project report training and development

CHAPTER 1

INTRODUCTION

Training and development Page 1

Title: Training and Development

Reason for the selection of the topic

Training of the employees and feedback is important for every company. When you think of

manufacturing jobs you don’t tend to think about needing to take any kind of schooling or

training. But in actuality training for a manufacturing job is extremely important, and so is

retraining. When you work in manufacturing you can be working in a wide variety of area

that are going to require specials skill and knowledge and if you don’t have the proper

training you are not going to be able to do your job safely or correctly. Not to the fact that if

you do not get retrained you might forget some of the little things that are supposed to go

along with your job.

Why the topic is important to the company?

Century Rayon also has an elaborate and well defined system of organizing training programs

and taking feedbacks. In the company at an average of 4 training programs are organized per

month, in addition to this 1 self-development program is also organized for the workers every

month.

Even though an annual performance appraisal system is in place, managed by the

personnel/HR department still with the passage of time it has been realized that in addition to

imparting training to the staff members on the topics identified through the above system,

there can also be an one-to-one(direct)assessment of the opinion of the staff members so that

their individual needs can be identified in depth. The aim is to figure out the key areas which

can be emphasized upon by training department according to the employee’s opinion. This

would help to train the staff members in those areas for further up gradation of their skill sets.


Learning from the Study:

The training department creates a platform for the employees to update their skills and

knowledge by arranging for relevant training programs. It conducts programs which update

knowledge and also create proper attitude and values. It helps create a learning environment

is an organization.

Training Policies

1. Provide employees adequate opportunity to update their skills and knowledge and

there by contribute more effectively to the company.

2. Help create proper attitude and values

3. Provide developmental inputs with a view to enable the employees to shoulder higher

responsibilities.

4. Develop necessary supervisory management skills.

5. Create learning environment.

Functions of Training Department

1. Identifying the training needs.

2. Conducting training programs.

3. Keeping records and making an analysis of the feedback received in the form of

feedback forms, action plans and evaluation forms.

4. Preparing a yearly budget for the training that has to be held.

“The training department creates a platform for the employees to update heir skills and

knowledge by arranging for relevant training programs. It conducts programs which update

knowledge and also create proper attitude and values. It helps create a learning environment

is an organization”


Training Programs can be broadly classified into

1. Technical training programs.

The technical programs are conducted to update or make awareness the employee about the

technology that would support their working and help them to work effectively and

efficiently.

Mechanical Seals

Bearings

Pumps

Couplings

Safety

Energy Conservation

2. Behavioural training program

Behavioural training is done for self-development.

Interpersonal Skills

Communication Skills

Time Management

Emotional Intelligence

Team Working

Managerial Effectiveness

Need for Training

1. Time Management:- To prioritize the work

To manage many jobs at a time

To plan for work

2. Communication:- To communicate with superior

To communicate with the subordinates


3. Team Working:- Ego problems

Working skills

4. Interpersonal Skills:- Way of speaking

5. Assertiveness:- Inability to say no

No proper decisions

6. Grievance Handling:- To convince the workers

Flow chart of the Training Program

Observation of the performance and behavior of the subordinates by the superiors

Short comings that are observed are specified in the performance appraisal of the

subordinates as a training need by the superior

Copy of the performance appraisal form is sent to the training department, as a result related

training program are arranged by the training department

Training calendar is prepared

Considering the need, the employee is nominated for the training program and is sent a

nomination letter

Employee attends the training program and he is given the content manual


Feed back of the faculty is taken after the program.

An “action plan” is made by the trainee

“Action plan” is checked by the training department

If found to be vague:

1. Corrected immediately

2. Sent back to trainee for correction

3.

Copy of the “action plan” is sent to the

1. Trainee

2. Trainees superior

3. Training department

After a period of time a review of” action plan” is done by the superior i.e. the follow

up of “action plan” is done by the superior

“Action plan” is implemented by the subordinates

‘If’

1. Yes, changes are observed

2. No, asked to implement

Changes and improvements are given in the Evaluation form


CHAPTER 2

COMPANY PROFILE


Industry profile

The Group Logo: The 21st Century Atlas.

