training and development in dsm sugar mills.doc

8/13/2019 Training and Development in Dsm Sugar Mills.doc

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A

PROJECT REPORT

ON

TRAINING & DEVELOPMENT PROCESS

FOR

UNIVERSAL CONSTRUCTION MACHINARY &

EQUIPMENT PVT. LTD. RUDRAPUR

Submitt! T"

COLLEGE OF ENGINEERING

IN PARTIAL FULFILLMENT OF THE

REQUIREMENT OF THE AWARD FOR THE DEGREE OF

MBA (Dual Degree)

Under

TEERTHANKER MAHAVEER UNIVERSITY

UNDER THE GUIDANCE OF

Faculty Guide Company Guide

Mr. Sidart Matur Name and De!i"nationSubmitted by

#ANU$ %UMAR RA&'Enrollment No.(T)*+++,-)

SEMESTER I

COLLEGE OF ENGINEERING

MBA (Dual Degree)TEERTHANKER MAHAVEER UNIVERSITY

MORADABAD/uly 0)+-


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College certificate

This is to certify that M#. A$u% um'# R'( is pursuing two year full time

Master of Business Administration (MBA) Course from Teerthanker Mahaeer

!niersity" Morada#ad as regular student" in session ($%1&'$%1)

*n compliance with the proision+guidelines of Teerthanker Mahaeer

!niersity" Morada#ad" ,e has #een assigned a -ummer Training .eport The

-ummer Training .eport work has #een genuinely carried out #y the student during

specified period #y the uniersity

,e has made sincere efforts in the completion of the -ummer Training .eport work

M#. Si!'#t) M't)u#

PROJECT REPORT GUIDE*


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CONTENTS

C)'%t# $". Tit+ P', $".

/reface

Acknowledgement0eclaration

2ecutie -ummary

-. *ntroduction 3

. Company /rofile 1

/. .eiew of 4iterature $5

0. .esearch O#6ectie $3

1. .esearch Methodology 7&

2. 0ata Analysis 8 *nterpretation 77

3. 9indings 35

4. 4imitations 5$

5. Conclusion 51

-6. -uggestions 5%

--. Bi#liography 5&

Anne2ure 5'5:

PREFACE


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*t is wonderful opportunity proided #y Teerthanker Mahaeer !niersity" 0elhi

.oad" Morada#ad to interact with the industrial surface during the academic session of

Masters of Business Administration (MBA)

* feel ery enthusiastic a#out the compulsory actiity proided #y academic plot in

the form of /ro6ect .eport This training has proided an opportunity to understand the

theoretical concept and to see that how these concepts are applica#le in practical life

;orking with U$i7#8'+ C"$8t#u9ti"$ M'9)i$#( & E:ui%m$t P7t. Lt!. Ru!#'%u#was

a nice opportunity gien to me which made me understanding the working of *nsurance

-ector

* am fortunate that in this interactie session * got the priilege of working with

U$i7#8'+ C"$8t#u9ti"$ M'9)i$#( & E:ui%m$t P7t. Lt!.Ru!#'%u#management starts

from planning to implement and ends with the recruitment and selection process in U$i7#8'+

C"$8t#u9ti"$ M'9)i$#( & E:ui%m$t P7t. Lt!. Ru!#'%u#

ACNO;LEDGEMENT


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*t gies me immense pleasure to place #efore my e2aminers my /ro6ect .eport T#'i$i$, &

D7+"%m$t P#"988 i$ U$i7#8'+ C"$8t#u9ti"$ M'9)i$#( & E:ui%m$t P7t. Lt!.

Ru!#'%u#

My sincere acknowledgement and oerriding de#t is to my pro6ect guide

M#. Si!'#t) M't)u# ?

M#. R.. Mitt'+


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*" A$u% um'# R'( " here#y declare that the report for Summ# T#'i$i$, P#"=9t

entitled T#'i$i$, & D7+"%m$t P#"988 i$ U$i7#8'+ C"$8t#u9ti"$ M'9)i$#( &

E:ui%m$t P7t. Lt! Ru!#'%u#is a result of my own work and my inde#tedness to other

work pu#lications" references" if any" hae #een duly acknowledged

/lace > Morada#ad (-ignature)

0ate > (Anup =umar .ay)

EBECUTIVE SUMMARY


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The present report is prepared for the partial fulfillment of MBA and as a part of curriculum

