A

PROJECT REPORT
ON
“STUDY AND ANALYSIS OF TRAINING AND
DEVELOPMENT PROGRAMME IN INDORAMA”

INDO RAMA SYNTHETICS (India) LTD.

BUTIBORI, NAGPUR.

SUBMITTED BY:
NAYANA B. MULEWAR
MASTER OF BUSINESS ADMINISTRATION
2009-2011

GUIDED BY:
MR. ARVIND JAIN
VP (HR)
MR. AJAY DHOBALE
MANAGER (HR)

“VILASRAO DESHMUKH COLLGE OF ENGG. & TECH”

 ACKNOWLEDGEMENT

I would like to express my sincere thanks to the management of INDO

RAMA SYNTHETICS (I) LTD for endowing us with an opportunity to
undergo training at this industry.

I am thankful to Mr. Arvind Jain VP (HR) and Mr. Ajay Dhoble (HR)
Manager for their immense support and co-operation in the completion of
the project also sharing their knowledge and experience. Besides all of his
responsibilities he gave us time and support during SIP.

I am obliged to the staff and workers of company for their invaluable help.

Last but not the least my thanks are due to my family members for their kind
support.

Projectee:-

Nayana Mulewar
 PREFACE

In the present world, practical knowledge is of greater importance

over theoretical one. Thus the Management Schools of today gives more
emphasis on learning practically with direct interaction with the industry.
Project undertaken in INDO RAMA is one such experience.
Our training at INDO RAMA has made us aware about the internal
working of the company which has given us a lot of exposure in the
functions of HR.
The Industrial Training that we have undergone at INDO RAMA has
really been an enriched experience.
 INDEX

 ABOUT INDO RAMA

 Introduction
 Products & Services
 Awards & Achievement
 INFORMATION TECHNOLOGY IMPLEMENTED BY INDORAMA
 RESEARCH OBJECTIVES AND METHODOLOGY
 INTRODUCTOIN
 Human Resource Management
 Time Office
 Training and Development
 DATA ANALYSIS AND INTERPRETATION
 CONCLUSION AND RECOMENDATION
 REFERENCES/ BIBLIOGRAPHY
 ABOUT INDO RAMA

INTRODUCTION:

The name “INDORAMA” signifies “INDO” for Indonesia & “RAMA” for
God Shri RAMA for making the organization Indian base. So “INDORAMA” is a
family oriented company.

The journey of INDORAMA began with the establishment of the ASHOK

TEXTILES (P) LTD. in Nepal in the year 1963. The INDORAMA SYNTHETICS
INDIA LTD. Is the Flagship Company of the INDORAMA GROUP, which has
been placed 15th globally.

The INDORAMA GROUP is in the business of spinning, polyester, rubber,

chemical etc. Basically it is a South East Asian Company having manufacturing
facilities in Indonesia, Thailand, Sri Lank, Nepal, India and trading and investment
areas in UK, Hong Kong and Singapore. The group has a turnover of US $ 1 billion.

Indo Rama Synthetics (India) Limited was established in India in 1989 with a
commitment to quality and customer satisfaction.

It’s exposure to international operations gives it a competitive edge in

adherence to global standards. The company boasts of covering diverse fields of
Polyester (staple fiber, filament yarn, and FDY, DTY and textile grade chips).
 In 1995 the Integrated Polyester Complex at Butibori, near Nagpur in
Maharashtra in technical collaboration with DuPont of USA was set up for polymer
production and partially oriented yarn (POY) and Toyobo of Japan for polyester staple
fibre.

Indo Rama Synthetics (India) Limited is the country’s largest dedicated

polyester manufacturer (at a single location), with an Integrated Manufacturing
Complex at Butibori, near Nagpur in Maharashtra producing Polyester Staple Fibre
(PSF), Polyester Filament Yarn (PFY – POY/DTY), Draw Textured Yarn (DTY) and
Textile grade Chips.

As part of the expansion process, the Butibori plant has now doubled its
capacity of both PSF and PFY. The expansion has been executed in alliance with
Zimmer AG, a leading technology provider from Germany. Today, the Butibori plant
produces 6, 00,000 metric tones of PSF, POY, FDY, DTY and fibre grade chips. The
expansion was completed with a project cost of Rs. 900 crores over a period of 2.5
years.

During December 07, Indo Rama Petrochemicals Ltd is merged with

Indo Rama Synthetics (India) Ltd. With this merger, Power business has
now become a separate revenue segment of the company. Excess power
available from the 30 MW coal fired power plant, after captive consumption,
is being sold to the Maharashtra grid.

Indo Rama has in place ISO-9001 (2000) for highest standard of

Quality Management System (QMS), ISO-14001 (2004) for Environment
Management System (EMS) and OEKO Tex certificate to meet Human
Ecological requirements. Implementation of OSHAS-18001 (Occupational
Safety & Health) was taken up in financial year of 2006-07.

Forbes magazine has recognized the group - Indo Rama Synthetics

(India) Ltd. and associate companies based in South-East Asia - as one of
the ‘100 Best Small Companies in the Emerging Markets’.
 Indo Rama Synthetics (India) Limited, in agreement with Pegasus
Global Limited of Thailand established a Joint Venture (JV) in the USA.
The JV, under the name of Star Pet Inc., acquired an operational Integrated
Bottle-Grade Pet Resin manufacturing facility with an installed capacity of
manufacture of around 70,000 tonnes (150 million pounds) per annum
(TPA) of Polyester from Tiepet International Ltd. of North Carolina, USA.
The acquisition was, structured by Management Consultants KPMG Atlanta
on financial aspects and Cadwalder NY on legal and environment issues.

Indo Rama has a dynamic workforce of about 3,000 employees. The

organization puts forth the growth of its employees in terms of their welfare.
Continuous programmes for its staff in training and healthcare are provided
at regular intervals. Housing colonies have been built for its employees at
Nagpur. A school at Butibori imparts quality education both for the
employees’ children as well as the citizens of Nagpur.
 Every step that the company takes helps it get closer to its objective of
building an organization, which is customer-focused, innovative and where
quality is the bottom-line.

Mr. O.P.Lohia is heading the Board of Directors and the organization

as Chairman and Managing Director.
1963 Establishing of Ashok Textile Ind (P) Ltd. in Nepal.

1974 Indorama was founded by Mr. M.L.Lohia which was Indorama

Synthetics in Indonesia
1989 Indorama firstly started spinning unit in India at Pitampur near
Indore (M.P.) of esteemed organization
1995 Vidharbha portion of Maharashtra is the largest cotton production
in India so they think to establish synthetic plant in Nagpur at
Butibori. Total cost of establishment of this plant about 2000 cores.
The area occupied by the whole INDORAMA organization is
about 200 acres.

The prominent fibrous product which INDORAMA Company

produces are:

1) POY Partially oriented yarn

2) PSF Poly staple fibers
3) DTY Draw texturised yarn
4) FDY Fully drawn yarn
5) Polyester chips.

In Indorama, there are two sections one is spinning section & second is
polyester plant.
PRESENCE IN SOUTH EAST ASIAN COUNTRIES:

Company Country

1) Ashok Textile (p) ltd Nepal

2) Indo Rama Chemicals (p) ltd. Thailand
3) PT Indo Rama Synthetics. Indonesia
4) PT ISPAT INDO Indonesia
5) PT IRAMA DINAMIKA LATEX Indonesia
6) Indo Rama Synthetic (I) Ltd India
7) ISIN LANKA Ltd Sri Lanka

The INDO RAMA GROUP was established in the year 1963,

Mr.M.L.Lohia; the textile giant founded the INDORAMA GROUP in
Indonesia in the year 1974. The Lohia family manages the affairs of the
group in different countries therefore it is a family organization.

