CHAPTER- 1

Introduction

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Introduction

To keep up with the latest industry standards and skills, people need access to effective Training in the
chemical industry. So, if the internship done in the chemical industry, one can observed that employees & the
engineers use engineering principle in manufacturing to produce chemicals. So, there must be safe and proper
procedure for handling the chemicals and manufacturing objects. They must be follow basic rules of safety
and health. So, the training in chemical industry for employees and engineers is more important. To make
them aware about the various safety skills and give the information about employee’s provident fund, pay roll,
etc.

People are the key to success in all types of organizations and Chemical industries do not become exception
to it. Training the mass is the crucial problem the country is facing to meet the demands of Chemical industry.
Getting an employment is not very difficult now a days but remaining in employment has become an uphill
task, as the employee has to be remain fit with knowledge, skills and attitude every time and all times.
Improving the skills and knowledge of the potential employees to make them employable is the target to meet
the needs. The skilled workforce, if not assessed and up kept properly and paid for their performance, has
every probability of choosing another organization. The chemical companies are compelled to adopt strategic
methods to evaluate the skilled personnel. They face the challenge of offering them the opportunity to develop
within the organisation through career prospects and this ads impetus to the study of HRD practices. In the
present study, an attempt has been made to enquire the effectiveness and evaluation of training imparted to the
employees of the Chemical industry. So, basic training must be given to the employees of chemical industry
to make them employable in the organization.

1.1 Definitions of Training

“Training means changing what employees know, how they work, their attitudes toward their work, or “Their
interaction with their co-workers or supervisors.”

Training is teaching, or developing in oneself or others, any skills and knowledge that relate to specific useful
competencies. Training has specific goals of improving one’s capability, capacity, productivity and
performance. It forms the core of apprenticeships and provides the backbone of content at institutes of
technology (also known as technical colleges or polytechnics). In addition to the basic training required for
trade, occupation or profession, observes of the labour market recognize as of 2008 the need to continue
training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People
within many professions and occupation may refer to this sort of training as professional development.

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Many authors have defined training as follows?

1. Jack Halloran: Training is the process of transmitting and receiving information related to problem solving.

2. Mathis and Jackson: Training is a learning process whereby people learn skills, concept, attitudes and
knowledge to aid in the achievement of goals.

1.2 Training in the Chemical Industry:

Training in the chemical industry play an important role in the effectiveness of organizations and to the
experiences of people in work. Training in the chemical industry has implications for productivity, health and
safety at work and personal development. All organizations in the chemical industry employing people need
to train their staff. Most organizations in the chemical industry are cognizant of this requirement and invest
effort and other resources in training. Such investment can take the form of employing specialist training staff
and paying salaries to staff undergoing training. Investment in training entails obtaining and maintaining space
and equipment. It also means that operational personnel, employed in the organization’s main business
functions, such as production, maintenance, sales, marketing and management support, must also direct their
attention and effort from time to time towards supporting training and delivery. This means they are required
to give less attention to activities that are obviously more productive in terms of the organization’s main
business.

However, investment in training is generally regarded as good management practice to maintain appropriate
expertise now and in the future in every chemical industry and other organization. Contributing to training has
long been one of the main concerns of occupational psychology – this is not surprising given that training
involves learning and that learning is a central issue in psychology. Training in the chemical industry or any
other organization is one of the core skills of occupational psychology. People with qualifications in and
experience of occupational psychology have been employed in different capacities in training roles in every
separate department of chemical industry such as manufacturing department, research and development, safety
department, etc. The discipline offers many benefits and perspectives to help resolve training issues and
problems and has also been at the root of many methods and techniques that have now become part of the
routine practices within human resource management. Training specialists must be alert to the wider issues
regarding the problems presented to them and need the skills and confidence to deal with them. They must
understand how training fits into the wider chemical organizational context.
So, basically what is training? Training is the process of assisting a person for enchanting his efficiency and
effectiveness at work by improving and updating his professional knowledge by developing skills relevant to

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His work and cultivating appropriate behaviour and attitude towards work and people. Training could be
designed either for improving present at work or for preparing a person for assuming higher responsibilities
in further which would call for additional knowledge and superior skills. Training is different education
particularly formal education. While education is concerned mainly with enhancement of knowledge, training
aims essentially at increasing knowledge, stimulating attitude and imparting skills related to a specific job. It
is a continuous and life long process. Training in the chemical industry provides an atmosphere of sharing and
synthesizing, with the help of the trainers, the information already available on the subject. Training is a time
bound activity program. Thus there is a separate specialized discipline of trainers socializing in the field of
human activity.

Also, the plant is totally chemical based so the gases from the plant, chemical waste, raw material required for
manufacturing which is very harmful for employee’s health if the proper precaution is not taken during work
and surrounding plant are also chemical plant so that companies harmful gases and chemical is also harmful
for employees health so, health training program also be taken in chemical industry for employees. For the
chemical mixed water a proper water treatment training for the management must be given through the health
training program in chemical industry.

The Government of India has launched two advisory bodies Viz., the National Council for Training in
Vocational Trades and the Central Apprenticeship Council for the apprenticeship scheme under the
Apprentices Act 1961. These bodies give advice to the Government in devising training policies, norms,
standardization of tools and equipment and associated areas. The Apprentices act, 1961 identified 217
industries and nominated 134 trades for apprenticeship training programme. Six Central Training Institutes
were founded at Mumbai, Calcutta, Hyderabad, Kanpur and Ludhiana in order to train craft trainers. The study
group formed by National commission of labour offers comprehensive assessment and suggestions related to
vocational training in India (10).

1.3. Types of Training:

Various types of training can be given to the employees in the chemical industry such as induction training,
refresher training, on the job training, and training for health and safety

1. Induction training: This training is must and which is given in every chemical industry and
organization which is also known as orientation training given for the new recruits in order to make
them familiarize with the internal environment of an chemical industry. It helps the employees to

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 understand the plant layout, facilities, machinery and technical equipment in the particular chemical
industry.
2. Job instruction training: This training provides an overview about the job and experienced trainers
demonstrates the entire job in particular department of chemical industry. Additional training of
particular department of chemical industry is offered to employees after evaluating their performance
if necessary.
3. Refresher training: This type of training is must and it is provided in every chemical industry because
this is a technical era so, there is innovation of new technology in the field of chemical industry. So,
this type of training is offered in order to incorporate the latest development in a particular field. This
training is imparted to upgrade the skills of employees. This training can also be used for promoting
an employee in the chemical industry.
4. Apprenticeship training: Apprentice is a worker who spends a prescribed period of time under a
supervisor. This training is provided in chemical industry for the students of chemical engineering,
B.sc in chemical as a technical training. Also, management and financial training for MBA students
5. Health & Safety training: This is very important and mandatory training in every chemical industry.
Safety of employee is very important in the chemical industry because every employee is dealing with
hazardous chemical, boilers and reactors. So what the basic care and safety should be taken during
work that training must be given to every employee. Also the plant is chemical based so the gases and
chemical are harmful for health of employees so what precaution should be taken that training also
given to the employees.

1.4. Methods of Training:

There are various types of method for training in chemical industry, company, and services. Here are two
methods important methods of training they are as follows.

1. On the job training methods.

2. Off the job training methods.
In this two methods various techniques are used they are as follows.

1. On the job training methods.

a. Job rotation
b. Coaching
c. Job instruction
d. Internship training
e. Health & safety training
f. Laboratory training

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2. Off the job training methods
a. Case study methods
b. Incident method
c. Business games
d. Lectures
e. Simulation
f. Management education
g. Conferences
h. Soft skills

1.5. Needs of Training

To develop the chemical industry and to increase a productivity there is need of training for employees. The
following point define need of training in the chemical industry:

a. To enable the new recruits to understand work in specific department of chemical industry:

A person who is taking up his job for the first time in the chemical industry must become familiar with his
work. For example, if a fresh graduate is appointed as a trainee engineer in the chemical industry he must be
aware about the physical and chemical reaction of component and element and he must be aware about how
to operate the machines and equipment.

b. To enable existing employees to update skill and knowledge in the chemical industry.