ATLAS, the Titan – Collective Strength.

Atlas, bearer of the heavens is synonymous with vast, all-encompassing strength and is used

to symbolize the Group’s own collective strength. It reflects the combined qualities of astute

and dynamic management while emphasizing the Group’s tenacity, consistency, reliability

and overall leadership.

The SUN – Enlightenment and Group.

The Sun, as a source of infinite energy and inspiration is used here in conjunction with the

Atlas head to represent the vitality and powerful presence of the Group – Both in its industrial

prowess and its financial technological and intellectual skills.

The EARTH Segments – Diversified Activities.

Each of the latitudes around the Titan represents various sections – industrial, agricultural,

financial and other activities of the Group. As with the infinite variety of the world, so is the

strength of the Group, made up of its diverse activities.

The GLOBE – Global Vision.

The Group’s global presence and vision is reflected in the entirety of the Earth’s Sphere.

The BASE – Solid Foundation.

The strength of the entire edifice depends upon the strength of the foundation embedded in

the bedrock, represented here by the Group Name.


The SYMMETRY- The Resilience, Versatility and Stability.

Seen in its entirety each of the elements – Atlas, The Sun, The Earth divisions, The Globe

and the Base, together sum up a well-conceptualized and balanced conglomerate.

Divisions of B.K Birla

Jay Shree Tea and Industries Ltd

Kesoram Industries Ltd

Century Enka Limited

Century Textiles and Industries Ltd

Birla Educational Trust, Pilani

Birla VidyaVihar Trust, Kolkata

Birla Sanskriti Trust, Kolkata

Birla VidyaMandir, Nainital

Birla VidyaNiketan, New Delhi

G D Birla Memorial School, Ranikhet

Birla Technical Training institute, Pilani

Birla Academy of Art and Culture, Kolkata

SwarSangam, Kolkata

Sangeet Kala Mandir, Kolkata


Company Profile

Introduction

CENTURY RAYON Filament Yarn Plant was started in the year 1956. The Company is

managed under the Chairmanship of Basant Kumar Birla. It is one of the Divisions of

Century Textiles and Industries Limited.

The other divisions under this parent Company are Manikgarh Cement, Century Pulp and

Paper, Maihar Cement, Century cement, Century Textiles Mills, Cenray Minerals &

Chemicals, Century Builders.

Century Rayon, a division of the century textiles and industries ltd is a flagship company of

Birla group of companies under the chairmanship of B.K.Birla. The factory is located at

Shahad, near kalyan about 50kms from Mumbai and is in operation since 1956. The company

is star rated and accredited Quality Management System ISO9001-2008 manufacturing unit.

Besides all plants of the company, including the chemical units, have since been accredited

with the environmental management system ISO14001-2004 and the occupational health and

safety management system BS OS HAS18001-2007 standards.


CENTURY RAYON PLANTS AT SHAHAD

PLANT PRODUCT PRODUCTION

(2010)

Rayon (Since 1956) Textile Rayon Filament 45.0 TPD

Tyre cord (since 1963) Rayon Tyre Yarn 17.5 TPD

M/s AKZO, Holland AnhydrousNa2SO4 45.0 TPD

Know-how Continuous Spinning Yarn 6.0 TPD

Auxiliary (Since 1956) H2SO4 (Sulphuric Acid) 200.0 TPD

CS2 (Carbon-di-Sulphide) 48.0 TPD

Chemicals (Since 1964) Caustic Soda (NaOH)-

Membrane Cell (Since 1992) 56.0 TPD

Cl2(Chlorine) 46.0 TPD

HCl (Hydrogen chloride) 10.0 TPD

Compressed H2 18000.0 M3/D

Employees (Permanent) 3628 (Workers) & 484 (Staff- Officers)

Vision

Be the market leader in business of VISCOSE FILAMENT YARN through continuous

improvement in cost, technology, and quality and customer service. To care for environment,

employees and society.

