ACKNOWLEDGEMENT I would like to express my sincere thanks to the management of INDO RAMA SYNTHETICS (I) LTD for endowing us with an opportunity to undergo training at this industry. I am thankful to Mr. Arvind Jain VP (HR) and Mr. Ajay Dhoble (HR) Manager for their immense support and co-operation in the completion of the project also sharing their knowledge and experience. Besides all of his responsibilities he gave us time and support during SIP. I am obliged to the staff and workers of company for their invaluable help. Last but not the least my thanks are due to my family members for their kind support.

Projectee:Nayana Mulewar

PREFACE In the present world, practical knowledge is of greater importance over theoretical one. Thus the Management Schools of today gives more emphasis on learning practically with direct interaction with the industry. Project undertaken in INDO RAMA is one such experience. Our training at INDO RAMA has made us aware about the internal working of the company which has given us a lot of exposure in the functions of HR. The Industrial Training that we have undergone at INDO RAMA has really been an enriched experience.


ABOUT INDO RAMA  Introduction  Products & Services  Awards & Achievement

  


 


The company boasts of covering diverse fields of Polyester (staple fiber. The group has a turnover of US $ 1 billion. rubber. Nepal. India and trading and investment areas in UK. The INDORAMA SYNTHETICS INDIA LTD. Hong Kong and Singapore. The INDORAMA GROUP is in the business of spinning. DTY and textile grade chips). filament yarn. So “INDORAMA” is a family oriented company. Indo Rama Synthetics (India) Limited was established in India in 1989 with a commitment to quality and customer satisfaction. and FDY. Basically it is a South East Asian Company having manufacturing facilities in Indonesia. The journey of INDORAMA began with the establishment of the ASHOK TEXTILES (P) LTD. which has been placed 15th globally. in Nepal in the year 1963.ABOUT INDO RAMA INTRODUCTION: The name “INDORAMA” signifies “INDO” for Indonesia & “RAMA” for God Shri RAMA for making the organization Indian base. Thailand. It’s exposure to international operations gives it a competitive edge in adherence to global standards. . chemical etc. Sri Lank. Is the Flagship Company of the INDORAMA GROUP. polyester.

with an Integrated Manufacturing Complex at Butibori. Indo Rama Synthetics (India) Limited is the country’s largest dedicated polyester manufacturer (at a single location). near Nagpur in Maharashtra in technical collaboration with DuPont of USA was set up for polymer production and partially oriented yarn (POY) and Toyobo of Japan for polyester staple fibre. near Nagpur in Maharashtra producing Polyester Staple Fibre .In 1995 the Integrated Polyester Complex at Butibori.

DTY and fibre grade chips. POY. the Butibori plant produces 6. a leading technology provider from Germany. Draw Textured Yarn (DTY) and Textile grade Chips. the Butibori plant has now doubled its capacity of both PSF and PFY. Polyester Filament Yarn (PFY – POY/DTY). Indo Rama Petrochemicals Ltd is merged with Indo Rama Synthetics (India) Ltd. Implementation of OSHAS-18001 (Occupational Safety & Health) was taken up in financial year of 2006-07.000 metric tones of PSF. 900 crores over a period of 2. Today. During December 07. after captive consumption.as one of the ‘100 Best Small Companies in the Emerging Markets’. is being sold to the Maharashtra grid. The expansion was completed with a project cost of Rs. and associate companies based in South-East Asia . With this merger. The expansion has been executed in alliance with Zimmer AG. As part of the expansion process. 00. Power business has now become a separate revenue segment of the company. Excess power available from the 30 MW coal fired power plant. FDY. . Forbes magazine has recognized the group .Indo Rama Synthetics (India) Ltd. ISO-14001 (2004) for Environment Management System (EMS) and OEKO Tex certificate to meet Human Ecological requirements.5 years.(PSF). Indo Rama has in place ISO-9001 (2000) for highest standard of Quality Management System (QMS).

Indo Rama has a dynamic workforce of about 3. in agreement with Pegasus Global Limited of Thailand established a Joint Venture (JV) in the USA. The organization puts forth the growth of its employees in terms of their welfare. structured by Management Consultants KPMG Atlanta on financial aspects and Cadwalder NY on legal and environment issues.000 tonnes (150 million pounds) per annum (TPA) of Polyester from Tiepet International Ltd.Indo Rama Synthetics (India) Limited. Continuous programmes for its staff in training and healthcare are provided at regular intervals.. of North Carolina. acquired an operational Integrated Bottle-Grade Pet Resin manufacturing facility with an installed capacity of manufacture of around 70. A school at Butibori imparts quality education both for the employees’ children as well as the citizens of Nagpur. . USA. The acquisition was. Housing colonies have been built for its employees at Nagpur. The JV. under the name of Star Pet Inc.000 employees.

which is customer-focused.) of esteemed organization Vidharbha portion of Maharashtra is the largest cotton production in India so they think to establish synthetic plant in Nagpur at Butibori. The area occupied by the whole INDORAMA organization is about 200 acres. Mr. there are two sections one is spinning section & second is polyester plant.Every step that the company takes helps it get closer to its objective of building an organization. . Indorama was founded by Mr.Lohia is heading the Board of Directors and the organization as Chairman and Managing Director. Total cost of establishment of this plant about 2000 cores.Lohia which was Indorama Synthetics in Indonesia Indorama firstly started spinning unit in India at Pitampur near Indore (M.P. 1963 1974 1989 1995 Establishing of Ashok Textile Ind (P) Ltd.L. In Indorama. innovative and where quality is the bottom-line. O.P. in Nepal. The prominent fibrous product which INDORAMA Company produces are: 1) 2) 3) 4) 5) POY Partially oriented yarn PSF Poly staple fibers DTY Draw texturised yarn FDY Fully drawn yarn Polyester chips. M.

INDO RAMA was established in India in 1989 with a high tech plant with a capacity of 21.Lohia.120 spindles for synthetic blended yarn. The Lohia family was initially trading in textile business in Myanmar. The Lohia family manages the affairs of the group in different countries therefore it is a family organization. PT Indo Rama Synthetics.L. . the textile giant founded the INDORAMA GROUP in Indonesia in the year 1974. near Indore in Madhya Pradesh. Mr.M. PT ISPAT INDO PT IRAMA DINAMIKA LATEX Indo Rama Synthetic (I) Ltd ISIN LANKA Ltd The INDO RAMA GROUP was established in the year 1963.PRESENCE IN SOUTH EAST ASIAN COUNTRIES: Company 1) 2) 3) 4) 5) 6) 7) Country Nepal Thailand Indonesia Indonesia Indonesia India Sri Lanka Ashok Textile (p) ltd Indo Rama Chemicals (p) ltd.

Continuous efficiency improvement measures have increased the ring frame productivity to 45 metric tones per day. Butibori also produces Draw Textured Yarn (DTY). And Toyobo of Japan for Polyester Staple Fiber (PSF). But most importantly the stringent quality standards have earned Butibori the ISO 9002 Certification by SGS Yarsley. Butibori has an installed capacity to produce 600000 MT of PSF/POY/FDY/DTY and fiber grade chips. spun yarn and polyester chips.BUTIBORI PLANT: In 1995 another ambition project followed with the setting up of the Integrated Polyester Complex at Butibori near Nagpur. Maharashtra. Set up with technical collaboration with DuPont of USA for partially Oriented Yarn (POY). Fully Drawn Yarn (FDY). . UK. The spindle for producing spun yarn.

