A STUDY ON “SKILL MAPPING WITH SPECIAL REFERENCE TO OPERATORS AT HARITA-NTI LIMITED, CHENNAI” By S.JANAKI.

Register No: 32209631014 Of DHANALAKSHMI SRINIVASAN COLLEGE OF ENGINEERING AND TECHNOLOGY Submitted to the FACULTY OF MANAGEMENT STUDIES In partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION ANNA UNIVERSITY CHENNAI – 600 025 JULY - 2010

DHANALAKSHMI SRINIVASAN COLLEGE OF ENGINEERING AND TECHNOLOGY. DEPARTMENT OF MANAGEMENT STUDIES ECR, Mamallapuram, Chennai-603104 Phone: 044-27442844, 27443844

BONAFIDE CERTIFICATE
Certified that this report titled A STUDY ON “SKILL MAPPING WITH SPECIAL REFERENCE TO OPERATORS AT HARITA-NTI LIMITED, CHENNAI” is a bonafide work of Ms.S.JANAKI., Reg. No.32209631014 who carried out the work under my supervision certified further that to the best of my knowledge the work reported here in does not form part of any other project report on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.

Viva Voce Conducted

Internal Examiner:

External Examiner

DECLARATION

I, S.JANAKI, a bonafide student of DHANALAKSHMI SRINIVASAN COLLEGE ENGINEERING & TECHNOLOGY, hereby declare that the project entitled “A STUDY ON “SKILL MAPPING WITH SPECIAL REFERENCE TO OPERATORS AT HARITA-NTI LIMITED, CHENNAI, submitted in partial fulfillment for the award of Degree of Master of Business Administration is my original work.

Place: Date: S.JANAKI

ACKNOWLEDGMENT
I express my gratitude to Mr.Srinivasan, Chairman, Dhanalakshmi Srinivasan College of Engineering and Technology, for providing better environment to run our Management courses successfully, I thank Mr.Vijayaraj, Secretary, Dhanalakshmi Srinivasan College of Engineering and Technology, for providing better facilities to complete this project. I thank DR.R.Ponraj, Principal, Dhanalakshmi Srinivasan College of Engineering and Technology, for extending moral support to me during the course of my project. My special thanks to Mr.Arinvanandam, Vice principal, for sharing his experience. I thank Mr.K.Murugan, Head of the Department of Business Administration for his constant encouragement throughout the tenure of the Project. I am indebted to my Guide, Mrs.K.Kolanjiyammal, Asst.Professor, for her valuable guidance during the course of this the Project. I am grateful to Mr.Sankar Ganesh, HR Manager of HARITA-NTI LIMITED, for his advice and guidance. I take this opportunity to thank other staff member for their encouragement and assistance. Finally a special thanks to my parents, relatives and friends for their moral support to complete this project work successfully.

S.JANAKI

TABLE OF CONTENT
CHAPTERS NO 1 TOPIC INTRODUCTION 1.1 Company Profile 1.2 Review of literature 1.3 Objectives of the study 1.4 Scope of the study 1.5 Limitation of the study RESEARCH METHODOLOGY 2.1 Research Design 2.2 Sampling technique 2.3 Size of the sample 2.4 Data collection method 2.5 Tools used for analysis ANALYSIS AND INTERPRETATION 3.1 Data analysis and Interpretation 3.2 Findings 3.3 Suggestions 3.4 Conclusion BIBILIOGRAPHY ANNEXURE PAGE NO 01 05 09 12 13 14 15 15 16 16 17 18 19 19 40 41 43 44 45

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ABSTRACT
The research is on the basis of A STUDY ON “SKILL MAPPING WITH SPECIAL REFERENCE TO OPERATORS AT HARITA-NTI LIMITED, CHENNAI”.

It is used to study the skill level of employees in their job level. Skill matrix is a tool to assess training needs. It is a table that shows skills of individuals in a team and any gaps between the skills of employees and the job roles they have. It is also known as a competency framework. If behind the maximum level, retrain and evaluate. The study was based on the descriptive research design. The sampling design being used here is Simple Random Sampling. The sample size 8 has been used

Thus this report seeks to utilize primary research, through questionnaires, Observation and secondary method involves data collection through magazines and websites. The tools being used for analysis and interpretation is Percentage analysis. The Suggestion made by the employees where mostly implemented whenever they were applicable.