Concrete Vision Elements

1. Delighted Customers.

2. Continuous Improvement in Quality.

3. Cost Optimization.

4. Highly Skilled Motivated and Committed Human Resources.


Distribution Network

Domestic Market-Rayon

Amritsar

Bangalore

Kolkata

Delhi

Panipal

Salem

Surat

Varanasi

Export Market-Rayon

USA

Europe

Latin America

Far East Countries

Middle East Countries

RAYON YARN

The company produces Rayon Yarn in wide range of qualities from 30 Denier to 600 Denier

and finishes from Full Bright to Full Dull or Colour. The companies Filament Yarn is mainly

used in tapestry, jacket linings, high fashion ladies outerwear, curtains, upholstery, velvet

braiding, embroidery, elastic tapes, salwarkurta, sarees etc. Fabrics made out of companies

Yarn have earned wide acceptability in far flung markets including USA, UK, Europe besides

a number of Asian and African Countries.


Turn Over

The company’s gross turnover during the year 2009-2010 was about Rs. 559 Crores.

The company is having the following manufacturing facilities at shahad

Rayon Plant

Rayon plant started production in 1956 and viscose filament yarn in manufactured on

horizontal table spinning machines. Century rayon is the largest viscose filament yarn

produces in India with an average production of 44TPD and the product range varies from 16

to 1500 Denia which includes dull and spun dyed yarn.

Tyre Cord Plant

Tyre cord plant started production in 1963 for manufacturing 17TPD of high tenacity rayon

tyre cord. The infrastructure includes two-in-one twisters of type: Robert Ranger.

CYS Plant

CYS plant started production in 1998 with 12continous spinning machines and subsequently

11 more machines were added in 2003. CYS plant has got the capacity to manufacture

6.5tons per day knotless and zero twist continuous spun yarn. the average production of CYS

varies depending upon the deniers being produced. The company has got the capacity to

manufacture Bright, Dull and Dope dyed yarn. Yarn with Deniers ranging from 35 to 300

with different numbers of filaments and sizing as per customer requirements.

Century Chemicals

Manufacture of caustic soda and allied products. Century Chemicals were established in the

year 1964. The plant produces caustic soda lye, which is one of the major raw materials for

the manufacture of viscose and tyre yarn. The by-product liquid chloride,hydrochrolic acid,

compressed hydrogen gas and soda bleach liquor are sold into the market. The plant is

operating with Membrane Cell Technology using DE NORA and UH DENORE

Electrolysers.


Auxiliary Plant

The scope of auxiliary plant comprises of the following:

i. Carbon di sulphide plant

ii. Sulphuric acid plant

iii. Water treatment plant

iv. Efficient treatment plant

Certifications & Awards

Certifications

ISO 9001:2008

Rayon(since 1995)

Tyre Cord(since1995)

Continuous Spun Yarn(since1998)

OEKO-TEX(since sept.2006)

ISO 14001 & OHSAS 18001(since sept.2007)

(OHSAS – Occupational Health and Safety Assessment Series)

Awards

1995 Certificate for Export Recognition by Hon. Ministry (Industry), Govt.

of Maharashtra, Mumbai.

1996 Energy Conservation and Integration Program in Chemical Plant by

Indian Chemical Manufacturers Association, Mumbai.


1997 Award for Social Responsibility by Indian Chemical Manufacturers

Association, Mumbai.

1998 National Energy Conservation Award, 2nd Prize in Textile Sector by

Ministry Power, Govt. of Indian, New Delhi.

Award for ISO 9000 Certification by Indian Chemical Manufacturers

Association, Mumbai.

1999 National Energy Conservation Award. Certificate of Merit in Textile

Sector by Ministry Power, Govt. of Indian, New Delhi.

2000 National Energy Conservation award. Certificate of Merit in Textile

Sector by Ministry Power, Govt. of Indian, New Delhi.

National Award for Excellence in Energy Conservation by

Confederation of Indian Industry.