Training in the chemical industry is not something needed for the newly recruited staff alone. Even the existing
employees of chemic0al industry may require training. As new innovation and findings in machineries and
equipment take place in chemical industry so, such training enables them to update their skill and knowledge.
For example, existing employee in chemical industry use the tinning procedure for packaging but, chemical
industry adopted new technology of packaging that is canning and paper based packaging so, how to handle
the new machinery and equipment that training must be given to existing employees

c. To enable an employee in the chemical industry who has been promoted to understand his
responsibilities.

Training is essential for an employee who has just been promoted to a higher level job. With an evaluation in
his position in the chemical organization, his responsibilities are also going to multiply. For example if the
graduate is appointed as technical trainee engineer who have to handle his responsibilities in the field of
maintenance and operation after the six month or one year that employee is promoted as a assistant manager
in the field of maintenance & operation by observing his performance and experience.

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 d. To enable an employee to follow the safety.

As, in chemical industry employees are dealing with harmful and hazardous chemical. So, the training must
be provided to handle them carefully and inform them to follow basic safety rules.

1.6. Purpose of training

To provide a training to the employees in the chemical industry there must be particular purpose to provide
the training for the employees. The purpose of training in chemical industry is given below:

a. One of the main purpose of training in the chemical industry is to prevent industrial accidents. This is
done by creating safety consciousness among workers.
b. When the employees in the chemical industry are trained it enables them to achieve the required level
of performance which in turns increases the productivity.
c. Training in the chemical industry helps in increasing the knowledge and skills of technical field such
as how to handle new machines and equipment, also safety techniques as well as management skills
such as leadership, teamwork, motivation of employees.
d. When the employees in the chemical industry are trained it becomes easy for them to adapt themselves
according to the changes made in industry.
e. Training in the chemical industry reduces the cost of supervision in specific technical area. Trained
employees of chemical industry needs less guidance which in turns reduces the needs for supervision.

1.7. Importance of Training

Training in the chemical industry is very important for both employees and organization because it help to
develop the both employees and organization. Following points are given the importance of training in the
chemical industry.

a. Improvement in skill and knowledge of employees in the chemical industry:

Such technical and soft skill training in the chemical industry helps the employees to perform his job
much better in his field. This benefits are very helpful chemical organization.

b. Higher production and productivity in the chemical industry:

If a chemical industry has a team of well trained employees. This well trained employee will help to rise
in production as well as increase in productivity of chemical industry. Productivity is the input- output
ratio.

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c. Job satisfaction for employees in the chemical industry:

Trained employees of chemical industry will be able to make better use of their skill. This increases their
level of self-confidence and commitment to work. If the employees feel that they are doing their work
with proper technique and organization help them to increase their knowledge and skill they must get the
job satisfaction.

d. Better use of resources by the employees in the chemical industry:

Trained employees of chemical industry will be able to make better use of materials and machines. This
reduces the rate of wastage and spoilage of materials and also breakage of tools and machines in the
chemical industry.

e. Reduction in accidents in the chemical industry:

Trained employees in the chemical industry are aware of safety precautions and so they are alert and
cautious because to work in the chemical industry one must need a high level of safety. This is bound to
bring down the number of accident in the works place.

f. Reduced supervision of particular superior in the chemical industry:

In the chemical industry well trained employees do not need much supervision. They can do their work
without having to approach their superior often for guidance.

g. Reduction in complaints by employee in the chemical industry:

“Only bad workers blame their tools”. An employee of chemical industry who has acquired the necessary
skill and job knowledge would certainly love his job.

h. Adaptability by the employees in the chemical industry:

Trained workers and employees in the chemical industry have the capacity to adapt themselves to any kind
of situation. They are odd in crisis management too. This indeed is beneficial for the chemical industry.

i. Scope for management of chemical industry by exception:

With trained workers and employees in the chemical industry are working under managers, it becomes easy
for the managers to get things done by delegating authority. This enables the managers to concentrate more
on important issues confronting the chemical organization.

j. Stability of employees in the chemical industry:

“The employees of today are going to be the managers of tomorrow”. The retirement of key managers may
not affect the stability of a chemical organization if it has a team of trained, efficient and committed
employees who are ever ready to take over management.

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1.8. Features of training

The features of good training programs for chemical industry are as follows:-

1. Clear purpose:

In the chemical industry the objective of the programme should be clearly specified. The training should be
result oriented and should be beneficial for chemical organization.

2. Training needs:

The training needs of employees in the chemical industry should be clearly defined. The methods selected for
imparting the training in the chemical organization should be appropriate and effective.

3. Relevance:

In the chemical industry training programme and its contents must be relevant to the requirements of the job
for which it is intended.

4. Balance between theory and practice:

In the chemical industry good training programme should provide a balanced mix of theory and practice the
theoretical framework should be backed by practical application to provide all round training

5. Management support:

In the chemical industry top management must actively support the training programme so that the training
programme may help the employees to yield better results. Once the employees get the support from
management they can perform their job more effectively.

1.9. Steps involved in training in chemical industry:

Once the chemical industry or organization decided to give the training to employees then there must be
particular or specific steps to give the training in the proper way. The steps involved in the standard chemical
industry are as follows:

a. Step1:

Define the chart part of the chemical organization in which the work has to be done. It is to have a focused
approach of the study. It could either be a particular chemical department, a section, a unit, a specific group or
a staff category.

b. Step2:

Use various data collection measures to collect both qualitative as well as quantitative data.

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c. Step3:

Analyse the entire data collected in order to find out causes of problem areas and priorities areas, which need
immediate attention.

d. Step4:

Priorities the different training programmes according to the responses collected.

e. Step5:

Record and file the entire data so that it can be used for future reference while designing training programmes/
training calendar in the chemical industry.

1.10. Objectives

1. To analyse effectiveness of training programs in Harmony Organics Pvt. Ltd.

2. To know the employee opinion on the training programmes conducted.
3. To give suggestion if any that would improve the training program at Harmony Organics Pvt.Ltd.

1.11. Scope of the Study

The study is consigned to find out effectiveness of training on the employees of Harmony Organics Pvt. Ltd.
The main aim of this research is to find out whether the employees are using the training inputs on the job,
which was given by the trainers from Harmony Organics Pvt. Ltd.

1.12. Limitations of Training

Some difficulties were encountered while doing the project in the chemical industry. The limitations were
listed below.

a) The company have less employees to work i.e. 150 employees.

b) The company is located in rural area.
c) The company have two different location that is company have head office in Hadapsar, Pune and
manufacturing plant in Kurkumbh, Daund.
d) The company have workers with less education.
e) The plant and surrounding companies are chemical based so the harmful gases are dangerous for
workers health.

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 CHAPTER- 2
Company Profile

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2.1 General Introduction:

Beginning with a plant in New Bombay 30 years ago for manufacture of aroma and specialty chemicals,
mainly for the fine chemical industry. The company has made products like phenyl ethyl alcohol involving
use of highly hazardous material like ethylene oxide.

Office in Hadapsar Pune which is fast becoming commercial hub of Pune. In 2006 acquired a 6-acre site at
Kurkumbh MIDC, 70 kms from Pune, Maharashtra, and commissioned a new state-of-the art plant having
total capacity of 2000 taps. The site is ideally located, being part of the chemical hub of Maharashtra, and only
200 kms away from Mumbai. Pune is a knowledge and educational hub and is headquarters of the National
Chemicals Laboratories (NCL) which is the premier research organisation in chemicals set up by Government
of India.

History of long-lasting partnerships with large multinational/ Indian companies like Hindustan Lever Ltd.,
Atul Ltd., Somaiya group & Oriental Aromatics Ltd.

Strong chemical engineering knowledge base. Continuous distillation is in practice, and some of the reactions
are being made continuous.

State-of-the art facilities and systems to assure customers of consistent quality. The company is ISO 9000
certified company since 2011.

Skilled, trained and experienced manpower. Salahkaar Consultants and a senior trainer Mr. Aradhya regularly
conduct training programs for skills enhancement and improving work culture and mind-set.

