A Study On Training and Development: Master of Business Administration

A STUDY ON TRAINING AND DEVELOPMENT
WITH REFERENCE TO
IDUPULAPADU COTTON MILLS PVT.LTD, GANAPAVARAM
A Project report submitted in partial fulfillment of the
requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
Submitted by
Devarasetty Seetha maha lakshmi
(Reg. No. 16471E0090)
Under the guidance of
Mr. Y.SURESH
M.B.A., M.Com
Assistant Professor
DEPARTMENTOF M.B.A.
NARASARAOPETA ENGINEERING COLLEGE (Autonomous),
NARASARAOPET-522601, GUNTUR (DT).
Affiliated to
Jawaharlal Nehru Technological University,
(2016-2018)
NARASARAOPETA ENGINEERING COLLEGE
(Autonomous)
(Permanently Affiliated to J.N.T.U, Kakinada, Accredited by NAAC „A‟, N.B.A, AICTE and ISO 9001:2008 Certified) )
DEPARTMENT OF M.B.A., NARASARAOPET - 522601
CERTIFICATE
This is to certify that the project entitled “A STUDY ON TRAINING AND DEVELOPMENT
with reference to IDUPULAPADU COTTON MILLS PVT.LTD., GANAPAVARAM ”
fulfillment is being submitted by DEVARASETTY SEETHA MAHA LAKSHMI bearing
Regd. No. 16471E0090 partial of requirement for the award of the degree of M.B.A in
NARASARAOPETA ENGINEERING COLLEGE(Autonomous), affiliated to Jawaharlal Nehru
Technological University Kakinada is record of bonafide work carried out by her under our
guidance and supervision from May-2016 to June-2016.
The results presented in this thesis have been verified and are found to be satisfactory.
The results embodied in this thesis have not been submitted to any other University for the award
of any other degree.
Project guide Head of the Department

Mr.Y.SURESH Dr. S. VENKATA RAMANA
M.B.A, M.Com M .B.A., M.Phil., Ph.D.
Assistant Professor
EXTERNAL EXAMINER
DECLARATION
I hereby declare that the project work entitled “A STUDY ON

TRAINING AND DEVELOPMENT with reference to IDUPULAPADU COTTON
MILLS PVT.LTD., GANAPAVARAM ”.is a bonafide work done by me in partial fulfillment
of the requirements for the award of the degree of Master of Business Administration (MBA), and has not
been formed the basis for the award of any other degree or diploma earlier.
(16471E0090)
ACKNOWLEDGEMENT
I express my deep sense of gratitude to Sri. M.V. KoteswaraRao, B.Sc., Founder &
Chairman, Narasaraopeta Engineering College(Autonomous), Narasaraopet, for creating
an excellent academic atmosphere and providing good infrastructural facilities to us.
I am grateful to Sri Dr. M. Sreenivasa Kumar, M.Tech., Ph.D.(UK)., MISTE., FIE (I).
Principal, Narasaraopeta Engineering College (Autonomous), for permitting me to do my

project work.
I express my sincere gratitude to Dr. S. Venkata Ramana, M.B.A, M.Phil, Ph.D.,

Professor and Head of the Dept. of M.B.A for his kind co-operation and guidance in
completing my project work.
I am indebted to my project guide for Mr.Y.SURESH M.B.A., M.Com his continuous
guidance and support in completing my project work.
I am extremely thankful to R. Shiva Ram, branch manager sparing his valuable
time and providing support in completion of my project work. I am also thankful to my
friends for their support.

(16471E0090)
CONTENTS
CHAPTER NONAME OF THE CHAPTER PAGE NO
CHAPTER – 1 INTRODUCTION
&
RESEARCH METHODOLOGY 01-08
 INTRODUCTION
 NEED OF THE STUDY
 OBJECTIVES OF THE STUDY
 Research methodology
 SCOPE OF THE STUDY
 LIMITATIONS OF THE STUDY
CHAPTER – 2 INDUSTRY PROFILE 09-31
&
COMPANY PROFILE
CHAPTER – 3 THEORETICAL FRAMEWORKS 32-49
CHAPTER – 4 DATA ANALYSIS 50-69

&
INTERPRETATION
CHAPTER – 5 FINDINGS, SUGGESTIONS, 70-75
CONCLUSION &BIBLIOGRAPHY
LIST OF TABLES
TABLE.NO NAME OF THE TABLE PAGE.NO
4.1 How long have you been working in this organization 50
4.2 Do you agree that annual plan is focused on Training Needs 51
identified by the ICM ltd
4.3 To whom your organizations provide training 52
4.4 How often is the training programme conducted 53
4.5 Do you think that the Training programme will help you in 54
improving your knowledge for higher position
4.6 What are the training methods followed by the ICM ltd 55
4.7 What are the on-the job methods used in training programme 56
4.8 What are the off- the- job methods used in training programme 57
4.9 What are the sources of trainers 58
4.10 Your opinion on supply of reading material during training 59
programme
4.11 What is the technique used in the training classes 60
4.12 How do you feel about training Environment 61
4.13 Which aspect troubled you very much while training period 62
4.14 Is there any feedback collected after the training programme 63
4.15 Do you agree that the training helps to do your job more 64
effectively
4.16 Do you agree that training helps to acquire knowledge 65
4.17 Do you agree that the training is not necessary to improve your 66
skills
4.18 Will you agree that training helps you to increase the productivity 67
4.19 Are you implementing the innovative ideas, techniques you have 68
learnt in training programme in your job
4.20 Do you think that training for employees of all departments helps 69
to have healthy Industrial Relations
LIST OF GRAPHS
GRAPH.NO NAME OF THE GRAPH PAGE.NO
4.1 How long have you been working in this organization 50
4.2 Do you agree that annual plan is focused on Training Needs 51
identified by the ICM ltd
4.3 To whom your organizations provide training 52
4.4 How often is the training programme conducted 53
4.5 Do you think that the Training programme will help you in 54
improving your knowledge for higher position
4.6 What are the training methods followed by the ICM ltd 55
4.7 What are the on-the job methods used in training programme 56
4.8 What are the off- the- job methods used in training programme 57
4.9 What are the sources of trainers 58
4.10 Your opinion on supply of reading material during training 59
programme
4.11 What is the technique used in the training classes 60
4.12 How do you feel about training Environment 61
4.13 Which aspect troubled you very much while training period 62
4.14 Is there any feedback collected after the training programme 63
4.15 Do you agree that the training helps to do your job more 64
effectively
4.16 Do you agree that training helps to acquire knowledge 65
4.17 Do you agree that the training is not necessary to improve your 66
skills
4.18 Will you agree that training helps you to increase the 67
productivity
4.19 Are you implementing the innovative ideas, techniques you 68
have learnt in training programme in your job
4.20 Do you think that training for employees of all departments 69
helps to have healthy Industrial Relations
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HUMAN RESOURCE MANAGEMENT
INTRODUCTION
Human resource management is rather difficult to say spontaneously what

management means though we have studied a course in management. But it is
necessary to recall what management is before studying of human resource
management. Management has been the art of getting things done through people.
The term human resource is quite popular in India with the institution of ministry of
human resources development in the union cabinet. But most people may not know
what exactly the term human resource means.
The term human resource management can be thought of as the knowledge,
skills, creative abilities, talents and aptitudes of an organization workforce, as well as
the value, attitudes and beliefs of the individuals involved it can also be explained in
the sense that is resource like any natural resources. It does mean that the
management can get and use the skills, tapping and utilizing them again and again.
Thus, it is long- term perspective where as personnel is a short- term perspective.
Human resources are also regarded as human factor, human asset, human capital and
the like. The terms labor and manpower had been used widely denoting mostly the
physical abilities and capabilities of employees. The term personnel had been used
widely in the employee as a whole but it does not clearly denote various components
of human resources like skill, knowledge, values.....etc.
TRAINING & DEVELOPMENT INTRODUCTION

