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SHIVAJI UNIVERSITY, KOLHAPUR

Introduction to Study The human resources means employing people, development their resources, utilizing maintaining and compensating their services in tune with the job and organization ,individual and the society. Human resource management is defined as the people who staff and manage organization. Since last 100 years the human resource training & development function playing important role for achieving the organization objective. Training & personal development is an important method for a business to improve the performance of employee training starts with strategy the word training is a term which is often used in describing changes development in our behavior behalf an experience we have encountered at same point in our life, we usually cell it, Training education & training are two teachings of development of individuals training may be defined as A well though well planned process of consoler learning of new knowledge & skill for imploring the learner ability Training is an act increasing the knowledge and skill of an employee for doing a particular job training can develop their ability & effectiveness in their individual job security opportunity for advancement but it is also an asset the organization and the employer training is a short term educational process and utilizing a systematic and organized procedures by which employee learn technical knowledge & skill for definite purpose. By and large ingredients of training are related to improving the following skills of employees. Work skill or job skill Behavioral skill Organizational skill Communication skill Conceptual skill
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SHIVAJI UNIVERSITY, KOLHAPUR

Training is also very useful for the development of morale, capacity & willingness of the employees to work & developing his competence & a sense of belonging toward the organization employee twining is the important subsystem of human resource development operative function for human resource management.

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SHIVAJI UNIVERSITY, KOLHAPUR

Statement of the problem:A study of Training and Development with special reference to Saroj Iron Industry Kolhapur

Objectives of the study To study the methods of Training and Development in Saroj Iron Industry Kolhapur . To study outcome of Training and Development To study time office functions. To study training activities carried out at Saroj Iron Industry. To know the opinion of employee about the training and development programmes in the organization. Need for training 1) To match the employee specifications with the job requirements and organizational. 2) Organizational visibility and the transformation process. 3) Technological advances 4) Organizational complexity 5) Human relation 6) Change in the job assignment

Scope of the study This study will help to know different methods of Training and Development. This study will help to know outcome of Training and Development& also help
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SHIVAJI UNIVERSITY, KOLHAPUR

to know time office functions. The present study undertook is focused on certain specified functional areas within the regular limits & will be restricted with Saroj Iron Industry. The Study was limited only to the Workers of Saroj Iron Staff & employees werent included in the study.

a) The managers & workers were asked about : b) Which department they work. c) How long the workers have been working with the company. d) Opinion of managers & employee about the present Employee Training and Development e) Their suggestions regarding Employee Training activities of the organization.

Research Methodology Source of Data : Research methodology consist of primary and secondary data a. Primary Data In the Investigation collects the data originally for the investigation, the data is called as primary data. The researcher collects primary data for the first time for a specific purpose. Primary data generally collected through the survey techniques. b. Secondary Data Secondary data does not collect the data originally but use data collected by the other sources or agency & available in published or unpublished from data is called as secondary data.
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Secondary data generally collected through the website, newspaper, magazine etc. Research approaches Experimental research Observation research Survey research Survey research For this study survey method has been adopted because surveys are best suited for descriptive research surveys told us about peoples Knowledge, beliefs, Preference & Satisfaction & to measures these magnitude in the general population. Advantages
1) It limit the requirement of time, money & than power to a great extent

through it enables on to conduct a detailed study with limited errors.


2) There is also a possibility for considerable accuracy of result. 3) Survey method is obtained through a large number of trained field

workers who contact the respondents & gather information, hence the data is not influenced by reaches personal bias & beliefs. Research Instrument Questionnaires It is main research instrument used for the study. It consist of set of the questions, to be presented to the consumers for their answer it is formulated series of question relating to survey or study to project. Open ended
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SHIVAJI UNIVERSITY, KOLHAPUR

These type of question allow the respondent to answer in their opinion & often review more about new people think & response.

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Close Ended

Close ended questions specify all the possible answer that are easier to the interpret & tabulation. Sampling Plan Sampling plan method is well defined research problem & Objective of study made sampling plan very easy. Sample Segment : Sample Size Simple Random Contact Method : The employees of Saroj Iron Industry Kolhapur. : 50 employees.(Sampling Method

Sampling Method ) In this study personal survey method is used.