Best Export Performance Award in Viscose Filament Yarn from 1999-

2000 to date.

2004 State Level Award for Excellence in Energy Conservation and

Management in Textile Sector by Maharashtra Energy Development

Agency.

2005 Water Resource Management in Chemical Industry Chemical

Manufacturers Association, Mumbai.

Social Responsibility

Today Century Rayon with its manufacturing plant is not only a major job provides to many

households in the region, but also it meets its many social responsibilities making it perhaps

the only industrial group in Mumbai that has immensely contributed in the field of health,

education and spiritual upliftments.


Century rayon filament yarn plant was started in the year 1956. It is one of the divisions of

century textiles and industries limited, the other divisions under the parent company are

Maikgrah Cement, Century Shipping, Century Pulp and Paper,Maihar Cements, Century

Cements, Century Textile Mills,Cenray Minerals & Chemicals and Century Builders.

TOTAL NO OF WORKMEN IN CENTURY RAYON

(01-04-2010 TO 31-03-2011)


TOTAL NO OF STAFF IN CENTURY RAYON

(01-04-2010 TO 31-03-2011)

INTERNAL SELF DEVELOPMENT TRAINING PROGRAMMES HELD FOR WORKMEN (01-04-2010 TO 31-03-2011)


18

0

19

41

22

1719

21

0

2018 19

0

5

10

15

20

25

30

35

40

45

APRIL

MAY

JUNE

JULY

AUG

SEPT

OCT

NOV

DEC

JAN

FEB

MAR

NO O F MO NTHS IN A YEAR

NO

OF

WO

RK

MEN

1

0

1

2

1 1 1 1

0

1 1 1

0

0.5

1

1.5

2

2.5

APRIL

MAY

JUNE

JULY

AUG

SEPT

OCT

NOV

DEC

JAN

FEB

MAR

NO OF MONTHS IN A YEAR

NO

OF

TR

AIN

ING

PR

OG

RA

MM

ES

EXTERNAL TRAINING PROGRAMMES ATTENDED BY STAFF

(01-04-2010 TO 31-03-2011)


4

1

0

1 1

3 3

2 2

3 3 3

00.5

11.5

22.5

33.5

44.5


NO

OF

TRA

ININ

G P

RO

GR

AM

MES

6

2

0

2

54

5

3

5

910

5

0

2

4

6

8

10

12


NO

OF

STA

FF

INTERNAL TRAINING PROGRAMME HELD FOR STAFF

(01-04-2010 TO 31-03-2011)


45

8

102

5364

87

103

38

112

18

61

20

0

20

40

60

80

100

120


NO

OF

STA

FF

3

1

4

3 3

4

5

2

5

1

3

1

0

1

2

3

4

5

6


NO

OF

TRA

ININ

G P

RO

GR

AM

MES


CHAPTER 3

RESEARCH OBJECTIVES AND THE SCOPE OF THE RESEARCH PROJECT

Objectives of the Research Project


1. To assess the training programs which are organized for the employees of Century

Rayon.

2. To find the perception of employees regarding the training programs.

3. To identify the number of employees and the workers who have attended the training

programs.

4. To know the level of awareness of the employees about the various training programs

attended by them.

5. To identify the training needs with reference to the functional area of the employees

along with the behavioral aspects as well.

6. Also to know the level of awareness among the employees about the training

programs.

Scope of the Research Project

To study about the training programs that are carried out in century rayon and also to find out

the number of employees and the workers who have attended the training programs that are

conducted in Century Rayon. Training is the process of increasing the job knowledge and the

skills of the employees working in the organization.


CHAPTER 4

RESEARCH METHODOLOGY AND LIMITATIONS

Methods used for Data Collection or the Research Plan


The total workforce of century rayon is approx 7,000 with a staff of approx 500 and so it is

not feasible to reach each and every person, so for purpose of my report I have chosen

RANDOM SAMPLING method. Under this method I used PERSONAL INTERVIEW

method.

