Amita Maheshwari - Training and Development

7/31/2019 Amita Maheshwari - Training and Development

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A

Project Study Report

On

Training Undertaken at

RSWM limitedBANSWARA

(RAJ.)

STUDY OF TRAINING AND DEVELOPMENT IN RSWM

Submitted in partial fulfillment for the

Award of degree of

Master of Personnel Management(Human Resource Management)

Submitted to:-Mr. DinBandhu Pandya

Executive HR

Submitted by:-Amita MaheshwariMPM IIIrd Sem.


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List of Contents

Preface

Acknowledgement

Core Values of RSWM Pariwar

Introduction of RSWM Ltd.

About RSWM Banswara

Company Profile

Units of Bhilwara Group

Organization Structure

Mission & Vision

Products


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Production Process

HRD Dept.

Export Destination

Research Methodology

Introduction Of Training & Development

Training in RSWM Banswara

Conclusion of Training & Development

Data Presentation

SWOT Analysis

Questionnaires

Suggestions

Bibliography


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PREFACE

This project report on A STUDY OF TRAINING & DEVELOPMENT IN RSWM is

a task of our academic session of MBA. It an opportunity is provided to array on a summer

training project on RSWM Ltd Banswava.

Under the guidance ofMr. M.P.Pareek (DGM HRD), Mr. Dinbandu Pandya (EXECUTIVE

HR). Study was undertaken with the objective of A General study of HRD department function

requirements for current Project & analysis of the company.

It is known that personal HRD department is play significant role for every business concern for

earning a reasonable rate of return & to maintain a good reputation in business world.

The report included

Chapter-1, company Introduction

Chapter-2 Production Procedure,Chapter-3 Personal Department,

Chapter-4 general study of P& A Department,

Chapter-5 Data Analysis.
http://dept.is/http://dept.is/


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ACKNOWLEDGEMENT

Practical experience is the best education & an opportunity to apply theoretical learning &

experience the result getting associated with organization like RSWM Ltd.

Experimental learning is more than a privilege, which cannot be expressed in words.

I would like to take the pleasure by expressing my gratitude towards Mr. M.P. Pareek (D.G.M.)

for allowing me to undertake the project & making available all facilities for the successfully

completion of the study. I would also like to thanks Mr. Sukesh Sharma ji (Sr. GM Tech.) , Mr.

G.L.Kabra(Sr. Manager Spg) , Mr. R.K.Gupta(Sr. Manager IT), , Mr. Ashok Sodani(AGMAcc

& Fin.) , Mr. Manikchand Jain (Dy. Manager) & Mr. Dinbandhu Pandya (Executive HR).


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A Passion for Excellence

A wind of changes on oft-quoted example from Alice in Wonderland comes to mind whenever

change is discussed. The queue in running on the chessboard only to say in the same place. The

learning that one brings away from this is that if one wants to get anywhere, one has to run much

harder It is same with the change. One needs to work harder than usual

to change and it is not always easy, but it is an essential of survival. Your own body sheds and

birth millions of new cells everyday just to keep you alive. Stability is good but is too often

confused with stagnation. The latter is a slow poison for any organism, whether animated or in

animated. To achieve true stability, a certain amount of activity and movement of the right kind

is imperative. Drawing from the example of my life, I can truthfully affirm that I have held on to

my core belief and values, yet allowed for change in my organization. In my own life, I have

stepped aside from day to day involvement with running group as I feel younger generation has

fresh ideas which may be different from mine but nevertheless, should be given a change to

develop. Always remember that without the winds of change, any organization is like an airless

house without ventilation whose inhabitants can only suffocate slowly to death. A fresh infusion

of ideas and thoughts has been injected into the group and this has now begun to bear fruit. It is

time to begin a new phase of growth and learning and present our new face to the world-a face

that reflects both, our rich heritage and values and forward outlook have always maintained. I

hope all of you will savors the rich hues that will be that we implemented as the group colors and

always remember that they stand for the values and outlook that have brought the group this far

and will take it dazzling heights in the future as

well..


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Core values of R.S.W.M Pariwar

1. Self discipline

2. Team spirit working throughout teams.

3. Transparency lead to corporate governance

4. Internal customer satisfaction leading to total satisfaction and delight for the external

customers.

5. Honesty and integrity.


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Introduction of RSWM Limited:-

The LNJ Bhilwara Group, founded in 1961, has today grown into a strong global presence worth

Rs.2049crores. The Group has been nurtured into a successful growth track by the able guidance

of the Founder and Chairman-Emeritus Mr. L.N.Jhunjhunwala. Currently,

The LNJ Bhilwara Group stands as one of the largest firms on the corporate horizon in India with

over 20,000 employees and 20 production units positioned at strategic locations across the

country. The Groups export earning comprise of 45% of the Groups turnover.

The LNJ Bhilwara Group is a well-diversified conglomerate. It has been actively seeking growth

and profitability by investing in a variety of systematically identified businesses making it a multi-

product conglomerate with interests in a range of industries such as textile, graphite electrodes,

power generation, power engineering consultancy services,

Steel and IT enabled services.

The Pioneering Textile division of the Group is not only a key player in the industry but also has

many firsts to its credit. The textile division has the sole distinction of producing a unique fire

retardant yarn called Trivial CS now known as (Lansing Austria). It is also the sole licensee for the

highly specialized yarn called Tensel.


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The group has time and again been acknowledged for its world-class quality products in the

domestic market such as Mayur Suiting, BSL Suiting, La Italia Fashions and Geoffrey Hammond

superfine suiting. At the same time, their services to several leading global brands for knitted

garments have been recognized with the units garnering top export awards in different fields for

several years in a row.

The LNJ Bhilwara Group also has the largest integrated Graphite Electrodes manufacturing plant

in South-East Asia with a reputed clientele comprising of major steel plants in the world. Graphite

exports constitute 70% of total sales volume. An evidence of their success can be seen in the fact

that HEG, an integral part of the Group, is all set to undertake an Rs.450crore expansion plan to

tap opportunities in the export market. The expansion of the Mandideep plant would double the

capacity from 30,000 TPA to 60,000 TPA.

Following the success of its earlier Hydro-Electric Power Project of 15 MW at Tawa Nagar (MP)

in 1997, the Group has commissioned, Indias first IPP Hydro-Electric Malana Power Project of

86 MW in a record time of 30 months at Kullu (HP), in July, 2001 and is set to commence work

on 200 MW Allain-Duhangan Hydro Electric Project at Manali (HP).

Little wonder then, that the LNJ Bhilwara Group of companies has been awarded IS / ISO

9001:2000 certificate for setting exemplary standards in quality.


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Mayur Suitings LTD:-

Mayur Suiting is a premium brand, and has been a proven, all-time favorite of a galaxy of stars.

Produced at the Gulabpura unit of R.S.W.M Limited, Mayur has been delivering the best to meet

the ever-growing demands of the Clothing and Fashion industry, in the domestic as well as the

international markets.

In recent years, RSWM has restructured its business portfolio and is today seen as a textile

company manufacturing and marketing fabrics and ready-to-wear clothing under its own brands.

A vertically integrated plant, Mayur has ultra-modern production facilities to convert fiber to

fabrics using state-of-the-art machinery imported from Japan, Germany, Switzerland and Italy.

Stringent quality checks at every stage and process enabled Mayur to bag the prestigious ISO 9001

certification.

While the company lays uniform stress on all fundamental aspects such as exceptional quality,

contemporary designs and cost-friendliness for products under all its brands,

Mayur is indisputably a high quality, high quality value and contemporary premium fabric's brand.

Mayur has significant fabric brand presence in the domestic market and is reputed for its finish

and quality.


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A RANGE FOR ALL

The company manufactures over hundreds of design-shade combinations and in solids each year

in various blends. These include Polyester/Viscose / Wool, Polyester / Lycra, polyester/ Tensely,Polyester/Linen among others. An enlivening blend of exposure to global fashion trends and

expertise ensures that we are abreast of and pioneering, Innovative future trends.

