Summer Training Report

on

Training & Development

Practices at KRF

Submitted in partial fulfillment of the requirements for the

award of the degree of

Bachelor of Business Administration (BBA)

To

Guru Gobind Singh Indraprastha University, Delhi

Guide: Submitted by:

Guide Name: Mrs Neha Bhatra Student Name: Yojit Bhutani

Roll No.: 08213701716

Batch: 2016-2019

Nurturing Excellence

Institute of Information Technology & Management,

New Delhi – 110058
2018-19
 CERTIFICATE

I, Yojit Bhutani, Roll No. 08213701716 certify that the Summer Training Report (Paper Code BBA-311

entitled “Training & Development Practices at KRF” is done by me and it is an authentic work carried out

by me at Kailash Ribbon Factory Pvt Ltd. The matter embodied in this has not been submitted earlier for

the award of any degree or diploma to the best of my knowledge and belief.

Signature of the Student

Date:

Certified that the Summer Training Report (Paper Code BBA-311) entitled “Training &

Development Practices at KRF” done by Mr. Yojit Bhutani, Roll No.08213701716, is

completed under my guidance.

Signature of the Guide

Date:

Name of the Guide:

Designation:

Countersigned

Director/Project Coordinator
 ACKNOWLEDGEMENT

I would like to express my special thanks and gratitude to my guide Mrs Neha Bhatra as well as

our director Professor (Dr.) S.S. Agrawal who gave me the golden opportunity to do this

wonderful project on the topic “Training and Development Practices at KRF ltd”, which also

helped in doing a lot of research and I came to know about so many new things. I am really

thankful to them.

Secondly, I would also like to thank my superiors, mentors and peers at the time internship, who

guided me in performing my work effectively and also, a warm thanks to all those employees

who helped me in my research.

Yojit Bhutani

3
 CONTENTS

S No Topic Page No
1 Certificate (s) -
2 Acknowledgements -
3 Assignment Directive -
4 List of Tables -
5 List of Figures -
8 Executive Summary -
9 Chapter-1: Profile of the Firm/Company
10 Chapter-2: SWOT Analysis of the Company
11 Chapter-3: Functional Analysis of the Company
Chapter-4: Training & Development Practices at KRF
12 Chapter-4: Lessons Learnt
13 Bibliography

LIST OF TABLES

Table No Title Page No

1 Number of Employees in Organisation ABC
2

LIST OF FIGURES

Figure Title Page No

No
1 Sales Figures of ABC Company for 2010-2013
2

4
 EXECUTIVE SUMMARY

Kailash ribbon factory is majorly textile production factory which was started in 1962 by Mr SK
choudary; it was the smallest label manufacturing company has since grown steadily. These
products are then sold to client companies situated in India as well as outside India in bulk. The
company has different department like Marketing, Finance etc, which performs the whole work
in a ver simplified way. There are around 1800 employees working across all the five branches
which an annual profit of more than 50 crores. In

5
 Chapter- 1

PROFILE OF THE COMPANY

1.1 Company’s Profile

1.11Company’s Name- Kailash Ribbon Factory Limited

1.12 Company’ Address- B-92, Phase-I Mayapuri Industrial Area New Delhi West Delhi

Dl 110064 In, New Delhi - 110064, Delhi, India.

1.13 Telephone Number- 011 - 41845536 – 37

1.14 Email Address- customercare@kailashribbon.com

1.15 Website Name- http://www.kailashribbon.com/website/

1.16 Area of Operation- India

1.17 Geographical Areas of Operation

1.171 Mumbai

308, B Wing, Twin Tower 2nd Cross Lane, Lokhandwala Complex, Andheri (w)

, Mumbai-400058

Phone - 9522-26318384, 26317270, 26334 593 Fax:-9522-26323826

Email : mumbai@kailashribbon.com

1.172 Bangalore

No.117, Raheja Arcade , 80 Feet Road, Koramangala Bangalore -

560095.

6
 Phone-080-25633860/61 FAX:-080-25633862

Email: bangalore@kailashribbon.com

1.173 Chennai

Alsh Regency, 165 Eldams Road, Chennai - 600018

Phone: 044-24349935 Fax No:- 044-24349941

Email: chennai@kailashribbon.com

1.174 Tirupur

6, Bridgeway Colony Extension Tirupur - 641607

Phone: 0421-2205340, 2200547 Fax:-0421-2202298

Email: kailashtirupur@kailashribbon.com

1.175 Ludhiana

Shop No.18, Minerve A/C Market, Ist Floor, Near Clock Near Tower Ludhiana

Tel & Fax No:-0161-2750601

Email: ludhiana@kailashribbon.com

1.2 Nature of Organization

1.21 Nature of Operations

KRF is mainly a label manufacturing company in India which is also indulge in

manufacturing of papers tags, Poly bags, Tapes, Heat transfers, hangers etc for the

clients which are not only in India but outside India. Top brand companies of the world

that are engaged customers in the business of all types of Garments, Terry Towels,

Ties, Shoes, Home Furnishings are the esteemed customers of Kailash Ribbons. When

7
 KRF started in 1962; it was the smallest label manufacturing company has since grown

steadily, from one machine to 50 German & Swiss looms. There are more than 75

Players in the industry. But KRF leads I terms of latest technology, its R&D, market

share and rate growth. This is the story of company’s pioneering spirit and

determination to stay ahead in a highly competitive market, constantly challenged by

imported products. KRF - The Founder & Leader in Conceptualization of "Under One

Roof" concept As the industry grew over the past decade so did KRF ltd, which is

today no longer just a label manufacturer but a multi product-Garment accessories

manufacturer capable of offering a one-stop solution for your entire accessory needs.

