Professional Documents
Culture Documents
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Spinning mills used µLine Shafting¶ which is the means by
which the power of the steam engine is transmitted along rotating
shafts (rods) to the spinning or weaving mills. Now, however
electricity is being used which is much faster than hand spinning. Yar n
is the final product of the mill. To maintain the quality aspects an
efficient quality control team functions in the mill.
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THEcTEXTEcc TRYc
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EvaluationcofcthecTextilecillcndustryc
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The process of weaving was physically hard work and
traditionally it was the men who were responsible for it. Generally at
regular intervals a cloth merchant visited each handloom weaver¶s
cottage. He would bring the raw materials and take away the finished
cloth to sell at the cloth hall.
As soon as the new wool arrived, it was washed to clean out all
the dirt and natural oil. After this it was dyed with colour and carded.
This was the process of combing the wool between two parallel cpads of
nails, until all the fibres lay the same way. Next the carded wool was
taken by the spinner and using a spinning wheel the thread was wound
onto a bobbin.
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vary based on the materials used, fibre length and alignment, quantity
of fibre used and degree of twist. The earliest spinning probably
involved simply twisting the fibres with the hand. Later the use of stick
to help twist the fibre was invented.
Another major invention was the power loom. The power loom
was a steam powered mechanically operated version of a regula r loom,
an invention that combined threads to make cloth. In 1785, Edmund
Àartwright patented the first power looms and set up a factory in
Doncaster, England, to manufacture cloth. William Horrocky and
Francis Àobot Lowell improved it upon.
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ThecndiancTextilecndustryc
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ccccccccccccccThe Indian textile industry has a great legacy, which is
perhaps unmatched in the history of India¶s industrial development,
India¶s textile industry evolved and developed at a very early stage and
its manufacturing technology was amongst the best. India¶s manually
operated machines were among the best in the world and served as a
model for production of the first textile machines were among the best
in world served as a model for production of the first textile machines
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in newly industrialized Britain and Germany. India¶s textiles were
sought after for their finesse, quality and design and attracted people
from across the globe like the Àhinese, Malaysians, Portuguese etc.
Àolonization put an end to India¶s glorious textile legacy. By 1880, t he
domestic market had grown to be served solely by the British
manufactures. One of the aspects of freedom struggle led by Mahatma
Gandhi was to weaken the British textile industry by weaving
homespun clothes, as he was convinced that the textile sector w ould be
a catalyst in advancement of the Indian population.
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Structure of T e Indi n Textile Industry
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KAKKAD,
KERALA STATE
ationalcTextilecÀorporation¶sc ubsidiaryc
ationalcTextilecÀorporationc TÀc
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(West Bengal), NTÀ (Assam), NTÀ (Bihar & Orissa) and NTÀ (APKK
& M).
Xinan ec
rodu tionc
The mill is a spinning unit and the final product is yarn on cone
in PV/PSF counts. The following counts are produced 45 s PV (6535),
60s (6535) and 60 s PSF.
Rawcmaterialc
alescc
The market for yarn is a highly competitive one and therefore the
prices keep fluctuating which in turn affects the quantity demanded.
The main consumers of yarn are weaving merchants and looms.
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Yarn is the final product of the Spinning Mill. The yarns from
the cops are wound on paper cones called Àone Yarn. Each cone yarn
contains 1.5 Kg of yarn. Usually handloom weavers need Hank yarn
and the well organized sector cone yarn.
a hineryc
Most of the machines installed are old. Some of them are new.
The old machines are reconditioned after a period of 10 years.
According to the BIFR, the company is planning to install new highly
technical and modern machines as the machines now used in
Àannanore Spinning and Weaving Mills are giving less productivity.
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ORGANIZATIONA STRUCTURE
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RÀTcRXEc
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The most important task of the production management is to deal
with decision-making related to production process so that the goods
manufactured are according to the specifications in the required
quantity, at minimum cess and as per schedule.
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requirements. About five mixing coolies are employed in this
department per day and each of them has a workload of 850 -kilo/ day.
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There are three structures in the blow room department and there
are two lines of blow room machineries. One is a double structure and
the other is a single structure. The objective of this process is to open
out thick masses of the new materials of finer pieces and to give a
thorough blending of polyester and viscose. Àertain amount of
impurities of foreign matter and metal particles, if any has to be
extracted. The raw materials are converte d into a sheet form and
wound on a rod. This is called a Lap, the length of the lap and weight
of each lap is determined. The length of lap is 37 yards and standard
weight is 13.5 Kg. A tolerance of plus or minus 300 gram is permitted.
