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Summer Training Report

Entitle IMPORTANCE OF TRAINING At NEVA GARMENTS

Submitted in partial fulfillment of the requirement of two year fulltime Master of Business Administration (Human Resource) degree to Punjab Technical University, Jalandhar Session 2012-2013 Submitted By Alisha Verma University Roll No. 1173358

GUJRANWALA GURU NANAK INSTITUTE OF MANAGEMENT & TECHNOLOGY LUDHIANA

TABLE OF CONTENTS

S No 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. Chapter 5 Chapter6: Chapter7: Chapter 8 Chapter9 Chapter 1 : Chapter2: Chapter 3: Chapter 4: Certificate Abstract

Contents

Pg No

Acknowledgement Introduction of garments industry Introduction about the NEVA industry Products, Achivements Departments of NEVA Introduction of IMPORTANCE OF TRAINING Review of literature Objectives of the study Research Methodology

Data Analysis and Interpretation Finding , suggestions ,limitations and conclusion Conclusion Biblography Annexure

CERTIFICATE

This is to certify that Alisha Verma an MBA student of GGNIMT- (Gujranwala Guru Nanak Institute of Management & Technology), Civil Lines, Ludhiana has successfully undertaken his Summer Training from 08-5-2012 to 23-7-2011 and has successfully completed his Summer Training Project titled "IMPORTENCE OF TRAINING" in Ludhiana under the guidance of Mrs. SHAVETA THAKUR at M/S NEVA GARMENTS Ltd.in ludhiana. This report is compilation and analysis of information by the student on the subject and useful inferences have been drawn with regard to the objective of the study. It is further certified that this project has not been submitted to any other university for any other purpose.

Signatures of the Project Guide

ABSTRACT

In an institute, a student learns about theoretical concepts. But in the present day scenario, environment surrounding the business is complex and dynamic and the industries are so much diversified and specialized that it requires managers to be wholesomely nourished with knowledge and skills in their respective fields of specialization. Exposure is the key in building good future managers. For this reason, P.T.U, (Jalandhar) designed a scheme under which the students of M.B.A. have to go for the Summer Training between Second and Third Semester. During this period, I have written a Report about knowledge and experience. I have gained in the course of training. This Report has been written in simple language specifying the Organizational setup and Management Procedures of hr practices in Ludhiana at neva garments Ltd. Branch . Any omissions or errors are deeply regretted.

ACKNOWLEDGEMENT

This is my first experience in the corporate world and it has been a truly learning experience for me. The project assigns to me had a great learning potential and tremendous scope of application. There have been many people who have supported me throughout the project and I take this opportunity to thank them for their time and effort. I would like to thank Mr. Yograj sharma and Miss Shaveta and Mr.Ravinder kumar the main distributors as well as Mr. Ambrish kumar Manager, at M/S NEVA GARMENTS Ltd. Ludhiana for his willing and constant encouragement in exploration of my present investigation and preparation of the project. I am extremely thankful for the valuable assistance extended to me by the management of Whirlpool of India Ltd. for providing me all the information needed for the project. I express my heartiest gratitude to them for spending their valuable time. In the end, I can say only this that all are not be mentioned but none is forgotten.

Signature of the Student

GARMENT INDUSTRY

Indian sub continent is the second largest manufacturer of garments after China being the global leader in garment production. India is known for its high quality garments for men and most of the garment manufacturers are in the Small and Medium scale industry. Indian men's clothing industry has been growing steadily over the past few years, this has been possible owing to the Indian male becoming more fashion conscious, and hence there is more consumption which has increased global demand of men's garments by the rest of the world India Garment Industry has an advantage as it produces and exports stylish garments for men at economical prices due to cheap labour rates. Today the by the way of Technological advancement and use of sophisticated machinery it has enabled the manufacturers to achieve better quality and well designed garments. Indias Garment Industry has been rapidly growing in last few years. Exports have been rising as there is an increase in orders from global buyers accompanied by a rise of investments in the garment sector of the country.