This is an attempt to determine and do a T#'i$i$, & D7+"%m$t P#"988 i$ U$i7#8'+

C"$8t#u9ti"$ M'9)i$#( & E:ui%m$t P7t. Lt! Ru!#'%u# To pursue the research area are

commercial areas like Morada#ad was chosen ;here the surey conducted through

@uestionnaire and *nteriew The data collection is as analyed and some practical tools were

applied to get inferences from the surey The results are printed in forms of graphs and

diagrams

The report has two sections" in its first section company and industry profile is gien" where as in

second section" research methodology is gien which includes sample design" analysis on sample

and findings are gien -uggestions with respect to the surey for future improement is gien to

improe the surey #ecause there competitors hae also taken up the surey

At the end of the report limitations" -;OT analysis" Conclusion of the research 4ast

there is Bi#liography


8/81INTRODUCTION

INTRODUCTION


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A program of training and deelopment is important as it lends sta#ility and fle2i#ility

to an organiation" #esides contri#uting to its capacity to grow Accidents" scrap and

damage to machinery and e


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*n the present industrial era" it is necessary to raise the skill leels and increase the

ersatility and adopta#ility of employees *nade

According to 9lippo" Training is the act of increasing the knowledge and skill

of an employee for doing a particular 6o#

According to lucius" The term training is used to indicate only a process" #y

which the aptitudes" skills and a#ilities of the employees to perform specific 6o#s are

increased


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C)'#'9t#i8ti98 "# N'tu# " T#'i$i$,

On the #asis of different gien #y arious scholars and on the #asis of general

knowledge the following facts can #e presented a#out the nature or training and its

characteristics>

E%$8 "$ T#'i$i$, i8 i$78tm$t '$! $"t '8t',*

The most important characteristics of training are that e2penditure incurred on it is

inestment and not wastage *n other words the e2penses on training of employees will

#e a recurring adantage for the enterprises for a long run" which will #e in the form of

an increased efficiency of the employees

It #+'t8 t" 8%9i'+ ="b8*

The purpose of training is not to increase the general knowledge of the employees #ut

to make them proficient or skillful in a special 6o#

It i8 b$i9i'+ b"t) t" t) "#,'$i'ti"$ '$! the m%+"(8*

Training is a process which #enefits #oth the organiation and the employees on the

one hand "the dream of the enterprise to hae more production is fulfilled" and on the

other hand" #ecause of increased proficiency the employee get #etter remuneration #y

increasing production in less time Because of a decrease in the num#ers of accidents

their life is also safe and secured

T#'i$i$, i8 ' 9"$ti$u"u8 %#"988

Training is not a process which can gie all the knowledge to an employee regarding

a particular work for all time to come ;heneer some new procedure and new

technology are adopted in the enterprise" training #ecomes imperatie


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Di#$9 bt$ T#'i$i$, '$! D7+"%m$t

'8i8 T#'i$i$, D7+"%m$t

Meant for Operaties 2ecuties

9ocus Current 6o# Current and future 6o#s

-cope *ndiidual employee ;ork group or

organiation

Doal 9i2 current skill deficit /repare for future work

demands

*nitiated #y Management The *ndiidual

Content -pecific 6o# related

information

Deneral =nowledge

Time' frame *mmediate 4ong term

IMPORTANCE

ENEFITS OF THE USINESS ENEFITS OF THE EMPLOYESS

Trained worker works more

efficiency

Training makes an employee more

useful to a firm ,ence he will find

employment more easily

They use machines tools" materials

in a properly is thus eliminated to a

large e2tent

Makes employees more efficient and

effectie

9ewer accidents" Trained worker

need not #e put under close

superision as they know how to

handle operations properly

Training ena#les employees to secure

promotions easily

Training makes employees more

loyal to an organiation They willless in client to leae the unit where

there is growth opportunity

*t can ena#le employees to cope up

with organiational social 8technological changes


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N! "# T#'i$i$,

Training is needed to sere the following purposes>

Newly recruited employees re


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-.Job Instruction Training

The E*T methods are a four step instructional process inoling preparation"

presentation" performance tryout and follow up *t is used generally to teach workers

how to do their current 6o#s The four steps followed in the E*T methods are>

The trainee receies an oeriew of the 6o#" its purposes and its desired

outcomes" with a clear focus on the releance of training

The trainer demonstrates the 6o# in order to gie the employees a model to copy

The trainer shows a right way to handle the 6o#

Ne2t" the employee is permitted to copy the trainer way 0emonstrations #y the

trainer and practice #y the trainee are repeated until the trainee masters the right