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Limitation of the study The study is limited in Saroj Iron industry Kolhapur.. The information provided by HR manager & responders is considered authentic . The study focused on permanent employees. and contract based employees. The time span was very short for the study. The study is limited in four department only. (Molding , Machining Process ,inspection, Manufacturing. )

Executive Summary Chapter No.1:It consist of companys profile such as name of the Unit , Man Power, Location ,History and Organization structure, Present position, Financial position. Chapter no.2:This chapter include details of the training and development such as introduction , definition of training ,concept, Distinguish between training and development and method of training etc. by which we can get detailed knowledge of study undertaken by the researcher. Chapter no 3:This chapter shows the actual reason why the study is undertaken. It includes introduction of the study, objectives ,importance, scope ,methodology ,limitation, statement of the problem and sample size. Chapter No 4:This chapter includes table and graphs drawn from the collected information by filling up questionnaire from employee and executive.
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Chapter no 5:This chapter shows the analysis of data and interpretation of data which is drawn from the details of chapter No.4 i.e. from tables and graphs. Chapter No.6:This chapter includes conclusions and Suggestions which are drawn from objective of the study , observation and findings.

I ND E X

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CHAPTER NO.

TITLE

PAGE NO.

1.

INTRODUCTION OF THE COMPANY

1-10

2.

THEORITICAL BACKGROUND PROJECT DESIGN AND METHODOLOGY PRESENTATION OF DATA INTERPRETATION OF DATA

11-29

3.

30-32

4. 5.

33-45 46-59

6.

CONCLUSIONS AND SUGGESTIONS

60-61

BIBLIOGRAPHY

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CHAPTER I

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Chapter - 1

1. INTRODUCTION OF THE COMPANY

History of company
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Brief History Of Unit and present Position of unit :Saroj Group of Companies is established at KOLHAPUR, Maharashtra, India., in 1964 by Mr. Parsharam S. Jadhav (Bapusaheb), who is the founder & chairman of this group. He started his career as a labor in a small foundry, but did not stop there. Practical on-the-job education meant more to him than the lectures at school. Due to his hard working skills, he perfected and adopted the foundry techniques in a very short period. With the strong desire to conquer & thorough knowledge of intricate shape castings, he started his own foundry by the name ' Saroj Iron Industries' with a capital of Rs. 6700 in 1964. With the kind of support from his team which is just like a family to him, today, Saroj Group of Companies comprises of, SONAI ENGINEERING PVT.LTD. Foundry Division (Formerly Saroj Iron Industries Unit I.)

SAROJ FOUNDRY PVT.LTD (Formerly Saroj Iron Industries Unit II.) SONAI ENGINEERING PVT.LTD. Machining Division

a]Name of the unit:

SAROJ FOUNDRY PVT.LTD (Formerly Saroj Iron Industries Unit II.)

b] Location of Unit :

SAROJ FOUNDRY PVT.LTD

(Formerly Saroj Iron Industries Unit II.)


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F11, MIDC, Shiroli,Kolhapur-416 122(M.S) India.

c] Man power

Types of employees

No of employees 50

Contract-based Permanent 180

d] Organization chart :

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Director

Accounts Cost Account Financial Accounts

Purchase

P and A Department P and A

Manufactur ing Production

Quality Control

Marketing

manager

HRD

Maintenance

Executive Feild Asssistant

Company Profile

Chairman

:- Mr. Parsharam S. Jadhav(Bapusaheb)

Managing Director
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:- Mr. Parsharam S. Jadhav.


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Company address

: SAROJ FOUNDRY PVT.LTD

(Formerly Saroj Iron Industries Unit II.)

F11, MIDC, Shiroli,Kolhapur-416 122(M.S) India.

Phone No

:- Tel: +91 (0)230 2468500, 2468600, 2468182

Fax

:- +91 (0)230 2468961

Email

:- info@sarojiron.com

Website

:- www.SarojIron.com

Domestic Customer : Kirloskar Oil Engine, Pune Cummins India Ltd, Pune Escorts Ltd., Faridabad Greaves Ltd., Pune International Tractor Ltd.
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Product : Greaves Ltd, Pune. Cummins India Ltd ,Pune

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CHAPTER II THEORETICAL BACKGROUND

2] THEORETICAL BACKGROUND

1] Introduction to training 2] Definition of Training 3] Concept of Training 4] Training and development 5] Distinction between training and Development 6] Need for Training 7] Importance of Training
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8] Benefits of Training 9] Methods of Training 10] Objectives of Training

(1) Introduction of the training:-

One of the most specialized functions of human resource development is training of employees. It is one of the most important techniques of human resource management. No organization can get a candidate who exactly matches with the job and organizational requirements. Hence training is important to develop the employee and make him suitable to the job .Training works towards value addition to the company through HRD. This will enable organization to improve, grow and expand. Employee training is the most important sub-system of human resource development. Organization and individual should develop and progress simultaneously for the survival and attainment of mutual goal. `Development is also important apart from training. While training is imparted to employees in areas of operations, technical and allied areas, development refers to developing an employee in the areas of principles and techniques of management, administration, organization and allied areas.