Capability to manufacture high quality aroma chemicals in a multi-product plant. Capability to handle highly
hazardous materials with in built safety equipment’s and systems

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2.2 Company Vision, Mission & Values
2.2.1 Vision
Harmony will be a globally competitive fine chemicals business adopting frontier technologies to deliver
world class products and services to its customers. In at least one product segment Harmony will be amongst
the top three globally.

2.2.2 Mission
Harmony will operate in a manner that delights all stakeholders. Harmony will comply with all statutory
requirements, follow environmental friendly and energy efficient processes and make its site a benchmark in
the green zone. Harmony will accomplish all this in a safe, accident free and healthy work environment.
Harmony will select product groups so that at least in one or two we will be amongst the top three globally.

2.2.3 Values
Client Service
We believe in being close to our clients for the long term. We constantly strive to listen, respond to and
anticipate their needs thus adding value to our clients and consistently fulfil their expectations.

Integrity
Integrity is fundamental to our business. We uphold the highest level of integrity in all we do and practice the
highest ethical standards as professionals, colleagues and corporate citizens.

Innovation
We encourage creativity and innovation in everything we do. We embrace change and new ideas. With both
our national and global perspective, we seek to discover unique opportunities for our clients and advanced
solutions for their increasingly complex needs.

Teamwork
We believe in the power of teamwork and place high priority on working together openly and honestly. We
respect and value the contribution of every individual and support each other and our clients in pursuit of
shared goals.

Performance
We support the development and realisation of each person’s potential and continually challenge ourselves to
set and achieve ever higher levels of performance. We all contribute to the effort to improve continuously. All
of us are accountable for making Harmony Organics the standard of excellence for our industry.
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2.3 Company Milestones
1972- Harmony Organics is a family run company with a 35+ year history in Chemical Manufacturing. It was
started by Mr. Ravi Nangia, a Chemical Engineer by training and a graduate of the prestigious Indian Institute
of Technology – Kanpur from the batch of 1972. Mr. Nangia always had an entrepreneurial bent of mind and
an ambition to establish a world class chemicals manufacturing facility in India. After getting his B-Tech
degree from IIT-Kanpur Mr. Nangia took up a Research Engineer’s position with Hindustan Lever, the Indian
subsidiary of Unilever. This early exposure to world class technology & systems has left a lifelong impression
on Mr. Nangia and the results are visible in the day-to-day operations of Harmony Organics.

1976- Mr. Nangia left Unilever in 1976 and Harmony Organics was born in Mumbai (then known as Bombay).
Since its inception Harmony has focused on a portfolio of aroma chemicals and intermediates. Over the years
the Company has mastered the process technology for a variety of aroma ingredients. With a combination of
toll manufacturing (current clients include Somaiya Group & Atul Industries) and independent products,
Harmony has established for itself a respectable repute in the Indian Aroma Chemicals market. Since its early
days the Company has had a progressive management heavily invested into technological innovation.

2006- Harmony has been a regular participant in industry conferences and a member of key trade
organizations. As the Company grew in size and tonnages the original manufacturing site at Mumbai became
constraining in terms of expansion potential and hence in the year 2006 the company established a new
manufacturing location at a Chemicals Manufacturing Hub located at Kurkumbh near Pune, India. This current
manufacturing facility is located on a 6 acre plot at Kurkumbh MIDC ( 70 km from Pune & 300 km from
Mumbai) and manufactures Phenyl Ethyl Alcohol, Styrene Oxide and Methyl-Pentenone as key products
(combined tonnage of 3000 TPA) in addition to several smaller products including Styrallyl Acetate, Para
Cresyl Methyl Ether, Anisole etc. Large customers include the S H Kelkar group & Oriental Aromatics and
Lupin Industries (Pharma). We have successfully executed export orders to customers in EU & North America.

The company is committed to future growth in the Aroma Chemical industry with a focus on large tonnage
products. Sustainability, environment friendliness and the safety of our employees and neighborhoods are non-
negotiable goals for Harmony. The company is invested in the welfare of its employees and has continuing
investment in upgrading their skills. Mr. Nangia is always proud to mention the number of highly skilled &
devoted operators that have been with the company more than 30 years.

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2.4 Key members of Harmony Organics

Director-: Mr. Praful Dave

Mr. Praful Dave, a full time Director with Harmony, has a career spanning more than three decades in the
pharmaceutical sector. With qualifications of M.A, M. Phil, PGDMA, DMS and DMM, he has nurtured
many Pharmaceutical Companies right from inception to very successful public issues. His career began
with the Indian Air Force followed by a stint as a Professor in reputed Management colleges. He is a teaching
Faculty in many renowned management colleges in India and abroad. His last professional assignment was
with the Serum Institute of India Ltd as Dy. Director where he worked for 11 years. In addition to his
professional career Mr. Dave is highly in demand as a motivational speaker and has spoken at many
important events of the Indian industry. At Harmony, Mr Dave focusses on the functional areas of Material
Management, Purchasing, Administration and Human Resources.

Managing Director and Founder -: MR. RAVI NANGIA

A chemical engineer (B.Tech) from the Indian Institute of Technology, Kanpur, he started his career with
Hindustan Lever Ltd. where he worked for 5 years and then launched Harmony Organics in 1976. Well-
known in the field of Aroma Chemical for his technical prowess, even today he personally guides all the
Technical and Operational functions.

2.5 Locations & Infrastructure:

We have the Head Office at Hadapsar, Pune and Factory at MIDC Kurkumbh, Pune. Following information
can be used for referring product details and contacting the Head Office:

Website: http://www.harmonyorganics.in
Email: info@harmonyorganics.in
Contact Nos.: 02064014765/02117 235722

Photographs: Our Head Office and Factory at Hadapsar & MIDC Kurkumbh

2.6 Product Range:

PHENYL ETHYL
ALCOHOL

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 STYRENE OXIDE

METHYL
PENTENONE

CINNAMIC
ALDEHYDE

SCENT

ROSE WATER

Detailed information about the product can be found on our website mentioned earlier i.e.
www.harmonyorganics.in.

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2.7 Basic Organisation Structure:
The Employee Strength of processing plant & offices consists of over 121 nos. which includes regualar 48,
trainee 4 and temporary 69 employees as on 11 sep 2018. The Head Office consists of various departments
like Accounts & Finance, HR & Admin/ IT/ Legal, Purchase and Marketing & Sales, commercials. Similarly
the Processing Plant has work force comprising of departments like Purchase & Store, Production, Quality
Control/ Research & Development, Dispatch and Maintenance. Under each department we have Department
Heads/ Managers under whom entire team works. Following diagrams of Organisation Structure will make it
clear.

The whole company work is directed by Managing director of company. He is the main head of whole
company. Under the managing director there are six main heads for every departent who handle each
departements mangers and deputy mangaers.Under them mangers and deputy mangers are working. This six
haed are for head marketing, factory manager, head R & D technical services, head HR, director commercials
and cfo.

There is marketing head which handle all the marketing related projects with some marketing experts people.
Then there is main factory manager under him there are four deputy managers and excutives are working they
are for production, maintenance, factory stores and excutive. Then there is Head for R&D and technical
services under him R&D excutive is working.

Then there is Head HR who handle all the mangaement related programs with assisantant manager HR. Then
there is Director commercials who handle all the purchase and and accounts with help of purchase & accounts
deputy manager and purchase assistant. Then there is CFO head who handle all the finanicial related activities
with the help of accounts and finance assistant manager, account finance and accounts assistant who are
working under cfo head.

Under the deputy mangers of production, maintenance and deputy manager there are three production officer
and one production excutive is working for Deputy manager for production. Under them total eleven operators
are working who reports to officer as per their shifts. Then there are three maintenance officer and one assitant
manger for projects are working for deputy manager of maintenance. Under them four fitters are working.
Then there is two store coordinator and one stores officer working for deputy manager of factory stores. Then
there is Excutive EHS who is working with EHS supervisor.

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Organizational Structure flow chart- 2.1

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2.8 Business Environment
Harmony Organics owns a 6 acre manufacturing site at the notified industrial area at Kurkumbh. The site is
fully approved for chemicals manufacturing activity and directly falls within a zone identified by the Indian
Government for the setup of chemicals manufacturing units. Abundant water supply is available from a
dedicated water supply reservoir for the industrial area. Unlike other areas in India the Kurkumbh site enjoys
uninterrupted electrical power supply with no load shedding.

