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A

Project report
On
“A Study of Training and Development Activity in
Morarjee Textile Ltd”
Submitted to Rashtrasant Tukdoji Maharaj Nagpur University,
Nagpur.
in the partial fulfilment of degree of
Master of Business Administration (MBA) in the
Faculty of Commerce.

Submitted By

Nivedita Nikhare
Under The Guidance Of
Dr. Jayant Welankar

G.H. Raisoni Institute of Information Technology, Nagpur

(2010 - 2011)

Department of master of business
administratio

DECLARATION
I Nivedita Nikhare hereby declare that the project entitled

“A Study of Training and Development Activity in
Morarjee Textile Ltd”
is my own work and to the best of my knowledge and belief is not
submitted to any university for any degree

Place :
Signature
(Nivedita

Nikhare)

CERTIFICATE
This is to certify that

Nivedita Nikhare
Has presented her project report on

“A Study of Training and Development Activity in
Morarjee Textile Ltd”
Under my guidance in partial fulfilment for their final project
work.

2. Rashtrasant Tukdoji Maharaj Nagpur University. Jayant Welankar INDEX Sr. 1 . Nagpur Principal () Project Guide Dr.No. INTRODUCTION COMPANY PROFILE Page No. CHAPTERS 1.During the session 2010-2011 prescribed by Shri.

4. 9. 8. 6. RESEARCH METHODOLOGY DATA ANALYSIS LIMITATION CONCLUSION SUGGESTION BIBLOGRAPHY Appendices . 5. 7.3.

CHAPTER 1 INTRODUCTION .

it used to be for a short duration. Employee training is distinct from management development or executive development.INTRODUCTION OF TRAINING & DEVELOPMENT Training is a short-term process utilizing a systematic and organized procedure to impart skills for a definite purpose. besides employees the managers also require training in certain areas. Earlier it was designed for nonmanagers. It refers to instructions in technical. Employee training is the most important sub-system of human resources development. Training is the act of increasing the knowledge and skill of an employee for doing a particular job. and it was for a specific job-related purpose. Today. Training is a specialized function and is one of the fundamental operative functions for human resources management. mechanical or service operations. It is a short-term educational process and utilizing a systematic and organized procedure .

 Training and developments is the planned programs designed to improving performance at the individual. group and Organizational level.by which employees learn technical knowledge and skills for a definite purpose. skill.  Development is focuses on individuals gaining new skill for both present and future jobs.  Training is also a continuous process & it increases the stability& flexibility of the organization. Training improves changes and moulds the employee’s knowledge. behavior and aptitude and attitude towards the requirements of the job and the organization. .  Training is conceived of as a learning process whereby people improve their current skill and abilities and acquire new skill and knowledge to aid in the achievement of organizational goal.

written or verbal information. Trainers need to understand the pros and cons of each method.Methods of Training There are various methods of training. etc. The Training System . These methods are associated with changes in knowledge and attitude by stimulating learning . Model of Training Training is a sub-system of the organization because the departments such as. which can be divided in to cognitive and behavioral methods. demonstrate relationships among concepts. HR. Cognitive methods are more of giving theoretical training to the trainees. also its impact on trainees keeping their background and skills in mind before giving training. etc depends on training for its survival. Training is a transforming process that requires some input and in turn it produces output in the form of knowledge. The various methods under Cognitive approach provide the rules for how to do something. finance. marketing & sales. skills. production. and attitudes (KSAs).

This approach uses step-by-step procedures to solve the problems.A System is a combination of things or parts that must work together to perform a particular function. And every system must have some output from these inputs in order to survive. The System Approach views training as a sub system of an organization. there are some internal and external forces. The internal forces are the various demands of the organization for a better learning environment. A system approach to training is planned creation of training program. Training Design The design of the training program can be undertaken only when a clear training objective has been produced. one such basic model of five steps is system model that is explained below. material. The training objective clears what goal has to be achieved by the end of training program i. An organization is a system and training is a sub system of the organization. Organization are working in open environment i. It establishes a logical relationship.e. form. Training objectives assist trainers to design the training program. time required in every system to produce products or services. man. The trainer – . that poses threats and opportunities. Out of this planned effort. trainers need to be aware of these forces which may impact on the content. technology. need to be up to date with the latest technologies. therefore. what the trainees are expected to be able to do at the end of their training. and conduct of the training efforts. The output can be tangible or intangible depending upon the organization’s requirement. System Approach can be used to examine broad issues like objectives. and aim. functions. training is undertaken on planned basis.e. Under systematic approach. There are 4 necessary inputs i.e.