Dressing in India is oozing with freshness. Thanks to an unparalleled rise in disposable income

levels, increased media exposure of fashions and a growing tendency towards self-indulgence.

The evidence is there for a11 to see - a never-before influx of international and domestic products

and brands in both formal and casual wear. The Indian customer not only has become discerning

but also has an astonishingly wide range to choose from. And, we at Mayur are determined to

ensure that we con tribute to this choice and continue to make a mark.

THE WINNING STRATEGY

A clear focus is the mantra of success in any business. Mayur has clearly demarcated their

products and brands to focus on specific customer needs. This strategy is supported by well-oiled

machinery comprising of a distribution network of 26 decreed agents and approximately 150

wholesale dealers spread across the country. This enables us to reach more than two thousand

retailers who cater to both the value and trend conscious consumer segments.

Our RMG Division works in complete harm only with most of the leading ready-to-wear brands

by offering them fabrics that represent the latest and best international trends. The Institutional

Sales Division caters to requirements for uniforms across the society - corporate, schools,

government bodies and police forces.


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LOOKING FORWARD

We intend to position Mayur as the clear favorite for an ever-demanding clientele and become the

favored choice for the aspiring consumer. This demanding segment promises a huge potential in

terms of market share and thus leading us to the onerous task providing customer satisfaction.

Mayur's product quality is at par with global norm s and standards. A significant chunk of our

fabric production is exported to Middle East:, Mediterranean countries, Europe, Far East and

USA.

We look to the future with great hope as we capitalize on the opening up global trading like never

before. However, we also realize the need to constantly reorient our marketing strategy. We are

guided towards this goal by our innate ability to stay tuned to customer preferences and remodel

our value delivery chain to make the interface with our precious consumers a mutually satisfactory

expertise.

\


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ABOUT RSWM BANSWARA

Established in 1989, The Banswara unit is the only one of its kind in India and the

Company's largest manufacturing facility. The unit has the capabilities to produce spun

gray yarn out of any kind of fiber and blend it with synthetic, regenerated cellulosic,

natural, protein and cotton fiber.

The Banswara Unit has the exclusive rights for spinning

Tencel Fiber into yarn in India and is a modern textile-

spinning unit employing state-of-the-art technology from

Switzerland, Germany, UK, Italy and Korea.

The unit's strength is its new product development. The

unit can and does manufacture any yarn delivering it in

accordance with the customer's deadlines. It is a 100%

Grey Yarn Spinning unit producing Cotton blended gray yarns and Polyester fibers. The

unit has recently been expanded to strengthen its product portfolio and giving it a

greater product mix.

Raw Material Purchase

POLYESTER RELIANCEVISCOSE GRASIMCOTTON GUJARAT, RAJASTHAN, M.P., MAHARASTRA

ACRYLIC PRASUPATI

Products

The Banswara Unit manufactures the following product range:Grey YarnSpecialty YarnFunctional YarnBrand SpecialtiesRegular ProductsCotton 100%


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Quality

The Banswara Unit covering new set of instruments to acquire ISO accreditation

in 1994. It also received the prestigious IS/ISO 9001:2000 Quality Management SystemCertification in 2002.

Infrastructure

The unit located 170 kms from Udaipur, Rajasthan is spread over 125 acres.

Over 2,000 engineers, technicians and other skilled employees staff the unit.

Some technical information and capabilities of the plant are given below:

Production Capacity -Size of the unit 380300 in sq. meters (Total Land Area)

Manpower employed Skilled - 2000 nos.,

Semi Skilled - 305 nos

No. Of spindles 87792

Yarn - 32850 MT / Annum


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COMPANY PROFILE

RSWM Limited

(A Unit of LNJ Bhilwara Group)Mayur Nagar, Village Lodha, Distt Banswara (Rajasthan)

LNJ Group History:

The journey of the LNJ Group begins in 1961 when the group founder, L N Jhunjhunwala

established a textile Mill in Bhilwara Rajasthan.

Today that single textile mill has expanded in to several textile mills; the group has diversifiedstrategically & stands proud as a multi product & service conglomerate. Industry pioneers in

many cases, we have also established ourselves one of the top 50 Indian business groups.

In power generation Group has achieved few mile stones

Unit Profile

RSWM Limited, the flagship Company of LNJ Bhilwara Group, is a professionally managed,

progressive and growth-oriented and one of the largest textile manufacturer in the country,

primarily producing synthetic, blended, mlang, cotton & specialty yarn, fabric and denim.

RSWM was established in 1960, an IS/ISO 9001:2001 and SA 8000:2008 accredited Company,

has 8 state-of-the-art manufacturing plants which moved from strength to strength and today, it

operates about 3,60,000 spindles, having 1,00,000 MTA yarn capacity. It is equipped with in-

house fabric weaving and processing facilities of about 35.6 MMA for fabric and denim fabric.

RSWM is self - reliant in Captive Power Generation of 46 MW that feeds all its integrated units

spread across the state of Rajasthan. Modern technologies and world class skills have enabled the

Company to produce the finest quality adhering to stringent international norms.


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The main competitive strength of the Company is its innovative product range that includes

specialty, functional, technical and eco-friendly yarn and fabric along with basic and commodity

products. The Company recently has shifted its focus to produce more and more natural textiles

in order to meet the emerging needs of the market.

RSWM exports a complete range of yarn and fabric to over 70 countries worldwide, giving the

Company a large, visible presence across Europe, South Africa, North America, Australia, South

Korea, Belgium, Singapore, Italy, Egypt and the Gulf countries.

The Company holds the prestigious Three Star Export House status and has received Export

Awards from the Synthetic and Rayon Textiles Export Promotion Council consecutively for

several years. The Company is a recipient of the Rajiv Gandhi National Quality Award

received from the Bureau of Indian Standards for the years 2006 and 2007. RSWM has also

received Niryat Shree" - Certificate of Excellence (Non-SSI) award for the category of textile

and textile products.

RSWMs one of the leading brand `Mayur Suitings enjoys a high brand equity in its target

segment in the country


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ORGANISATION STRUCTURE

CHAIRMAN - EMERITUS

CHAIRMAN

VICE CHAIRMAN &MANAGING DIRECTOR

JOINT M.D.

EXECUTIVE DIRECTOR

COO

GENERALMANAGERCOMI.

GENERALMANAGER

ENGG

GENERALMANAGER

NPD

GENERALMANAGER

TECH.

DGMHRD

SR.MANAGER

P&A&L

SR.MANAGER

PROD.

SR.MANAGER

SPNG

SR.MGR MGR DS.MASTER MGR DY.MGR DSM SR.ENG

DY.MGR DY.MGR SR.OFFI.NFD SR.MGR ASTT.MGR ASTT.MGR FM

ASTT.MGR

ENGINEER SHIFTOFFICER

ASTT.MGR

SR.LABOUROFFICER

SHIFTOFFICER

F.SUP.

SR.ASTT. SR.SUP. SHIFTOFFICER

LABOUROFFICER

ASSTT. SUPERVISOR


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Mission

With unique insight into consumer behavior, we strive to offer the best. Following distinct

business strategies, the company will continue its tradition of manufacturing

the finest products.

Vision

RSWM envisages itself as a trend setter of the textile industry. It is committed to

introduce innovative products in the industry which will set new standards.

Quality policy

We, at RSWM Limited, engaged in the production of textiles, commit ourselves to achieve

Total Customer

Satisfaction by:

Consistently meeting the customer and other product-related requirements.

Using modern technology. Continual improvements in effectiveness of Quality Management System.

Involvement of all concerned.


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Milestones

RSWM limited is the new name for Rajasthan Spinning And Weaving Mills Ltd.

RSWM has initiated a Rs. 900 crore expansion plan. Its Denim & 46 MW Captive

Thermal Power Plants have commenced operation.

