually exclusive nor they are separate and distinct they
do not necessarily follow each other.

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 DEFINING THE PROBLEM:
The objective of the project was to undertake a study on
the training and development of the employee working in
Nilkamal with a view to know the improvement in the
performance after the training programme was imparted
to them.

DEVELOP A RESEARCH DESIGN

Research design is a conceptual structure within which
research is conducted. It is basically the blue print for a
collection of data, measurement and analysis of data “A
research design is the arrangement of conditions for
collection and analysis of data in manner that aims to
combine relevance to research purpose with economy in
procedure”.
My research design is of descriptive type. A descriptive
research includes survey fact findings and enquiries of
different kinds with a major purpose of description of
affairs as it exist in present.

Data Collection
I have used primary and secondary data for which a
comprehensive questionnaire was prepared and was got
filled up by the employee of the organization.
Primary data
Questionnaires: A formal list of the questions answered
by the employee of Nilkamal and later analysis the
responses.

21
 Direct Personal:
Personal interview is versatile and flexible.
Interview:
Direct face to face conversation helps in getting accurate
data.
Secondary data:
Internet
Books
Journal
Manuals
Annual Reports

SAMPLING

Sampling procedure includes finite types of universe with

random sampling which comes under probability method
of sampling because under every item of the universe has
a equal chance of being selected and no place for
biasedness.

SAMPLING DESIGN
A sampling design is a definite plan for obtaining a sample
for a given population. It refers to the techniques and
procedure, the researcher would adopt in selecting items
for sample design is determined before data is collected.
The sample size should also be ascertained before starting
the research programme.
22
 DATA COLLECTION
The task of data collection begins after research problem
has been defined and research design plan to outline
while deciding about the data collection to be used for
studying two types of data is used.
Primary data: Are those which are collected fresh and for
first time and thus happen to be original in character.
Secondary data: On the other hand are those which have
already been collected by some one else and which have
been already passed on.
The method of collecting primary and secondary data
differs since primary data are to be originally collected
while in case in secondary data the nature of data
collections works is merely that of compilation.

23
 ANALYSIS AND INTERPRETATION OF
QUESTIONNAIRE
Questionnaire was prepared in a view to study the
changes in the performance skills and abilities of the
employees of Nilkamal after the training programme was
imparted to them. For this I have taken a sample size of 50
employees and made an analysis.
1. Awareness about training?
Yes-90%
No-10%
Interpretation: 90% of the employees are aware about
the training in the organization.
2. No of time training is conducted?
Weekly
Monthly
Yearly
Interpretation: Weekly training is better for company
training.
3. Methods of training?
A. On the Job B. Off the job
Interpretation: Yes 70% of the respondents are employee
needs on the job training and 30% are comfortable from
off the job.

24
 4. Training increases morale and motivation?
Morale-70%
Motivation-15%
Both-15%
Interpretation: The main objective increases of training is
to improving morale 70% , Motivation 15% by the
improving prospecting because the training programme
was designed for growth of the company.
5. Satisfaction regarding training programme?
A. Yes-70%
B. No-30%
Interpretation: 70% says it is best for growth or satisfied
or 30% are not satisfied from the training it says waste of
time.
6. Employees selected for the training
All employee-10%
New recruits-70%
Existing Salesperson-20%
Interpretation: Basically new recruits need training as
they are in their job thus they are selected for the training.
7. Normal duration for imparting the training
A. 2-3 days-33%
B. 1 week-65%
C. 1 month-2%
Interpretation: The normal duration for imparting the
training was considered to be the 1 week and 65% of the
employee agree with this time period and considered that
2-3 days is too short and 1 month is too long.