The Garment Industry is of major importance to the Indian economy as it contributes substantially to Indias export earning, it is estimated and analyzed that one out of every six households in the country depends on this sector either indirectly or directly for its livelihood. From all over the world the Retailers also increasingly come to India attracted by low production costs. The large brands among them are Wal-Mart, Tesco, and M&S.

EMPLOYMENT OPPORTUNITIES IN GARMENT INDUSTRY:Indian Garment Industry is closely connected to the fashion industry and grows hand in hand. With these even opportunities for the employment is also increasing to a larger extent. These high levels of fashion consciousness has created the need for candidates who are highly productive, efficient and have a passion to create new designs and give way to creativity. This Industry demands and requires both skill and diligence. India is an ultimate combination, like it has a matured garment industry for a long time along with a vast trained manpower. Some of the key areas to work are related to design and manufacturing, merchandising, import export according to the government policies, freight and shipments etc. work as designer, or a start up a business in the local market and expand the business to the others areas of the national market

TOP LEADING COMPANIESS :-

Pantaloon Retail India Ltd Shoppers Stop Tata Trent Globus stores Pvt Ltd Pirmayd Retail Ltd Arvind Brands Ltd Provogue India Ltd The Raymond Group Madura Garment Reliance Retial Ltd Wills lifestyle Murjani Group Landmark Group Gokalda Group Zodiac Clothing

INTRODUCTION OF NEVA GARMENTS

In 1998 Indian winters changed forever. Duke-Indias number on T-shirt company and exported to Countries like UK and US introduced NEVA, a step towards capturing Thermal Winter Innerwear. It was a never before concept in the innerwear market in India. The product becomes an instant success and NEVA becomes a household name. It sold more than 2 lakh garments in the first year itself. Today the group enjoys the total turnover of more than 300 Crores.

Neva became leaders in no time, today it boasts of 25% share of the 100 crore branded thermal market. We have a state of the art factory located in Ludhiana employing more than 1000 employees and with machines imported from Germany, U.S.A. Japan and Taiwan, the company produces 20000 pcs. Per day.

Neva is responsible for turning thermal innerwear first into a necessity and then into an industry in India. Today we produce Indias Worlds largest range of thermals. After the phenomenal success of thermal innerwear, it was a natural for Neva to expand its portfolio of offering. Filling ventured into high quality innerwear dna lingerie. What was a modest beginning in 2001 has now become a sweeping was of success.

Proving its strength on the domestic soil, Neva Garments is now planning to take tis product to international shores. Being a premium qualitybrand with economical pricing has helped neva establish it self in the markets of Middle East and the Gulf. After the first successful phase of overseas expansion, Neva is now poised to enter other global markets

Right from the beginning, Neva has had a policy to provide innovative products to our consumers. Carrying forward this policy, we at Neva are proud to introduce the perfect way to combat winters : Neva Eleve, Neva Mod Quilt, Neva Maxx Esancia and Neva Pep Thermals for all age groups. We hope that these products like any Neva product exceed our customers expectations. You can also make your summer collection look more stunning with our world class products: Neva Mod (In Co-branding with Birla Cellulose of Aditya Birla Group), Neva Pep, Neva maxx, With these products, you can make a style statement and at the same time, stay comfortable too. Along with these summer wear products, we also have an Active Wear range the best choice of apparel when you are active and energetic. Sensing the changes the market is undergoing and anticipating future selling trends, neva has strategically decided to foray into large format stores and multi branded outlets. As the portfolio of products of the company is increasing rapidly, it is considering showcasing the range in multi branded stores through a special counter. This will enable the customer to see and choose from the large range of the brands products. The future holds tremendous opportunities as Neva moves from one Milestone to the next.