The Lohia family was initially trading in textile business in

Myanmar. INDO RAMA was established in India in 1989 with a high tech
plant with a capacity of 21,120 spindles for synthetic blended yarn, near
Indore in Madhya Pradesh.
BUTIBORI PLANT:

In 1995 another ambition project followed with the setting up of the

Integrated Polyester Complex at Butibori near Nagpur, Maharashtra. Set up
with technical collaboration with DuPont of USA for partially Oriented Yarn
(POY). And Toyobo of Japan for Polyester Staple Fiber (PSF), Butibori also
produces Draw Textured Yarn (DTY), Fully Drawn Yarn (FDY), spun yarn
and polyester chips.

Butibori has an installed capacity to produce 600000 MT of

PSF/POY/FDY/DTY and fiber grade chips. The spindle for producing spun
yarn. Continuous efficiency improvement measures have increased the ring
frame productivity to 45 metric tones per day. But most importantly the
stringent quality standards have earned Butibori the ISO 9002 Certification
by SGS Yarsley, UK.
 But of all, the quality of the fiber conforms to international
benchmarks. Recent studies have confirmed that yarns made from Indo
Rama conform to the Zellwegar Uster Global benchmark norm (5%
statistics) consistently, even at the highest spindling speed.

Indo Rama Synthetics (I) Ltd is not the only company of this group in
India. Its subsidiary UNIWORTH has two units at Butibori, Nagpur viz.
M/S WOOLWORTH INDIA LTD. and M/S FABWORTH INDIA LTD.
 QUALITY, SAFETY, AWARDS:
QUALITY:
Quality is very important to keep a lasting image of the company. For
this it is very much essential that there should be awareness among the staff
as well as the workers. M/S Indo Rama Synthetic (I) Ltd has taken care of
this fact and slogan like “QUALITY IS THE HEARTBEAT OF
PRODUCTION” is displayed in the plant area. The company has a unique
quality policy.

QUALITY POLICY IN INDO RAMA SYNTHETICS (I) LTD

“We will built & sustain an Organization,

Which is customer oriented, innovative and
Where
Quality is the hallmark of every operation.
To achieve this, we will create an environment,
Which
Support attainment of Excellence.
We commit ourselves as a corporation and as
Individual
Do it right, the first time & every time.”

M/S INDO RAMA SYNTHETICS (I) LTD. is very much conscious about
quality of its products.
SAFETY:

Safety of the workers is also a prime factor for M/S Indo Rama
Synthetics (I) Ltd. For this the workers are provide with eye goggles, masks,
hand gloves & ear plugs. Also various posters with safety slogan like
“PRODUCTION IS MUST BUT SAFETY IS FIRST” “WHERE THERE IS
SAFETY THERE IS HAPPINESS.” & “DON’T DISREGARD SAFETY
EVER & ACCIDENTS WILL HAPPEN EVER” can be seen in many places
in the plant.
AWARDS & ACHIEVEMENT:
INDO RAMA has also earned its fame by getting several awards.
President of India has honored the company in the year 1997-98 for
EXCELLENCE IN EXPORT.
Year Category Awards Organization
National
Excellence in Water Management 2007 CII
Award
2007-
08 Ministry of
National Energy Conservation Award in Second
Power, Govt.
the Petrochemicals Sector Prize
of India
Best Export performance” for exports to
Gold SRTEPC
Focus Africa Countries
2006- National
Excellence in Water Management 2006 CII
07 Award
Leadership & Excellence Award in
Award CII
Safety, Health & Environment
Special category Bronze SRTEPC
Best Export performance” for exports to
Gold SRTEPC
‘Focus Lac’ Countries
2005- Man-Made Fibre Yarn Blended with
Gold SRTEPC
06 Natural Fibre
State level Energy Conservation Award MEDA , Pune
Leadership & Excellence Award in
Award CII
Safety, Health & Environment
2004- State level Energy Conservation Award MEDA , Pune
05 Excellence in Water Management 2004- National
CII
05 Award
Corporate
IIMM-Ariba
Sourcing excellence excellence
Inc.
award
Outstanding contribution to the State of Udyog Govt. of
Madhya Pradesh Ratna Madhya
Award - Pradesh
Mr. O.P.
 Lohia,
CMD
Special Award Silver SRTEPC
Excellence in Water Management 2003- National
CII
2003- 04 Award
04 Man-Made Fibre Yarn Blended with
Gold SRTEPC
Natural Fibre
Viscose Spun Yarn Gold SRTEPC
Special Award Silver SRTEPC
Excellence in Water Management 2002- National
CII
2002- 03 Award
03 Man-Made Fiber Yarn Blended with
Gold SRTEPC
Natural Fibre
Focus Africa Countries Gold SRTEPC
Special Award Silver SRTEPC
Man-Made Fibre Yarn Blended with
2001- Gold SRTEPC
Natural Fibre
02
Highest Exports to Latin American
Gold SRTEPC
Countries
Special Award Silver SRTEPC
2000- Man-Made Fibre Yarn Blended with
Gold SRTEPC
01 Natural Fibre
Non-Traditional Markets Gold SRTEPC
Special Award Gold SRTEPC
Polyester Spun Yarn Gold SRTEPC
Man-Made Fibre Blended Yarn Gold SRTEPC
1999-
00 Man-Made Fibre Yarn Blended with
Gold SRTEPC
Natural Fibre
Non-Traditional Markets Gold SRTEPC
Exports Certificate FIEO
Man-Made Fibre Yarn Blended with
1998- Gold SRTEPC
Natural Fibre
99**
Non-Traditional Markets Gold SRTEPC
 Special Award Gold SRTEPC
Man-Made Staple Fibre Gold SRTEPC
Polyester Filament Yarn Gold SRTEPC
1997- National Ministry of
98 Exports Export Commerce,
Award Govt. of India
Niryat
Exports FIEO
Shree'
Man-Made Fibre Blended Yarn Gold SRTEPC
1996- SRTEPC Special Award Gold SRTEPC
97 Man-Made Staple Fibre Gold SRTEPC
Special Award Gold SRTEPC
Viscose Spun Yarn Gold SRTEPC
Polyester-Cotton Blended Yarn Gold SRTEPC
1995- National Ministry of
96 Exports Export Commerce,
Award Govt. of India
Niryat
Exports FIEO
Shree'
Special Award Gold SRTEPC
1994-
Viscose Spun Yarn Gold SRTEPC
95
Polyester-Cotton Blended Yarn Gold SRTEPC
1993-
Polyester-Cotton Blended Yarn Gold SRTEPC
94
1990-
Viscose Spun Yarn Gold SRTEPC
91
1989-
Viscose Spun Yarn Gold SRTEPC
90

THE ORGANIZATION

The philosophy of INDO RAMA is:

 “THINK GLOBAL GROW GLOBAL”
The Indo Rama Synthetic (I) Ltd is headed by it’s Managing Directors
Mr.O.P.Lohia.

For the purpose of identifying different profit & losses making areas,
the whole unit is divided into 2 “STRATEGIC BUSINESS UNITS”. These
SBU’s are
SBU 1: Polyester
SBU 2: DTY

Company’s corporate & making office is in Delhi, Registered office is

at Indore, plants are at Indore & Butibori & Branch office at all the
important cities of India.