(2) Definition of Training:According to Edwin Flippo, Training is the act of increasing the knowledge and skill of an employee for doing a specified job. According to Mathis and Jackson,Training is the learning process thereby people to achieve skills, concepts attitudes and knowledge to aid in the achievement of goal. According to Dale S Beach,Training is a organized procedure by which people learn knowledge or skill for a definite purpose.
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(3)Concept of training:Training and development refers to the imparting of specific skills, abilities and knowledge of an employee. A formal definition of training and development is,It is any attempt to improve current or future employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skill and knowledge. The need for training and development is determined by the employees performance deficiency, computed as follows; Training and development need=standard performance-actual

performance.After an employee is selected, placed and introduced he or she must be provided with training facility. Training is an act of increasing the knowledge and skill of an employee for doing a specific particular job. Training is a short term educational process and utilizing a systematic and organized procedures by which employee learn technical knowledge and skill of a definite purpose.

(4)Training And Development:Employee training is distinct from management development training is short term process utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skill for a definite purpose. It refers to a instruction in technical and mechanical like operative of a machine. It is designed previously for non- manager. It is for a short duration and for a specific job related purpose.

(5)Distinction between training and development:KITs IMER, KOLHAPUR Page 19

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Training

Development is mostly for

1.Training is mostly technical and Development non -managerial personnel.

managerial person.

2.Training purpose is specific job Development purpose is conceptual related. and general knowledge.

3. Training is a short term education Development is a long term process. process. 4.To ensure smooth and efficient To ensure smooth and efficient working of the organization. working of the department.

(6)Need for training :-

To match the employee specifications with the job requirements and organizational. Organizational visibility and the transformation process. Technological advances Organizational complexity Human relation Change in the job assignment

(7)Importance of training:1] High productivity: 2] Better quality of work: 3] Less learning period: 4] Cost reduction:
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5] Reduced supervision: 6] Low accident rate: 7] High Moral: 8] personal growth:

(8)Benefits of training: 1) The Benefits of Employee Training 2) How Training Benefits the Organization:

3) Leads to improved profitability and/or more positive attitudes towards profit orientation. Improves the job knowledge and skills at all levels of the organization

4) Improves the morale of the workforce

5) Helps people identify with organizational goals

6) Helps create a better corporate image

7) Fosters authenticity, openness and trust

8) Improves relationship between boss and subordinate

9) Aids in organizational development

10)

learns from the trainee

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11)

Helps prepare guidelines for work

12)

Aids in understanding and carrying out organizational policies.

13)

Provides information for future needs in all areas of the

organization

14)

Organization gets more effective decision-making and problem-

solving skills

15)

Aids in development for promotion from within

16)

Aids in developing leadership skills, motivation, loyalty, better

attitudes, and other aspects that successful workers and managers usually display

17)

Aids in increasing productivity and/or quality of work

18)

Helps keep costs down in many areas, e.g. Foundry Process,

personnel, administration, etc.

19)

Develops a sense of responsibility to the organization for being

competent andknowledgeable

20)

Improves Labor-management relations

21)

Reduces outside consulting costs by utilizing competent internal

consultation
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22)

Stimulates preventive management as opposed to putting out fires

23)

Eliminates suboptimal behavior (such as hiding tools)

24)

Creates an appropriate climate for growth, communication

25)

Aids in improving organizational communication

(9)Training method:

As result of research in the field of training available some of these are new methods while others are improvement over the traditional method. The training programmes are classified into on-the-job and off-the-job. 1) On the job: Under this method the individuals is placed on a regular job and taught the skills necessary to perform the job. The trainee learns under the supervi8sion and guidance of a qualified worker or instructor 2) Off the job: Under this method, trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance. Since the trainee is not distracted by job requirement.

