A PROJECT REPORT ON Organizational structure & Effectiveness Of Training Development IN

MARKFED PUNJAB

Submitted in partial fulfillment of the requirement for the degree of Master of Commerce

(2010-2011) affiliated to Punjab University Chandigarh.

SUBMITTED TO: SUBMITTED BY:P.G. Department of Commerce Harmanjot KaurG.N.N. College Doraha Univ. Roll No. 2295 M.COM - 1ST (SEM.2)

Acknowledgement

I Harmanjot student of G.N.N. College Doraha highly thankful to General Manager Mr. N.L. Chadha for arranging summer training at Markfed Vanaspati & Allied Industries for 4-6 weeks.

I Pay my best regards to the G.M. and Superintendent Shashi Sharma for their full cooperation in completion of my mission .I am also thankful to all other staff members who made available necessary data to me. I am fortunate to have these guides who have really provided with rigid information excellent, guidance, help& co-operation for solving my day to day problems.

I would like to pay my sincere gratitude Mr.Swaran Singh for their guidance and inspiration attitude resenting in successful completion of my training.

I wish good luck & success to plant & its employee in future.

. Harmanjot kaur

PREFACE

A Project work is a mandatory requirement in the m.com in Punjab University Chandigarh .The industrial internship aims at exposing the young prospective executive to the actual business world, especially at the early stages of their development in the organization. This training not only broadens horizons but also helps them to grasp the various intricacies of the confidence when they are to occupy the executive positions.

To fulfill these aspirations of mine I entitled Marked-ASIAS largest marketing cooperation for my training. The cooperation I got from the people at Marked unique which I can not forget. For that I am indebted to them.

. OBJECTIVES OF STUDY

There is always an objective of every study and research being undertaken which is to be kept in mind while under taking any project work. The objectives of my study during summer training were following:-

1. What type of training techniques are using by Marked.

2. To know the Organization Structure of Marked.

3. Importance and effects of training techniques.

4. Improvements in the employee’s performances by training.

5. How training to employees helps in development of organization.

.

SCOPE OF STUDY

Today most organizations operate a business environment where uncertainty ,risk and complexity in the environment have become a fact of life Pressures of international competition and market globalization are forcing India organizations to match global standards. Organizations are realizing that the success and failure of organization depends upon human resource. The factory act also established for the protection of employees. Organizations are realizing that is their human assets that can make a difference between success and failure so improvements in their performance different types of training development techniques are adopted by organizations which varies from person to person department to department. Off the job training on the job training and Marked is also using training and development techniques to increase the potential and capability of workers or employees to work, so they are using On the Job training techniques.

Building Description of Khanna Plant

The factory is situated in about on or 23 acre of land. This plant the following process houses

-Vanaspati Plant.

-Packing and filling of Vanaspati and refined oils

-Storage of various raw material and finished products.

-There are no. of other buildings for this purpose

The acid oil plant

Oxygen plant

Boiler house

INDUSTRY PROFILE

Vanaspati is improved foam of refined oil .Some necessary vitamins and essential edible chemicals Vanaspati means the ghee which is made from any one or mixture of vegetable oils.

It is making from different vegetable oils such as cotton seed oils, mustard oil maize, palm oil, rice bran oil, soybean oil, sunflower oil, groundnut oil, and water melon seed etc.

Demand of Vanaspati Ghee:-

In eastern Countries like India $ Pakistan, Bangladesh, Sri Lanka etc. There is huge demand of Vanaspati .In western countries there is very less demand of Vanaspati ghee because they prefer refined oil.