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What is skill matrix?

Skill matrix is a tool to assess training needs. It is a table that shows skills of individuals in a team and any gaps between the skills of employees and the job roles they have. It is also known as a competency framework. If behind the maximum level, retrain and evaluate. Skill matrix is nothing but the competencies you want to rate your employees. they include like communication, leadership, job knowledge, organizational culture, self development, critical thinking, decision making , initiations etc....we have to provide ratings for each competency starting from 1 to 10 (low to high). This competency helps the organization to understand the areas of improvement for the employee and also identifies the training needs required for the employee. This helps and encourages employee to improve along with team spirit. This skill matrix is one of the tools to understand whether employee is able to think out of box or not. Skill matrix is a simple and visual tool to show who has training and experience in what skill. Here is an example of a skill matrix that is used in office, and here is a skill matrix template.

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Critical skills are those minimum skills required to successfully accomplish the assigned work/job. If skill of worker or employees lies below the critical skill, then the productivity of workers is hampered and the organizational output will be affected. Non-critical skills are those skills, which help in enhancing the efficiency and effectiveness of an organization. It helps in achieving the benchmark of productivity of an organizational output.

4 QUADRANT MODEL OF CRITICAL SKILL MAPPING: Toyota Motor, Japan recently developed the four-quadrant model of critical skill mapping. The skill of workers is mapped on quadrant of a circle from 0 to 4. Each quadrant defines the level of skills of a worker. The specification of each quadrant is given below: No of quadrant s to be filled

Symbol

Definition

0

Is not trained on the subject

1

Has been given basic training on the subject.

2

Has the working knowledge of the subject and can work under Supervision.

3

Has adequate knowledge of the subject and can work independently on the job

4

Is an expert of the subject and can give training to others.

5 1.1 COMPANY PROFILE:
Harita-NTI Limited (HNTI) was founded in the year 2000 as a Joint venture with Northern Technologies International Corporation (NTIC), USA and Harita, a TVS Associate. The founder is Late Shri.T.S.Srinivasan. The president of Harita-NTI Ltd. is N.Sriram.

NTIC is in the business of converting unique beneficial materials Science into value added products and services for industrial and Consumer applications. HNTI strives towards bringing to India, the finest technologies in Corrosion Management Systems, Biodegradable Polymers and Recyclable technologies and operates under the global brand name Zerust Excor, Natur-Tec and Polymer Energy.

Zerust Excor

Eco-friendly corrosion inhibiting products and solutions

Natur-tec

Bio-based and Bio-degradable polymers for various consumer and industrial applications

Polymer energy

Conversion of plastic waste to fuels using innovative Polymer Energy Technology.

6 The joint venture with NTIC provides service worldwide, through 45 joint venture distribution arrangements. The company also makes available the State-of-the-art laboratories at Minneapolis (USA), Dresden (Germany) and Chennai (India) to assist their customers in solving their packaging and waste management problems. Total No of employees in HARITA-NTI Ltd. = 107 Permanent employees Temporary employees (contract) = 44 = 63

MISSION OF HARITA-NTI Ltd.: To be the preferred business associate to customers by providing innovative, environmentally beneficial materials science based solutions in Corrosion Management, Bioplastics and Polymer Recycling Technologies VISSION OF HR DEPARTMENT To attain organizational excellence by developing and inspiring human potential and providing opportunities for growth, learning and wellbeing. MISSION OF HR DEPARTMENT To create a value based organization bringing in a culture of learning, innovation and team work in the employees and also helping them align their aspirations with

organization goals which in turn helps in creating a competent and responsive workforce.

7 OBJECTIVES OF HR DEPARTMENT a) To develop core values b) Develop business leaders for the future c) To inculcate an environment of learning, innovation & team work. d) To enhance quality of risk in employees. e) To identify and build competencies among employees to face competition