tone. Age. when the climate is favorable nothing goes wrong but when the climate is unfavorable. experience.Before starting a training program. Sequence the contents – Contents are then sequenced in a following manner:  From simple to complex  Topics are arranged in terms of their relative importance  From known to unknown . ad modules. Training topics – After formulating a strategy. what could be included. These topics and modules are then classified into information. trainer decides upon the content to be delivered. Trainers break the content into headings. positive perception for training program. The trainees – A good training design requires close scrutiny of the trainees and their profiles. The trainer prepares the priority list of about what must be included. Therefore. Trainees’ learning style – the learning style. almost everything goes wrong. the trainer translates it into specific training areas and modules. Training strategies – Once the training objective has been identified. experience. knowledge. a trainer analyzes his technical. needs and expectations of the trainees are some of the important factors that affect training design. age. educational background of trainees must be kept in mind in order to get the right pitch to the design of the program. interpersonal. and attitudes. etc. Training climate – A good training climate comprises of ambience. skills. topics. feelings. judgmental skills in order to deliver quality content to trainers.

flip charts. markers. . etc. etc Training Evaluation The process of examining a training program is called training evaluation. The method selection depends on the following factors:  Trainees’ background  Time allocated  Style preference of trainer  Level of competence of trainer  Availability of facilities and resources. Constraints – The various constraints that lay in the trainers mind are:  Time  Accommodation. The various requirements in a training program are white boards. From specific to general  Dependent relationship Training tactics – Once the objectives and the strategy of the training program becomes clear. facilities and their availability  Furnishings and equipments  Budget  Design of the training. etc Support facilities – It can be segregated into printed and audio visual. trainer comes in the position to select most appropriate tactics or methods or techniques. Training evaluation checks whether training has had the desired effect.

or to the regular work routines. Power games: At times. Purposes of Training Evaluation Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes. .Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces. the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits. then it can be dealt with accordingly. and training Control: It helps in controlling the training program because if the training is not effective. Research: It helps in ascertaining the relationship between acquired knowledge. transfer of knowledge at the work place.

they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style. During the start of training.Process of Training Evaluation Before Training: The learner's skills and knowledge are assessed before the training program. During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals After Training: It is the phase when learner’s skills and knowledge are assessed again to measure the effectiveness of the training. Once aware. There are various evaluation techniques for this phase. Techniques of Evaluation The various methods of training evaluation are:  Observation  Questionnaire  Interview . This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program.

.  Preparation manpower inventory.  Managerial Talent Appraisal.  Managerial Talent Appraisal.  Establishment of training & development programs.  To determine the organization need through planning.  Evaluation of development programs.  planning of individual programs  Establishment of training & development programs.  Evaluation of development programs.  To determine the organization need through planning. Self diaries  Self recording of specific incidents Management Development process:The Following are steps in Management Development process.  Preparation manpower inventory.  Planning of individual programs.

Those people might include HRM in HRD. career development. Note that some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development. These policies are often in the form of employee manuals. . employee records and personnel policies.personnel policies which conform to current regulations. and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs. Many years ago.and are aware of -. recruiting and training the best employees. training. a profession).. There is a long-standing argument about where HR-related functions should be organized into large organizations.g. organization development. they should always ensure that employees have -. "should HR be in the Organization Development department or the other way around?" The HRM function and HRD profession have undergone tremendous change over the past 20-30 years." mostly to manage the paperwork around hiring and paying people.or full-time help. which all employees have. dealing with performance issues. Activities also include managing your approach to employee benefits and compensation. However.Human Resource Management The Human Resources Management (HRM) function includes a variety of activities. etc. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part. e. eg. explaining that HRD includes the broader range of activities to develop personnel inside of organizations. large organizations looked to the "Personnel Department. ensuring they are high performers. and ensuring your personnel and management practices conform to various regulations.

