Project Report

On

“STUDY OF TRAINING AND DEVELOPMENT

OF EMPLOYEES IN INDORAMA SYNTHETICS
(India) LTD.
BUTIBORI, NAGPUR”

SUBMITTED BY

KARAN K KAMDI

GUIDED BY

Mr. S. Subramaniam

Asst. Professor, DMIMS

Datta Meghe Institute of Management and Studies

Atrey Layout, Nagpur

(2011-2012)
 CERTIFICATE

This is to certify that Mr. KARAN K KAMDI Studying in MBA

IInd sem of DMIMS Nagpur has successfully completed this
project entitled “STUDY OF TRAINING AND DEVELOPMENT
OF EMPLOYEES IN INDORAMA SYNTHETICS (I) LTD.

BUTIBORI NAGPUR” from 1st july to 15th august.

He was very sincere & honest in his work. We wish him all the
best for his future endeavors.
endeavors.

Mr. S. Subramaniam Dr.Amishi Arora

Project Guide Director, DMIMS
 DECLARATION

I hereby declare that project entitled “STUDY OF TRAINING AND

DEVELOPMENT OF EMPLOYEES IN INDORAMA
SYNTHETICS (I) LTD. BUTIBORI NAGPUR”. is a bona
bonafi
fied
ed and
and
authentic record of work done by me
me under supervision of Mr. Ajay
Dhoble during academic session 2011-2012.

The work presented here is not duplicated from any other

source & also not submitted earlier for any other degree/diploma
degree/diploma
to any university.

I unde
unders
rsta
tand
nd that
that any
any such
such dupl
duplic
icat
atio
ion
n is liab
liable
le to be
punished in accordance with the
the university rules.

Place: Nagpur Mr. KARAN KAMDI

 ACKNOWLEGEMENT

No Project Can Be Done Unaided

It is my profound privilege to acknowledge with deep sense of

gratitude and indebtness towards my project guide Mr. S.
Subramaniam Asst. Professor at DMIMS Institute of
management & research for her valuable guidance.
My sincere thanks to Mr. Arvind Jain (Asst. VP) for giving me a
chance to do project at IndoRama and Mr. Ajay
Dhoble( Manager Human Resource) for his extensive co-
operation and support and Mrs. Balwinder Sodi Kaur ( Sr.
Officer Training and Development ) for her extensive support
and co- operation.
My special thanks to staff members of Indorama who helped me
during this project work. I am also thankful to the management
of Indorama who has given their full cooperation in this study.

KARAN KAMDI
 CERTIFICATE

This is to certify that Mr. KARAN KAMDI Studying in MBA

IInd sem of DMIMS Nagpur has successfully completed this
project entitled “STUDY OF TRAINING AND DEVELOPMENT
OF EMPLOYEES IN INDORAMA SYNTHETICS (I) LTD.

BUTIBORI NAGPUR” from 1st july to 15th august.

He was very sincere & honest in his work. We wish him all the
best for his future endeavors.

Mr. S. Subramaniam Dr. Amishi Arora

Project Guide Director, DMIMS
 INDEX

Serial no. Chapters Page no.

01. Introduction 2

02. Training and Development 5

03. Company profile of Indorama synthetics 19

04. Objective of the project. 27

Training and Development at Indorama

05. 29
Synthetics (India) LTD.

06. Research Methodology 39

07. Data interpretation and Data analysis. 43

08. Learning during SIP 56

09. Conclusion. 58

10. Recommendation and suggestion. 60

11. Bibliography. 62

12. Annexure.
INTRODUCTION
PROCESS OF TRAINING AND DEVELOPMENT

Process of training and development is a well planned process. The following graph
represents this in a graphical manner:-

TRAINING AND DEVELOPMENT PROCESS

ORGANISATIONAL
OBJECTIVES AND
STRATEGIES

ASSESSMENT OF
TRAINING NEEDS

ESTABLISHMENT OF
TRAINING AND
DEVELOPMENT GOALS

DEVISING TRAINING
AND DEVELOPMENT
PROGRAMME

IMPLEMENTATION OF
TRAINING AND
DEVELOPMENT

EVALUATION OF
RESULTS
 NEED OF TRAINING AND DEVELOPMENT

Training is important not only from the point of view of organization ; but also for
the employees. Training is valuable to the employees because it will give them greater
job security and opportunity for advancement.

The need of training arises in an enterprise due to following reasons:-

CHANGING TECHNOLOGY:-Technology is changing at a fast pace. The

workers must learn new techniques to make use of advanced technology. Thus,
training should be treated as a continuous process to update the employees in new
methods and procedures.