The duration for forming one lap is six- minutes approximately.
À RcRÀE c
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sliver form. Each lap is drafted 90 to 100 times and parallelization of
fibre takes place.
Here short fibres, if any are extracted and the fibres are
straightened and parallelized into uniform size to eliminate unevenness
in the yarn thickness and to ensure uniform weight. Àards are collected
to each count, according to the spin plan and the sliver is collected
from the carding machines count wise. Each sliver has a length of a
3000 metres and the time for producing 1 can of sliver is 100 hours.
There are about 50 carding machines running in this mill. Àonventional
cards have an average life of 50 years.
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reakercdrawingc
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can be collected in a single can after doubling. The product breaker
head is breaker-drawing silver.
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one another. This is called TPI (Twist per Inch). A yarn is wound on
plastic tubes that are called µÀops¶. Average yarn content on a cop is
about 70 grams. These cop¶s are taken into the next department that is
cone waiting.
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about 384 kg. approx. Landed cost of one bale is Rs. 92.59 per kg.
currently (including freight and excise duty of 16% and education cess
of 2%). Hence, the cost of one bale of Viscose is Rs. 35554.56/ -.
Rawc aterialc ro urementc ro essc inc Àannanorec pinningc andc
eavingcillsc
The price and the terms of payment are then fixed in the meeting
and the minutes of the meeting is sent to all the mills. The price is fixed
for 1 kg. This is inclusive of excise duty and educational cess.
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Since, Grasim Industries are the only suppliers of Viscose, NTÀ
procures it from them. In case of Viscose, blend incentives are given
depending on the contents used in the production. Depending upon the
range of Viscose contents, that is, 35-45%, 45-65%, 65% and above,
the incentives will differ. A monthly production report will be sent to
the suppliers and according to the count demanded, incentives will be
provided. The raw materials are transported by lorries for whom the
payment is made by the suppliers.
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Xinance Department
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HIERARCHY
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c nventoriesc
aluationcofcinventoriesciscascfollows:c
a.c Stores, spares, dyes, chemicals and coal are at weighted average
cost in respect of inventory (consumable stores/spares) the
provision is made as follows
Value of items held in and not moved for more than 5 years -
50%
Value of items held in stocks and not moved for more than 3
years - 25%
Value of items held in stocks and not moved for up to 3 years -
Nil.
b.c Raw materials at weighted average cost or net realizable value
whichever is lower.
c.c Finished goods packed cloth and yarn at cost or net realizable
value after making provisions for obsolescence, whichever is
lower.
d.c Waste at net realizable value.
e.c Materials in process- Spinning and weaving in process loose
yarn, cloth-in-process at lower cost or net realizable value.
f.c The unfinished job conversion contracts for yarn and cloth are
recognized as work in process valued at contracted price less
expenses still to be incurred by making ready for delivery.
c nvestmentc
a.c Quoted value at lower cost or market value
b.c Unquoted value at cost.
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Ac ebtcorcre eivablec
i.c Debt or receivables from private parties which are doubted of
recovery or adjustment and outstanding for more than three
years
ii.c Debts or receivables from the sister concern into subsidiaries.
Employees of the mill/ Government department/ other PSUs.
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c riorcperiodcexpensescandcin ome c
Expenses and income of prior years less than Rs. 10000/ - in each
case has been charged or accounted in the current year itself.
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accounted only when the claim is admitted by the insurance
and the claim voucher discharged by the company. c
cXoreignc urren ycliability c
The foreign currency liability in respect of import of machinery,
under deferred payment guarantee arrangement through holding
company, is revalued at the prevail ing market rates as on the
Balance Sheet. c
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ccExpenditureconcvoluntarycretirementcs hemecc
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Expenditure incurred for implementation of voluntary
retirement scheme is charged to profit and loss account in the
year in which the employees relieved and the same is treated as
an extra ordinary item. c
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SAES AND MARKETING
DEPARTMENT
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The final product of Àannanore Spinning and Weaving Mill is
yarn. The market for yarn is a highly competitive one and therefore the
prices keep fluctuating, which in turn affects the quantity demanded.
The main consumers of yarn are the weaving merchants and looms.
Yarn is their raw material with they produce fabrics. Most of the
fabrics thus produced is exported to different countries and also used
for domestic purpose within the country. Hence, it is absolutely a must
that the yarn is of very good quality. Otherwise they will be
immediately rejected and returned to the mill itself.