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On the job training methods:

Job rotation: This type of training involves the movements of the trainee from one job to another job. The trainee receives job knowledge and gains experience from his supervisor. Coaching: The trainee is placed under a particular supervisor who functions as a coach in training the individual. Job Instruction: This method is also known as training through step-by-step the trainer explains to the trainee the way of doing the job, job knowledge, provides feedback information and corrects the trainee. Committee assignment: A group of trainee are given and asked to solve an actual organizational problem. The trainees solve the problem jointly.

Off the job methods:

Vestibule training: In this method actual work conditions are simulated in a class room. Material, files and equipment which are also used in actual job performance are also used in training. Role playing: It is defined as a method of human interaction that involves realistic behavior in imaginary situation. This method of training involves action, doing and practice. Lecture method:
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This lecture is a traditional and direct method of instruction. The instructor organizes the material and gives it into a group of trainee in the form of a talk to be effective the lecture method must motivate and create interest among the trainees. Conference or discussion: in this method of training the clerical, professional and supervisory personnel are trained. This is method which involves a group of people who pose the ideas, examine and share facts, ideas and data, all of which contribute to the improvement of job performance. Programmed instruction: In recent years, this method has become popular. The subject matter to be learned is presented in a series of carefully planned sequential units. These units are arranged from simple to complex.

(10)Objective of training:

Aims/objectives of training & development are as follows: To achieve its purpose by adding value to its key resource the people it

1]

employs. 2] To enable people to perform better and to empower them to make the

best use of their natural abilities. 3] To Develop the competences of employees and improve their performance;

4]

To Help people to grow within the organization in order that, as far as

possible, its future needs for human resource can be met from within. 5] To Reduce the learning time for employees starting in new jobs on appointment, transfers or promotion, and ensure that they become fully competent as quickly and economically as possible.
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CHAPTER III CHAPTER III PROJECT DESIGN AND PROJECT DESIGN METHODOLOGY AND METHODOLOGY

PROJECT DESIGN AND METHODOLOGY


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1] Introduction 2] Objective of the study 3] Importance of the study 4] Scope of the study 5] Research Methodology 6] Limitation of the study 7] Statement of the problem 8]Sample Size

1] Introduction to Study The human resources means employing people, development their resources, utilizing maintaining and compensating their services in tune with the job and organization, individual and the society. Human resource management is defined as the people who staff and manage organization. Since last 100 years the human resource training & development function playing important role for achieving the organization objective. Training & personal development is an important method for a business to improve the performance of employee training starts with strategy the word training is a term which is often used in describing changes development in our behavior behalf an experience we have encountered at same point in our life, we usually cell it, Training education & training are two teachings of development of individuals training may be defined as A well though well planned process of consoler learning of new knowledge & skill for imploring the learner ability Training is an act increasing the knowledge and skill of an employee for doing a particular job training can develop their ability & effectiveness in their individual job security opportunity for advancement but it is also an asset the organization and the employer training is a short term educational process and
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SHIVAJI UNIVERSITY, KOLHAPUR

utilizing a systematic and organized procedures by which employee learn technical knowledge & skill for definite purpose. By and large ingredients of training are related to improving the following skills of employees. Work skill or job skill Behavioral skill Organizational skill Communication skill Conceptual skill Training is also very useful for the development of morale, capacity & willingness of the employees to work & developing his competence & a sense of belonging toward the organization employee twining is the important subsystem of human resource development operative function for human resource management.

2] Objectives of the study To study the methods of Training and Development inSaroj Iron Industry Kolhapur. To study outcome of Training and Development To study training activities carried out at Saroj Iron Industry . To know the opinion of employee about the training and development programmes in the organization.

3] Importance of the study

1. Productivity: Training and development has in increasing the productivity of the employees that helps the organization further to achieve it long term work.
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2. Team spirit: Training and development helps inculcating the since of team work, team spirit and interterm collaboration it helps inculcating the zeal to learn within the employees.

3. Quality: Training and development helps in improving upon the quality of work and work life.

4 Moral: Training and development helps in improving moral of workforce.

5. Image: Training and development helps in creating the better corporate image.

6. Profitability: Training and development leads to improvised profitability and more positive attitude towards profit orientation.

7. Organization climate: Training and development helps building the positive perception and feeling about the organization the employee get these feelings forms leaders, subordinates, and peers.

4] Scope of the study

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This study will help to know different methods of Training and Development. This study will help to know outcome of Training and Development& also help to know time office functions. The present study undertook is focused on certain specified functional areas within the regular limits & will be restricted with Saroj Iron Industry. The Study was limited only to the Workers of Saroj Iron Staff & employees werent included in the study.