QUALITY CONSCIOUS CUSTOMERS:-Customers have become quality

conscious and their requirements keep on changing. To satisfy the customers, quality
of products must be continuously improved through training of workers.

GREATER PRODUCTIVITY:-It is essential to increase productivity and Reduce

cost of production for meeting competition in the market. Effective training can help
increase productivity of workers.

STABLE WORKPLACE:-Training creates a feeling of confidence in the minds of

the workers. It gives them a security at the work-place. As a result, labor turnover and
absenteeism rates are reduced.
TRAINING AND DEVELOPMENT OBJECTIVES

• Training objectives are formed keeping in view company’s goals and

objectives.

• To prepare the employee [both new and old] to meet the present as well as
changing requirements of job and organization.

• To impart to the new entrants the basic knowledge and skill needed for the
performance of a definite job.

• To assist employees to function more effectively in their present positions by

exposing them to latest concepts, information and techniques and developing
the skill sets that may need further.

• To develop the potentialities of people for the next level of job.

• To ensure smooth and efficient working of department.

• To bridge the gap between “existing performance ability” and “desired

performance”.

• To improve organizational climate since an endless chain of positive reactions

can result from a well planned training programme.

 IMPORTANCE OF TRAINING AND DEVELOPMENT

Training plays an important role in human resource department. It is necessary,

useful and productive for all categories of workers and supervisory staff.

The importance of training and development in an enterprise are:-

• OPTIMUM UTILIZATION OF RESOURCES :-Training and development

helps in optimizing the utilization of human resources that further helps the
employees to achieve the organizational as well as their individual goals.

• DEVELOPMENT OF SKILLS OF EMPLOYEES :- Training and development

helps in increasing the job knowledge and skills of employees at each level.

It helps to expand the horizons of human intellect and an overall personality

of the employees.

• PRODUCTIVITY:-Training and development helps in increasing productivity of

the employees that helps organization to achieve its long-term goals.

• TEAM SPIRIT :-Training and development helps in inculcating the sense of

team-work, team spirit, and inter-team collaborations.

• QUALITY:-Training and development helps in improving upon quality of work

and work-life.
 ORGANISATION STRUCTURE

TOP MANAGEMENT LEVEL AT IRSL

CHAIRMAN (INDORAMA GROUP)

MANAGING DIRECTOR (IRSL)

PRESIDENT (IRSL)

VP VP Sr. VP VP VP Asst. VP
(POLY) (ENGI) (MKTG.) (MATERIAL) (FIN. & ACC.) (PER&ADMIN)
MANAGEMENT HIERARCHY

MANAGING DIRECTOR

PRESIDENT

Sr. VICE PRESIDENT

GENERAL MANAGER

Dy. GENERAL MANAGER

Sr. MANAGER

MANAGER

Dy. MANAGER

Asst. MANAGER

SHIFT In- CHARGE

SUPERVISOR

WORKMEN
 HIERARCHY OF PERSONAL DEPARTMENT

HR (VP)

D.G.M.

PERSONAL IR
ADMINISTRATION
SECURITY

Manager Manager
Manager

Officer Officer
Asst. Manager Asst. Manager Asst.
Contract Attendance Manager
mgt... mgt. Salary
mgt.

Officer Officer Officer

Manager

Asst.Manager Asst.Manager Asst.Manager Asst. Manager

T&D Recurt/sel/app Tick/Hosp Gover/liesce

Officer Officer Officer

OBJECTIVES
 OBJECTIVES OF THE PROJECT

The project is entitled as, “Study of Training and Development of employees in

Indorama synthetics (India) ltd. Butibori, Nagpur.”So, the basic objectives of the
project is as follows:-

• To acquire a thorough knowledge base on subject of Training and Development.

• To study how Training and Development programmes are undertaken in the

organization.

• To know process of Training and Development at Indorama synthetics (i) ltd.

Butibori, Nagpur.

• To study the induction programme at IRSL.

• To study the effectiveness of Training and development in the organization.

• To measure the satisfaction level of employees regarding training and

development.
TRAINING AND DEVELOPMENT
AT INDORAMA SYNETHETIC
(India) LTD.
Q.3 What are the barriers to training and development in your firm?

No of Time Lack of Money Non availability

employees interest of skilled
trainer
20 07 08 03 02

According to above data, out of 100% employees fo Indorama:

35% of employees consider time as a barrier in their training.

40% of employees consider lack of interest as a barrier.

15% of employees consider money as a barrier.

10% of employees consider non availability of skilled trainer as a barrier.

 Q.4 What mode of training method is used in your firm?

No of Job relation Conference/Discussion External Programmed

employees training instruction
20 06 08 03 03

According to the above data, out of 100% employees in Indorama:

30% of employees said job relation is used as a mode of training.

