A PROJECT REPORT ON “TRAINING AND DEVELOPMENT” IN BILT GRAPHIC PAPER PROJECTS LIMITED SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION SUBMITTED BY MD MUZAFFAR ENROLMENT NO : 13A7510808 DEPARTMENT OF BUSINESS MANAGEMENT MADURAI KAMARAJ UNIVERSITY DIRECTORATE OF DISTANCE EDUCATION MADURAI
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
A
PROJECT REPORT
ON
“TRAINING AND DEVELOPMENT”
IN
BILT GRAPHIC PAPER PROJECTS LIMITED
SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
SUBMITTED BY
MD MUZAFFAR ENROLMENT NO : 13A7510808
DEPARTMENT OF BUSINESS MANAGEMENT
MADURAI KAMARAJ UNIVERSITY
DIRECTORATE OF DISTANCE EDUCATION
MADURAI
ACKNOWLEDGEMENT
I have immense pride and satisfaction in presenting this project work. At
this acknowledge with sincere gratitude to all those who helped me to make this
project a success
I express deep sense of obligation to Mr.P SRINIVAS Finance Manager, BILT GRAPHIC PAPER PROJECTS LTD For his valuable suggestions and guidance in the preparations of my project report.
.
I would like to thank my guide, ARUN KUMAR and all the STAFF
members of MKU, Study centre hyderabad for the excellent guidance and
dedicated involvement.
I would like to thank my family members and friends for their co-
operation in completing the project successfully.
(MD MUZAFFAR)
CERTIFICATE
This is to certify that the project “TRAINING AND DEVELOPMENT” with
special reference to “BILT GRAPHIC PAPER PROJECTS LTD” is a bonafide work
carried out by MD MUZAFFAR under the supervision of Mr.ARUN KUMAR,
Lecturer in Commerce. He has submitted the project report in partial fulfillment for the
award of the degree of MASTER OF BUSINESS ADMINISTRATION (MBA) from
Madhurai Kamaraj University.
Signature of the Guide
BILT Graphic Paper Products Limited
UNIT – KAMALAPURAM
CERTIFICATE
This is to certify that MD MUZAFFAR, ENROLMENT No: (13A7510808)
Student of MADURAI KAMARAJ UNIVERSITY has successfully completed his
project entitled "TRAINING AND DEVELOPMENT" in our organization, as a part
of requirement for the award of degree of Master in Business Administration
(M.B.A) from Madurai Kamaraj University.
His performance during the study period is satisfactory. For a period of 45
1988 BILT enters into the industrial paper segment with the ‘Executive Bond’ brand of business stationery.
1989 BILT TreeTech Limited established, reinforcing BILT’s commitment to
environmental concerns.
1990 BILT expands with the acquisition of Sewa Paper Mills.
1999 Company makes its foray into the retail sector with the ‘Royal Executive Bond’ brand.
2000 BILT completes restructuring of its business portfolio.
2001 Sinar Mas Pulp & Paper (India) Limited acquired and renamed BILT Graphic
Papers Limited.
2002 New corporate identity initiative launched.
2003 BILT Graphic Papers Limited merged with BILT.BILT successfully placed
US$ 45 mn FCCB and US$ 35 mn GDS in the international market.
2005 BILT enters the tissue business segment with the ‘Etiquette’ brand.
BILT successfully placed US$ 60 mn ZCCB in the international market.
2006 APR Packaging merged with BILT. Power division into erstwhile BILT Power Limited and renamed Avantha Power & Infrastructure.
2007 BILT makes its first major international foray. Acquires Sabah Forest Industries, Malaysia’s largest integrated pulp and paper facility. Restructuring by way of reorganization of share capital and transfer of three undertakings, viz. Bhigwan, Ballarpur and Kamalapuram to BILT Graphic Paper Products limited.
2008 Investment of US$175 mn by two major private equity investors in BILT steps down subsidiary.
Farm Forestry
BILT Tree Tech Limited (BTTL)
One of BILT’s key initiatives towards protecting the environment is its farm forestry
programme. This is done through the company’s subsidiary, BILT TreeTech Limited
(BTTL).
BTTL develops farm forestry in partnership with local farmers on marginal lands and
wastelands. Farmers covered under this scheme are provided with high-yielding clones
of pulpwood species, and are offered extension services and expert advice. In addition,
the company facilitates tailor-made bank loans on long-term basis to the needy farmers.
