CHAPTER 1

INTRODUCTION

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Title: Training and Development

Reason for the selection of the topic

Training of the employees and feedback is important for every company. When you think of
manufacturing jobs you dont tend to think about needing to take any kind of schooling or
training. But in actuality training for a manufacturing job is extremely important, and so is
retraining. When you work in manufacturing you can be working in a wide variety of area
that are going to require specials skill and knowledge and if you dont have the proper
training you are not going to be able to do your job safely or correctly. Not to the fact that if
you do not get retrained you might forget some of the little things that are supposed to go
along with your job.

Why the topic is important to the company?

Century Rayon also has an elaborate and well defined system of organizing training programs
and taking feedbacks. In the company at an average of 4 training programs are organized per
month, in addition to this 1 self-development program is also organized for the workers every
month.

Even though an annual performance appraisal system is in place, managed by the

personnel/HR department still with the passage of time it has been realized that in addition to
imparting training to the staff members on the topics identified through the above system,
there can also be an one-to-one(direct)assessment of the opinion of the staff members so that
their individual needs can be identified in depth. The aim is to figure out the key areas which
can be emphasized upon by training department according to the employees opinion. This
would help to train the staff members in those areas for further up gradation of their skill sets.

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Learning from the Study:

The training department creates a platform for the employees to update their skills and
knowledge by arranging for relevant training programs. It conducts programs which update
knowledge and also create proper attitude and values. It helps create a learning environment
is an organization.

Training Policies

1. Provide employees adequate opportunity to update their skills and knowledge and
there by contribute more effectively to the company.
2. Help create proper attitude and values
3. Provide developmental inputs with a view to enable the employees to shoulder higher
responsibilities.
4. Develop necessary supervisory management skills.
5. Create learning environment.

Functions of Training Department

1. Identifying the training needs.

2. Conducting training programs.
3. Keeping records and making an analysis of the feedback received in the form of
feedback forms, action plans and evaluation forms.
4. Preparing a yearly budget for the training that has to be held.

The training department creates a platform for the employees to update heir skills and
knowledge by arranging for relevant training programs. It conducts programs which update
knowledge and also create proper attitude and values. It helps create a learning environment
is an organization

Training Programs can be broadly classified into

1. Technical training programs.

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The technical programs are conducted to update or make awareness the employee about the
technology that would support their working and help them to work effectively and
efficiently.

Mechanical Seals
Bearings
Pumps
Couplings
Safety
Energy Conservation

2. Behavioural training program

Behavioural training is done for self-development.

Interpersonal Skills
Communication Skills
Time Management
Emotional Intelligence
Team Working
Managerial Effectiveness

Need for Training

1. Time Management:- To prioritize the work

To manage many jobs at a time
To plan for work

2. Communication:- To communicate with superior

To communicate with the subordinates
3. Team Working:- Ego problems
Working skills

4. Interpersonal Skills:- Way of speaking

5. Assertiveness:- Inability to say no

No proper decisions

6. Grievance Handling:- To convince the workers

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Flow chart of the Training Program

Observation of the performance and behavior of the subordinates by the superiors

Short comings that are observed are specified in the performance appraisal of the
subordinates as a training need by the superior

Copy of the performance appraisal form is sent to the training department, as a result related
training program are arranged by the training department

Training calendar is prepared

Considering the need, the employee is nominated for the training program and is sent a
nomination letter

Employee attends the training program and he is given the content manual

Feed back of the faculty is taken after the program.

An action plan is made by the trainee

Action plan is checked by the training department

If found to be vague:

1. Corrected immediately
2. Sent back to trainee for correction
3.

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Copy of the action plan is sent to the

1. Trainee
2. Trainees superior
3. Training department

After a period of time a review of action plan is done by the superior i.e. the follow
up of action plan is done by the superior

Action plan is implemented by the subordinates

If

1. Yes, changes are observed

2. No, asked to implement

Changes and improvements are given in the Evaluation form

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 CHAPTER 2
COMPANY PROFILE

Industry profile

The Group Logo: The 21st Century Atlas.

ATLAS, the Titan Collective Strength.

Atlas, bearer of the heavens is synonymous with vast, all-encompassing strength and is used
to symbolize the Groups own collective strength. It reflects the combined qualities of astute
and dynamic management while emphasizing the Groups tenacity, consistency, reliability
and overall leadership.

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The SUN Enlightenment and Group.

The Sun, as a source of infinite energy and inspiration is used here in conjunction with the
Atlas head to represent the vitality and powerful presence of the Group Both in its industrial
prowess and its financial technological and intellectual skills.