BOARD OF DIRECTORS

1) O.P.LOHIA(Chairman Managing Director)

2) O.P.VAISH
3) U.K.KHAITAN
4) A.K.LADHA
5) K.N.MEMANI
6) T.MIYAZAKI
7) VISHAL LOHIA (Whole-time Director)

ORGANIZATION HIERARCHY LEVEL

 The career progression in the organization is totally performance
based.
TM- Top Management

MM- Middle
Management

LM-Lower
Management

 Managing Director
 President
 Senior Vice President
 Chief Operating Officer
 Vice President
 Assistant Vice President
 General Manager
 Assistant General Manager
 Senior Manager
 Manager
 Deputy Manager
 Assistant Manager
 Executive
 Senior Officer
 Officer
 Assistant officer
 Senior Engineer
 Engineer
 Supervisor
 Workmen
IRSL IS ALSO LISTED ON THE FOLLOWING STOCK
EXCHANGES:

1) THE STOCK EXCHANGE MUMBAI

2) NATIONAL STOCK EXCHANGE
3) THE DELHI STOCK EXCHANGE
4) THE MADHYA PRADESH STOCK EXCHANGE
5) THE AHMEDABAD STOCK EXCHANGE
6) THE CALCUTTA STOCK EXCHANGE

SPIRIT OF INDO RAMA:

1. Determination in oneself
2. Concerted focus on desired objective.
3. Endeavor for a unique way of risk taking.
4. Revolution for accomplishment of task in spite of all odd.
5. Venture to unknown challenges.
6. Vision to be “FIRST AMONG THE BEST.”

RESPONSIBILITY BEYOND BUSSINESS:

 As a responsibility of corporate citizen, INDO RAMA has always
underscored it’s business responsibility by accepting it’s commitment to the
society at large.
It has made sincere efforts to heal & enrich the communities in which
they operate consequently.
INDO RAMA has taken several initiatives in the field of education,
employment & environment.
In 1995, IRA INTERNATIONAL SCHOOL, affiliated to CBSE, was
set up in Butibori near Nagpur. The school offering English medium
education from nursery to class 10 is spread over 10 acres of land.
INDO RAMA has also initiated an entrepreneurship Development
Training Program in association with the Indian Institute of Youth Welfare,
spouses of company employee. The aim was to provide women family
income.
INDO RAMA is promoting issue concerning sustainable
development. “It has invested over Rs 98 million on environment
management. A UNESCO sponsored training program on Environmental
Biotechnology showcased the company’s Butibori plant & commended them
for their exemplary work.
Housing facilities has been given to the employees as a very well
planned & well-maintained staff colony which includes a magnificently built
& beautiful designed Temple. The workers have also been given hostel
facilities.
Further more under an employee voluntary scheme “VRAKSHAROP
SAMAROH”, INDO RAMA has made a modest move in involving their
employees to green the area of the staff colony & premises around the
factory. The office area is surrounded by a lush green lawn & a very
beautiful designed contemporary garden which is a treat for the visitor’s
eyes.
 PRODUCTS & SERVICES

POLYESTER STAPLE FIBER (PSF):

Polyester staple fiber (PSF) has emerged

as the fastest growing fiber amongst all types of
manufactured fibers. Polyester are made by
polymerization of purified Terephthalic acid
(PTA) and monoethylene glycol(MEG).The
polymer thus obtained is melt spun &the bundle
of continuous filaments obtained by melt
spinning is called tow. The tow is subjected to further processes like
drawing, crimping, spin finish application and than cut into fixed lengths to
get cut fibers almost equal in length to cotton fibers .These cut fibers are
known as polyester staple fibers (PSF).

The unique feature of PSF is that it can be blended with natural fibers
(e.g. cotton & wool) and synthetic fibers (e.g. rayon) to produce polyester
blended yarn on the conventional cotton spinning machines.
Fabrics made from polyester blended yarns, also known as blended
spun yarn, combine the values of natural fibers with high tenacity and easy
care properties of polyester fibers.
PARTIALLY ORIENTED YARN (POY):

Polymer in the melted form from poly condensation section is cooled

in polymer cooler, filtered and after pressure boosting it is distributed to the
spinning manifolds and than to the spinning positions .It is then extruded
through spinnerets by variable speed driven spinning
pumps .The extruded filaments are cooled by
precisely controlled conditioned and filtered air in
quench chamber. The filaments are than passed
through the finish application system. The filaments
are taken on take up winders and finally wound on
bobbins. The yarn produced is extremely fine and
unit of fineness is DENIER. The spinnerets and spinning manifold are
jacketed and heated with downthern vapour.

DRAW TEXTURES YARN (DTY):

DTY is fully drawn, fully oriented

polyester multifilament yarn with soft
crimp, high bulk and texture with cotton
feel and very high durability and retention
properties. This is manufactured by
texturising partially oriented yarn using
texturising machines .DTY is suitable fabric
end uses like outer/inner garments, skin-clinging garments, furnishing,
upholstery etc. This is a replacement of cotton and cotton blend yarns with
very low moisture content.
FULLY DRAWN YARN
(FDY):

Fully Drawn Yarn is produced by a process similar to POY

manufacturing except that the yarn is produced at higher spinning speeds
coupled with intermediate drawing integrated in the process itself. This
allows stabilization through orientation and crystallization. Intermingled
FDY yarn is suitable for direct twisting, warping and weaving. It has an
excellent dyeing consistency.

POLYESTER CHIPS:

The balancing stream of polymer melt polycondensation section is

discharged through metering pumps to the casting head. The ribbons
coming out of casting head are taken on the cooling chambers of chips cutter
where the molten ribbons are cooled by chilled DM water system. The
solidified polymers ribbons are then into chips cutter and dried in the dryer.
The dried chips are than passed through the classifier. The properly cut chips
are stored in chips silo. The chips are conveyed to the bagging silo for
bagging.
AMAZING POLYESTER:

 Increasingly being used as an implant in orthopedic and cardiovascular

application, healthcare and hygiene products.

 Important input in making tamper-proof packaging, microwave food

trays and bottles.

 Important element for making printed circuit boards, smart cards, video
and audio tapes.

 It is used to manufacture X-ray films and holograms.

 It is the preferred fiber for creating space suits for NASA s space
program.

 It is the crucial raw material for horse power belts, ropes and threads.

 Key input in the manufacture of sheath bombers.

 Being used in protective clothing for industrial workers and to make high
performance sportswear.

 Ideal material for fishing nets, plant protection fabrics and sails.

 It is used to manufacture floppy disk liner.

 It is used in blinds and tyre cords.

Agriculture benefited from polyester as sunscreens, wind shields and

packing material for a crop
INFORMATION TECHNOLOGY/
SAP OVERVIEW

ERP SYSTEM

The main focus of any industry is customer satisfaction. ERP or

Enterprise Resource Programming System is very effective in providing the
same. The key to ERP is standardization of information across the
organization, with data pertaining to procurement, sales, production, finance,
distribution etc, being updated in real time basis across the enterprise, ERP
averts wasteful duplication of data and effort. ERP induces greater
transparency and a more democratic workplace.

ERP IMPLEMENTATION
SAP in today’s world has made a special impact on big industries like
INDORAMA. It is first organization in polyester industry to have
implemented this package, as SAP was initially developed for chemical
Industry.

WHAT IS SAP?

SYSTEM APPLICATION PRODUCTS in data processing is a fully

integrated enterprise with wide resource planning software package which
links all business activities of an organization. It was developed by System
Anwedung Produkte of Germany and is accepted world wide as one of the
best ERP packages.
The SAP implementation in INDORAMA was named PROJECT
IRIS i.e., Indorama Integration Strategy. Such a name was necessary to give
the project a sense of purpose and to adopt and integrate it in the part of
organization’s working.
ADVANTAGES OF SAP

1) The moment of transaction, it is captured in the system and put to use

i.e., information is available in real time basis.