The company also assures purchase of their pulpwood produce at a declared support
price or market price, whichever is higher. BTTL’s farm forestry programme is now
spread over five States, namely, Maharashtra, Orissa, Andhra Pradesh, Chhatisgarh and
Madhya Pradesh. Besides providing farmers with a source of income, the project helps
secure supply of pulpwood, and promotes sustainable paper production.
Environment & CSR
Environment Policy
BILT believes in synergizing business interests with environmental accountability. All
manufacturing units follow stringent environment management systems, with five of the
seven units being ISO certified.
BILT’s units are committed to the Corporate Responsibility for Environment Protection
(CREP) programme. All manufacturing facilities adhere to the most stringent
environmental norms, conserving water and energy, significantly reducing emissions
and effluents, and effectively managing solid waste.
In addition, all expansion and modernisation projects at our plants are in line with state-
of-the-art environmental norms.
Corporate Social Responsibility
BILT’s responsibilities extend beyond mere bottom line concerns, and encompass our
myriad social commitments. This long-term approach is core to our business philosophy
and is the way our business is conducted globally. Our CSR policy is well-defined:
"While BILT is responsible to continuously enhance shareholders wealth, it is also
committed to its other stakeholders to conduct its business in a responsible manner that
creates a sustained positive impact on society".
For BILT being a socially responsible corporate means:
Using environment friendly and safe processes in production.
Making sustained effort in preserving the environment.
Promoting the well being and development of employees and their families
through an inspiring corporate culture that engenders good values.
Building active and long term partnerships with the communities in which we
operate to significantly improve the condition of the most disadvantaged amongst
them.
Observing good business practices with all our stakeholders, including business
partners, suppliers and contractors.
Areas of Work
Community Development
o Livelihood Generation
o Education
o Health
o Empowerment
Farm forestry
HIV/AIDS prevention and treatment
De-addiction
Awards and Recognition
TERI Award for CSR, 2003-04
Business for Social Responsibility (BSR) Award for CSR, 2005-06
Business-world FICCI- SEDF CSR Award, 2005-06
Asian CSR Award, 2005-06
Golden Peacock Global Award for CSR in Emerging Economies, 2007
Intel - AIM Corporate Responsibility Award, 2007
TERI Corporate Awards for Business Response to HIV/AIDS, 2008
RULES AND POLICIES
(The below mentioned rules & policies are for the purpose of reference only. To claim
or interpret the policies/benefits, you are advised to contact the local HR representative
who will refer to the policies, schemes, circulars etc available with them.)
Working Hours
Notes: 1. Management staff is not eligible for compensation on the account of overtime.
2. Local practices for working days and office timings may differ from one location to another location.
Working days Mondays through Saturday (5½ days or 6 days)
Office timings Varies from location to location. Depends on existing practice at each location
Dress Code
Corporate Office and Regional Sales Offices
All employees working at the
corporate office and RSOs are expected
to adhere to the following guidelines:
.
Units
Details on the uniform, hard hats and safety shoes where applicable and specific to each
unit are given to employees
Men Women
Business suits, trousers, blazers, collared shirts, ties, closed shoes.
Sarees, salwaar
kameez, business
suits, trousers,
collared shirts,
shoes/sandals.
EMPLOYEE BENEFITS AND FACILITIES
(The below mentioned employee benefits & policies are for the purpose of reference
only. To claim or interpret the policies/benefits, you are advised to contact the local HR
representative who will refer to the policies, schemes, circulars etc available with them.)
Vehicle Loan
Employees of levels 3 and 4 are provided with an interest free loan facility for purchase
of two-wheeler/four-wheeler vehicles. The limit for the vehicle loan for L3 and L4 is Rs.
35,000/- and Rs. 50000/- respectively. Amount of loan is recoverable in 60 installments.
This loan can be availed by the employees after completion of 1 year service. To avail
the benefit, kindly contact your local Administration Dept.
Housing
Employees at the units are eligible for furnished accommodation subject to availability
and location rules/practices. In non-colony locations, house lease is provided in
accordance with the defined entitlements. To avail the benefit, kindly contact your local
Administration Dept. Those who don’t want to avail the House lease facility, will be
paid HRA as per the entitlement.
Hard and Soft Furnishing (Reimbursement)
Overview
Employees in L2 to L8 based at non colony locations are eligible for the hard and soft
furnishing scheme. The scheme would be made available after completion of one year of
service.