Developing and maintaining a quality of work life that makes employment in the organization desirable.More recently. organizations consider the "HR Department" as playing a major role in staffing. Increasing to the fullest the employee’s job satisfaction and selfactualization. Employing the skills and abilities of the workforce efficiently. Managing change to the mutual advantage of the organization’s stakeholders. Managing increased urgency and faster cycle time. Providing the organization with well-trained and well-motivated employees. Objectives of the HRM Function          Helping the organization reach its goals. training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner. Communicating HRM policies to all employees. Helping to maintain ethical policies and socially responsible behavior. Who Performs HRM Activities In most organizations two groups perform HRM activities: .

To acquaint with the new procedure methods. 5. To acquaint the employees about the broad policies and objectives of the enterprise and to work in that direction. To achieve the economy. To acquaint with latest developments in the working fields and update their knowledge. 4. integral component of management and the strategic planning process. practices. .  HR manager-specialists (staff) Operating managers (line)Competencies needed Communication skills Problem solving Leadership Recruiting/staffing Employment law Technology Forecasting Compensation design Benefits design and administration Accounting and finance Record keeping The HR department has a responsibility to be a proactive. rules and regulations regarding the work to the employees. To increase the skills and knowledge of the employees working on various jobs. OBJECTIVES OF TRAINING 1. 3. 2.

a . 4: Helps the organization to create more culturally diverse workforce Whereas. the poor quality of selection means extra cost on training and supervision. Furtherionmore . when recruitment fails to meet organizational needs for talent. 3: Make sue that there is match between cost and benefit.Importance of Human Resource Management 1: Attract highly qualified and competent people 2: Ensure that the selected candidate stays longer with the company.

typically response is to raise entry level pay scales . resulting in unavoidable consequences. This can distort traditional wages and salary relationship in organization. CHAPTER 2 COMPANY PROFILE .

The erstwhile Morarjee Goculdas Spinning & Weaving Co. Journey The journey of the group began with the birth of Mumbai as the commercial hub of the textile industry.INTRODUCTION OF MORARJEE TEXTILES LTD . Over the years. The late 70’s and early 80’s saw the Group’s foray into auto components and cutting tools sector. Ltd. . Morarjee was amongst the first five companies to be listed on the Indian stock exchanges. was the first industrial enterprise by the Piramals when it was acquired in 1934. The Piramals acquired Miranda Tools in 1978 followed by PMP Auto Components Private Limited in 1982. the Group spread its wings to other businesses.

Basic information about Morarjee textile Limited  Established in 1871. the Group made its foray into the real estate sector with Peninsula Land Ltd in 1996. .  Oldest Mill in India.  5th Resister red company listed on Bombay stock Exchange.  MTL is a flagship company of ASHOK PIRAMAL GROUP. Identifying real estate as the group’s next growth driver. The company was amongst the first real estate companies to be listed on the Bombay Stock Exchange.  Fourth Largest Textile Company in India.The next big growth phase for the group coincided with the resurgence of Mumbai as an international city.

Leadership Team

Urvi Piramal
Chairperson
Mrs Piramal oversees a professionally managed business group in India
with business interest in real estate, textiles, engineering, entertainment and sports.
She is the guiding force behind the Group’s sustained and profitable growth;

which is bringing the Group companies closer to realizing her vision of touching
the lives of one in five people around the globe.
She joined the group’s textile division in 1984 and modernized the operations
while focusing on higher levels of quality and productivity. Mrs. Piramal plays a
leading role in envisioning and formulating the Group's strategies in the
businesses.
She has been a member of Technology and Quality Improvement Committee of
IMC since its inception in 1994, and also the Chairperson of Supply Chain &
Retail business (Internal Trade) Committee (04-05).
She is a Trustee of the Piramal Education Trust which runs a secondary school and
B.Ed college at Bagar in Rajasthan. She is also a trustee of Urvi Ashok Piramal
Trust which is implementing the CSR programme of the Group.
She is on the board of Population First, an NGO working on population and health
issues within the framework of women's rights and social development.