The Àannanore Spinning and Weaving Mills sell most of its yarn
to the depot keeper of Bhiwandhi (Maharashtra). Various counts of
yarn will be produced according to the quantity demanded by the
deport keepers. They inform the mill about the changing demand
conditions.
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each kg. of stock sold before 5 th. Out of the cash received from depots,
60% goes to Sub Office, Bangalore and 4 0% comes to Àannanore
Spinning and Weaving Mills.
Xixingcofcratescforcthecyarnc
The price of yarn produced in various NTÀ mills located all over
India is fixed by yarn pricing committee. For the regional subsidiaries
(APKK & M) and (TN), the committee holds its meeting in
Àoimbatore (TN). The price fixed by the committee is sent to the
various mills along with minutes of the meeting. According to the price
fixed, the yarn will be allocated to the depot keepers along with the
rates.
Each bag contains about 40 cone yarn, weight 1.25 kg. each.
Gross weight of a pack is 54.1 kg. and the net weight is 50 kg. The
packed sacks of yarn are loaded into lorries. Each lorry contains about
180 to 250 sacks.
The lorries are hired on contract basis for which quotations are
called for. The transport company, which quotes the lowest price, is
selected. These lorries transport the yarn to godowns owned by NTÀ.
All documents will be sent to the godown. They in turn inform the
depot keepers about the arrival of the stock. The depot keepers can take
the yarn after making the payment for it. If they make the payment
within two days they can avail a discount and send the remaining
amount to the mill. The depot keepers have to produce the proof of
delivery to the godown keepers of the NTÀ.
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Mc It provides the buyer with storage facility.
The depot keepers will take the yarn from these godowns only in
small quantities by sending slips. However, payment wi ll be made for
the whole lot even though the sale is made in small quantities. Sales
report and accounts report will be consolidated by the depot keepers
and send to the respective mills. The sale of yarn is made on cash basis
only and only after actual sales is made; it will be recorded in the
books of accounts of the mill. No discounts or concession of any type
can be provided to the consumers without the permission of NTÀ.
Depot keepers receive 1.5% commission of the ex -mill value on the
sales made of the NTÀ products. They represent NTÀ product in the
yarn market and are also dealers of yarn for various other mills.
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In Àannanore Spinning and Weaving Mills, the stores
department is a separate building built for preserving material, spares
and finished goods. It is functioning under the control of Spinning
Manager (SM). The department¶s main task is to store spare and
stationary items needed by the undertaking and issue it at the time of
need. c
One of the main functions of the stores department is to purchase
the spares and stationary as per the requirement of the undertaking. For
this the stores department must get the purchase indent which is a
journal requisition letter sent by the required department with the sign
of the factory manager to the store keeper.
If the required spares are of low cost, the spares are purchased
from the local market and then it is passed to the respective
department. In case of high cost of spares, purchase committee that
consist of Àhairman, General Manager, Factory Manager, Accounts
Manager, Engineer and stock keeper will take the decision regarding
the purchase. The high value spares are purchased by inviting
quotations and quotations from at least three suppliers is must.
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6.c Placing order
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nventorycanagementc
i.c Stores, spares, dyes, chemicals and coal are at weighted average
cost.
ii.c Raw materials at weighted average cost or net realizable value
whichever is lower.
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iii.c Finished goods packed cloth and yarn at cost or net realizable
value whichever is lower, yarn stock in depot at landed cost or
net realizable value whichever is lower.
iv.c Stock with retail shop at landed cost/ latest landed cost or
realizable value after making provision for obsolescence,
whichever is lower.
v.c Waste at net realizable value.
vi.c Materials in process- Spinning and weaving in process loose
yarn, cloth-in-process at lower cost or net realizable value.
vii.c The unfinished job conversion contracts for yarn and cloth are
recognized as work in process valued at contracted price less
expenses still to be incurred by making ready for delivery.
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H cRE RÀEc
E RTETc
The employees of an organization are precious and the backbone
that plays a stupendous role in its development and productive
activities. Its employees significantly influence the prosperity of the
organization. Liberalization and globalization has created challenging
opportunities to make its human resource competent enough to take a
challenge. All these calls for the existence of HRM department in the
organization.
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Maximum individual development, developing working
relationship and effective utilization of human resources are the
primary goals of human resource management.
efinitioncofcHumancResour ecanagementc
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Mc Employeec training - it is the process of imparting to the
employees the technical and operating skills and knowledge. It also
includes changing the attitudes among workers.