way to handle the 6o#

9inally" the employee does the 6o# independently without superision

. Coaching

Coaching is a kind of daily training and feed#ack gien to employees #y immediate

superisors *t inoles a continuous process of learning #y doing *t may #e as an

informal" unplanned training and deelopment actiity proided #y superisors and

peers *n coaching" the superisor e2plain things and answers


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/.Mentoring

Mentoring is the process of shaping competencies or behaviors by providing

feedback, usually to subordinates or even peers, about how to achieve the best in life.

Mentoring is relationship in which senior manager in organiation assumes

responsi#ility for grooming a 6unior person Denerally" technical" interpersonal 8

political skills are coneyed in such a relationship from a more e2perienced person

Ob=9ti7*

1 To help identify Mentors who can train the ne2t generation Trainees" to align and

moe into the organiation" thus #uilding a talent pool in the years to come

$ To help in institutionaliing a Mentoring system which would help nurture high

potential indiiduals and put them on a faster learning cureG

& -tart an initiatie that would #ring a different culture and space for the future

managers

Mt)"!"+",(

Phase - I!$ti(i$, M$t"#8

1 *dentify prospectie Mentors

$ *dentify the Critical Competencies re


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institutionaliing mentoring as a system

$ A three'day .ole and *dentity 4a#> This would #e designed to #uild up the energy

re


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standards and proide serices

OFF THE JO TRAINING

SIMULATIONS

-imulations are designed to mimic the processes" eents" and circumstances of the

traineeIs 6o#


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appropriate theory (eg" economics" organiational #ehaior" etc) Many #usiness

games represent the total organiation" #ut some focus on the functional

responsi#ilities of particular positions within an organiation (eg" marketing

director" human resource manager) These are called functional simulations Dames

that simulate entire companies or industries proide a far #etter understanding of the

#ig picture They allow trainees to see how their decisions and actions influence not

only their immediate target #ut also areas that are related to that target

/rior to starting the game trainees are gien information descri#ing a situation and

the rules for playing the game They are then asked to play the game" usually #eing

asked to make decisions a#out what to do gien certain information The trainees are

then proided with feed#ack a#out the results of their decisions" and asked to make

another decision This process continues until some predefined state of the

organiation e2ists or a specified num#er of trials hae #een completed 9or e2ample"

if the focus is on the financial state of a company" the game might end when the

company has reached a specified profita#ility leel or when the company must

declare #ankruptcy Business games inole an element of competition" either against

other players or against the game itself *n using them" the trainer must #e careful to

ensure that the learning points are the focus" rather than the competition

IN@ASET TECHNIQUE.

The in'#asket techni


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6o#) and general information a#out the situation Trainees are then gien a packet of

materials (such as re


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must guide the trainees in e2amining the possi#le alternaties and conse


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;hether structured or spontaneous" role plays may also differ #ased on the num#er

of trainees inoled -ingle" multiple" and role'rotation formats proide for more or

less participation in the role play *n a single role play" one group of trainees role

plays while the rest of the trainees o#sere ;hile o#sering" other trainees analye

the interactions and identify learning points This proides a single focus for trainees

and allows for feed#ack from the trainer This approach may cause the role players to

#e em#arrassed at #eing the center of attention" leading to failure to play the roles in

an appropriate manner *t also has the draw#ack of not permitting the role players to

o#sere others perform the roles ,aing non'trainees act out the role play may

eliminate these pro#lems" #ut adds some cost to the training

*n a multiple role play" all trainees are formed into groups ach group acts out the

scenario simultaneously At the conclusion" each group analyes what happened and

identifies learning points The groups may then report a summary of their learning to

the other groups" followed #y a general discussion This allows greater learning as

each group will hae played the roles somewhat differently Multiple role plays allow

eeryone to e2perience the role play role play in a short amount of time" #ut may

reduce the


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O#serers then discuss what has happened so far and what can #e learned from it