INTRODUCTION OF MARKFED

\ The Punjab State cooperative supply marketing federation Chandigarh. I popularly known as Marked is Asia’s largest marketing cooperation Marked came into existence four decades ago. It’s registered in sept.1954. It started its operation with one bicycle three employee thirteen members and a share capital of 54000. But now it is growing vast. It has a network of office storage go downs and factories all over the states. The products by Markfed in India and other countries of the world Markfed at glance are given below:-

REGISTRATION NO. 818REGISTRATION ON.2.9.1954MARKFED BRANCHES.110PROCESSING UNITS.22

MARKFED PLANTS:-

1. Markfed modern rice mills Rajpura Nawashaor Machiwara, Bahgapuran.

2. Markfed cotton ginning processing factories Sadigarh, RampuraPhul.

3. Markfed cement pipe plants (Pathankot) Singepura.

4. Markfed Vanaspati oil and Allied Industries, Khanna.

5. Markfed modern rice mills Rajpura Nawashahor.

6. Markfed cotton ginning a processing Plant, Giddarbaha

7. Markfed Canneries, Jalandhar.

.

10. Markfed Agro Chemicals, Mohali.

9. Markfed Fertilizers Dhuri.

10. Markfed central workshop (H.C.units) India

11. Markfed Modern Rice Mills Rajpura

12. Marked HDPE plant Anandpur Sahib. 13. Punjab Fertilizers Ludhiana.

Exports: Export House Status

1) Basmati Rice.2) Ready to eat products.3) Refined Oil/ Mustard Oil.4) Pickles, Murabbas, Honey, Atta, Salt.

INTRODUCTION TO MARKFED OIL & ALLIED INDUSTRIES KHANNA

INTRODUCTION:- Vanaspati plant khanna is one of the major plant amount the various plant of markfed in different regions. Markfed Vanaspati oil $ allied industry situated on G.T. Road, khanna is a public sector undertaken. The plant was established in the year 1971and was inaugurated by Late Giani Zail Singh (chief minister of Punjab at that time).The factory is situated in about 25 acre of good land .It has About 300employees including staff members, managers, supervisor and officers.

The FACTORY IS ENGAGED IN THE MAUFACTURING OF

Vanaspati ghee

Processing of rice bran

Refining various edible oil

VANASPATI GHEE:- It is a major produced by this plant .The Production

capacity of this plant is 2400mt. This Product is marketed under the brand SOHNAS process layout system is adopted for the production of Vanaspati ghee. Raw material used in the production of ghee is listed below:-

MUSTARD OIL RICE BRAN OIL(processed in this plant) TILE OIL SUN FLOWER OIL

Other permitted edible oils by director of Vanaspati for the enrichment of Vanaspati ghee Vitamin A and B also used

PROCESSING OF RICE BRAN OIL:- Is done in the solvent expression plant .It has capacity to process 15000 mts. Rice bran.

In this plant rice bran oil is obtained from the rice bran by using solvent extension and other chemicals processed rice bran is sold either to other manufacturing units or used in the production of Vanaspati ghee. Rice bran extension remaining part of rice bran is used for production of cattle feed. Rice bran extension is also sold to local units and other plants of markfed.

PUNJAB MARKFED

PROFILE OF KHANNA PLANT

Marked Vanaspati and allied industries ltd. Khanna is one of the industrial units of markfed. Markfed is a co-operative supply & marketing federation. It was set up in the year 1954.It was established as the Punjab state co-operative supply $ marketing federation ltd. It is the Asia’s largest marketing co-operation federation and it is a federation of 3200 co-operative societies representing one million farmers and employing 2812 persons with the annual Turnover of Rs.91246035.00 twenty two industries units of Marked are sanctioning in the Punjab state.

Marked Vanaspati & allied industries ltd. khanna was set up in 1971. This plant is manufacturing edible grade refined oil and Vanaspati ghee for human consumption management.

General Manager: - N.L. Chadha

Deputy Chief Account Officer: - P.R.Salpekar

Commercial Manager: - M.S.Sandhu

Superintendent: - Shashi Sharma Production Manager: - Nirmal Singh

Processed Food:

Sohna Ketchup, Mixed Fruit, Jam, Honey, Sarson Ka Sagg, Mixed Pickle, Squishes, Dehydrated Peas, Sohna Basmati Rice etc. Are process goods which are processed in above plants of Marked.