List of Top customers\ clients of HARITA-NTI Ltd.: a) Bharat Forge b) Tata group c) Sundaram Clayton d) Brakes India e) TVS Motor company f) RICO Auto India g) Spicer India h) SEL Group i) WABCO j) QH Talbros k) Hi-tech group l) Indo Shell m) Auto Tech

n) Ford o) Automotive Axles

9 1.2 REVIEW OF LITERATURE:
A study conducted on Critical skill mapping of operators at Tata steel, Jamshedpur by Devika 1 states the Critical skill mapping of employees of operation of ‘G’ Blast Furnace. The paper deals in Preparation of quadrant chart for every employee working in operation section and also the Analysis of quadrant chart. A Study conducted on Life skill mapping in Vietnam by National Institute for Education Strategies and curriculum and supported by UNESCO 2 states those life skills refers to individual’s ability (Knowledge, Values, Attitude, and Skills) to perform life functions and to fully participate in daily life. A Study conducted on Skills Mapping and Skill development for employability: The Case of Cuttack by Annop.K.satpathy, Jimuta.P.Mishra, Nishith Prakash 3

(Faculty member in Economics, Assistant professor, Ohio University) states that the
impact of Globalization on society and Economy is encapsulated in its effects on the labour market. It has accentuated the skill components in labour. In order to evaluate the impact on globalization the search for social specifies is imperative. There is a need for an analysis of the labour market at a disaggregated level with a focus on: a) the skill training infrastructure available in each locality, and its effectiveness in nurturing employability, b) The importance of partnership between training institutions with other social actors. In this regard paper attempts to examine the case of Cuttack District in Orissa. A description of the types of industries and the means of acquisition of skills is also given in order to gauge the growth pattern and the likely demand for skills in the district.

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A Study conducted on Graduate Employability skills by Precision Consultancy ( August 2007)
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is prepared for the Business, Industry and Higher Education

Collaboration Council. The paper discuss the following things a) How universities currently develop and integrate employability skills into their Programs of study b) How universities teach employability skills c) How universities currently assess students’ employability skills d) How graduate employability skills might be assessed and reported upon. A Study Conducted on UKAN Skills by Paul Mayes, University of Teesside 5 The main aim of the Project was to produce demonstration versions of online ‘skills development maps’ for a range of different approaches to skills development The Project collaborated with Janet A. Hale of curriculummapping101.com and Rubicon International to use Rubicon's Atlas online curriculum mapping software to host the skills development maps (as well as demonstrating such software to a British audience A study on Skills Mapping: Assessing Australia’s Longer Term Requirements for Professional Skills by A Discussion Paper Prepared by Professions Australia’s Education Committee 6 the paper discuss about the Mapping Australia’s longer term requirements for professional skills will provide the data and research necessary to better managing the supply and demand for professional skills. It will also ensure we
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Devika, Crictical skill mapping of operators at TATA steel Life skill mapping in Vietnam by National Institute for Education Strategies and curriculum and supported by UNESCO 3 Skills Mapping and Skill development for employability: The Case of Cuttack by Annop.K.satpathy, Jimuta.P.Mishra, Nishith Prakash

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Graduate Employability skills by Precision Consultancy UKAN Skills by Paul Mayes, University of Teesside 6 Skills Mapping: Assessing Australia’s Longer Term Requirements for Professional Skills by A Discussion Paper Prepared by Professions Australia’s Education Committee
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are maximizing the outcomes from investment in professional skills accumulation, and facilitate a shift from the current ad hoc arrangements to a more coordinated national approach to professional workforce planning and policy development.

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A study on Mapping of Human Resources and Skills of Rajasthan-2015 prepared by ICRA Management Consulting Services Limited 7 ICRA Management Consulting Services Limited (IMaCS) was mandated by the Department of Labour & Employment of the State Government of Rajasthan, to assist it in mapping the human resources and skills of Rajasthan. This report projects the human resource requirements of Rajasthan’s high-growth and emerging sectors till 2015, maps the human resource skills available currently in the State to meet such requirements, identifies the skill gaps with respect to these requirements, and suggests measures to bridge the gaps. A study on Information Skills Provision: Mapping the information skills of Cambridge undergraduates and induction / training provision across the University prepared by Lizz Edwards-Waller 8 This report summarizes the results of the IRIS Project: an eleven-week research exercise undertaken as part of the Arcadia Fellowship Program. The IRIS Project aimed to map both the provision of library inductions and training for students at the University, and the information skills amongst undergraduate students.