After the discussion" the role play resumes with different trainees picking up the roles

from some" or all" of the characters .ole rotation demonstrates the ariety of ways

the issues in the role play may #e handled Trainees who are o#serers are more

actie than in the single role play since they hae already participated or know they

soon will #e participating A draw#ack is that the progress of the role play is

fre

1 0efine the key skill deficiencies

$ /roide a #rief oeriew of releant theory

& -pecify key learning points and critical #ehaiors to watch for

,ae an e2pert model the appropriate #ehaiors

: ,ae trainees practice the appropriate #ehaiors in a structured role play

? ,ae the trainer and other trainees proide reinforcement for appropriate imitation

of the modelIs #ehaior

$$


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Behaior modeling differs from role plays and games #y proiding the trainee with

an e2ample of what the desired #ehaior looks like prior to attempting the #ehaior

;hile this method is primarily #ehaioral" steps $ and & reflect the cognitiely

oriented learning features of the techni


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Business decision'making skills (#oth day to day and strategic)" planning" and

comple2 pro#lem soling can #e effectiely learned through the use of #usiness

games

The in'#asket techni


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TRAINING PROCESS

STEP* - N! A$'+(8i8*

J *dentification of Training Needs>

11 9or 2ecuties> =ey duties 8 responsi#ilities are mentioned positionwise" after

that re


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Approals are to #e o#tained for the training programs (outhouse training) from

,O0 ,.

#) Attendance sheet is filled during the training program

c) Training feed#ack is o#tained at the end of the training program

STEP* 0 T#'i$i$, E7'+u'ti"$8

Training aluation is to #e made on the #asis of the feed#ack gien #y the ,O0 this

is to #e done within three month after the training Then the training records are

maintained

R8u+t8 '$! 9"$9+u8i"$8

The training need of the e2ecuties and workers were found with recommendation

from ,O0s and analysis of their 6o# responsi#ilities

The needs identified were associated with the competencies which the employees

need to deelop to effectiely to carry out their 6o# responsi#ilities

The training also aims to honor their e2isting skills to work in a productie manner

The training imparted is not 6ust limited to the technical specification of their work

#ut also one of its o#6ecties was to deelop the personality and attitude in the

employees This was done to keep in mind the comprehensie nature of the training

imparted and increased emphasis on the human resource of the company

9or the period April %:'Mar%? the num#er of training programs were only 3"But

for the periodApr%?'Mar%7 the num#er of training programs hae #een increased to

$%% with more emphasis on the safety training Out of these $%% programs %L were

of safety training" $L for *nduction training" 1?L for *T training" 1$L for #ehaioral

$?


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$5

COMPANY PROFILE


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COMPANY PROFILE

!niersal came into #eing in * 57 with the ision of Mr .ohidaas alias 0adasahe# More

to forge ahead in the sphere of construction e


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Our


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CORPORATE PROFILE*

;ithin the three decades of its eolution" !niersal has #ecome more than 6ust #eing one

of lndiaIs largest engineering companies lt has #een a pioneer of new technology" a prime

moer at eery stage" introducing products and technologies that helped take the

construction industry a giant leap forward The state'of'the'art facilities of !niersal hae

rolled out oer a million construction and material handling e


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RUDRAPUR PLANT

!N*P.-A4 commissioned the .udrapur /lant recently in 9e#ruary $%1%" in order to

cater to the growing demand from all oer the world

The plant is sprawling oer a ast industrial area in !ttarakhand and is located $:% kms

away from 0elhi

The plant is self'sufficient and well e


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OARD OF DIRECTOR*

M#. R")i!'8 H. M"#

Chairman

Mr .ohidas More has a technical #ackground and ast e2perience inngineering ,e started M+s !N*P.-A4 with clients such as Telco"

Alfa 4aal etc ,is design of the Block Making Machine resulted in great

success ,e has deeloped products for defence organiations as well;inning ConstroH e2hi#ition for four times" Bharat Pikas AwardH in

the year 155: and ;orld @uality Commitment Dold Category AwardH

glorify his credentials

M#. R'$=t R. M"#

Pice Chairman 8 M0

/ossessed with a ision to make !niersal the largest selling constructionmanufacturing company and a Dlo#al 4eader ,e has #een honored as the

Pice /resident of /une Construction AssociationH alongwith /rerna

/uraskarH in $%%1 and /une ki Asha AwardH in $%%& ,e initiated theconcept of 9ie Kear /lanH that ena#led the Company to spread out

glo#ally and e2pand the -ales 8 -erice network Also" he has #een

unanimously elected as the Chairman of the Builders Association of *ndia"/une Center for two consecutie years and Pice /resident for Builders