Non Edible Products: Agro Chemical PRODUCTS ITS & Cattle Feed Edible Oils. Cotton Seed Oil, Sun Flower Oil, Ground Nut Oil, Mustard Oil & Sohna Vanaspati Ghee.

Agro Services: - 19 Agro Service Centre 8 Oil & Water Testing Laboratories 1 Nubile Soil & Water testing lab.

New Ventures:-1) Control Farming of Basmati Rice and other varieties 2) Setting UP State of the art food processing unit.

MARKFEDVANASPATI $ ALLIED INDUSTRIES QUALITY POLICY:-

“Our Endeavour to produce & manufacture Vanaspati $ refined oils stringent quality control methods in attractive durable packing with the longer shelf life or the best of human lives.”

OBJECTIVES

1. Success does not mean the absence of failure it means the attainment of ultimate objectives. It means winning the war not every battle.

2. To produce quality products through improvements in manufacturing process by up gradation of plant equipments.

.3. To reduce variable cost by 5% quartly by economizing the each

process.4. To improve the market ability of the product by reducing the

complaints of the consumer by taking timely action.5. To reduce the reprocessing of the product thus reducing the processing

cost by continuous adhering to the previous action.6. To motivate plant workers and educate them positives attitude & moral

character.

BOARD OF DIRECTORS

1. Jarnail Singh Wahld(Chairman)

2.Rana Surinder Pal Singh Kaleka (Vice chairman

3.Harminder Singh Jassi(Director)

4.Malkiat Singh Bahrowal(Dire

5.Ravinandan Singh Bajwa(Director)

6.Harsharan Singh Sohal (Director)

7.Jagdeep Singh Sherkhan(Director)

8.Sharanjit Singh Jogipur(Director)

9.Bhalinder Singh Bhandal(Director)

10.Balwinder Singh Hundal(Director)

11.Chitenderbir Singh Chhachhi(Director)

12.Sandeep Singh Randhawa(Director)

13.Amrit Lal Vohra(Director)

14.Sukhdev Singh Seerha(Director)

PACKING SECTION

- Filtered oil

- Batch coding

- Weighing $ Packing

- Sealing

- Inspection & Refrigeration

Dispatch

INTRODUCTION

OF

HUMAN RESOURCE

MANAGEMENT

HUMAN RESORCE MANAGEMENT

Introduction of Human Resource

Human resource management may be defined as a set of policies, practices and programs designed to maximize both personal and organizational goals. It is the process of binding people and organizations together so that the objectives of each are achieved.

According to Flippo, human resource management is “the planning, organizing ,directing , and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resources to the end that individual, organizational and societal objectives are accomplished.”

According to national institute of personnel management of India, “Human resource management is the part of management concerned with people at work and with their relationships within the organization. It seeks to bring together men and women who make up and enterprise, enabling each to make his own best contribution to its success both as an individual and as a members of a working group

According to L.F. Urwick, “Business houses are make or broken in the long run not by markets or capital, patents or equipment but by men.”

According to juices, “Human resource management may be defined as that field management may be defined as that field of management which has to do with planning, organizing and controlling the functions of procuring, developing, maintaining and utilizing and controlling the functions of procuring, developing, maintaining and utilizing a labour force, such that the (a) objectives for which the company is established are attained economically and effectively(b) Objectives of all levels of human resources are served to the highest possible degree, and

(c) Objectives of society are duly coincided and served.” Human resource management is known by different names, e.g. personnel management, manpower management, personal administration staff management, etc.

Objectives of Human resource Management

Every organization has some objectives and every part of it should contribute directly or indirectly to the attainment of desired objectives determined the character of an organization and serve as the basis for voluntary co operation and controlling among employees .objectives also provide bench marks or standards of evaluating performance.

1. To help organization attain its goals by providing well-trained and well –motivated employees.

2. To improve skills and knowledge of employees efficiently and effectively ,to utilize human Resources effectively.

3. To establish and maintain productive, self respecting and internally satisfying working relationships among all the members of the organization,

4. To secure the integration of all the individuals and group with the organization by reconciling individual/group goals with those of an organization.