For getting the accurate result and the objective of my research I used the sample survey

method. Firstly, I made a simple questionnaire of objective type so that the target group i.e.

the employees could give the answer easily.

It was a basic necessity of the project that I got a unbiased and correct result. For the purpose

of the report a questionnaire has been prepared. For this I have covered about 45 employees

in the sample survey.

Identification of the Problem

Management wants to know that whether training and development programs conducted by

the company really helps in improving the skills of the employees and also the quality of the

work done.

Understanding of its Environment

1. To understand about training and development.

2. To know the procedure for conducting the training programs.

3. To know the effect of training and development.

Research Design

Research design is the blue print for the collection and the analysis of the data. Research

design is important for any research work.

Sources of Data


1. Primary data

2. Secondary data

Primary data

Primary data is data gathered for the first time by the researcher. This may be collected from

the below mentioned points

Through questionnaire

Face to face interview

Taken interview of supervisors for cross check & the information not given by the

workers

Secondary data

Secondary data is data taken by the researcher from secondary sources, which may be

internal or external.

Company files and documents

Internet

Reports

Induction manual

Journals

Sampling Techniques

Here I have used simple random sampling technique as the no of employees is large and the

time allotted to me by the company is limited.

Research Instrument

Research instrument is the basis on which the research work is done. So here it is based on

the training programs that are conducted in the company and also the no of employees who

have attended the training programs.

Contact Method

Conducting personal interviews with the superiors of the company


Taking interviews of the employees who are working in the organization

Preparation of the questionnaire

Collecting information from the office files and records

Hand book of the company

Sample Size

The sample size of the research study is 45.


CHAPTER 5

DATA ANALYSIS, INTERPRETATION AND LIMITATIONS

Since how many years have you been associated with century rayon?


Option Respondents

Less than 1 year 3

Between 1 and 5 10

Between 6 and 10 13

Above 10 years 19

Inferences

From the above graph it is found that majority of the people (19) are working in the company

for more than 10 years. It also shows that some of the respondent (13) has been associated

with the company for more than 6 years, (10) for around 5 years and 3 respondents for less

than 1 year.

How many training programs have you attended in the last 3 yrs.?


Option Respondents

Less than 3 the above 3

Between 3 and 6 35

Above 6 7

Inferences

From the above graph it is found that respondents have attended more than 3 training

programs. It also shows that some of the respondents (7) have attended more than 6 training

programs and, (3) of them have attended less than 3 programs.

What type of training program did you take part in?


Option Respondents

Internal 22

External 20

Outbound 3

Inferences

From the above graph it is found that many of the employees (22) have attended internal

training programme, rest (20) have attended the external programme and the remaining (3)

have attended the outbound training programmes.

Did you find the training program useful?


Option Respondents

Yes 39

No 3

Can’t say 3

Inferences

From the above graph it is found that some of the respondents (39) have been benefited with

the training programmes. Others have not been benefited with the training programmes and

others didn’t reply to it.

How have the training programs benefited you?


Option Respondents

Improved self confidence 12

Improved decision making skill 15

Better management capability 8

Enhanced job knowledge 6

Others 4

Inferences

From the above graph it is found that majority of the people (15) have improved their

decision making skill, (12) of them improved their self-confidence, (8) of them improved

their management ability, (6) of them improved their job knowledge.

Which training programs did you find more effective?


Option Respondents

Internal 13

External 16

Outbound 9

Others 7

Inferences

It is seen from the graph that (130 of the employees have attended internal training

programme, (16) of them attended external training programme, (9) of them attended out

bound training programme and (7) of them attended other training programmes.

How do you rate the training faculty’s performance?

Option Respondents


Excellent 5

Good 17

Average 18

Below average 5

Inferences

It is found that many of the respondents (17) have rated well about the training faculty’s

performance, (18) of them rated as average, rest (5) have rated as excellent and below

average.

Were you able to grasp the content of these training programs?