2) It gives a common database to all the users.

3) Eliminates consumption of resource on data collection.

4) Transaction recorded are automatically posted eliminating the need

for reconciliation.

5) Computes the cost of transaction, based on actual consumption of

resource.

6) Awareness of not only how much sales is done but also how much
sales is lost.

7) Covers online activities like finance, logistics, sales, purchase,

distribution etc.

SAP benefits the company through maintenance of Customer

commitments and also helps in the company’s dealings with external
audiences also. IT makes it easy for INDORAMA to plan inventories and
production. Consequently it will see improved inventory management,
procurement terms, increased inventory turnover, better resource utilization
and reduction in average holding period.

RESEARCH OBJECTIVES

 Depth analysis of HR department at IRSL.

 Analysis of training program given to employees of IRSL.

 Evaluation of training program at IRSL.

 Functions of Time Office.

RESEARCH METHODOLOGY

The research can be defined as “Systematic effort to gain new

knowledge”. Research comprises defining and redefining problems,
formulating hypothesis or suggested solutions; collecting, organizing and
evaluating data; making deductions and reaching conclusions; and at least
carefully testing the conclusions to determine whether they fit the
formulating hypothesis.

Research methodology is a way to systematically solve the research

problem. It may be understood as a science of studying how research is done
scientifically. The effectiveness of research work depends on correctness of
research methodology, which should also consider the logic behind the
methods used the context to my research.

RESEARCH TECHNIQUES

Exploratory research is also termed as formulative research. The

main aim is to discover the ideas and insights. Under this study, I will be
analyzing the exit interviews given by various employees we were working
in various employees we were working in various department in Indorama.
My research design of my project includes:

 Defining research objective

 Collection of secondary data

Descriptive research is concerned with describing the characteristics

of particular group. It includes:

 Formulating research Objective of the project.

 Selecting the source.

 Processing and analyzing the data.

 Defining solution of the problem.

 Finding and conclusion oriented.

SOURCE OF DATA

There are two sources:

  Primary data

 Secondary data

Primary Data:

In depth interviews with the personal managers and HOD’s of the

departments which includes several questions and analyzing the exit
interviews given by each employee who left the organization. This will tell
us what grievances they were having towards the organization and what
made them to take such steps and from this we can analyze the data and can
get some useful insights with which we can improve the current conditions,
can restrict the turnover and the working environment of the company be
made more healthy which will ultimately lead to maintain good employees
relation.

Exit interviews are also helpful revealing the information about the
employees that they never shared with the management, no matter how open
is organization’s style is.

Secondary Data:

www.indoramaindia.com and the records available of the company

i.e. the policies, procedures rules and regulations.

HUMAN RESOURCE DEVELOPMENT(HRD)

Definition of HRD:

 HRD defined as “activities and processes of personnel department

directed towards promoting intellectual, moral, psychological,
 cultural, social and economical development of employees in making
them achieve the highest individual and collective goals.”

 It is a process through which the employees of an organization are

tuned to acquire or sharpen capabilities and thus perform multiple
functions on their jobs; discover to employ other intrinsic potentials
for the individual and organizational development; develop the
organizational culture having an in-built system of superior-
subordinate system and contribute effectively through co-ordination.

 Human Resource Development is any process or activity that either

initially or over the long term, has potential to develop adult’s work
based knowledge, expertise, productivity and satisfaction, whether for
personal or group gain, or for the benefit of an organization.

Concept of HRD:

 HRD results in capability improvement. The responsibility for this is

that of employee’s superior in the organizational hierarchy.

 Building the capability in advance leads to utilizing opportunities for

this is that of employee’s superior in the organizational hierarchy.

 HRD is most effective, if it takes care of both anticipated needs and

existing gaps in the required skills and available skills.

 HRD system needs to be open to provide opportunities for

development. The information system for HRD,therefore. needs to be
a detailed one.

 HRD takes place through:

a) Class-room Training in the Company, outside company or

Abroad.
 b) Job Rotation
c) Task Force
d) Project Work
e) Self-study
f) Work-shop
g) Monitoring
h) Counseling
i) Visits.

 Knowledge-Worker’s development is dependent upon the job

experience and is self-induced. For this, the opportunities need to be
created within the Organization by the Superior for their subordinates.

The concept of HRD aims at a better understanding of people, their needs

and hopes. It seeks to generate awareness among them of their role as a
source to the organization for the attainment its goals and objectives, thus
minimizing areas of conflict between the two and promoting an
integrative approach. HRD is the means as wall as an end because it
imparts education, cultural expression and improved health.

HR POLICY IN INDORAMA

 In INDORAMA we are committed to team work.

 We respect individuals.
 We expect the employees to value their commitments.
 We encourage and motivate employee to be innovative and creative.
  We expect employees to follow work place ethics.
 We expect all our employees to be the brand ambassadors.

Indorama believe:

 People plus information drives the knowledge for the organization.

 Validity demands consistency: being consistent promotes validity.
 The value path is often covered and analysis uncovers the pathway.
 Coincidence may look like co-relation but is it often coincidence.
 Human capital leverages other capital to create value.
 Success requires commitment and commitment breeds success.
 Volatility demands leading indicators and leading indicators reduce
volatility.

PERSONAL DEPARTMENT
In each company mainly personal department has three main objectives,
which are:
1. Motivating the employee to achieve the organizational objectives.
2. Sustaining and retaining them.
3. Boosting the morale of the employee.

The personnel department activities department activities at Indorama

Synthetics (I) Ltd. encompass the following:
a. Acquisition of human resource.
b. Pretension human resource.
c. Development of human resources.
d. Proper utilization of human resource.

TIME OFFICE
The main objective of time office is to keep all possible records of the
employees working in the organization. Further we will discussing the role
of time office at INDORAMA.

Functions:

The main function of time office to record the details of the employee from
joining till he leaves the company. The main tools of collecting this data are
as follows:
 Data maintaining
 Leave management
 Pay roll
 Attendance tracking
 Contract labor management
 Statutory compliances
 Grievance handling

Data Maintaining:
Data maintaining records the complete life of the employee working in the
organization, when the employee joins the organization.

Joining from have been given tin the employee by the office in which all the
details has to be given by that employee like his name, sex, permanent
address, date of joining ,last company, work experience, project details etc.]

Leave Management:
Leave management is also one of the functions of time office there are three
types of leave given to employee of INDORAMA. These are as follows:

Type of leave For Staff For Worker

Casual Leave(CL) 7 Days 7 Days
Sick Leave(SL) 12 Days 7 Days
Privilege Leave(PL) 30 Days 15 Days

There are different methods of leave for both staff as well as worker. For the
staff there is online Leave Management System (L.M.S) manual entry
system is used for worker with the help of leave card. Previously there were
leave card system for worker as well as staff. But with the time they have
upgraded to online LMS system known as “ANTARNAAD” for staff and manual
system is followed for worker. The leave granted for worker as well as staff
are different in number as mention above in table.

Pay Roll:

This part of the department is liable to issue employees salaries every month
on time, on the basis of the employee working days and their salary is
adjusted according to the leaves they have taken. Basically the salary
structure is divided into two parts, the fixed & the variable part. The fixed
part comprises of Basic, HRA, special allowances and the variable includes
a performance allowance that has been given according to the performance
of the employee. Home loan & various other loans taken by the employees.