5. To help maintain high morale and good human relations within the organization.

6. To help maintain ethical policies and behaviors inside and outside the organization.

7. To develop and maintain a quality life (QWL) which makes employment in the organization a desirable personal and situation.

8. To bring about maximum individual development of members of the organization by providing opportunities for training and advancement.

9. To recognize and satisfy individual needs and group goals b offering appropriate monetary and non-monetary incentives.

.

.

Scope of Human Resource Management

According to Dale Yoder, the scope of human resource management is very wide. It consists of the following functions:

1. Setting general and specific management policy for organizational relationships and cooperatives

2. Collective bargaining, contract negotiation, contract administration and grievance handling

3. Staffing the organization, finding getting and holding prescribed types numbers of workers

4. Aiding in the self-development of employees at all levels providing opportunities for human resource development and growth as well as for acquiring requisite skill and experience

5. Developing and maintaining motivate for workers by providing incentives

6. Reviewing and auditing manpower management in the organization.

7. Industrial relations research carrying out studies designed to explain employee behavior and there by effecting improvement in manpower management

.

The Indian institute of personal management has described the scope of human resource management into the following aspects:

1. The Labour or Human Resource Aspect:-It is concerned with manpower planning, recruitment, selection, placement, induction transfer, promotion , demotion Termination, training and development, layoff and retrenchment, wage and salary administration (remuneration), incentives, productivity, etc.

2. The Welfare Aspect:- This aspect is concerned with working conditions and amenities such as canteens , crutches , rest rooms, lunch rooms, transport, education, medical help, health and safety, washing facilities, recreation and cultural facilities, etc.

3. The Industrial Relations Aspect:- This is concerned with the company`s relations with the employees. It includes union management relations, joint consultation, negotiating, collective bargaining, grievance handling, disciplinary actions, settlement of industrial disputes, etc.

The scope of human resource management has expanded considerably in recent decades, now techniques and styles of managing human resources, research in behavioral science establishment of training institutes, etc. have contributed to the expansion of human resource function. Human resource management is no longer confined to wage earners in factories. It has become equally significant in offices, hospitals, government, etc. in India, human resource management now consists of three main branches

(a)Human resource administration which deals with administration duties such as selection, placement, training, promotion, transfer, wage and salary administration, etc

(b) Industrial relations concerned with employer relations negotiations, collection bargaining, grievance redressal, dispute and joint consultation, and

. (c) Labour Welfare consisting of facilities like canteen, crèches, housing, education, medical aid, recreation, etc.

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

The significance of human resource management can be discussed at four levels:

Corporate, Professional, Social and National

1. Significance for an enterprise: Human resource management can help an enterprise in achieving its goals more efficiently and effectively in the following ways:

(a) Attracting and retaining the required talent through effective human resource planning, recruitment, selection, placement, orientation, compensation and promotion policies.

(b) Developing the necessary skills and right attitudes, among the employees through training, performance appraisal, etc.

(c) Securing willing cooperation of employees through motivation, participation, grievance handling, etc.

(d) Utilizing effectively the available human resources.

(e) Ensuring that the enterprises will have in future a team of competent and dedicated

Employees.

(e) Ensuring that the enterprises will have in future a team of competent anddedicated employees.

2. Professional Significance: Effective management of human resource helps to improve the quality of work life. It permits team work among employees by providing a healthy working environment. It contributes to professional growth in the following ways

(a) Providing maximum opportunities for personal development of each employee.

(b) Maintaining healthy relationships among individuals, and different work groups.

(c) Allocating work properly

3. Social Significance:- Sound human resource management has a great significance for the society. It helps to enhance the dignity of labour in the following ways:

. (a) Providing suitable employment that provides social and psychological satisfaction of people.

(b) Maintaining a balance between the jobs available and that jobseekers in terms of numbers, qualifications, needs and aptitudes.

