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Study on Training Methods adopted by an Organization

Under the effective guidance of MS. PRATHIMA


Sree Rayalaseema Alkalies and Allied Chemicals Ltd

This is to certify that Ms. V.KALPANA has completed her project work Study on Training Methods adopted by an organization under my guidance satisfactorily. To the best of my knowledge and belief the work is original one and is not submitted before to any university.

Place: Kurnool Date:

Project Guide

CONTENTS CHAPTER I Introduction Need for Training Benefits of Training Employee training methods Analysis CHAPTER II Company profile About the company Corporate Information CHAPTER III Training in Rayalaseema Alkalies On the job training Off the job training


Training is an organized activity for the knowledge and skills of people for a definite purpose. It involves systematic procedures for transferring technical know-how to the employees so as to increase their knowledge and skills for doing specific jobs and proficiency. In other words, the trainees acquire technical knowledge, skills and problem solving ability by undergoing the training programme. Training reduces the gap by increasing employees knowledge, skill, ability and attitude. In order to build a strong, efficient, effective, motivated and dedicated managerial cadre, continuing management training is required. Training helps in updating old talents and developing new ones. Training is the teaching of vocational or practical and relates to specific useful skills. It forms the core of apprenticeships and provides the backbone of content at technical colleges or polytechnics. Today it is often referred to as professional development. Training means the planned and organized activity of a consultant to impart skills, techniques and methodologies to employers and their employees to assist them in establishing and maintaining employment and a place of employment, which is safe and healthful. Training involves an organized attempt to assist learning through instruction, observation, or practice. Training goals normally reflect the demands of a job role although management development tends to have somewhat less specific goals. There is a great deal of research interest in what affects the extent to which training transfers into workplace behavior. Activities or deliverables designed to enable end users to learn and use new processes, procedures, systems and other tools efficiently and effectively in the performance of their work; includes training, documentation and communications Training makes a very important contribution to the development of the organizations human resources and hence to the achievement of its aims and objectives. To achieve its purpose, training needs to be

effectively managed so that the right training is given to the right people, in the right form, at right time and at the right costs. The word training consists of eight letters, to each of which could be attributed some significant meanings in the following manner:

T: Talent and tenacity (strong determination) R: Reinforcement (Some thing positive to be reinforced into memory and
system again and again, until it becomes a spontaneous affair) A: Awareness (with which one can easily long strides of progress) I: Interest (which is invariably accompanied by excitement and enthusiasm) N: Novelties (the new things, the like of which would sustain our interest and fill our hearts with thrills and sensations) I: Intensity (the training instilled into the trainees mind must acquire experience oriented intensity) N: Nurturing (it does refer to incessant nurturing of talent, which otherwise would remain latent and dormant) G: Grip (a fine grip over the situation solves multiple problems and enables one to acquire a practical and programmatic approach along with all tricks and tactics to achieve success after success in ones endeavors) The instruments of training needed for organizing training programme are: A well-structured course Placement in an institution Workshop Seminar Mentoring


Training need is the gap between the expected and existing knowledge, skills and attitudes. Training is a means of reducing obsolescence among the employees and to keep pace with the technological and social changes which are rapidly taking place. Management training is the systematic and continuous development of knowledge, skills and attitudes, which will prove beneficial both to the organization and to the individual in achieving the objectives of an organization. Training is basically a process of changing people and their behavior, knowledge, skills and attitudes through programmes, instruction, demonstration practice and other planned techniques. Training is the integral part of the development scheme of an enterprise. It guarantees the success of the enterprise personnel and ensures continuous supply of new/ additional trained personnel; it provides a direction and purpose to sound development of an enterprise. There are three major areas in which people display gaps in their performance and there arises need for training which is needed to meet their job requirements. These are When their performance in their present position does not match with the required standards- this could well be no fault of their own like new starters. When the requirements of the job change due to changing environment. When the present job ceases to exist or the jobholder changes jobs, thus creating new gaps in the job.