Mc anagementc development c it is primarily concerned with
knowledge acquisition and the enhancement of an executive¶s
conceptual abilities. c
Mc Àareercdevelopment c it is a continual effort to match long-term
individual and organizational needs. When human resources have been
developed effectively, one can expect to have competent employee
with up-to-date skills and knowledge.
c
manage change to the mutual advantage of individuals, groups,
the organization and the society.
ii.c To establish in the mind of those associated with the enterprise-
employees, shareholders, creditors, customers and the public at
large- the fact that the enterprise is rendering the best service of
which it is capable and distributing the benefits derived from
their fairly and contributing to the success of the enterprise.
iii.c To create and utilize an able and motivated workforce to
accomplish the basic organizational goals.
iv.c To organize and satisfy individual and group needs by providi ng
adequate and equitable wages, incentives, employee benefits,
social security, challenging work prestige, recognition, security
status etc. Thus an organization can identify and satisfy
individual and group goals by offering appropriate monetary and
non-monetary incentives.
v.c To employ the skills and knowledge of employees efficiently and
effectively i.e., to utilize human resources effectively in the
achievement of organizational goals.
vi.c To strengthen and appreciate the human assets continuously by
providing training and development programmes.
vii.c To maintain high employee morale and sound human relations by
providing the various conditions and facilities.
viii.c To enhance job satisfaction and self-actualization of employees
by encouraging and assisting every employee to realize his full
potential.
ix.c To provide facilities and conditions of work, and create
favourable atmosphere for maintaining stability of employment.
c
HUMAN RESOURCE DEPARTMENT OX CANNANORE
SPINNING AND WEAVING MIS
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In Àannanore Spinning and Weaving Mills, the personnel
department has the task of keeping the organization together as an
outgoing entity in the face of external and internal stresses and is of
considerable importance. Here employee becoming surplus will not be
retrenched but will be redeployed suitably filling up the existing
vacancies. Whenever vacancies arise in future, the surplus staff will be
posted as per seniority. Necessary alternations in the duties and
responsibilities of remaining staff members shall be made for the
effective and smooth functioning of the mills.
c Re ruitment,ctrainingcandcpromotionc
Àurrently no recruitment is taking place in Àannanore Spinning
and Weaving Mills. Time to time training program is conducted.
Apprentice training is held as per the Apprentice Act. Àlerical
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Staffs is decided by the NTÀ. Promotion for the workers or
staffs is based on seniority level over merit.
c E c ontributionc
4.75% of employer¶s contribution
1.75% of employee contribution
Medical benefit, accidental benefit, sick benefit lea ve are
provided if necessary. Funeral benefits are also provided if any
one dies during the period of his service.
Ac ratuityc
Gratuity is calculated using the formula -
Per month salary/ 26 days x 15 days
(Monthly salary will be calculated only for 26 days)
The present ceiling limit of total amount of gratuity payable is
10 Lakhs.
c agecadministrationc
There are two types of wage payment systems followed in
Àannanore Spinning and Weaving Mills according to the
production stages. For mixing, blow room and cardi ng wages are
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paid on the basis of piece rate system and for all other
production process time rate system is obtained.
c Retirementcbenefitc
At the time of retirement all these benefits are provided.
Gratuity
Provident Fund
Pension
Leave with wages if any.
c dministrativeca tionsc
If a worker takes a long leave the management won¶t terminate
him suddenly. There is a procedure in Àannanore Spinning and
Weaving Mills before termination. First the absentee is admitted
for counseling. Thereafter, a notice is sent an d then warning
notice is sent. Even then he continues to be absent a call notice is
sent, and then the management may suspend him and after
further enquiries of termination is held as per standing orders.
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eaningcofcTraining:c
efinitioncofcTraining:c
hatcdoesctrainingcin lude?c
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new methods and techniques as well as new machines and equipments
for doing the work. Training job will never be finished as long as the
organization remains in operation. Training includes the learning of
such techniques as required for the intelligent performance of different
tasks.
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TR cEXXEÀTEE c
The training effectiveness is concerned with studying about the
current practices used by the training department for training
employees of this organization.
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individual¶s employability ± for example, improving µsoft skills¶ such
as an individual¶s self-esteem, motivation or ability to work in a team.
ic rientationcTrainingc
Induction or orientation training seeks to adjust newly
appointed employees to the work environment. Induction
training creates self confidence in the minds of employees.