(c)Eliminating waste of human resources through conservation of physical and mental health.

4. National significance: - Human resources and their management plays a vital role in the development of a nation. The effective exploitation and utilization a nation`s natural,

physical and financial resources require and efficient and committed manpower. There are wide differences in development between countries with similar resources due to differences in the quality of their people. Countries are underdeveloped because their people are backward. The level of development in country in country depends primarily on the skills, attitudes and values of its human resources. Effective management of human resources helps to speed up the process of economic growth which, in turn leads to higher standers of living and fuller employment.

Human resource management is the central subsystem of as can be seen:-

HRM Sub System:-

a) Finance sub system

b) Material sub system

c) Marketing sub system

d) Technical sub system

As the central sub system, HRM interacts closely and continuously with all other subsystems of an organization. The quality of people in all subsystems depends largely upon the policies programs and practices of the HRM subsystem. The quality of human resources determines in turn the success of an organization.

Management is primarily dealing with human beings and human problems are present everywhere. According to Lawrence apply, “Management is the development of people, not the direction of things.” In the modern era of automatic computerization machine is useless without competent

people to run it. Human resource management has become very significant in recent decades due to the following factors:

1. Increase in the size and complexity of organization, e.g. a multinational

corporation employing millions of persons.

2. Rapid technological development like automation, computerization, etc.

3.Rise of professional and knowledgeable workers.

4. Increasing proportion of women in the unions.

5.Growth of powerful nation wide trade unions.

6. Widening scope of legislation designed to protect the interests of the working class.

7. Revolution in information.

INTRODUCTION

OF HUMAN RESOURCE MANAGEMENT

IN

MARKFED PUNJAB

Marked company is one of the most reputed company in Punjab. Markfed is producing good quality products and having good and hard staff, like every company human resource is main asset without which no one company or factory or any other business can work markfed has been also using various techniques to motivate their employees and to increase their skills and performance, so that they can make efficient management through

which can achieve quality of work like, so markfed has adopted various HRM aspects to improve their potential like

1. Training $ Development:- Training is given by them so that worker or employee can work better. There are two types of training and off training and markfed is giving on the job training to all their worker and employees.

2.Wages & Salaries: Every worker and employees has great contribution in company and for their contribution company gives them compensation in form of wages and salaries so markfed used to give wages acc to month that is fixed and salaries are also fixed according to the designation of employees including all allowances, dearness allowance, discount pay etc.

3.Motivation:- Motivation is an inner urge that forces a person to do something ,so various kinds of techniques are adopted by Marked to motivate their employees and workers, and Marked has been using financial incentives to motivate their employees and some non financial incentives like gifts etc.

4. Welfare Aspect: - Every work place of human resource and it is very important that they should give importance to them all at whatever level they work and make a sense of belongingness so that employees and workers can feel that they are also an important part of an organization, so Marked provides welfare measures to their workers for their protection security like give them uniforms medical faculties etc.

5. Recruitment & Selection: - Recruitment refers to making pool of peoples through various advertisements etc. and from that capable candidates are selected by organization.

In markfed whenever any vacancy is there than they give advertisement in newspapers they use both internal and external recruitment source some times they select the persons who works already in their organization by asking them and for selection written test and interviews are conducted by them in external source.

ORGANIZATIONAL

STRUCTURE

OF

MARKFED

(1)Head office

a) B.O.D, Markfed Punjabb) Managing directorc) Additional managing director(two)

d)Chief managers/function managers

(2)District officers in each district of Punjab state

a) District manager b) Technical officer c) Senior account officer

(3) 110 branch offices in the state

(a) Sr. branch officer/branch officers

(4)20 plants /mfg. units in the state

a)General manager/managersb)Deputy chief accounts officer/Sr. accounts officer

Marked head office and district offices are open 5 days a week i.e. Monday to Friday