Training enhances the overall performance of an organization in various ways. Training imparted in one area can benefit the organization in many other areas. For example, training in managing interpersonal relationships in an organization can increase organizational productivity by improving teamwork. The major areas where employees are normally trained in an organization are listed below. i. Company Policies and procedures Understanding company policies and procedures is important for any employee of the organization. An employee should acquaint himself with the organizations rules, practices, processes and procedures, apart from the organizational culture, structure, and business. Training in this area helps the employee work with conviction and confidence. This is important for an employee who is new to the different aspects of the organizational policies and procedures. Skill- based Training Employees should be provided training to match the skill requirements of the jobs they perform. Such training helps in improving the employees job effectiveness. Skill- based training should also be imparted to enable the employees adapt to technological changes. Human Relations training In an organization, employees interact with their peers, supervisors subordinates, suppliers and customers. They might also have to interact with other external agents like government agencies or legal bodies. It is important for employees to know to manage their professional relationships. Human resource training is essential to improve the employees skills in the areas of self learning, interpersonal skills, group dynamics, perceptions, leadership styles, motivation, disciplinary procedures, and grievance redressal.




Problem solving training Every employee encounters problems in the course of his work in an organization; these can range from simple operational problems to major decisionmaking problems. Training in problem-solving skills equips an employee to deal with such problems. Managerial and supervisory Training All employees in an organization, at some point of time perform managerial and supervisory functions such as planning, organizing, directing, controlling and decision making. Thus training in these areas is essential for employees as they move ahead in their career paths to assume positions of increased responsibility.


Increased productivity: An increase in skills usually results in an increment in both quality and quantity of output. However, the increasingly technical nature of modern job demands systematic training to make possible even minimum levels of accomplishment. Improved morale: training helps employees to improve their job knowledge. It enables them to remain up-to-date. They can handle job operations with relative ease and comfort. They can work more competently. They can know meet the deadlines, achieve the targets and show performance. In short, their morale would be high. In the absence of training, they have to depend on others and wait for painfully long hours seeking an appointment with superiors. Reduced supervision: The trained employee is one who can perform with limited supervision. Both employee and supervisor want less supervision, greater independence, which is not possible unless the employee is adequately trained. Reduced accidents: More accidents are caused by deficiencies in people than by deficiencies in equipment and working conditions. Proper training in both job skills and safety attitudes should contribute towards a reduction in the accident rate. Increased organizational stability: The ability of an organization 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.


A number of factors determine the choice of the type of training methods used by an organization. The importance of each of the factors varies depending on the industry, the job and criticality of the training. Every training method has certain learning principles associated with it. HR professionals need to have a thorough knowledge of the various methods and learning principles. They are Organizational culture Learning principles Content of the program Time factor Cost effectiveness Appropriateness of the facilities Employee preferences and capabilities Trainer preferences and capabilities

The training methods used by the organization can be basically categorized in to the on-the-job methods and off-the-job training methods. On-the-job Training On the job training takes place in a real job environment where the trainee is exposed to an actual work situation. The major advantage of this method is that the trainee will get hands-on experience. This form of direct learning helps the employee understand and imbibe the training lessons better. This will also help in better application of the knowledge and skills gained during training. On-thejob training methods can also be used if the organization does not have the resources to stimulate the work environment. Some of the widely used on-the-job training methods are instruction training, apprenticeship and coaching, job rotation and committee assignments. Off-the-job Training When training is performed on the job, any mistake by the trainee might result in damage to the organization, especially if it involves a customer or something of value. To avoid such

situations, off-the-job training is used. An advantage of off-the-job training is that the employee is free from distractions of his job requirements and would be able to concentrate better on learning the job rather than just performing it. Off-the-job training refers to training imparted away from the employees immediate work area. The employee is separated from the job situation and his attention is focused exclusively on learning which can later lead to improved job performance. When considering off-thejob training, the organization should take into consideration the various facilities that have to be provided. They have to provide classrooms for lectures or venues for creating an artificial work environment. Refreshments and training materials have to be provided. The various techniques off-the-job training are classroom lectures, simulation exercises, programmed instruction etc.

Types of workers receiving Training
Job group Professionals First line supervisors Sales people Middle managers Executives Production workers Customer-service representatives Percentage of companies providing training 70 66 41 76 74 37 52

Areas of Training provided by companies

Type Management Skills Basic computer skills Communication skills Supervisory skills Technical skills New methods/procedures Executive development Customer relations Personal growth Clerical/secretarial skills Employee/labor relations Sales skills Remedial/basic Percentage of companies providing 91 90 87 86 82 80 77 76 73 73 67 56 48