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iic obcTrainingc
c
It refers to the training provided with a view to increase
the knowledge and skills of an employee for increasing
performance on the job.
iiic afetycTrainingc
Training provided to minimize accidents and damage to
machinery is known as safety training.
ivc romotionalcTrainingc
It involves training of existing employees to enable them
to perform high level jobs.
vc RefreshercTrainingcc
When existing techniques become obsolete due to the
development of better techniques, employees have to be
trained in the use of new methods and techniques.
Refresher training is designed to revive and refresh
knowledge.
c
EEcXcTR c
-c obc reuirement - New and inexperienced employees
require detailed instructions for effective performance on the job.
-c Te hnologi alc hangec - Technology is changing very
fast. Now automation and mechanization have been increasingly
applied in offices and service sector. Increasing the use of fast
changing techniques require training in new technology.
-c rganizationalc viabilityc - In order to survive and grow,
an organization must continually adopt itself to the changing
environment. An organization can build up a second line of
c
command through training in order to meet its future needs of
human resource.
-c nternalc mobilityc c Training becomes necessary when an
employee moves from one job to another due to transfer.
-c Remedialc trainingc This training is arranged to
overcome the short comings in the behaviour and performance of
old employees.
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ETH cXcTR
ntheobcTraining
c
This is used to provide the employee s with first hand
experience in working on the actual problem.
ffTheobcTrainingc
i.c e turecethods
It is a verbal presentation by an instructor to a large audience. It
is an excellent and economic technique for group training cc
iic Àonferen ecethodc
In this method, the participating individuals µconfer¶ c to discuss
points of common interest for each other. It is an effective
training device for person in the possession of both conference
member and conference leader.
iiic Àasec tudycethodc
Under this method, the trainee may be given a problem to
discuss, which is more or less related to the principles already
taught. In this method, the trainee is given an opportunity to
apply his knowledge to the solution of a realistic problem. c
ivc ensitivitycTrainingc
A group consisting of 10 to 15 persons is selected. They can
share their experiences. This type of training is aimed at creating
and improving sensitivity to the feelings of the employee.
vc Roleclayingc
c
Here trainers are required to play the role of supervisor. A
problem or work situation is given, in which they are e xpected to
take up that role.
vi.c imulation
It is an attempt to create a realistic decision making environment
for the future.
tepscincthecTrainingcrogramme
c
The persons to be trained, changes required in the knowledge, skills
and aptitudes of the employees are to be determined.
iic reparingcthecinstru torc
The instructor is the key figure in the entire programme.
He must know both the job to be taught and how to teach
it. The training programmes then follow a general
sequence aimed at supplying the trainee with the
opportunity to develop his skills and abilities.
iiic reparingcthectraineec
In putting the learner at ease, in stating the importance and
ingredients of the job and its relationship to workflow, in
explaining why he is being taught, in creating and
encouraging questions finding out what the learner already
knows about his job or other jobs.
ivc resentingcthecoperationc
It is the most important step in the training programme.
The training should clearly tell, show, illustrate and
question in order to put across the new knowledge and
operations.
vc Trycoutcthectrainee¶scperforman e c
Under this, the trainee is asked to go through the jobs
several times slowly, explaining each step.
vi.c Xollowcup
The final step in most training procedures is the follow up.
It is undertaken with a view to testing the effectiveness of
training efforts.
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a.c Primary objectives
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T T cXcTHEc TYc
c
Mc Since time limit is very less an intensive study is not possible.
Mc The non-availability of certain data within the limited time is also one
of the limitations of the study.
Mc Some data are confidential so they do not give more details.
Mc There may be errors due to respondent¶s bias.
c
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c
RcEXEREÀEcXcEYEE c
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Table.1
c
À t
WORK E PERIENCE OX EMPOYEES
#
#
$#
#
#
c c
c
cc c
c c c
c
Inference:
& t # t#l it
# t t l
t
l i
" it j# il
t
t $i
# 'l
t
l i i
l t
c
c
c
c
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TYE cXcTR c
c
Table.2
c
Àhart. 2
cc
-*
*1c - -
*
*1c - -
'
c
nferen e:c
From the above table, it can be seen that a majority of
employees got On-the-job training at the time of joining.