The EARTH Segments Diversified Activities.

Each of the latitudes around the Titan represents various sections industrial, agricultural,
financial and other activities of the Group. As with the infinite variety of the world, so is the
strength of the Group, made up of its diverse activities.

The GLOBE Global Vision.

The Groups global presence and vision is reflected in the entirety of the Earths Sphere.

The BASE Solid Foundation.

The strength of the entire edifice depends upon the strength of the foundation embedded in
the bedrock, represented here by the Group Name.

The SYMMETRY- The Resilience, Versatility and Stability.

Seen in its entirety each of the elements Atlas, The Sun, The Earth divisions, The Globe and
the Base, together sum up a well-conceptualized and balanced conglomerate.

Divisions of B.K Birla

Jay Shree Tea and Industries Ltd

Kesoram Industries Ltd

Century Enka Limited

Century Textiles and Industries Ltd

Birla Educational Trust, Pilani

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 Birla VidyaVihar Trust, Kolkata

Birla Sanskriti Trust, Kolkata

Birla VidyaMandir, Nainital

Birla VidyaNiketan, New Delhi

G D Birla Memorial School, Ranikhet

Birla Technical Training institute, Pilani

Birla Academy of Art and Culture, Kolkata

SwarSangam, Kolkata

Sangeet Kala Mandir, Kolkata

Company Profile

Introduction

CENTURY RAYON Filament Yarn Plant was started in the year 1956. The Company is
managed under the Chairmanship of Basant Kumar Birla. It is one of the Divisions of

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Century Textiles and Industries Limited.
The other divisions under this parent Company are Manikgarh Cement, Century Pulp and
Paper, Maihar Cement, Century cement, Century Textiles Mills, Cenray Minerals &
Chemicals, Century Builders.

Century Rayon, a division of the century textiles and industries ltd is a flagship company of
Birla group of companies under the chairmanship of B.K.Birla. The factory is located at
Shahad, near kalyan about 50kms from Mumbai and is in operation since 1956. The company
is star rated and accredited Quality Management System ISO9001-2008 manufacturing unit.
Besides all plants of the company, including the chemical units, have since been accredited
with the environmental management system ISO14001-2004 and the occupational health and
safety management system BS OS HAS18001-2007 standards.

CENTURY RAYON PLANTS AT SHAHAD

PLANT PRODUCT PRODUCTION

(2010)

Rayon (Since 1956) Textile Rayon Filament 45.0 TPD

Tyre cord (since 1963) Rayon Tyre Yarn 17.5 TPD

M/s AKZO, Holland AnhydrousNa2SO4 45.0 TPD
Know-how Continuous Spinning Yarn 6.0 TPD

Auxiliary (Since 1956) H2SO4 (Sulphuric Acid) 200.0 TPD

CS2 (Carbon-di-Sulphide) 48.0 TPD

Chemicals (Since 1964) Caustic Soda (NaOH)-

Membrane Cell (Since 1992) 56.0 TPD

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 Cl2(Chlorine) 46.0 TPD
HCl (Hydrogen chloride) 10.0 TPD
Compressed H2 18000.0 M3/D
Employees (Permanent) 3628 (Workers) & 484 (Staff- Officers)

Vision

Be the market leader in business of VISCOSE FILAMENT YARN through continuous

improvement in cost, technology, and quality and customer service. To care for environment,
employees and society.

Concrete Vision Elements

1. Delighted Customers.

2. Continuous Improvement in Quality.

3. Cost Optimization.

4. Highly Skilled Motivated and Committed Human Resources.

Distribution Network

Domestic Market-Rayon

Amritsar
Bangalore
Kolkata
Delhi
Panipal
Salem
Surat
Varanasi

Export Market-Rayon

USA
Europe
Latin America

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 Far East Countries
Middle East Countries

RAYON YARN

The company produces Rayon Yarn in wide range of qualities from 30 Denier to 600 Denier
and finishes from Full Bright to Full Dull or Colour. The companies Filament Yarn is mainly
used in tapestry, jacket linings, high fashion ladies outerwear, curtains, upholstery, velvet
braiding, embroidery, elastic tapes, salwarkurta, sarees etc. Fabrics made out of companies
Yarn have earned wide acceptability in far flung markets including USA, UK, Europe besides
a number of Asian and African Countries.

Turn Over

The companys gross turnover during the year 2009-2010 was about Rs. 559 Crores.