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A study on Mapping of Human Resources and Skills of Rajasthan-2015 prepared by ICRA Management Consulting Services Limited 8 A study on Information Skills Provision: Mapping the information skills of Cambridge undergraduates and induction / training provision across the University prepared by Lizz EdwardsWaller

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1.3 OBJECTIVES OF THE STUDY:
Setting an Objective is the first and one of the most important stages of any report. The objectives of our study are:  To identify the training need of an operator  To find out the existing performance levels of each employees in the operation section  To find out the best performer of the operation section in Company.  To prepare the quadrant chart for every employee working in Operation section

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1.4

SCOPE OF THE STUDY:

Skill matrix is a tool to assess training needs.. The study also analysis the performance level of each employees. It helps the company to access where the Operators are lacking It is a table that shows skills of individuals in a team and any gaps between the skills of employees and the job roles they have. It is also known as a competency framework. If behind the maximum level, retrain and evaluate. Critical skills are those minimum skills required to successfully accomplish the assigned work/job. If skill of worker or employees lies below the critical skill, then the productivity of workers is hampered and the organizational output will be affected. During the study the researcher was directly in contact with the Operators and Supervisors and has got a remarkable practical experience in this period of 30 days.

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1.5 LIMITATION OF THE STUDY:
 this project. The busy schedule of Operators and supervisors is also Time is the most important constraints in carrying out

 a limitation.

 level of some employees.

The supervisors are uncomfortable in assessing skill

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Research means scientific and systematic search for pertinent information on a specific topic. The Advanced Learners Dictionary of current English lays down the meaning of research as a “careful investigation or an enquiry especially through search for new facts in any branch of knowledge”. Research comprises of defining and redefining problems, formulating hypothesis or suggesting solutions; collecting, organizing and evaluating data; making decisions and reaching conclusions, and at last carefully testing the conclusion to determine whether they fit the formulating hypothesis. Research is thus an original contribution to the existing stock of knowledge making for its advancement. According to Clifford Woody, research comprises defining and redefining problems, formulating hypothesis or suggesting solution, collecting, organizing and evaluating data; making deduction and reaching conclusion and

at last carefully testing the conclusions to determine whether they fit the formulation hypothesis.

2.1 Research Design:
“A research design is the arrangement of conditions for collection and analysis of data

in a manner that aims to combine relevance to the research purpose with economy in procedure”.

16 Research design is the conceptual structure within which research is conducted; it constitutes the blueprint for the collection, measurement and analysis of data. The type of research design used in the project was Descriptive research, because it helps to describe a particular situation prevailing within a company. Careful design of the descriptive studies was necessary to ensure the complete interpretation of the situation and to ensure minimum bias in the collection of data. Descriptive Research are those studies which are concerned with describing the characters of a particular individual or group.

2.2 SAMPLING TECHNIQUE
Sampling is the selection of some part of an aggregate or totality on the basis of which a judgment about the aggregate or totality is made. Simple random sampling method was used in this project. Since population was not of a homogenous group, Stratified technique was applied so as to obtain a representative sample. The employees

were stratified into a number of subpopulation or strata and sample items (employees) were selected from each stratum on the basis of simple random sampling.

2.3 SIZE OF THE SAMPLE
For a research study to be perfect the sample size selected should be optimal i.e. it should neither be excessively large nor too small. Here the sample size was bounded to 8

Period of study:
The present study had been undertaken for period of 1 month.

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2.4 DATA COLLECTION METHOD
For the survey, we have taken the help of primary and secondary data. Primary data For primary data collection we have used the following methods 1. Questionnaire in form of job modules We have developed a questionnaire for section head and supervisor for job module evaluation of worker’s critical skills. The number of modules to successfully accomplish the job is same for similar designation or group of similar kind of jobs. The evaluation was done from 0 to 4 quadrants.

2. Observation method Observation and scaling (from 0 to 4) of critical skill on quadrant was given by the sectional head and supervisor of workers. The scale defines the competency of employee in particular job modules. For Example: Mr. Saravana Kumar of Operation section, got Second quadrant scale in Extrusion process. It means that he has working knowledge of these modules but he can’t work independently. He needs supervision for working on this module. Secondary Data For secondary data we referred to the company profile, Literatures, journals, periodicals, internet, intranet, etc

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. 2.5 TOOLS USED FOR ANALYSIS: For the purpose of present study PERCENTAGE ANALYSIS is used. Percentage scored by Individual =

Marks scored ----------------------------- * 100 Total marks

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Analysis and interpretation plays the most important role in any research process. It helps to extract pertinent findings from the collected data by applying the statistical techniques in discovering additional findings. It converts raw data into meaningful data by bridging the gap between primary and secondary data. Analysis is done with an attempt to organize and summaries data in order to enhance the effect of results in such a way that enables to relate critical points with study’s objectives.