After employees have been selected for various positions in organizations,
training them for the specific task to which they have been assigned assumed greater
importance. Training is an important task in many organizations. Just equipment
needs a breaking period; the new employee also needs a training period to adjust to
the new environment.
Before we go further, it is essential that are define some terms used about
training & development of our common understanding.
The H.R. management function includes variety of activities and key among
them is deciding what staffing needs to have & whether to use independent
contractors or to hire employees ensuring that they are high performers, dealing with
Narasaraopeta Engineering College Page 1

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performance issues, and ensuring personnel management practices confirm to various
regulations.
Human resources can be viewed as a sum of attitudes, commitments,
values and the like of the people of an organization. Development is the acquisition of
capabilities that are needed to do the present job, or the future expected job,
Development of human resources, in order to contribute to the well being of the
employees, organizations, and society. Human resources development includes the
broader range of duties to develop personnel inside the organizations, including career
development, training, organization development etc.
TRAINING AND DEVELOPMENT:
It is any attempt to improve current or future employee performance by
increasing an employee’s ability to perform through learning, usually by changing the
employee’s attitudes or increasing his or her skills& knowledge.
The need for training& development is determined by the employee’s
performance deficiency, which as computed as follows.
Training and development need =standard performance-actual performance.
Since huge sums of money of spent on training and development how far has
been useful must be determined very carefully. Successful candidates placed on jobs
need training to perform their duties effectively. Workers must be trained to operate
machines, reduce scrap and avoid accidents. It is not only the workers who need the
training but also supervisors, managers and executives also need to be developed
inorder to enable them to grow and acquire maturity of thought and action. Training
and development constitute an ongoing process in any organization.
MEANING AND DEFINITION OF TRAINING:
Training is an art or process of increasing the knowledge and skills of an
employee for doing a specific job. It helps the trainees acquire new skills, technical
knowledge, problem solving ability etc…., it also gives an awareness of the rules and
procedures to guide their behavior thereby improving the performance of employees
on present job and prepares them for taking up new assignments in future.
“Training is the organized procedure by which people learn knowledge or
skills for definite purpose.”
According to DALE.S.BEACH
“The act of increasing the knowledge and skill of an employee for doing a
particular job
According to EDWIN.B.FLIP,
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NEED OF THE STUDY
 Training and development can be initiated for a variety of reasons for an

employee or group of employees.
 Newly recruited employees require training so as to perform their task
effectively.
 Existing employees require refresher training so as to keep abreast of the latest
developments in the job operations.
 Training is necessary when a person moves from one job to another.
 Training is necessary to bridge the gap between what the employees have and
what the job demands.
 Its helps to make employees more productive and useful in the long-run.

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OBJECTIVES OF THE STUDY
 To know the effectiveness of training and development programmes.

 To determine the contribution of training and development programmes to
improve the behavior of employees.
 To find out the perception of employees on training and development.
 To know the opinions of the employees towards training programs at
Idupulapadu cotton mills pvt.ltd.
 To offer suitable findings, suggestions and conclusions for this study.

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METHODOLOGYOF THE STUDY
A study on training and development in Idupulapadu Cotton mills pvt limited

is a descriptive study. The universe chosen for the study on training and development
include all managers. The study consists of both primary and secondary data.
DATA COLLECTION
To get information about the satisfaction level of employees from performance
appraisal system and its effectiveness a simple random sampling survey was
conducted. For the present study the data has been collected by the following ways.
 Primary Data
 Secondary Data
Primary Data :-
Data observed or collected directly from first-hand experience is called
primary data.
 Responses through questionnaires.

 Conducted Personal interviews with the respondents.
 Telephone interview.
Secondary Data:
Published Data and the data collected in the past or other parties are called
Secondary data.
Secondary data is collected through the

 Company Websites
 News papers
 Journals
 Textbooks
 Records

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Sample Unit:
The executives and employees at Idupulapadu Cotton mills constitute the
entire universe of the present study. A part of its taken as sample unit for the present
study. It includes senior executives, executives, other employees and workers of
Idupulapadu Cotton mills.
Sample Size:
Samples are taken 100only.
Sampling Techniques:-
Simple Random sampling Technique is used in this project.

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SOCPE OF THE STUDY
 Training and development programs in the organization relating to only

managers.
 Determining whether the training and development programs are effective or
not.
 Identify the key elements in implementing the training and development areas.
 Determine whether all the procedures of training and development are in
accordance with requirements.
 To study the existing training and development procedures.

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LIMITATIONS OF THE STUDY
 Sample size is restricted to only certain limited employees

 There may be a chance of personal bias.
 The survey may not reflect the opinions of the entire employees.
 Data analysis has done totally based on the information that was collected by
the questionnaire.
 As the managers of the organization are busy with their work it was difficult to
collect the data.
 Time was the major constraint as the prescribed period was not enough to
collect data in detail.

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INDUSTRY PROFILE
Cotton is a soft, staple fiber that grows around the seeds of the cotton plant. It
is a natural fiber harvested from the cotton plant. The fiber most often is spun into
yarn or thread and used to make a soft, breathable textile, which is the most widely
used natural-fiber cloth in clothing today.
Processing of Cotton in India
In India the raw cotton, also called as Kapas is processed in a multi-
stage process described as below. The Products of processing are
I. Yarn.
II. Cottonseed Oil.
III. Cottonseed Meal.
I. Production of Yarn
KAPAS TO LINT: Kapas (also known as raw cotton or seed cotton) is

unginned cotton or the white fibrous substance covering the seed that is obtained from
the cotton plant. The first step in the process is, the cotton is vacuumed into tubes that
carry it to a dryer to reduce moisture and improve the fiber quality. Then it runs
through cleaning equipment to remove leaf trash, sticks and other foreign matter. In
ginning a roller gin is used to grab the fiber. The raw fiber, now called lint.
LINT TO BALE: The lint makes its way through another series of pipes to a
press where it is compressed into bales (lint packaged for market). After baling, the
cotton lint is hauled to either storage yards, textile mills, or shipped to foreign
countries.
NOTE: The cotton seed is delivered to a seed storage area from where it is
loaded into trucks and transported to a cottonseed oil mill.
BALE TO LAP: Here the bales are broken down and a worker feeds the
cotton into a machine called a "breaker" which gets rid of some of the dirt. From here
the cotton goes to a "scutcher". (Operated by a worker also called a scutcher). This
machine cleans the cotton of any remaining dirt and separates the fibers. The cotton
emerges in the form of thin "blanket" called the "lap".

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LAP TO CARDING: Carding is the process of pulling the fibers into parallel
alignment to form a thin web. High speed electronic equipment with wire toothed
rollers perform this task. The web of fibers is eventually condensed into a continuous,
untwisted, rope-like strand called a sliver.
SILVER TO ROVING: The silver is then sent to combing machine. Here,

the fibers shorter than half-inch and impurities are removed from the cotton. The
sliver is drawn out to a thinner strand and given a slight twist to improve strength,
then wound on bobbins. These Processes is called Roving.
ROVING TO YARN (SPINNING) : Spinning is the last process in yarn

manufacturing. Spinning draws out the short fibres from the mass of cotton and twists
them together into a long. Spinning machines have a metal spike called a spindle
which the thread winds around.
II. Production of Cotton Seed Oil
Processing of cottonseed in modern mills involves a number of steps. They are as

follows:
 The first step is its entry into the shaker room where, through a number of
screens and air equipment, twigs, leaves and other trash are removed.
 The cleaned seed is then sent to gin stands where the linters are removed
from the seed (delinted). The linters of the highest grade, referred to as first-
cut linters are used in manufacturing non-chemical products, such as medical
supplies, twine, and candle wicks. The second-cut linters removed in further
delinting steps, are incorporated in chemical products, found in various foods,
toiletries, film, and paper.
 The delinted seeds now go to the huller. The huller removes the tough seed
coat with a series of knives and shakers. The knives cut the hulls (tough
outer shell of the seed) to loosen them from the kernels (the inside meat of the
seed, rich in oil) and shakers separate the hulls and kernels.
 The kernels are now ready for oil extraction. They pass through flaking
rollers made of heavy cast iron, spinning at high speeds. These flakes then
travel to a cooker where they are cooked at 170 degrees F to reduce their