The company is having the following manufacturing facilities at

shahad

Rayon Plant

Rayon plant started production in 1956 and viscose filament yarn in manufactured on
horizontal table spinning machines. Century rayon is the largest viscose filament yarn
produces in India with an average production of 44TPD and the product range varies from 16
to 1500 Denia which includes dull and spun dyed yarn.

Tyre Cord Plant

Tyre cord plant started production in 1963 for manufacturing 17TPD of high tenacity rayon
tyre cord. The infrastructure includes two-in-one twisters of type: Robert Ranger.
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CYS Plant

CYS plant started production in 1998 with 12continous spinning machines and subsequently
11 more machines were added in 2003. CYS plant has got the capacity to manufacture
6.5tons per day knotless and zero twist continuous spun yarn. the average production of CYS
varies depending upon the deniers being produced. The company has got the capacity to
manufacture Bright, Dull and Dope dyed yarn. Yarn with Deniers ranging from 35 to 300
with different numbers of filaments and sizing as per customer requirements.

Century Chemicals

Manufacture of caustic soda and allied products. Century Chemicals were established in the
year 1964. The plant produces caustic soda lye, which is one of the major raw materials for
the manufacture of viscose and tyre yarn. The by-product liquid chloride,hydrochrolic acid,
compressed hydrogen gas and soda bleach liquor are sold into the market. The plant is
operating with Membrane Cell Technology using DE NORA and UH DENORE
Electrolysers.

Auxiliary Plant

The scope of auxiliary plant comprises of the following:

i. Carbon di sulphide plant

ii. Sulphuric acid plant
iii. Water treatment plant
iv. Efficient treatment plant

Certifications & Awards

Certifications

ISO 9001:2008

Rayon(since 1995)

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 Tyre Cord(since1995)
Continuous Spun Yarn(since1998)

OEKO-TEX(since sept.2006)
ISO 14001 & OHSAS 18001(since sept.2007)
(OHSAS Occupational Health and Safety Assessment Series)

Awards

1995 Certificate for Export Recognition by Hon. Ministry (Industry), Govt.

of Maharashtra, Mumbai.

1996 Energy Conservation and Integration Program in Chemical Plant by

Indian Chemical Manufacturers Association, Mumbai.

1997 Award for Social Responsibility by Indian Chemical Manufacturers

Association, Mumbai.

1998 National Energy Conservation Award, 2nd Prize in Textile Sector by

Ministry Power, Govt. of Indian, New Delhi.
Award for ISO 9000 Certification by Indian Chemical Manufacturers
Association, Mumbai.

1999 National Energy Conservation Award. Certificate of Merit in Textile

Sector by Ministry Power, Govt. of Indian, New Delhi.

2000 National Energy Conservation award. Certificate of Merit in Textile

Sector by Ministry Power, Govt. of Indian, New Delhi.
National Award for Excellence in Energy Conservation by
Confederation of Indian Industry.
Best Export Performance Award in Viscose Filament Yarn from 1999-
2000 to date.

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2004 State Level Award for Excellence in Energy Conservation and
Management in Textile Sector by Maharashtra Energy Development
Agency.

2005 Water Resource Management in Chemical Industry Chemical

Manufacturers Association, Mumbai.

Social Responsibility

Today Century Rayon with its manufacturing plant is not only a major job provides to many
households in the region, but also it meets its many social responsibilities making it perhaps
the only industrial group in Mumbai that has immensely contributed in the field of health,
education and spiritual upliftments.

Century rayon filament yarn plant was started in the year 1956. It is one of the divisions of
century textiles and industries limited, the other divisions under the parent company are
Maikgrah Cement, Century Shipping, Century Pulp and Paper,Maihar Cements, Century
Cements, Century Textile Mills,Cenray Minerals & Chemicals and Century Builders.

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 TOTAL NO OF WORKMEN IN CENTURY RAYON

(01-04-2010 TO 31-03-2011)

TOTAL NO OF STAFF IN CENTURY RAYON

(01-04-2010 TO 31-03-2011)

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INTERNAL SELF DEVELOPMENT TRAINING PROGRAMMES HELD
FOR WORKMEN (01-04-2010 TO 31-03-2011)

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 EXTERNAL TRAINING PROGRAMMES ATTENDED BY STAFF

(01-04-2010 TO 31-03-2011)

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 INTERNAL TRAINING PROGRAMME HELD FOR STAFF

(01-04-2010 TO 31-03-2011)

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 CHAPTER 3

RESEARCH OBJECTIVES AND THE SCOPE OF THE

RESEARCH PROJECT

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Objectives of the Research Project

1. To assess the training programs which are organized for the employees of Century
Rayon.
2. To find the perception of employees regarding the training programs.
3. To identify the number of employees and the workers who have attended the training
programs.
4. To know the level of awareness of the employees about the various training programs
attended by them.
5. To identify the training needs with reference to the functional area of the employees
along with the behavioral aspects as well.
6. Also to know the level of awareness among the employees about the training
programs.