Indo Rama Synthetics (I) Ltd is not the only company of this group in India. Nagpur viz.But of all. . even at the highest spindling speed. and M/S FABWORTH INDIA LTD. Its subsidiary UNIWORTH has two units at Butibori. Recent studies have confirmed that yarns made from Indo Rama conform to the Zellwegar Uster Global benchmark norm (5% statistics) consistently. M/S WOOLWORTH INDIA LTD. the quality of the fiber conforms to international benchmarks.

M/S Indo Rama Synthetic (I) Ltd has taken care of this fact and slogan like “QUALITY IS THE HEARTBEAT OF PRODUCTION” is displayed in the plant area. We commit ourselves as a corporation and as Individual Do it right. we will create an environment. Which is customer oriented. .QUALITY.” M/S INDO RAMA SYNTHETICS (I) LTD. innovative and Where Quality is the hallmark of every operation. For this it is very much essential that there should be awareness among the staff as well as the workers. AWARDS: QUALITY: Quality is very important to keep a lasting image of the company. QUALITY POLICY IN INDO RAMA SYNTHETICS (I) LTD “We will built & sustain an Organization. SAFETY. is very much conscious about quality of its products. The company has a unique quality policy. the first time & every time. Which Support attainment of Excellence. To achieve this.

” & “DON’T DISREGARD SAFETY EVER & ACCIDENTS WILL HAPPEN EVER” can be seen in many places in the plant. . hand gloves & ear plugs. masks. For this the workers are provide with eye goggles. Also various posters with safety slogan like “PRODUCTION IS MUST BUT SAFETY IS FIRST” “WHERE THERE IS SAFETY THERE IS HAPPINESS.SAFETY: Safety of the workers is also a prime factor for M/S Indo Rama Synthetics (I) Ltd.

President of India has honored the company in the year 1997-98 for EXCELLENCE IN EXPORT. Govt. Pune CII IIMM-Ariba Inc. Year Category Excellence in Water Management 2007 Awards National Award Organization CII Ministry of Power.AWARDS & ACHIEVEMENT: INDO RAMA has also earned its fame by getting several awards.National 05 Award Corporate Sourcing excellence excellence award Outstanding contribution to the State of Udyog Madhya Pradesh Ratna Award Mr. Pune CII MEDA . of India SRTEPC CII CII SRTEPC SRTEPC SRTEPC MEDA .State level Energy Conservation Award 05 Excellence in Water Management 2004. Govt.Man-Made Fibre Yarn Blended with Gold 06 Natural Fibre State level Energy Conservation Award Leadership & Excellence Award in Award Safety. Health & Environment 2004. . Health & Environment Special category Bronze Best Export performance” for exports to Gold ‘Focus Lac’ Countries 2005.P. of Madhya Pradesh 200708 National Energy Conservation Award in Second the Petrochemicals Sector Prize Best Export performance” for exports to Gold Focus Africa Countries 2006National Excellence in Water Management 2006 07 Award Leadership & Excellence Award in Award Safety. O.

National 04 Award Man-Made Fibre Yarn Blended with Gold Natural Fibre Viscose Spun Yarn Gold Special Award Silver Excellence in Water Management 2002.National 03 Award Man-Made Fiber Yarn Blended with Gold Natural Fibre Focus Africa Countries Gold Special Award Silver Man-Made Fibre Yarn Blended with Gold Natural Fibre Highest Exports to Latin American Gold Countries Special Award Silver Man-Made Fibre Yarn Blended with Gold Natural Fibre Non-Traditional Markets Gold Special Award Gold Polyester Spun Yarn Gold Man-Made Fibre Blended Yarn Gold Man-Made Fibre Yarn Blended with Gold Natural Fibre Non-Traditional Markets Gold Exports Certificate Man-Made Fibre Yarn Blended with Gold Natural Fibre Non-Traditional Markets Gold SRTEPC CII SRTEPC SRTEPC SRTEPC CII SRTEPC SRTEPC SRTEPC SRTEPC SRTEPC SRTEPC SRTEPC SRTEPC SRTEPC SRTEPC SRTEPC SRTEPC SRTEPC FIEO SRTEPC SRTEPC . CMD Special Award Silver Excellence in Water Management 2003.200304 200203 200102 200001 199900 199899** Lohia.

SRTEPC Special Award 97 Man-Made Staple Fibre Special Award Viscose Spun Yarn Polyester-Cotton Blended Yarn 199596 Exports Exports Special Award 1994Viscose Spun Yarn 95 Polyester-Cotton Blended Yarn 1993Polyester-Cotton Blended Yarn 94 1990Viscose Spun Yarn 91 1989Viscose Spun Yarn 90 Gold Gold Gold National Export Award Niryat Shree' Gold Gold Gold Gold Gold Gold National Export Award Niryat Shree' Gold Gold Gold Gold Gold Gold SRTEPC SRTEPC SRTEPC Ministry of Commerce. Govt.Special Award Man-Made Staple Fibre Polyester Filament Yarn 1997Exports 98 Exports Man-Made Fibre Blended Yarn 1996. Govt. of India FIEO SRTEPC SRTEPC SRTEPC SRTEPC SRTEPC SRTEPC Ministry of Commerce. of India FIEO SRTEPC SRTEPC SRTEPC SRTEPC SRTEPC SRTEPC THE ORGANIZATION The philosophy of INDO RAMA is: .

“THINK GLOBAL GROW GLOBAL” The Indo Rama Synthetic (I) Ltd is headed by it’s Managing Directors Mr.VAISH U.N.KHAITAN A.Lohia.P.K.O.MIYAZAKI VISHAL LOHIA (Whole-time Director) ORGANIZATION HIERARCHY LEVEL .LADHA K. BOARD OF DIRECTORS 1) 2) 3) 4) 5) 6) 7) O.P.LOHIA(Chairman Managing Director) O.MEMANI T.P. For the purpose of identifying different profit & losses making areas. These SBU’s are SBU 1: Polyester SBU 2: DTY Company’s corporate & making office is in Delhi. plants are at Indore & Butibori & Branch office at all the important cities of India. the whole unit is divided into 2 “STRATEGIC BUSINESS UNITS”. Registered office is at Indore.K.

Top Management MM.Middle Management LM-Lower Management                     Managing Director President Senior Vice President Chief Operating Officer Vice President Assistant Vice President General Manager Assistant General Manager Senior Manager Manager Deputy Manager Assistant Manager Executive Senior Officer Officer Assistant officer Senior Engineer Engineer Supervisor Workmen . TM.The career progression in the organization is totally performance based.

