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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.
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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.
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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/