In head office & all other branches working hours 9-5

GENERAL MANAGER

Organization Structure of Markfed Vanaspati & Allied Industries Khanna

Wage Rate to each department

Persons Daily(in Rs.) Total

Unskilled 147.73 3842

Se. skilled (upper) 161.01 4187Se. skilled(lower) 154.85 4028Skilled(ITI upper) 175.73 4571Skilled(upper) 164.69 4284H-Skilled(lower) 185.57 4827 Clerk 167.09 4346A/c graduate clerk 174.53 4540 Truck/Tempo/Bus 192.85 5014 Driver/Supervisor

Salary Structure of Markfed Vanaspati &Allied industries Khanna

Employee Salary Package(in rs.)1)G. M. 13500-16800

2)Deputy G.M. 12000-163503)Shift incharge 6400-106404)Assistant shift incharge 5800-92005)Operator 4020-62006)Assist.operator 3120-51607)Helper 2820-4400

8)Production manager 10025-15100 9)Assist.eng.mechanic 7120-1166010)Quality control incharge 7120-1166011)Clerk 3120-5160 (initial start with3220)12)Steno. typist 3120-5160

13)Superintendent 7220-11660 14) P.A. 6410-664015) Senior scale officer 5800-9200

16)Sr. assistant 5800-9200

17)Junior scale officer 4400-700018)Junior assistant 4400-700019) Clerk 3120-5160

20) Steno 3330-620021) Driver 3330-620022) Peon 2820-44023) Time keeper/godown keeper 5800-9200 Excise assistant cashier24) Assist. Time keeper 4020-620025) Sale supervisor 4020-620026) Purchase assistant 5800-920027) Jamadar 2820-440028) Sweeper/Mali/gate keeper 2820-4400

Markfed Vanaspati & Allied Factories Act 1948 and Punjab Factories act 1952

Markfed Vanaspati $ Allied Industries works under factories 1948. In which it follows each and every law for its working process and management to features of factories act 1948 are under rule.

1.It have four shifts of employees or workers to work general shift (9.00a.m to 5.00 p.m) technical shift 8.00 a.m. to 4.00 p.m to 12.00a.m to 8.00 p.m and rest time are decide.

2.It has to keep record of daily arrival or departure of employees so proper arrival and departure registrars is there and having various leaves register and leaves are given acc. to laws.

3. It provides wages and salaries acc to law and other supplementary of income with it.

4. Company gives provident funds to it employees and workers.

5. It provide loans ESI (Employment state insurance scheme) etc and various types of forms are filled.

6. It provides proper protection means uses and uniforms to its employee’s medical facilities.

Markfed has been using common cadre rule also that is statutory these are service related rules.

INTRODUCTION

OF TRAINING $

DEVELOPMENT

Steps in training cycle:-

1. Identifying the needs of training.

2. Deliver training to employees

3. In last evaluating the training effect.

TRAINING:- Employee training is distinct from management 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. It refers to instructions in technical and mechanical operations like operations like operation of a machine. It is designed primarily for non-managers. It is for a short duration and for a specific job related purpose. Training involves helping an individual learn how to perform his present job satisfactory.

DEVELOPMENT:- Development is a long term educational process utilizing a systematic and organized procedure by which managerial personnel by which managerial personnel learn conceptual and theoretical knowledge for general purpose. It involves philosophical and theoretical educational concepts it is designed for managers. It involves broader education and its purpose is long term development.

In the words of comp bell, “Training courses are typically designed for a short term, stated set purpose, such as the operation of some pieces (s) of machinery while development involves a broader education for a long purpose.” Development involves preparing the individual for a future job and growth of the individual in all respects. Development complements training because human resource can exert their full potential only when the learning process goes for beyond simple routine.

Concept of training and development:- Training is the process of increasing the knowledge and skills for doing a particular job. It is an organized procedure by which people learn knowledge and skill for a definite to purpose. The purpose of training is basically to bridge the between job requirement and present competence of an employee. Training is aimed at improving the behavior and performance of a person.

.

