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Presented ByPravesh

Bhadoria

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SRF LIMITEDSRF is a multi-business entity engaged in the manufacturing of chemical

based industrial intermediates. Established in 1973, SRF has today growninto a global enterprise with operations in 4 countries. With head quartersin Gurgaon, India, the $450 million company has operations in three morecountries, UAE, Thailand and South Africa. Apart from Technical Textiles

Business, in which it enjoys a global leadership position, SRF is a domesticleader in Refrigerants, Engineering Plastics and Industrial Yarns as well.The company also enjoys a significant presence among the key domesticmanufacturers of Polyester Films and Fluorospecialities.Building on its in-house R&D facilities for Technical Textiles Business andChemicals Business, the company strives to stay ahead in business throughinnovations in operations and product development.A winner of the prestigious Deming Application Prize for its tyre cord

business, SRF continues to redefine its work and corporate culture with theTQM as its management way.

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SRF Today A S napshot

Rs. 2000 crore multi-product, multi-businessorganisationMarket leader in Technical Textiles, Refrigerants,

Engineering Plastics and Industrial YarnsManufacturing plants spread over 8 locations in India,one in Dubai, one in South Africa and one in ThailandWorld's 2nd largest producer of Nylon 6 tyre cord

fabricsWorld's 2nd largest producer of belting fabricsExporting to over 60 countries

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SRF Business ProductsO ur Technical Textiles Business manufactures Nylon Tyre Cord Fabric, Belting Fabrics and Coated Fabrics.

Nylon Tyre Cord Fabric is used as reinforcement for all kinds of tyres globally, ranging from the humble bicycle to the heavy commercial vehicles and even airplanes. As the 5th largest manufacturer of conveyor belting fabrics in the world, our products make life easier for businesses and individuals in many ways. For years, Mining and utility companies have been using conveyor belts that have been made by BeltingFabrics that we produce to streamline production. O ur Coated Fabrics find end usage in products like

awnings, tarpaulins and canopies that are used on trucks and jeeps, covers that keep cricket pitches, tenniscourts and sports fields dry when the rain gods spoil the show, smart sports kits and even shamianas usedfor wedding parties!O ur Chemicals Business manufactures Refrigerant Gases used for a variety of industrial, commercial andhousehold applications such as refrigeration and air conditioning. But they are also used as a solvent and

propellant in metered dose inhalers for the treatment of asthma, and are a raw material for PTFE (Teflon) -the coating that makes kitchenware non-stick.Pharma Chemicals Business, which manufactures intermediates/ advanced intermediates and providescontract research, custom synthesis & contract manufacturing services to the Pharma Industry.The Packaging Films Business manufactures Biaxially O riented Poly Ethylene Terephthalate (B O PET) or Polyester (PET) Film, predominantly used in Flexible Packaging Applications. PETLAR, our brand of PETfilms is used by some of Indias largest and most professional converters in making packaging material for a wide variety of fast moving consumer goods (FMCG) such as Soaps and Detergents, Tea, ShampooSachets, Packaged Wheat Flour etc. So whether it is the all pervasive shampoo sachet or a cake of soapmade by some of Indias largest FMCG companies it is likely that PETLAR and its properties of excellent

printability, strength and aroma retention are at work.

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H uman R esource Management at

SRF LimitedHR VISIONTo create and nurture an organisation where economic prosperity andgrowth, organisational effectiveness and human well-being go hand-in-

hand.HR VALUES All people are treated equally, with respect and dignity Quality of life is enhanced continuously O rganisational values and interests are not compromised Every person learns, grows and experiences fulfilment

The SRF Community is fostered and enhancedHR VALUES TO DRIVE PEOPLE POLICIES People come first in whatever we do Each individual is the organisations responsibility first Each individual is competent and responsible Each individual is unique and talented

Each individual is working in the interest of the organisation

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Training & Development TRAINING AND DEVELOPMENT is a subsystem of an organization. Itensures that randomness is reduced and learning or behavioral change takes

place in structured format.

TRADITIONAL AND MODERN APPROACH OF TRAINING ANDDEVLOPMENTTraditional Approach Most of the organizations before never used to

believe in training. They were holding the traditional view that managersare born and not made. There were also some views that training is a verycostly affair and not worth. O rganizations used to believe more in executive

pinching. But now the scenario seems to be changing.

The Modern approach of training and development is that IndianO rganizations have realized the importance of corporate training. Trainingis now considered as more of retention tool than a cost. The training systemin Indian Industry has been changed to create a smarter workforce andyield the best results

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R ole of Training

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IMPO R TANCE O F TR AINING

OBJECTIVES

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MODEL S O F TR AINING

The three model of training are:

1. System Model

2. Instructional System Development Model

3. Transitional model

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S ystem Model

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Instructional S ystem

Development Model

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Transitional model

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Training Need Analysis

TRAINING

NEED ANALYSIS

TASK ANALYSIS PERFORMANCEANALYSIS

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Task List When andhow oftentaskperformed?

Quantity &Quality

WorkingConditions

Knowledgeand Skillsrequired

Where canthey belearned

PERFORMANCE ANALYSIS

Done for already established tasks.To improve the actual on the job performance.

TASK ANALYSIS

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Training DesignThe trainerThe traineesTraining climateTrainees learning styleTraining strategiesTraining topics

Training tactics - The method selection depends on the following factors: Trainees background Time allocated Style preference of trainer Level of competence of trainer Availability of facilities and resources, etc

Support facilitiesConstraints The various constraints that lay in the trainers mind are:

Time Accommodation, facilities and their availability Furnishings and equipments Budget Design of the training, etc

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Training Tactics

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Implementing Training

The trainer

Physical set-up

Establishing rapport with participantsReviewing the agenda

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TR AINING EVALUATION

A. Purpose of Training Evaluation

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TR AINING EVALUATIONB . Process of Training EvaluationC. Techniques of Evaluation

The various methods of training evaluation are:

O bservation Questionnaire

Interview Self diaries Self recording of specific

incidentsD. Management Development

Program (MDP)

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P R OCE SS O F TR AINING

Identification of training needs and priorities.O rganization all analysis.Man Analysis.Statement of training needs.Establishment of training goals and selection of trainees.

Selection and training of training personnel.Application of selected training techniques.Evaluation of training Programme.

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IDENTI FY ING T R AINING NEED S

JOB

PresentPerformance

GAP

DesiredPerformance

Training needs can beidentified through thefollowing types of

analysis: A nalysis of Objectives Resource Utilization

A nalysis Task or Role A nalysis Manpower A nalysis

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F INDING S

Training is the most important part of any organization and no person can think of the development without it. By training theattitudinal change in the employee leads to the positive thinking, asense of devotion to organizational and also by the help of technicaland behavioral training the person in the organization can be awareof the latest developments and how to come up with the best outputwith minimum investement and minimum labor waste. This leads tothe increase in the profit of the organization. This view is of themanagerial and staff level employee.

The J. B. Mangharam manager feels that the training needs of theemployees are fulfilled and they are holding on time whileindividual workers have different opinion about it. According tothem the trainees need identification is not done on time and mostlyit is late. So it is not so effective.

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S UGGE S TION S

1. Suggestion scheme may be opened for staff and technicians. The mainadvantage is that would help convince the employees that theorganization Listen to them and they are the part of organization.

2. Training should aim at improving the skills of the employees and so that

training should be practically given by imparti9ng it on the job.

3. Suggestion and experience from other business houses & people fromrelated field should also be taken & in calculated if used.

4. New development programs should be used.

5. External and internal training programs should be connected with eachother.

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