RSWM expands their spindle capacities at all the plants.

RSWM was recently felicitated with Rajiv Gandhi National Quality Award.

RSWM announced the acquisition of Cheslind textiles Ltd., a Bangalore based textileunit.

RSWM ropes in Virendra Sewag as brand ambassador for Mayur Suitings.

Achievements

The coveted ISO 9001-2001 Quality Management System certification was received in

January 1997, which speaks volumes about the companys.

RSWM is the winner of SRTEPC Highest Export Award for polyester / viscose yarn

exports for the last 13 years

RSWM bagged The 2007 Excellence Award for Financial Performance and Analysis

instituted by Rajasthan Chamber of Commerce & Industries, Jaipur

RSWMs Rishabhdev unit bagged National Export Award, and the SRTEPC Excellence

award for highest production in export of 100% Polyester Spun Yarn

An advanced machinery repertoire from world leaders, ensures flawless quality and more

versatility at each and every stage


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Rajiv Gandhi National Quality Awards Commendation certificate in Large Scale Textile

Industry to Banswara and Kharigram unit in year 2006 and year 2007 respectively.

Our Banswara plant certified for producing and selling Organic Cotton yarn from

"Control Union Certification" (formerly known as SKAL)

Certificate of"Global Organic Textile Standard" (GOTS) for producing and selling

100% Organic Cotton yarn to our Banswara plant.

Certificate of"Organic Exchange" (OE)for producing and selling Blended yarns with

Organic Cotton to our Banswara plant

Certificate of SA-8000 speaks that all the material produced by the RSWM Ltd. by

respecting the environment and ethical values for our Banswara unit.

Certificate ofFair Trade from Fair Trade Labeling Organization for producing selling

100% Fair trade cotton and its Blended yarn, for Banswara unit.

Certificate ofGlobal recycle standards (GRS) for producing selling the recycled cotton

and Blended yarn with and without recycled man made fibers. Having Oekotex

standard 100 certificate for most of the products


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SOME WELL KNOWN BRANDS

THE GROUP BOASTS OF SOME WELL KNOWN BRANDS, WHICH INCLUDES;

MAYUR SUITING

BSL SUITING

LA ITALIA FASHIONS BODDY DAVIS

GEOFFREY HAMONDS SUPERFINE SUITING LEISURE WEAR.

THESE PRODUCTS ARE MANUFACTURING OF VARIOUS UNITS SPREAD ACROSS

THE COUNTRY.

COMPETITORS OF RSWM

MUDRA GRASIM

RAYMONDS

SYNTAX

INDORMA

MARAL


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UNITS OF LNJ BHILWARA GROUP

A NATIONWIDE PRESENCE

A.TEXTILES

RSWM Limited

1. Kharigram Synthetic, Regenerated Cellulosic Blended

Grey, Dyed Yarn

2. Mayur Nagar, Banswara Synthetic, Regenerated Cellulosic & Cotton-Blended Grey Yarn

3. Mandpam Cotton Melange Yarn, Cotton-blended

Melange & Dyed Yarn

4. Rishabhdev Synthetic, Blended & Grey Yarn

5. Ringas Synthetic & Blended Dyed Yarn

6. LNJ Nagar, Mordi Fabric

7. LNJ Nagar, Mordi Denim

8. LNJ Nagar, Mordi Captive Thermal Power

9. Bagalur Cotton Yarn

Maral Overseas Ltd.

10. Maral Sarovar Cotton Yarn, Cotton-Knitted Fabric &

Cotton(100% EOU) Knitwears


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11. Maral Sarovar Captive Thermal Power

12. Noida Knitwears

13. Noida Knitwears

BSL Ltd.

14. Bhilwara Yarn, Worsted, Synthetic & Silk Fabric,

Garments & Accessories

15. Jaisalmer Captive Wind Power Generation

Bhilwara Spinners Ltd.

16. Bhilwara Synthetic, Blended Grey & Dyed Yarn

BMD Pvt. Ltd.

17. LNJ Nagar, Mordi Specialized Automotive Fabric &

FurnishingFabric

Bhilwara Processor Ltd.

18. Bhilwara Processing of Synthetic & Worsted Fabric,Tops Fiber Dyeing

B. GRAPHITE

HEG Ltd.

19. Mandideep Graphite Electrodes

20. Mandideep Captive Thermal Power


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21. Durg Steel Billets

22. Durg Captive waste Heat Recovery Power

23. Tawa Captive Hydro Electric Power

C. POWER

Bhilwara Energy Ltd.

24. Pathankot UBDC Stage III Hydro Electric Power

Generation

25. Tawang Nyamjung Chhu Hydro Electric Power

Generation

Malana Power Company Ltd

26. Malana (Kullu) Hydro Electric Power Generation

AD Hydro Power Ltd.

27. Allain-Duhangan (Manali) Hydro Electric Power Generation

Indo Canadian Consultancy Services Ltd.


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28. Noida Power Engineering Services


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Products

YARN

RSWM offers one of the broadest range of products in terms of fiber blends, counts and

shades. Fibers possessed by the Company include polyester, viscose, acrylic, cotton, wool,

rayon, silk, polyamide and linen. In addition the

Company produces a range of specialty products made out of both unorthodox fibers i.e.

Soya, protin, bamboo, and branded fibers such as tencel and Lycra.

FABRIC

RSWM manufactures a range of blended suiting fabric and has a significant presence in the

domestic market with its Mayur brand. Apart from this, this segment includes a fabric

processing plant in Mordi (Rajasthan). The Company believes that there is a huge potential

for this business in the new market scenario and has plan to strategically move to the higher

value added products in fabric.


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DENIM

RSWM ventured into Denim Fabric manufacturing business in line with

strategy to move to higher value-added segments for wider based growth in the future. The

Company has plant to focus on producing high-end Specialty Denim fabric which has better

realization and demand in the international market. Keeping pace with the changing time, the

company is working closely with leading International Consultants to manufacture the finest

products.


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Corporate Social Responsibility

In a culture, where the earth is referred to as Mother, caring for the environment is ingrained. In

caring for the earth we are committed to leaving our children and the generations to come a

clean, green earth. A promise that we live by and live up to in everything we do.

At every step in the manufacturing process, we employ eco-friendly processes not just to abide

by laws but also to sustain and take forward the 'green' traditions that form a rich part of our

heritage. Effluent treatment is carried out using the latest state-of-the-art technology. All the

water used in fabric dyeing and finishing is recycled for use in the process-house and in

horticulture. We are continuously greening all our plants, residential and other facilities, planting

thousands of saplings every year.

Environmental care is executed with an eye for detail. The Banswara unit has over 42,000 square

meters of greens, with over 50,000 plants having been planted on the campus and an exquisite

11-acre orchard surrounding an artificial lake. The Banswara unit was accorded the best

plantation award in Rajasthan.


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PRODUCTION DEPARTMENT

SPINING

There are three sections in spinning unit mainly Preparatory section, Spinning section &

post spinning section. The main function of this section is proper mixing of polyester

&woolen raw material, which comes in pressed bales & manufacturing of yarn 65%

relative humidity, is required in this section.

This truly international blended yarn is the result of the world's premium technologies,

Radio frequency dryers, which are ultimate in advancement of drying dyed polyester &

woolen tops & grilling & combining machines from NSC, France internationally

renowned for the mixing of polyester woolen blends contributing to the yarn's

technologies supremacy are BSL ring frame machines and electronically monitored

T.F.O. Auto corners The zingers ring spinner 421 combines solid & reliable engineering

with top-level efficiency, reliability & sturdiness using automation & high teach

components of the future.

WEAVING

This section is divided into 4 subsections i.e. preparatory, loom, checking & mending

.The main function of this section is manufacturing of fabric from yarn 74% relative

humidity is maintained in this section. In this section the richest quality polyester &

viscose go into the fashioning this dream blend of suiting & BSL solver rote shuttle less-

projectile looms weave an extremely advanced & precision controlled fabric. The fabric

is credited with optimum finish.