The managers & workers were asked about : Which department they work. How long the workers have been working with the company. Opinion of managers & employee about the present Employee Training and Development Their suggestions regarding employee training activities of the organization.

5]Research Methodology Source of Data: Research methodology consist of primary and secondary data a. Primary Data

In the Investigation collects the data originally for the investigation, the data is called as primary data. The researcher collects primary data for the first time for a specific purpose. Primary data generally collected through the survey techniques. b. Secondary Data

Secondary data does not collect the data originally but use data collected by the other sources or agency & available in published or unpublished from data is called as secondary data. Secondary data generally collected through the website, newspaper, magazine etc.
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Research approaches Experimental research Observation research Survey research

Survey research For this study survey method has been adopted because surveys are best suited for descriptive research surveys told us about peoples Knowledge, beliefs, Preference & Satisfaction & to measures these magnitude in the general population. Advantages It limit the requirement of time, money & than power to a great extent through it enables on to conduct a detailed study with limited errors. There is also a possibility for considerable accuracy of result. Survey method is obtained through a large number of trained field workers who contact the respondents & gather information, hence the data is not influenced by reaches personal bias & beliefs. Research Instrument 1] Questionnaires: It is main research instrument used for the study. It consist of set of the questions, to be presented to the consumers for their answer it is formulated series of question relating to survey or study to project. Open ended

These type of question allow the respondent to answer in their opinion & often review more about new people think & response.

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Close Ended

Close ended questions specify all the possible answer that are easier to the interpret& tabulation. Sampling Plan Sampling plan method is well defined research problem & Objective of study made sampling plan very easy.

Sample Segment

The employees of Saroj iron Industry Kolhapur. : 50 employees.(Sampling Method Simple Random

Sample Size Sampling Method)

Contact Method

: In this study personal survey method is used.

6] Limitation of the study The study is limited in Saroj Iron industry Kolhapur. The information provided by HR manager & responders is considered authentic. The study focused employees. The time span was very short for the study. The study is limited in four department only. (inspection, Manufacturing.) on permanent employees. and contract based

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CHAPTER IV PRESENTATION OF DATA

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Presentation of Data

Table No. 1 Personal Information 1] Education of respondents Sr. No. 1 2 3 S.S.C. I.T.I DIPLOMA Total
1] Education of respondent.
30 25 20 15 10 5 0 QUALIFICATION SSC ITI DIPLOMA

Education

No. of respondent 17 27 06 50

Percentage 34% 30% 36% 100%

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Table No. 2 Department of respondents. Sr. No. 1 2 3 4 5 Department Pattern Making Foundry Process Machining Process Thermal Reclamation Process Quality Total No. of respondent 10 10 10 10 10 50 Percentage 20% 20% 20% 20% 20% 100%

Department of respondents.
25 20 15 10 5 0 No. Of Respondent Percentage

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Table No. 3 Experience of Respondents. Sr. No. 1 2 3 Experience 0-1 Years 1-2 Year 3Year above Total No.of respondent 06 23 21 50 Percentage 12% 46% 42% 100%

Experience of Respondents.

.
25 20 15 10 5 0 0-1Year 1-2 Year 3 Year above No. Of Respondent Percentage

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Table No. 4 B) Age group of Respondents. Sr. No. 1 2 3 4 Age group 18-28 yrs. 29-39 yrs. 40-50 yrs. 51 to above yrs. Total No. of respondent 27 13 07 3 50 Percentage 54% 26% 14% 6% 100%

Age group of Respondent.


30 25 20 15 10 5 0 18-28 29-39 40-50 51 to above

Percentage No. Of Respondent

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Table No. 5 2) There is any provision of training in the organization. Sr. No. Department Respondent No. of respondent Yes 1 Pattern Making 2 Foundry Process 3 Machining Process 4 Thermal Reclamation Process 5 Quality Total 10 50 10 50 20% 100% 10 10 20% 10 10 20% 10 10 20% 10 10 No Yes 20% No Percentage

There is any provision of training in the organization


120 100 80 60 40 20 satisfied, 0 0 satisfied dissatisfied dissatisfied, 0 ,0 ,0 ,0

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Table No. 6 who does training need analysis in the organization. Department Responde nt No of respondent By superviso r Pattern Making Foundry Process Machining Process Thermal Reclamation Process Quality Total 10 50 10 35 15 20% 70% 30% 10 8 2 16% 4% 10 7 3 14% 6% 10 4 6 8% 12% 10 6 4 By HOD Percentage By supervi sor 12% 8% By HOD

who does training need analysis in the organization.