With a view to give more flexibility to the employees, no limit on numbers of items of
hard furnishings has been spelt out. However a maximum of 40 % of the entitlement can
be spent on soft furnishings.
In order to ease the administrative control and simplify the process of verification of
items purchased under this scheme on a perpetual basis, it has been decided that the
items will be transferred in the name of the employee after 10 years of purchase.
Employees at the time of leaving the company or on being transferred to units where
furnished residential accommodation is provided will have to purchase all the items at
it’s written down book value for which an undertaking is required to be submitted by the
individual.
Written down value (WDV) would be calculated using the depreciable rates as per the
Companies Act, 1956.
The benefit under the scheme continues to be a one-time entitlement only. It will not get
renewed on transfer of the items to the employee. However, any additional entitlement
that may come through because of promotion may be availed as and when it accrues.
FINANCIAL LIMITS
The financial limits for purchase of items are as under:
Level Entitlement
L2 Rs. 17,500
L3 & L4 Rs. 30,000
L5 Rs. 50,000
L6 Rs. 1 Lakh
L7 Rs. 1.5 Lakh
L8 Rs. 2 Lakh
To avail the benefit, kindly contact your local Administration Dept.
Club Membership
All employees of Level 7 and above are entitled to a company-sponsored membership to
one club. This facility is arranged through the Corporate Administration Department.
Corporate Credit Card
All employees of Level 7 and above are provided with a corporate credit card. This card
is issued on the recommendation of the superior and is strictly need based. Credit cards
are arranged by the Corporate Administration Department.
Social Security Benefits
BILT is concerned about the welfare of the employee’s family, and has put in place
various social security schemes to cater to any contingency.
The highlights of these schemes outlined in the following sections.
1. Group Personal Accident Insurance
BILT provides its management staff with an insurance policy. This policy covers risks
arising out of accidents that result in partial/total disability or death. A significant feature
of this policy is that it provides a 24-hour risk cover. In effect, it means that an officer is
covered at all times – whether on duty or off duty.
This policy covers accidents of all nature, except those that have specifically been
excluded. These exemptions are enumerated in the policy, a copy of which is available
with the HR/Insurance department.
Eligibility
All management staff, including probationers and trainees (on the rolls of the company)
are covered under this policy.
Scope of coverage
This policy provides coverage against death, permanent disability and temporary
disability resulting from accidents.
In the event of an accident resulting in hospitalization, expenses incurred on treatment
are reimbursed separately within the prescribed limits of ‘Group Medical Expenses
Insurance Scheme’.
2. Medical Benefit (Domiciliary Treatment) Scheme
All employees, who are not covered under the Employee State Insurance (ESI) Scheme,
can avail of the company’s medical benefits scheme. (The ESI Scheme provides medical
benefits to all employees whose monthly salary is less than a certain amount, the current
limit being Rs.10, 000/- per month.)
The company’s medical benefits (domiciliary treatment) scheme provides for
reimbursement of medical expenses incurred on illness of day-to-day nature.
Eligibility
All management staff, including probationers who are beyond the purview of ESI, is
eligible for this scheme.
Scope of coverage
This scheme provides for reimbursement of medical expenses incurred by the employee
on self, spouse and/or dependent children. However, if the spouse is employed
elsewhere, and is entitled to secure reimbursement from any other source, then the
company does not reimburse any expense on the spouse’s medical treatment.
The benefits of the scheme have also been extended to the parents of the employees,
provided the parents live with the employee and do not get such benefits in any form
from any other source. The employee is expected to give an undertaking to this effect.
Benefits
Expenses incurred by employees on consultation, pathological and diagnostic tests, X-
rays, and purchase of medicines are reimbursable on production of the relevant
bills/receipts. The annual limit for such reimbursement upto L8 is 75% of one month’s
basic salary.
3. Group Medical Expenses Insurance (Hospitalization related)
The company takes a Group Medical Insurance Policy for its management staff (all
levels) and their families (including non working dependant parents above 58 years and
not getting medical reimbursement benefit from any other. This policy is renewed on 1st
July every year.
The entitlement limits per family per annum are as under:
Level L7 and above Rs.5, 00,000/-
Level L5 and L6 Rs.2, 50,000/-
Level L1 to L4 Rs.1, 50,000/-
The limit for hospital room charges for each level is equivalent to 1% of the entitlement
amount.