Percentage analysis is used for data analysis and interpretation. Analysis and interpretation was based on questionnaire and observation schedule, which gives the data that, is required for the study. The analysis and interpretation is based on the options chosen by the respondents. There are 8 employees in the Operation Section of Zerust VCI Film with different designations. The HR department has identified different modules or critical skills for each designation. The designations and the respective number of modules are given below: DESIGNATION OPERATOR NO. OF EMPLOYEES NO.OF MODULES 08 15

20 According to the above data we have analyzed the skills of the employees of the Operation Section by Four Quadrant Model which are given in the following tables. We have mapped the critical skills of the employees according to modules identified. These data, when analyzed, provide clearly the skill levels of the employees, the modules in which they are lacking or they are good in. Analysis is done for OPERATORS in manufacturing section. Those OPERATORS involved in production of Zerust VCI Film, a product of Harita-NTI Ltd. PROCESS OF MAPPING THE SKILL OF OPERATORS

Step 1

Learn the process carried out in the company and identify the Skills and Knowledge required to perform that job.

Step 2

Frame the training modules and set questionnaire relating to their job to analyze how much they are skillful.

Step 3

Skill sets are framed at this level.

Step 4

Prepare the quadrant chart for the Operator for various skill sets framed using any tool.

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Step1
PRODUCTION PROCESS OF ZERUST VCI FILM

P

R O C E S S

RAW MATERIAL MIXING EXTRUSION CUTTING AND SEALING PACKAGING

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RAW MATERIAL MIXING

PROCESS

JOB BREAK DOWN CHART

TOOLS USED

SKILLS REQUIRED

KNOWLEDGE REQUIRED

Raw material mixing

Identification Of Raw materials

Mixer machine

i) Reading skill ii)Numerical skill

i) SOP ii) To identify whether moisture exist in raw material iii) To identify dust and impurities exist in raw material

Based on the proportion raw materials are loaded in to the drum

Run the mixer machine for five minutes

Raw material is mixed well

23 EXTRUSION
PROCESS JOB BREAK DOWN CHART TOOLS USED SKILLS REQUIRED KNOWLEDGE REQUIRED

EXTRUSION

Load the material in to hopper | Insert the scrap tube via nip roller | Switch on the extruder | Join the film with scrap tube | Switch on the blower | Pull the film via nip roller | Switch on the nip and guide rollers and windows | Set required size and thickness | Wind the material | Get required quantity change the roll

Blow film Extruder

i) To set the temperature ii) To set the required size iii) To set the required thickness iv) to carry on the continuous process

i) SOP ii) To identify defective output iii) FIFO iv) Do’s and Don’ts v) log book entry

CUTTING AND SEALING
PROCESS CUTTING AND SEALING JOB BREAK DOWN CHART Fix on the roll | Keep machine in jog mode | Set required size and stroke TOOLS USED Cutting & Sealing machine SKILLS REQUIRED i) To measure the length ii)Temperature setting skill KNOWLEDGE REQUIRED i) SOP ii) Blade adjusting

| Set required batch count | Set required advance batch count | Set required auto stack time | Set required gripper on delay time | Set required stopper on delay time | Switch on unwinder and set required speed | Insert the tube | Switch on draw button | Insert the tube | Keep in production mode | Switch on draw and machine button | Set required size | Check dimension and scaling strength | Do continuous production | Pack material in the bag

technique iii) Strokes setting technique

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PACKAGING

PROCESS

JOB BREAK DOWN CHART

TOOLS USED

SKILLS REQUIRED

KNOWLEDGE REQUIRED

Packaging

Select the carton as per packing standard | Tape the bottom side of the carton using dispenser | Pack the VCI bag in the carton as per the standard | Paste the packing slip in the carton box | Place the carton in the strapping machine | Strap and tape the carton box

i)Box strapping machine ii)Dispenser

i)identification of finished goods ii) packing right goods at the right box iii) Writing correct dispatch details iv) Delivering the goods at the right time

i)Counting knowledge ii)SOP iii)To plan the delivery

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Step2

MIXING OF RAW MATERIALS

DETAILS

METHOD OF INSTRUCTION ON THE JOB: Training through step by step Job rotation Coaching