Vision to be “FIRST AMONG THE BEST.” RESPONSIBILITY BEYOND BUSSINESS: . Determination in oneself 2. Revolution for accomplishment of task in spite of all odd. 3. 4. Venture to unknown challenges.IRSL IS ALSO LISTED ON THE FOLLOWING STOCK EXCHANGES: 1) 2) 3) 4) 5) 6) THE STOCK EXCHANGE MUMBAI NATIONAL STOCK EXCHANGE THE DELHI STOCK EXCHANGE THE MADHYA PRADESH STOCK EXCHANGE THE AHMEDABAD STOCK EXCHANGE THE CALCUTTA STOCK EXCHANGE SPIRIT OF INDO RAMA: 1. 6. Endeavor for a unique way of risk taking. Concerted focus on desired objective. 5.

As a responsibility of corporate citizen. Housing facilities has been given to the employees as a very well planned & well-maintained staff colony which includes a magnificently built & beautiful designed Temple. The workers have also been given hostel facilities. INDO RAMA has always underscored it’s business responsibility by accepting it’s commitment to the society at large. INDO RAMA has taken several initiatives in the field of education. spouses of company employee. The aim was to provide women family income. In 1995. INDO RAMA has made a modest move in involving their employees to green the area of the staff colony & premises around the factory. “It has invested over Rs 98 million on environment management. The office area is surrounded by a lush green lawn & a very . employment & environment. A UNESCO sponsored training program on Environmental Biotechnology showcased the company’s Butibori plant & commended them for their exemplary work. INDO RAMA is promoting issue concerning sustainable development. INDO RAMA has also initiated an entrepreneurship Development Training Program in association with the Indian Institute of Youth Welfare. The school offering English medium education from nursery to class 10 is spread over 10 acres of land. It has made sincere efforts to heal & enrich the communities in which they operate consequently. Further more under an employee voluntary scheme “VRAKSHAROP SAMAROH”. IRA INTERNATIONAL SCHOOL. was set up in Butibori near Nagpur. affiliated to CBSE.

.beautiful designed contemporary garden which is a treat for the visitor’s eyes.

The tow is subjected to further processes like drawing.g. combine the values of natural fibers with high tenacity and easy care properties of polyester fibers.These cut fibers are known as polyester staple fibers (PSF). Fabrics made from polyester blended yarns. spin finish application and than cut into fixed lengths to get cut fibers almost equal in length to cotton fibers . also known as blended spun yarn. rayon) to produce polyester blended yarn on the conventional cotton spinning machines. cotton & wool) and synthetic fibers (e.PRODUCTS & SERVICES POLYESTER STAPLE FIBER (PSF): Polyester staple fiber (PSF) has emerged as the fastest growing fiber amongst all types of manufactured fibers. The unique feature of PSF is that it can be blended with natural fibers (e.g. crimping. .The polymer thus obtained is melt spun &the bundle of continuous filaments obtained by melt spinning is called tow. Polyester are made by polymerization of purified Terephthalic acid (PTA) and monoethylene glycol(MEG).

PARTIALLY ORIENTED YARN (POY): Polymer in the melted form from poly condensation section is cooled in polymer cooler, filtered and after pressure boosting it is distributed to the spinning manifolds and than to the spinning positions .It is then extruded through spinnerets by variable speed driven spinning pumps .The extruded filaments are cooled by precisely controlled conditioned and filtered air in quench chamber. The filaments are than passed through the finish application system. The filaments are taken on take up winders and finally wound on bobbins. The yarn produced is extremely fine and unit of fineness is DENIER. The spinnerets and spinning manifold are jacketed and heated with downthern vapour. DRAW TEXTURES YARN (DTY): DTY is fully drawn, fully oriented polyester multifilament yarn with soft crimp, high bulk and texture with cotton feel and very high durability and retention properties. This is manufactured by texturising partially oriented yarn using texturising machines .DTY is suitable fabric end uses like outer/inner garments, skin-clinging garments, furnishing, upholstery etc. This is a replacement of cotton and cotton blend yarns with very low moisture content.




Fully Drawn Yarn is produced by a process similar to POY manufacturing except that the yarn is produced at higher spinning speeds coupled with intermediate drawing integrated in the process itself. This allows stabilization through orientation and crystallization. Intermingled FDY yarn is suitable for direct twisting, warping and weaving. It has an excellent dyeing consistency. POLYESTER CHIPS: The balancing stream of polymer melt polycondensation section is discharged through metering pumps to the casting head. The ribbons coming out of casting head are taken on the cooling chambers of chips cutter where the molten ribbons are cooled by chilled DM water system. The solidified polymers ribbons are then into chips cutter and dried in the dryer. The dried chips are than passed through the classifier. The properly cut chips are stored in chips silo. The chips are conveyed to the bagging silo for bagging.

 Increasingly being used as an implant in orthopedic and cardiovascular application, healthcare and hygiene products.  Important input in making tamper-proof packaging, microwave food trays and bottles.  Important element for making printed circuit boards, smart cards, video and audio tapes.  It is used to manufacture X-ray films and holograms.  It is the preferred fiber for creating space suits for NASA s space program.  It is the crucial raw material for horse power belts, ropes and threads.  Key input in the manufacture of sheath bombers.  Being used in protective clothing for industrial workers and to make high performance sportswear.  Ideal material for fishing nets, plant protection fabrics and sails.  It is used to manufacture floppy disk liner.

 It is used in blinds and tyre cords. Agriculture benefited from polyester as sunscreens, wind shields and packing material for a crop INFORMATION TECHNOLOGY/ SAP OVERVIEW ERP SYSTEM The main focus of any industry is customer satisfaction. ERP or Enterprise Resource Programming System is very effective in providing the same. The key to ERP is standardization of information across the organization, with data pertaining to procurement, sales, production, finance, distribution etc, being updated in real time basis across the enterprise, ERP averts wasteful duplication of data and effort. ERP induces greater transparency and a more democratic workplace. ERP IMPLEMENTATION SAP in today’s world has made a special impact on big industries like INDORAMA. It is first organization in polyester industry to have implemented this package, as SAP was initially developed for chemical Industry. WHAT IS SAP? SYSTEM APPLICATION PRODUCTS in data processing is a fully integrated enterprise with wide resource planning software package which links all business activities of an organization. It was developed by System

5) Computes the cost of transaction. based on actual consumption of resource. ADVANTAGES OF SAP 1) The moment of transaction. The SAP implementation in INDORAMA was named PROJECT IRIS i.e. Indorama Integration Strategy. SAP benefits the company through maintenance of Customer commitments and also helps in the company’s dealings with external . distribution etc.. 6) Awareness of not only how much sales is done but also how much sales is lost. 2) 3) 4) It gives a common database to all the users. Eliminates consumption of resource on data collection. 7) Covers online activities like finance. Transaction recorded are automatically posted eliminating the need for reconciliation. sales. Such a name was necessary to give the project a sense of purpose and to adopt and integrate it in the part of organization’s working. it is captured in the system and put to use i. purchase.e.. logistics. information is available in real time basis.Anwedung Produkte of Germany and is accepted world wide as one of the best ERP packages.