Social Initiatives
The Beginning
As a successful business conglomerate, our responsibility extends beyond making
profits and maximizing shareholder-wealth. At the Ashok Piramal Group, we
firmly believe that we need to work as wholesome entities for the good of the
society and for improving the quality of life of the communities we serve.
We want to create opportunities for the not-so-privileged people by empowering
them to enrich their lives. All our CSR initiatives are self-sustaining models and
can be easily replicated. We involve and engage not only the communities but also
our employees to create sustainable models that will bring tangible changes to the
society and environment.
The Piramals have been associated with social work long before the phrase

Corporate Social Responsibility phrase was coined. For over 5 decades, the family
has been successfully running educational institutes in Bagar in Rajasthan. The
Piramals also espoused the cause of the girl child and the backward class in remote
villages of Rajasthan and gave them a voice.
Piramal Seth, as he was fondly called in Bagar, started the initiative with a school
for the non-touchable in a community temple to oppose the caste system. This laid
the foundation for an educational campus in Bagar. Today, Bagar boasts of a
higher secondary school and a B.ed college.

Our Vision
Enriching the lives of communities by empowering them to develop and execute
sustainable livelihood models.
Our CSR vision stems from and is an extension of the group vision of “Touching
the lives of one in five people around the globe.”

The Strategy
To ensure the interest of all stakeholders concerned, we follow the triple bottomline approach - economic, social and environmental. Our focus areas are
education, health, water conservation, sustained livelihood and environment.
The activities are carried out around our plants and factories which are located at
remote areas. Our CSR approach is need-based and we involve communities in all
our activities. We assess the needs of the community by doing a through survey
and understanding the needs of the communities. Based on the requirements, a
detailed time-bound plan is prepared and rolled out in partnership with the
community

Manufacturing Facilities – Fabric
Morarjee has an integrated manufacturing plant at Nagpur in Central India. The
plant is equipped to produce premium shirting and high fashion printed fabric for
clients across the globe. To cater to the changing demand and requirements of the
fashion industry, Morarjee believes in investing in product development and
technology up-gradation.

India. poplin and other high-end products. in Bangalore. This division is also equipped with advanced equipment for testing yarn. at all times. Integra specializes in products ranging from woven shirts for men to intricately embellished dresses for women. Morarjee established a subsidiary company. Shirting Morajee is the first company in India to have successfully entered a joint venture with an Italian company for setting up a yarn dyed shirting fabric unit at Nagpur. Today this division boasts of a growing customer base spread across the globe. Manufacturing Facilities – Garments To meet the growing demand for quality shirts and dresses. The other products on offer include different washes. two new fabric manufacturing units have been set up in Nagpur.In the last decades. The company today is focusing on premium and high value niche product segment and has two divisions . Integra Apparel and Textiles Pvt. satin. India.of-the-art Design Studios. These are supported by state. to keep abreast of the trends in the industry. The products are manufactured using the latest dyeing and finishing facilities and are in accordance with the Oeko-tex standard as well as national and international standards of full quality control assurance. Ltd. embroideries and panel prints that employ the latest techniques. Department in Morarjee textile Limited .Yarn dyed shirting division and Printing Division for voile. fabric and chemicals in accordance with international testing standards. The division specializes in color woven high end premium shirtings with fine yarn counts upto 180/2.