NEVA Philosophy
Neva firm faith in customer satisfaction through best quality product and services. Neva believes in improvement in human skills and technology Evaluation of customer need after regular period. Believe in Total Quality Management. Apart from this company philosophy is based on that

Learning Gives Creativity Creativity Leads Thinking Thinking leads knowledge Knowledge Makes You Great

PRODUCT OF NEVA IN MEN

PRODUCT OF NEVA IN WOMEN

BRANDS OF NEVA GARMENTS

Neva Garments Ltd. Awarded BEST MEDIUM ENTERPRISE in Textile at Business Gaurav SME Awards 2011 on 14th Nov. 2011 in Mumbai

Neva, holds the flag for introducing to India the warm cotton thermals replacing the woolen ones with CPS technology an innovation in itself which has been achieved after intense and thorough R & D in-house. The revolutionary concept of quilting highly insulated polyfill yarn between two layers of COTTON MODAL & COTTON makes the thermal lighter and warmer. Therefore it boasts of being the very ORIGINAL THERMAL The awards felicitated 34 of Indias leading Small and Medium Enterprises of India for their significant achievement and contribution over the years. The occasion also marked the launch of Dun & Bradstreets and Axis Banks premier publication, Leading SMEs of India 2011.

WORKING PROCESS IN NEVA

Knitting Department

Gray fabric + Dying

Finished Fabric Store

Cutting+ Checking (through PPC)

Stitching

Deptt

Inspection (thread cutting and checking)

Final checking and pressing

Packing

Finished Goods Store

Dispatch

Basic Functions Of Every Department Of Neva

HR/Personnel Deptt. Recruitment through consultancies, advertisement, campus and contractor. Filling of application form recruited candidate. Submitted all returns for ESI, PF. To see all statutory requirements of factories acts, ESI, PF etc. To issue ESI card to employee. To issue employee card no. Fulfill the nomination form and allots the PF number Security and housekeeping deptt. Monitored by this deptt. Calculating monthly salary of employees Maintaining office schedule and policies. Annual increment process is done. To ensure timely submission of statutory return of ESI, PF, etc. All dealing related to factories act, ESI, PF deputy directors are done by personnel department. Calculate the bonus To make salary, good work and night

Purchase Deptt.

Every deptt. communicate with this deptt. to purchase the items. Then purchase deptt. make the requisition Find out the various quotations Then purchase deptt. purchase the items with best quality and lowest price To maintain the records regarding suppliers and purchase items

Knitting Deptt.

To make the fabric role of 20kg Comparing the quality of the various types of yarn and produce the best quality of fabric. Proper maintenance of machines. This department sends fabric to dying.

Gray Fabric Store: This is the most important part of fabric. It comes after
knitting and dyeing. During the inspection they check the defects in fabric such as g.s.m., quality of fabric, dying defect, knitting defects etc.

Finished Fabric Store

They receive the order from PPC department in sample order form.

According to sample order form they deliver or dispatch the fabric in cutting department.

Production Planning and Control:

All production planning done by this department. According market demand they give order knitting department for fabric in mentioned also weight, pieces and quality. On the behalf of forecasts they give order to knitting department. Salesman gets order from different area and booking in PPC department. department prepares ppc chart and followed this chart during the whole production procedure.

Sampling Department:
Designing department give a sample as photograph, any design, print out of pictures to designing. Then they prepare the sample according to design. Then they send in to designing department for approval and if any changes in sample

Cutting Department:
In this department they cutting the fabric according to ppc order.
All information mentioned in sample order form.

Production & Quality Department: There are eight units. These units details
are under given below:-

Unit n.1 Unit n. 2 Unit n. 3 Unit n. 4 Unit n. 5 Unit n. 6 Unit n. 7 Unit n. 8

Thermal Thermal Panty& Bra Thermal Thermal Duke Thermal Bra

Production Procedure: - Fabric inspection, cutting, stitching, button hole,

thread cutting, washing, primary checking, pressing, final checking and packing.

Near about 22000-23000 piece per day produce by this department.