Sree Rayalaseema Alkalies and Allied Chemicals Ltd belong to the highly reputed TGV Group with an asset base of 150 Million USD with our major manufacturing interests in Castor Oil Derivatives, Chloro Alkalie Products, Power Generation, Bulk Drugs, FMCG It is an ISO 9002 & 14001 certified company and we have in the past won several prestigious National Awards from Government of India like the highest National Award for R & D, the highest National Award for Safety Standards and for Maintenance of Environment. Being one of the biggest manufacturing firms our multi product range includes: CASTOR OIL DERIVATIVES Hydrogenated Castor Oil 12- Hydroxy Stearic Acid Ricinoleic Acid CHLORO ALKALIE PRODUCTS: Caustic Potash Flakes (KOH-Flakes) Caustic soda Flakes (Naoh-Flakes) Water Treatment Chemicals Calcium Hypochlorite 65%, 70% (granules and tablets), Stable Bleaching powder 35%, Aluminium Sulphate Our products being of world class quality and produced as per international standards. We have been exporting our products world over and since our facility is situated near to ports, shipments will be faster leading to quick deliveries.


A leading producer of Chlor-Alkali products, Sree Rayalaseema Alkalies and Allied Chemicals Ltd. is the flagship company of the conglomerate. The company also manufactures Castor Derivatives and Fatty Acids. It has the unique distinction of being the pioneer of the Bipolar Membrane Cell Technology from Denora, Spa, Italy, in India. The company uses only state-of-the-art equipment and up-to-the minute technologies including the Costruzioni Meccaniche Bernardini (CMB) technology from Italy for its fatty acids division. A captive power plant assures uninterrupted and cost-effective power supply to the manufacturing plant. Consistent overseas demands for its products have made the company a recognised export house today.


Caustic Soda (Lye/Flakes) (Mercuryfree) Liquid Chlorine Hydrochloric Acid Caustic Potash (Lye/Flakes) Sodium Hypochlorite (Liquid) Barium Sulphate (Precipitated powder)


Hydrogenated Castor Oil (Flakes) 12 Hydroxy Stearic Acid (Flakes) Ricinoleic Acid (Liquid) Rubber Grade Stearic Acid Methyl 12 H S A (Flakes)


Stearic Acid Hard Fatty Acids Soft Fatty Acids Soap Noodles Glycerine

The chlor-alkali products find varied applications and form the raw-material base for a wide range of industries. Caustic Soda is used by aluminium, paper & pulp, pharmacy, soap, textile and rayon industries. Liquid Chlorine helps in water treatment and is also used by paper manufacturers. Hydrochloric acid finds extensive usage in water treatment, OSIN manufacturing, bone washing and general chemicals manufacturing. Caustic Potash is used by manufacturers of dyes, pharmaceuticals, food products, liquid fertilizers and potassium compounds. Sodium Hypochlorite is used for water treatment, textile processing, and paper and pulp production. Barium Sulphate is used in the manufacture of storage batteries, paints and adhesives. The castor derivatives are used widely by various industries. Hydrogenated Castor Oil is used in the manufacture of calcium-based greases, cosmetics, pencils and lubricants. Hydroxy Stearic Acid goes into greases and lubricants and Ricinoleic Acid is used by confectionery makers. Methyl 12 HSA is used to produce complex greases and other lubricants, while Rubber grade Stearic Acid is used by synthetic rubber (tubes and tyres) manufacturers, and the footwear industry. Sree Rayalaseema Alkalies and Allied Chemicals Ltd. is also a full-scale provider of fatty acids like stearic Acids, glycerine and soap noodles which form the raw material for a wide range of industries from toothpastes, soaps, cosmetics and textile auxiliaries to paints, plastics, water proofing cements, leather and tobacco tanning, metal polishes and drugs & pharmaceuticals. An ultra-modern fatty acid complex caters to these production requirements.

PRODUCTION CAPACITY Its voluminous plants endow the company with the capacity to meet its market demand on time and within costs. Product Caustic Soda Liquid Chlorine Hydrochloric Acid 100% Hydrogenated Castor Oil 12 Hydroxy Stearic Acid Caustic Potash Ricinoleic Acid Fatty Acids Stearic Acid Soap Noodles Glycerine Toilet Soaps Installed capacity (Tons per annum) 69500 49829 24740 16500 9900 16500 660 6600 11550 6600 1650 7920


The company is also a key provider of Mercury-free caustic lye for leading soap manufacturers. It was only a matter of well planned forward integration for the company to venture into soap manufacturing.