All insured persons, including employees and their dependents, are provided with
individual cards. In case hospitalization is required, there are two ways of availing
cashless facility:
i. Planned treatment: The insured person should approach the designated
hospital at least four days before planned hospitalization, and seek their advice
and approval for treatment from third party administrator.
ii. Emergency hospitalization: In case of an emergency, insured persons must
present their card to the designated hospitals. The onus of getting the approval
from the insurance company lies with the hospital.
Note:
The Group Medical Insurance is subject to various terms, conditions, exception
and exclusions as mentioned in Insurance Policy and agreed by Insurance
Company.
The level for coverage cannot be changed during the policy period due to
promotion of an employee. It will be changed only at the time of renewal of the
policy.
4. Officers’ Superannuation Scheme The “Ballarpur Industries Limited Officer Superannuation Scheme” is administered by a
trust and the fund is managed by ICICI Prudential Life Insurance Company. This
scheme provides pension benefits to an employee upon superannuation, with a provision
for returns on accumulations.
The scheme also provides pension benefits to the employee’s nominated beneficiary in
the event of the death of the employee, either after superannuation or while still in
service. It also has provisions for payment of a certain percentage of the aggregate
amount as pension to the employee in the event of his/her resignation or premature
retirement.
Eligibility
All management staff, who are aged not less than 18 years and drawing a monthly salary
exceeding Rs. 10000/- or such other figure as renders them ineligible for bonus under
the provisions of the payment of Bonus Act, 1965, as amended from time to time and/or
other legislation governing the payment of Bonus Act are eligible to be covered under
this scheme.
Contribution
The rate of contribution is 15% of the earned basic salary during the year (April-March).
However, if the contribution is 15% of an individual employee exceed Rs. 1, 00,000/-
during the year then the rate of contribution beyond Rs. 100000/- shall be net of FBT
(Fringe Benefit Tax)
Commutation of benefits
The benefits under the scheme are payable in the form of an annuity. However, if the
member (or the beneficiary, as the case may be) desires, a part of the annuity may be
commuted to a single payment, provided that such a payment does not exceed:
One third of the entitled annuity for members who receive gratuity
One half of the entitled annuity in all other cases
Benefits on retirement /death
On retirement / death, or on premature retirement, employees are entitled to 100%
benefit.
Benefits on resignation
If a member ceases to be an employee of the company prior to normal retirement date –
either due to resignation or otherwise – he/she is entitled to a certain percentage of the
benefits , depending on his/her completed period of service :
Years of service completed at
the time of resignation
Benefit available as a
percentage of the aggregate
amount
Below 3 years Nil
Over 3 years and below 5 years 75%
5 years and above 100%
Note:
The superannuation scheme gives the flexibility to an employee to opt out of the
scheme and those who opt out of the scheme will be paid 15% of the basic salary
as additional special allowance (taxable) on monthly basis.
Presently the superannuation opt out scheme is not applicable at Unit
Kamalapuram.
5. Employees’ Provident Fund
Preamble
Company’s provident fund is being administered through its own trust under the bearing
of M/s K C Thapar & Bros. Ltd. Provident Fund Trust, Kolkata.
Membership
All employees become members of the fund from the date of joining.
Member’s Contribution
Every member contributes 12% of his basic salary to the fund.
Employer’s contribution when payable and to what extent The company will contribute a matching amount, i.e. 12% of basic salary, Out of the
employer’s contribution, 8.33% of Rs. 6500/- will be contributed to EPS (employee
pension scheme) account and remaining amount will be contributed to the PF account.
For any information, kindly contact the local HR representative.
6.Gratuity
The payment of gratuity under the Payment of Gratuity Act, 1972, applies to all
employees.
Applicability
In case of retirement/death or resignation, the Gratuity is payable strictly as per
the payment of Gratuity Act, 1972, to the eligible officers under the said Act.
Formula for computation of gratuity amount
The amount of gratuity payable is equivalent to half a month’s salary (last drawn basic
salary) for each completed year of service.
For the purpose of calculation, a ‘month’ is considered as 26 days. The formula thus is
last drawn basic salary divided by 26 days multiplied by 15 and further multiplied by the
number of years put in service. (Basic/26 X 15 X no. of years put in service).
General
All Policies/Schemes/Benefits are subject to Management review and are liable to be
changed. Please contact your HR representative for more updated information.