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moisture levels. The prepared meats are conveyed to the extractor and washed
with hexane (organic solvent that dissolves out the oil) removing up to 98% of
the oil.
 The refined cotton seed oil has several advantages other than edible oils. It
contains mere advantage over other edible oils. It contains a large percentage
of Poly Unsaturated Fatty Acids (PUFA) which maintain cholesterol in the
blood at a healthy level.
III. Production of Cotton seed Meal/Cake/Kapaskhalli
 Kapaskhalli (cottonseed extraction/meal) is a byproduct of the cottonseed

industry.
 Cottonseed is a by-product of the cotton plant, which is primarily grown for its
fiber. Although cotton has been grown for its fiber for several thousand years,
the use of cottonseed on a commercial scale is of relatively recent origin.
 Cottonseed was a raw agricultural product, which was once largely wasted.
Now it is being converted into food for people; feed for livestock; fertilizer
and mulch for plants
The figure showing the products obtained from processing the raw cotton
Diagram 2.1
Source: The Cotton Corporation of India Ltd.

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Cotton Varieties in India

 Bengal Deshi mainly produced in the states of Punjab, Haryana,
Rajasthan.
 Jayadhar mainly produced in the state of Karnataka.
 Bunny (or) Brahma is mainly produced in the states of Maharashtra,
Madhya Pradesh, Andhra Pradesh, Karnataka.
 Suvin is another variety produced in the state of Tamil Nadu.
Role of Cotton Industry in Indian Economy

Over the years, country has achieved significant quantitative increase
in cotton production. Till 1970s, country used to import massive quantities of cotton
in the range of 8.00 to 9.00 lakh bales per annum. However, after Government
launched special schemes like intensive cotton production programmes through
successive five-year plans, that cotton production received the necessary impetus
through increase in area and sowing of Hybrid varieties around mid 70s.
Cotton production Areas in India
India is an important grower of cotton on a global scale. It ranks third
in global cotton production after the United States and China; with 9.50 million
hectares grown each year, India accounts for approximately 21% of the world's total
cotton area and 13% of global cotton production. The Cotton producing areas in India
are spread throughout the country. But the major cotton producing states which
account for more than 95% of the area under and output are:
1. Punjab.
2. Haryana.
3. Rajasthan.
4. Maharastra.
5. Gujarat.
6. Madhya Pradesh.
7. Andhra Pradesh.
8. Tamil Nadu.
9. Karnataka.
Of the nine cotton producing States in India, average yields are highest in
Punjab where most of the cotton area is irrigated.

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Contribution of Cotton industry for Textile Industry

Cotton is the most important raw material for India's Rs. 1,50,000
crores textile industry, which accounts for nearly 20% of the total national industrial
production. The cotton Industry is the backbone of our textile industry, accounting for
70% of total fiber consumption in textile sector. It also accounts for more than 30% of
exports, making it India's largest net foreign exchange industry. India earns foreign
exchange to the tune of $10-12 billion annually from exports of cotton yarn, thread,
fabrics, apparel and made-ups.
The cotton Industry provides employment to over 15 million people.
And the area under cotton cultivation in India (9.5 million ha) is the highest in the
world, i.e., 25% of the world area.
Steps taken by the Cotton Producers in India

Now-a-days the Indian Cotton producers are continuously working to
up-grade the quality and increase the cotton production to cope up with the increased
global demand for cotton textiles and to meet the needs of the 39 million spindles
capacity of the domestic textile industry which presently consumes about 12-14
million bales annually.
In India, cotton yields increased significantly in the 1980’s and through
the first half of 1980’s but since 1996 there is no increase in yield. Besides low yield,
Indian cotton also suffers from inconsistent quality in terms of length, micronaire and
strength.
Policy of Government of India towards Cotton Industry

The Cotton production policies in India historically have been oriented
toward promoting and supporting the textile industry. The Government Of India
announces a minimum support price for each variety of seed cotton (kapas) based on
recommendations from the Commission for Agricultural Costs and Prices. The
Government Of India is also providing subsidies to the production inputs of the cotton
in the areas of fertilizer, power, etc…

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Markets for Indian Cotton

The three major groups in the cotton market are
 Private traders,
 State-level cooperatives,
 The Cotton Corporation of India Limited.
Exports of Cotton
The main market for Indian cotton export is China. The other markets
also include Taiwan, Thailand and Turkey. In July 2001, the union government
removed all curbs on cotton exports. India exported around 25 per cent cotton during
2012-13 and it is estimated nearly 62 per cent exported to China.
During the year 2012-13 the prices of Indian cotton in early part of the
season being lower than the international prices, had been attractive to foreign buyers
and there was good demand for Indian cotton, especially S-6, H-4 and Bunny, which
had resulted in sustained cotton exports, which are estimated at 55.00 lakh bales
The Cotton Advisory Board estimated an 18-20 percent increase in
cotton exports to 65 lakh bales for Oct 2007- Sep 2008, as against its Aug 2007
estimate of 58 lakh bales.
Imports of Cotton
India imported just 721,000 bales of cotton in 2003-04. The imports
rose to 1,217,000 lakh bales in 2004-05, 4,700,000 lakh bales in 2005-06 and the
anticipated imports for the year 2012-13 are 550,000 lakh bales.
For the year 2012-13 the cotton imports into the country had once
again remained limited mainly to Extra Long staple cottons, like as previous year,
which were in short supply at around 6 lakh bales inclusive of import of around 2 lakh
bales of long staple varieties contracted by mills during April-May 2007.
Role of Cotton seed oil in Indian Economy
The global production of cottonseed oil in the recent years has been at
around 4-4.5 million tons. Around 2 lakh tons are traded globally every year. The
major seed producers, viz., China, India, United States, Pakistan are the major
producers of oil. United States (60000 tons) is the major exporter of cottonseed oil,
while Canada is the major importer. Cottonseed is a traditional oilseed of India. In
India the average production of cotton oil is around 4 lakh tons a year. It is estimated
that, if scientific processing is carried out the oil production can be increased by

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another 4 lakh tons. India used to import around 30000 tons of crude cottonseed oil,
before palm and soyoil became the only imports of the country. Currently, the country
does not import cottonseed oil.
Role of cotton seed meal in Indian Economy
India produces around 2 million tons of cottonseed meal a year.
However, in India mainly undecorticated meal is largely produced. Several
associations are promoting the production of decorticated cake in India and the
production of this is expected to increase in the country.
The major importers of Indian cottonseed meal (undecorticated) used
to be Thailand. India in 2002-03 exported only 50 tons of decorticated cottonseed
meal. In 2003-04, too there have been no significant exports. India does not import
cottonseed meal.
The Organizations dealing with the promotion of Cotton Industry in India
The organizations that try to promote the quantity and quality of Cotton in
India are
I. The Cotton corporation of India Ltd.,
II. Cotton Advisory Board.,
III. Cotton Association of India.
IV. Central Institute of Cotton Research.
The Current Scenario of Cotton Industry (2015-16)
Over the years, country has achieved significant quantitative increase in cotton
production. Till 1970s, country used to import massive quantities of cotton in the
range of 8.00 to 9.00 lakh bales per annum. However, after Government launched
special schemes like intensive cotton production programmes through successive five-
year plans, that cotton production received the necessary impetus through increase in
area and sowing of Hybrid varieties around mid 70s. Since then country has become
self-sufficient in cotton production barring few years in the late 90s and early 20s
when large quantities of cotton had to be imported due to lower crop production and
increasing cotton requirements of the domestic textile industry.
Since launch of "Technology Mission on Cotton" by Government of India in