Designing:This department handles all the 3 bulks. 1. in short it is conversion of yarn into fabric. B.in: It processes the dressing wrap yarns on the beam. 2) Warping: It is the process of making wasp shit through various individual ends from the corner. 4) Drawing . C.Weaving preparatory:It is the department where interlacing wrap & weft thread does fabric manufacturing. Packing & Sample Loom:In final inspection department fabric is inspected & secreted on the basic of gradation A. hergath and desk loom sample development process. 3) Sizing: It is the process by which strength and abrasion resistance of wrap shit increases.Winding: It is the process in which the yarn gets wound on perforated cones for dyeing. . Final Inspection.

power supply electrical maintenance. This department does all the machineries maintenance. air conditioning. turning & fabrication generate & supply compressed air. fire fighting conditioning & installation. checking & handling order a new ink to the department. as its main function is to supply required material on time to time all the departments. mechanical mint. The main parameter for engineering department is to generate & supply steam. Commercial (Excise & Custom):Commercial is a part of the accounting department & handle all work related to dispatch of material & accounting of indirect taxes like custom & excise. Budgeting cost control & cost reduction 5.Technology & Engineering:It is the backbones of industry. Working Capital Management 2. Making financial statement 3. Material:This department plays very important role.The department perform all the engineering & mechanical works. Finance: (Role of Finance) 1. water treatment. A fixed budget is prepared according to the requirement of each department. Implantation & evaluation of internal control 4. Taxation System:- .

0 Advantage at Morarjee “ Investing in people to build Better Business ”. open to a way of working. Our strong belief in the concept of 'Progress through Participation' and no strict hierarchy for communication are the highlights of our working environment. explore their potential and match personal growth with that of the company. It use ECC 5.  We believe in defining business missions and striving for it. employees are an integral part of our growth story and our success. continuous learning and achieving together. At Morarjee.  We believe in recruiting people open to change. MTL has implemented SAP in Nov 2006. It acts as a solution provider to the rest of the department. . We acknowledge employees as key divers of growth and invest in our people as much as we invest in our businesses.• • 6. The system department is one of the important departments.  We believe in team spirit. We ensure that the employees are provided with challenging work environment and simultaneously empower them. Employees in the organization are given an opportunity to perform their best.

OBJECTIVES .

 To know about the adaptability quality among the employees and how they cope with changes. .  To know whether the decision making ability of the employees are enhanced with the help of training programmes.  To study how the employees are prepared for the changing requirements of the job and the organization. This project certainly gives an overview about the organization.  To determine which recruitment and selection strategies are most effective.  To identify general strategies that organizations use to recruit and select employees.  To analyze whether the employees are prepared for higher level tasks.OBJECTIVE OF STUDY The project forms a very vital aspect during the curriculum of Master’s Degree in Business Administration. Its importance lies in the fact that this project gives the student first ever exposure to the organization. its various departments and their functions.

 To study the impact of offerings on employee outcomes. and retain quality candidates. as there are fewer qualified applicants available. and select talented people. such as productivity and financial performance.  Better recruitment and selection strategies result in improved organizational outcomes. select. . . To determine how the recruitment and selection strategies affect organizational outcomes. The competition for talent is intensifying. recruit.  Effectiveness of an organization’s selection system can influence bottomline business outcomes. This shortage of applicants makes it all the more important for organizations to be able to effectively attract. HYPOTHESIS Today’s tight labor market is making it more difficult for organizations to find.  To study the general recruitment and selection strategies & Recruitment strategies  To study the organizational offerings to prospective employees.

It will be helpful in knowing the needs and expectations of the employees . This study will help to develop some new training techniques for the employees.SCOPE OF RESEARCH 1.

CHAPTER 3 RESEARCH METHODOLOGY What is Research? Research is the process of systematic & in-depth study or search for any particular topic. backed by collection. subject or area of investigation. “Research is systematized effort to gain new knowledge. compilation.” a) Research Design . presentation & interpretation of relevant details or data.

The research design would be exploratory in nature. Butibori. b) Universe Of Study According to the title. Internet. would be on the basis of  Questionnaires  Interviews  Observation. ii) Secondary Data: The secondary data collected. the universe of study is MORARJEE PVT Ltd. . c) Sample Size The sample size would be around ‘100’ employ d) Data collection i) Primary Data: The primary data collected. Company Website and Journals. will be on the basis of information collected from Books. Nagpur. Research Papers Publications.

REVIEW OF LITERATURE Meaning of HUMAN RESORCE MANAGEMENT .