ABOUT THE UNIT
PROFILE OF THE COMPANY
Ballarpur Industries Limited, Unit A.P.Rayons - Kamalapuram (formerly Andhra
Pradesh Rayons Limited/APR Limited) belonging to The Thapar Group, engaged
in manufacture of Rayon Grade Pulp. The factory is located at Kamalapuram,
Warangal District, Andhra Pradesh with the Registered & Corporate Office at
Chandrapur District, Maharashtra.
Brief History
Andhra Pradesh Rayons Limited was incorporated on 18th March 1975 as a Public
Limited Company and received the Certificate of Commencement of Business on March
31, 1975. The Company’s name was changed to APR Limited from August 28, 1995
later on merged with Ballarpur Industries Limited from 1st July 2000.
The Company was promoted by Andhra Pradesh Industrial Development Corporation
(APIDC). APIDC later associated Ballarpur Industries Limited (BILT) of the Thapar
Group as co-promoters of the project. To start with,
Facilities for manufacture of 33,000 TPA of Rayon Grade Wood Pulp were set up at
Kamalapuram, Warangal District, Andhra Pradesh. The unit started commercial
Production on September 01, 1981. However, due to various reasons, viz, cost
Over-run, non-availability of raw-material, difficulties encountered in the sale of
Pulp due to liberal imports under OGL, labour problems, etc. the performance of the
Company adversely affected, resulting in substantial cash losses which subsequently
eroded the net worth of the Company.
M/s Ballarpur Industries Limited (BILT) of the Thapar Group, took over the
Management of this Company and gave assistance by way of financial help and
Obtaining supply of major inputs on liberal credit terms apart from absorbing large
Quantities of Company’s production of paper grade pulp.
In the year 1987, the Company made an application to BIFR as per provisions of
SICA, 1985. Since the Company started making cash profits from 1988, it came out of
the purview of BIFR. With a view to revive the unit, BILT formulated a Scheme of
Rehabilitation with financial institutions and banks, under which Waiver of substantial
portion of interest dues, subject to BILT guaranteeing
Repayment of remaining dues was agreed to. All the restructured dues were paid as per
agreed schedule.
The capacity was enhanced from 33,000 TPA to 49,500 TPA IN 1993. The
Company expanded its pulping capacity from 49,000 TPA to 1,05,000 TPA August
1997, which is now fully commissioned
ABOUT KAMALAPURAM
Location:
How to get there:
Climate:
Accommodation:
Interesting Facts
about the Place:
Kamalapuram is sleepy village surrounded by the Reserved Forest Area of Eturunagaram. It is located in the Warangal District of Andhra Pradesh. It is about 260 KMs from Hyderabad and about 120 KMs from Warangal. Kamalapuram is connected by Road from Hanamkonda, near Warangal. The nearest Railhead is Warangal and Kazipet. The Buses belonging to the State Road Transport Corporation ply between Hanamkonda and Kamalapuram from 0330 Hrs. to 1800 Hrs. with a frequency of about One Hour. The buses heading for Mangapet, Bhadrachalam (via Mulugu) and Rajahmundry (via Mulugu) touch Kamalapuram. From Hyderabad, the Buses originate from the Central Bus Stand at 12 Mid Night, 0700 Hrs. and 0800 Hrs. Kamalapuram is known to be a place with extreme climates round the year. Summers are very hot with Day
temperatures soaring to about 48°C. Similarly, Winters
are very cold with minimum temperatures dipping to
about 15°C. The region experiences medium to heavy
rainfall. APR Ltd. under the Flagship of The Thapar Group has developed Kamalapuram into well developed, self sufficient Township with facilities for modern living. The Township has Ten types of Quarters for various categories of employees of the Company. The Township also has well maintained Guest Houses to cater to the numerous guests who visit the Plant for various Official purposes. The Township has a Provision cum General Stores run by the Employees’ Mutually Aided Co-operative Credit Society. Cooking Gas Cylinders are also being supplied through the Co-operative Credit Society. Apart from this there are few other shops providing essential services. Eturunagaram, which is about 13 KMs from Kamalapuram, is Reserved Forest Area. It has also been declared the Tiger Project Area and is a home for about 32 Tigers. The Forest Area is also a home to animals like Deer, wild Fowl, Bison, wild Boar, wild Cat, Snakes, etc. The forest has a thick vegetation of Teak. Every alternate year, Tribal people from the States of
Andhra Pradesh, Maharashtra and Madhya Pradesh converge to a place called Tadvai, a village near Eturunagaram to celebrate a colorful festival called Medaram Jatra. The State Government makes special arrangements for food, shelter and transportation during the 3 day long Festival. In the vicinity of Kamalapuram, there are numerous structures constructed by the erstwhile Kakatiya Dynasty. A living example of it is the famous Ramappa Temple, near Mulugu, which was built in the year 1210 AD.