February 2000 significant achievements have been made in increasing yield and

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production through development of high yielding varieties, appropriate transfer of
technology, better farm management practices, increased area under cultivation of Bt
cotton hybrids etc. All these developments have resulted into a turnaround in cotton
production in the country since last 6/7 years. The yield per hectare which was
stagnant at about 300 kg/ha for so many years, jumped to 472 kgs in the year 2005-06
and now it reached to the level of 504 kgs to 566 kgs per hectare. Though this per
hectare yield is still lower against the world average of about 705 Kgs to 805 kgs per
hectare, country is expected to make more strides in cotton production in the years to
come. The fundamental changes that taking place in the realm of cotton cultivation in
the country, are having the potential to take the current productivity level near to the
world average in the near future.
Progress with regard to area, production and yield in the country from crop year 2000-
01 onwards is enumerated as under:
Area, Production and Yield for last Fifteen years:
Area in Production in Yield kgs

Year
lakh hectares lakh bales per hectare
2001-02 85.76 140.00 278
2002-03 87.30 158.00 308
2003-04 76.67 136.00 302
2004-05 76.30 179.00 399
2005-06 87.86 243.00 470
2006-07 86.77 241.00 472
2007-08 91.44 280.00 521
2008-09 94.14 307.00 554
2009-10 94.06 290.00 524
2010-11 103.10 305.00 503
2011-12 111.42 339.10 513
2012-13 121.78 367.00 512

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2013-14* 119.78 370.00 525

2014-15 119.60 398.00 566
2015-16 128.46 386.00 511
2016-17* 118.77 338.00 484
Source: Cotton Advisory Board *Projected
Cotton Balance Sheet:
Based on the cotton production in the country and its consumption by different
segments of domestic textile industry, Cotton Balance Sheet for the current cotton
season 2016-17 vis-à-vis 2015-16 as drawn by Cotton Advisory Board is given
hereunder:
Quantity in lakh bales of 170 kgs
Item 2016-2017 2015-2016

Supply
Opening Stock 43.00 66.00
Crop Size 351.00 338.00
Imports 17.00 20.00
Total Availability 411.00 424.00
Demand Supply
Mill Consumption 275.00 272.00
Small Mill Consumption 28.00 27.00
Non Textile consumption. 10.00 13.00
Total Consumption 313.00 312.00

Exports 50.00 69.00
Total Disappearance 363.00 381.00
Carry Forward 48.00 43.00

Source: Cotton Advisory Board meeting dated 24-10-16 (P)*Provisional

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The cotton production in the country has been increasing continuously
since last three years and the same has further gone up by around 11% during cotton
season 2013-14 at a record level of 270 lakh bales as against 244 lakh bales during
2012-13. Gujarat has turned into a largest cotton producing State with a record
production-level of 93 lakh bales constituting around 34% of the country’s total
production. The area under cotton cultivation during 2013-14 has also gone up by
around 6% at 91.58 lakh hectares as against 86.77 lakh hectares during 2012-13.
With wide usage of hybrid seeds throughout the country as well as
changed mindset of cotton farmers for adoption of better and improved farm
practices, the average productivity of cotton has crossed 503 kgs per hectare as
against 478 kgs during the previous year. The prices of Indian cotton in early part of
the season being lower than the international prices, had been attractive to foreign
buyers and there was good demand for Indian cotton.
Due to expectation of bumper crop, the mill demand in the beginning
of the season was subdued which put pressure on the cotton prices right from the
beginning of the season and has resulted into fall in cotton prices between October
2014 & January 2015.
Cotton prices reached its peak level by end-March 2015 and there was
some correction in cotton prices in April and May 2014. However, on the whole,
cotton prices remained better by almost Rs.1000 per candy in almost all varieties as
compared to previous year.
India's Share in World
India in the World Cotton:
India is the largest producer of cotton in the world accounting for about 26%
of the world cotton production. It has the distinction of having the largest area under
cotton cultivation in the world ranging between 10.9 million hectares to 12.8 million
hectares and constituting about 38% to 41% of the world area under cotton
cultivation. The yield per hectare (i.e.504 kgs to 566 kgs per hectare) is however still
lower against the world average of about 701 Kgs to 766 kgs per hectare. Country is
expected to make more strides in cotton production in the years to come.

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Crop Year 2016-17 (P)* World India

Area in Million Hectares 29.24 10.50
*P-Projected Source: CAB & ICAC Cotton this Month
Crop Year 2016-17 (P)* World India

Production in Million MT 22.85 5.88
*P-Projected Source: CAB & ICAC Cotton this Month
Future of Cotton Industry in India

Textile sector is the oldest and largest manufacturing sector in India. During
the past decade, Indian textile industry was plagued with many issues such as
regulations regarding to licensing and policy distortions which had fragmented the
industry. It was a roller coaster ride for the Indian textile sector. It was not able to
capitalize more on the global trade regime. Indian textile sector saw countries like
China Bangladesh, Sri Lanka, and Pakistan racing ahead of it even without any
significant upstream textile industry strength. Despite all concerns, the industry saw a
GDP of more than 6%. The domestic sector also saw a significant growth.
The Government later poised to liberalize the fragmented industrial sector.
Termination of the Multi Fibre Agreement (MFA) in 2005, along with the quota
expiry regarding textile, and apparel exports has caused a considerable change in the
industry. Restrictions of the MFA were phased out in 2005, and with the opening of

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the market since 2005, Indian textile and clothing industry has been integrated into the
World Trade Organization (WTO).
Increase in Global Textile & Apparel Trade
Most of the developed countries will experience a decline in their textile and
apparel trade, creating new opportunities for developing countries by 2020. A
Technopak Report states that an additional increase of USD 360-370 billion will be
created in the next decade, resulting in an additional market opportunity of USD 500
billion.
Future Challenges for the Indian Cotton Industry
The challenges that are going to face by the cotton producers in India
for the season 2015-16 are:
Rupee appreciation
The increase in the value of the rupee gives only smaller import orders
to the cotton producers.
Cheaper Imports
The appreciated rupee value makes the cotton imports cheaper when
compared to past. So this aspect is also required to consider by the cotton producers.
Low quality
The Quality of cotton is also far from satisfactory considering the
presence of a large number of contaminants. So the cotton producers are also required
to take care in this aspect.

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COMPANY PROFILE
Idupulapadu Cotton mills was established in 2000 with 13,000 spindles with
the expansion of 10,000 spindles every year, it is now equipped with 60,000 spindles
capacity and have the capacity to produce 20 tons of ring spun, 6 tons of open and 4
tons of ring doubling and tfo yarns 100% cotton yarns per day.
The mill has a complete range of Lakshmi Trumac Machinery from blow
room to spinning departments with Muratec and savio auto corners.
All the blow lines are connected to the cards with the chute system, which
inturn is connected with automatic waste collection system.
The company has a strong clientele based at different regions of Andhra
Pradesh, Gujarat, Karnataka, Maharastra, Rajastan and Tamil Nadu.
MISSION
 To manufacture a high quality yarn thereby withstanding high level of
competitiveness.
 Developing a long term relationships with our customers and suppliers.
 To use latest technological strategies during production thereby forming an
innovative approach.
 To provide a safe, fulfilling and rewarding work environment for our
employees.
 Serving and supporting the communities in which we operate.
Policy
Quality is integral to everything at Idupulapadu. We adopt a holistic quality

assurance, system and in integrated system which covers the entire production
process. All lots are tested before giving to the mixing with high send machinery.
We believe quality is a continual process. With a focus clearly on delivering quality
products and services, we integrate to constantly innovate and excel. As a result our
clients are assured of top notch quality that is consistent across our product range.