Association of *ndia

M#. Ab)i=t R. M"#

0irector

Mr A#hi6eet More is the /roprietor of M+s !niersal -ales Corporation

monitoring sales 8 after sales serice ;ith efficient managing skills and

dedication he deeloped ast dealer network 8 after sales serice all oer*ndia ,is #ackground helped him handle the 4a#or force and logistics

with great competence

&


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M#8. R'$='$' M"#

0irector

Mrs .an6ana More" fondly known as Aai sahe# is the #ack#one of the

!niersal family 8 has always lent her support to her hus#and 8 sons

-he has cultured alua#le morals into her sons which has helped them inachieing great success -he has also formulated a warm 8 caring

relationship with the staff at !niersal

M#. . . T'%'#i'

Managing 0irector0eputy Managing 0irector with more than &: years ofe2perience in dierse array of industries" his strategic 8 marketing e2pertise is

alued and highly respected #y the *ndian Cement industry ,e has #een

instrumental in launching and nurturing arious prestigious #rands like the

Birla Cement" .a6ashree cement" /olad -teel" ,ND /leat Dlass etc ,iscontri#ution to !niersal" as the 0eputy Managing 0irector has #een

noteworthy after successful stints at -aurashtra -t Du6arat -idhee Cements and

the Aditya Birla Droup

M#. S. A. R!!(

*ndependent 0irector

Mr - A .eddy has studied Management from *ndian *nstitute of

Management 0uring his work e2perience he was honoured with arious

positions ,e was also awarded with 4ifetime Achieement AwardHfrom C*0C 0elhi Mr -A .eddy is admired #ecause of his e2cellent

Management -kills alongwith total engineering e2posure of more than ::

years in /ro6ect Management 8 Construction


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Smt. Vi='('t'i P'ti+


*ndependent 0irectorMs /atil has 13 years of association with the -akalH

group of pu#lication -he is known for her administratie a#ility" she has

also pu#lished a #ook namedF Q-econd -econdR #ased on TimeManagement Ms /atil has #een honoured with numerous positions and

awards such as the =artutya Doura /uraskarH" Mahila Bhushan

/uraskarH" Corporate .atna Media /uraskarH" S*nnoatie /u#lisher and2hi#itor AwardH" Arya#hushan /uraskarH to name a few

M#. J. L. D'8)mu)


Mr 0eshmukh has oer & years of industry e2perience in application

engineering ,e is also known for his high Organiational -kills with

Oerseas Business know'how 0uring his work years" he has #eenhonoured with many prestigious awards ,e was associated for oer $3

years with Cummins *ndia 4td

M#. A8)" . Gu%t


;ith oer &% years of e2perience in 4a#our 4aws 8 *ndustrial .elations"

he has a rich Corporate 4aw e2perience with multinational and large sie*ndian companies ,e is a prominent speaker in arious national

management institutes in /ersonnel Management 8 4a#or 4aws Mr

Dupte has #een honored as the /resident of 4a#or 4aw /ractitionerHsAssociation ,e has also sered as Pice /resident of 9ederation of 4a#or

4aws practitioner Association

&?


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OUR STRENGTHS

U$i7#8'+ b+i78 t)'t R&D i8 t) b'9b"$ " '$( 8u9988u+ "#,'$i8ti"$.

Thus" through e2cellent .80" !niersal is inoled in deeloping new products 8

procedures which will contri#ute to the field of mechaniation and deelopment of

superior machines !niersal has indigenously deeloped an incredi#le range of

construction machines from the simple sand plastering machine to the mo#ile #atching

machine

All the machines of !niersal are at par with the worldHs #est while deliering their

optimum performance !niersal has specially designed customied products for Border

.oad Construction Organiation and National Thermal /ower Corporation At !niersal" a

highly


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metal products thus aoiding on product failure saing on material cost 8 time /roduct

animation Through these sofwares it is possi#le to 0esign parts" su# assem#lies 8

assem#lies

&3


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TRAINING CENTRE*

As a part of the Customer mpowerment /rogramH" !niersal took upon itself the

responsi#ility of training the customerHs operators and industry associates The training

programmes are deliered in the modern training centre located in the -hiare plant