General Store: To receive goods. Checking the items/quantity. To maintain registers for various department. To issue the items to various departments Regular checking the balance items. Pass to purchase indents.

Finished Goods Store:

They store finished material which comes from production Dispatch the material To give rack number to the material Checking the material

Advertisement Department:
To add the company through poster making, holding, magazines and books They add of company in different area/region To receive quotations, sample from different agencies for different activities of advertisement To discuss with chairman regarding advertisement

Marketing department: They give delivery on two bases. First one is

Consignment and second is Botout In consignment they give 17% discount and in botout they give 35% discount. They make proposal and gets it approved from head Then they it send to designing department Approve the designs They take orders from various parties Enter order in their system Maintaining a strong motivated distribution network They coordinate with production, planning and quality

Accounts Department:
Account department enters the purchase material bills their account books. Material checked at gate and then comes in receipt and dispatch department then they entry in computer then bill comes in to accounts department. If they found any rate difference then they made debit note. When fabric comes or goes for dying all this trough challan made by accounts department

MIS Department:
To collect facts and figures from various departments. To analyses the costing behavior and structure according to articles and products To audit the company To work for monthly report generation from figures

EDP Department:
Designing new programmes. Development of forms as per requirement. Development of reports as per requirement. To look after the maintenance of all computers. To maintaining data base. Changing in existing programme as per requirements. To solve the problems.

Receipt and Dispatch:

To receive the raw material. To check the weight and quantity of every item. Maintain the entries in the receipt and dispatch department. To deliver the various fabrication or other material to the concern department To verify the register from accounts department

Designing Department:
Designing department receive proposal from marketing department. According to market need/trends they prepare the new dezign. They prepare a design on computer then it sends it to knitting department for fabric and fabric goes to cutting department but single piece prepare in sample room then approved from management.

Neva garments Ltd.

Address Phone No Fax Email ID Websites G.T. Road (W), Ludhiana. - 141 005 - Pb. INDIA Tel: +91-161-3044200 (30 Lines) +91-161-2801567 nevacare@nevaindia.com www.nevaindia.com

CHAPTER 1 INTRODUCTION

INTRODUCTION OF TRAINING
Training is the process of increasing the knowledge and skills for doing a particular job. It is an organized procedure by which people learn knowledge and skill for a definite purpose. The purpose of training is to bridge the gap between job requirements and present competence of an employee .Training is aimed at improving the behavior and performance of a person. It is never ending or continuous process. Training is any process by which the aptitudes, and abilities of employees to perform specific jobs are increased. On the other hand educations is the process of increasing the general knowledge and understanding of employees.

NEEDS FOR TRAINING:Training is required because of following reasons: Job Requirements :- Employees selected for a job might lack the qualification required to perform the job effectively. New and inexperienced employees require detailed instruction for effective performance on the job. They must be provided by orientation training to make them familiar with the job and the organization.

Technological changes:- Technology is changing very fast. Increasing use of fast changing techniques requires training into new technology. They must be provided with required training whether it is an old or a new employee.

Organizational viability:- In order to survive and grow an organization must continually adopt itself to the changing environment. With increasing economic liberalization and globalization in India business firms are experiencing expansion, growth, competition and diversification. To compete the organization must provide the refresher training to existing employees to keep them abreast of new knowledge

 Internal mobility:- training becomes necessary when an employee moves from one job to another due to promotion or transfer. The organization must provide them with the training for the success of the organization.

TRAINING CYCLE

IMPORTANCE OF TRAINING
Well-planned and well-executed training program can provide following advantages:

Higher Productivity:- Training helps to improve the level of performance.

Trained employees perform better by using better method of work that helps in increasing the productivity.