Equipped with world class technology and unmatched infrastructure KRF is proud of

its achievements and looking forward to achieve the ultimate goals.

1.22 Functional Area- As KRF is a national manufacturing company, having customers

from all over the world so in order to decrease the complexity of work it has expanded

and specialized itself into different functional departments like Marketing, HR,

Finance etc and these departments are responsible for the activities mention below:-

1.221 Marketing- This department looks for all the activities related to promoting and

selling of product including marketing research and advertising.

1.222 Human Resource- HR department work for all the issues related to human

resource which is people working in the company. It ensures the right person at

right place for right time with proper training and optimum motivation in perfect

work conditions.

8
 1.223 Finance- This department is responsible for optimum utilization of monitory

funds. It keeps the record of each and every transaction done and is responsible

for presenting records to the stakeholders.

1.224 Production- Production department is responsible for all the activities related to

converting raw materials into finished goods. It includes inventory management,

logistics, and maintenance of inventory.

1.3 Company’s Vision and Mission

1.31Company’s Vision- Our vision is to compete globally and providing competitive edge

over others by constantly delivering unequalled value and services to your industry. We

manufacture Oeko – Tex products like Woven Polyester Labels, Cotton Labels, Printed

Labels, Polyester Buttons and Polyester Sewing Threads.

1.32 Company’s Mission- Our ambition is to provide to our esteemed customers like you, all

the trims and accessories under one roof and our tradition is to provide you humble,

efficient and dedicated services.

1.4 Product Range of Company

Figure No. 1- Figure No. 2- Figure No. 3- Figure No. 4-

Woven Label Printed Label Poly Bags Hang Bags

9
 1.41 Books

1.42 Woven Label

1.43 Printed Label

1.44 Hangtags

1.45 Barcodes and Stickers

1.46 Tapes

1.47 Polyester Buttons

1.48 Poly Bags

1.49 Cords and Webbings

1.5 Size of Organization

1.51 Total Number of Employees- Around 1600 employees in all the branches

1.52 Annual Turnover- Rs. 50 - 100 Crore

1.6 Organization Structure – KRF’s organizational structure is divided into four departments

and those departments are further divided into different branches. Then every branch has

regional head under it and the regional head is backed by managers and its team. The

structure of KRF is functional in nature. It has been tried to make the structure quite easy, so

10
 to minimize the gap of different level because the main activity or KRF is production, which

is performed at lower level. So, companies want to create maximum link with lower level. In

this way the flow of information including transferring of information, implementation of

policy, suggestion and grievances etc will be transferred easily and this will boost the

production capacity and improve quality.

Figure No. 5- Organization Structure of KRF Ltd

1.7 Market Position

KRF, with the help of advanced German technology and fine quality of work, was able to

capture more than 50 percent share in the Indian market at one time with its major

11
 competitors including Kohinoor pvt. ltd and Choudary labels ltd. But in recent years due to

the death of founder S K Chaudhary, company has faced much decline in industry and has

missed its spot in industry. Since KRF is again heading upstairs with the hard work and

determination, so the day is not so far to become a market leader again.

1.8 Leadership of KRF and Interacted Persons

Name DIN/PAN Designation DOA

Prithvi Raj Sawhney 00479969 Director 26 February, 2005

Prateek Chaudhary 02676724 Director 30November, 2010

P.R. Chaudhary 00057234 Director 12 February, 2014

Table No.1- Directors of Organization

Name Designation

Sanjay Mehta Marketing Head

Vaibhav Maini Production Manager

Ajay Chawla HR Manager

Pankaj Jaiswal Supervisor

Table No.2- Interacted People in Organization

12
1.9 Objectives of Study and Research Methodology

1.91 Objectives

1.911 To understand the working of company.

1.912 To understand the ways or methods of training and development performed in the

company.

1.913 To evaluate benefits and limitations of training and development.

1.92 Research Methodology- KRF is a production company, which produces items like

ribbon, label, hangers etc and this work is majorly performed by low level staff like

laborers, machine operators etc. So, my main research was on training of the employees

which are working at a lower level and for that I have asked questions, talked with their

supervisors, observed them and had collected data from internal sources. Also, I have

asked questions to some of my superions about the training and development

programmes at middle and top level and their methods of working, their level of

satisfaction and views about superiors have taught me about the effectiveness of training

and positive or negative change in their work performance.

13
 Chapter- 2

SWOT ANALYSIS OF THE COMPANY

2.1 Strengths and Weaknesses of Company

2.11 Strengths

2.111 Production Technology- As mentioned earlier KRF was the first company in

India which brought German technology back in 2004 and even now, competitors

are using traditional or obsolete technology. This is the major strength by which

the company is able to do fine and fast production and this is the reason of leading

market from a very long time. Now company is looking for more German

machines due to increase in demand.

2.112 Proper Training and Development- For proper utilization of resources and to

have fine production, it is the policy of KRF to give proper training to workers

until they get expert in their work. Also, various sessions are conducted time-to-

time to increase effectiveness of work.

2.113 Quality Control- Company always shows more importance to quality of work and

for that it has appointed a lot of supervisors which checks the work on the regular

basis and managers too check work in some interval of time.

2.114 Good Working Conditions- Many times companies does not maintain good

working conditions including cleanliness, sanitation etc especially in the working

14
 area of labor but in this company these conditions are very well maintained and

laborers or workers are quite satisfied with this initiative

2.115 Large Market Share- Due to the fact that KRF provides on time service at

optimum price and due to its advance technology, the company is able to capture

large market share and is well known in the market for its products

2.116 Low Cost Manufacturing- KRF is able to decrease the cost of its products due to

the fact that generally it get large orders and eventually with the help of its latest

technology it is able to utilize its resources effectively.