Though these terms can be used differently widely. creativity. knowledge abilities. ARTHUR LEWIS observed “There are great differences in development between countries which seem to have roughly equal resources. developing their resources.Human Resource plays a crucial role in the development process of the modern economics. talent. . In simple sence. aptitude. industrial relationship. They are labour management. the basic nature of distinction lies in the scope or coverage and evolutionary stage. human capital management. labour administration. so it is necessary to enquire into the difference in human behaviors” Human resource management is the management of employee‟s skill. employee –employer relationship. maintaining and compensating their services in tune with the job and organizational requirements. labour management relationship. ability etc. different terms are used for denoting Human Resource Management. utilizing. human assent management etc. human resource management means employing people.

CHAPTER 4 DATA ANALYSIs .

.

Out of 100 respondents 75% are attendant training programmed .1 SOURCE Yes No Have you attended any training programme of Morarjee textiles Ltd.. PERCENT 75 25 NO OF RESPONDENT 75 25 Analysis:. 2 Is the development programme helps you and your superior to identified your strength & weakness. .

.SOURCE Yes No PERCENT 85 15 NO OF RESPONDENT 85 15 Analysis: .Out of 100 respondents 85% believe that development programme helps them and their superior to identified their strength & weakness.

.3. Can you say that executive development helps for you overall Development? SOURCE Yes No PERCENT 76 24 NO OF RESPONDENT 76 24 Analysis: .Out of 100 respondents 85% believe executive development helps for you overall development.

DEMEND Very much effective Effective Less effective not effective PERCENT 10 65 25 0 NO OF RESPONDENT 10 65 25 0 Analysis: .Out of 100 respondents 65% very much effective .How effective for solving your problem.4.

Rate the effectiveness in achieving those objectives. DEMEND Very much effective Effective Less effective not effective PERCENT 50 20 20 10 NO OF RESPONDENT 50 20 20 10 Analysis: . .5.Out of 100 respondents 50% are think in achieving those objectives.

. Do you feel motivated towards your job after the training? SOURCE Yes No PERCENT 95 5 NO OF RESPONDENT 95 5 Analysis: .6.Out of 100 respondents 95% feel that they are motivated towards job.

7. Do you think that development programme bring about any kind of Changes in you & your behavior ? SOURCE Yes No PERCENT 98 2 NO OF RESPONDENT 98 2 Analysis: .Out of 100 respondents 98% think that development programme bring about kind of Changes in them behavior. .

.Out of 100 respondents 60% s rate the positive changes in them behavior. Please rate the positive changes in your behavior.6. DEMAND Very high change high change Moderate change Low change PERCENT 60 10 20 10 NO OF RESPONDENT 60 10 20 10 Analysis: .

9. SOURCE Yes No PERCENT 80 20 NO OF RESPONDENT 80 20 Analysis: .Out of 100 respondents 80% fully aware of the development procedure of Morarjee . . Are you fully aware of the development procedure of Morarjee . Are you satisfied with the feedback process of the Morarjee. 10. .

11.SOURCE Yes No PERCENT 78 22 NO OF RESPONDENT 78 22 Analysis: . Do you want to introduce any kind of modification in the present development system? SOURCE Yes No PERCENT 59 41 NO OF RESPONDENT 59 41 .Out of 100 respondents 78% satisfied with the feedback process of the Morarjee .

12.Out of 100 respondents 59% are like to introduce any kind of modification in the present development system .Analysis: . DEMAND PERCENT Very Effective 70 Moderately effective 20 10 Less effective NO OF RESPONDEN 70 20 10 . Please rate the effectiveness of feedback process .

Do you want to introduce any kind of modification in the present development system ? SOURCE Yes No PERCENT 60 40 NO OF RESPONDENT 60 40 .13.

14. DEMENT PERCENT Excellent 30 Good 40 Average 20 Poor 10 NO OF RESPONDENT 30 40 20 10 . Please rate the development procedure of Morarjee .

DEMENT PERCENT NO OF RESPONDENT Highly satisfied 50 50 Partly satified 45 45 Not satisfied i 5 5 . Please rate your satisfaction for development programme.15.

CHAPTER 5 LIMITATIONS .