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Value
By a clear comprehension of the market dynamics and the assimilation of the
cutting edge technology we assure the highest standards are met at all times.
The company initially started with Agricultural procedure basis. The company
will procure cotton kappas from farmers as well as traders from various market places
in and around AP. Indirectly it is helpful to farmers and small traders.
Now the company is doing cotton spinning with a spindle capacity of 65,000
here at about 2000 No. of workers and 250 No’s of staff engaged in the industry. The
main motive of the company is to provide more jobs for the poor and middle class
people.
The company is supplying its products in various states like Tamilnadu,
Karnataka, Maharashtra, Gujarat, Bombay & Rajasthan.
There are product of yarn is useful for weaving industry. The company is providing
indirectly jobs in the textile industry.
PROMOTERS
The joint managing director of the company is Mr. K.Brahmanaidu S/o. K.
SubbaRao managing director & Chairman. He is qualified in B.Tech (Textile) 1 st
Class. He joined in the company in May 2005 as a Director. Later he was appointed as
Joint Managing Director.
He was well trained in Spinning now he is looking weaving. Now he is in
Coimbatore he had taken some sizing & weaving units in and around Coimbatore.
With in a 2 months period under his supervision 1, 00,000 mtrs of grey cloth
produced and sold with a good quality and rate.
BUSINESS EXPERIENCE OF J.M.D:

The joint managing director of the company is Mr.K. Brahmanaidu S/o. K.
Subba Rao managing director & Chairman. He is qualified in B.Tech (Textile) 1st
Class. He joined in the company in may 2005 as a Director. Later he was appointed as
Joint Managing Director.
He was well trained in Spinning now he is looking weaving. Now he is in
Coimbatore he had taken some sizing & weaving units in and around Coimbatore.
With in a 2 months period under his supervision 1,00,000 mtrs of grey cloth produced
and sold with a good quality and rate.

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ORGANIZATIONAL STRUCTURE
CHAIRMAN
Managing Director
Executive Director
Vice President
Marketing Finance Human Resource Production R&D

manager manager Department
manager manager
Executive Executive Senior officer

Regional
Senior Junior officer

Assistant Assistant
manager
Junior Assistant
Accountant
Marketing
Officer Wage
Clerks Workers
Sales Field
Representatives Assistants
Sales
Trainers

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MAJOR CUSTOMERS OF THE COMPANY:

1) Paramount Textiles Mills Pvt. Ltd - Madurai
2) Siva Sankari Mills - Coimbatore
3) PEC Ltd - Delhi
4) Indus Fila Pvt. Ltd - Bangalore
5) Alok Industries - Silvassa
6) R.M. Mohite Textilies - Kolhapur
7) Sachin Textiles - Lehalkaranji
8) Kayaar Exports - Tiruchengode.
9) GTN industries - Hyderabad
10) GTN Enterprises - Kochin
11) Prathibha Syntex - Ahmedabad
12) Mandhana Weaving House - Tarapur
13) Bombay Royan Fashions - Sangli
Cotton Manufactured
Product Range
Our major counts range from 40s to 60s 100% combed cotton yarns. We
manufacture carded counts from 30’s to 40’s cotton yarns. Adding to these counts we
have the setup of doubling of yarns in TFO and RING DOUBLING Conditioning of
yarns can be done with yarn conditioning machine available in packing department.
Production Capacity
 Ring spun yarns 20 tons
 Open and spinning 6 tons
 TFO 2 tons
 Ring Doubling 2 tons
Contamination Removal
 25% of the production is from in house processed material which is

free from contamination.
 The total bales are opened manually and maximum care is taken to
remove the contamination.
 People are educated with the type of contamination effects in further
process. Their effectiveness is monitored meticulously by measuring

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the contamination level in the final yarn. The contamination controllers
in the blow room help us to alarm the contamination level in the
material.
 Adequate care is taken for material in handling in order to avoid
contamination during the process.
 All the auto corners are equipped with siro cleaners to remove the
residual contamination in the yarn.
Ginning Division
Selection of raw materials is the important criterion in order to produce high
quality yarn. Moreover the cotton is selected personally by the managing director or
the director of the ginning mill.
Idupulapadu Cotton mills has been equipped with modern ginning facilities. The
important features are:
 The ginning factory is equipped with automatic machinery.
 The cotton pre-cleaner eliminates the cotton bolls and unopened cotton in the
feed material.
 The seeds are collected through the seed conveyer and are dumped in separate
area.
 The cotton lint is connected to chute system which connects to the trash
separator and the lint cleaner.
 The lint cleaner eliminates the unginned cotton, if any, and reduces the short
fiber content in the ginned cotton fibre.
 The entire chute system is designed in such a way that there should’nt be any
harsh effect on the cotton fibers.
 The lint is sent to be baleing to preserve the cotton properties for later use.
 Zero handling (human interference) of cotton in the ginning process after the
feed.
ENVIRONMENTAL PROTECTION AND SAFETY – A TOP PRIORITY:

We believe that environmental protection requires attitude, action and right
application o technology. The group is an eco-friendly entity whose concern is
preservation of life and environment. The division does not release any toxic wastes and
pollutants. And, across every unit of the group, humidity, moisture and temperature are
constantly monitored to ensure top most safety.

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The very fact that we have made wearing of masks mandatory for the personnel
bears amp witness to our commitment to industrial safety. The environmental protection
commitment of the company firmly believes that when we use the bounties of mother
earth, we have to give back an environment that is conductive to healthy living.
TEXTILE DIVISION:
The Division Units was equipped with modern imported machinery. Presently
we are running with 48 Brand New Looms. We have sucker Wrapping and sizing. Total
plant planned for 98 Looms. In phased manner we are expanding the Looms capacity.
MAJOR COMPETITORS OF THE COMPANY:
 Idupulapadu Cotton Mills

 Sri Dhana Lakshmi Cotton & Rice Mills
 Kalpatharavu Spinning Mills
 Krishna Ganga Spinners Limited
 Siva Swathi Textiles
 YSR Cotton & Spinning Mills
 Ramya Cotton & Spinning Mills
 Prasanna Cotton & Spinning Mills
 Veera Cotton & Spinners Limited
STATEMENT OF ACCOUNTING POLICIES:
GENERAL:
The financial statements are prepared on historical cost convention and in
accordance with generally accepted accounting practices.
FIXED ASSETS:
Fixed assets are stated at historical cost less accumulated depreciation.
INVESTMENTS:
Long term investment is stated at cost and income thereon accounted for an
accrual. Provision to wards decline in the value of long term investments is made only
when such decline id other than temporary.
Depreciation:
Deprecation is a written off in accordance with the provisions of schedule XIV
OF the companies act 1956 as follows:

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 Under straights-line method in respect of the assets of Spinning, power and

Textile divisions.
 Under written down value method on the assets of all other divisions of the
company.
Inventories:
Valuation of inventories is made as follows
 Raw material and finished goods at cost or net realizable value which ever is
lower.
 Work-in-progress at cost inclusive of direct production over heads.
 Stores and spares at cost.
 Electronic power at net releasable value.
Taxes on income:
A current tax is determined as per the provisions of income tax act 1961 in
respect of taxable income for the year ended.
Differed tax liability is recognized, subject to the consideration of prudence
on timing differences, being the difference between taxable incomes and accounting
that originate in one period and are capable of reversal in one or more subsequent
periods.
SEGEMENT REPORTING:
The accounting policies adopted for segment reporting are in line with the
accounting policies of the company with the following additional policies for segment
reporting.
Inter-segment revenue has been accounted for based on the market related
prices.
RETIREMENT BENEFITS:
The company makes regular monthly contribution to provident fund which are
deposited with the government and group term insurance is routed through L.I.C, and
are charged against the revenue. The company has taken group gradually scheme with
life insurance corporation of India. The premium on policy and the difference
between the amounts of gratuity paid on retirement and recovered from the life
insurance corporation of India debited to profit and loss account. Leave encashment is
accounted as and when the employees claimed and paid.