2.12 Weakness

2.121 Mutual Disputes- After talking to employees and realizing things going in the

organization, we get to know that there are some disputes or conflicts going in the

organization due to the issue of authority and responsibility between some top

level or middle level managers. So, this thing is actually making the roots of

organization weak.

2.122 Unsatisfied Employees- Due to the reason mentioned above that managers are not

working in a unite way, this is causing a kind of imbalance in the organization and

that is also affecting the lower level of organization as their needs are not fulfilling

and this is causing a lot of problems in the overall productivity of organization.

2.123 Traditional Methods- Some areas of organization are still using traditional

methods for performing their work like staff is appointed to fill ‘in’ and ‘out’

15
 details of employees and for simplicity they can have finger sensors and also for

recording of inventory they still use pen and paper instead of using a PC and

software. So, this is kind of taking a lot of their time and man power and

increasing the chances of manipulation and miss happenings.

2.124 Over Supervision by Superiors- Supervision is a very good activity when done in

limit and we know excess of everything is bad. It has been observed that many

times managers do a lot of supervision upon the workers which actually ends up

creating a lot of frustration in the mind of workers and eventually acts as de

motivation and loosing tendency to work.

2.2 Opportunities and Threats of Company

2.21 Opportunities

2.211 Reformation of Organization Structure- We have already discussed about the

problems happening in between upper level managers regarding responsibility

and authority. So I think this is the best time to go for reformation of organization

structure and right time to clear the authorities according to responsibilities. This

will not only resolve the conflict but it will impact the overall productivity of the

organization.

2.212 Mutual Settlement with Labor Union- The deviation in the goals of individual

to the goals of the company has power to make all the roots of company weak and

16
 it can transform into a very horrible result, so in order to cope up with this it is

compulsory to cut the root up in the early stage which is by talking to labor union

and finding a way which is mutually agreed.

2.213 Introduction of Modern Recording Systems- A good company always look for

long term goals, it may cause them a lot of expenses in the early stages but after

some time it bears sweet fruits. So, there is a need of mandatory change in the

technology which will make some time consuming tasks consume less time and

that will be very useful in long run like installing finger sensors etc.

2.22 Threats

2.221 Decrease in Working Capacity- It is important for the company to work with

above mentioned weakness because if the change does not came with settling

mutual disputes and employee satisfaction, then the company will end up

decreasing the work capacity which can push it backwards.

2.222 Loosing Competition- There are some firms which are in great competition with

KRF. So if the company does not improve its internal environment then very soon

it will be out of the competition and then out of work.

2.223 Strikes and Violence- There are many incidents happen in the company when the

managers ignore employees and sometimes even their salary get delays and that

has made the labor union burst up sometimes. So if this problem does not settle

soon then it may lead to a major problem like strikes, violence etc

17
 2.224 Increase Turnover Ratio- Due to unsatisfied needs, workers will definitely lean

onto other jobs and they will not think twice to change jobs for few pennies.

2.225 Bearing Huge Losses- Now when production is getting slow, work is getting shut

down and experienced staff is leaving, it will definitely leads to mega loss and in

worst conditions, it can also lead the business to shut down.

2.3 Best Practices/USPs- A unique selling proposition (USP, also seen as unique selling point)

is a factor that differentiates a product from its competitors, such as the lowest cost, the

highest quality or the first-ever product of its kind. A USP could be thought of as “what you

have that competitors don’t.”

2.31 Marketing- As the company deals in the niche market where the customers are

generally the companies and therefore marketing team instead of focusing on any kind

of media advertising, focuses on personal selling and providing samples to its customers.

2.32 Finance- To ensure effective utilization of monetary resources, finance department does

not facilitate finance without analyzing needs and budget sets up only after consulting

with different department heads so to have effective utilization of resources.

2.33 HR- This department ensures proper training and development and takes care about need

and development of employees, their working environment. It includes performance

appraisal, recruitment etc. The unique thing about this department is that it continuously

checks the working of employees and try to train employees instantly when find any

error.

18
 2.34 Production- This department includes supervisors who are responsible for guiding and

checking laborers, technicians which make all the machines work properly. The main

strategy of this department is to work effectively regardless of time and money.

2.34 Inventory Management- This department is responsible for issuing inventories by

recording the details of employees and after completion of work they make sure that

every department has deposited their respective tools back.

2.4 Variation of Practices Comparing Class Room Study

2.41 No Initiative taking- We have been taught that taking initiative by every employee is a

very important activity in any organization and it is important for every manager to

promote initiative taking because it helps in generating new and innovative ideas which

helps the upper level to make policies in an effective way. But in the company, after

observing people for some time, the result was quite opposite because everybody

indulge in their work, shutting their mind and mouth up and ignoring problems and

complexities.

2.42 More Importance to Individual Interest- After asking employees few questions about

common interest, their answer came to be quite hoggish and that was totally opposite

what we have been taught about principle of subordination of individual interest.

2.43 No Scientific Thinking- There was no scientific thinking at all, by observing them for

about two months, the conclusion is employees were working on the same kind of work

19
 again and again, not changing even a step movement. Also, there was no change in the

daily productivity.

2.44 Informal Behavior- Their way of behaving with each other was quite informal and

sometimes even with superiors. So, this was quite astonishing watching them behaving

in that particular way.

20
 Chapter- 3

FUNCTIONAL ANALYSIS OF THE COMPANY

3.1 Marketing- It is the action or business of promoting and selling products and services. It also

includes surveying, researching market and understanding needs of the market so to innovate

and create something new according to the need of customers.