RESEARCH METHODOLOGY The research can be defined as “Systematic effort to gain new knowledge”. The effectiveness of research work depends on correctness of .audiences also. collecting.  Functions of Time Office. Consequently it will see improved inventory management. better resource utilization and reduction in average holding period. and at least carefully testing the conclusions to determine whether they fit the formulating hypothesis. formulating hypothesis or suggested solutions.  Evaluation of training program at IRSL. organizing and evaluating data. procurement terms. It may be understood as a science of studying how research is done scientifically. increased inventory turnover. making deductions and reaching conclusions. Research comprises defining and redefining problems.  Analysis of training program given to employees of IRSL. RESEARCH OBJECTIVES  Depth analysis of HR department at IRSL. Research methodology is a way to systematically solve the research problem. IT makes it easy for INDORAMA to plan inventories and production.

I will be analyzing the exit interviews given by various employees we were working in various employees we were working in various department in Indorama. which should also consider the logic behind the methods used the context to my research.  Selecting the source. The main aim is to discover the ideas and insights. RESEARCH TECHNIQUES Exploratory research is also termed as formulative research. SOURCE OF DATA There are two sources: . Under this study. My research design of my project includes:  Defining research objective  Collection of secondary data Descriptive research is concerned with describing the characteristics of particular group.  Defining solution of the problem.  Finding and conclusion oriented.  Processing and analyzing the data. It includes:  Formulating research Objective of the project.research methodology.

. no matter how open is organization’s style is. HUMAN RESOURCE DEVELOPMENT(HRD) Definition of HRD:  HRD defined as “activities and processes of personnel department directed towards promoting intellectual. the policies. Exit interviews are also helpful revealing the information about the employees that they never shared with the management.indoramaindia. procedures rules and regulations.e. psychological. Secondary Data: www. This will tell us what grievances they were having towards the organization and what made them to take such steps and from this we can analyze the data and can get some useful insights with which we can improve the current conditions. can restrict the turnover and the working environment of the company be made more healthy which will ultimately lead to maintain good employees relation. moral.com and the records available of the company i. Primary data  Secondary data Primary Data: In depth interviews with the personal managers and HOD’s of the departments which includes several questions and analyzing the exit interviews given by each employee who left the organization.

 HRD system needs to be open to provide opportunities for development.  HRD takes place through: a) Class-room Training in the Company.therefore. discover to employ other intrinsic potentials for the individual and organizational development.cultural. whether for personal or group gain. The responsibility for this is that of employee’s superior in the organizational hierarchy. has potential to develop adult’s work based knowledge.  Building the capability in advance leads to utilizing opportunities for this is that of employee’s superior in the organizational hierarchy. or for the benefit of an organization. develop the organizational culture having an in-built system of superiorsubordinate system and contribute effectively through co-ordination. if it takes care of both anticipated needs and existing gaps in the required skills and available skills. . outside company or Abroad.  HRD is most effective. needs to be a detailed one. Concept of HRD:  HRD results in capability improvement.”  It is a process through which the employees of an organization are tuned to acquire or sharpen capabilities and thus perform multiple functions on their jobs. expertise.  Human Resource Development is any process or activity that either initially or over the long term. The information system for HRD. productivity and satisfaction. social and economical development of employees in making them achieve the highest individual and collective goals.

the opportunities need to be created within the Organization by the Superior for their subordinates. . HRD is the means as wall as an end because it imparts education. cultural expression and improved health. their needs and hopes.  We respect individuals. It seeks to generate awareness among them of their role as a source to the organization for the attainment its goals and objectives. The concept of HRD aims at a better understanding of people.  We encourage and motivate employee to be innovative and creative. HR POLICY IN INDORAMA  In INDORAMA we are committed to team work. thus minimizing areas of conflict between the two and promoting an integrative approach.  Knowledge-Worker’s development is dependent upon the job experience and is self-induced.b) c) d) e) f) g) h) i) Job Rotation Task Force Project Work Self-study Work-shop Monitoring Counseling Visits. For this.  We expect the employees to value their commitments.

Motivating the employee to achieve the organizational objectives. encompass the following: a. Acquisition of human resource. Pretension human resource. 3. Volatility demands leading indicators and leading indicators reduce volatility. Proper utilization of human resource. PERSONAL DEPARTMENT In each company mainly personal department has three main objectives. b. Success requires commitment and commitment breeds success. Indorama believe:  People plus information drives the knowledge for the organization. TIME OFFICE . 2. The value path is often covered and analysis uncovers the pathway. which are: 1. Development of human resources. Boosting the morale of the employee. Coincidence may look like co-relation but is it often coincidence. Human capital leverages other capital to create value. The personnel department activities department activities at Indorama Synthetics (I) Ltd. We expect employees to follow work place ethics. c.  We expect all our employees to be the brand ambassadors.       Validity demands consistency: being consistent promotes validity. d. Sustaining and retaining them.

These are as follows: Type of leave Casual Leave(CL) Sick Leave(SL) Privilege Leave(PL) For Staff 7 Days 12 Days 30 Days For Worker 7 Days 7 Days 15 Days There are different methods of leave for both staff as well as worker. For the staff there is online Leave Management System (L.S) manual entry system is used for worker with the help of leave card. date of joining .last company. permanent address. project details etc. Functions: The main function of time office to record the details of the employee from joining till he leaves the company.] Leave Management: Leave management is also one of the functions of time office there are three types of leave given to employee of INDORAMA. The main tools of collecting this data are as follows:  Data maintaining  Leave management  Pay roll  Attendance tracking  Contract labor management  Statutory compliances  Grievance handling Data Maintaining: Data maintaining records the complete life of the employee working in the organization. work experience. Previously there were leave card system for worker as well as staff. Joining from have been given tin the employee by the office in which all the details has to be given by that employee like his name.The main objective of time office is to keep all possible records of the employees working in the organization. But with the time they have upgraded to online LMS system known as “ANTARNAAD” for staff and manual .M. when the employee joins the organization. Further we will discussing the role of time office at INDORAMA. sex.

Gratuity is calculated by formula: (Basic/26)*15days*number of years of service For this minimum five years of service is required and 240 days of regular work is required to be a permanent employee. house treatment allowance. Basically the salary structure is divided into two parts. 2. special allowance. Reimbursement is divided into ten parts conveyance allowance. Bonus is calculated by taking 8. and medical claim. on practice allowance.system is followed for worker. on the basis of the employee working days and their salary is adjusted according to the leaves they have taken. The leave granted for worker as well as staff are different in number as mention above in table. education allowance. Attendance Tracking: . 3. HRA. The fixed part comprises of Basic. the fixed & the variable part. travel allowance. Pay Roll: This part of the department is liable to issue employees salaries every month on time. Performance bonus is based on the production. 4. Retrials include employee contribution to provident fund. special allowances and the variable includes a performance allowance that has been given according to the performance of the employee. HRA. Now talking about the salary break up. Monthly Salary Reimbursement Retrials Performance Bonus Monthly salary is divided into three parts basic. uniform allowance. gratuity.33% of basic pay. it has been divided into four parts: 1. car lease rental. Home loan & various other loans taken by the employees.