Option Respondents


Yes 27

No 5

Can’t say 13

Inferences

From the above graph it is found that many of the respondents (27) is able to grasp the

contents of the training, (13) of them didn’t reply for it, and the rest of them (5) were not able

to grasp it.

Do you find the current frequency of training program is enough?

Option Respondents


Yes 20

No 25

Inferences

From the above graph it is found that (25) of them didn’t find it useful and the rest of them

(20) find it useful.

How many training programs should be held in a year according to you?

Option Respondents


One 1

Two 11

Three 10

Four 23

Inferences

It is found that many of the employees have responded (23) suggest that there should be 4

training programmes in a year, rest (10) suggest that there should be 3 training programmes,

(11) of them suggest that there should be 2 training programmes and (1 ) have suggested that

there should be 1 training programme in a year.

Limitations


1. The findings of the survey are based on the subjective opinion of the respondents

and there is no way of assessing correctness of the statements.

2. Study was limited to blue collar workers only.

3. There was a lack of time and resource which prevented from carrying out an in-

depth study.

4. Some amount of errors may exist in the data filling process due to:

Influence of others

Miss understanding of the concept

Hurried filling of the questionnaire


CHAPTER 6

FINDINGS, SUGGESTION AND CONCLUSION

Findings

1. Efficient kind of training and development activities in the organization.

2. Out bound training are most liked by the employees.


3. Most of the workers have rather connection with big politicians or they themselves

are politicians which pressurize management to take lenient step on the employees.

4. All the employees in the organization under go for training programs.

5. There is no partiality among the superiors regarding the training programs for the

subordinates.

6. Training programmes conducted by the organisation are not known to many

employees.

Suggestions

1. Although behavioral training is important but technical training should also be

given more emphasizes since century rayon is a manufacturing based setup.

2. Training programs should be organized department wise.

3. The duration of the outbound training can be increased.

4. Certified technical training should be provided so that employees become more

competent and efficient.

5. Detailed technical programs can be organizes regarding any departments in the field

of plant concerned.

6. Organization should increase the work force in the training department, so that

training department can arrange the training programmers.

7. Behavioral training can be more interesting by including more case studies, role

plays, games etc.

8. Century rayon should design training programs in a manner where the participants

could link the learning to apply it in his work.

Conclusion


In Century Rayon, I learnt about the Functioning of Training and Development Department. I

realized that developing the employees is very important to the company and the employees.

Because development the employees leads to development of the organization. For collecting

the information I used primary and secondary sources of data.

The problem under the study was my time period. Within a short span of time I have

collected as much as information as I could. From this project I understood the importance of

training and development in an organization. Because of doing this project it will help my

career to grow up.


CHAPTER 7

BIBLIOGRAPHY

Bibliography


www.cenrayon.com

www.centuryrayon.com

Ashwathappa.k. Human Resource Management


http://www.centuryrayon.com/

http://www.cenrayon.com/

CHAPTER 8

APPENDIX


Questionnaire

1. Name :

2. Age :

3. Since how many years have you been associated with century rayon?

a. Less than one year

b. Between 1 and 5

c. Between 6 and 10

d. Above 10yrs

4. How many training programs have you attended in the last 3 yrs?

a. Less than 3

b. Between 3 and 6

c. Above 6

5. What type of training program did you take part in?

a. Internal

b. External

c. Outbound

6. Did you find the training program useful?

a. Yes

b. No

c. Can’t say

7. How have the training programs benefited you?

a. Improved self confidence

b. Improved decision making skill

c. Better management capability

d. Enhanced job knowledge

e. Others

8. Which training programs did you find more effective?

a. Internal

b. External

c. Outbound

d. Others


9. How do you rate the training faculty’s performance?

a. Excellent

b. Good

c. Average

d. Below average

10. Were you able to grasp the content of these training programs?

a. Yes

b. No

c. Can’t say

11. Do you find the current frequency of training program is enough?

a. Yes

b. No

12. How many training programs should be held in a year according to you?

a. One

b. Two

c. Three

d. Four

13. Suggestions if any..................................................................................................................

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Documents

project report training and development