40% of employees said conference/discussion is used as mode of training.

15% of employees said external training is done.

15% of employees said programmed instruction is used as a mode of training.

Q.5 “ Training and development sessions conducted in your firm are useful.”

Do you agree with this statement?

No of Strongly agree Agree Disagree Somewhat

employees agree
20 05 13 01 01

According to above data, out of 100% employees in Indorama:

25% of employees strongly agree with the statement.

65% of employees agree with the statement.

5% of employees disagree with the statement.

5% of employees somewhat agree with the statement.

Q.6 How long does it take to implement the trained process?

No of Less than one 1-2 months 2-4 months More than 4

employees month months.
20 05 12 03 00

According to above data, out of 100% employees in Indorama:

25% of employees said it took less than one month.

60% of employees said it took 1-2 months.

15% of employees said it took 2-4 months.

Q.7 How well the workplace of the training is physically organised?

No of Excellent Good Bad Average

employees
20 13 O5 01 01

According to the above data, out of 100% employees in Indorama:

65% employees said that workplace of training is organised excellently.

25% employees said workplace is good organised.

5% employees said workplace is badly organised.

LEARNINGS DURING SIP
Selection of the Project
I am a student of MBA 1st year and have taken Human Resource Management as my
specialization subject.
While doing Summer Internship in Indorama I studied the HR activities and functions
carried out in indorama during my SIP training & development came up as a topic of
interest while it is not easy to understand all the parameters it is still required by all
the Organizations.
Training is a learning process that involves the acquisition of knowledge, sharpening
of skills, concepts, rules, or changing of attitudes and behaviours to enhance the
performance of employees.

The Project Focus On:

How training & development is an antecedent of job involvement and what should
company do to make the company to improve employees performance.

LESSONS LEARN DURING SIP:

1. Selection of the Company for Sip Should Be Done Carefully.

2. Team work is very important for HR manager.

3. Networking and Communication skills need to be very good.

4. Need to know Excel Sheet for office work.

5. How the training and development of employees done in Industries.

6. Safety measure should be taken into consideration during training.

7. Time motion study plays a key role in the process of training.

APPRAISAL SYSTEM

At IRSL on basis of performance and as decided by the management incentive,

increment, and awards are given to the employees. IRSL follows 180-degree appraisal
system.

For the employees recommended for promotion the summary of the appraisals is sent
to HR department. An employee gets his first promotion after a minimum of 4 years
of services & on the basis of his performance. The subsequent promotion depends
upon on the yearly appraisal report of the employee. For the employees recommended
for promotion the summary of the appraisals is sent to the respective HR department
& then forwarded to the cooperate HR department. Finally the decision whether the
employee should be promoted or sent back to respective HR department. The
promotion & increments normally takes place at IRSL from 1st July.

TRANSFER

Transfers IRSL are made on the basis of the requirement. They might be inter unit or
inter company. When an employee is transferred, he is given transfer letter giving all
the details of the transfer. It is then the duty of the personnel department to intimate
the other office, where the employee is transferred & give information about his date
of joining, post etc.

EXIT INTERVIEW

When an employee leaves the company, before leaving, the HR department

interviews him. During this interview, he is asked to fill a particular form to know his
for leaving. The respective HOD also gives his views on this issue.
 ANNEXURE

INDORAMA SYNTHETIC (India) LTD.BUTIBORI, NAGPUR.

QUESTIONNAIRE

PERSONAL DETAILS:

NAME:

AGE:

GENDER: MALE FEMALE

Q.1 Your organisation considers training as a part of organisational strategy.Do

You agree with this statement?

Strongly agree

Agree

Disagree

Somewhat agree

Q.2 To whom is training given more in your organisation?

New staff

Junior staff

Senior staff

Based on requirement
Q.3 What are the barriers to training and development in your organisation?

Time

Lack of interest

Money

Non availability of skilled trainer

Q.4 What mode of training is normally used in ypur organisation?

Job relation

Conference/Discussion

External training

Programmed instruction

Q.5 “ Training and Development sessions conducted in your firm are Useful.”Do
you agree with this statement?

Strongly agree

Agree

Disagree

Somewhat agree

Q.6 How long does it take to implement the trained process?

Less than one month

1-2 months

2-4 months

More than 4 months

Q.7 How well the work place of training is organised?

Excellent

Good

Bad

Average

Q.8 . What are the conditions that have to be improved during training

sessions?

Re organise the job

Remove interference

Re organise the work- place

Up grade the information of material

given during training.

Q.9 . What are the general complaints about training sessions?

Take away precious time of workers

Too many gaps between the sessions.

Training sessions are unplanned.

Boring and not useful.