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PROCESSING:

There are two sub sections dying & finishing. It is designed to quickly & evenly impart the

desired degree of finish & to accurate consistently repeat this under the production

conditions. Finishing is undertaken with sharing equipment and finally rotary press ensures

all the work, that every inch of the fabric is uniformly accepted worldwide. Supervisor,

machines & papers press give the fabric a qualitative finishing edge. The processing

technology is employed to create these fabrics in truly world-class fashion.


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Flow chart of spinning, finishing & packing department

Mixing& Welding

Draw Frame

Second Time

Auto coner

Finished Goods

In Godown

Fiber Go down

Blow Room

Carding

Draw frame

First Time

Speed

Frame

Ring Frame

Packing

Market

Sliver la Ribbon

Comber

Cheese winding

T.F.O. Doubling

Winding


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PRODUCTION PROCEDURE

Productions of yarn follow the following produces Yarn is formed by different

cotton polyester, viscose etc.

For polyester or yarn both constituents are mixed in a definite ratio. Fibers could

be colors.

1. BLOW ROOM LINE:

It is machine that works for formation of lap. It is like mates of raw material i.e.

polyester, viscose or cotton. After lap formation it is wounded around lap bar. InRSWM a Laxmi rioter it trutzschler have launched the It uses high load motor for

960 rpm of 2kw.

2.CARDING:

After lapformation sliver is formed. For it carding machine is used Silver is very

thick loose type thread. The sliver is there is a sensor, which sense the broken of the

silver & after breaking it is Join by the worker. The machine is automatically

stopped after breaking of the slider. In RSWM LR (Laxmi rioter) this process is also

remove the dust particles from the sliver.

3 . D R A W I N G ( D o u b l i n g )

In the sliver is made thicker by combing 15 or 16 slivers together to form a single

sliver. It produces evenness in sliver. Vouch & or have LAUNCHED it in RSWM in

this the air pressure is applied on the sliver.

In tills process the material is -passed through the machine at two times.

Tills process is also called as D r a w Frame.


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4. SPEEDFRAME :

The sliver from the draw frame is thread with fewer diameters then sliver. It is used for rowing

formation. It is wounded on bobbin. This bobbin is known as S/F. Lakshmi Rioter has launched it

in RSWM.

5. RING FRAME:

This machine is used for ultimate formation of Yarn This yarn is wounded on small

bobbins. This ring frame is connected with a communication system called ring data &

its speed is controlled by spinal. There is a LED & photo detector which sense the any

breakage of the LED & photo detector is placed on the both ends of the machine it i s

a u t o m a t i c a l l y stopped if any yarn is broken. The yarn made has a particular count.

This work is done by the roller to the drafting the rowing. They give the twisting in the

yarn with the help of ring & traveler. The thickness of the yarn is depending on the

count. If the count is more (flue) the yarn is thin & if the count is less close (coarse) the

yarn is thickly has launched it in RSWM.

6 AUTOCONER:

The function of this machine is to wind yarn from bobbin to cone. With the help of

splicing the Yarn is combined together from the different bobbins. The splicing

procedure is carried by air pressure which of two types:

1. Wet splicing

2. Dry splicing

The yarn is passes through an electronics gage which major any type of fault in the yarn

& remove the fault by the worker.

7. CHEESE WINDER:

In this machine two or more than two yarn are combined together on the cheese. So th is

process is known as cheese winding it only combines not produce any twist. Textbook

has launched it in RSWM.


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8. T.F.O. (two for one twister)

As same indicate in this machine two yarns are combined as well as twisted. These processes

minimize the unwanted knots in the yarn. Star Volkmann VTS-07 has launched it in RSWM.

9. PACKING

In packing department relative humidity is quite high viz. 90% to provide adequate

moisture to the yarn. Although it will be increase the yarn package.

Domestic

Export Oriented

There are three types of packing

Pilot packing

Cartoons packing

Pallet Packing

10. CHECKING

A checking procedure is followed to ensure that material should not be mixed with

another.

For this purpose cones on a trolley are checked by ultra violet light in a dark chamber. If

the material is mixed or any other variations like count/blend etc. are there it will be

reflected by shade variation in the cones and under UV lamp, the reflectance would be

different for normal and defective portion by virtue of which we can attest the cones.


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Standard Quality Control:

Company has got IS/ISO: 2000 version, which is absolutely commendable and is striving for

further achievement that is encouraging & hearting to see.

To give an idea about what ISO: 9002 is, it is a quality system certification

Production

Dispatch

Monitoring

Following equipments are used here for the purpose of quality control:

1) User tester: This machine is used to test the informing of feed materials i.e. silver

rowing, yarn. It measure u%, CV% thick place, thin place and news hairiness.

It checks the evenness of the yarn.

2) User TenselRapid 3:- This used to check the strength of the yarn.

3) Twist Tester: It determines the twist per inch in the yarn. I t takes 20 inch test

length and then untwists it to measure the TPI and TPM.

4) Calculate 7000It is a very unique & computerized machine used for fault

specification.

5) Lee strength Testerto count the strength of CSP (lachi)


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CPPC DEPARTMENT

(CENTRALIZE PRODUCTION PLANNING &CONTROL)

It is a diverse department; mainly dealing is sales co-operation rather than actual sales. It acts as a

coordinator between the marketing and production department. Its obligation ends when the

material are dispatched physically from plant/ A part Banswara set up, there are two more set ups

of spinning and weaving i.e. in Bhilwara and Kharigram set up.

The sale is being run on the principle of C.P.P.C. (Centralize Production Planning

Control). This means that the department has to coordinate the activities right from

marketing of the product, getting order, and producing according to it. On every

20th

planning for the next months producti on estimates is bein g made so that

production activities are carried on a regular basis without any disturbance. All

marketing people & executive in particular department give their requirements (as

to what they want in the next month) before 20th

of every month. List of pending

order are also being discussed in this meeting and then planning is done

accordingly.

The production orders are accepted after profit assessment. While planning the

best order with a considerable profit margin is being accepted and a blue print of

production activities are set out so that the order can dis patched in time.


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ACCOUNTS DEPARTMENT

The finance department that has three major divisions:

1 General & Bank accounting

2 Sales accounting

3 Creditors & Fixed assets

GENERAL& BANK ACCOUNTING

General & bank accounting includes making of vouchers, payment to various parties & employees& workers of the company. The calculation of their pay, tax etc. is calculated over here. The

preparation of final accounts is also done under general accounting. The following activities are

performed under this accounting:

1 Preparation of vouchers -journal, cash and bank

2 Making journal entries.

3 Budgetary control over factory overhead.

4 Checking of TA bill, Mess bill, G house account, Staff advance.

5 Preparation of monthly selected operational data.

6 Reconciliation of inter units / group accounts & calculation of interest.

7 Preparation of detailed balance sheet.

8 Checking & payment of LTA / Medical.

RECOGNITION AT NATIONAL LEVEL

The Banswara unit bagged prestigious national level SRTEPC excellence award for highest export

in 100% polyester spin yarn category for 12 consecutive years since 1990-91.
http://etc.is/http://etc.is/


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IT DEPARTMENT

RSWM leverages information technology (IT) tools extensively in its operations to achieve

creator productivity & efficiency. The company has integrated IT in its core functioning

from purchase of raw material to sale of final product. The company deployed a

specialized ERP (enterprise resource planning) solution for textile companies, which is

fully functional across all its existing manufacturing location.

This solution enables the company to get real time information on customer orders, raw

material purchase, and material handling stores & inventory situation, production, standardcosting, invoicing & sales. Apart from this core system, the company also uses specialized

modules for functional areas of finance & human resources.

At first when RSWM realized the need, such type of computer arrangements through which

they can transfer or collect the data or information conveniently & online with the help of

computer setup among there unit.