25 20 15 10 5 0 Pattrn Making Foundry process Quality By Supervisor By HOD

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Table No. 7 4) which training method adopted by organization Department Respondent No. of Respondent On the job Pattern Making Foundry Process Machining Process Thermal Reclamation Process Quality Total 10 50 10 50 10% 50% 10 10 10% 10 10 10% 10 10 10% 10 10 Off the Both job Percentage On the job Off the job 10% Both

which training method adopted by organization


12 10 8 6 4 2 0 Pattern Making Machining Process Quality Both Off the job On the Job

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Table No. 8 5)The respondent satisfied with the trainer. Sr. No. Department Respondent No. of respondent Yes 1 Pattern Making 2 Foundry Process 3 Machining Process 4 Thermal Reclamation Process 5 Quality Total 10 50 8 37 2 13 16% 74% 4% 26% 10 9 1 18% 2% 10 7 3 14% 6% 10 6 4 12% 8% 10 7 No 3 Yes 14% No 6% Percentage

Respondent satisfied with the trainer.


20 15 10 5 0 Pattern Making Machining Process Quality Yes No

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Table No. 9 6) Respondents opinion about the present training programmes.

Department

Respondent Good

No. of Respondent Poor 0 Avg. 7 Excellent 0

Pattern Making Foundry Process Machining Process Thermal Reclamation Process Quality

10

10

10

10

10 Total

3 15

3 5

7 25

2 5

8 6

respondents opinion about the present training programme


Good

4 2 0 Pattern Foundry Machining Thermal Reclamation Quality

Poor Avg Ex

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Table No. 10 7) Frequency of training programs in the organization. Department Respondent No. of Respondent Monthly Quarterly Yearly Pattern Making Foundry Process Machining Process Thermal Reclamation Process Quality Total 10 50 07 30 00 12 01 08 10 06 00 00 10 04 04 00 10 08 03 03 10 05 05 04

10 8 6 4 2 0

Frequency of training programs in the organization

Monthly Quarterly Yearly Pattern Making Foundry Process Machining Thermal Process Reclamation Process Quality

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Table No. 11 8) Any opportunity to attend external Training programmes Sr. No. Department Respondent No. of respondent Yes 1 2 3 4 5 Pattern Making Foundry Process Machining Process Thermal Reclamation Process Quality Total 10 10 10 10 10 50 00 10 5 12 13 40 No 5 5 10

15

Any opportunity to attend external Training programme

10 Yes 5 No

0 Pattern Making Machining Process Quality

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Table No. 12 9) Changes have realize after the training programmes (Rank) by the respondent. Sr. No. Department Resp. Improved skill 1 Pattern Making Foundry Process Machining Process Thermal 4 Reclamation Process 5 Quality Total 10 50 06 22 02 11 02 05 00 12 10 04 02 02 00 10 03 No. of respondent Work satisfaction 02 Less Supervision 00 Reduced Accident 04

10

07

03

01

06

10

02

02

00

02

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100% 80% 60% 40% 20% 0% Pattern Making

Changes have realize after the training programme (Rank) by the respondent.
Red. Accident Less Sup. Work Sat. Impr.Skill

Machining Process

Quality

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Table No. 13 10) Table showing respondent satisfied with the training programme Sr. No. Department Respondent No. of respondent Yes 1 Pattern Making 2 Foundry Process 3 Machining Process 4 Thermal Reclamation Process 5 Quality Total 10 50 9 37 1 13 18% 74% 2% 26% 10 10 20% 10 5 5 10% 10% 10 7 3 14% 6% 10 6 No 4 Yes 12% No 8% Percentage

25 20 15

Respondent satisfied with the training programme

Yes 10 5 0 Pattern Making Foundry Process Machining Process Quality No

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Table No. 14 11) Table showing have respondent promoted after completion of training programme Sr. No. Department Respondent No. of respondent Yes 1 Pattern Making 2 Foundry Process 3 Machining Process 4 Thermal Reclamation Process 5 Quality Total 10 50 8 33 2 17 16% 66% 4% 34% 10 8 2 16% 4% 10 4 6 8% 12% 10 7 3 14% 2% 10 6 No 4 Yes 12% No 8% Percentage

20 15 10

Have respondent promoted after completion of training programme

Yes No

5 0 Pattern Making Machining Process Quality

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CHAPTER V INTERPRETATION OF DATA


Chapter 5:

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Interpretation:

Table No.1: From the above graph we come to know that 36% of the employee are graduate, whereas another 34% of the employees are completed S.S.C. and 30% of the employee are completed H.S.C.