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PROPOSED DIVIDEND:
Provision is made in the account for the dividend payable (including of all tax
thereon) by the company as recommended by the board of directors, pending approval
of the shareholders at the annual general meeting.
FOREIGN CURRENCY TRANSACTIONS:
► Import of material /capital equipment is accounted at the rates at
which actual payments are effected
► The profit/loss arising out of foreign exchange transactions on sales of
goods are accounted on actual realization basis
► Foreign currency loans covered by forward contracts are stated at the
forward contracts rates while those not covered are calculated at year
end rate
Policy:
Quality is integral to everything at Idupulapadu. We adopt a holistic quality
assurance, system and in integrated system which covers the entire production
process. All lots are tested before giving to the mixing with high send machinery.
We believe quality is a continual process. With a focus clearly on delivering
quality products and services, we integrate to constantly innovate and excel. As a
result our clients are assured of top notch quality that is consistent across our product
range.
FOREIGN CURRENCY:
The company is also doing some exports directly and indirectly by doing
exports. The company is earning foreign currency.
The main motive is to provide jobs and giving support price to farmers and
earn foreign currency.
The company has successfully completed erection of 1,00,000
spindles and it is going to textile industry by putting weaving unit by using the
spinning product of yarn. If the company established weaving unit there is a
possibility of more jobs in the industry like weaving, dying, garments etc.

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Training Methods and the Activities for Which They are Used
Orienting Special Safety Creative Sales
new skills Educatio Technical Administratio
Employee, Training n and n
Introducing Professional Supervisory
Innovations Education and
in Products Managerial
and services Education
1 2 3 4 5
A. On-the-job Methods
Orientation training  -- -- -- --
job instruction training   -- -- --
Apprentice training   -- -- --
internships and _  --  
assistantships
job rotation  -- -- -- 
coaching _    
B. Off the job Methods vestibule   -- -- --

Lecture     
Special study     
Films     
Televisions     
Conference or Discussion  --   
Case Study _ -- -- -- 
Role Playing _ -- --  --
Simulation     --
Programmed instructions     --
Laboratory training _ --   --

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SWOT ANALYSIS OF THE COMPANY
STRENGTHS
 Very long experience in the field of producing and selling spinning yarns.
 Up-to-date technology and continuous up gradation.
 Optimum capacity utilization
 Dealer and farmer loyalty.
 Financially strong and firm.
 Niche Marketing
 Strong promotional attractive
 Widespread sales Minimum Labour problem
 Well-trained employees and good work culture.
WEAKNESS
 Neglecting study based on sales promotion of retail outlets.
 Marketing by intermediaries
 Poor availability of product.
 Import of major raw material
OPPORTUNITIES
 Increasing trend in using complex cotton areas.
 Large areas under each and oil seed crops
 Growling awareness and education among farmer’s community
 Modern farming practices

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 Government subsidy reduction on urea for facilitating the use of complex
cotton.
THREATS
 The heavy competition in cotton market.
 Frequent/subsequent changes in government policies.
 Shifting of demand from the company’s products to competitor’s DAP
 Huge consumption of urea cover complex that is offered at less or cost in the
market.
 Temperance of the Agricultural sector by the present government.
 Some of the recent awards and recognitions received by ICM TEXTILE

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THEORETICAL FRAME WORK

INTRODUCTION
After employees have been selected for various positions in organizations,
training them for the specific task to which they have been assigned assumed greater
importance. Training is an important task in many organizations. Just equipment
needs a breaking period; the new employee also needs a training period to adjust to
the new environment.
Before we go further, it is essential that are define some terms used about
training & development of our common understanding.
The H.R. management function includes variety of activities and key among
them is deciding what staffing needs to have & whether to use independent
contractors or to hire employees ensuring that they are high performers, dealing with
performance issues, and ensuring personnel management practices confirm to various
regulations.
Human resources can be viewed as a sum of attitudes, commitments,
values and the like of the people of an organization. Development is the acquisition of
capabilities that are needed to do the present job, or the future expected job,
Development of human resources, in order to contribute to the well being of the
employees, organizations, and society. Human resources development includes the
broader range of duties to develop personnel inside the organizations, including career
development, training, organization development etc.
TRAINING AND DEVELOPMENT:
It is any attempt to improve current or future employee performance by
increasing an employee’s ability to perform through learning, usually by changing the
employee’s attitudes or increasing his or her skills& knowledge.
The need for training& development is determined by the employee’s
performance deficiency, which as computed as follows.
Training and development need =standard performance-actual performance.
Since huge sums of money of spent on training and development how far has
been useful must be determined very carefully. Successful candidates placed on jobs
need training to perform their duties effectively. Workers must be trained to operate
machines, reduce scrap and avoid accidents. It is not only the workers who need the
training but also supervisors, managers and executives also need to be developed in
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order to enable them to grow and acquire maturity of thought and action. Training and
development constitute an ongoing process in any organization.
NATURE OF TRAINING & DEVELOPMENT:
In simple terms, training and development refers to the imparting of specific
skills, abilities and knowledge to an employee. Any training and development
program must contain inputs which enable the participants to gain skills, learn
theoretical concepts &help acquire vision to look into the distant future.
Growth renders stability to the work force. Further, trained employees tend to
stay with the organization. They seldom leave the company. Training makes the
employees versatile in operations. All rounder’s can be transferred to any job.
Flexibility is therefore ensured. Training becomes almost essential when managers or
acquisitions take place.
Training and development leads to improved profitability and more positive
attitudes towards profit orientation. It improves morale of work force, fosters
authenticity, openness & trust. It also improves relationship between boss and
subordinate. It also aids in organizational development helps to create a better
corporate image. Training and development imparts the basic knowledge and skill to
the entrants and enable them to perform their jobs well. It also enables the employees
to face higher level tasks and buildup a second line of competent managers.
MEANING AND DEFINITION OF TRAINING:
Training is an art or process of increasing the knowledge and skills of an
employee for doing a specific job. It helps the trainees acquire new skills, technical
knowledge, problem solving ability etc…., it also gives an awareness of the rules and
procedures to guide their behavior thereby improving the performance of employees
on present job and prepares them for taking up new assignments in future.
“Training is the organized procedure by which people learn knowledge or
skills for definite purpose.”
According to DALE.S.BEACH
“The act of increasing the knowledge and skill of an employee for doing a
particular job
According to EDWIN.B.FLIP,

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DEVELOPMENT:
Development is a long term educational process utilizing a systematic and
organized procedure by which trainees can learn conceptual and theoretical
knowledge for general purpose.
Development is future oriented training focused on growth of the employee.
DISTINCTION BETWEEN TRAINING AND DEVELOPMENT:
s.no Training Development
1 Short term process Long term process
2 Systematic and organized procedure
Systematic and organized procedure by
by which non managerial personnel
which managerial personnel learn
learn technical knowledge and conceptual theoretical knowledge for
skills. general purpose.
3 Training tries to improve a specific
Development aims at improving the
skill relating to a particular job.
total personality of the individual.
4 Training seeks to meet the current
It is future oriented training, focusing
requirements of the individuals.on the personal growth of the
employee.
5 Training is only to instruct in It refers to psychological and
technical and mechanical theoretical concepts.
operations.
OBJECTIVES OF TRAINING:
The training objectives are laid down keeping in view the company’s goals and
objectives.
 To impart the basic knowledge and skill to the new entrants and enable them
to perform their jobs well.
 To equip the employee to meet the changing requirements of the job and the
organization.
 To teach the employees the new techniques and ways of performing the job or
operations.
 To prepare employees for higher level tasks and build up a se3cond line of
competent managers.
 To bridge the gap between what the employee has and what the job demands.
 To improve the employee performance.
 To update the knowledge and skills of the employee.
 To motivate and there by retain the employees for longer times.