3.11 Product Designing- Product design is the way you arrange the features and benefits of

the product to be presented to the customer. The design can be a benefit in itself the

main activities of the KRF are label making, printing etc where its maximum buyers are

the large companies which generates large orders. So, for that the planning of product is

more customized rather to have personalized planning. The product planning includes

the involvement of its customer desires and needs.

3.12 Pricing- Price is the value that is put to a product or service and is the result of a

complex set of calculations, research and understanding and risk taking ability. A

pricing strategy takes into account segments, ability to pay, market conditions,

competitor actions, trade margins and input costs, amongst others. So now, the company

operates in the oligopoly market where customers are more and sellers are less which are

operating in the great competition. So in order to maintain market share it is important

for the company to set prices by watching the prices of its competitors. And also, the

pricing strategy changes according to the capacity of order and kind of relation with

customer like if the order is large then eventually it will lead to mass production that will

result in low cost.

21
 3.13 CRM- Customer Relationship Marketing is a business process in which client

relationships; customer loyalty and brand value are built through marketing strategies

and activities. CRM allows businesses to develop long-term relationships with

established and new customers while helping streamline corporate performance and for

this KRF has a team which records all the necessary details of customer, which they

receive by the form filled by customer during the transaction. That form includes some

of demographic details, some questions to understand the customer and their liking and

disliking. Also, this staff is also responsible for notifying customers regarding new

products and designs. It also greets customers on festivals so to let them know that value

this relationship.

3.14 Promotional Policies- It refers to any type of marketing communication used to inform

or persuade target audiences of the relative merits of a product, service, brand or issue.

The aim of promotion is to increase awareness, create interest, generate sales or create

brand loyalty and for that the managers of the company visit different companies and

present them the method of working, the advance technology they have been working

upon and the successful past, in this way the promotional of goods done here.

3.2 HRM- Human Resource Management is the process of recruiting, selecting, inducting

employees, providing orientation, imparting training and development, appraising the

performance of employees, deciding compensation and providing benefits, motivating

employees, maintaining proper relations with employees and their trade unions, ensuring

22
 employees’ safety, welfare and healthy measures in compliance with labor laws of the land.

KRF has a separate HRM department which works upon all the above mentioned activities.

3.21 HR Planning- The Human Resource Planning is the process of finding the right

number of people for the right kind of a job, at a right time and the right place, by

forecasting the organization’s demand and supply of human resources in the near

future. This is the practice done by the middle level staff of the company by consulting

with lower level managers.

3.22 Recruitment- The process of finding and hiring the best-qualified candidate, from

within or outside of an organization, for a job opening, in a timely and cost effective

manner. The recruitment process includes analyzing the requirements of a job, attracting

employees to that job, screening and selecting applicants, hiring, and integrating the new

employee to the organization. Maximum employees in KRF consists of laborers so their

recruitment is done by the lower level managers which does not consist formal

interview, they look for skills, experience etc. But for the managerial post there is a

formal interview with two or three rounds taken by the managers of different posts.

3.23 Selection and Induction- It is the process of evaluating candidates for a specific job and

selecting an individual for employment based on certain criteria. Employee selection can

range from a very simple process to a very complicated process depending upon the

level of candidate like for low level workers the selection is quite simple and for

managerial staff or technical staff it is much complex.

23
 An induction program is the process used within an organization to welcome new

employees to the company and prepare them for their new role and in our company this

is done by the first head of employee like in case of labor it is done by supervisor.

3.24 Industrial Relations- Industrial relationship is about the relationship between an

employee and management. Industrial relations has become one of the most delicate and

complex problems of modern industrial society. Industrial progress is impossible

without cooperation of labors and harmonious relationships but in the company due to

some reasons, the mutual relation between the laborers and managers had gone bad but

now the organization is realizing that problem and trying to improve that because in

order to get success, it is very important to create and maintain good relations between

employees and employers.

3.3 Production and Operations- It is all about the transformation of production and operational

inputs into outputs that, when distributed, meet the needs of customers. As it is the main

activity of the company so they put their maximum focus upon this department.

3.31 Production and Procurement Planning- Production planning is the planning of

production and manufacturing modules in a company and in our company this planning

is done by the production manager along with supervisors by taking into consideration

the resource allocation of activities of employees, materials and production capacity, in

order to serve different customers.

24
 After the planning of production then comes the procurement planning. It is the process

of deciding what to buy, when and from what source. During the procurement planning

process the procurement method is assigned and the expectations for fulfillment of

procurement requirements determined.

3.32 Supply Chain Management - SCM is the broad range of activities required to plan,

control and execute a product's flow, from acquiring raw materials and production

through distribution to the final customer, in the most streamlined and cost-effective

way possible. In the company it is the work of supervisors who coordinates with

marketing department via production manager regarding targets to be produced so to

match the demand with supply. It is important for the company to maintain some stock

in case of some emergency which is stores in store house commonly known as

‘Godown’ in company but excessive storage of finished goods is also harmful so it is

compulsory to have balance.

3.33 Inventory Management- Inventory management is a component of supply chain

management that involves supervising non-capitalized assets, or inventory, and stock

items. Specifically, inventory management supervises the flow of goods from

manufacturers to warehouses and from these facilities to point of sale. KRF produces

two kinds of products one, which are produced after the placement of order like labels

and tags. These kinds of products do not need to be stored for much time in warehouse.

Two, are those products which are transferred to the wholesalers and some quantity of

these products is always stored in the warehouse in order to meet and emergency. This

25
 storage is based on a particular percentage of monthly sales and has been researched by

the production manager.