Unskilled Labor Job of the unskilled labor is not related directly to the machines running in the plant. they are: 1. Skilled Labor 2. and G. The terms & conditions in the contrast can be changed as per organizational needs. and employees are hired on its basis. . medical. Through this attendance the employee salary is calculated. They are not given any leaves.The current production is done in four shifts A. It helps the organization in hiring the required workforce.58Rs to them and increment 6.B. Regular attendance is maintained at labors. They are paid 1333. save time resources and capital in the cumbersome hiring process. travel etc.52 is given to every grade increase the basic facility which is given to the regular employees is also given to the contract labors like canteen. Attendance is marked through various punching machines installed at entry gates and also at various or their respective departments. There are mainly two grades of labor which the company needs for different types of work in the plant. He punches that unique code & his finger is printed into the machines and a daily log is maintained in office. Semiskilled Labor 3. Statutory compliances Statutory compliances are the benefits given to employee which are mentioned in status or which are mention in laws. Minimum requirement to sign a contract is set. The contractor should have a legal authorized licensed issued by the government and should have a minimum received labor force to meet the requirements of the organization. The employee has been given a unique authorized code issued by time office. Statutory means “of or related to statue” or what we normally call Laws or Regulations. Contract Labor Management: INDORAMA hires its employee through contract agencies. Timing for shift a is 6 am to 2 pm and others are in regular interval. There is around 1800 working staff.C.

It may be written or verbal. the salary and wages act is used. Grievance can also be defined as the written complain filed by an employee and claiming unfair treatment on the other hand it can also be defined as “any real or imagined feeling of personal injustice which an employee has concerning his employment relationship”. It may be unvoiced or expressed stated by an employee.     It covers dissatisfaction. The purpose of the statutory compliances is to safeguarding the employees and the enterprise from untoward risks by managing and consulting on issues such as retirement benefits and taxation. Standing Order To fulfill these service conditions comply takes the help of various other acts such as for salary. To fulfill the service .Compliances just mean to comply with or adhere to. It may be valid or legitimate. So Statutory Compliances means you are following the laws on a given issue. untrue or completely false. Employee State Insurance Act Provident Fund Professional Tax Gratuity The Minimum Wages Act The Payment of Bonus Act The Payment of Wages Act Grievance Handling A complaint becomes a grievance when this dissatisfaction which is mostly related to work is brought to the management.

But if the organization fails to submit the “Model Standing Order” then fine is charged against the organization and asked to follow the acts which are present. TRAINING . Here in is following INDORAMA standing order is following the “Bombay Industrial Relation Act” to fulfill the service conditions. And submit the copy of “Model Standing Order”.conditions the company can take help of the acts which are present or company can established their own standing order. After forming any establishment within 90 days organization needs to register itself to industrial employment standing order committee. Model standing order is the document which organization decides to follow to fulfill service conditions that means the organization is going to follow that standing order to fulfill the service conditions.

instruction. development and planned experience. understanding and skill. Development: “Development is any learning activity. rapidly or . Clothier and Spriegal. CONCEPT OF TRAINING AND DEVELOPMENT: Training is a segment of Personnel Management system that strives to contribute to the overall goal of performance improvement. which is directed towards future needs rather than present need and which is concerned more with career growth than immediate performance. Indeed. It is an integral part of the whole management program. It is a systematic process of developing professional knowledge.  “Training is the formal and systematic modification of behavior through learning which occurs as a result of education. “Training is the corner store of sound management. Training refers to the methods used to give new or present employees the skills they need to perform their jobs. Development and Training are frequently used in double harness. both of individual’s and groups that serve the organization.”  “Training can be defined as an organized instructional process for improving employees’ skills. for it makes connected with all the personal or managerial activities. usually by changing employee’s attitude or increasing his/her skills and knowledge. with all its many activities functionally inter-related. Work habits and attitudes. We develop throughout life.” Indo Rama follows the training and development procedure certified by ISO 9001:2000.”  “Any activity designed to improve another individual’s performance in a specific area.” NATURE OF TRAINING AND DEVELOPMENT: Training is an attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning. Development is a closely related word. knowledge. -Scott.

usually by changing the employees attitude or increasing his or her skills and knowledge. it must blend this aim with the larger aim of promoting organizational objectives. managers and executives need to be developed in order to enable them to grow and acquire maturity of thought and actions. Employee training tries to improve skill or add to the existing level of knowledge. Employee growth and development has to be seen in context of this change. The concern is for the organization’s viability. individual growth needs to be matched with the individual growth. It is not only the workers who need training but also supervisors. In simple terms. It is. Training and development constitute ongoing process in any organization. However. Training and Development: = Need Standard Performance .slowly. Training is one of the ways development occurs. the most cost-effective method of improving competencies amongst the manpower of an organization.Actual Performance NEED FOR STUDY: . Training can not have as its aim only the improvement of the individual an the group. So that the employee is better equipped to do his present job or to prepare him for a higher position with increased responsibilities. Successful candidates placed on this job need training to perform their duties effectively. well or badly as a result of all our experiences. “It is any attempt to improve current or future employee’s performance by increasing an employees ability to perform through learning. reduce scrap and also avoid accidents. that it should adapt itself to a changing environment. training and development refers to the imparting of specific skills. abilities and knowledge to an employee. Workers must be trained to operate machines. Training and Development is very important component of Human Resource Development. perhaps. A formal definition of training and development would be. but there are many others.

there is a need to train and develop human resources in organization. LEARNING DIMENSIONS: Training Who What Why When Non-Managers Technical/Mechanical Operation Specific Job Related Information Short Term Development Managers Theoretical/Conceptual Idea General Knowledge Long Term IMPORTANCE OF TRAINING AND DEVELOPMENT: . Management can be defined as the effective and efficient utilization of money. In this rapidly changing economic scenario. The increasing significance of HRD activities and Training and Development In Indo Rama Synthetics (I) Ltd. HRD believes that individuals in an organization have unlimited potentials for growth and development and their potentials can be developed a multiplied through appropriate and systematic efforts. machine to accomplish the organization’s objectives and goals through people.Human Resource Development is concerned with the development of human resources in an organization and helping them to acquire new capabilities required for the achievement of the corporate as well as individual goals. material. HRD activities and Training and Development are needed in an organization for the continuous enhancement of workers. supervisors and managers. Due to continuous changes in competitive market and development in technology at an ever-increasing rate. competence of people is the key to success in any undertakings. there is a need for training and re-training human resources in order to enable them to adapt to new situations. Therefore.

2. Complaints. The list is to be into performance appraisal report level-wise as assistance to controlling officer to identify the training need of an individual employee.  Training give versatility in operation to employee. based on interaction with SMC. It helps to remove deficiencies in employees. necessitating the upgrading of some employees  A desire to reduce the amount of scrap and to improve quality  Increase in number of accidents TRAINING NEED ANALYSIS 1. Absenteeism and Turnover can be reduced if employees are well trained.  Accidents. scraps and damage to machinery and equip can be avoided or minimized through training. The identified training need formats need to sent to corporate training and development for compilation. A standard list of training of training needs taking into account the organizational needs. For this purpose we need to change . with codified number to be prepare by corporate training and development.  Dissatisfaction. Purpose of training:  Increase productivity and quality  Promote versatility and adaptability to new methods  Reduce number of accidents  Reduce labor turnover  Increase job satisfaction displaying itself in lower labor turnover and less absenteeism  Increase efficiency When Training Need Arise:  Installation of new equipment or techniques  A change in working methods or products produced  Realization that performance is inadequate  Labor shortage. 3.