TRAINING AND DEVELOPMENT IN AP RAYONS LTD :
The basic purpose of training for any organization is to help to meet organization
objectives and goals by providing opportunities at all levels to acquire the knowledge,
skills and attitudes.
The effective functioning of any organization required that employees learn to
perform their jobs at a satisfactory level of proficiency. For this the employees that they
need to be trained. Many training programmes have been conducted in AR Rayons
Limited.
A case study of training programmes in A.P. Rayons Limited is attempted here.
As a part of the study various aspects of training and development which include
training methods, techniques adopted to train employees, evaluation of training
programmes and development activities are covered.
Main Objectives of Training and Development in the Organization :
The objectives of training and development in the organization officially started
are.
I. To build a pool of competent human resource for the emerging needs of
the organization.
II. To improve the knowledge and skill in attaining the organization goals.
III. To build confidence to become future leaders and change agents.
IV. To enhance corporate image by enhancing and retraining good people.
Areas of Training and Development:
Among the above discussed areas of training, training in company policies and
procedures, training in particular skills, training in problem solving, apprentice training,
etc., depending upon the situation and importance.
When a new employees joins in the organization he was told about company
policies and procedures to be followed during the induction programme.
In this process the employee is introduced to various departments of the
organization like finance, personnel, production, etc., and work attached with him to
other departments on the way of process of familiarizing the policies and the personnel
departments designs the procedure to be followed.
The other areas of training include, training in particulars skills like
communication, the skill of listening, self-awareness, motivation leadership, etc.
Workshops have been conducted to teach the employee. Training inputs like creative
thinking & decision making ability to managerial level of employees.
Apart from the above areas of training the employees are trained operations.
Whenever new machinery is incorporate the employees were trained so as to operate it
without any problem. The senior officer in the personnel department meet and device the
training policy.
Training Methods:
The organization is using various methods to train their employees. Here, some is training methods that are being used by the organization.
On-the-Job Training
Simulation Method
Lecture Method
Job Instruction Training
Among the training methods discussed in above chapter on-the-job and lecture
methods are widely used. The Job Instruction Training (JIT) imparted to the employees.
It is a form of individual instruction by supervisors and almost similar to coaching. The
techniques are targeted to acquire and to improve motor skills in routine and repetitive
operations which include the following:
a. For new recruiters the management gives induction training followed by on-the-job
training. The employees are permitted to work on the machine only after attending two
methods of training.
b. After training this will be evaluated about the training.
C. Preparing the trainee in terms of acquiring skill on-the-job securing his interest and
attention.
d. Presenting the job operation in terms of what the trainee is required to do?
e. Refresher training programme will be given yearly also.
f. Applying and trying out the instruction and.
G.Following up the training.
The organization conduct. In-house training (internal) as well as outside
(external) training.
Frequency:
Training programmes shall be conducted on the need bases.
19. Recent Changes in Legislation and Account Function
Accounts
20. Bleaching Plant Operation Pulp Mill.
21. Advance Pulping Technology Pulp Mill
22. Handling of Hazardous Chemicals Like Chlorine Clo2 peroxide
All Production Department personnel
23. Pollution abetment in bleach plant “
24. Man Management “
25. Hydraulic Systems Sheting.
DATA ANALYSIS
The researcher prepared questionnaire for obtaining the data from employees
regarding the training programmes which contains 4 sections.
I Section deals with respondent’s personal profile.
II Covers training process.
III Section contains about the training 50 employees were chosen randomly for the
sample survey in order to put for the in response to question most of the question
were close ender ones.
All the questions were prepared in a four point scale. The employees were
interviewed i.e. managerial and workmen piously were given to operating and executive
people.
1. Is your training requirement is identified and defined?
S.No Response No. of Respondents
%Of Respondents
1 Yes 80 100%
2 No -- --
3 Don’t Know - -
Total 80 100%
INTERPRETATION:
From the above & graph we can see that,100% of the respondents said that their
requirement is identified & defined. No one is said that it is not identified.
2. What method you suggest will be better for training?
S.No Response No.Of Respondents
%Of Respondents
1 On The Job 48 60%
2 Off The job -- --
3 Both 32 40%
Total 80 100%
Yes
100%
Yes
INTERPRETATION: From the above table & graph we can see that,40% said that training must include both
the methods.60% suggested on the job method.No one suggested off the job method.