The site area is currently about 70% utilized thereby retaining abundant scope for future expansion projects.
The manufacturing plants on the site are divided into several distinct functional areas:

a. A Reaction Plant
b. Distillation Plant
c. Hydrogenation Plant
d. Blending and Packing Area

The highlight of the plant is a section of large capacity Glass Lined Reactors which enable versatile handling
of a variety of chemical reactions handling corrosive reagents. Other reactors include graphite lined and
polymer vessels also suitable for corrosive media. Additional processing capacity in the form of Carbon
Steel and Stainless Steel reactors are also available in a variety of sizes. Another highlight of the facility is
the presence of six hydrogenates of various capacities ranging from 1000 L to 8000 L and capable of
handling up to 50 bar pressure.

Harmony recognized the critical utility of good separations capacity for the aroma industry due to exacting
requirements of olfactory quality & hence the removal of trace impurities. As a result we have invested in
tall, high vacuum distillation columns with the best-in-class, high-efficiency structured packing and this is
a key factor responsible for the high quality of our aroma products.

A common utility area includes a coal fired boiler that provides steam to the entire site and also cooling
water, compressed air and other shared utilities. The boiler includes full pollution control equipment
including cyclones, scrubbers and bag filters to comply with the latest standards for particulates and other
emissions. We have our own on-site Nitrogen.

Generation plant that gets utilized for safety applications as well as for various blending, maturation and
drum filling needs. In addition we have also invested in a state-of-the-art food-grade compressed air drying

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& filtration plant so that any fluids that contact our final products will comply with the highest standards of
hygiene as required by the food / flavour safety codes. We are in the process of installing an on-site
Hydrogen generation plant as well; to further acquire a competitive advantage for hydrogenation-products.

We have a modern Quality Control Lab that is operating 24x7 with an Agilent GC for delivering the best
product quality and purity to customers.

A significant capital investment has also been made on water / effluent treatment infrastructure for the entire
plant. We have two trains of triple effect evaporators that cater to all the inorganic dissolved salt loads of
our effluent. This is followed up by conventional treatment (primary / secondary and tertiary) in a dedicated
Effluent Treatment Area. Biological treatment in aeration basins ensures that the quality of the finally
discharged water complies with all applicable rules. In fact, a significant portion of the water is already
being recycled for process and utility applications. A major project for up-gradation of our water treatment
capacity is currently in progress at the end of which we will more than triple our waste water treatment and
recycling capacity.

1. Manufacturing plant

Harmony has its manufacturing plant at the town of Kurkumbh in Maharashtra. Kurkumbh is a government
incentivized chemicals manufacturing hub with a notified Industrial Area. Harmony's site is a 6 acre (25,000
sq. m) site located strategically on the expressway that goes from the city of Pune towards Hyderabad. As
compared to other locales in India this Kurkumbh industrial estate has very few constraints on expansion
due to ample unused land and limited habitation in the immediate proximity of the industrial area. Other
multinational companies like Henkel and Cargill have a flagship presence in the area as well as the Indian
Pharmaceutical giant Cipla.

This location has a natural strategic advantage because of a couple of additional factors. The site is located
200 km (approx. 4 hours) from the international port of JNPT which is advantageous for our exports and
import shipments. JNPT has capabilities to handle both, containerized and bulk cargo shipments and
includes a dedicated Chemicals handling tank farm operated by Aegis.

In addition Kurkumbh's central location is an advantage while shipping to Indian markets and to other ports
in India. The site is directly adjacent to a major Indian express highway linking the city of Mumbai to

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Hyderabad and is about 20 km away from a railhead (Daund) again on an important railway line. Thus the
site has a natural advantage for both road and rail shipments. The metropolitan city of Pune is about 75 km
away (1 hour commute) and has served as a great source of talented work pool for the company. In addition
Harmony's corporate headquarters are situated in the city of Pune from where the commercial functions like
Marketing, Sales, Purchasing and HR are handled.

Mumbai, the hub of the Indian aroma industry, is also a short 150 miles away. From a commercial and
financial standpoint the proximity to Mumbai is a big plus point. Mumbai has a world class international
airport, Chatrapatti Shivaji International Airport (CSIA) with direct connectivity to almost all commercial
capitals of the world. This strategic location of our manufacturing site has served the company very well
from logistic angles and serves to continue as a major.

2. Financial details
Harmony Organics Private Limited is a Private incorporated on 30 May 2003. It is classified as Non-govt.
Company and is registered at Registrar of Companies, Mumbai. Its authorized share capital is Rs. 50,000,000
and its paid up capital is Rs. 47,500,000. It is involved in Manufacture of basic chemicals. Harmony Organics
Private Limited's Annual General Meeting (AGM) was last held on 30 September 2018.
Turnover of company-50 to 100 crores.

21
2.9. SWOT Analysis of Harmony organics

Strength Weakness

1. Extensive product certification. 1. Relatively small scale industry.

2. EU-based marketing and regulatory 2. Insufficient hazardous waste processing
support through Telos. facility.
3. Full REACH registration for all product. 3. Lack of Educated workforce.
4. World class support for quality and 4. Less awareness of R&D.
regulatory. 5. Tendency of people is only towards
5. Competitive pricing with best quality. traditional approach and resist new
changes.
6. Lot of Conflict between various
department and less teamwork
Opportunities Threats

1. Abundant water and other national 1. High chemical producing companies’

resources. competition.
2. Opportunities of expansion in global 2. Chemical environmental pollution.
market. 3. Employee health problem.
3. Partnership with Hindustan lever ltd., 4. High cost of technology.
Somaiya group, Atul ltd, Oriental 5. Shortage of financial aids and budget.
aromatics ltd.

22
 CHAPTER- 3
Literature Review

23
Review of Literature

3.1 Introduction

This chapter brings out a review of few selected studies on Management Training and its effectiveness related
concepts. Many authors have researched into the related arenas and such empirical researches made the
researcher a familiar journey of discovery and insight into this topic. The review of literature regarding
Chemical industries is discussed

Stanley E. Fawcett,et Al(2004) The study strongly recommended that the competitiveness of any chemical
industries depends on the nature of people they hire and train. The management should build a learning
workforce, a great work environment and a culture of empowerment. This multi method research study was
undertaken using both primary and secondary research techniques. The findings of the study revealed that a
good working environment should include compensation for true value of the individual, exceptional facilities,
facilitative culture, good inter personal relation with all levels, flexibility, and investment in employee
competencies.

(Singh U B, 1992)A study attempted to grasp the intricacies of Human Resource development with twofold
facts, i.e., training as 'tool of improvement of specific skills of the non-managers' and 'development of the
managers'. He analytically discussed the ways to convert the traditional personnel functions to the
development mechanisms. He urged upon the need for HRD even before the selection of the personnel. He
also focused on selection and placement, training and development, developing jobs, organisational
development, performance appraisal, potential appraisal and rewards, counselling and feedback, workers'
affairs, an upcoming public sector organisations in U.P. and attempted to prepare a base for other organisations
to march forward and introduce the Human Resource Development system successfully.

(Metha, Anil and Sunil Handa 1993 pp-73-77)In the changing world of today, tremendous advancements
are taking place in every sector of economy. Training and development of employees of the industries has,
therefore, become an integral part of the overall industrial policy because of the critical role in India's economic
transformation. Efficiency and better customer service largely depend on employees who are trained to
perform the tasks that they have been assigned. It has now been realized that training is an investment in human
resource.

24
(Charles W. et. al, 1996 pp 123)This paper sought to replicate on the importance of training in Chemical
companies and the importance of learning theory. Ten learning methods were identified to be the best namely
videotapes, lectures, one-on-one instruction, role plays, games/simulation, case studies, slides, computer-
based training, audiotapes and films. The study also detailed on the factors considered for selecting the training
method and the various ways of evaluating the trainees after completing the program.

(Alexander Ardichvili, et.al, 2001, pp. 47-63) A study examined the issues and problems faced by the Human
resource development system in training and development in the industry in Russia, and identified future
trends for the development of this system. It indicated that the success of any training is by resource persons
and then the standards of meeting trainee’s requirements.