Trainings on arious topics are imparted to the participants which could #e selection"

operation" maintenance 8 optimum use of construction e


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PRODUCT PROFILE

C"$9#ti$, S"+uti"$8

C"$9#t Mi#

-66 Lit# Mi#8

66 Lit# Mi#8

R7#8ib+ Mi#8

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't9)i$, P+'$t

M"bi+

St'ti"$'#(

C"$9#t Pum%

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$

OJECTIVE OF THE

STUDY


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OJECTIVE OF THE STUDY

The following training o#6ecties in keeping with the companyHs goals 8 o#6ecties>'

To study arious training 8 deelopment methods adopted #y !niersal Construction

Machinery 8


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LITERATURE REVIE;


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LITERATURE REVIE;

A++i,# & J'$'? -545 A++i,#? T'$$$b'um? $$tt? T#'7#? & S)"t+'$!?

-553

Reaction criteria, which are operationalied #y using self'report measures" represent

traineesH affectie and attitudinal responses to the training program ,oweer" there

is ery little reason to #eliee that how trainees feel a#out or whether they like a

training program tells researchers much" if anything" a#out (a) how much they

learned from the program (learning criteria)" (#) changes in their 6o#'related

#ehaiors or performance (behavioral criteria)" or (c) the utility of the program to the

organiation (results criteria) This is supported #y the lack of relationship #etween

reaction criteria and the other three criteria

C'89i"? -55-? -554

9inally" results criteria (eg" productiity" company profits) are the most distal and

macro criteria used to ealuate the effectieness of training .esults criteria are

fre


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criterion measure used 9or instance" all things #eing e


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T'$$$b'um & Yu+? -55?

*n spite of the fact that Qreaction measures are not a suita#le surrogate for other

inde2es of training effectienessR" anecdotal and other eidence suggests that

reaction measures are the most widely used ealuation criteria in applied settings 9or

in'stance" in the American -ociety of Training and 0eelopment $%%$ State-of-the-

Industry Report, 73L of the #enchmarking organiations sureyed reported using

reaction measures" compared with &$L" 5L" and 7L for learning" #ehaioral" and

results" respectiely

earning criteria are measures of the learning outcomes of trainingF they are not

measures of 6o# performance They are typically operational ed #y using paper'and'

pencil and performance tests

T'$$$b'um '$! Yu+ ?

QTrainee learning appears to #e a necessary #ut not sufficient prere


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capa#ilities on the 6o# 9or e2ample" the post training enironment may not proide

opportunities for the learned material or skills to #e applied or performed

3


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5

RESEARCH

METHODOLOGY


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RESEARCH METHODOLOGY

I$t#"!u9ti"$ " t) %#"b+m*To find out the Training 8 0eelopment procedure of

U$i7#8'+ C"$8t#u9ti"$ M'9)i$#( & E:ui%m$t P7t. Lt!. Ru!#'%u#" so that the

importance of the procedure may #e o#tained and the knowledge" attitude and opinion of

the employees can also #e e2amined

R8'#9) !8i,$* .esearch design is simply the framework or plan for a study" !sed

guide in collecting and analying data

0escriptie research is the e2ploration of the e2isting certain phenomena The details of

the facts wont #e known The e2isting phenomenaHs facts are not known to the persons

-. S'm%+i$, !8i,$*

I. P"%u+'ti"$*

-ampling unit> mployees of !niersal Construction Machinery 8


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*P T(%8 " D't'* 9or the study * hae used #oth primary 8 secondary data

P D't' C"++9ti"$ Mt)"!8*

i /rimary data was collected through


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DATA ANALYSIS & INTERPRETATION

:$

DATA ANALYSIS

&

INTERPRETATION


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@1 ,ow are you getting training and deelopment in your organiationG

Table No 1

S.N". O%ti"$8 P#9$t',

1 *ndiidually ?%L$ *n team &:L

& Both :L

Figure No 1

INTERPRETATION*@

9rom theFigure No 1" it is interpreted that> ?%L employees are getting training and deelopment indiidually

&:L employees aregetting training and deelopment in team :L employees respond that" they are getting training and deelopment

indiidually

@$ ;hat are the methods adopted in your organiationG

Table No

S.N". O%ti"$8 P#9$t',

:&


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1 4ectures ::L

$ Audio'isuals $%L

& On'the'6o# training $%L

Computer'Assisted instruction :L

Figure No

INTERPRETATION*@

9rom theFigure No " it is interpreted that> ::L employees said that" lecture method is adopted #y our organiation for

training and deelopment

$%L employees said that" audio'isuals class method is adopted #y our

organiation for training and deelopment

$%L employees said that" On'the'6o# training method is adopted #y our


:L employees said that" Computer'Assisted instruction method is adopted #y our


:


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@& 0o you #eliee that training and deelopment system reflect any scope of

improement in oneHs performanceG

Table No !