5. These documents should contain training plan for all employees. After the approval by SMC. We may classify the cadre for training purpose asTop Management Senior Management Middle Management Junior Management Supervisory 7. 4. 6. annual programmed calendar. 8. other techniques of development need to be employed. The design of the program will start first by issue with the target group of participant. It would be desirable to promote employees from one cadre to another cadre at one point of time in a year. The design will also be reviewed based on the feedback received from the invited participants over the design sent to them two months in advance. this plan will be circulated amongst VP’s/A VP’s and manager (training) of the respective units/plant. For lesser number. central location as venue should be preferred. 10. each employee from supervisor and should undergo class room training. The promotion entails clarifying the role at this level.the design of performance appraisal formats. 9. Each program is announced two months in advance by writing a letter to the individual participants and inviting him in the learning process. This should be supposed with an advance reading to stimulate the . where training need identified can be inserted as a separate sheet. In case of number of participant is more than 15 for a need. An employee has to successfully undergo a training meant for role clarity before conformation. Once in three years. The annual plan of corporate training and development should come out within three month of submission of performance appraisal formats. details of program outlines and list of participants for each program. The discussion will also be held with the role-set member. class room training can be arranged.

out of plan document can be granted by VP (HRD and Admin. Timely intervention discussion by the course coordinator with faculty has to be insured. The exemption from not attending a training program. The session starts with reviewing the previous day’s learning. It should also be supported with be urgent to discuss the design with his role-set members. The participants evaluate the training session on daily basis.)/President. Faculty is also requested to insure reading and exercises sent in advance. 14. He will be asked to intimate issue and problem which he would like to be addressed in this program. in charge of unit. 13. The objectives are to reinforce the learning. 11.learning process. Each program ends with an action plan drawn by the individual participants to do something better at his work place. The course coordinator has to closely monitor the inputs provided by the faculty. germane to the acquired learning. After the program is over. each faculty is to be provided with a summary of the participant’s feedback. Participants are provided topic-wise reading for each day. . Faculty is guided by faculty Brief containing the objective of the session and broad contents and suggested pedagogy of each session. The emphasis is to capture what has been the extent of learning gained by the participants. Participants are asked to recollect contents and learning acquired out of the previous day and share with others. for the program. The action plans are forwarded to the reporting officer for guidance and necessary support to the individual employees. 12. Course coordinator has to carry out the review session and he has to be present throughout all the session and act as a co-facilitator.

1. Post Training Study Pre-Training Study Delivering the Training Post Training Study .TRAINING METHODOLOGY The approach that INDORAMA takes to develop and deploy a Training program is a three phase approach. Delivering The Training 3. Pre-Training Study 2.

BUTIBORI Procedure for competency development training Identify Training Needs Training Needs Assessment Forms Identify employees for a training programme .PHASES OF TRAINING METHODOLOGY INDORAMA SYNTHETICS (I) LIMITED.

Design training programme Programmed schedule Prepare training calendar Training calendar File AA Send Nomination Nomination Letter .

mgmt Program feedback from workers Program feedback from Jr. mgmt above Fil e File Fil e Follow up action on Feedback B B .Organize training program Collect feedback and assess competency Program feedback from below Jr.

Follow up action form File Update employees training record Employee training record File Procedure for competency by INDORAMA Synthetics (I) LTD. development and training followed .

Also by helping them become more self directed. developing ability to set and achieve goals and enhancing key leadership skills. the capacity to succeed in constantly changing situations through flexibility in thinking and approach. INDORAMA training and development programs aim at making people realize their full potential. This is achieved by improving their attitude and developing in them. Since most people use only a percentage of their talents and abilities for them to realize their full potential is always profitable for an organization. On the basis of training needs assessment . Every year company invests money on development of their employees by concluding training and development programs and nominating its employees for external training.TRAINING AND DEVELOPMENT PROGRAMS People are business and industry’s greatest asset and most important resource.

Since this is achieved through an internal change in the self it is therefore. Based upon the fundamental principal that success is the best teacher. technical and general awareness programs for its workers and staffs. training department prepares training plan for one year in which they identify the training and development program to be conducted. technical and general awareness skills. The mission of INDORAMA’s training programs in to develop workers staff into successful leaders by improving their behavior. our training programs concentrate on motivating the participants to succeed by developing a positive attitude. Training department has divided the training programs in three categories:  Behavioral Training Program  Technical Training Program  General Awareness Training Program This year also company has identified its behavioral.and appraisal. of a permanent nature rather than through fear or incentives which are temporary. external and work in short run only. .


Feb 16-Feb 19-Feb 23-Feb 26-Feb 10-Feb 17-Feb 19-Feb 24-Feb 27-Feb 1 2 3 4 5 Employee Development Couples Training Executive Development Quality Circle Leadership Skills 5-Mar 9-Mar 16-Mar 20-Mar 24-Mar 6-Mar 10-Mar 17-Mar 20-Mar 24-Mar 1 2 Employee Development Executive Development 6-Apr 13-Apr 7-Apr 14-Apr .TRAINING CALENDAR JANUARY 2009-DECEMBER 2009 Sr no Name of the Program From 1 2 3 4 5 Executive Development Quality Circle Supervisory Development Couples Training Employee Development 12-Jan 15-Jan 19-Jan 22-Jan 27-Jan Period To 13-Jan 15-Jan 20-Jan 23-Jan 28-Jan 1 2 3 4 5 Employee Development Couples Training Quality Circle Supervisory Development Executive Development 9.

3 4 5 Quality Circle Supervisory Development Material Management 16-Apr 20-Apr 27-Apr 16-Apr 21-Apr 27-Apr 1 2 3 4 5 Quality Circle Employee Development Couples Training Understanding 5 ‘s’ Supervisory Development 4-May 11-May 18-May 22-May 26-May 4-May 12-May 19-May 22-May 27-May 1 2 3 4 5 Executive Development Advance Excel SAP Essence of Industrial Laws 8-Jun 11-Jun 15-Jun 19-Jun 9-Jun 12-Jun 16-Jun 19-Jun 23-Jun General Awareness of ISO 14000 23-Jun 1 2 3 4 5 Supervisory Development Pump & Compressors Employee Development SAP 6-July 13-July 16-July 22-July 7-July 13-July 17-July 22-July 27-July Internal Auditors-ISO 9001-2000 27-July 1 AC Drives & PLC 5-Aug 6-Aug .