(Shawn Kent, 2001) An article examined the values of Mentor system prevailing in the organisations. The
employees who became more productive, derived greater career satisfaction and enjoyed accelerated career
growth were identified. Mentoring was considered to be a mutually advantageous way to both attract and retain
employees. Mentoring programs were inexpensive, to inspire future leaders, improve management and staff
relationship and prepare people to succeed an aging workforce. Mentors could provide just in time,
development to those employees aspiring to grow.

(Eugenia Petridou et.al, 2003). Another study focused on the chain reaction in the Greek industry in a
challenging financial environment. Changes in the external environment had reshaped the industry
environment. Responding to that, Greek industry were adopting new strategies towards organisational
development and realize that success required adjustments to their HRD effort. Such changes could be brought
about by change management training and it concluded that all senior management personnel must be trained
in this arena and then middle levels.

(Ravindra K Jain et.al, 2004) This article elaborated on the importance of Training. In order to achieve
organisational effectiveness in the current trend, a systematic approach to Training in almost all the
organisations was emphasised. Training was used as a catalyst for change and an aid to give the organisation
competitive edge. The training practices were significantly different in different countries and similar within
specific country. To have sustained growth the organisations were expected to train the employees for
continuous innovation programs and training and development practices to remain in the competitive world.

25
(Subarna M Tuladhar, 2004)The author has identified the significance of Training in this article. Training
provides trainees with learning opportunities to enhance their effectiveness to contribute to industrial
performance. It has been found that Training was a systematic arrangement of learning experiences in the
pattern which would provide most learning in the shortest possible time. Identification of training needs,
formulation of objectives, designing training, implementing training and assessing its effectiveness were
identified as five components of a systematic training approach.

(Narasimha Rao, 2006)A study focuses on Training and Development of Human Resource in selected public
and private sector undertakings. The objectives set for the study were to examine the training practices in
selected public sector undertakings and to study the perception of managers about the usefulness and
techniques used in training. The respondents felt that training was essential for individual growth and
development to enhance productivity. It was concluded that the top management of the selected organisations
realised the importance of training and its impact on the managerial people.

(Parthasarathi. B R 2006) Through a study it was examined the role of HR Manager and managing human
resources and his main theme on the enduring growth of an organisation; HR managers should resolve various
issues to retain good and efficient workers. He identified some of the HRM issues such as recruitment of
suitable staff, training, retaining good and efficient workers by rewarding them, proper career advancement,
family welfare measures, and keeping the staff fully aware of the latest happenings. He concluded that once
an organisation was fully geared up the way it should be with regard to its Human Resource - not only would
it enable the organisation to reach greater heights in its performance, but also make it fully prepared to face
any challenges even during troubled times and get along with them successfully and the management can
achieve it through right formulation training objectives and imparting training accordingly.

(Dickinson and Bremseth 1979) A 'job hindrance' model by was propounded at the University of Tennessee.
Employee's inability vs. employee's wants have to be identified by Training Need Analysis. It advocated
getting direct information from Managers, Supervisors and subordinates and related roles to identify the gaps
in knowledge and requirement for training and it leads to emanating Staff development and Management
Development training.

A comprehensive study was attempted to examine the emphasis given for training activities both internal and
external to maintain competitiveness in the market. The study was conducted among 30 industrial sectors to

26
(Abdelgadir N, et.al, 2001, pp69-79) Determine the training needs, developing programs and assessing
outcomes. The results revealed that many industries neglected to assess training needs and evaluate outcome
properly, providing for suggestions and improvements.

(Suresh Mehta 2002)It was studies about HRM departments and their tasks, current scenario of training in
industries, need for training policy and process of formulating training policy and coverage of training policy.
The author identified that the edifice of training rested on three pillars namely assessing the training needs and
nomination of trainees, determining the training programs and their delivery and evaluation of training as well
as post training placement of personnel.

(V.N. Srivastava et. al., 2005) The objective of the study was to examine the shortage of skills and ways of
combating it. The methodology covers the identification of training needs, assessment of available skills and
willingness of the employees to embrace knowledge through learning. The study concluded with organisations
formulating an on-going process of banking training to fill the skill shortage. The referred researcher has
discussed the recent trends in training process making the program more practical and relevant. Organisations
were required to continuously improve upon the design, content and delivery of training programs. The study
had focused on talent management making a positive change in attitudes and mind sets of people. The paper
also discussed the performance management process, linking training and development goals with
performance management reducing growth gaps. It has been concluded that continuous improvement of
training efforts leads to higher performance.

(Madhavi Lata Kaithapalli 2006) It was attempted to focus on competencies required for Indian leaders and
such competencies are the inputs cum performance generating factors. The study identified the key
competencies for Indian leaders for the relative order of importance viz., strategic prospective, achievement
orientation, self-management, critical thinking, decision making, communication, team leadership, inter
personal skills, accountability and industry knowledge. These set of competencies enable the managers to face
the effect the global challenges of the business. It concludes that training system should build these capacities
in all employees as a perpetual process.

(S. Yuvaraj, 2005) A research highlighted the various factors affecting the effectiveness of training
programmes. It analysed the various reasons for the success or failure of a training programme. The study
emphasised the significant role played by the trained workforce. Organisation faces the fast development track
should adopt updated training techniques to keep pace with the change. The study also identified that the

27
success of the training program depended on the selection of right type of participants, the training faculty and
methodology used. The results showed the reasons behind effectiveness of training programme and
encouraging industries to organise and evaluate quality training programs.

3.2. Outcome of Literature Review

Based on the review of literature of prior studies, a predominant gap is identified that Management training
studies were not conducted in Chemical industries. Analysis on Review of Literature also reveals a wide lacuna
pertaining to objectives of training; types of training generally follow in the Chemical industry because of the
needs and elevated efficiency of the organisation.

The training need identification is done in several literatures in many industries but not in Chemical industry
in particular regarding performance in terms of individual efficiency, departmental and organizational
efficiency in Chemical industry have not been addressed in the previous literature. Hence the researcher has
taken up the training need identification as the important variable to culminate the Management training &
development programme in Chemical industry. Based on the needs, the training methods adopted in Chemical
industries are also indispensable to combat the objectives of training and the total effectiveness of the training
programme. Therefore the training methods are thoroughly analysed and their respective current practices are
taken up for the research. At this juncture, an important research question at the National and International
level that remains unanswered is identified in the context of evaluation of effectiveness of Management
training inputs. Hence, the evaluation system is being compelled to segment them in a subsequent order. Many
literatures identified a total output of training programme but the segment approach of evaluation is more
appropriate to measure the overall effectiveness training inputs. The researcher identified four stages of
evaluation viz., context evaluation and input evaluation, reaction evaluation and outcome evaluation.

28
 CHAPTER -4
Research Methodology

29
In each organization the management development aims at preparing employees for future jobs with the
organization or at solving organization wide problems concerning acquiring or sharpening capabilities
required to perform various tasks and functions associated with their present or expected future roles. The
motive behind the study is to understand and learn the importance of training as a tool for HRD at Harmony
Organics Pvt. Ltd. Hence the study is undertaken to measure the importance of training as an important tool
for HRD at Harmony Organics Pvt. Ltd.

4.1. Introduction to Research Methodology

According to this study investigation was conducted for some definite purpose with the help of a structural &
personal interview to gather primary information as much as possible as the most appropriate research design
for the study is descriptive research design.

The study is an evaluative & diagnostic attempt to discover empirically the nature of relationship between
performance appraisal and training and development within the extensively draw domain of the problem of
the question

Research methodology is a way to systematically solve research problem, it may be understood as a science
of studying how research is done scientifically. A structured questionnaire was prepared and the feedback
from the employees was obtained.

Methodology as the name suggests is the method through which the problem or the situation is tackled. It
involves a lot of factor like the research design, sample size, segment, techniques of sampling, tools used etc.,
all the steps and factors put together to bring out a clear and accurate results.

4.1.1. Methodology:

A list of questions was prepared by me under the guidance of my mentor. Following were the steps in my
study.