3) How often the training programs are being arranged?
S.No Response No.Of Respondents
%Of Respondents
1 Regularly 60 75%
2 Very often 20 25%
3 Not maintaining
-- --
Total 80 100%
On The Job
60%
Off The job
0%
Both
40%On The Job
Off The job
Both
INTERPRETATION
From the above table we can see that,75% of respondents said that training program is
being arranged regularly,25% of them said that training programs arranged very
often.No one is said that training programs are not maintaining
4) By what methods, you have been given training?
S.No Response No.Of Respondents
% Of Respondents
1 On The Job 40 50%
2 Off The Job 20 25%
3 Both 20 25%
Total 80 100%
Regularly
75%
Very often
25%
Not maintaining
0%
Regularly
Very often
Not maintaining
INTERPRETATION:
From the above table we can see that, 50% of employees said they are given training in
On the job method..25% of them said they are training by Off-the job method.25% of
the respondents are expressed that the training is given by both methods.
5) How often you are marinating the records of which you are learning?
S.No Response No.of Respondents
%Of Respondents
1 Regularly 60 75%
2 Very Often 12 15%
3 Not Maintaining
8 10%
Total 80 100%
On The Job
50%
Off The Job
25%
Both
25%
On The Job
Off The Job
Both
INTERPRETATION:
From the above table we came to know that75% of employees are Regularly in maintaining the records.15% of employees are Very often marinating records ,10% of the employees are not marinating records regularly.
6) How do you find yourself after training?
S.No Response No.Of Respondents
%Of Respondents
1 Improved 80 100%
2 Not Much -- --
3 Stable -- --
Total 80 100%
Regularly
75%
Very Often
15%
Not Maintaining
10%
Regularly
Very Often
Not Maintaining
INTERPRETATION:
From the above table we can see that,100% of the respondents are saying that their
performance is improved after the training. no one is saying that their performance is
not much improved &stable.
7) Does training improve the job knowledge and skills at all levels of the
organization?
S.No Response No.Of Respondents
%Of Respondents
1 Yes 60 75%
2 No 20 25%
3 Don’t Know -- --
Total 80 100%
Improved
100%
Improved
INTERPRETATION:
75% of total respondents are saying that training improves the job knowledge and skills. 25% of respondents said that No.
8) After the training, how will be the behavior of other employees towards each other?
S.No Response No.Of Repondents
%Of Respondents
1 Excellent 12 15%
2 Good 40 50%
3 Satisfactory 28 35%
Total 80 100%
Yes
75%
No
25%
Don’t Know0%
Yes
No
Don’t Know
INTERPRETATION:
From the above we can see that.50% of respondents said that after training behavior of
employees towards each other is good.35% of respondents said Satisfactory and 15%
said that it is Excellent.
Excellent
15%
Good
50%
Satisfactory
35%
Excellent
Good
Satisfactory
9) How is the guidance from your trainers while training?
S.No Response No.Of Respondents
%Of Respondents
1 Excellent 20 25%
2 Good 44 55%
3 Satisfactory 16 20%
Total 80 100%
INTERPRETATION:
From the above it is evident that55% of respondents said that the guidance is good.25%
of respondents said that the trainiers guidance is Excellent.
20% of respondents expressed that the trainers guidance is satisfactory.
10) Training helps to analyze the problems and to solve them?
S.No Response No.Of Respondents
%Of Respondents
1 Yes 64 80%
2 No - -
Excellent
25%
Good
55%
Satisfactory
20%
Excellent
Good
Satisfactory
3 Don’t Know 16 20%
Total 80 100%
INTERPRETATION:
80% of total respondents are saying that training helps to analyze problems and take
appropriate actions.20% of respondents said that they don’t know.
11) Does training improve the relationship between boss and subordinate?
S.No Response No.Of Repondents
%Of Respondents
1 Yes 70 88%
2 No 10 12%
3 Don’t Know -- --
Total 80 100%
Yes
80%
No
0%
Don’t Know20%
Yes
No
Don’t Know
INTERPRETATION:
From the above table it is clear that 88% of respondents said that training improves the
relationship between boss and subordinate, 12% of them said that No.
12) How is the procedure, which is being used for getting feedback after training?
