AC 190710100040403

IFSC UBIN0819077

M.SUGANDHI

UNION BANK OF INDIA

A STUDY ON THE EFFECTIVENESS OF TRAINING

PROGRAMMING AT LAKSHMI MILLS PRIVATE LIMITED

INDUSTRY PROFILE

TEXTILE INDUSTRY PROFILE:

Today cotton is an integral part of textiles in India. Nearly 4 millions handlooms are
engaged in weaving fabrics of nearly 23 different varieties of cotton, it was a piece of cotton
suck to a silver vase and some spindles discovered in excavations which revealed that the
spinning and weaving of cotton was known to the Harappans, nearly 5 million years ago.

The foundation of the Indian textile trade with other countries begins as early as the
second century BC, Kalian, a port, a place in that time from where textiles were exported. A
variety of fabrics, including cotton brocade, is mentioned in Chinese literature as Indian products
exported to China.

A hoard of block printed and resist dyed fabrics, mainly of Gujarat origin, found in the
tombs of Fostat, Egypt are the proof of large scale Indian export of cotton textiles to the Egypt in
earlier times. They were exported in the early medieval times. Some of these modifies were
found similar to those mentioned in the western Indian manuscripts in the 13th centuary.These
are others which have resemblance to the block printed fabrics in Gujarat.

The silk fabric was a popular item of Indian exports to Indonesia around the 13th century,
where these were used as barter for spices. Towards the end of the 17th century, the British East
Indian Company had begun exports of Indian silks and various other cotton fabrics to other
countries. These included the famous fine Muslin cloth of Bengal, Bihar and Orissa.

Textile industry, with dominance of cotton, is one of the largest in terms of industrial
output and contribution to foreign exchange earnings. There has always been significant
intervention of the State, due to interests of small farmers and handloom/power loom weavers.
The current policy framework favors weaving by the small-scale sector and spinning by the large
organized mills. Cotton EOUs are exempt from a number of restrictions applicable to the
domestic units. The textile industry, which passed through one of the worst periods of labour
problems, aggravated by the restrictive policy framework, has been undergoing a major
restriction. Currently the organised sector’s thrust is on exports and value added
products.India,the third largest cotton grower in the world has significant competitive
advantages, such as availability of textile of good quality raw material cotton, low cost skilled
labour, indigenous availability of textile machinery etc.with favourable policy climate during the
last decade, exports have been growing rapidly. With lower real prices of synthetic (mainly
polyester) fiber, a demand shift from cotton to synthetic/blended fabric, has been taking place in
the domestic market, generating a greater surplus for exports. Indian not realised full potential in
exports markets due to quota restrictions in the developed world.

During the last 10 years cotton textiles (including yarn, made-up and fabrics) and
garments have registered highest rates of growth in exports. The USA and Bangladesh continue
to be the largest markets of Indian cotton textiles with a share of over 10% in total exports. South
Asian countries have emerged as the single most important export destination for cotton textiles.
Trade barriers are increasingly falling and scope for expansion is increasing, thus promising a
better scenario for Indian. Staple varieties and high capital utilization gives a cost advantage to
Indian textile industry
COMPANY PROFILE

INTRODUCTION

Lakshmi Mills was established in the year 1910 by the visionary and pioneer Late

G.Kuppuswamy Naidu. The history of Lakshmi Mills is in many ways the history of the textile

industry in Coimbatore, For close to a century Lakshmi Mills has contributed to the development

of the industry by promoting self-reliance, research import substitution, exports and technology.

The Company has also demonstrated its staying power by ensuring quality and customer

satisfaction as the prime objectives. In facts, as a pioneer, Lakshmi Mills today is looked upon

with respect and reverence as a company that paved the way for the rest to follows.The company

celebrated its Golden Jubilee in 1960, Diamond Jubilee in 1970, and Platinum Jubilee in 1986

and is now gearing up for the centenary celebration by 2010.

The Company has three units to manufacture yarns and fabrics at the following places:

Unit Spindles Looms Rotors

Coimbatore 56,952 245 -

Palladam 55,055 - 672

Kovilpatti 58,512 - -
The company has a wide range of products ranging from cotton, viscose, synthetic blended yarn

and fabrics. As a group of Lakshmi Mill Co. Ltd, it has an impressive export record both in past

and present. Its share in present export market is about 30% of its total production in the case of

yarn and 60% of its total production in case of fabrics. It has turnover of Rs.100 crores and its

total strength is about 8000 workers.