1. Questionnaire: a questionnaire was served to all the employees asking their opinion about the effectives of
training and development programs at Harmony Organics Pvt. Ltd.

2. Personal interview: a face-to-face talk is carried out with the employees where I asked several employees
about their feelings and opinions on various aspects of their jobs and organization.

3. Company data and reports: certain reports from the HRD department provided the information as to the
total no of employees, schedule of training programs, number of persons attending it and other such things,
which indicated the employee performance on the job after attending these training programs.

30
Logical flow of research is as follows

1. Identification of problem
2. Research objective
3. Sources of data
4. Data collection
5. Sample
6. Sample Size
7. Data interpretation
8. Data analysis
9. Finding and observation
10. Conclusion

4.2. Research Design

The research design adapted in the study is descriptive study and the sampling technique used is simple random
sampling. A research is the arrangement of conditions for collections and analysis of data in a manner that
aims to combine relevance to the research purpose with economy in procedure.

Descriptive study

A descriptive study is undertaken in order to ascertain and be able to describe the characteristics of the variable
of interest in a situation. Descriptive studies are also undertaken to understand the characteristics the
organization that follows certain common practice.

4.3 Data collection

Data collection is a term used to describe a process of preparing and collecting business data – for example as
a part of process improvement or similar project

Data collection usually takes place early on in an improvement project, and it’s often formalized through a
data collection plan which often contains the following property

I. Pre collection activity - Agree goals, target data, definitions, methods.

II. Collection - Data Collection
III. Present Findings - Usually involves some form of sorting analysis and / or Presentations

31
There are two methods of data collection which are below:

1. Primary Data :- Questionnaires, Interview

2. Secondary Data :- External source, Internet, Internal source

4.3.1 Primary data

In primary data collection, you collect yourself using the methods such as interviews and questionnaires. The
key point here is that the data you collect is unique to you and your research and, until you publish, no one
else has access to it.

I have tried to collect the data using methods such as interviews and questionnaires’. The key point here is that
the data collected is unique and research and no one else has access to it. It is done to get the scenario and to
get the original data of present.

4.3.1.1 Data collection technique:

1. Questionnaire:

Questionnaire are a popular means of collecting data, but are difficult to design and often require may reviews
before an acceptable questionnaire is produced . The features included in questionnaire are:

a. Types of questions
b. Length

2. Interview:

This technique is primarily used to gain an understanding of underlying reasons and motivations for people’s
attitudes, Preferences or behaviour. The interview was done by asking a general question .I encourage the
respondent to talk freely. I have used an unstructured format, the subsequent direction of the interview being
by the respondent’s initial reply and come to know what is its potential problem is.

3. Sampling methodology

Sampling Technique – Initially, a rough draft was prepared keeping in mind the objective of the research. A
Pilot study was done in order to know the accuracy of the questionnaire

32
The final questionnaire was prepared keeping in mind of the objective of the research. A pilot study was done
in order to know the accuracy of the questionnaire .The final questionnaire was arrived only after certain
changes were done. Thus my sampling came out to be judgemental and continent

4. Sampling Unit: The respondents who were asked to fill out questionnaires are the sampling units.

5. Sampling size: 45

4.3.2. Secondary Data

Secondary data are the data collected by a party not related to the research study but collected these data for
some other purpose and at different time in the past. If the researcher uses these data then these become
secondary data for the current users. These may be available in written, typed or in electronic forms. A variety
of secondary information sources is available to the researcher gathering data on an industry, potential product
applications and the market place. Secondary data is also used to gain initial insight into the research problem.
Secondary data is classified in terms of its source – either internal or external. Internal, or in-house data, is
secondary information acquired within the organization where research is being carried out. External
secondary data is obtained from outside sources. Advantages and disadvantages are

4.3.2.2. Limitations of secondary data

I. May be outdated.
II. No control over data collection.
III. May not be reported in the required form
IV. May not be very accurate
V. Collection for some other purpose.

33
 CHAPTER - 5
Data Analysis and
Interpretation

34
5.1 Introduction

Analysis and interpretation is the one of the important stage of a project. In this stage the recorded responses
are coded into symbols, for making counting, edited, tabulated and represented in appropriate pictorial form.
The responses in the questionnaire have its own value in making a true interpretation. There are 45 respondents
for the study. The questions are created in a way that the ambiguity is avoided. After preliminary scrutiny of
the filled questionnaires, it is noticed that all the respondents marked their responses to important questions
which will lead the study.

The responses of the questionnaires are tabulated and represented in percentages to get a clear cut picture
about the responses. It made the interpretation quite easier on the basis of percentages chart is drawn. The
selected pie chart was very useful for the interpretation.

The interpretation for questions which seeks Yes or No answers was easy because comparative majority can
be identified by the percentage. Diagrammatic representations are given for each question in order to make
the finding s more clearly to the reader. Along with simple bar diagrams and pie charts new 3D representation
methods are also used to make the presentation more interactive.

The questionnaire contains two parts. Part A is about personal data and Part B about the necessary questions

5.1.1 Personal Data: Part A

In this part a personal data frequency have been measured with sample size i.e. number of respondents. Total
number of respondents are 45. The personal data of employees from harmony organics Pvt. Ltd. have been
taken such as gender, age group, education, position level, experience and marital status through the
questionnaire given to employees of harmony organics.

The data is collected in following table 1.0 from the collected data we come to know that 73.33% are male
respondents and 26.67% are female respondents. 17.78% of respondents are belongs to 18-23 age group,
26.67% of respondents are belongs to 24-28 age group, 24.44% of respondents are belongs to 29-33 age group
and 31.11% of respondents are belongs to 34-39 age group. 22.22% of respondents are recruited on the basis
of HSC education, 55.56% respondents are recruited on the basis of Graduation completed. 22.22%
respondents recruited on the basis post-graduation. Position of 22.22% respondents are at junior level, 44.44%
respondents are at middle level, 33.33% respondents are at senior level. 33.33 % respondents have 0-3 years

35
of experience, 44.44% of respondents have 4-6 years of experience, and 22.22 % of respondents have 7-9
years of experience. 28.88% of respondents are single and 71.11% respondents are married.

Table 1.0.Demographics (N=45)

Variable Frequency
Male 33 (73.33%)
Gender Female 12 (26.67%)
18-23 08 (17.78%)
Age Group 24-28 12 (26.67%)
(in years) 29-33 11 (24.44%)
34-39 14 (31.11%)
HSC 10 (22.22%)
Education Graduation 25 (55.56%)
PG 10 (22.22%)
Junior level 10 (22.22%)
Position Level Middle level 20 (44.44%)
Senior level 15 (33.33%)
0-3 15 (33.33%)
Experience 4-6 20 (44.44%)
(in years) 7-9 10 (22.22%)
Single 13 (28.88%)
Marital Status Married 32 (71.11%)

5.1.2 Part B

TABULATION OF RESPONSES OF EMPLOYEES & QUESTIONNAIRE

1. Opinion about the regular assessment of training needs at the company.

Table 2.0(N=45)

Opinion Frequency
Yes 32 (71.11%)
No 13 (28.89%

36
From the table 2.0, 71.11% of respondents agreed that training needs are assessed regularly at Harmony
Organics Pvt. Ltd. While 28.89% respondents are of the opinion that training needs aren‘t assessed properly.

2. Opinion about training process as a learning experience.

Table 3.0 (N=45)

Opinion Frequency
Very good 05 (11.11%)
Good 20 (44.44%)
Satisfactory 13 (28.88%)
Bad 05 (11.11%)
Very bad 02 (04.44%)

From table 3.0, we can see that 11.11% of respondents say that training process as a learning experience is
very good at Harmony Organics Pvt. Ltd. While 44.44% are of the opinion it is good and 28.88% are just
satisfied with the training process as far as the learning experience is concerned. 11.11% rated training process
as very bad and just 4.44% stated training as very bad.