3.34 Quality Control- QC is a procedure or set of procedures intended to ensure that a

manufactured product or performed service adheres to a defined set of quality criteria

or meets the requirements of the client or customer. In the company the quality check is

done by two people, one is the supervisor who continuously checks the product by

comparing that with standards and if any deviation arises, he guides worker.

Sometimes, like in a week, product manager takes round on working area to check the

work and then he checks the product, judge the quality and gives feedback.

3.35 Maintenance Practice- In industry, total productive maintenance (TPM) is a system of

maintaining and improving the integrity of production and quality systems through the

machines, equipment, processes, and employees that add business value to an

organization and for the companies like KRF it is a very important field because here

the whole work is dependent on production. If there is no production then there will

eventually be no other department. So in order to let the organization work smoothly, it

is very important to have maintenance of all the equipments and machines.

3.4 Finance- This is the part of an organization that manages money and liquid assets. The

business functions of a finance department typically include planning, organizing, auditing,

accounting for and controlling its company's finances. The finance department also usually

produces the company's financial statement which shows the overall productivity in a

particular time.

26
3.41 Analysis of Balance Sheet - A balance sheet, also known as a "statement of financial

position," reveals a company's assets, liabilities and owners' equity (net worth). If

someone is a shareholder of a company, it is important for him to understand how the

balance sheet is structured, how to analyze it and how to read it. Now, the balance

sheet of the company is always shown out at the end of financial year by the finance

department. This also, helps further in the formulation of budget. As per the balance

sheet of KRF the total paid- up capital in INR is 7.92cr. The company also secured

loans amount of 53.01 cr. The last Annual General meeting of the company, per our

records, was held on 30th September, 2017 and last balance sheet was prepared on 31st

March, 2017.

3.42 Trading Profit and Loss Statement- Profit & loss account is an account, representing

the actual profit earned or loss sustained by the business during the accounting period.

It is prepared to ascertain gross profit for the period. The company has seen a sudden

decline in profits in recent years due to the change in top management and the passing

of chairman SK Chaudhary, who was the key person behind uplifting the company.

3.43 Cash Flow Statement- A cash flow statement is a financial statement that provides

aggregate data regarding all cash inflows a company receives from its ongoing

operations and external investment sources, as well as all cash outflows that pay for

business activities and investments during a given period. So, the cash records of the

company are duly maintained by the finance department and then presented at right

time. KRF always maintains enough cash to face any adversity or emergency.

27
3.5 Use of ITes

3.51 ERP Systems- Enterprise Resource Planning (ERP) is business process management

software that allows an organization to use a system of integrated applications to

manage the business and automate many back office functions related to technology,

services and human resources. The company is using this software to integrate all the

branches with the main branch located in Delhi.

3.52 Web Based Technologies- Web technology refers to the means by which computers

communicate with each other using markup languages and multimedia packages. It

gives us a way to interact with hosted information, like websites. Web technology

involves the use of hypertext markup language and cascading style sheets. The

company has very advanced website where all the details regarding products is

available. Currently, the orders can be placed only offline but company is going to

provide online facility of placing orders through its website.

28
 Chapter- 4

TRAINING AND DEVELOPMENT PRACTICES AT KRF LTD

Training and Development is a subsystem of an organization which emphasize on the

improvement of the performance of individuals and groups. Training is an educational process

which involves the sharpening of skills, concepts, changing of attitude and gaining more

knowledge to enhance the performance of the employees. Good & efficient training of

employees helps in their skills & knowledge development, which eventually helps a company

improve.

Training is about knowing where you are in the present and after some time where will you reach

with your abilities. By training, people can learn new information, new methodology and refresh

their existing knowledge and skills. Due to this there is much improvement and adds up the

effectiveness at work. The motive behind giving the training is to create an impact that lasts

beyond the end time of the training itself and employee gets updated with the new phenomenon.

Training can be offered as skill development for individuals and groups.

KRF has around 800 employees in one branch out of five, which includes more of low level staff

including workers, laborers, machine operators etc because this is majorly a production company

and for this reason it is mandatory for company to maintain quality of product, which is only

possible when production staff is working in their full potential. So, this very important for

company to help employees in sharpening their skill and that is possible with the help of

continuous training. Here, we will discuss about the training process and methods adopted by the

company for low level staff as well as for managerial staff.

29
4.1 Relation between Training and Development

Most of the times, we get confuse between these two terms. So, before going to the main

topic it is very important to understand the difference between training and development.

There is a relation between training and development, and there is clear difference between

the two based on goals to be achieved.

Training Development

Training is meant for operatives Development is meant for executives

It is reactive process It is pro- active process

To develop additional skills To develop the total personality

It is short term process It is continuous process

To meet the present need of an employee To meet the future need of an employee

Initiative is taken by the management Initiative is taken by an individual.

Table No 3- Difference between Training and Development

4.2 Training Process at KRF

30
In KRF, training is mainly conducted at the joining of employees and laborers, and sometimes

half yearly or yearly to teach the new ways or methods which are developed by analyzing

market. There are various steps in this process which are performed by different level employees

for the implementation of the training which are as follows:-

Step-1 Determine the needs of training and development- In company the decision of

initiation of training process lies in the hands of human resource department, which

takes this decision by consulting with the supervisors or with the performance evaluator

of the employees who need training for example in case of the training of workers or

machine operators, the decision lies in the hand of supervisor and HR department

mutually. Normally, training is conducted in three situations:-

- Joining of employees- Majorly, the training is initiated at the joining of employees or

workers because as we talked before, KRF is a company whose value is totally based

on the quality which it is providing to its customers and for that employee’s

performance plays a very important role. So it is the policy of company to give training

first, to the employees and then let them continue with their job. The duration of

training at this point is mostly fixed but sometimes due to employee’s leaning ability, it

changes like in case of machine operators, the normal time of training is 2- 3 weeks,

where in 4-5 days the supervisor teach and then he evaluate employee’s performance

for the rest of days.