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PROCESS OF TRAINING AND DEVELOPMENT

TRAINING PROCESS:
A training plan essentially involves seven steps as follows:
1. Determining training needs
2. Establishing training policies
3. Setting goals and objectives of training
4. Preparing the training budget
5. Deciding about the training venue
6. Deciding the methods and techniques to be developed in training
7. Determining methods of evaluating training
1) Determining training needs:

The first step in training is to determining what training, if any, is required.
The main task in assessing the training needs of the new employees is to determine
what the job entails and to break it down into subtasks, each of which is then taught to
the new employee. Assessing the training needs of the current employees can be more

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complex. Since there is an added task to decide whether or not training is the solution.
According to Thayer & McGee Model training needs can be identified through the
following types of analysis:
Organizational analysis: It involves a study of entire organization in terms of its
objective, it resources, resource allocation and utilization, growth potential and its
environment. Its purpose is to determine where training emphasis should be placed
within the organization. Organizational analysis consists of the following.
i. Analysis of objectives:
This is a study of short term and long term Objectives and the strategies
followed at various levels to meet these objectives. General objectives need to be
translated into specific and operational targets. It is also necessary to continuously
review and revise the objectives in the lighting of the changing environment.
ii. Resource utilization analysis:
How the various organizational resources viz. financial, physical and human are
put to use is the main focus of this analysis. The contributions of various departments
are also examined by establishing efficiency includes for each unit. These indices will
help to determine the adequacy of specific work flows as well as contribution of
human resources.
iii. Environmental scanning:
In this analysis, the economic, social, political and technological environment of
the organization is examined. This is necessary to identify the environmental factors
which the organization can influence and the factors which it cannot control.
iv. Organizational climate analysis:
The climate of an organization reflects the employees’ attitudes. It also represents
the managements’ attitude towards the employee development. Without adequate
management support and appropriate supervisory styles, a training programme cannot
be successful. Analysis of organizational climate can reveal its strengths and
weaknesses also.
v. Task or role analysis:
Task analysis is used to determine the training needs of employees who are new to
their jobs. Particularly with lower level workers, it is common to hire inexperienced
personnel and trained them. Here the aim is to develop the skills and the knowledge
required for effective performance and so the training is usually based on task

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analysis. This is a detailed study of the job to determine what specific skills, the job
requires. Job description and job specification are helpful here. These list the job’s
specific duties and skills and provide the basic reference point in determining the
training required for performing the job.
vi. Manpower analysis:
In manpower analysis, the persons to be trained and the changes required in the
knowledge, skills and attitudes of an employee are determined. There are three issues
to resolve in the analysis:
 Whether the performance is satisfactory and training is required.
 Whether the employee is capable of being trained and the specific areas in
which training is needed.
 Whether the training will improve the employee’s performance on the job.
Other options of training such as modifications in the job or process should
also be looked into. Personnel observation, performance reviews, supervisory reports,
diagnostic tests help in collecting the required information and select particular
training options that try to improve the performance of individual workers.
It needs to be emphasized that all training must be directed towards the
satisfaction or group of employees or for individuals.
2) Establishing training policies:
Company’s policies play a vital role in the formulation and designing of a
training programme. Every organization should have a well established training
policy. Such a policy represents the top managers’ responsibility for training of its
employees and comprises rules and procedures governing the standard and scope of
training and development.
3) Setting Goals and Objectives of Training:
Once specific training needs have been determined and policies relating
thereto established, a stage comes for setting goals and objectives of training for
filling these needs. Broadly speaking, the immediate objectives of training are help to
an employee to improve performance on his present job. Long range objectives are to
guide the qualified man in preparation for positions involving greater responsibilities.
Major Types of Goals and Objectives.
Major types of goals and objectives of training include:
Organizational objectives:
Mainly concerned with efficiency in organizational working and
outputs such as enhanced sales, reduced costs and improved productivity.

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Performance objectives:
Relate to individual performance in terms of both efficiency and
quality, organization’s effecti9ve performance within allocated funds also keeping in
view the fulfillment of corporate objectives and amount of benefits derived.
Instructional objectives:
Pertain to the trainees’ grasp and applicability of the lessons or
instructions as received during the learning process, which can generally be evaluated
at the end of the training programme by some sort of objective sets.
Reaction objectives:
These are primarily subjective in nature. Participants being very much
alive to the learning situation give expression to their feelings and come out with
reaction about the training programmes. This helps improving programme content and
instructional methods.
Personnel Growth objectives:
Indicative of stimulating feelings of self confidences, self competence, self
image and other aspects of self realization.
4) Preparing Training Budget:
Preparation of training budget is specially concerned with the allocation of
funds to be provided for the training for carrying out the training activities as
envisaged in the plan.
5) Deciding about the Training Venue:
The decision about the training venue depends invariably on the type of
training to be given. For in company and on the job training, the venue naturally is the
plant itself. In the case of-off-the job training and training through external sources,
the venue has to be somewhat away from trainees’ working environments. The venue
of the training will be the place where the outside agency is located.
6) Deciding about the Methods and Techniques to be deployed in Training:
Broadly speaking, the training methods and techniques vary from unorganized
from working colleagues to more systematic method of instruction through
programmed texts. No wonder, training may range from highly specified instructions
in the procedures to be adopted while performing a particular job, to very general
instructions concerning economy and society. Factors that generally matter in the
selection or choice of a particular method or technique for training are:

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 Depth of knowledge, nature of the skills called for in particular jobs to be filled.
 Background of the trainees for assessing their capabilities and potential and
ascertaining their aptitudes.
 Various kinds of operative problems confronted by the organization or for
achievement of any other specific organization objectives which compel them to
bring in use particular methods and techniques.
 Consideration of facilities by way of cost, time, material, equipments etc. as
available for particular training and particular situation.
 Number of persons to be trained and developed.
The essential steps in the executive development programme are as follows:
1. Analysis of development needs
The first step in the executive development programme is a close and critical
examination of the present and future development needs of the organization, it
should be clear as to how many and what type of managers are required to meet the
present and future requirements. A critical analysis of the organizational structure in
the light of the future plans will reveal what organizational needs in terms of
departments, functions and key executive positions to know the type of the
knowledge, skills, training and experience required for each position.
2. Appraisal of present managerial talent
After ascertaining the needs of the development, the management should apprise
the talent of its present staff by comparing the actual performance with the standard
performance. How to develop a person can be judged only by evaluating his
performance on various occasions in performing his managerial duties.
3. Inventory of executive man
An inventory of qualified executive personnel should be prepared to have
complete information about each executive in each position. For each member of
executive team, a card is prepared listing such data as name, age, length of service,
education, work experience, health record, psychological tests, results and
performance appraisal data etc. the selection of the individuals for a management
development programme is made on the basis of the kind of background they possess.

MBA Programme
1. Individual development programme
On the basis of the performance appraisal of each executive, the chief executive
should identify his strengths and weaknesses. Based on this information, special
programmes for development of executives may be chalked out.
1. Establishment of training and development programme
The human resource should prepare comprehensive and well conceived
programmes. Accordingly, as for as possible, a systematic procedure should be
introduced for the development of executives. Crash programmes may be used for the
purpose which includes development programmes in the field of human relations,
creativity, leadership capacity etc.
2. Establishment of development programme
After completion of development programme, its evaluation should be made, to
see whether the objectives of the programme have been achieved or not and if any,
deficiency if any should be rectified. Programme evaluation will reveal the relevance
of the development programmes and the changes that should be made to take these
more useful to the organizations. General results of the development programmes can
be measured in the long run. But some specific results may be assessed during the
short run.
DESIGNING A TRAINING PROGRAMME:
Once training objectives and policy are decided, an appropriate training
programme can be designed and conducted. The training programme will consist of
the following steps:
1. Responsibility for training:
To be effective, a training programme must be properly organized. Training is
quite a strenuous task which cannot be undertaken by a single department. The
responsibility for training may be shared among the following:
i. The top management:
Should frame and authorize the basic training policy, review and approve the
training plans and programmes and approve training budgets.
ii. The personnel department:
Should plan, establish and evaluate instructional programmes.
iii. The line supervisor:
Should implement and apply the various developmental plans.