Limitations:  As stipulated by the university regulations the study is undertaken for a period of 15days. The period however is not adequate to gain through knowledge.  The interpretation of the data would be more meaningful with the help of some information. .  It is not possible to obtain some confidential data from the organization. which could not be collected due to certain reasons.

CHAPTER 6 CONCLUSION .

the whole system is good & serves their purpose by increasing their performance and encouraging them towards their job. According to them.  The Point of view of the employees is suited and the entire system is judge on the basis data. According to them.  The training programmme scheduled & implemented timely.  A research has been carried out in studying the whole procedure of the training & development programmes and hence concluded that is good & enough satisfactory. The employees are satisfied with the present system.  The program fully satisfied the employee’s needs & is used by them as problem solving tools.CONCLUSION On the basis of data collection & analyzed following conclusion can be drawn. Starting from identifying the training needs & objectives in tune with the organizational goals up to the evaluation of the training programme. the management is seemed to be interested in designing & organizing each step. their behavior is positively changed after the training & performance is enhanced satisfactory. .  Each step has been carried out 7 implemented with almost care & deep analysis.

CHAPTER 7 SUGGESTION .

 The outdoor training should be organized for the advance changes in workers mind and they understand the other company’s workers behavior and outdoor environment.  In the training programme should add something new with management games & inspirational film.  The training programme should be more attractive by the inducing certain change in the programme so that employees may feel even more interested in the joining the programme. .Suggestion As per the analysis of the data collected the following suggestion can be given to the management of the Morarjee textiles ltd.

CHAPTER 8 .

BIBLIOGRAPHY BIBLIOGRAPHY Books :- .

 David A Decenzo. Human Resource Mgmt  Gary Dessler.wikipedia.com  www.  C. Personal and Human Resource Management Text & cases. Subba Rao.com  www.sunilhitech. Kothari (second edition).com Appendices .google. Research Methodology Websites: www. Himalaya Publishing House. Human Resource Mgmt  P. R.

i) ii) Yes No 3. i) ii) Yes No 4. Is the development programme helps you and your superior to identified Your strength & weakness.1. Do you feel motivated towards your job after the training? i) ii) Yes No . i) ii) Yes No 2. Can you say that executive development helps for you overall development. Have you attended any training programme of Morarjee textiles Ltd. Rate the effectiveness in achieving those objectives. How effective for solving your problem. i) ii) iii) iv) Very much effective Effective Less effective not effective 6.. i) ii) iii) iv) Very much effective Effective Less effective not effective 5.

i) ii) iii) Very Effective Moderately effective Less effective 11. i) ii) iii) Very high change High change Moderate change 9. i) ii) iii) Highly satisfied Partly satisfied Not satisfied 12. Please rate your satisfaction for development programmed. Are you fully aware of the development procedure of Morarjee textiles? i) ii) Yes No 10. Please rate the development procedure of Morarjee. Please rate the positive changes in your behavior. Do you think that development programmed bring about any kind of Changes in you & your behavior? i) ii) Yes No 8.7. i) ii) Excellent Good . Please rate the effectiveness of feedback process.

i) ii) iii) Very high change High change Moderate change 15. Do you want to introduce any kind of modification in the present development system ? i) ii) Yes No 14.iii) iv) Average Poor 13. Please rate the development procedure of Morarjee . Please rate the positive changes in your behavior. i) ii) iii) iv) Excellent Moderate Average Bad .

CHAPTER SCHEME  Introduction  Objectives  Research methodology  Analysis and Findings of the study  Limitations of the research  Conclusions of the study  Recommendation  Bibliography  Appendices .

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Nagpur Principal (Proff. B. NIKHAR Has presented his synopsis on ““A study of Training and Development Activity in Morarjee Textile Ltd” ” Under my guidance in partial fulfilment for their final project work. SASANKAR) Project Guide ( Dr. During the session 2010-2011 prescribed by Shri. Rashtrasant Tukdoji Maharaj Nagpur University.CERTIFICATE This is to certify that NIVEDITA W. A. JAYANT WELANKAR) .