3. Opinion about the performance of trainer/guest faculty/instructor.

Table 4.0 (N= 45 )

Opinion Frequency
Very good 05 (11.11%)
Good 21 (46.67%)
Satisfactory 12 (26.67%)
Bad 05 (11.11%)
Very bad 02 (04.44%)

From the table 4.0, we can see that 11.11% of the respondents are of the opinion that performance of
trainer/guest faculty/instructor is very good. 46.67% said its good and 26.67% find the performance of trainer
satisfactory. And 11.11% voted it as bad and 4.44% voted it as very bad.

37
 4. Achievement of learning objective from training program.

Table 5.0 (N= 45)

Opinion Frequency
Yes 31 (88.57%)
Partially 08 (22.86%)
No 01 (02.86%)
Can’t say 05 (14.28%)

88.57% of the respondents claim that they have achieved the learning objective from the training program.
22.86% respondents were of the opinion that they achieved the learning objective partially. 2.86% percent
couldn‘t achieve the training objective and 14.28% of respondents refused to answer.

4. Have you attended any training programmes in harmony organics Pvt. Ltd?

Table 6.0 (N=45)

Opinion Frequency
Yes 33 (73.33%)
No 12 (26.67%)

From the table 6.0, 73.33% of respondents agreed that they have attended a training programmes in Harmony
Organics Pvt. Ltd. 26.67% of respondents agreed that they have not attended any training programmes in
Harmony Organics Pvt. Ltd.

5. What method according to you must be used to identify training needs?

Table 7.0 (N=45)

Opinion Frequency
Interview 21 (46.67%)
Group discussion 17 (37.78%)
Other 07 (15.56%)

From the table 7.0, 46.67% respondents agreed that interview can be used to identify training needs in
Harmony Organics Pvt. Ltd. 37.78% respondents agreed that group discussion can be used to identify training
38
needs in Harmony Organics Pvt. Ltd. and 15.56% responded to other procedures to understand the training
needs in Harmony Organics Pvt. Ltd.

7. Will the training session involve only theory concepts or even practical?

Table 8.0 (N=45)

Opinion Frequency
Theory 17 (37.78%)
Practical 20 (44.44%)
Both 12 (26.67%)

From the table 8.0, 37.78% of respondents agreed that Theory concepts were taken during the training session
in harmony organics. 44.44% of respondents agreed that practical concept were taken during training session
in harmony organics and 26.67% respondent agreed that both practical and theory concept were taken during
training session.

8. Training giving to you helps you to cope up with the constantly changing technology for performing
the job?

Table 9.0 (N= 45)

Opinion Frequency
Strongly agree 09 (20.00%)
Agree 17 (37.78%)
Disagree 03 (06.67%)
Strongly Disagree 00 (00.00%)
Can’t say 16 (35.56%)

From the table 9.0, 20.00% respondents are strongly agree when they asked that Training giving to you helps
you to cope up with the constantly changing technology for performing the job and for the same question
37.78% respondents are agree. 6.67% respondents are disagree. 35.56% did not say anything.

39
9. Do you agree that training helps to understand the job clearly?

Table 10.0 (N= 45)

Opinion Frequency
Strongly agree 08 (17.78%)
Agree 15 (33.33%)
Disagree 05 (11.11%)
Strongly Disagree 00 (00.00%)
Can’t say 17 (37.78%)

From the table 10.0, 17.78% respondents are strongly agree that training helps to understand the job clearly.
33.33% respondents are agree that training helps to understand the job clearly. 11.11% respondents are
disagree that training helps to understand the job clearly and 37.78% did not say anything

10. Relevancy of training program with the job

Table 11.0 (N= 45)

Opinion Frequency
Very good 05 (11.11%)
Good 29 (64.44%)
Satisfactory 08 (17.78%)
Bad 03 (06.67%)
Very bad 00 (00.00%)

From table 11.0, we can observe that 11.11% of respondents reveal that the training provided is very much
relevant to the job while majority i.e. 64.44% revealed that it is good and 17.78% revealed that it’s satisfactory.
And 6.67% voted it as irrelevant. 0 % voted as very bad.

40
11. There is well designed and widely shared training policy in the company

Table 12.0 (N=45)

Opinion Frequency
Very good 06 (13.33%)
Good 12 (26.67%)
Satisfactory 20 (44.44%)
Bad 05 (11.11%)
Very bad 02 (04.44%)

From table 12.0, we can see that 13.33% percent of the respondents reveal that the company‘s training policy
is designed very good. 26.67% said its good and 44.44% said it’s satisfactory. 11.11% percent rated it as bad
and Rest 4.44% reveal that they are very dissatisfied with company‘s training policy.

12. Opinion about the content and methodology used in the training program.

Table 13.0 (N= 45)

Opinion Frequency
Very good 03 (06.67%)
Good 20 (44.44%)
Satisfactory 15 (33.33%)
Bad 05 (11.11%)
Very bad 02 (04.44%)

5.26% of the respondents revealed that the content and methodology used in the training program is very good.
47.37% were of the opinion that it was good. 34.21 % responded that training methodology and content was
satisfactory. 10.53% said its bad and 2.63% said it’s really very bad.

41
13. Usefulness of training materials.

Table 14.0 (N= 45)

Opinion Frequency
Very good 06 (13.33%)
Good 21 (46.67%)
Satisfactory 15 (33.33%)
Bad 03 (06.67%)
Very bad 00 (00.00%)

From table 14.0, we can see that 13.33% of the respondents revealed that training materials were really useful,
46.67% stated it as good and 33.33% respondents found Training material satisfactory. Only 6.67%
respondents declared training materials to be bad and 0% respondents declared very bad.

14. Opinion about the use of audio-visual aids

Table 15.0 (N=45)

Opinion Frequency
Very good 03 (06.67%)
Good 06 (13.33%)
Satisfactory 24 (53.33%)
Bad 12 (26.67%)
Very bad 00 (00.00%)

From the above table 15.0, we can observe that 53.33% of respondent are satisfied with the use of audio-
visual aids. 13.33% were stated the use of audio-visual aids to be good and 6.67% declared it very good.
26.67% of respondents declared the use of audio-visual aids to be bad. And of them think that audio visual
aids are very bad.

42
15. Opinion about the practical sessions in the training program.

Table 16.0 (N= 45)

Opinion Frequency
Very good 04 (08.89%)
Good 10 (22.22%)
Satisfactory 28 (62.22%)
Bad 02 (04.44%)
Very bad 01 (02.22%)

From the above give table 16.0, we can observe that 8.89% and 22.22% respondents responded that practical
sessions are very good and good respectively. 62.22% of respondent are satisfied with the practical sessions
conducted in the training process. 4.44% and 2.22% respondents stated practical sessions of training process
at Harmony Organics pvt.ltd.is bad and very bad respectively.

16. Opinion about the working environment

Table 17.0 (N=36)

Opinion Frequency
Strongly satisfied 03 (06.67%)
Satisfied 24 (53.33%)
Dissatisfied 18 (40.00%)
Strongly dissatisfied 00 (00.00%)

From the above table 17.0 we can observe that 53.33% respondents are satisfied about the working
environment provided with training and 6.67% were strongly satisfied. We can also observe that 40.00% of
respondents are dissatisfied about the working environment. None were strongly dissatisfied about the working
environment of training process conducted at Harmony Organics Pvt.Ltd.

43
17. Opinion about the time duration given for the training period.

Table 18.0 (N=45)

Opinion Frequency
Sufficient 12 (26.67%)
Good 24 (53.33%)
Fair 08 (17.78%)
Poor 01 (02.22%)
Very poor 00 (00.00%)

The above table 18.0 clearly shows that 26.67% of respondents are satisfied with the time given for training.
While 53.33% respondents explained the time allotment as good. 17.78% found the time allotment to be fair
and 2.22% respondent revealed that they aren‘t satisfied with the time given for training and voted poor.

18. Opinion about the preferences given to the participants’ suggestions.

Table 19.0 (N= 45)

Opinion No of respondents
Excellent 06 (13.33%)
Good 22 (48.89%)
Fair 11 (24.44%)
Poor 03 (06.67%)
Very Poor 03 (06.67%)

The above table 19.0, shows that 13.33% respondents said that the Participants suggestions are really taken
into account. 48.89% respondents found that preferences given to participants suggestion to be good, 24.44%
opinioned it to be fair [average] but 6.67% declared the acceptance of participant‘s suggestion as poor another
6.67% said its very poor.