- Deviation in performance- This means decrease in the quality or quantity of work as

compared to preset standards. At all the working levels whether it is lower level or

middle level, in KRF checking is always there. But this checking is quite frequent at

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 bottom level which includes production of goods. So, it is the responsibility of

supervisors to ensure work done and if he finds any major negative change in a

particular number of workers say 20, then he reports to the upper level to seek

permission for initiating training. Small deviation is ignored and when there are a very

less number of employees creating problem then they are taught at the same spot. The

time of this kind of training totally depends upon the kind of deviation in the work.

- Change in environment- Today’s environment is very dynamic, it is changing very fast.

So, for company it is very important to keep an eye on external factors like,

competitors, law and legislation, government policies etc. Any major change leads to

training of employees, but in the company it has been observed that change in external

mostly affects the work of middle level staff or higher level staff which include

managers, policy makers etc. The production part goes with the same methods and

work for long time as here most of the work is done with the help of machines and

machines have their own limit. So, this kind of major environmental change leads to

training of these kinds of employees.

Step-2 Establishing specific objectives & goals- After realizing the need of training, it is

important for the managers or supervisors to realize the problem and then to form an

objective or goal which simply gives the direction and specifies a clear path for solving

this problem. Now, the objective for different level can be different, formed and

implemented by different people.

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 - In case of workers, machine operators etc; the objective remains same for most of the

time, unless there is any major change in working of company. This objective is

formulated with the mutual consent of supervisor and manager.

- In case of managers and middle level staff, the goal or objective is majorly determined

by the departmental head and sometimes top level staff is also involved and for this

objective formulation, a meeting is arranged which includes experts and department

head. They all put their views and find a mutual objective or solution.

Step-3 Selecting ways or methods of training- There are different methods at different levels,

adopted by company to meet the training needs. The kind of training differentiates both

vertically and horizontally. This means there are different methods of training for

different departments and different methods for different level like at the workers level,

coaching or supervision method is adopted in most of cases and at the middle level, we

have seminars, lectures etc. The method of training changes according to the situations

like for new employees, coaching method is adopted etc. These methods are discussed

further in detail.

Step-4 Conduction of training- Now, this is the time when actual work starts, here training is

initiated and before that it is the responsibility of head to gather all the resources which

includes tools, machines, trainers, location is also necessary. In most of the cases of lower

level employees training is conducted at the same place but for middle level employees

many times sessions are arranged, management activities etc which include separate

place. Then finally, training is conducted.

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Step-5 Evaluation of performance- Now finishing of training does not mean work finished but

here, the main work of evaluators start because KRF spends a lot of money on training,

so it is the responsibility to evaluate the return on expenditure. In case of more

expenditure, the panel consults and makes necessary changes in the training. Here are the

ways by which initiate evaluation process

- Direct observation by superiors- After the training of employees, superiors usually judge

the changes in behavior and skills by the help of tests, managerial activities etc. In case of

workers, supervisor observes them performing the work.

- Feedback from employees- Self realization is more important both for company and self

motivation. Therefore, even after tests or observation superiors take feedback from

trainees so judge the actual benefits of training.

- Evaluation of final results- Now, here company directly evaluate the final performance of

workers by taking their final output into consideration and same with the managers by

evaluating their performance on work.

4.3 Need for Training and Development

Though for KRF, training and development of employees is a costly activity as it requires a

lot quality inputs from trainers or supervisors as well as for workers. But it is essential that

the company revises its goals and efficiencies with the changing environment. Here are a

few critical reasons why the company endorses training and development sessions.

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43.1 When management thinks that there is a need to improve the performances of

employees- Employees and workers are like the blood in body, so when the blood

circulation is good then the performance of body will be good. That is why managers

keep on monitoring employees and evaluating their performance so to find deviation

in performance that will be rectified or improved by conducting necessary training.

43.2 To set up the benchmark of improvement so far in the performance improvement

effort- Training and development is very important for an organization to improve

the working of employees and to achieve the organization goals. Performance of

employees is directly proportional to the performance of company so to achieve

organizational goals it is important to have continuous improvement in employees

performance.

43.3 To train about the specific job responsibility- When an employee joins company

the assigns a work which is different from other employees and every work has a

certain a skill to perform. That skill requires separate training for better performance.

For example skill of an accountant is quite different to that of repairman and both

need separate training.

43.4 To test the new methodology for increasing the productivity- In this dynamic

environment no company can survive without having innovation and without

developing new methods and for those methods there is a different methodology to

adopt by employees, trainees by professionals.

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4.4 Importance of Training and Development in KRF

For KRF to keep improving, it is very important for the company to have continuous

training and development programs for the workers and employees. Competition and the

business environment keep changing, and hence it is critical to keep learning and pick up

new skills. The importance of training and development is KRF are as follows:-

44.1 Optimum utilization of Human resources- As the major activity of the company is

production and cost of product is a major factor which lets the company compete in

market. So, it is very important for the company to minimum cost possible and this is

only possible by effective utilization of resource, which after study have realized as

directly proportional to the training of employees

44.2 Development of skills- A skilled employee always work three times faster and

effective to that that is unskilled. This is the reason of KRF putting efforts on training

of employees and for that reason, whenever an employee joins the organization; he

starts his work before few weeks training in order to develop working skills.