Better Quality of Work:-

In format training, the best methods are standardized and taught to employees. Uniformity of work methods and procedures helps to improve the quality of product or service.

program helps to reduce time and cost involved in learning. Employees can more quickly reach the acceptable level of performance. Cost Reduction:- Trained employees make more economical use of materials and machinery. Reduction in wastage, spoilage together with increase in productivity, help to cut cost of operations per unit. Reduced Supervision:- Well trained employees tend to be self-reliant and motivated. They need less guidance and control. Low Accident Rate:-Trained personal adopt the right work methods and make use of the prescribed safety device. Therefore, the frequency of accidents is reduced.

Less Learning Period:- A systematic training

High Morale:-Proper training can develop positive attitude among employees.

Job satisfaction and morale are improved due to a rise in the earnings and job security of employees. Personal Growth:-Training enlarges the knowledge and skills of the participants. Therefore, well-trained personnel can grow faster in their career and more valuable asset to any organization. Organisational Climate:- A sound training program helps to improve the climate of an organization. Therefore, decentralization of authority and participative management can be introduced.

BENEFITS OF TRAINING:Training is useful to employees in the following ways: Self confidence:- Training helps to improve the self confidence of an employee. It enables him to approach and perform his job with enthusiasm. Higher Earning:-Trained employees can perform better and thereby earn more. Safety:-Training helps an employee to use various safety devices. Adaptability:-. He can handle the machines safely and becomes less prone to accidents Promotion:-through training employee can develop himself and earn quick promotions. New skills:- Training develops new knowledge and skills among employees. The new skills are a valuable asset of an oemoloyee and remain permanently with him.

TYPES OF TRAINING
Training is required for several purposes. Accordingly, training programs may be of the following types:

Orientation Training:- Induction or Orientation training seeks to adjust newly

appointed employees to the work environment. Every new employee needs to be made fully familiar with his job, his superiors and subordinates and with rules and organization. Induction training creates self confidence in the employees. It is also known as pre-job training. It is brief and informative.

Job Training:-

It refers to the training provided with a view to increase the

knowledge and skills of an employee for improving performance on the job. Employees may taught the correct methods of handling the equipment and machines used in a job. Such training helps to reduce accidents, waste and inefficiency in the performance of the job.

Safety Training:-

Training provided to minimize accidents and damage to

machinery is known as safety training. It involves instruction in the use of safety devices and in safety consciousness.

Promotional Training:- it involves training of existing employees to enable

them to perform higher level jobs. Employees with potential are selected and they are given training before their promotion so that they do not find it difficult to shoulder the higher responsibilities of the new positions to which they are promoted.

Remedial Training:- Such training is arranged to overcome the shortcomings in

the behavior and performance of old employees. Some of the experienced employees might have picked up appropriate methods and styles of working. Such employees are identified and correct work methods and procedures are taught to them. Remedial training should be conducted by psychological experts.

Training Objectives
1. The main objective of this project is to check the training effectiveness among employees in organization. 2. To check the perception of employees regarding training provided to them by the organization. 3. To check how much improvement is seen among employees through training. 4. To check wither new techniques are introduced in training by the organization

5. To study the satisfaction among employees after attending the training session.

PRINCIPLES OF TRAINING
The following guidelines can help to make training more effectiveness

:-

Clear Objective:- The objectives and scope of a training program should be clearly
defined. A comparison of operational requirements and existing personnel skills will help to determine the specific training need of employees. A well defined set of performance standards should be created.

Training Policy:- A clearly defined training policy serve as the guide for designing and
implementing training programs. Such a training, what is to be spent in training etc. policy should specify who is responsible for

Motivation:- Training must be related to the needs and problems of the trainees as
well as to their abilities and aptitudes. Information provided in the training material should be meaningful.