ON THE JOB: Type of product produced Type of raw material used Machine details Operation procedure Raw material calculation Identification of defective raw material Run time calculation OFF THE JOB: Build confidence Reduce communication gap between supervisor and operator Create interest towards the firm and job

OFF THE JOB: Vestibule training Conference or discussion

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EXTRUSION

DETAILS

METHOD OF INSTRUCTION ON THE JOB: Training through step by step Job rotation Coaching

ON THE JOB: Theory on extrusion Machine details Working of machine Operation procedure Temperature setting method Thickness & size checking and setting method Output calculation Maintain the equipment Identification of Defective output Maintaining the log book ( production log sheet) Safe handling of machine Effective use of time and raw materials Troubleshooting procedure Occurrence of Power failure Accident prevention methods(safety procedure)

OFF THE JOB: OFF THE JOB: Build confidence Reduce communication gap between supervisor and operator Create interest towards the firm and job Vestibule training Conference or discussion

28 CUTTING AND SEALING

DETAILS

METHOD OF INSTRUCTION ON THE JOB: Training through step by step Job rotation Coaching

ON THE JOB: Theory on cutting and sealing Machine details Working of the machine Operation procedure Strokes setting method Temperature setting method Size setting method Safe handling of machine Counting the output Maintenance of machine Log book entry Packing the output Troubleshooting procedure

OFF THE JOB: Build confidence Reduce communication gap between supervisor and operator Create interest towards the firm and job

OFF THE JOB: Vestibule training Conference or discussion

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PACKAGING

DETAILS

METHOD OF INSTRUCTION ON THE JOB: Training through step by step Job rotation Coaching

ON THE JOB: Carton box details Various dimensions of carton box Use of dispenser Box strapping machine details Operation procedure Packing the right things at the right box Preparation of the packing slip/label

OFF THE JOB: OFF THE JOB: Build confidence Reduce communication gap between supervisor and operator Create interest towards the firm and job Vestibule training Conference or discussion

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Step3

BASIC ELEMENTS
SKILL NO SUB ELEMENTS METHODOLOGY OF SKILLS TRANSFER SPECIAL POINTS

ELEMENTS

S1 Basic

SAFETY

Training on safety, Observation

Should know the safety measures

S2

MACHINE MAINTENANCE On the job Training( Waste & & 5's Handling Practice)

Should know to keep the place clean and also to maintain it regularly

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MIXING OF RAW MATERIALS
SKILL NO METHODOLOGY OF SKILLS TRANSFER Instruction, Demonstration, On the Job Training, All type of Identification Visually. SPECIAL POINTS Should know the Production Plan and Product Produced

ELEMENTS

SUB ELEMENTS

S3

RAW MATERIAL MIXING

RAW MATERIAL MIXING

S4

DEFECTS

On the Job Training, Observation & Showing the defects. Demonstration of Correction & Corrective Action.

Should know the types of defects and its impact Should know the various Proportion for various Product Produced

S5

PROPORTION

Instruction, Demonstration, Correcting the Mistakes, On the Job Training, Observation.

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EXTRUSION
SKILL NO SUB ELEMENT METHODOLOGY OF SKILL TRANSFER Instruction, Demonstration, On the Job Training, Observation

ELEMENTS

SPECIAL POINTS Should know the Production Plan and Product Produced Should know to set the right Temperature, Size and Thickness for the right product. Should know the type of defects and also to calculate output & also to & Maintain Log Book Should know to react to the situation quickly and in a right way

S6

EXTRUDER OPERATION

EXTRUSION S7

Instruction, Demonstration, On the Job Training, PROCESS CONTROL Observation

S8

On the Job Training, Observation & Showing the Defects, Demonstration of Correction & PRODUCT CONTROL Corrective Action. Instruction, Demonstration, On the Job Training, Observation

S9

TROUBLESHOOTIN G PROCEDURE

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CUTTING AND SEALING

ELEMENTS

SKILL NO SUB ELEMENT

METHODOLOGY OF SKILL TRANSFER Instruction, Demonstration, On the Job Training, Observation

SPECIAL POINTS Should know the Production Plan and Product Produced.

S10

CUTTING AND SEALING OPERATION

CUTTING AND SEALING

S11

PROCESS CONTROL

Should know to set the right Instruction, Temperature, Demonstration, On the Speed and Size for Job Training, the right Observation ( Flawless) Output.