25
8. The basic method of training and development are
A. Lecture based-40% B. Group discussion-30%
C. Demonstration-20% D. Other-10%
Interpretation: As training programme was designed for
the sales persons the lecture was considered to be best
method of training followed by the group discussion.
9. Trainer comes from outside or company's personnel is
trainer.
A. Trainer from outside-60%
B. Company's trainer-30%
C. Both-10%
Interpretation: Company’s trainer are basically responsible
for giving training to the sales persons and specific
purpose the trainer comes from outside.
10. The content of the training
A. Attitude towards training-30%
B. Knowledge of the company, competitors, and
customers-60%
C. Time management-10%
Interpretation: 30% of the respondent thinks that the
content of the training is attitude towards training and
60% of the respondents thinks that the contents of the
training is knowledge of company, competitors, and
customers and 10% of respondents thinks that the content
of training is time management.

26
 FINDINGS OF THE STUDY

 80% of the employees get the training in their

organization.
 The main factor which determines the need of the
training is performance of the employees.
 The main objective of the training is to improve
salesmanship followed by the improving prospecting
because the training programme was designed for
sales persons of the company.
 60% says it is necessary to get trained each
employees whereas 40% says it is not necessary to get
trained each employee.
 As training programme was designed for the sales
persons the lecture was considered to be the best
basic method of training followed by the group
discussion.
 90% of the employees are asked to fill the feedback
form as to know the effectiveness of the training
programme. It also help in improving the training
programme design for future.
 Company’s trainer are basically responsible for giving
training to the sales persons and for some specific
purpose the trainer comes from outside.
 Questionnaire and observation was considered to be
the suitable method for the evaluating the training
programme.

27
 SUGGESTIONS
In the era of the globalization the organization has to face
new challenges in the present context and achieve its
objectives. It must be dynamic, desalinated efficient
especially in the training, development placement and
promotion of its personnel. The huge investment in the
industrial sectors demand better operational efficiency,
better management of capital and above all, better
management & development of human resources.
For enhancing the effectiveness of training & development
programme there are few useful suggestion which is
implemented & sincerely may hopefully add to the luster
& improve the planning execution and follow-up of the
training and development programme in particular.

 Training and development programme should be based

on specific needs of the organization and its employees.
 Selection of participants should be made on the basis of
the needs of the employees & objectives of the
programme.
 New technology and method of training should be used
to make it interesting for the employees.
 The programme should be frequently revised so as to
be in tune with the ever changing business and economic
environment.
 Both in company & external agencies programmes
should be evaluated properly for measuring their
effectiveness.

28
 CONCLUSION
Private sector occupies a pivotal position in the Indian
economy. It is considered as a pacesetter for the rest of
the economic. It has expanded enormously and
contributed a lot towards the economic growth of Country
by adding a major share in the net national product
generating gainful employment and growth of every
organization depends on the quality of the manpower and
it's people improvement and utilization in sustainable
challenging jobs. Training and development is an
important aspect of professionalization of our executive
Cadre. There is no doubt that training and development
can do lots for development of personnel. Training and
development is an integral part of human resource
development HRD. It is an important role for the
organization to sharpen executive knowledge with the
object of strengthening and profit maximization of the
organization.

In Nilkamal also training is very helpful towards

organization and employee attended training programme
of the company they were also benefited by its terms that
their performance increased, almost 70% of the
employees also found changes in terms of productivity i.e
they gained more professional knowledge also almost all
of them can discuss their needs with their supervisors. We
can therefore say that training program discuss with their
needs with their supervisors. We can therefore say, that
training program are not only beneficial for the company
but also beneficial for the employees in working and
personal life. Therefore training programs should be
implemented in every organization .
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 Annexure

USHA MARTIN UNIVERSITY RANCHI

SUMMER INTERNSHIP REPORT, 2018

1. Student: ARSHAD EQBAL

2. Roll No: UMUMBA038
3. Contact Number: 9771694284
4. Email ID: arshadeqbal123@gmail.com
5. Name of the company: NILKAMAL LIMITED
6. Topic of summer Training: TRAINING AND
DEVELOPMENT
7. Address of the company: INDUSTRIAL AREA KOKAR,
RANCHI.
8. Date of joining: JUNE 15, 2018
9. Name of the company supervisor: KUMAR ABHINAV
(MARKETING MANAGER)
10. Contact Number of Supervisor: 9308472243

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