Now talking about the salary break up, it has been divided into four parts:

1. Monthly Salary
2. Reimbursement
3. Retrials
4. Performance Bonus

Monthly salary is divided into three parts basic, HRA, special allowance.
Reimbursement is divided into ten parts conveyance allowance, uniform
allowance, education allowance, travel allowance, car lease rental, house
treatment allowance, on practice allowance. Retrials include employee
contribution to provident fund, gratuity, and medical claim. Performance
bonus is based on the production.

Gratuity is calculated by formula: (Basic/26)*15days*number of years

of service

For this minimum five years of service is required and 240 days of
regular work is required to be a permanent employee.

Bonus is calculated by taking 8.33% of basic pay.

Attendance Tracking:
The current production is done in four shifts A,B,C, and G. Timing for shift
a is 6 am to 2 pm and others are in regular interval. There is around 1800
working staff. Attendance is marked through various punching machines
installed at entry gates and also at various or their respective departments.
The employee has been given a unique authorized code issued by time
office. He punches that unique code & his finger is printed into the machines
and a daily log is maintained in office. Through this attendance the
employee salary is calculated.

Contract Labor Management:

INDORAMA hires its employee through contract agencies. It helps the

organization in hiring the required workforce, save time resources and
capital in the cumbersome hiring process. Minimum requirement to sign a
contract is set, and employees are hired on its basis. The contractor should
have a legal authorized licensed issued by the government and should have a
minimum received labor force to meet the requirements of the organization.
There are mainly two grades of labor which the company needs for different
types of work in the plant, they are:

1. Skilled Labor
2. Semiskilled Labor
3. Unskilled Labor

Job of the unskilled labor is not related directly to the machines running in
the plant. They are paid 1333.58Rs to them and increment 6.52 is given to
every grade increase the basic facility which is given to the regular
employees is also given to the contract labors like canteen, medical, travel
etc. Regular attendance is maintained at labors. They are not given any
leaves.

The terms & conditions in the contrast can be changed as per organizational
needs.

Statutory compliances

Statutory compliances are the benefits given to employee which are

mentioned in status or which are mention in laws. Statutory means “of or
related to statue” or what we normally call Laws or Regulations.
Compliances just mean to comply with or adhere to. So Statutory
Compliances means you are following the laws on a given issue. The
purpose of the statutory compliances is to safeguarding the employees and
the enterprise from untoward risks by managing and consulting on issues
such as retirement benefits and taxation.

Employee State Insurance Act

Provident Fund

Professional Tax

Gratuity

The Minimum Wages Act

The Payment of Bonus Act

The Payment of Wages Act

Grievance Handling

A complaint becomes a grievance when this dissatisfaction which is mostly

related to work is brought to the management. Grievance can also be defined
as the written complain filed by an employee and claiming unfair treatment
on the other hand it can also be defined as “any real or imagined feeling of
personal injustice which an employee has concerning his employment
relationship”.

 It covers dissatisfaction;
 It may be unvoiced or expressed stated by an employee;
 It may be written or verbal;
 It may be valid or legitimate, untrue or completely false.

Standing Order

To fulfill these service conditions comply takes the help of various other acts
such as for salary, the salary and wages act is used. To fulfill the service
conditions the company can take help of the acts which are present or
company can established their own standing order.

After forming any establishment within 90 days organization needs to

register itself to industrial employment standing order committee. And
submit the copy of “Model Standing Order”. Model standing order is the
document which organization decides to follow to fulfill service conditions
that means the organization is going to follow that standing order to fulfill
the service conditions.

But if the organization fails to submit the “Model Standing Order”

then fine is charged against the organization and asked to follow the acts
which are present. Here in is following INDORAMA standing order is
following the “Bombay Industrial Relation Act” to fulfill the service
conditions.

TRAINING
  “Training is the corner store of sound management, for it makes
connected with all the personal or managerial activities. It is an
integral part of the whole management program, with all its many
activities functionally inter-related.
-Scott, Clothier and Spriegal.

 “Training is the formal and systematic modification of behavior

through learning which occurs as a result of education, instruction,
development and planned experience.”

 “Any activity designed to improve another individual’s performance

in a specific area.”

 “Training can be defined as an organized instructional process for

improving employees’ skills, knowledge. Work habits and attitudes.”

Indo Rama follows the training and development procedure certified by

ISO 9001:2000.

Development:
“Development is any learning activity, which is directed towards future
needs rather than present need and which is concerned more with career
growth than immediate performance.”

NATURE OF TRAINING AND DEVELOPMENT:

Training is an attempt to improve current or future employee performance
by increasing an employee’s ability to perform through learning, usually by
changing employee’s attitude or increasing his/her skills and knowledge.

CONCEPT OF TRAINING AND DEVELOPMENT:

Training is a segment of Personnel Management system that strives to
contribute to the overall goal of performance improvement. Training refers
to the methods used to give new or present employees the skills they need to
perform their jobs. It is a systematic process of developing professional
knowledge, understanding and skill, both of individual’s and groups that
serve the organization.

Development is a closely related word. Indeed, Development and Training

are frequently used in double harness. We develop throughout life, rapidly or
slowly, well or badly as a result of all our experiences. Training is one of the
ways development occurs, but there are many others.

Training and Development is very important component of Human Resource

Development. It is, perhaps, the most cost-effective method of improving
competencies amongst the manpower of an organization. Training can not
have as its aim only the improvement of the individual an the group; it must
blend this aim with the larger aim of promoting organizational objectives.

Employee training tries to improve skill or add to the existing level of

knowledge. So that the employee is better equipped to do his present job or
to prepare him for a higher position with increased responsibilities.
However, individual growth needs to be matched with the individual growth.
The concern is for the organization’s viability, that it should adapt itself to a
changing environment. Employee growth and development has to be seen in
context of this change.

Successful candidates placed on this job need training to perform their duties
effectively. Workers must be trained to operate machines, reduce scrap and
also avoid accidents. It is not only the workers who need training but also
supervisors, managers and executives need to be developed in order to
enable them to grow and acquire maturity of thought and actions. Training
and development constitute ongoing process in any organization.

In simple terms, training and development refers to the imparting of specific

skills, abilities and knowledge to an employee. A formal definition of
training and development would be, “It is any attempt to improve current or
future employee’s performance by increasing an employees ability to
perform through learning, usually by changing the employees attitude or
increasing his or her skills and knowledge.

Training and Development: =

Need Standard Performance - Actual Performance

NEED FOR STUDY:

Human Resource Development is concerned with the development of human
resources in an organization and helping them to acquire new capabilities
required for the achievement of the corporate as well as individual goals.
HRD believes that individuals in an organization have unlimited potentials
for growth and development and their potentials can be developed a
multiplied through appropriate and systematic efforts.

Management can be defined as the effective and efficient utilization of

money, material, machine to accomplish the organization’s objectives and
goals through people. Therefore, competence of people is the key to success
in any undertakings. In this rapidly changing economic scenario, there is a
need for training and re-training human resources in order to enable them to
adapt to new situations.

HRD activities and Training and Development are needed in an organization

for the continuous enhancement of workers, supervisors and managers.

Due to continuous changes in competitive market and development in

technology at an ever-increasing rate, there is a need to train and develop
human resources in organization.

The increasing significance of HRD activities and

Training and Development In Indo Rama Synthetics (I) Ltd.

LEARNING DIMENSIONS:

Training Development
Who Non-Managers Managers
What Technical/Mechanical Theoretical/Conceptual Idea
Operation
Why Specific Job Related General Knowledge
Information
When Short Term Long Term

IMPORTANCE OF TRAINING AND DEVELOPMENT:

  It helps to remove deficiencies in employees.
 Training give versatility in operation to employee.
 Accidents, scraps and damage to machinery and equip can be avoided
or minimized through training.
 Dissatisfaction, Complaints, Absenteeism and Turnover can be
reduced if employees are well trained.