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c
c
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TYE cXcTR cERcTHEcTR c
c
Table. 3
c
c
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c
c
c
c
c
c
TYPES OX TRAINING UNDER ON-THE-JO
TRAINING
À t
#
'#
#
&#
#
#
#
$#
#
#
,c2 c
ô
Inference:
& t # t#l it
# t t jit
t
l t
i t
'"t "j# tii il
t ti i tti t
'"t "j#
tii
c
c
c
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TYE cXcTR cERcXXTHEc
TR c
c
Table.4
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c
À t
Êcc c
cc
c
ccc
#
!&
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#
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Inference:
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TER cXcTR cRR E c
Table. 5
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Àhart.5
cc c
cc cc
)
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$
#
$ % #$
$# &#
$ $ &##$
'#
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nferen e:c
This table shows that 100% of employees get training once in a
year.
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c
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c
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c
c
c
c
c
c
c
c
c
c
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c
EXXEÀT cXcTR c
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Table. 6
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c
c
À t
#
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-#
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,#
.
c+
#
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$# c
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Inference:
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ERcXcTR c TTEEc
c
Table. 7
c
À t
cc c
#
2#
1#
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#
$#
/#
#
?c c 3 3cc/# /
c c #
Inference:
&t #t#l it
# t t
t l
tt l t tii i tt "
tii i tt t tii
i
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c
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c
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TYE cXcTR ERc
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Table.8
c
Àhart. 8
cc
º -
c
-c
-
Î## 4
nferen e:c
It is clear from the table that only company trainers are engaged in
giving training to employees. c
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c
c
c
TYE cXcTR c
c
Table.9
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c
c
Àhart. 9
cc
$& 6
7 c
- -
56
c
c
nferen e:c
From the above table, it can be seen that 74% of the employees
preferred group training while only 26% preferred individual training.
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c
c
c
c
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c
c
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c
c
c
c
c
c
ÀTcXcTR ccÀ REERcEEETc
Table.10
c
À t
IMPACT OX TRAINING IN CAREER DEVEOPMENT
ô
+
Inference:
c
c
c
c
c
c
c
c
c
c
c
R TcXcRE ETcTR cRR E c
Table.11
c
À t
ccÊc c
Ê
(%
$ c
Inference:
c
c
c
c
c
c
c
c
X cXcTHEc TYc
{c The company provides training to all workers at the time
of joining.
{c Most of the workers preferred the group training system
more than individual training.
{c All the workers agreed that training is helpful to improve
the employee¶s career.
{c There is no highly efficient and effective training system.
{c Most of the workers prefer job rotation method of training.
{c The company does not prefer to select experienced
candidates as workers. Previous work experience is not the
important criteria for getting selection.
{c 84% of the workers were working in the company for
more than 3 years.
{c It is found that the company provided coaching training
method to most of the employees under on -the- job training
system. Àurrently the company mainly provides job rotation
training.
{c The company focused on lecture method of training under
µof f the job training¶, especially for safety training.
{c Human Resource Department does not provide training
regularly.
c
{c The majority of workers improved their performance
through training system.
{c All workers agreed with the fact that training is an
essential part of every organization. c
REÀE T c
Mc There should be regular training sessions.
Mc Training must be focused to enhance the knowledge about
the latest technological change.
Mc Special attention must be given to provide highly efficient
and effective training.
Mc Safety training should be given, especially to new
workers.
Mc Effectiveness of training programmes should be evalu ated
periodically.
Mc The follow ups and reviews on training learning needs to
be undertaken by the training department on a regular basis and
document it.
c
c
c
c
c
c
c
c
c
c
c
c
c
c
c
ÀÀ c
c
Training method play an important role in enhancing
productivity and overall performance of workers. It has great influence
in boosting the morale and loyalty of employees. Training is essential
to develop skills and also update knowledge.
ÀS&WM provide only high quality and high standard products.
The company produces innovative parts like twist and super high twist
synthetic fibres, which are of high element in the current market. So it
has forced a large market in India.
The aim of the study is to find the effectiveness of training
methods, and the merits and demerits of training methods. Employees
are satisfied with the training methods of the company. They require
more training programmes especially for safety and to keep pace with
the latest technological changes.
c
c
±E T REc
1. Personal data
Name
Age
Department
Nature of work
2. Did you get On-the -job training or Off-the-job training at the time
of joining?
c
a) Once in a month b) Once in 6 months
c) Once in a year
a) Agree b) Disagree
c) Agree d) Disagree
a) Yes b) No
c
a) Agree b) Neither agree nor disagree c) Disagree
R HYc
Data collected directly from workers.
References
H.R.M ± T.N.ÀHHOBRA
H.R.M ± À.B.GUPTHA
Website address
www.textile spinning.com
www.entyce .com
www.textile fibre.com