44.3 It increases the productivity- For a production company, it is very important to have

the best possible productivity and that is only possible when the workers producing

goods are fast and skilled. In this way for increasing productivity training plays a

magnificent role which teaches employees the best possible way of doing a work.

44.4 It provides the zeal of team spirit- Now, when everybody by receiving the same

training, work in a monotonous way, will eventually let every employee have a same

share of work. This makes them have zeal of team spirit.

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 44.5 To improve quality, safety- KRF is mainly a production company, so for it, there are

two major things which it cannot ignore, one is quality of product and other is the

safety of employees. It is only possible when there is proper training for workers. With

the help of training can boost up their production and also if they have not provide with

proper training, then it can be dangerous for their life because production area have a

lot of such machines which can turn dangerous, if not effectively used.

44.6 To increase profitability- As proper training lead employees to work in an effective

way this not only boosts the quality of the product but also decrease wastage. This leads

to increase in sales which increase the profits of the organization and effective

utilization of resources makes the product cheaper which boosts the profits of company.

44.7 Improve the morale and corporate image- With the help of proper training, company

is able to increase the inner satisfaction and desire of working and with this not only

employees an work in a better way but where ever they go they talk about the

satisfaction which they gain from company. It increases the good image of corporation

and people get positive thoughts about company.

4.5 Disadvantages of training and development

Even though there are several advantages, some drawbacks of training and development are

mentioned below:

45.1 An expensive process- It includes arranging the correct trainers and engaging

employees for non-revenue activities. Though, many times employees end up getting

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 very little and the skills they learn are temporary. That is why many times training

results in huge losses.

45.2 No initiative by employees- Training is conducted only for employees but what, when

they do not put any effort to attain that skill or get absent, mentally. This is what

happen maximum times, employees pay no attention in managerial games, seminars

etc. This is the major problem with training

45.3 Leaving organization post training- There is a risk that after the training and

development session, the employee can quit the job. One of the managers of KRF

revealed that one out of ten employees leave organization after attaining skills and this

more common with the low level jobs.

4.6 Training Methods used at KRF

46.1 Coaching

Coaching is method of training of employees to let them improve their skill and to

perform the job in a better way. This training is done mainly to train the employees

who have recently joined. These employees include workers, machine operators etc,

and people basically join the company for lower level work and lower middle level.

This training takes the time of 2-3 weeks and this type of training is conducted by

supervisors and sometimes by team leader. This training is done at working area itself,

on the actual working machines. There were no dummy machines to practice upon.

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Post coaching, evaluation was to be done to check whether the workers are working

under due standards.

Figure No. 6- Methods of T&D at KRF

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46.2 Job Rotation

Job rotation is the process of training employees by rotating them through a series of

related jobs. In KRF this practice is done only on low level jobs and the jobs which are

not much complex and technical in nature.

There were, for instance, three machines A, B and C. The laborer was once supposed to

work upon machine A, then on B and later on C. This offers the workers a chance to

explore different tasks and everyone gets the opportunity to show their caliber.

It has been observed that worker’s turnover rate is higher in the industries offering low

level tasks; hence the job rotation technique has proved its importance. Rotation not

only makes a person well acquainted with different jobs, but it also alleviates boredom

and allows to develop rapport with a number of people. Managers’ assure that the

rotation is logical.

46.3 Observation

This is a kind of training where employees learn skills by watching trainers while

working. In KRF this kind of training is done at both lower and middle level but for this

training work has to be non technical and less complicated. For example at lower level

non-technical working like inventory movers, learn in this way. The usage of this

method is very high because firstly this method is very cheap, at almost no cost and

then trainees learn the exact way at how they have to perform.

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46.4 Mentoring

In the company there are certain skills which cannot be taught in 2 or 3 days, but it

requires continuous development .Unlike coaching, mentoring can last for a month or

more. Therefore, focus in this training is on the development of attitude. It is more of

development and not exactly the training. It is the long term plan for the constant

betterment of an individual. It is used for managerial employees. Mentoring is always

done by a senior previously employed person. There is one mentor for 10-12 working

people. Mentoring has not only improved the working capabilities, but also the personal

skills. The workers have now become more interactive and open to share feedbacks and

suggestions. They have started taking interest in the company welfare schemes. There

seem to have fewer cases of grievances and conflicts. Employee- employer relation has

now become more transparent.

46.5 Hired Professionals Coaching

No company can run fluently with the already existing staff. They need to have

professions who could guide the recently employed workers. The company often hires

professionals from professional firms or institutions. They are generally highly paid and

hired mainly for a particular task and for a shorter span of time. The main objective of

hiring the professionals is that they are well awarded of the technologies and schemes

running nationally. This helps the company gain the experience from the experienced

ones. Workers get to learn beyond the scope of one single company. They get a better

exposure.

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46.6 Group Discussions

For a company to work uninterrupted, there need to have a co-ordination between the

views of different people. The decision need to be in collaboration with the views and

suggestions of everyone. Everyone has to equally contribute in the process of decision

making. For this, the ultimate weapon is the group discussion. All the employees sit

together and participate in the discussion for the betterment of the company. The

company gets its work done smoothly and with consideration of everybody’s opinions.

46.7 Understudy Assignment-

Understudy is basically the person who replaces any staff in their absence. Understudy

training is the process in which superior instructs the staff by considering them as an

understudy. The staff then learns from the senior by observing and experiencing to

handle day to day tasks. This method is used at managerial level, only for selective

employees who seem to be more capable for senior positions. This method goes for

long time and here the training is mostly unstructured, evaluation or controlling of

results is again less. Thought, newly promoted managers to senior positions, have

observed much simplicity in learning new post skills, using authority and fulfilling

responsibilities. According to trainees of KRF, this method not only helps trainees but

trainers also in sharpening their skill. So, due to these advantages and being very cheap

in nature, this method is widely accepted.