Difference between Training & Development

Point of distinction Training Development

Contents Technical and Conceptual Mechanical operations Philosophical

Participants Non managerial Managerial Personnel Personnel

Time period Short term long term Short affair Continuous process

Purpose Specific job Total personality Related skill

Initiative From mgt. From individual External motivation himself internal motv.

Nature of Reactive process to proactive The process

meet current need process to meet needs

Needs for training:-

1) Job Requirements:- Employees selected for a job might lack the qualification required to perform the job effectively. New and in experienced employees require detailed instruction for effective performance on the job. In some cases, the past experience, attitudes and behavior patterns of experienced, personnel might be inappropriate to the new organization. Remedial training should be given to such people to match the needs of the organization. New employees need to provide orientation training to make them familiar with the job and the organization

2) Technological changes:- Technology is changing very fast now automation and mechanization have being increasingly applied in officers and service sector. Increasing use of fast changing techniques requires training into new technology. For instance staff in public sector bank is being trained due to computerization of banking operations. New jobs require new skills thus, both new and old employees require.3) Organizational viability:- In order to survive and grow an organization must continually adopt to the changing environment. With increasing economic liberalization and globalization in India, business firms are experiencing expansion, growth and diversification. In order to face international competition the firms must upgrade their capabilities. Existing employees need refresher training to keep them abreast of new knowledge. Training programmers foster the initiative and creatively of employees and help to prevent obsolescence of skills.

4) Internal Mobility:-Training becomes necessary when an employee moves from one job to another due to promotion and transfer. Employees chosen for higher level jobs need to be trained before they are asked to perform the higher responsibilities. Training is widely used to prepare employees for higher level jobs.

Thus there is an ever present need for training people so that new and changed techniques may be taken advantage and improvements old methods are affected. Need for training has increased due to growing complexity of job. Increasing professionalization of management growing uncertainties in the environment, global competition, growing aspirations vast untapped human potential, ever increasing job between plans and results and suboptimal performance levels.

IMPORTANCE OF TRAINING

1)Higher Productivity:- Training helps to improve the level of performance. Trained employees perform better by using better method of work. Improvements in manpower

productivity in developed nations can be attributed in no small measure to their educational and industrial training programmes.

2)Better Quality of Work:- In formal training ,the best methods are standardized and taught to employees. Uniformity of work methods and procedures helps to improve the quality of product or service. Trained employees are less likely to make operational mistakes.

3)Less learning period:- A systematic training program helps to reduce the time and cost involved in learning employees can more quickly reach the acceptable level of performance. They need not waste their time and efforts in learning through trial and error.

4)Cost Reduction:-Trained employees make more economical use of materials and machinery. Reduction in wastage and spoilage together with increase in productivity help to minimize cost of operations per unit. Maintenance cost in also reduced due to fewer machine breakdowns and better handling of equipments. Plants capacity can be put to the use.

5) Reduced Supervision:-Well trained employees tend to be self reliant and motivated. They need less guidance and control. Therefore, supervisory burden is reduced and the span of supervision can be enlarged.

6)Low Accident Rate:- Trained personnel adopt the right work methods and make use of the prescribed safety devices. There fore, the frequency of accidents reduced Health and safety of employees can be improved.

7)High Morale:- Proper training can develop positive attitudes among employees. Job satisfaction and morale are improved due to a rise in the earnings and job security of employees. Training reduces employee grievances because opportunities for internal promotion are available to well trained personnel.

8)Personal growth:- Training enlarge the knowledge and skills of the participants. Therefore well trained prevents obsolescence of knowledge and skills. Trained employees are a more valuable asset to for promotion to higher posts and to develop future managers.

9)Organizational Climate:- A sound program helps to improve the climate of an organization. Industrial relations and discipline are improved. Therefore decentralization of authority and participative management can be interdicted. Organization having regular training programs can fulfill their future needs for personnel from internal sources.

Benefits of Training to Employees

1. Self Confidence: - Training helps to improve the self confidence of an employee. It enables him to approach and perform his job with enthusiasm.