S.No Response No.Of Respondents
%Of Respondents
1 Excellent 16 20%
2 Good 44 55%
3 Satisfactory 20 25%
Total 80 100%
Yes
88%
No
12%
Don’t Know0%
Yes
No
Don’t Know
INTERPRETATION:
From the above table it is clear that,55% of total respondents said that the feedback is
good in the organization,20% of the respondents said that the feedback is Excellent,25%
of the respondents are satisfied with the feedback.
13) Does the training helps employees adjust to change?
S.No Response No.Of Respondents
%Of Respondents
1 Yes 76 95%
2 No 4 5%
3 Don’t Know -- --
Total 80 100%
Excellent
20%
Good
55%
Satisfactory
25%
Excellent
Good
Satisfactory
INTERPRETATION:
From the above table it is inferred that,95% of respondents said that training helps them
to adjust to change,5% of the respondents said no.
No respondent said that they don’t know. 14) Does training help a person to handle stress, tension and conflict?
S.No Response No.Of Respondents
%Of Respondents
1 Yes 44 55%
2 No 24 30%
3 Depends upon module of training
12 15%
Total 80 100%
Yes
95%
No
5%
Don’t Know0%
Yes
No
Don’t Know
INTERPRETATION:
From the above table it is clear that,55% of respondents said that training helps a person
to handle stress,30% of respondents said that No,15% of the employees are expressed
that depends upon module of training.
15) Does training helps in understanding and carrying our organizational policies?
S.No Respondents No.Of Respondents
%Of Respondents
1 Yes 74 92.50%
2 No 6 7.50%
3 Don’t Know -- --
Total 80 100%
Yes
55%No
30%
Depends upon
module of
training
15%
Yes
No
Depends upon module of
training
INTERPRETATION:
From the above table it is evident that,92% of total respondents said that training helps
in understanding the original policies.
8% said that No.
16) Are you satisfied with the training programs, which you have gone through?
S.No Respondents No.Of Respondents
%Of Respondents
1 Very much satisfied
24 30%
2 Satisfied 52 65%
3 Not Much 4 5%
Total 80 100%
Yes
92%
No
8%
Don’t Know0%
Yes
No
Don’t Know
INTERPRETATION:
From the above table it is clear that,65% of the respondents are satisfied.
30% of the employees are very much satisfied,5% of the respondents said that the
satisfaction with the training is a not much.
17) Does the training program make a useful contribution to organization by
encouraging people to perform better?
S.No Response No.Of Respondents %Of Respondents
1 Yes 40 50%
2 Some Extent 40 50%
3 No -- --
Total 80 100%
Very much
satisfied
30%
Satisfied
65%
Not Much
5%
Very much satisfied
Satisfied
Not Much
INTERPRETATION: From above it is evident that,50% of them said that training makes a useful contribution to organization.50% of respondents said that training is useful to some extent.
18) Does training make the organization better place to work and live.?
S.No Response No.Of Respondents
%Of Respondents
1 Yes 80 100%
2 No -- --
3 Don’t know -- --
Total 80 100%
Yes
50%
Some Extent
50%
No
0%
Yes
Some Extent
No
INTERPRETATION:
From the above it is evident that,100% of total respondents are saying that training
makes the organization better place to work .
CONCLUSIONS
1. Most of the responds are expressed that the training requirement is identified &
defined.
2. Most of the respondents are in favor of on the job methods
3. Most Employees express that training programs are being arranged regularly.
4. Most of employees are not regularly maintaining the records.
5. Most of the respondents have expressed that the training improves the job
knowledge and skills.
6. Half of the respondents said that after training, behavior of employees towards
each other is good.
Yes
100%
No
0%
Don’t know0%
Yes
No
Don’t know
7. It is evident that employees are expressed that the trainers are excellent.
8. Training helps to analyze problems and to take appropriate actions.
9. The training improves the relationship between boss and subordinate.
10. The respondents expressed that the feed back is excellent
11. It is given by respondents that the training helps them to adjust changes.
12. The employees said that training helps a person to handle stress only to some
extent.
13. The responds said that training helps in understanding the organizational policies.
14. All most all the employees said that training make the organization a better place
to work and live.
SUGGESTIONS
1. It is better if the management takes the actions to improve the behavior of
employees towards the individual after the training.
2. It is suggestive that training may help the employees in order to overcome
stress.
3. It might be better if the organization finds the reason behind it and takes actions
to improve the satisfaction of employees regarding the training.
4. Training program has to improve in such a manner that employees can adopt