Scope of the Research Project

To study about the training programs that are carried out in century rayon and also to find out
the number of employees and the workers who have attended the training programs that are
conducted in Century Rayon. Training is the process of increasing the job knowledge and the
skills of the employees working in the organization.

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 CHAPTER 4

RESEARCH METHODOLOGY AND LIMITATIONS

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Methods used for Data Collection or the Research Plan

The total workforce of century rayon is approx 7,000 with a staff of approx 500 and so it is
not feasible to reach each and every person, so for purpose of my report I have chosen
RANDOM SAMPLING method. Under this method I used PERSONAL INTERVIEW
method.

For getting the accurate result and the objective of my research I used the sample survey
method. Firstly, I made a simple questionnaire of objective type so that the target group i.e.
the employees could give the answer easily.

It was a basic necessity of the project that I got a unbiased and correct result. For the purpose
of the report a questionnaire has been prepared. For this I have covered about 45 employees
in the sample survey.

Identification of the Problem

Management wants to know that whether training and development programs conducted by
the company really helps in improving the skills of the employees and also the quality of the
work done.

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Understanding of its Environment

1. To understand about training and development.

2. To know the procedure for conducting the training programs.
3. To know the effect of training and development.

Research Design

Research design is the blue print for the collection and the analysis of the data. Research
design is important for any research work.

Sources of Data

1. Primary data
2. Secondary data

Primary data

Primary data is data gathered for the first time by the researcher. This may be collected from
the below mentioned points

Through questionnaire
Face to face interview
Taken interview of supervisors for cross check & the information not given by the
workers

Secondary data

Secondary data is data taken by the researcher from secondary sources, which may be
internal or external.

Company files and documents

Internet
Reports
Induction manual
Journals

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Sampling Techniques

Here I have used simple random sampling technique as the no of employees is large and the
time allotted to me by the company is limited.

Research Instrument

Research instrument is the basis on which the research work is done. So here it is based on
the training programs that are conducted in the company and also the no of employees who
have attended the training programs.

Contact Method

Conducting personal interviews with the superiors of the company

Taking interviews of the employees who are working in the organization
Preparation of the questionnaire
Collecting information from the office files and records
Hand book of the company

Sample Size

The sample size of the research study is 45.

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 CHAPTER 5

DATA ANALYSIS, INTERPRETATION AND LIMITATIONS

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 Since how many years have you been associated with century rayon?

Option Respondents

Less than 1 year 3

Between 1 and 5 10

Between 6 and 10 13

Above 10 years 19

Inferences

From the above graph it is

found that majority of the
people (19) are working in
the company for more than 10
years. It also shows that some

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of the respondent (13) has been associated with the company for more than 6 years, (10) for
around 5 years and 3 respondents for less than 1 year.

How many training programs have you attended in the last 3 yrs.?

Option Respondents

Less than 3 the above 3

Between 3 and 6 35

Above 6 7

Inferences

From the above graph it is found that respondents have attended more than 3 training
programs. It also shows that some of the respondents (7) have attended more than 6 training
programs and, (3) of them have attended less than 3 programs.

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 What type of training program did you take part in?

Option Respondents

Internal 22

External 20

Outbound 3

Inferences

From the above graph it is found that many of the employees (22) have attended internal
training programme, rest (20) have attended the external programme and the remaining (3)
have attended the outbound training programmes.

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 Did you find the training program useful?

Option Respondents

Yes 39

No 3

Cant say 3

Inferences

From the above graph it is found that some of the respondents (39) have been benefited with
the training programmes. Others have not been benefited with the training programmes and
others didnt reply to it.

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 How have the training programs benefited you?

Option Respondents

Improved self confidence 12

Improved decision making skill 15

Better management capability 8

Enhanced job knowledge 6

Others 4

Inferences

From the above graph it is found that majority of the people (15) have improved their
decision making skill, (12) of them improved their self-confidence, (8) of them improved
their management ability, (6) of them improved their job knowledge.

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 Which training programs did you find more effective?

Option Respondents

Internal 13

External 16

Outbound 9

Others 7

Inferences

It is seen from the graph that (130 of the employees have attended internal training
programme, (16) of them attended external training programme, (9) of them attended out
bound training programme and (7) of them attended other training programmes.