Past: The Lakshmi Mills Company Limited has made its unique impact on the tradition in India.

Its humble origins are to be found at the Naranapuram Ginning Factory and its contributions date

back to 1910, when Mr.G.Kuppuswamy Naidu established the Coimbatore Cotton Mills which is

today the Unit – II of Lakshmi Mills with 11000 spindles. In 1941 the Unit – III setup with 8000

spindles and in 1959 two Unit – IV was set up with 22000 spindles with the latest technology

machines. These were the first post-war units to be set up India in corporating the latest

technology in the construction of pillar-less building with humidification arrangements on the

model of spinning sheds in Europe and Japan. This was trend setter for other to follow in the

later years.

Present: Lakshmi Mills grown into a composite textile mill equipped with state as the art

machineries, sophisticated testing facilities and the infrastructure to product a wide range of

superfine cotton yarn and cotton fabrics. The Company’s facilities are spread over four plants in

TamilNadu with a total capacity of 2.15 lakh spindles, around 50000 ring doublers and 386

automatic looms both of shuttle as well as shuttle less including Air Jet Looms. Lakshmi Mills is

in position to meet customer demands and expectations both domestic and abroad. LMC has yarn

depots at Mumbai, Ahmadabad, and Calcutta to sell its products at up-country centres. The

company has also diversified its business and now wants to manufacture sports cars by setting a

separate company called Lakshmi Performance Cars. Today Lakshmi Mills stand tall as the
doyan of spinning success. An impressive annual turn over of Rs. 1,900 millions has been

brought about with investment in sound technology, good work force and a pioneering spirit.

Lakshmi Mill as benefiting a pioneer has also help to establish a strong and vibrant work culture

where people respond to customer need with a sense of mission and commitment. The company

keeps abreast of the global environment and constantly upgrading the products to take up global

challenges. Lakshmi Mills is acknowledged as one of the pioneers of South India’s Textile

Spinning History, due to the untiring efforts of its founders and its vision art zeal to scale heights

of excellence. Lakshmi Mills specialises in the production of 100% combed cotton yarn in super

fine counts from 80s to 100s, 2/100s. The HT yarn of Lakshmi Mills is a specialty. The

performance of Lakshmi Mills over years has been quite exemplary.

Future: The future is sure to bring for the new challenges and Lakshmi Mills is fully equipped

to meet them. Growing by past performance and its present standing taking on the future posses

to great challenge. Armed with power of technology and backed by the collective will and spirit

of people led by the chairman Shri GK Sundaram to achieve the well defined objectives, the

company is sure to hold on its leadership position.

Recent Development: The Company enters into the readymade garments segment and launched

its own western casual wear brand called Tychy Life. Tychy Life clothing, made of soft yarn

from imported Lensing micro-modal fibers with blended cotton manufactured in technical

guidelines with Lensing, Austria, will be sold primarily in Tier1 and Tier 11 cities in India

Vision:

Our vision is to be an exceptional company by establishing first class brand corporate

image.
Mission

To manufacture products of superior quality through extensive research and development.

 To improve our ability to understand and satisfy the customer requirements. To focus on

selected businesses where the company can maintain an effective market and cost

position.

Quality Statement:

We are committed to deliver superior quality products and services to clients through:

 Continuous innovation, diligence and commitment.

 Continually strive to achieve zero defects in products, processes and services.

 Job satisfaction of employees.

Singanallur Branch of Lakshmi Co. Ltd

The Singanallur Branch of Coimbatore Lakshmi Mills was started in the year 1929. The

total strength of the work force in the unit is 1200 approx, in which 850 are permanent workers,

78 are staff members, 153 are badlies, 36 are apprentices and 03 are mill trainees

The Singanallur Branch of Coimbatore Lakshmi Mills, where this project was done has 2 units

viz. cotton unit and jubilee unit. The cotton unit has about 28,500 spindles and jubilee unit has

about 26,500 spindles, blended yarn is also produced in this unit. The export counts are 100’s,
92’s, 2/74’s etc. The exported countries are U.K, Italy, Thailand, Singapore, Korea and Malaysia

etc. The unit has all the required machineries for processing export quality yarn.

NEED FOR TRAINING

Training needs can be identified at various levels within the organization . For effective

training needs analysis, firstly organizational wide needs will have to be identified based on the

corporate and human resource plans. The needs of the whole organization will then have to be

translated to the needs of individual employees.