S.N". O%ti"$8 P#9$t',

1 Agreed ?%L

$ /artially agreed &%L

& 0isagreed 1%L

Figure No !

INTERPRETATION*@

9rom theFigure No !" it is interpreted that> ?%L employees #eliee that training and deelopment system reflect any scope of

improement in oneHs performance

&%L employees arepartially agreed that training and deelopment system reflect anyscope of improement in oneHs performance

1%L employee are disagree that training and deelopment system reflect any scope of

improement in oneHs performance

@ ;ho is proiding the training to youG

::


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Table No "

S.N". O%ti"$8 P#9$t',

1 Mem#ers of the personnel staff $%L

$ Outsides consultants 1%L

& Kours superisors :%L

9aculty mem#ers of uniersities $%L

Figure No "

INTERPRETATION*@

9rom theFigure No "" it is interpreted that> $%L employees respond that" mem#ers of the personnel staff are proiding the

training to them

1%L employees respond that" mem#ers of the outsides consultants are proiding

the training to them

:%L employees respond that" superisors are proiding the training to them

$%L employees respond that" faculty mem#ers of uniersities are proiding the

training to them

@: ,ow does Training and deelopment helps youG

Table No #

:?


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S.N". O%ti"$8 P#9$t',

1 Career planning 1%L

$ Doal achieement &%L

& /romotion %L

Others $%L

Figure No #

INTERPRETATION*@

9rom theFigure No #" it is interpreted that> 1%L employees respond that" training and deelopment helps us in career

planning

&%L employees respond that" training and deelopment helps us in goal

achieement

%L employees respond that" training and deelopment helps us in promotion

$%L employees respond that" training and deelopment helps us in other actiities

:7


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@? Are you satisfied with the criteria adopted #y your organiationG

Table No $

S.N". O%ti"$8 P#9$t',

1 Kes ?%L$ No &%L

& CanHt say 1%L

Figure No $

INTERPRETATION*@

9rom theFigure No $" it is interpreted that> ?%L employees are satisfied with the criteria adopted #y their organiation

&%L employees are not satisfied with the criteria adopted #y their organiation

1%L employees donHt respond

:3


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@7 *s there any re


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Table No &

S.N". O%ti"$8 P#9$t',

1 Agreed &:L

$ /artially agreed :%L

& 0isagreed 1:L

Figure No &

INTERPRETATION*@

9rom theFigure No &" it is interpreted that> &:L employees are strongly agreed that" the training system proides an

opportunity for orientation of indiidual o#6ecties towards the achieement oforganiation goal

:%L employees are partially agreed that" the training system proides an

opportunity for orientation of indiidual o#6ecties towards the achieement of

organiation goal

1:L employees are disagreed that" the training system proides an opportunity

for orientation of indiidual o#6ecties towards the achieement of organiation goal

?%


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@5 *s the training system of your organiation transparentG

Table No '

S.N". O%ti"$8 P#9$t',

1 Kes :L$ No &%L

& CanHt say $:L

Figure No '

INTERPRETATION*@

9rom theFigure No '" it is interpreted that> :L employees said that the training system of the organiation is transparent

&%L employees said that the training system of the organiation is not transparent

?1


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@11 0o you think that need assessment diagnoses present and future challenges to

#e met through training and deelopmentG

Table No 11

S.N". O%ti"$8 P#9$t',

1 Kes %L

$ No &%L

& CanHt say &%L

Figure No 11

INTERPRETATION*@

9rom theFigure No 11" it is interpreted that> %L employees said yes" that need assessment diagnoses present and future

challenges to #e met through training and deelopment &%L employees said No" that need assessment does not diagnose present and

future challenges to #e met through training and deelopment

&%L employees donHt respond

?&


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@1$ Are you satisfied #y the training and deelopment proided #y the

organiationG

Table No 1

S.N". O%ti"$8 P#9$t',

1 Kes ?%L

$ No 1%L

& CanHt say &%L

Figure No 1

INTERPRETATION*@

9rom theFigure No 1" it is interpreted that> ?%L employees aresatisfied with the training and deelopment proided #y

the organiation

1%L employees arenotsatisfied with the training and deelopment proided

#y the organiation &%L employees donHt reply

?