Which are situated at different location in India the RSWM consultant of IBM for finding

out the solution IBM studied the current setup or situation of RSWM & suggest them to

setup ERP as solution of the problem?

ERP is not a myth nor is it a magic solution, but a pragmatic approach for organization to

harness in a constantly changing business environment.

A good IJRP is a technological tour die force. AT its core is a single comprehensive database. The

database collects data from & feed into modular applications supporting virtually all of a

companies business activities - across functions, across business unit, uncross the world When

information is entered in one place, related information is automatically.


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RAW MATERIAL DEPARTMENT

Raw material department deals with the raw material requirement by different units. From 18 to 25

every month is a planning week in which marketing People from various depots visit to company

& give their requirement for the sales of next month. According to the final yarn required every

unit calculate their raw material need & give this to raw material department. Than they will

decide how much material should order for the month on the basis of analysis that how much

material is present in godown & how much is in transit. These requirements are than sent to

Mumbai office where all the units of RSWM send their respective requirements & than their

purchase is done on group basis in lump some amount in order to get raw material at economicrate. The minimum level that is maintained in godown is 25%.Various types of raw material used

our here are as follows:

Viscose

Polyester

Cotton

Acrylic

Silk

Nylon.

Mainly the raw materials come from following place: Rajasthan, Gujarat, M.P. Maharashtra .

From unit 1 to 5 raw material required are for following products;

1. PC (POLYSTER / COTTON)

2. PV (POLYSTER / VISCOSE)

3. NC (NYLON / COTTON)

4. AC (ACRYLIC / COTTON)

In unit 6, 7, 8 there is a production of 100% fiber either cotton or polyester.


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PERSONAL DEPARTMENT

GENERAL FUNCTIONING OF P & A

DEPARTMENT

The major functions of the P & A Department are as under:

1. Recruitment Selection Induction & Placement

Recruitment of suitable person for specific post and his proper placement plays a very

important role for smooth running of the industry.

RECRUITMENT

Whenever any vacancies exist in the .plant, personnel dept. has to notify the vacan cies to the

district employment exchange officer under compulsory notification of vacancies Act.

The sources of candidates for filling of vacancies are: -

1. through district employment exchange.

2. through advertisement in the Newspaper.

3. Through putting up a notice of vacancy on the notice board.

In our case as we are not recruiting any experienced workmen other than Maintenance &

Engineering Department. Therefore, we have to depend only on District Employment

Exchange and through personal contact and propaganda through old labors, masters and

trainers only. On receipt of list of candidate from District Employment Exchange the list is

scrutinized properly by the Labor Officer/APM/ PM. The screened persons are then called

for interview - interview letter as per annexure-A


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SELECTION

Candidates called for interview are required to clear the different criteria fixed for the

selection of candidates. They will have to submit the required documents which are essential

for the selection of the candidates.

Thereafter, candidates are interviewed by a team of selection committee consist of Training

Officer, APM/PM & GM (T). After clearance of the above committee finally GM (P&A)

approves the appointment of the New Class Trainees. Main function of personal department

is to selection of workers according to their norms & rules.

There are some norms for selection of the workers.

1. He must be educated of 12th

standard.

2. His age between 18 to 25 year.

3. His minimum height minimum5.2

4. His weight is minimum 48kg.

5. Finger-& Eye are also tested before selection of workers.

6. Blood group, two photo & reference are essential.

7. Some silent norms of the industries.

They also select non-experience workers for there long life work. They select 40%

outsiders & 60% local people for their work. RSWM provide a better environment & also

provide so many facilities to their workers.

They provide mess facilities, bus facilities, and rest room; provide dress, dispensary & so

many more facilities are provided to the worker by RSWM.


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INDUCTION

On joining of each staff , an induction programmed of 7/15 days is given as per Annexure-

B .If the staff is fresh and not having any past experience is given an induction training of

15 days while for experienced staff induction period is of 7 days. Apart from formal

induction, fresh candidate is given departmental training by HOD. All the fresh candidates

are kept under training for one year and gets the stipend as per Annexure-A. All the new

candidates joining the company is given the company profile to get the detailed knowledge

about the LNJ Bhilwara Group as per Annexure-

PLACEMENT

10 days G.P.O. The workmen are then divided in two batches as per the requirement of the

and as per the knowledge and physique of the workmen. Within total 52 days all workmen

are being trained in different departments and after taking their technical test the

successful persons are then given to their respective department and considered as half

workmen or LCT.

Thereafter after every 52 days their wages are revised and they are gradually trained to

become full trained workmen and they get full rate.


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DETAILS OF WAGES/STIPEND PAID TO A NEW WORKMEN

1. 1-40 : Rs.100/- P.D.

2. 41-100 : Rs.115/- P.D.3. 101-145 : Rs.127/- P D.

4. 146-270 : Rs.166/- P.D.

5. Up to 271 : Rs.215/- P.D.

OTHER FACILITY:-

1. C.L. THEY GET ONE C.L. ON 32 ATTENDENCE

2. P.L.- THEY GET ONE P.L. ON 20 ATTENDENCE

3. P.F.- 12% OF EMPLOYEE & 12% OF EMPLOYER

4. GRATUITY- 5%

5. BONUS- 20%

6. PAY HOLIDAY-

7. INSURANCE-

8. DISPENCERY-

9. CYCLE STAND-

10. HOSTEL-

11. SPORTS WEEK-

12. PRIZE SCHEME-

13. PROMOTION-

14. DRESS, SHOES, &SOCKS-


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MAINTENANCE OF PERSONAL RECORDS

Once a workmen /Staff is recruited, it become very essential to keep all his personal

records in proper file.The Personal records give us the details of his job profile, e.g. details of his permanent and

present address, department, code No., Blood Group, his reference, Mill No. Permanent

shift allotted to the 'workmen, his education details, experience details, wages and

increment details. The personal; record also contains details of warning/charge sheets and

suspen sion the individ ual workmen from time to time, promo tio n deta ils etc .

Personal record helps ion/retirement/resignation or accident.


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TIME OFFICE DEPARTMENT

Another important function of the P & A department is keeping proper record of attendance

of staff/workers and also to provide the required number of labors in each shift for smooth

running of the plant. Presently we have a system of signing in the register for staff members

and time punching system for workers.

Workers are dividing into four Shifts.

Shifts Timing Lunch break

General 8.00 A.M. To 5.00 P.M. 1.00 pm 2.00 P.M

XA 7.00 A.M. To 3.00 P. M. Half an hour during the shift

Y- B 3.00 P.M. To 11.00 P.M. ____

Z - C 11.00 P.M. To 7.00 A.M. ____

Duty hours for staff other than shift is: Lunch break

9.00 A.M. To 1.00 P.M. 1.00 P.M. To 2.00 P.M.

2.00 P M. To 6.00 P.M.

Time keepers verify the engagement of every labor by going to the dept. after beginning of

the shift. At the end of the month total present days are calculated and salary/wages are

prepared. Salary to staff is paid through SBBJ Bank on 1st day of every month. The

salary details arc sent to Bank and salary slips are given to the individual staff member.

Wages are paid to all workmen in cash oil 10th day of every month Wages issued to all

workmen on 7th of every month.

Unpaid wages are paid to workmen on every 21st day of the month Important function

of time office

1. Record of old & new worker.2. Personal detail of worker

3. Payment of worker

4. Bonus working days PL & leave are recorded.

5. Attendance record.

P.F.12% of salaries


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LEGAL DEPARTMENT

All the cases pertaining to personal department and the negotiable instrument are dealt

with by legal I/C. All cases relevant to any court fall under his jurisdiction.

Cases of personnel department are dealt in the following:

Court of Asst. labor commissioner Labor tribunal, High Court

Pertaining to dismissal and compensation, the company has no retainer as on date. He

issues his notice, prepares plaintiff document and engage advocates for filling the cases is

various courts. This is all about the legal I/C. A part from his, another department i.e.Public Relations is also dealt by manager Legal.