S12

PRODUCT CONTROL

On the Job Training, Observation & Showing the Defects, Demonstration of Correction & Corrective Action.

Should know the type of defets and also to calculate output & also to & Maintain Log Book

S13

TROUBLESHOOTING PROCEDURE

Instruction, Demonstration, On the Job Training, Observation

Should know to react to the situation quickly and in a right way

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PACKAGING
METHODOLOGY OF SKILLS TRANSFER

ELEMENTS

SKILL NO

SUB ELEMENTS

SPECIAL POINTS

S14

DESPATCH DETAILS

Instruction, Demonstration, On Should know the the Job Training, Despatch plan, Observation know to write.

PACKAGING
Should know to identify the Instruction, finished Goods, Demonstration, On pack the right the Job Training, goods at the Observation right Box.

S15

PACKING STANDARD

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Step4 BASIC ELEMENTS

SKILL SET NAME

S1 SAFETY

S2 MACHINE MAINTENANCE& 5's

M.ARUL

A.BASKAR

M.BASKAR

C.GUNASEKARAN

E.MANIKANDAN

N.PARTHIPAN

M.SARAVANA KUMAR P.VENKATESAN

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RAW MATERIAL MIXING SKILL SET NAME
M.ARUL

S3 RAW MATERIAL MIXING

S4 DEFECTS

S5 PROPORTION

A.BASKAR

M.BASKAR

C.GUNASEKARAN

E.MANIKANDAN

N.PARTHIPAN

M.SARAVANA KUMAR P.VENKATESAN

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EXTRUSION

SKILL SET NAME
M.ARUL

S6 EXTRUDER OPERATION

S7 PROCESS CONTROL

S8 PRODUCT CONTROL

S9 TROUBLESHOOTING PROCEDURE

A.BASKAR

M.BASKAR

C.GUNASEKARA N E.MANIKANDAN

N.PARTHIPAN

M.SARAVANA KUMAR P.VENKATESAN

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CUTTING AND SEALING

SKILL SET NAME

S10 CUTTING AND SEALING OPERATION

S11 PROCESS CONTROL

S12 PRODUCT CONTROL

S13 TROUBLESHOOTING PROCEDURE

M.ARUL

A.BASKAR

M.BASKAR

C.GUNASEKARA N E.MANIKANDAN

N.PARTHIPAN

M.SARAVANA KUMAR P.VENKATESAN

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PACKAGING

SKILL SET NAME
M.ARUL

S14 DESPATCH DETAILS

S15 PACKING STANDARD

A.BASKAR

M.BASKAR

C.GUNASEKARA N E.MANIKANDAN

N.PARTHIPAN

M.SARAVANA KUMAR P.VENKATESAN

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3.2 FINDINGS:
• • The training modules and needs are identified The main finding in this project is said to be preparation of skill map for the operators. • • The skill level of operators are found out by preparing skill map, The skill map also shows that who is lacking in which process, based on that special attention and training will be given. • • The skill map also shows who performs well. Thus skill map act as a tool to analyze the performance of employees before training and after training.

• • •

41 3.3 SUGGESTIONS:

After critical skill mapping of the employees of operation section of the Harita-NTI Ltd. Production department, the following are our recommendations to this department: 1). The critical skill mapping study reveals the various skills of workers in which they are expert or they are lacking. Special training program should be arranged for those employees who are lacking in their respective modules. 2) We have found from our study that some operators are lacking in cutting and sealing process and packing process. Thus special attention must be given in this process training. 3) The mapping is done by the supervisors of the department. Thus it should be shared with all the operators so that they come to know about their skill level and try to improve it. 4) There should be provision for sending the operators outside the company for training program. 5) All training modules should be evaluated at proper time and this activity should be carried out regularly. 6) Training should be as per work requirement and should be given at the right time.

7) The prior information for the training programs should be given to the workers. So care must be taken in this matter and prior notice that is before 2-3 days should be given to all the operators for training.

42 8) There should be transparency in organizing training program and should be arranged for operators according to the work requirement. 9) More emphasis on ON-THE-JOB training should be given. 10) The selection criteria for training should be suitable. It should match with the qualification of the employees. For example if he is less qualified and sent to higher technical training program, it will prove ineffective. Hence, training should be provided by taking into account the platform and background of the employee. 11) Many a times workers are given training on a particular module; later on they are transferred to other job, which does not have any relation to the training attended by them. They don’t even get a chance to perform what they have learnt from previous training program. 12) Training schedules should be prepared according to the availability of candidate. 13) Advance skill program for personnel should be conducted. 14) The concerned faculty should come and understand the working condition and environment before the program. 15) It must have equal proportion of technical and managerial inputs.