Table No.2: From the above graph we come to know that the sample size has been taken equally i.e. 20% from 5 department. Table no.3: From the above graph we come to know that 64% respondents are more experienced & remaining 36% respondents have less experience.

Table no.4: From the above graph we come to know that 44% respondents belong to the age group of 29-39 while 28% respondents belong to the age group of 18-28 & 22% respondents belong to the age group of 40-50 &remaining 6% respondents belong to the age group of 51 & above.

Table no.5: From the above graph we come to know that all respondents are satisfied with training provision in the organization. Table no.6: In the above table total shows that, the training need analysis is done by 70% from supervisor,& 30% by head of the department.
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Table No.7: In the above table total shows that, 50% respondents are getting both job training & 50% respondent are getting only on the job training.

Table No. 8: In the above table total shows that 74% respondents are satisfied with the trainer 26% respondents are dissatisfied with the trainer.

Table No.9: In the above table total shows that all respondents get training programmes yearly.

Table No.10: In the above table total shows that 50% respondent are getting opportunity to attend external training programmes& 50% respondents are not getting opportunity to attend external training programmes.

Table No.:11 In the above table total shows that 74% respondent are satisfied with the training programs and 26% respondents are dissatisfied with the training programmes

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CHAPTER VI CONCLUSIONS& SUGGESTIONS

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Conclusions: It is found that 74% respondents are saying that training programs is good.

It is observed that 60% respondents are getting monthly training in the organization.

It is observed that 80% respondents are getting opportunities to attend external training programs.

It is found that 74% respondents are satisfied with the training programme.

It is observed that 82% respondents satisfied with development activities, upgrade skill and designation.

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Suggestion 1. Training to the employee should be given seriously and effectively. 2. The main focus of the training period should be on that of on the job training. 3. The company should conduct seminar and workshop on training and development it helps increasing the motivation of employee. 4. For the development of employee the company should provide better training facility by inviting outside expert. 5. The various facilities should be provided during the training programs.

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APPENDICES

Questionnaire
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A study on Training and development In Polymer Industry with special reference to Saroj Iron Industry Shiroli MIDC,KOLHAPUR. . Personal Information Name :- ___________________________________________________ Address :- __________________________________________________ ___________________________________________________________ A) Education : a) Under S.S.C. b) S.S.C. c) H.S.C.

d) Graduate e) Post Graduate

B) Department :- a) Pattern Making c) Inspection e) Manufacturing

b)Machining Process d)Foundry Process f) Quality

C) Designation:-

a) Staff

b) Worker

D) Experience :-

a) 1-3 years

b) 3 & above

E) Age a) 18-28 c) 40-50 b) 29-39 d) 51 & above

1) Is there any provision of training in the organization? a) Yes b) No

2) Who does the training need analysis? a) By superior


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b) By head of the department


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3) Which type of training method does organization adopted?

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a) On the job 4) Are you satisfied with the trainer? a) Yes b) No

b) Off the job

5) What is your opining about the present training programmes? a) Good c) Average b) Poor d) Excellent

6) What is the frequency of training programmes? a) Monthly b) Quarterly c) Yearly

7) Did you get any opportunity to attend external training programs ? a) Yes b) No

8) Which changes you have realize after the training programmes? a) Improved skill c) Less supervision b) Work satisfaction d) reduced accidents

9) What did you learn from training programme? ________________________________________________________________ ________________________________________________________________ ________________ 10) Are you satisfied with the training programme ? a) Yes b) No

11) Did you get promotion after completion of training programme ? a) Yes b) No

12) Any suggestion to improve training?


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________________________________________________________________ ________________________________________________________________ ________________

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BIBLIOGRAPHY

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Bibliography

BOOKS :-

Essentials of human resource management and industrial relations -P.Subbarao. Human Resource Management K. Ashwattappa Human Resource management Gary Dessler

Websites:-

1]www.google.com 2]www.sarojiron.com 3] www.Scribd.com

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