Reinforcement:-Learning is more effective when there is reinforcement in the form

of rewards and punishments. Rewards or positive reinforcements and more effective in changing behavior than punishment or negative reinforcements. Pay raise, promotions and praise should .therefore be used to reward trainees who learn and apply the knowledge and skills. Trainees should be encouraged to participate discuss and discover the desirable patterns of behavior

organized material:- training material should be properly organized. A complete

outline of the whole course should be distributed in advance so that the trainees can prepare themselves before coming to the class

learning periods:-learning takes time and teaching in segment is better than in one
go. Several short sessions spread over a long period enable the trainee to learn reinforce and review

preparing the instructor :- the instructor or trainer is the key figure in a training
program. The trainer should not only be a good teacher but must know the subject and job also good trainers should be developed both from inside and outside the organization

feedback:-trainees should be provided information on how much they have learnt and
how will they are doing. Every trainee should know what aspect of his behavior / performance is not up to per and what he can do to improve it. The feedback should be positive fast and frequent . self graded tests and programmed learning can be used to provide feed back

practice:-practice

makes a man perfect.

therefore trainees should be allowed

continuous practice . tell and demonstrate knowledge and skills and then let the trainee try himself.

appropriate techniques :-

the methods and processes of trainee should be

related directly to the needs and objectives of the organization . it should be conducted as far as possible in the actual job environment so as to be meaningful.

Method and techniques of training

On The Job Training: in this method the trainee is placed on a regular job and
thought the skills necessary to performer it . the trainee learns under the guidance and supervision of the superior . the trainee learns by observing and handling the job. Therefore it is called learning by doing several methods are used to provide on the job training e.g. coaching , job rotation, committee assignments etc. a popular form of on the job training is job instruction training or step by step learning . it is widely used in the us to prepare supervisors . it is appropriate for acquisition or improvement of motor skills and routine and repetitive operations.

1.Vestibule Training :-In this method a training centre called a vestibule is set up
and actual job conditions are duplicated or simulated in it. Expert trainers are employed to provide training with the help of equipment and machines which are identical with those in used at the work place.

2.Apprenticeship Training:-

In this method theoretical instruction and

practical learning are provided to trainees in training institutes . The aim is to develop all

round craftsmen. generally a stipend is paid during the training period. Thus it is an earn when you learn scheme.

3.Classroom Training

:- Under this method training is provided in company

classrooms or in educational institutions. Lectures case studies group discussions ,and audio visual aids are used to explain knowledge and skills to the trainees . Classroom training is suitable for teaching concepts and problems solving skills. It is also useful for orientations and safety training institutes or schools special training courses are designed

4.Internship Training:

It is a joint program of training in which educational

institutions and business firms cooperate. Selected candidates carry on regular studies for the prescribed period . They also work in some factory or office to acquire practical knowledge and skills . This method helps top provide a good balance between theory and practice , but it involves a long period due to slow process . This method of training is used in professional work.

2.Off the job training- Off the job training methods are those in which training is provided away from the actual working condition. It is generally used in case of new employees. Instances of off the job training methods are workshops, seminars, conferences, etc. Such method is costly and is effective if and only if large number of employees have to be trained within a short time period. Off the job training is also called as vestibule training,i.e., the employees are trained in a separate area( may be a hall, entrance, reception area,etc. known as a vestibule) where the actual working conditions are duplicated.

CHAPTER 2 REVIEW OF LITERATURE

REVIEW OF LITERATURE This report on training was commissioned in 2003 by fas, on a behalf of national training advisory committee (NTAC) , in an attempt to provide synthesis of the major findings of the numerous reports which have been written in relation to training of the employed in Ireland over the last 10 years . According to the terms of reference , the report in intended to address the following six themes identified by the NTAC.

The needs to move skills up the value chain . Retraining of workers in vulnerable industries or occupations . The needs for increased investment by SMEs in training. The needs for training to relevant , flexible and adaptable to needs of enterprises Ensuring an adequate training infrastructure for the delivery of in company training. The needs for engagement between industry groups and the national qualifications framework to develop accreditation for in- company training . including recognition of prior learning in the workplace.