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19.0 Opinion about the motivation given to the participants.

Table 20.0 (N=45)

Opinion Frequency
Strongly Agree 01 (02.22%)
Somewhat Agree 24 (53.33%)
Disagree 18 (40.00%)
Strongly Disagree 03 (13.33%)

From the table 20.0 we can observe that 2.22% respondents are strongly agree. 53.33% respondents somewhat
agree they have given with motivation to participate in the training process. 40.00% respondents disagreed
with this and 13.33 % respondents strongly disagree.

20. Are employees permitted times off from work to attend training?

Table 21.0 (N=45)

Answer Frequency
Yes, with pay 00 (00.00%)
Yes, without pay 00 (00.00%)
No 27 (60.00%)
No, such thing 18 (40.00%)

From the table 21.0, we can observe that, from table 16.0, 60.00% of respondents answered no when asked if
they are permitted time off from work to attend training. And 40.00% respondents said they aren‘t aware of
any such thing.

21. Does training process affect normal working hours?

Table 22.0 (N= 45)

Opinion Frequency
Yes 09 (20.00%)
No 30 (66.67%)
Can‘t say 06 (13.33%)

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From table 22.0, we can see that 20.00%, i.e. majority, of respondents are of the opinion that training process
affect the normal working hours of Harmony Organics Pvt. Ltd. 66.67% respondents don‘t think working
hours are affected. And 13.33% respondents refused to answer.

22. Do you think employees apply the new concepts taught at the training program in their job?

Table 23.0 (N=45)

Opinion Frequency
Yes 09 (20.00%)
Somewhat 24 (53.33%)
No 00 (00.00%)
Can’t say 12 (26.67%)

From table 23.0, we can observe that 53.33% respondents think employees somewhat apply their newly
learned skills. While 20.00% respondents confidently stated employees apply their new skills. 26.67%
respondents choose not to say.

23. Opinion about overall quality of the training program.

Table 24.0 (N= 45)

Opinion Frequency
Very good 14 (31.11%)
Good 23 (51.11%)
Poor 07 (15.56%)
Very Poor 01 (02.22%)

From table 24.0, we can observe that 31.11% employees said the quality of training program is very good and
51.11% said it’s good. 15.56% and 2.22% respondents rated quality as poor and very poor respectively.

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24. Do you agree that training has helped reducing absenteeism?

Table 25.0 (N= 45)

Opinion Frequency
Strongly agree 07 (15.56%)
Agree 17 (37.78%)
Disagree 03 (06.67%)
Strongly Disagree 00 (00.00%)
Can’t say 18 (40.00%)

From the table 25.0, 15.56% respondents are strongly agree that training has helped reducing absenteeism in
harmony organics. 37.78% respondents are agree that training has helped reducing absenteeism. 6.67%
respondents are disagree that training has helped to reducing absenteeism. 40.00% did not say anything.

25. Have your personal goals been benefiting out of training?

Table 26.0 (N= 45)

Opinion Frequency
Yes 01 (02.22%)
Somewhat 09 (20.00%)
No 11 (24.44%)
Can’t say 24 (53.33%)

From the table 26.0, 2.22% respondents said no when asked if their personal goals have been benefiting out
of company training. 20.00% said they somewhat achieve their personal goals through training. 24.44%
percent said they certainly benefit from training. And 53.33% choose not to answer.

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26. Opinion about the satisfaction of the training program conducted as per the schedule.

Table 27.0 (N= 45)

Opinion Frequency
Strongly Satisfied 15 (33.33%)
Satisfied 19 (42.22%)
Dissatisfied 07 (15.56%)
Strongly Dissatisfied 04 (8.89%)

From the table 27.0, we can see that 33.33% respondents are strongly satisfied with the training program
conducted as per the schedule. 42.22% respondents are satisfied. 15.56% respondents are dissatisfied with the
training program while 8.89% respondents are strongly dissatisfied.

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 CHAPTER - 6
Findings and Conclusion

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6.1. Observations and Findings

Though by and large, substantial number of employees are content with the way the training is conducted in
the chemical industry that is in harmony organics Pvt. Ltd, still there is a scope to analyse at micro level
whether the negatives respondents were either non attentive confronted confused or otherwise. Based up on
the following data there is a scope to take corrective action in the chemical industries or other organization.

1. Majority of the employees in the Harmony Organics Pvt. Ltd. who have attended the training program
were well educated. Their level of education was from diploma holders to engineering post graduates
2. Majority of the employees of Harmony Organics Pvt .Ltd. stated that they were informed about the
purpose of training, its intended results and significance of training. This reflects that the management of
company was keenly interested in achieving the objective for which the training programs were conducted in
chemical industry.
3. As far as the infrastructure facilities in the Harmony Organics Pvt. Ltd are concerned, majority of
employees of company have stated that the learning atmosphere was quite all right and the facilities provided
in the company during the process of training were adequate and conductive to learning.
4. Majority of the employees of Harmony Organics Pvt. Ltd. have expresses satisfactory opinion about
the training faculty and their ability to train but a few numbers of the respondents of company were neither
satisfied with the way in which the training programs were conducted by the trainer /faculty.
5. With regards to the enhancement of skills and knowledge of the employee of Harmony Organics pvt
ltd who have attended the training program, eighty percent of them have cited there was an enhancement in
their knowledge and skills compared to the other employees of company who have not attended the training
program. The skill and knowledge learned through training were helpful to them in exercising on the job in
the chemical plant.
6. Only a few members of the respondents of Harmony Organics pvt ltd have the opinion of significance
of training in developing the personality of the individual. This shows that the training programs conducted in
company were related only with their job but not concerned with the personal development of the employees.
7. Training expectations of the respondents of harmony organics pvt ltd were found to be moderate. It
could be observed from these facts that the employee‘s expectations were not completely fulfilled trough
training conducted in company.
8. Management of chemical industry should be invite new and different trainers from different field of
chemical industry and with good knowledge so that the maximum impact can be got from the training

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6.2. Conclusions

Analysis of all the facts & figures, the observations and the experience during the training period gives a very
positive conclusion/ impression regarding the training imparted by the Harmony Organics Pvt Ltd trainers.
The Harmony Organics Pvt. Ltd. is performing its role up to the mark and the trainees enjoy the training
imparted especially the practical sessions and simulations.

The training imparted meets the objectives like:

1. Effectiveness of the training and its resultant in the performance of the employees.
2. Assists the employees to acquire skills, knowledge and attitude and also enhance the same.
3. Helps to motivate employees and helps in avoiding mistakes.
4. Employees are using more safety instruments even they are performing small kind of work.
5. Training is very important in rural area chemical industry

It becomes quite clear that there is no other alternative or short cut to the development of human resources.
Training when used in a planned and purposeful manner can be an extremely effective management tool as
they increase the knowledge and skills of workers and thereby increasing the productivity and wealth of the
organization.

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 CHAPTER 7
Learnings and Contribution

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7.1. Learnings and Contribution

sIn 60 days of internship at Harmony Organics Pvt. Ltd. I have learnt Various HR practices which are
conducted in the organization during period of internship like how to conduct training sessions for the
employees as well as for the managers on different technical aspects and non- technical aspects, conducting
feedback session after each training.

Also I have learnt Greythr portal where employees as well as managers can handle their leaves, attendance
and payroll by themselves online and conduct a training session on how to use portal for the employees. Help
in managing the leave balance of the employees.
Assist the HR and other managers in building 90 days plan for the organizational growth and attend the training
on above the line attitude.

Also assist in conducting psychometric test of all the employees of the organization and prepare their DISC
profiling to guide them to improve their performance and attitude. The line attitude. Also assist in conducting
psychometric test of all the employees of the organization and prepare their DISC profiling to guide them to
improve their performance and attitude.

Also taken initiative in arranging the extra-curricular activities for the employees like Tree-plantation in the
organization, Celebration of birthdays of employees as well as various competitions like Drawing, Slogan,
Speech competition where employee can showcase their talent. Arranging the session for prize distribution for
the competition conducted as well as declaring the Employee of the month and team of the month for respective
month.

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