The fragrant Royal Sandal Saffron Soap is the first and only one of its kind to bring the goodness of both saffron and sandal together and offer the 'fairness' benefit to the users. Cool Lime is the company's answer to the freshness and fragrance segment. Royal He-man is an economically-priced bathing bar for the common man on the move. Baby Doctor caters to the babies segment and is manufactured with special attention to the soft, tender skin of the babies. Lady Doctor, beauty soap, is targeted at women and comes with the promise of a lingering fragrance.

Attractive packaging and sustained marketing strategies have made them all popularly preferred brands today. The ISO 9002, ISO 14001 and IS-2888 certifications talk for the company's obsession with quality. The international class quality of the company's produce and the intricate marketing network spanning continents have found for it an assured place in the export markets ever since its inception. Canada, China, Dubai, France, Georgia, Germany, Greece, Iran, Italy, Japan, Jordan, Kenya, Korea, Kuwait, Malaysia, Netherlands, Poland, Russia, Singapore, Spain, Sri Lanka, Saudi Arabia, Thailand, USA, UK and a host of other countries prefer Sree Rayalaseema Alkalies and Allied Chemicals Ltd. over other players in the field. The soaps division exports its products to Sri Lanka, Malaysia, Kuwait, Sharjah, Bahrain, Dubai and other countries in the Gulf.


NAME Mr. Ashok Agarwal M.B.B.S. Enterpreneur with rich experience of 20 years.


ADDRESS ABC India Ltd. Indian Institute of Health Management Research TCI Infrastructure Finance Ltd. Transport Corporation of India Ltd. Wheels International Ltd. Transport Corporation of India Ltd TCI Industries Ltd. TCI Logistic Ltd. Island Finance Ltd. PNB Mutual Fund Sree Rayalaseema Alkalies & Allied Chemicals Ltd. Rajasthan Consultancy Organization Ltd. Surana Metals & Steels (I) Ltd. S. Bhandari & Co., Chartered Accountants Rainbow Textile, Kolhapur

Mr. Vineet Agarwal MBA Experienced Business Man

Exe. Director Director

Mr. S. S. Bhandari C. A. Varied finance and audit Experience.

Trustee Director

Partner Mr. Aloke Chaudhary Business Man with 25 years of experience Mr. Soumya Dutta M.C.A., MBA Forex Dealer with 12 years of experience Mr. O.P. Sodhani Experienced well known Banker Mr. R.S. Kanaksabhapathy 32 Years Experience in Marketing & Operations Director

President CEO

SCD Financial Services (forex risk management services) SC Dutta & Co. (interbank forex broking firm), estd. in 1905

Director Indusind Bank Limited Exe Director (Retd) Reserve Bank of India, Mumbai Regional Manager Transport Corporation of India Limited


Sree Rayalaseema Alkalies & Allied Chemicals Ltd conducts training whenever new employees are recruited, when there is a change in technology and also as a refresher course. Training in this company is conducted in two methods i.e. on the job and off the job training. ON THE JOB TRAINING: In this method of training the trainee is given instructions by the trainer while performing the job on the site and any doubts of the trainee are cleared immediately. It helps the trainee to discuss his problems in performing job with the trainer immediately. This follows a systematic sequence of activities these are The trainee is prepared for the training by giving him clear information about the training to be imparted, the job to be performed and the venue and time of training regarding the training is clearly explained. After the training of the job is imparted to the trainee, the trainee is asked to demonstrate the job which helps to assess trainees understanding. After the trainer is satisfied with the performance of the trainee, the trainee is left on his own, with someone designated to be called upon when he requires any assistance. Demonstrations by the trainer and repeated practice by the trainee help the trainee to master the job, gain the skill and confidence to perform the job.

OFF THE JOB TRAINING: Class room lectures: This approach helps the employees to understand the rules, procedures and policies of the organization. It is made interesting with the help of audiovisual tools and suitable demonstrations. The trainer actively involves the trainees and makes the sessions more interactive.

After each class room lecture trainees are given 30 minutes to clear their doubts and after that a feed back is taken on the session to improve trainers and trainees performance. Role plays: In this type of training the trainees assume the roles of different characters in the organizational context. The ensuing role play of negotiation helps them to improve their negotiating skills, communication skills and relationship management skills. In-basket simulation: In this type of training trainee is given background details of a situation where time is limited and trainee has to solve the series of problems with suitable solutions. REFRESHER COURSE: Every week the employees are given an overview of the job they are performing, which acts as a recollection of the training sessions and helps them to do their present jobs efficiently.