Purpose of training:
 Increase productivity and quality
 Promote versatility and adaptability to new methods
 Reduce number of accidents
 Reduce labor turnover
 Increase job satisfaction displaying itself in lower labor turnover and
less absenteeism
 Increase efficiency

When Training Need Arise:

 Installation of new equipment or techniques
 A change in working methods or products produced
 Realization that performance is inadequate
 Labor shortage. necessitating the upgrading of some employees
 A desire to reduce the amount of scrap and to improve quality
 Increase in number of accidents

TRAINING NEED ANALYSIS

1. A standard list of training of training needs taking into account the

organizational needs, based on interaction with SMC, with codified
number to be prepare by corporate training and development.

2. The list is to be into performance appraisal report level-wise as

assistance to controlling officer to identify the training need of an
individual employee.

3. The identified training need formats need to sent to corporate training

and development for compilation. For this purpose we need to change
 the design of performance appraisal formats, where training need
identified can be inserted as a separate sheet.

4. In case of number of participant is more than 15 for a need; class

room training can be arranged. For lesser number, other techniques of
development need to be employed, central location as venue should be
preferred.

5. Once in three years, each employee from supervisor and should

undergo class room training.

6. We may classify the cadre for training purpose as-

Top Management
Senior Management
Middle Management
Junior Management
Supervisory

7. It would be desirable to promote employees from one cadre to another

cadre at one point of time in a year. The promotion entails clarifying
the role at this level. An employee has to successfully undergo a
training meant for role clarity before conformation.

8. The annual plan of corporate training and development should come

out within three month of submission of performance appraisal
formats. These documents should contain training plan for all
employees, annual programmed calendar, details of program outlines
and list of participants for each program. After the approval by SMC,
this plan will be circulated amongst VP’s/A VP’s and manager
(training) of the respective units/plant.

9. The design of the program will start first by issue with the target
group of participant. The discussion will also be held with the role-set
member. The design will also be reviewed based on the feedback
received from the invited participants over the design sent to them two
months in advance.
10. Each program is announced two months in advance by writing a letter
to the individual participants and inviting him in the learning process.
This should be supposed with an advance reading to stimulate the
 learning process. It should also be supported with be urgent to discuss
the design with his role-set members. He will be asked to intimate
issue and problem which he would like to be addressed in this
program.

11. Participants are provided topic-wise reading for each day. The session
starts with reviewing the previous day’s learning. Participants are
asked to recollect contents and learning acquired out of the previous
day and share with others. The objectives are to reinforce the learning.
Course coordinator has to carry out the review session and he has to
be present throughout all the session and act as a co-facilitator, for the
program.

12. Faculty is guided by faculty Brief containing the objective of the

session and broad contents and suggested pedagogy of each session.
Faculty is also requested to insure reading and exercises sent in
advance. The course coordinator has to closely monitor the inputs
provided by the faculty. Timely intervention discussion by the course
coordinator with faculty has to be insured. After the program is over,
each faculty is to be provided with a summary of the participant’s
feedback.

13. The participants evaluate the training session on daily basis. The
emphasis is to capture what has been the extent of learning gained by
the participants. Each program ends with an action plan drawn by the
individual participants to do something better at his work place,
germane to the acquired learning. The action plans are forwarded to
the reporting officer for guidance and necessary support to the
individual employees.

14. The exemption from not attending a training program, out of plan
document can be granted by VP (HRD and Admin.)/President, in
charge of unit.
 TRAINING METHODOLOGY

The approach that INDORAMA takes to develop and deploy a Training

program is a three phase approach.

1. Pre-Training Study

2. Delivering The Training

3. Post Training Study

Pre-Training Study

Delivering the Training

Post Training Study

 PHASES OF TRAINING METHODOLOGY

INDORAMA SYNTHETICS (I) LIMITED, BUTIBORI

Procedure for competency development training

Identify Training Needs

Training Needs
Assessment Forms

Identify employees for a

training programme
 Design training

programme

Programmed schedule

Prepare training
calendar

Training calendar

File

AA

Send Nomination

Nomination Letter
 Organize training
program

Collect feedback and

assess competency

Program feedback
Program feedback Program feedback
from below Jr.
from workers from Jr. mgmt above
mgmt

Fil
Fil File
e
e

Follow up action on
Feedback

B
B
 Follow up action form

File

Update employees training

record

Employee training record

File

Procedure for competency development and training followed

by INDORAMA Synthetics (I) LTD.
TRAINING AND DEVELOPMENT PROGRAMS

People are business and industry’s greatest asset and most important
resource. Since most people use only a percentage of their talents and
abilities for them to realize their full potential is always profitable for an
organization.

INDORAMA training and development programs aim at making people realize

their full potential. This is achieved by improving their attitude and
developing in them, the capacity to succeed in constantly changing
situations through flexibility in thinking and approach. Also by helping them
become more self directed, developing ability to set and achieve goals and
enhancing key leadership skills.

Every year company invests money on development of their employees by

concluding training and development programs and nominating its
employees for external training. On the basis of training needs assessment
and appraisal, training department prepares training plan for one year in
which they identify the training and development program to be conducted.

Training department has divided the training programs in three categories:

 Behavioral Training Program

 Technical Training Program

 General Awareness Training Program

This year also company has identified its behavioral, technical and general
awareness programs for its workers and staffs.

The mission of INDORAMA’s training programs in to develop workers staff

into successful leaders by improving their behavior, technical and general
awareness skills. Based upon the fundamental principal that success is the
best teacher, our training programs concentrate on motivating the
participants to succeed by developing a positive attitude. Since this is
achieved through an internal change in the self it is therefore, of a permanent
nature rather than through fear or incentives which are temporary, external
and work in short run only.
INDORAMA SYNTHETICS(I)LTD.
TRAINING CALENDAR

JANUARY 2009-DECEMBER 2009

Sr no Name of the Program Period

From To
1 Executive Development 12-Jan 13-Jan
2 Quality Circle 15-Jan 15-Jan
3 Supervisory Development 19-Jan 20-Jan
4 Couples Training 22-Jan 23-Jan
5 Employee Development 27-Jan 28-Jan

1 Employee Development 9- Feb 10-Feb

2 Couples Training 16-Feb 17-Feb
3 Quality Circle 19-Feb 19-Feb
4 Supervisory Development 23-Feb 24-Feb
5 Executive Development 26-Feb 27-Feb

1 Employee Development 5-Mar 6-Mar

2 Couples Training 9-Mar 10-Mar
3 Executive Development 16-Mar 17-Mar
4 Quality Circle 20-Mar 20-Mar
5 Leadership Skills 24-Mar 24-Mar

1 Employee Development 6-Apr 7-Apr

2 Executive Development 13-Apr 14-Apr
3 Quality Circle 16-Apr 16-Apr
4 Supervisory Development 20-Apr 21-Apr
5 Material Management 27-Apr 27-Apr

1 Quality Circle 4-May 4-May

2 Employee Development 11-May 12-May
3 Couples Training 18-May 19-May
4 Understanding 5 ‘s’ 22-May 22-May
5 Supervisory Development 26-May 27-May

1 Executive Development 8-Jun 9-Jun

2 Advance Excel 11-Jun 12-Jun
3 SAP 15-Jun 16-Jun
4 Essence of Industrial Laws 19-Jun 19-Jun
5 General Awareness of ISO 14000 23-Jun 23-Jun

1 Supervisory Development 6-July 7-July

2 Pump & Compressors 13-July 13-July
3 Employee Development 16-July 17-July
4 SAP 22-July 22-July
5 Internal Auditors-ISO 9001-2000 27-July 27-July