He is also a Sr. Manager Public Relations Regarding PR he is making efforts to keep the

image of the organization by having relations with VIP dignitaries of the town, political

leaders and district level officers. He narrated that they HODs of respective dept.) have

their own liaisons with their respective departments like central excise, IT, banks, LIC,

insurance companies, DTO etc. but as and when the trouble comes in their working the

matters is referred to the Sr. Manager PR who then intervenes in the matter solved.


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ENVIRONMENTAL MANAGEMENT SYSTEM (EMS)

Definition of EMS:

a system designed implementation and operated control our environmental significant

aspect and achieve regulatory compliance.

E.P.C Planning-

-Implementation and operation

-Checking and corrective action

-Management review continual improvement

Guidance in ISO 14001-

According to ISO 14000 it is essential to fulfill all the environmental requirement of the

mill so the environment is also controlled by the govt. also by the mill. RSWM is fulfilling

all the norms of ISO 14000 and got his certificate.

-Emission to air

-Releases to water

-Waste management

-Contamination of land

-Use of raw materials and natural resources

Environmental Impact-

-Global warming

-Ozone Depletion

-Acid Rain

-Photochemical smog

-Waste Disposal

-Water Pollution


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SAFETY COMMITTEE

The main aim of safety department if to secure of whole the workers from the uncertainty &

risk because in the mill so many workers are work on machinery & on electronic tools and

the safety of those worker is most important for the organization.

For the security of the workers they have some rules within the organization & also have so

many security guards, which are care of all the employees in every department & also on

main gate of the mill.

Management has provided the helmet for the security of the workers. When any worker is

come into the mill then the guard has right to check there helmet, & within the mill the

maximum speed of the vehicles is 20km/ph.


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HRD DEPARTMENT

The management of human resources has very significant area to define human values,

physical social activities and for saving this peculiarities. Every company makes criteria,which consist of human principles so this company has also separate department for human

resources.

The main work of HRD department is manpower planning. The whole process of the worker

after selection is done in the HRD department. Where the mans are needed & what person do

what work & in what time is all planning is done in HRD department.

HRD Activities of Workers

New workers

Old workers

(A) HRD activities for new workers-

Following works is carried out by HRD for new workers:-

i. General process orientation.

ii. Fiber marketing, brief knowledge / overview

iii. Safety

iv. General rules & regulation

v. Fire fighting etc.

These above activities are carried out for the first 40 days, during these days the practical

training carried out on the show floor. After 40 days of training, the new workers are sent to

respective dept. as half skilled workers. So after all this i.e. 104 days their skill test is taken &

if they pass, then they will be regarded as skilled workers.


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(b) Activities for old workers:-

Training is given to them from time to time to upgrade their skills, HRD organize refresher

courses that are need based whenever they get the requirement from the respective dept. in the

organization and identification of the need is done by the respective dept. in consultancy with

the HRD dept. HRD has also got the responsibility to schedule the training schedule.

2. Staff Activities

For inexperienced personnel an induction program of 2 weeks is to be given to get

acclimatized to the organization, for job trainees (under special request) people this ranges

from 2-3 weeks.

Need based training

Exposure

Sharing of exposure

3. Other activities include

I. Management window

II. Interface between the 2 dept.


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CORPORATE, ENVIRONMENTAL AND SOCIAL

COMMITMENT

The spreading tree that LNJ Bhilwara is today has always been nourished by commitment to its

people, society and the environment. We apply best industry practices whether in the area of

ecological consciousness, CSR or HR initiatives. From the holistic development of our team

members to societal development, we constantly strive for the finest.

HR has been of primary interest, with an emphasis on self-evaluation, role definition and

corporate philosophies like Kaizen being implemented. Regular performance appraisals based on

a balanced score card system identify areas of improvement. Employee health, whether physical,

mental or spiritual is of great importance. Our plants foster a tightly-knit, family-oriented culture,

which rests on the best possible physical infrastructure with fully integrated, self-sufficient

residential complexes complete with social clubs, educational, medical and sports facilities.

Our initiatives in the field of social responsibility have largely been in the area of education,

public health and local infrastructure development. Drinking water, basic sanitation, roads and

primary health care centers are a few of the facilities that the Group has provided over the years.

As an equal opportunity employer, we have encouraged the employment of the local populace in

our projects and at our

LNJ Bhilwara has also actively facilitated and participated in all local cultural and religious

functions that have become bonding points for the community. The Group has fostered

development both independently and in partnership with local government and non-

governmental development agencies.

Our dedication to ecological preservation and development does not stop at official certifications

like EMS-14001 compliance alone. Intensive plantation drives, regular waste management

programmed and implementation of the Kyoto Protocol are just some of the measures that are

regularlyundertaken.

Green Tech safety award and other such acknowledgements are proof of our efforts in this

direction.


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Export Destination

RSWM exports a complete range of yarn, fabric and garments to over 60 countries across

Europe, South Africa, Australia, Korea, Belgium, Singapore, Italy, Egypt and the Gulf countries.

With nearly 50% of RSWM's production exported, the Company has a significant presence in the

world of textiles.

RSWM has also been recognized as a Golden Trading House by the Government of India,

having won the prestigious SRTEPC Export Award for several consecutive years. This makes

the Company truly global, yet truly Indian.


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RESEARCH METHODOLOGY

Research is the original contribution to the existing stocks of knowledge making for its advance

management in research of knowledge through objective and systematic method of finding

solution to a problem

Research refresh to a systematic method comprising the r of problem, formulating hypothesis

collecting the fact or data analysis the fact of research reach certain conclusion in the from of a

solution to word the concerned problem for some there or ethic formulation.

First phase of research in concerned with organization product. The study of marketing is really

necessary for a marking manager, as its help him in gaining knowledge on the main basic of

marketing. I .e. the four up are of marketing (product, price, place, promotion).

Those for the better future any origination as well a marketing manager, he should have the full

knowledge of product and brand of the concern (which include product line, range decision

branding packing, labelling and after sale services place /distribution channels( which included

transport where house channels of distribution ) price (which include terms of delivery , terms

payment ,margins , retail price mechanism etc)promotion mix( which included advesrtising,sales

promotion , personal selling trade fare and exhibition , public relation etc)

Second passed out the research deals with study of costumer satisfaction, which the more of the

less dependent on the marketing mix of the concern.

Internal costumer research is use to identify the both felt and un felt laying needs , to learn how

consumer provide product brand, and stores what there attitude are before and after promotional

companies and how and why they make their buying decision.

Internal customer research marketing manager make before better decision a sto the selection ofthe product and service that would be appropriate and acceptable, the promotional appeal that

would be meaningful and the media vehicle in which to place them.


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Data collection:

Primary data: pie and bar chat etc. the data collection method used was Questionnaire method,

which come prised of surveys for the research project,

Quaternary used was structured and undisguised on , which include Open ended , checklist

question the information was collect by way of personal interview with the responds how

present study is restricted Lear automotive corporation only.

The population for the survey come prised of industrial customer Judgment and convenient somesampling techniques where adapted to select a simple fifty respond nets at my won convenience.

The above techniques where adapted keeping in view time and resource constrain

Data Analysis

TYPES OF RESEARCH DESIGN:-

TYPES OF

RESEARCH

DESIGN

EXPLORATORY

RESEARCH

CONCLUSILVE

RESEARCH


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1. EXPLORATORY RESEARCH:-

Exploratory research studies are also termed as

formulate research studies. The main purpose of such studies is that of formulating a problem for

more precise investigation or of developing the working hypotheses from an operational point of

view. The measure emphasis in such studies is on the discovery of ideas and insights. As such

the research design appropriate for such studies must be flexible enough to provide opportunity

for considering different aspects of a problem under study.