16) More and more outside party and consultants should be invited to improve the quality of inputs. 17) Program can be made more interesting during the theoretical sessions by discussions of actual case study 43

3.4 CONCLUSION:

Harita-NTI Ltd. today stands proud as a modern manufacturing company. It is more than a company; it is an institution concerned with the interest of its all stakeholders as well as its employees. The future of an organization largely depends upon its productivity; productivity depends upon its employees. Thus employees should be trained in best possible way to increase the productivity. For this purpose Harita-NTI Ltd possesses an effective training center that takes the responsibility of training the employees. The responsibility of a training organization does not end at imparting training but also it is extended to the evaluation of the training program, which is most neglected factor in every organization. So every organization should conduct the training effectiveness survey like critical skill mapping each time. Critical skill mapping helps to indicate the image of management in the mind of employees as well as their capabilities and attitudes. As it has been found out from the survey and its analysis that the training program in this department is effective, still some weaknesses have been discovered for which some suggestions have been given. But most of the operators demand that they should be given more technical training, which can be applied in a more practical way in their work. They also demand training programs from national and international companies. So step should be taken towards it fulfillment.

One of the reasons for our project was to discover the skills possessed by the operators. The evaluation of these data would help the company to critically analyze the skills in their employees and recognize the need of training. Research into all these factors would provide clues to improve the quality of work 44

Books for reference:
• Research Methodology – C.R. Kothari

Research methodology – Uma Sekaran

Human resource for management – David A.Decenzo

Stephen P.Robbins

Website Referred: • • • www.google.co.in www.projectsparadise.com www.citehr.edu

www.scribd.com

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MIXING OF RAW MATERIALS REVISION QUESTIONS: 1. 2. 3. 4. materials for Ferrous? 5. materials for Non Ferrous? 6. materials for Multi Metal? 7. List out the various types of raw material used. What are the products manufactured? How to find defective raw materials? What is the basic proportion of mixing raw What is the basic proportion of mixing raw What is the basic proportion of mixing raw List out the procedure for mixing of raw materials.

8. you do? 9. to remove the dust and Impurities. 10. material for clear ferrous?

If the moisture exists in the raw material what will If the dust/impurities exist in the raw material, how

What is the basic proportion of mixing raw

46 EXTRUSION REVISION QUESTIONS: 1) 2) the dust in raw materials and 3) 4) 5) 6) products? 7) reason for it and also state the . List out the extrusion process. Name the machine part of extrusion for cleaning also illustrate the procedure for operating it. How will you set the size and thickness? How will you find if there is any defect in output? Illustrate the contents in Production Log Sheet How will you set the temperature for all the If there is a variation in thickness what will be the solution for the problem

8) If there is the moisture in the material what problem may occur and what is the

solution for it. 9) that and also state the possible 10). cause of the problem and 11) failure, what are the immediate 12) clean? 13) If the bubble is instable what is the reason behind solution for overcoming the problem. If the thickness varies in the product, what is the Suggest solution for resolving the problem. When the production is interrupted by power Steps will you take? How will you keep the working place neat and How will you calculate the output?

14) Is there any training given on safe handling of machine? If ‘yes’ means list out it. 15) How will you cool the film while blowing?

47 CUTTING AND SEALING REVISION QUESTIONS: 1) 2) 3) will you set? 4) List out the cutting and sealing process. How will you set the strokes and size? If the thickness is __________ how much stroke How to set the batch count?

5) If the cutting is improper, what will be the immediate solution for the problem? 6) 7) 8) reduce the heat? 9) 10) machine? If ‘yes’ means list out 11) sealing. 12) sealing process. Illustrate the contents of log book. List out the 5’s. The problem founded is overheat. How will you How to pack the output? Is there any training given on safe handling of it. For VCI sheet, list out the process in cutting and State the maximum width can be set for cutting and

48 PACKAGING REVISION QUESTIONS: 1) 2) What are the tools involved in packaging? How the box is strapped? State the procedure.

3) 4) 5)

List out the contents of packing slip. List out the various dimensions of carton box. State the use of dispenser.

.

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