1 AC Drives & PLC 5-Aug 6-Aug

2 Essence of Industrial Laws 12-Aug 12-Aug
3 Advance Excel 17-Aug 18-Aug
4 Testing Methods 21-Aug 21-Aug
5 Executive Development 24-Aug 25-Aug

1 Supervisory Development 8-Sep 9-Sep

2 Employee Development 14-Sep 15-Sep
3 SAP 18-Sep 18-Sep
4 General Awareness OHSAS 22-Sep 22-Sep

1 Stress Management 5-Oct 5-Oct

2 Quality Circle 8-Oct 8-Oct
3 Testing Methods 14-Oct 14-Oct
4 Executive Development 19-Oct 20-Oct
5 Taxation 27-Oct 27-Oct

1 Employee Development 9-Nov 10-Nov

2 Supervisory Development 16-Nov 17-Nov
3 Advance Excel 23-Nov 23-Nov
4 Advance Process Control System 27-Nov 27-Nov

2 Employee Development 14-Dec 15-Dec

3 Supervisory Development 21-Dec 22-Dec
4 SAP 24-Dec 24-Dec
5 5 ‘s’ 28-Dec 28-Dec

AUTHORIZED SIGNATORY
TRAINING BUDGET

Training budget is a statement showing the estimate cash outflow of training

department over a given period of time. INDORAMA estimates its training
budget for one year i.e. from April 1 to March 31.

Following are the expenses of INDORAMA’s training and development

department.

Training Material

Lunch and Snacks

External Faculty Fees

Membership and Subscription of magazines

Subscription to central board of workers education

External Training Program

Other expense

EVALUATION OF TRAINING PROGRAM

Post Training evaluation is necessary to measure whether the expenses on

training have become an investment on people or an unnecessary costto the
organization. This would also aid in making suitable modification to the
current program and develop them further. Any training without an effective
evaluation (Quantitive and Qualitative) will be a waste. Training program
must evaluate for fulfilling the principle of cost benefit analysis (CBA) and
return on investment(ROA) to maintain credibility.

Evaluation of training is very important in order to establish credibility of

two phases,one immediately and other preferably after 3 month, to gauge at
two levels:
  Training Efficiency

 Short-term Effectiveness

Training Efficiency:

Training efficiency is evaluated in Indorama by assessing the feedback from

filled by the participant in the end of the training prgramme

Short-term Effectiveness:

In Indorama short term effectiveness I measure by comparing pre and post

training assessment. Before the training program, pre training assessment
from is filled by departmental head and after 90 days of training program,
post training assessment from, we evaluated short-term effectiveness.

PRE-TRAINING EVALUATION

(To be filled in by concerned HOD’s)

Purpose:- We are nominating the concerned employee to attend the training

program on communication skills. We would like to assess certain skills
acquired by him before the actual conduct of program, so that we can
analyze and understand the actual gaps. By doing this, we will be able to
fulfill and impart required knowledge and skills to him during the training
program, so that he can perform well be evaluating again his performance
during impact assessment after 90 days on the same parameters.

Name:- ______________________________________________________

Department:- _________________________________________________

Programme Title:- Communication Skill

Individual Excellent Very Good Fair Poor

Performance Good
Communication with 5 4 3 2 1
colleagues
Communication with 5 4 3 2 1
HOD’s
Office communication 5 4 3 2 1
chain
Participative Skills 5 4 3 2 1
Drafting Skills 5 4 3 2 1
Listening Ability 5 4 3 2 1

Comments:-

_____________________________________________________________
_____________________________________________________________
Communication Excellent 5 4 3 2 1 Poor
Level

Comments:-

_____________________________________________________________
_____________________________________________________________

(Signature)

Thank you for taking the time to complete this pre training evaluating sheet.
Your feedback is very much appreciated.
 Indorama Synthetics (I) Ltd.

BUTIBORI, NAGPUR

PROGRMME EVALUATION REPORT

PROGRMME ON INTERNAL AUDITORS ISO: 9001:2000

DATED:30 MAY 2009

TH

1. OBJECTIVES :

How far the objective have been fulfilled:

Completely Partially Not At All

2. OVERALL EFFECTIVENESS OF THE COURSE : (TICE ONE ONLY)

POOR FAIR GOOD VERY GOOD EXCELLENT

Suggestions, If Any :
3. Feedback about the Session (Tick one only)

Least Most
a) Relevant to the job Relevant 1 2 3 4 5 6 7 8 9 10 Relevant

Poor 1 2 3 4 5 6 7 8 9 10 Excellent
b) Presentation

Suggestions, if any:

4. Comments about Arrangement :

DID YOUPREAPRE YOURSELF FOR THE PROGRAMME : (PLEASE TICK)

1) Discussing with Superior, Colleague

YES NO
And Subordinate

Rather Not Much Active Extremely

2) Active participation during Inactive Active Active
the Programme

INDUSTRIAL DISASTER MANAGEMENT FOR WORKMEN

13th February 09

PROGRAMME SCHEDULE

PSF 5.1 CP1 TRAINING CENTER

DATE TIME PARTICULARS RESPONSIBILITY REMARK
S

12/02/0 10.00- Introduction To Progrmme Mr. Prabodh Ojha

9 10.15
Our Company’s On – site
10.15- Emergency Management
Mr. Umesh Bhadade
11.30 Plan
Mr. Vipin Gandhare
11.30- Impact of Natural Disaster
12.30 on Industries Dr. N.M. Thakre

12.30- First Aid & CPR(Artificial

01.30 Respiration)
Mr. Hemant Paliwar
Distaster Management
Fire Station Team
02.30- Practical Training of Fire
03.45 Fighting Rescue Operation,
Casualty Handling,
03.45-
Ambulance Dril & First
05.15
Aid
05.15-
Validation
05.45
N.K. Agrawal

AUTHORISED SIGNATORY

DATA ANALYSIS AND INTERPRITATION

Data Analysis is a process of gathering, modeling, and transforming data
with the goal of highlighting useful information, suggesting conclusions, and
supporting decision making. Data analysis has multiple facets and
approaches, encompassing diverse techniques under a variety of names, in
different business, science, and social domains.

Analysis of data in general way involves a number of closely related

operations which are performed with the purpose of summarizing the
collected data and organizing these in such a manner that they answer the
research question(s)

After collecting the data, the next step is to analyze and interprets the data.
My analysis is based on the survey carried out by me in organization. The
research tools used were depth structured interview and questionnaire.
Structural interview was conducted with the respective personnel managers
of INDORAMA, questionnaires were distributed to the sectional head of
INDORAMA. I will use pie charts and bar diagrams for the analysis of the data.
SATISFACTION WITH TRAINING GIVEN TO WORKMEN IN
LAST 3 YEARS

Satisfacion with training given

27%

No

Yea

73%

INFERENCE:

1. 22 sectional heads were satisfied with the training

given to workers in Indorama

2. 8 sectional heads were not satisfied with the training

given to workers because last year training was not
conducted for workmen due to the internal problem
between management and workmen. They believed that
training is a continuous process, so it should conduct
every year.

INDORAMA (I)LTD
TRAINING NEEDED TO WORKMEN

Training needed to workmen

0%

No

Yea

100%

INFERENCE:

All the sectional heads replied that training is needed to

workmen for betterment and enhancement in personality, skill, competency,
self-motivation, positive attitude and behaviors.
PREFERENCE OF THE TYPE OF TRAINING:

Preferance of type of trainig for workmen

30

25
Kind of Training

20

15

10

0
1 2 3 4
No. of Respondents

INFERENCE:

1. 6 sectional heads preferred only behavioral training

should be given to workers for the self-development
because of limited manpower in the department.
 2. 24 sectional heads preferred all the three training
should be given to workmen in our organization
because today we need multi skill workers, who have
technical knowledge as well as general awareness
about the work.