2. Higher Earnings: - Trained employees can perform better and thereby earn more.

3. Safety: - Training helps employees to use various safety devices. He can handle the achiness safely and less prone to accidents.

4. Adaptability: - Training enabled an employee to adapt to changes in work procedures and methods.

5. Promotion:- Through training employee can develop himself and earn quick promotions.

6. New skills: - Training develops new knowledge and skill among employees. The new skills are a valuable asset of employees. The new skills are a valuable asset of an employee and remain permanently with him.

TYPES OF TRAINING

1.Orientation Training:- Induction or orientation seeks to adjust newly appointed to the work environment. Every new employee needs to be make fully familiar with his job, his superiors and subordinates and with the rules and regulations of the organization. Induction training creates self confidence in the employees. It is also known as pre-job training. It is brief and informative.

2.Job Training:- It refers to the training provided with a view to increase the knowledge and skills of an employees for improving performance on the job. Employees may be thought the correct methods of handling equipment and machines used in a job. Such training helps to reduce accidents , waste and efficiency in the performance of the job.

3.Softy Training:- Training provided to minimize accidents and damage. It involves instruction in the use of safety devices and safety consciousness.

4.Promotional Training:- It involves training of existing to enable them to perform higher level jobs. Employees with potential are selected and they are given training before their promotion, so that they do not find it difficult to shoulder the higher responsibilities of the new positions to only with the help of training needs identified in advance. In order to identify training needs, gap between the existing and required levels of knowledge

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

1)Organizational Analysis:- It involves a study of the entire organization in terms of its objectives, its resources, resource allocation and utilization, growth potential and its environment. Its purpose is to determine where training emphasis should be placed within the organization. Organization analysis consists of the following elements.

2)Analysis of objectives:- The long term and short term objectives and their relative priorities are analyzed specific goals and strategies for various departments and

Sections should be started as a means for achieving the over all organizational objectives. General objectives need to be translated into specific and detailed operational targets. It is also necessary to continuously review and revise the objectives in the light of the changing environment

.

3) Resource utilization analysis:- The allocation of human and physical resources and their efficient utilization in meeting the operational targets are analyzed. In order to examine in details the inputs and outputs of the organization, efficiency which they are promoted.

4) Refresher training:-When existing techniques becomes obsolete due to the development of better techniques, employees have to be trained in the use of new methods and techniques. With the passage of time employees may forget some of the methods of doing work. Refresher training is designed to revive and refresh the knowledge and to update the skills of the existing employees. Short term refresher curses have becomes popular on account of rapid changes in technology and work methods. Refresher or retraining programs are conducted to avoid obsolescence of knowledge and skills.

5) Remedial Training: - Such training is arranged the short comings in the behavior and performance of old employees. Some of the experienced employees might have picked up employees are identified and correct work methods and procedures are taught to them. Remedial training should be conducted by psychological.

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Training Methods and Techniques

1) On the job training:- In this method the trainee is placed on a regular job and taught the skills necessary to perform it. The trainee learns under guidance and supervision the superior or an instructor. The trainee learns by observing and handling job. Therefore, it is called learning by doing. Several methods are used to provide on the job training e.g. coaching, job rotation, committee assignments, etc. A popular for of on the job training is job instructor training (JIT)or step by step learning. It is widely used in the United States to prepare supervisors. It is appropriate for acquisition or improvement of motor skills and routine and repetitive operation. The JIT involves following steps:-

(a) Preparing the trainee for instruction. This involves putting the trainee at ease, securing his interest and attention, stressing the importance of the job, etc.

(b) Applying and trying out the instructions in term of what the training is required to him clearly.

(c) Applying and trying out the instructions to judge how for the trainee has understood the instructions.

(d) Following up the training to identify and correct the deficiencies if any.

JIT method provides immediate feedback, permits quick correction of errors and provides extra practice when required. But it needs skilled trainers and preparation in advance.