 The report seeks to provide a good overview of the irish literature on training policy for those in employment . most of the document s referenced have been prepared and published by, or on behalf of , various arms of the irish state, including government departments and state agencies. This literature review report was conducted at @one technology training project study in july 2002 by the center for student success and the report was presented by andreea serban . this report presents the finding of a literature review focused on faculty development in the area of instructional technology. The major themes identified in the literature in relation to the stated purposes of the review included: Good practices for instructional technology faculty development Identification of training needs Student learning: processes and outcomes Organizational environment and faculty concern related to instructional technology The report finds out that training needs should be documented on a regular basis through faculty surveys and through review of the strategic

instructional and technology goals and objectives of each campus , and the availability of local or regional training providers.

CHAPTER 3 OBJECTIVES

Objectives of my study

To identify the importance of training needs. To study various methods followed by the organization to train their employees. To study the satisfaction among employees after attending the training session.

CHAPTER-4 RESEARCH AND METHODOLOGY

RESEARCH METHODOLOGY
Methodology obtained from this project is through fulfilling of Questionnaires by different employees. The questionnaires include questions for analyzing to the importance of training, which has been covered under the following heads: Selection of population Selection of sample Collection of data Analysis of data

Selection of Population
The study has been conducted in Punjab with emphasis on the city of Ludhiana. The population of study comprises of employees belonging to different department.

Selection of Sample

Sample of 50 respondents.

Sampling
Sample Size 50 respondents. Sample Unit the age group 20 to 50 years

Collection of data

Project is based on certain data, which is collected from data source. The sources of data are:(a) (b) PRIMARY DATA SECONDARY DATA

Primary data

The questionnaire method was used for collecting the data relating to the study. The objectives of the research were explained to the respondent, before getting questionnaire filled. In certain cases, the questionnaire was handed over to the respondent to fill it up.

Secondary data
Secondary data was collected through

Internet Books Magazines News Papers Journals

Analysis of data

The data is tabulated and frequency distribution has been developed. The percentage is compared for different variables to be considered.

CHAPTER 5 DATA ANALYSIS AND INTERPRETATION

Q1. Have you undergone any training program?

Training program
Yes no

No. of respondent
43% 7%

Interpretation- In this chart 43% said yes and 7% said no.

If YES specify ;Technical skills Soft skills Process training All 8% 6% 31% 5%

Interpretation-This chart shows 31% is under the process training and 8% under the technical skill.

Q2-Do you think training is necessary for new employees? Training necessary for new employee No. of respondents

Required Some what required Must Not at all required

4% 8% 38% 0%

Interpretation- This chart shows 38% said training is must be required and
8% said some what required.

Q3-What kind of training should be given in the organization? Kind of training In house training External training Both No. of respondent 40% 4% 6%

Interpretation- This chart shows 40% said in house training is given and 6% said both are given.

Q4-Does your organization have a set procedure for identifying training needs ? Procedure for identifying training No. of respondent needs Yes 20% No 26% Not aware 4%

Interpretation- This chart shows that 26% said there are no procedure tor indentify the training and 20% said yes.

Q5-According to you which is responsible for identify training requirement? Identify training requirement Department concerned HRD Top management Any other No. of respondents 32% 9% 6% 3%

Interpretation-This chart shows that 32% respondents said Department is responsible for identify training requirement and 9% said HRD is required.

Q6-Is training necessary for improving your performance? Improving performance Yes No No. of respondents 50% 0%

Interpretation-This chart shows 50% of respondents said yes training is required for improving the performance.

Q7-What are training programs that you have attended ? Training program On the job training Off the job training job rotation coaching Conferencing/discussion Job instruction No. of respondents 39% 3% 2% 1% 4% 1%

Interpretation-This chart shows that 39% of respondents said on the job training is given here.

Q8-What should be average duration of the training session? Average of training session One day only One week 2-5days More then weeks No. of respondents 14% 15% 10% 11%

Interpretation-This chart shows 15% of respondents said one week training session is done and 14% said one day only.