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 How do you rate the training facultys performance?

Option Respondents

Excellent 5

Good 17

Average 18

Below average 5

Inferences

It is found that many of the respondents (17) have rated well about the training facultys
performance, (18) of them rated as average, rest (5) have rated as excellent and below
average.

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 Were you able to grasp the content of these training programs?

Option Respondents

Yes 27

No 5

Cant say 13

Inferences

From the above graph it is

found that many of the
respondents (27) is able to grasp
the contents of the training, (13)
of them didnt reply for it, and the rest of them (5) were not able to grasp it.

Do you find the current frequency of training program is enough?

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 Option Respondents

Yes 20

No 25

Inferences

From the above graph it is found that (25) of them didnt find it useful and the rest of them
(20) find it useful.

How many training programs should be held in a year according to you?

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 Option Respondents

One 1

Two 11

Three 10

Four 23

Inferences

It is found that many of the employees have responded (23) suggest that there should be 4
training programmes in a year, rest (10) suggest that there should be 3 training programmes,
(11) of them suggest that there should be 2 training programmes and (1 ) have suggested that
there should be 1 training programme in a year.

Limitations

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 1. The findings of the survey are based on the subjective opinion of the respondents
and there is no way of assessing correctness of the statements.
2. Study was limited to blue collar workers only.
3. There was a lack of time and resource which prevented from carrying out an in-
depth study.
4. Some amount of errors may exist in the data filling process due to:
Influence of others
Miss understanding of the concept
Hurried filling of the questionnaire

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 CHAPTER 6

FINDINGS, SUGGESTION AND CONCLUSION

Findings

1. Efficient kind of training and development activities in the organization.

2. Out bound training are most liked by the employees.

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 3. Most of the workers have rather connection with big politicians or they themselves
are politicians which pressurize management to take lenient step on the employees.
4. All the employees in the organization under go for training programs.
5. There is no partiality among the superiors regarding the training programs for the
subordinates.
6. Training programmes conducted by the organisation are not known to many
employees.

Suggestions

1. Although behavioral training is important but technical training should also be

given more emphasizes since century rayon is a manufacturing based setup.
2. Training programs should be organized department wise.
3. The duration of the outbound training can be increased.
4. Certified technical training should be provided so that employees become more
competent and efficient.
5. Detailed technical programs can be organizes regarding any departments in the field
of plant concerned.
6. Organization should increase the work force in the training department, so that
training department can arrange the training programmers.
7. Behavioral training can be more interesting by including more case studies, role
plays, games etc.
8. Century rayon should design training programs in a manner where the participants
could link the learning to apply it in his work.

Conclusion

In Century Rayon, I learnt about the Functioning of Training and Development Department. I
realized that developing the employees is very important to the company and the employees.
Because development the employees leads to development of the organization. For collecting
the information I used primary and secondary sources of data.

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The problem under the study was my time period. Within a short span of time I have
collected as much as information as I could. From this project I understood the importance of
training and development in an organization. Because of doing this project it will help my
career to grow up.

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 CHAPTER 7

BIBLIOGRAPHY

Bibliography

www.cenrayon.com
www.centuryrayon.com
Ashwathappa.k. Human Resource Management

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Training and development Page 42
 CHAPTER 8

APPENDIX

Questionnaire

1. Name :

2. Age :

3. Since how many years have you been associated with century rayon?
a. Less than one year
b. Between 1 and 5
c. Between 6 and 10
d. Above 10yrs

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4. How many training programs have you attended in the last 3 yrs?
a. Less than 3
b. Between 3 and 6
c. Above 6
5. What type of training program did you take part in?
a. Internal
b. External
c. Outbound
6. Did you find the training program useful?
a. Yes
b. No
c. Cant say
7. How have the training programs benefited you?
a. Improved self confidence
b. Improved decision making skill
c. Better management capability
d. Enhanced job knowledge
e. Others
8. Which training programs did you find more effective?
a. Internal
b. External
c. Outbound
d. Others
9. How do you rate the training facultys performance?
a. Excellent
b. Good
c. Average
d. Below average
10. Were you able to grasp the content of these training programs?
a. Yes
b. No
c. Cant say
11. Do you find the current frequency of training program is enough?
a. Yes
b. No
12. How many training programs should be held in a year according to you?
a. One
b. Two
c. Three
d. Four
13. Suggestions if any..................................................................................................................

......................................................................................................................................................

......................................................................................................................................................

......................................................................................................................................................

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