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46.8 Case Studies

Case studies are complex examples which give an insight into the context of a problem

as well as illustrating the main point. This is mainly used for marketing employees so

that by understanding their mental capacity and way of approaching customers,

manager can let them have necessary changes in their work. This method helps

employees to learn right way of dealing with customers and this method is very

important for KRF because it has very limited market, so company do not want to lose

their potential employees, due to some bad marketing or selling activities. So, before

employees approach customers, marketing manager ensures that team is not doing any

major mistake.

46.8 Manual Reading

It is method where company provides some written material including instruction

booklets which helps not only trainees but trainers also in understanding some basic

details about basic details and methods of job performing. This method is mostly used

in finance and human resource department to teach them some basic criteria of the job.

There is one necessity for this method, which is to ensure that the study material is not

much complex to understand otherwise it would lead to deviation in work done to the

work required

46.9 Conferences

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 In KRF lectures and conferences are organized half yearly for the key employees of

different branches of company which includes departmental heads, top level

employees. This session is mainly conducted by the CEO or director. The main purpose

of this is to present strategies, policies, research and development programs etc. This is

more like a general communication between employees where everybody takes

initiative to present views, ideas and obstacles in work. After this, it is the duty of those

key members to communicate the same thing with the employees or managers of their

particular branches. It is also conducted in at departmental level to teach employees of a

particular department.

46.10 Hire Experts

This method of development is for upper middle level and top level employees which

include directors departmental headed etc. This method is almost same as previous one

but here the designation of trainees is very high and they charge very high fees for that

like in the month of July an IIM Bangalore's senior faculty member was invited to a

development session for CEO and some upper level managers, he charged 2.5 lakhs for

a two days or 16 hours session. In the same way, many times these professionals are

hired to increase the executive skills like effective planning, strategy making etc and

has been realized that these sessions always lead to positive changes which eventually

leads to boosting up the profitability and prosperity of organization.

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 Chapter No - 5

LESSON LEARNT DURING INTERNSHIP

5.1 About experience in KRF

KRF is a production company which produces label, hanger, buttons, handbags etc. Most of

the staff is engaged in production activities and remaining staff includes providing services

of proper utilization of produced goods. I had performed two major tasks in KRF, one was to

record the workers detail which includes their timings of work, the machine they are

operating etc and show those records to my superior. The other work was to note down the

number of goods produced and give those details to superior and along with this; my superior

did give me a lot of works including transferring files to other people, transferring

information to subordinates etc. During my work I have analyzed that the environmental

conditions were quite good like proper management of inventory, fixed no. of working hours,

proper placement of tools and inventory and also the basic facilities like cleanliness, proper

ventilation, purified drinking water etc were excellent. The mutual relation between workers

was very good, they were supportive, cooperative to each other and they had a sense of unity

between them. This was the first time when I watched the way of supervising people and

controlling them. Machine operators and production labor had a bit fear of their superiors.

There were some things which were going against the management principles like while

interviewing workers I get to know that the had not received their salary till ten days after

commencement of new month because there were some issues at top level. Except 60 out of

86 workers did not have secured jobs, which was totally against the principles of

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 management. Except this, everything was quite impressive. Every person to whom I

interviewed was cooperative and I easily gathered all the information regarding my study.

Through my first head I got to know a lot of things regarding the way they deal with

subordinates and superiors, he also taught me the difference between the skills we need at

managerial level to the skills which we learn in school and college. All people to whom I

worked with were quite cooperative and they did guide me well before I do my work and told

me to ask for help at any time. On the last day, the human resource manager called me and

sympathetically asked me about my project and then asked me for the feedback of working

environment of company and the changes which company may do to make it better. My

overall experience in KRF was magnificent and the company has taught me lot things which

will definitely help me in future.

5.2 Knowledge gained during work

Understanding structure and flow of information- During my internship I have seen a lot of

managers, supervisors, people at different levels and the people to whom they were reporting

their work. I realized how a manager explains policies to supervisors and then supervisor

implement that at working area.

5.21 Corporate behavior- During my work I have seen the employees communicating with

their superiors and the same employees communicating with workers. I realized the

difference in behavior of employees while dealing with workers and managers. At the

time of workers there was a sense of authority, while with managers they are more

humble and sympathetically and their way of approaching was quite formal.

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5.22 Managing labor data- My main job was to record and manage labor data, the data

regarding their working hours, analyzing the machine on which they were working,

number of units produced by them etc

5.23 Realizations of training needs- My topic of research was on training and development.

I talked to laborers, employees, observed their behavior, and interviewed them. This

gave me the knowledge of way to conduct training, need for training employees, the

benefits which the company received from training, different methods of training they

have adopted for different employees etc and few limitations.

5.24 Understanding labor needs- My study taught me that every employee have some

needs and desires which are suppose to be analyzed by the managers if they want to

achieve their goals. Those needs include proper working environment, on time wages

and salaries, security and safety, bonus and praise for achievements etc.

5.25 Supervising people- I had been allotted a work which allowed me to watch supervisors

directing laborers, motivating them and training them. In this way I got a lot of practical

knowledge of supervision.

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 BIBLIOGRAPHY

1. Noe Raymond, (1998), Employee Training and Development, 6 th edition, Mc Graw Hill
Education.

2. http://www.kailashribbon.com/website/ accessed on July 25, 2018 at 15:00.

3. https://m.indiamart.com/krflimited-delhi/profile.html accessed on July 25, 2018 at 16:00.

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