Methods of collecting information:

(1.) Literature research /study of secondary data:-

The quickest and most economical way is to find possible

hypothesis from the available literature. The past researches may be suitable sources of

information to develop new hypotheses. The findings of marketing research are generally

published in trade and professional journals, which can be fruitful source of information.

(2.) Survey of knowledgeable persons or experience survey:-

Experience survey means the survey of people who

have had practical experience with the problem to be studied. These individuals can be top

executives, sales managers/executives, wholesaler and retailers possessing valuable

knowledge and information about the problem environment.

(3.) Case study:-

The third general type of exploratory research is case method. This research

method has long been considered soft or nonscientific, but with the modern surge in

qualitative research. The case method has received more attention. Indeed, the case method

might be considered one variation of the survey of individuals with ideas. It involves the

comprehensive study of one, or a few, specific situations and lends itself particularly to the

study of complex situations in which the interrelations of several individuals are important-

for example the effective management of distributive relations or what constitutes good

marketing management.


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2. CONCLUSIVE RESEARCH:-

Conclusive research provides information, which helps the

executive to make a rational decision. The marketing executive has to arrive at a suitable

decision from the various alternative decisions. The various alternative conclusions and selecting

the most suitable conclusion may be done by descriptive research design or experimental

research design.

Descriptive research:-

Descriptive studies, as their name impulse, as designed to describe something for example,

the characteristics of users of a given product; or the number who saw the specific television. A

majority of marketing studies are of this type.

It can be divided in to two classes:

a.) Longitudinal studies

b.) Cross sectional studies

Experimentation:-

Experimentation is not easy to define. It will refer to that research process in which one

or more variables are manipulated under conditions that permit the collection of data that show

the effects, if any, of such variables in unconfused fashion. Such a definition indicates that a

distinction between experimental and non-experimental research may some time be a matter of

degree rather than a matter of kind.


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LITERATURE

Need of Training arises cause of several reason

Changing technology

Quality conscious customer

Greater productivity

Stable work force

Increased safety

Better management

Designing a training programme

Identification of training needs

Setting training objectives

Organization of training

Evaluation of training outcomes or results


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Identification of training needs

The technological changes taking place is the main causes of identification of the

training needs in an organization. Earlier the people were acquiring training through

apprenticeship and vocational courses which are not sufficient in modern era of

industrialization. It is necessary to identify the training needs because of the

following reasons:

Adoption of new techniques in an organization and introduction of modern

working methods.

Poor performance by the workers as reflected by low output, lack of initiative,

incompetence, bad decisions. This requires systematic training of the

workforce.

Wide gaps between what workers should be doing and what they are doing.

Analysis of the strengths and weaknesses of an organization may reveal the

areas of weaknesses which need to be handled seriously.

More information could be obtained from the organizations human resource plan.

While preparing plans, the current skills with expected needs for future should

kept in mind and the deficiencies be highlighted. Some organizations prepare

skills-inventories classifying employees according to their qualifications,

technical knowledge, experience and various skills. The gaps between the existing

and required levels of knowledge, skills, performance and attitudes should be

specified. The problem areas that can be resolved through training should to be

identified.

Training needs can be identified through the following types of analysis:


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Organizational analysis

Task analysis Manpower or human resource analysis

Organizational analysis

Its purpose is to determine where training emphasis should be placed in the

organizational effectiveness. Organizational analysis consists of the following

elements:

Analysis of objectives

Resource utilization analysis

Organization climate analysis

Environmental scanning


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STUDY TASK

INTRODUCTION ABOUT THE STUDY TASK

To meet the challenging demand of time, the organization need to have cent-percent

computerization and enterprise process management to add value to its products and for this

purpose training and development play a very vital role.

In the industrial world, training the employees is being increasingly recognized so as to keep the

employees in touch with the new technological developments. Every company must have a

systematic training programmed for the growth and development of its employees.

Training concerned with increasing the knowledge and skills of employees for doing specific

jobs and development involves the growth of employees in all aspects. Hence, training

concerned with increasing job skills and development concerned with attitudes of employees.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

The primary objective of my study at RSWM, BANSWARA to lay down the foundation of

Training and development.

SECONDARY OBJECTIVE

The objective of my study about employees training and development to improve the current

process of employees training and development at RSWM, BANSWARA.


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o My another objective is to apply my learning in the area of Human Resources so

that I gain significant practical and Understand the nature and importance of

training and development and identify the various inputs that should go into any

program me.

o Delineate the different stages in a training and development program me and

describe each step.

o Understand the need for and the ways of training for international assignments.

SCOPE OF THE STUDY

This research provides me with an opportunity to explore in the field of Human Resources. This

research also provides the feedback of people involved in the Training and development process

Apart from that it would provide me a great deal of exposure to interact with the high profile

managers of the company.


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INTRODUCTION OF TRAINING AND DEVELOPMENT

TRAINING

Training is concerned with imparting developing specific skills for a particular purpose. Training

is the act of increasing the skills of employees for doing a particular job. Training is the process

of learning a sequence of programmed behavior. In earlier practice, training program me focused

more on preparation for improved performance in particular job. Most of the trainees used to be

from operative levels like mechanics, machines operators and other kinds of skilled workers.

When the problems of supervision increased, the step were taken to train supervisors for better

supervision.

DEVELOPMENT

Management development is all those activities and program me when recognized and controlled

have substantial influence in changing the capacity of the individual to perform his assignment

better and in going so all likely to increase his potential for future assignments. Thus,

management development is a combination of various training program me, though some kind of

training is necessary, it is the overall development of the competency of managerial personal in

the light of the present requirement as well as the future requirement.

Development an activity designed to improve the performance of existing managers and to

provide for a planned growth of managers to meet future organizational requirements is

management development.


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Management development is based on following on assumptions.

1. Management development is a continuous process. It is not one shot program me but

continues though out the career of a manager.

2. Management development is any kind of learning, is based on the assumption that there,

always existing a gape between an individuals performance and his potential for the

performance.

3. Management development seldom takes place in completely peaceful and relaxed

atmosphere.

4. Management development requires clear setting of goals.

5. Management development required conducive environment.


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Training Need Identification for a company

Introduction

Training need identification is a tool utilized to identify what educational courses or activities

should be provided to employees to improve their work productivity. Here the focus should be

placed on needs as opposed to desires of the employees for a constructive outcome. In order to

emphasize the importance of training need identification we can focus on the following areas: -

To pinpoint if training will make a difference in productivity and the bottom line.

To decide what specific training each employee needs and what will improve his or her

job performance.

To differentiate between the need for training and organizational issues and bring about

a match between individual aspirations and organizational goals.

Identification of training needs (ITN), if done properly, provides the basis on which all other

training activities can be considered. Also requiring careful thought and analysis, it is a process

that needs to be carried out with sensitivity as people's learning is important to them, and the

reputation of the organization is also at stake.

Identification of training needs is important from both the organizational point of view as well

as from an individual's point of view. From an organizations point of view it is important

because an organization has objectives that it wants to achieve for the benefit of all stakeholders

or members, including owners, employees, customers, suppliers, and neighbors. These objectives

can be achieved only through harnessing the abilities of its people, releasing potential and

maximizing opportunities for development. Therefore people must know what they need to learn

in order to achieve organizational goals. Similarly if seen from an individual's point of view,people have aspirations, they want to develop and in order to learn and use new abilities, people

need appropriate opportunities, resources, and conditions. Therefore, to meet people's

aspirations, the organization must provide effective and attractive learning resources and

conditions. And it is also important to see that there is a suitable match between achieving

organizational goals and providing attractive learning opportunities


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TRAINING PROCESS


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\


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DISTINGUISH BETWEEN TRAINING AND DEVELOPMENT

Training is a short term process utilizing a systematic and organized procedure by which non-

managerial personnel learn technical knowledge and skills for a definite purpose.

Development is long-term educational process utilization a systematic and organized procedure

by which managerial personnel learn conceptual and theoretical purpose.

Training and development differ in four ways:

WHAT is learning?