SATISFACTION WITH THE PRESENT MODE OF TRAINING

 Satisfaction with present mode of training

No

Yea

43%

57%

INFERENCE:

1. 57% respondents were satisfied with the present mode of

training.

2. 43% respondents were not satisfied with the present mode of

training because there should be some effective training
methodology like games, case study, and role-play.
 FREQUENCY OF TRAINING PROGRAMME:

Frequency of training programme

25
No. of Respondents

20

15

22
10

5
6
2
0 0
1 2 3 4
Frequency

INFERENCE:

1. Two sectional heads preferred training should be

organized once a month.

2. 22 sectional heads preferred training should be two

times in a month because of limited manpower at
workplace.
 3. Six respondents preferred frequency of training
should be three times in a month because all workers
should obtain at least one training in a year.

NOMINATION OF WORKERS FOR TRAINING PROGRAMME

Nomination of workers

25
No. of Respondents

20

15

10 21

5
5 4
0 0
1 2 3 4
frequency

INFERENCE:

1. Five respondents can nominate one worker for one training

programme from his department due to heavy work place.
 2. 21 respondents can nominate two workers for one training
programme from his department.

3. Four respondents can nominate three nominations from his

department for one training programme.

4. No one is ready to nominate four workers from his

department because of limited manpower at work place.

FEEDBACK FROM WRKERS ABOUT TRAINING PROGRAMME:

Feeedback from workers abount training

programme

0%

No

Yea

100%

INFERENCE:
 All the respondents take feedback from workers after training
programme attended

DURATION OF IMPACT ASSESSMENT OF TRAINING

CONDUCTED:
 Durationof impact assessment

No. of Respondents 20
18
16
14
12
10 19
8
6 11
4
2
0 0
1 2 3
Duration

INFERENCE:

1. 11 sectional heads responded impact assessment

should be taken after 60 days of training programme.

2. 19 sectional heads responded impact assessment

should be taken after 90 days of training programme.
TRAINING BUDGET:

Traiging Budget

2003-04 2004-05 2005-06

25%
27%

48%

INFERENCE:

Number of training programme has increased every year for workers and
staffs, so training budget also budget also increased year by year.
QUESTIONNAIRE FOR SECTIONAL HEADS

1.NAME

2.DEPARTMENT:

3.ARE YOU SATISFIED WITH TRAINING GIVEN TO WORKERS IN LAST YEARS?

YES [ ] NO [ ]

IF YES, WHY?

_____________________________________________________________
_____________________________________________________________

IF NO, WHY?

_____________________________________________________________
_____________________________________________________________

4. IS TRAINING NEEDED TO WORKERS?

YES [ ] NO [ ]
IF YES, WHY?

_____________________________________________________________
_____________________________________________________________

IF NO, WHY?

_____________________________________________________________
_____________________________________________________________

5. WHAT KIND OF TRAINING YOU WOULD PREFER FOR WORKERS?

a. Behavioral training [ ]

b. Technical Training [ ]

c. General Awareness Training [ ]

d. All the three [ ]

6. Rank the following behavioral training as per the need of workers (1-
12):

1. Communication Skill [ ]

2. Interpersonal Skill [ ]

3. Time Management [ ]

4. Team Building [ ]

5. Supervisory Skill [ ]

6. Leadership Skill [ ]
 7. Negotiation Skill [ ]

8. Stress Management [ ]

9. Work Ethics [ ]

10. Positive Attitudes [ ]

11. Change Mindset [ ]

12. Motivation [ ]

Any other, specify 1._________________________________________

2._________________________________________

3._________________________________________

7. Rank the following general awareness training as per need of

workers (1-5)?

3. ISO training [ ]

4. Safety training [ ]

5. QC training [ ]

6. Kaizen training [ ]

7. 5’s training [ ]

8. Are you satisfied with the present mode of training given?

Yes [ ] No [ ]

If no, what mode of training will be best suitable for workers?

___________________________________________________________
___________________________________________________________

9. What should be the ideal duration of training programme for

workmen?
a. One-man day [ ]
b. Two-man day [ ]
c. Three-man day [ ]

10.What should be the frequency of training programme?

a. Once a weak [ ]
b. Once a month [ ]

c. Twice a month [ ]

d. Thrice a month [ ]

11.How many workers you can nominate for one training

programme?

a. One worker [ ]

b. Two Workers [ ]

c. Three workers [ ]

d. More than three workers [ ]

12. After training programme, do you take feedback from workers
about the training programme attended?

Yes [ ] No [ ]

e. After how many days impact assessment of training should take

place?

a. After 30 days [ ]

b. After 60 days [ ]

c. After 90 days [ ]

f. What changes do you want in existing training process of

workers?

________________________________________________________
________________________________________________________
________________________________________________________
________________________________________________________
 g. Suggestion for training, if any

________________________________________________________
________________________________________________________
________________________________________________________
________________________________________________________

Signature

Date:

FINDINGS

This research has been carried out to study the functions of time office
and training process of IRSL.All the functions of time office were carried
out properly. It is excellent opportunity for the researcher to learn concept of
time office and various functions of time office and training and
development program of IRSL.

a. All employees of the IRSL are aware of the process of training and
development process in IRSL.

b. Majority employees of the IRSL are aware about the functions of

time office.

c. All employees in IRSL get training as per their performance and

not single employee get repeated during the process.

d. All employees get proper guidance from time office for completion
of formalities of the statutory compliances.

e. Majority employees of the IRSL are of same age having 30-35

years old.

f. Relationship between workers and managers are not properly

managed.

g. Disciplinary action process helps to control misconduct that can

happen in company. Because the employees are aware that strict
action can taken against the employee if he acts illegally in co
 RECOMMENDATION

1. Attendance system of IRSSSL is punching system. During in punch or

out punch it is seen that because of some error punching of some

employees were not possible then attendance need to marked
manually in system. Here of the fully automatic punch system or
punch card system required so the crucial time of employee as well as
employee of the time office can be saved.
2. Previously both staff and worker had ta apply for leave manually. But

with time IRSL introduced online leave system “ANTARNAAD” for

staff. It will save time of manual entry of leave of worker. And
handling printing expenses of the leave card.
3. The organization should introduce new scheme for rewards and

reorganization so as to strengthen the relation and providing job

satisfaction to employee by taking proper review of their work
motivating the employees to improve his efficiency & productivity.
4. Company should provide regular training for continuous

improvement. There is a need for effective implementation of training

plan in organization.
5. Labor welfare is another important aspect which includes cultural

facilities, medical, aid, reimbursement of hospitalization expenses,

 canteen facilities should be improved, The Company should provide
good provision for labor welfare which develop their personality and
have a positive effect on employees.
6. On many occasion it is found that the process of grievance handling
can be improvised.

CONCLUSION:

To conclude, I would say that my training in

Indo Rama Synthetics (India) Ltd. was indeed a great learning
experience. The industry in itself is an example of how to manage
human resource successfully and how to improve competency level
by Training and Development program.

Some activities in industry had a direct bearing to our

curriculum, so the training also helped me to understand part of our
theory syllabus better. All in all, it was an excellent learning
experience for me.
REFERENCES/ BIBLIOGRAPHY:

• Company Policy File

• Topic related books.

WEBSITES:

• www.google.com

• www.indorama.com