Essentially a training need occurs when the knowledge, skill or behaviour demanded

exceeds current capabilities. The bigger the gap between the ideal and the actual performance,

the greater the training need. The training need can be defined as:

Training need = job requirements-employees present job skill

 To match the employee specification with the job requirement and

organizational needs

An employee’s specification may not exactly suite to the requirement of the job and the

organization irrespective of this part experience, qualification, skills, knowledge etc. Thus every

management finds deviations between an employee’s present specifications and the job

requirements and organizational needs.

 Organizational viability and the transformation process.

 In order to survive and grow an organization must continually adopt itself to the changing

environment. With increasing economic liberalization and globalization in India, business firms

are experiencing expansion, growth and diversification. In order to face international

competition, the firms must upgrade their capabilities. Existing employees need refreshers

training to keep them abreast of new knowledge. Training programs foster the initiative and

creativity of employees and help to prevent obsolescence of skills.

 Organizational Complexity

With the emergence of increased mechanization and automation, manufacturing of

multiple products and by products or dealing in services of diversified lines, extension of

operations to various regions of the country or in overseas countries, organization of most of the

companies has been complex. This leads to growth in number and kind of employees and layers

in organization hierarchy. This creates the complex problems of coordination and integration of

activities adaptable for and adaptable to the expanding and diversifying situations. This situation

calls for training in the skills of co-ordination, integration and adaptability to the requirements of

growth, diversification and expansion. Companies constantly search for opportunities to

improve organizational effectiveness.

 Human relations

Trends in approach towards personnel management has changed from the, commodity

approach to partnership approach, crossing the human relation approach. So today, management

of most of the organizations has to maintain human relations besides maintaining sound

industrial relations alt hough hitherto the managers are not accustomed to deal with the workers

accordingly. No
 Change in the Job Assignment

Training is also necessary when the existing employee is promoted to the higher level in

the organization and where there is some new job or occupation due transfer. Training is also

necessary to equip the old employees with the advanced disciplines, techniques or technology.

 To Increase Productivity

Increased human performance often leads to increase operational productivity and

company profit. Again, increased performance and productivity, because of training, are most

evident on the part of new employees who are not yet fully aware of the most efficient and

effective ways of performing their jobs.

 To Improve Quality

Better-informed workers are less likely to make operational mistakes. Quality increase

may be in relationship to a company product or service, or in reference to the intangible

organizational employment atmosphere.

 To Improve Organizational Climate

Production and product quality may improve, financial incentives may then be increased,

an internal promotion becomes stressed, less supervisory pressure and base pay rate increase

result. Increased morale may be due to many factors, but one of the most important of these is

the current state of an organization’s educational Endeavour.

  To Improve Health and Safety

Proper training can help prevent industry accidents. A safer work environment leads to

more stable mental attitudes on the part of employs. Managerial mental state would also improve

if supervisors know that they can better themselves through company – designed development

programs.

 Obsolescence Prevention

Training and development programs faster the initiative and creativity of employs and

help to prevent man power obsolescence, which may be due to age, temperament or motivation

over the inability of a person to adapt him self to technical changes.

 Personal Growth

Employees on a personnel basis gain individually from their exposure to educational

experiences. Again, management development programs seen to give participants a wider

awareness, and enlarged skill and enlightened altruistic philosophy, and make enhanced

personnel growth possible.

SCOPE OF THE STUDY

The scope of the study analysis the topic chosen HR Practices to textiles in the area of

Coimbatore
 1) Personnel aspect –this is concerned with manpower Planning, recruitment

2) Selection, placement, transfer, promotion, training and Development, layout and

3) Retrenchment, remuneration, incentives, productivity etc.

4) Welfare aspect-It deals with working conditions and Amenities such as canteens

crèches , rest and lunch room , housing ,transport , medical assistance , education ,

Health and safety , recreation facilities , etc.

5) Industrial relation aspect- this covers union-management Relations, joint

consultation collective bargaining, Grievance disciplinary procedures, settlement

of disputes,etc.

OBJECTIVES OF STUDY

 The objective of the study is to assess the nature and pattern of training programs.

 To differentiate the performance of the employees pre and post training.

 Evaluate the efficiency of the various training.

 To suggest the performance steps to be taken for the further development.

LIMITATIONS OF THE STUDY

The possible limitations of the study are as follows:

 The study was limited to singanallur plant only.

 The sample size is confined to 120 samples only.

 The work is done on shift basis so it was difficult to meet all the respondents.

 The most important drawback of the study was time limitation.

Despite these limitations maximum care and efforts has been exercised to make the study

scientific and meaningful use