WHO is learning?

WHY is learning? and

WHEN learning occurs?

The difference may be status thus:

LEARNINGDIMENSION

TRAINING DEVELOPMENT

Who? Non-Managerial Personnel Managerial Personnel

What? Technical and Mechanical Theoretical and conceptualideas

Why? Specific Job RelatedPurpose

General Knowledge

When? Short-term Long-term


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OBJECTIVES OF TRAINING

To provide job related knowledge to the workers.

To impart skills among the workers.

To bring about change in the attitudes of the workers towards fellow

Workers, supervisor and the organization.

To reduce the number of accidents by providing safety training to the

Workers.

To make the workers handle materials, machines and equipments

Efficiently and thus to check wastage of time and resources.

To increase and improve decision making skills.


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NEED AND IMPORTANCE OF TRAINING

Training is important not only from the point of the organizations, but also for the employees. A

skill acquired through training is an asset for the organization an employee. The need for trainingof employees arises due to the following factors:

HIGHER PRODUCTIVITY:

It is essential to increase productivity and reduce cost of production for meeting competition in

market.

QUALITY IMPROVEMENT:

The customers have became quality conscious and there requirements keep on changing. To

satisfy the customer, quality of product must be continuously improved through training of

workers.

TECHNOLOGY UPDATE:

Technology is changing at fast pace. The workers must learn new techniques to make use of

advanced technology. Thus, training should be treated as a continuous process to update the

employees in the new methods and procedures.

INDUSTRIAL SAFTEY:

Training workers can handle the machines safety. They also know the use of various safety

devices in factory. Thus, they are less prone to industrial accidents.

REDUCTION OF TURN OVER AND ABSENTEEISM:

Training creates a feeling of confidence in the minds of the workers. It gives them a security at the

work place. As a result, labor turn over and absenteeism rates are reduced.


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Training procedure followed in RSWM, Banswara for a Labor Workforce

After candidates got recruited, they undergo 10 days of GPO training. During this a complete

knowledge of B/R and packaging are given to them and the general information related tovarious department are also given.

It includes theoretical and practical knowledge and also feedback are evaluated time to time.

Theoretical class: 2hours per day

Practical work: 4-5 hours per day

Feedback: 1 hour per day

DAYS CONTENT

1 Information related to prayer, place, common facility and shift is given to them.

2 Information related to discipline, training need and importance, benefits, types of fiber

etc is given to them.

3 Information related to tint,house-keeping,charge and carding etc. is given to them.

4 Types of vest, department wise lot segregation, sly lap, ribbon lap, comber and machine

etc. information is given to them.

5 Informations related to Industrial safety and precaution from accident by drawframe,

speedframe, machine, etc. are given.

6 Benefits given by industry, salary increment, bonus and gratuity, R/F information is

given to them.

7 P.F, pension, C.L, P.L, leave information; auto-corner information is given to them.

8 Information about high level officers, ISO & C/W is given to them.

9 Information about merits of presence and demerits of absence, accidental insurance and

TFO. training about proper punching of card teaches.

10 Information about original department which includes:-

Theoretical class: 1hour


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Practical class: 6hours

Feedback:1.5hours

After 10 days of GPO, every week test is taken by department. During 40 days a shift is set for

them and also CT to LCT are made by the worker. If there is any problem regarding machine,

worker have to consult their training master.

CONCLUSION OF TRAINING AND DEVELOPMENT SECTION IN RSWM, LODHA-

BANSWARA


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In Lodha unit, training is provided to almost all the employees.

People prefer to take training more on the job.

On the job training is better than any other type, because employees get practical working

knowledge along with their job.

Mainly freshers get the training because they are new and they do not have much

knowledge about the work.

Training is provided to other existing employees also for their updation.

All the employees participate in the training programmers enthusiastically but some

employees find it discouraging also.

The people in the organization are of the opinion that there only slight improvement in

material handling and wastage of material slightly reduces after training.

All the people think that there is slight different in performance after training.

After training they fell there should be proper blending of personal motives with the

organization objectives.

There is increment in communication power with vendors.

There is better understanding of procedure.


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DATA PRESENTATION

RESEARCH REPORT

1. RESPONSE TOWARDS TRAINING PROGRAMME

SECTION 1

5%

15%

25%45%

10%

UNSATISFACTORY

FAIR

SATISFACTORY

GOOD

OUTSTANDING


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2. PERFORMANCE AFTER TRAINING PROGRAMME:

SWOT ANALYSIS

10%

34%

20%

29%

6%

1% 0%

EXTREAMLY GOOD

GOOD

ABOVE AVERAGE

AVERAGE

BELOW AVERAGE

POOR

EXTREAMLY POOR


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Strength:-

Brand reputation in global market.

Demand of blended yarn will increase as the production of PV is replacing cotton, greatshare in exports of the biggest earners.

Won SRTEPC highest export awards for PV yarn exports it was also accorded Golden

Trading House Status.

Experienced & enthusiastic marketing team. Strong sales depots & marketing offices at

Mumbai, Delhi, Bhilwara, Ludhiana, Ahmadabad.

Brand reputation global marketing-LNJ Bhilwara group is famous in textiles in all over

the world.

Well-equipped research and development SQC lab.

Modern machinery with latest techniques.

Wide product range and flexibility in production according to requirement of market.

RSWM Banswara manufactures various type of yarn of different counts and blends.

All the units are connected through V-SAT Gulabpura, Mumbai, Delhi, and Indore and

Rishabdev.

The company has a great share in exports, one of the biggest earners.

Weakness:-


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Banswara is not connected through railway line and condition of roads is also poor so t

there is an infrastructure problem.

Skill labor is not available at Banswara.

Labor Absenteeism is also a major problem.

Opportunities:-

After starting weaving project, Rajasthan Spinning & Weaving mills ltd Banswara may

further go for forward integration in garment sector, as people in domestic market are

gradually moving towards ready-made garments.

To develop and improve working environment of processing by using eco-friendly

methods.

The company can rush into retail business.

Strategic alliance: Tie-ups with global manufactures and brands for technology and

markets.

Tilt towards ready-made

Threats:-

Today textiles industry is planning through in unpredicted recession. The reason for that

is supply is more than demand.

Cheap imports textiles from China that is increasing free trade and competition. Removal

of quotas after-2005.

Questionnaires


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1. Your employment status

Fresher/undergoing PG

Working

2. If you have got your job through HR consultant, what is your past

experience?

Very satisfactory

Satisfactory

Average

Dissatisfying

Very dissatisfying

3. Are you satisfied with the training procedure, which conduct in an

organization?

Yes

No

SUGGESTIONS


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Proper planning of manpower requirement so as to avoid redundancy.

Improvement in recruitment policy and practice.

Use of proper test and interviews in selection of employees.

Promotion from within and other career opportunities.

Security of service.

Impartial transfer and promotion policies.

Introduction of incentives plans.

Introduction of Employees welfare schemes.

Provision of retirement benefit.

Employees consultation, suggestion, schemes, and workers participation in

managements.

Conflict resolution and team building techniques to improve human relation and

morale.

Proper job design and work scheduling to match skills with job requirement.


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BIBLIOGRAPHY

1. Training & Development: A Better way: Robert Hayden: Volume 52.

2. Research Methodology Methods and Techniques: Kothari C. R.: Willey Easter: New

Delhi.

3. Aswathappa, K., Human Resource Personal Management

Websites Search:

www.wiki.comwww.google.com

www.msn.com

www.lnjbhilwara.com

www.ril.com

www.fashion2fibres.com
http://www.wiki.com/http://www.google.com/http://www.msn.com/http://www.lnjbhilwara.com/http://www.ril.com/http://www.fashion2fibres.com/http://www.fashion2fibres.com/http://www.ril.com/http://www.lnjbhilwara.com/http://www.msn.com/http://www.google.com/http://www.wiki.com/

Amita Maheshwari - Training and Development

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