2 3 4 5 Essence of Industrial Laws Advance Excel Testing Methods Executive Development 12-Aug 17-Aug 21-Aug 24-Aug 12-Aug 18-Aug 21-Aug 25-Aug 1 2 3 4 Supervisory Development Employee Development SAP General Awareness OHSAS 8-Sep 14-Sep 18-Sep 22-Sep 9-Sep 15-Sep 18-Sep 22-Sep 1 2 3 4 5 Stress Management Quality Circle Testing Methods Executive Development Taxation 5-Oct 8-Oct 14-Oct 19-Oct 27-Oct 5-Oct 8-Oct 14-Oct 20-Oct 27-Oct 1 2 3 4 Employee Development Supervisory Development Advance Excel 9-Nov 16-Nov 23-Nov 10-Nov 17-Nov 23-Nov 27-Nov Advance Process Control System 27-Nov 2 3 Employee Development Supervisory Development 14-Dec 21-Dec 15-Dec 22-Dec .

4 5 SAP 5 ‘s’ 24-Dec 28-Dec 24-Dec 28-Dec AUTHORIZED SIGNATORY .

from April 1 to March 31.e. INDORAMA estimates its training budget for one year i.TRAINING BUDGET Training budget is a statement showing the estimate cash outflow of training department over a given period of time. Training Material Lunch and Snacks External Faculty Fees Membership and Subscription of magazines Subscription to central board of workers education . Following are the expenses of INDORAMA’s training and development department.

This would also aid in making suitable modification to the current program and develop them further. Evaluation of training is very important in order to establish credibility of two phases.External Training Program Other expense EVALUATION OF TRAINING PROGRAM Post Training evaluation is necessary to measure whether the expenses on training have become an investment on people or an unnecessary costto the organization.one immediately and other preferably after 3 month. Any training without an effective evaluation (Quantitive and Qualitative) will be a waste. Training program must evaluate for fulfilling the principle of cost benefit analysis (CBA) and return on investment(ROA) to maintain credibility. to gauge at two levels: .

PRE-TRAINING EVALUATION (To be filled in by concerned HOD’s) Purpose:. pre training assessment from is filled by departmental head and after 90 days of training program. so that we can analyze and understand the actual gaps. Before the training program. Training Efficiency  Short-term Effectiveness Training Efficiency: Training efficiency is evaluated in Indorama by assessing the feedback from filled by the participant in the end of the training prgramme Short-term Effectiveness: In Indorama short term effectiveness I measure by comparing pre and post training assessment. We would like to assess certain skills acquired by him before the actual conduct of program. post training assessment from.We are nominating the concerned employee to attend the training program on communication skills. we evaluated short-term effectiveness. By doing this. we will be able to .

Name:. so that he can perform well be evaluating again his performance during impact assessment after 90 days on the same parameters.Communication Skill Individual Performance Communication colleagues Communication HOD’s Office chain Participative Skills Drafting Skills Listening Ability 5 5 5 4 4 4 3 3 3 2 2 2 1 1 1 communication 5 4 3 2 1 with 5 4 3 2 1 with 5 Excellent Very Good 4 3 2 1 Good Fair Poor Comments:_____________________________________________________________ _____________________________________________________________ ._________________________________________________ Programme Title:.______________________________________________________ Department:.fulfill and impart required knowledge and skills to him during the training program.

. Your feedback is very much appreciated.Communication Excellent 5 Level 4 3 2 1 Poor Comments:_____________________________________________________________ _____________________________________________________________ (Signature) Thank you for taking the time to complete this pre training evaluating sheet.

If Any : . OBJECTIVES : How far the objective have been fulfilled: Completely Partially Not At All 2. OVERALL EFFECTIVENESS OF THE COURSE : (TICE ONE ONLY) POOR FAIR GOOD VERY GOOD EXCELLENT Suggestions.Indorama Synthetics (I) Ltd. BUTIBORI. NAGPUR PROGRMME EVALUATION REPORT PROGRMME ON INTERNAL AUDITORS ISO: 9001:2000 DATED:30 MAY 2009 TH 1.

3. Comments about Arrangement : . if any: 4. Feedback about the Session (Tick one only) Least a) Relevant to the job Relevant 1 2 3 4 5 6 7 8 9 10 Most Relevant b) Presentation Poor 1 2 3 4 5 6 7 8 9 10 Excellent Suggestions.

1 CP1 TRAINING CENTER .DID YOUPREAPRE YOURSELF FOR THE PROGRAMME : (PLEASE TICK) 1) Discussing with Superior. Colleague And Subordinate YES NO Rather 2) Active participation during the Programme Inactive Not Active Much Active Extremely Active INDUSTRIAL DISASTER MANAGEMENT FOR WORKMEN 13th February 09 PROGRAMME SCHEDULE PSF 5.

1505.3012.0010. Prabodh Ojha Mr.4505. Hemant Paliwar Fire Station Team 02.3003. Vipin Gandhare Dr.30 11. Umesh Bhadade Mr.15 05.3001.30 12.K.15 10.45 Practical Training of Fire Fighting Rescue Operation.DATE TIME PARTICULARS RESPONSIBILITY REMARK S 12/02/0 9 10.45 03.30 Introduction To Progrmme Our Company’s On – site Emergency Plan Impact of Natural Disaster on Industries First Aid & CPR(Artificial Respiration) Distaster Management Management Mr.1511. Agrawal Handling. Casualty Aid Validation N. Thakre Mr. Ambulance Dril & First AUTHORISED SIGNATORY DATA ANALYSIS AND INTERPRITATION .M. N.

and transforming data with the goal of highlighting useful information. Structural interview was conducted with the respective personnel managers of INDORAMA. questionnaires were distributed to the sectional head of INDORAMA. suggesting conclusions. My analysis is based on the survey carried out by me in organization. the next step is to analyze and interprets the data. in different business. Analysis of data in general way involves a number of closely related operations which are performed with the purpose of summarizing the collected data and organizing these in such a manner that they answer the research question(s) After collecting the data. Data analysis has multiple facets and approaches. modeling. science.Data Analysis is a process of gathering. and supporting decision making. encompassing diverse techniques under a variety of names. The research tools used were depth structured interview and questionnaire. I will use pie charts and bar diagrams for the analysis of the data. . and social domains.

so it should conduct every year. INDORAMA (I)LTD . 8 sectional heads were not satisfied with the training given to workers because last year training was not conducted for workmen due to the internal problem between management and workmen.SATISFACTION WITH TRAINING GIVEN TO WORKMEN IN LAST 3 YEARS Satisfacion with training given 27% No Yea 73% INFERENCE: 1. 22 sectional heads were satisfied with the training given to workers in Indorama 2. They believed that training is a continuous process.

. self-motivation. positive attitude and behaviors. competency.TRAINING NEEDED TO WORKMEN Training needed to workmen 0% No Yea 100% INFERENCE: All the sectional heads replied that training is needed to workmen for betterment and enhancement in personality. skill.

.PREFERENCE OF THE TYPE OF TRAINING: Preferance of type of trainig for workmen 30 Kind of Training 25 20 15 10 5 0 1 2 3 4 No. 6 sectional heads preferred only behavioral training should be given to workers for the self-development because of limited manpower in the department. of Respondents INFERENCE: 1.

who have technical knowledge as well as general awareness about the work. 24 sectional heads preferred all the three training should be given to workmen in our organization because today we need multi skill workers.2. SATISFACTION WITH THE PRESENT MODE OF TRAINING .