Q9-Are you satisfied with the way the training session was organized? Satisfied with the training session Very satisfied Satisfied Neutral Dissatisfied Highly dissatisfied No. of respondents 9% 30% 11% 0% 0%

Interpretation-This chart shows that 30% said they are satisfied and 11% said neutral.

Q10-Do you think training should include programs for developing interpersonal skills? Developing interpersonal skills Rectifying day to day errors Changing department Face new challenges No. of respondents 40% 3% 7%

Interpretation-This chart shows that 40% said training rectifying day to day errors and 7% face a new challenges.

Q11-What is the basis on which training process is initiated? Training process initiated Performance appraisal When project is going on No. of respondents 26% 24%

Interpretation-This chart shows that 26% said performance appraisal and 24% said when project is going on.

Q12-Is the training process in routine ? Training process Same training is given Depend on project work No. of respondent 8% 42%

Interpretation-This chart shows that 42% of respondents said Depend on project work and 8% said same training is given.

CHAPTER-6 FINDINGS,SUGGESTIONS, LIMITATIONS

FINDINGS
1. Most of the employees are satisfied with the training program ,which is given by the organization. 2. Most of them give priority to knowledge of the product during training section. 3. The norms and values of the company is not much cleared to employee 4. Employees have said that their new ideas and methods are accepted by the senior staff. 5. That also find training program effective. 6. Most of them said that the training is not as good as required. 7. They agree that program helps them in their personal growth.

SUGGESTIONS
1. The company should provide them proper experts the different departments. 2. The training should be conducted after a proper interval of time. 3. New technology should be introduced to make the training more successful. 4. Training duration should be of sufficient time so that the trainees get more benefits from the program . 5. Try to give profile to new comers so that training program becomes more effective. 6. Better methods of management should be used such as 360 degree , mob etc.

LIMITATIONS

1. Limited time . 2. Most of the response showed unwillingness to give the information 3. Accuracy of the response was depended upon the mood and interest of the respondents. 4. Sometimes the respondents were not in cooperation condign.

CHAPTER-7 CONCLUSION

CONCLUSION
Research suggests that training need identify for the individual employee by his hood should be fair and with accurate judgment. Internal faculty should enhance there teaching methodology they should polish there own tactics so that employees can easily grasp the contents. 10%employees accepted that training is not necessary for them but compulsory. Durations of some specific training program like computer skill development like ERP program should be increase so the main objective of the training can be achieved. As employee accepted that training program increased their confidence level so there should not be long gap between two training program.

CHAPTER-8 BIBLIOGRAPHY

BIBLIOGRAPHY
Websites: www.google.com www.scribd.com www.yahoo.com www.multiprojects.com www.wikipedia.com

Primary Data: Questionnaires

CHAPTER-9 ANNEXURE

QUESTIONAIRE ON IMPORTANCE OF TRAINING

Name Age Gender:Male Female Department Contact no.. Qus.1 Have you undergone any training program? Ans. Yes No If yes specify Technical skills Soft skills Process training Both 2. Do you training is necessary for new employees? Required Some what required Must Not at all required

3. What kind of training should be given in the organization? In house training External training Both 4. Does your organization have a set procedure for identifying the training needs? Yes Not Not aware 5. According to you which team is responsible for identifying the training requirement? Department concerned HRD Top management Any other 6. Is training necessary for improving your performance? Yes No () () if no, specify why ()

7. What are the training programs that you have attended? On the job training Job rotation Coaching Job instruction Committee assignment () off the job training role playing vestibule training lecture method conference/discussion () ()

8. What should be average duration of the training session/ 1 day only 1 week 2-5 days More than a week ()

9. Are you satisfied with the way the training session was organized?

Very satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied

10. Do you think training should include programs for developing interpersonal skills? Rectifying day to day errors Changing department (project) 11. How frequently do you think training program should be conducted? Monthly Quarterly Annually 12. What is the basis on which the training process is initiated? Performance appraisal When project is going on 13. Is the training process in routine? Same training is given Depends on project/work