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@1& 0oes Kour trainer proide honest feed#ack to youG

Table No 1!

S.N". O%ti"$8 P#9$t',

1 True ?%L$ /artially true &:L

& 9alse :L

Figure No 1!

INTERPRETATION*@

9rom theFigure No 1!" it is interpreted that> ?%L employees said yes" itHs true that our trainer gies us honest feed#ack

&:L employees said that itHs partially true that our trainer gies us honest

feed#ack :L employees said that itHs false that our trainer gies us honest feed#ack

?:


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??

FINDING


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FINDING

Most of the employees are getting training and deelopment indiidually

Most of the employees said that" lecture method is adopted #y our organiation for

training and deelopment

Most of the employees #eliee that training and deelopment system reflect any

scope of improement in oneHs performance

Most of the employees respond that" superisors are proiding the training to them

8$%L employees respond that" faculty mem#ers of uniersities are proiding the

training to them

Most of the employees respond that" training and deelopment helps us in

promotion 8 $%L employees respond that" training and deelopment helps us in

other actiities

Most of the employees are satisfied with the criteria adopted #y their organiation

Most of the employees respond yes" if any deelopment is re


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Most of the employees said that" lack of management commitment makes a

training programme ineffectie 8 $%L employees said that" inade


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?5

LIMITATIONS


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LIMITATIONS

The facilities or capa#ilities of the company that originally collected the data might #e


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71

CONCLUSION


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CONCLUSION

*t is concluded that" ma2imum employees are partially agreed that" the

training system proides an opportunity for orientation of indiidual o#6ecties

towards the achieement of organiation goal *t is concluded that" according to

ma2imum employees training system of the organiation is transparent *t is

concluded that" ma2imum employees are agree and said yes" that some reward is

gien to them according to their performance *t is concluded that" ma2imum

employees said that" lack of management commitment makes a training program

ineffectie *t is concluded that" ma2imum employees said yes" that need assessment

diagnoses present and future challenges to #e met through training and deelopment

*t is concluded that" ma2imum employees said that" lecture method is adopted #y our

organiation for training and deelopment and minimum employees said that"

Computer'Assisted instruction method is adopted #y our organiation for training

and deelopment *t is concluded that" ma2imum employees said yes" itHs true that

our trainer gies us honest feed#ack

This study #rings us to the conclusion that careful selection is ery important for the

growth and deelopment of any organiation Because the success of the company is

depends on the employees" so the employee should #e a#le to manage the things The

working efficiency and morale of the employees should #e increased so that their

productiity is stepped up" the cost of production #rought down and the


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production improed ery mem#er should create an atmosphere of respect for the

human personality and human relations

7&


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7

SUGGESTIONS


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SUGGESTIONS

4earning should #e made one of the fundamental alues of the company

Company should ensure that training contri#utes to competitie strategies of

the firm 0ifferent strategies need different ,. skills for implementation 4et

training help employees at all leel ac


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7?

ILIOGRAPHY


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ILIOGRAPHY

OOS@

Aswathappa" = ($%%$) ,uman .esource and /ersonnel ManagementH" &rd edition"

Tata McDraw',ill /u#lication /t 4imited" New 0elhi"pp:&'1%

0essler" ,uman .esource Management" /rentice',all" 5th edition" pp :':5

=othari C." .esearch Methodology' Methods and techni++uceindiacom+rudrapur'plant

77


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73

ANNEBURE*

QUESTIONNAIRE


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QUESTIONNAIRE

T#'i$i$, A$! D7+"%m$t P#"9!u# I$ U$i7#8'+ C"$8t#u9ti"$ M'9)i$#( &

E:ui%m$t P7t. Lt! Ru!#'%u#

0ear .espondent"

* Anup =umar .ay student of MBA *** -em is undergoing summer training pro6ect

=indly space me few minutes to fill this


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@? Are you satisfied with the criteria adopted #y your organiationG

a Kes # No c CanHt say

@7 *s there any re


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a True # /artially true c 9alse

PERSONAL INFORMATION

1 Name UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

$ Age group UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

& Occupation UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

ducation UUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUUU

: Address>

training and development in dsm sugar mills.doc

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