2. case study. and role-play. .Satisfaction with present mode of training No Yea 43% 57% INFERENCE: 1. 57% respondents were satisfied with the present mode of training. 43% respondents were not satisfied with the present mode of training because there should be some effective training methodology like games.

FREQUENCY OF TRAINING PROGRAMME: Frequency of training programme 25 No. Two sectional heads preferred training should be organized once a month. 22 sectional heads preferred training should be two times in a month because of limited manpower at workplace. of Respondents 20 15 10 5 0 0 1 2 2 Frequency 3 22 6 4 INFERENCE: 1. 2. .

Six respondents preferred frequency of training should be three times in a month because all workers should obtain at least one training in a year.3. of Respondents 20 15 10 5 5 0 1 2 frequency 4 3 0 4 21 INFERENCE: 1. NOMINATION OF WORKERS FOR TRAINING PROGRAMME Nomination of workers 25 No. . Five respondents can nominate one worker for one training programme from his department due to heavy work place.

FEEDBACK FROM WRKERS ABOUT TRAINING PROGRAMME: Feeedback from workers abount training programme 0% No Yea 100% INFERENCE: . 3. Four respondents can nominate three nominations from his department for one training programme. No one is ready to nominate four workers from his department because of limited manpower at work place. 21 respondents can nominate two workers for one training programme from his department.2. 4.

All the respondents take feedback from workers after training programme attended DURATION CONDUCTED: OF IMPACT ASSESSMENT OF TRAINING .

19 sectional heads responded impact assessment should be taken after 90 days of training programme. 2.D ra no im a t a s s m n u tio f p c s e s e t No. of Respondents 2 0 1 8 1 6 1 4 1 2 1 0 8 6 4 2 0 1 9 1 1 0 1 2 D ratio u n 3 INFERENCE: 1. . 11 sectional heads responded impact assessment should be taken after 60 days of training programme.

TRAINING BUDGET: Traiging Budget 2003-04 2004-05 2005-06 27% 25% 48% INFERENCE: Number of training programme has increased every year for workers and staffs. . so training budget also budget also increased year by year.

WHY? _____________________________________________________________ _____________________________________________________________ IF NO. IS TRAINING NEEDED TO WORKERS? YES [ ] NO [ ] .NAME 2.QUESTIONNAIRE FOR SECTIONAL HEADS 1. WHY? _____________________________________________________________ _____________________________________________________________ 4.DEPARTMENT: 3.ARE YOU SATISFIED WITH TRAINING GIVEN TO WORKERS IN LAST YEARS? YES [ ] NO [ ] IF YES.

IF YES. Rank the following behavioral training as per the need of workers (112): 1. c. WHY? _____________________________________________________________ _____________________________________________________________ 5. 4. d. WHAT KIND OF TRAINING YOU WOULD PREFER FOR WORKERS? a. Communication Skill 2. 5. [ [ [ [ ] ] ] ] Technical Training General Awareness Training All the three 6. WHY? _____________________________________________________________ _____________________________________________________________ IF NO. Behavioral training b. Leadership Skill . 3. [ [ [ [ [ [ ] ] ] ] ] ] Interpersonal Skill Time Management Team Building Supervisory Skill 6.

Are you satisfied with the present mode of training given? . Work Ethics Attitudes Mindset 10. 5’s training [ [ [ [ [ ] ] ] ] ] 8. Safety training 5.7. Rank the following general awareness training as per need of workers (1-5)? 3. Change 12._________________________________________ 3. Positive 11. QC training 6. Negotiation Skill [ [ [ [ [ [ ] ] ] ] ] ] 8._________________________________________ 2. specify 1._________________________________________ 7. ISO training 4. Kaizen training 7. Stress Management 9. Motivation Any other.

[ [ [ ] ] ] Two-man day Three-man day 10. One-man day b. Once a month c. One worker Two Workers Three workers More than three workers [ [ [ [ ] ] ] ] . c. Thrice a month 11.Yes [ ] No [ ] If no. what mode of training will be best suitable for workers? ___________________________________________________________ ___________________________________________________________ 9. d. Once a weak b.How many workers you can nominate for one training programme? a. b. [ [ [ [ ] ] ] ] Twice a month d.What should be the frequency of training programme? a. What should be the ideal duration of training programme for workmen? a. c.

12. After 30 days b. After how many days impact assessment of training should take place? a. After training programme. After 90 days [ [ [ ] ] ] f. After 60 days c. do you take feedback from workers about the training programme attended? Yes [ ] No [ ] e. What changes do you want in existing training process of workers? ________________________________________________________ ________________________________________________________ ________________________________________________________ ________________________________________________________ .

All the functions of time office were carried . if any ________________________________________________________ ________________________________________________________ ________________________________________________________ ________________________________________________________ Signature Date: FINDINGS This research has been carried out to study the functions of time office and training process of IRSL.g. Suggestion for training.

Because the employees are aware that strict action can taken against the employee if he acts illegally in co . Relationship between workers and managers are not properly managed. b. f.out properly. It is excellent opportunity for the researcher to learn concept of time office and various functions of time office and training and development program of IRSL. Majority employees of the IRSL are aware about the functions of time office. c. Disciplinary action process helps to control misconduct that can happen in company. a. e. Majority employees of the IRSL are of same age having 30-35 years old. All employees in IRSL get training as per their performance and not single employee get repeated during the process. d. All employees of the IRSL are aware of the process of training and development process in IRSL. g. All employees get proper guidance from time office for completion of formalities of the statutory compliances.

But with time IRSL introduced online leave system “ANTARNAAD” for staff. Here of the fully automatic punch system or punch card system required so the crucial time of employee as well as employee of the time office can be saved. aid. 2. reimbursement of hospitalization expenses. And handling printing expenses of the leave card. Company should provide regular training for continuous improvement. During in punch or out punch it is seen that because of some error punching of some employees were not possible then attendance need to marked manually in system. medical. 3. . There is a need for effective implementation of training plan in organization. 5. Labor welfare is another important aspect which includes cultural facilities. Previously both staff and worker had ta apply for leave manually.RECOMMENDATION 1. Attendance system of IRSSSL is punching system. The organization should introduce new scheme for rewards and reorganization so as to strengthen the relation and providing job satisfaction to employee by taking proper review of their work motivating the employees to improve his efficiency & productivity. 4. It will save time of manual entry of leave of worker.

CONCLUSION: To conclude.canteen facilities should be improved. 6. it was an excellent learning experience for me. On many occasion it is found that the process of grievance handling can be improvised. was indeed a great learning experience. I would say that my training in Indo Rama Synthetics (India) Ltd. so the training also helped me to understand part of our theory syllabus better. The Company should provide good provision for labor welfare which develop their personality and have a positive effect on employees. All in all. . Some activities in industry had a direct bearing to our curriculum. The industry in itself is an example of how to manage human resource successfully and how to improve competency level by Training and Development program.

indorama. WEBSITES: • • www.REFERENCES/ BIBLIOGRAPHY: • Company Policy File • Topic related books.com .google.com www.

Sign up to vote on this title
UsefulNot useful