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iv. The employees:
Should provide feedback, revision and suggestions for improvements in the
programme.
2. Selection and motivation of trainees:
Proper selection of trainees is of great importance to obtain permanent and gainful
results. It is necessary to decide who are to be trained-new or old employees,
unskilled or semi-skilled workers, supervisors or executives. Selection of candidates
for training should be made only after careful screening of the prospective employees
for the effectiveness of the programme. It is also necessary to create a desire for
learning. The employees will interest in training if they believe that it will be benefit
them personally.
A trainee should be given proper background information before he starts learning
new job skills and gets knowledge. The trainer should explain to the trainee the
importance of the job, its relationship with the workflow and the importance of
learning. The trainer should not forget the newness of the trainee to the training
programme.
3. Preparation of trainer:
The success of the training programme depends upon the trainer or the instructor.
Trainer must be well qualified and may be obtained from within or outside the
organization. It should be decided before hand what is to be taught and how. He
should be able to divide the job into logical parts so that he may teach one part at a
time without losing his perspective of the whole.
4. Training material:
Training material may include study notes, case studies, pamphlets, charts,
brochures, manuals, movie slides etc. the material may prepared in the training
section with the help of supervisors. The written material should be distributed among
the trainees so that they may come prepared in the lecture class and May able to
understand the operation quickly and remove their doubts.
5. Training period:
The length of the training period depends upon the skill of the trainees, purpose of
the training, trainees’ learning capacity and the training media used. The time of
training, whether before or after or during the working hours, should be decided by

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the personnel manager taking in view the loss of production and benefits to be
achieved by training.
6. Performance tryout:
The training is asked to do the job several times slowly. His mistakes are
corrected and if necessary the complicated steps are explained again. As soon as the
trainee demonstrates that he can do the job rightly he is put on his own and training is
over.
7. Follow up:
In this step, the effectiveness of the training programme is assessed. The
feedback generated through follow up will help to reveal weakness or errors, if any.
The supervisor should have a constant vigil on the person and his performance. If he
is still facing any difficulty on the job, he must be given full guidance by the
immediate supervisor and should be initiated to ask questions to remove the doubts.
If necessary, instruction may be repeated until the trainee learns whatever has been
taught to him. Follow up action reinforces the learning process. It also helps in
designing future training programmes.
Areas of training:
Training enhances the overall performance of an organization in various ways.
Training imparted in one area can benefit the organization in several areas.
Company policies and procedures:
This is a part of the induction of new employee. The objective is to oriental

new employees with the set of rules, procedures, management, organizational
structure, environment and products which the firm deals with.
a)Skill based training:
Employee should provide training to match the skill of the job they perform.
Such training helps in improving the employees job effectiveness, skill based training
should also be imparted to enable the employees adapt to technological changes.
b)Human relations training:
Human resource training is essential to improve the employee’s skills in the

areas of self learning, inter personal skills, group dynamics, perception, leadership,
styles, motivation, disciplinary procedures and grievance redress.

MBA Programme
c)Problem solving training:
Every employee encounters problems in the course of his work in an

organization. These can range from operational problems to major decision making
problems. Training in problem solving skills equips an employee to deal successfully
with such problems.
Benefits of training:
1.Increased job satisfaction and morale among managers.
2.Increased employee motivation.
3.Increased efficiencies in process, resulting in financial gain.
4Increased capacity to adopt new technologies and methods.
5.Increased innovation in strategies and products.
6.Reduced employee turnover.

MBA Programme
METHODS OF TRAINING AND DEVELOPMENT

EMPLOYEE TRAINING METHODS
On-the-job training
Job Coaching Job rotation Committee

instruction assignments
Off-the-job
training
Classroom Programmer
lectures Simulation instruction
exercise Computer
modeling
Vestibule
Role training
plays

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ON-THE-JOB-TRAINING (OJT):
On the job training is conducted at the work site and in the content of the job.
The major advantage of this method is it is the most effective method as the trainee
learns by experience, making him highly competent. This is suitable for all levels of
employees- workers, supervisors and executives. This method is also called learning
by doing method.
Some of the job training methods are job instruction training, coaching, job
rotation, committee assignments.
Job instruction training:
In this method of training the trainee is given instruction by the trainee while
performing the job on the site and any doubts of the trainee are cleared immediately.
Normally a trainer/ supervisor/ co-worker act as the instructor. Demonstration by the
trainer and repeated practice by the trainee, help the trainee to master the job.
However the trainer should be available to clear his doubts and help them when ever
required.
Coaching:
The trainee is placed under a particular supervisor, who acts as a coach in

training the individual. The coach guides, supervises and gives the trainee necessary
feedback about his performance and offers suggestions for improvement.
Job Rotation:
Under this method the trainee moves from one job to another. This
trainee receives job knowledge and gain experience from his supervisor or trainer in
each of the different job assignments. This method of training is common in training
managers for management positions. Trainees can also be rotated from a job to job in
workshop jobs. This method gives an opportunity to the trainee to understand the
problems of employees on other jobs and respect them.
OFF-THE-JOB-TRAINING:
These methods are designed and intended to impart training by supplying
required knowledge and skills to the employee’s way from the job and work places.
The various techniques of off-the-job training are classroom lectures,
simulation exercise, programmed instructions, etc,

MBA Programme
Case study:
In this method, a real life problem encountered in the organization is presented
to the trainees in the form of a case study. They will be asked to analyses the case and
present their views and recommendations for solving the problem. Case study can
provide excellent opportunities for individuals to defend their analytical and
judgmental abilities.
Role playing:
Role playing is described as a method of human interactions involving
realistic behavior in imaginary situation. This method generally focuses on emotional
issues rather than actual ones. This method helps in improving the communication,
people- management and relationship- managerial skills of the trainees.
Simulation exercise:
In this method the trainee is exposed to an artificial work situation that closely
resembles the actual work situation. The simulation exercises are case studies,
computer modeling and role playing etc.
Computer modeling:
It is a technique where by the dimensions of the job are programmed in to a
computer working with the computer working with the computer model allows direct
learning to take place. In this method the trainee gains real time experience by
working on computer.
Programmed instructions:
In this method of training the trainee is given a series of questions after he
studies the relevant material required for accomplishment of the job.
TRAINING AND DEVELOPMENT

The term training has been traditionally used to describe the acquisition of
technical knowledge and skills. Management development refers to the methods and
activities designed to improve the skills of managers or prospective managers.
Management development activities mainly focus on a broad range of skills
while training programs concentrate on a limited number of technical skills. For ex:
training program for a software developer involves enhancing their technical skills,
where as a development program would involve in wide variety of interpersonal skills
and managerial skills, like planning, organizing, leading, communication, motivating
and decision making.

MBA Programme
Management development
Management development is a systematic and continuous process of
improving the performance and potential of managers. It helps in the managerial skills
and people management skills of managers. Management development is a key
component of the organization is efforts to prepare its employees to successfully
handle new challenges.
On-the-job- development methods
Management development methods which help employees to improve their
skills in actual work environment during the course of their work are termed as on-
the-job- development methods. The methods are coaching, job rotation, under study
assignments and multiple management.
Coaching:
Coaching involves one manager playing an active role in guiding another
manager. The coach observes, analysis, attempts to improve the performance of the
trainee. The coach gives guidance in the form of direction, advice, criticism and
suggestions. It provides guidance to the employees or all job related areas.
Job Rotation:
Job rotation involves movement or transfer of executives from one position or
job to another on some planned basis. The persons are moved from one managerial
position to another. This method facilitates interdepartmental co-operation and co-
ordination.
Understudy assignments:
The understudy assignments involve a discussion of both daily operating
problems and long term strategic issues with the senior manager. The trainee manager
learns the managerial skills required for that position. The trainee manager can take
up responsibilities of the senior manager either temporarily or permanently,
depending on the organization needs.
Multiple Management:
Multiple management technique is also called “junior- board of executive
system”. Under this system a junior board of young executives is constituted. Major
problems area analyzed in the junior board which makes recommendations to the
board of directors. The young executives learn decision making skills and the board of
directors receives wisdom of the executive team.

MBA Programme
Project assignments:
Under this method a number of trainee executive are put together to work on a
project directly to their functional area. The group called “project tem” will study the
problems and find appropriate solutions. For instance accounts officers may be
assigned the task of designing and developing an effective budgetary control system.
By working on this project, the trainees learn work procedures and techniques of
budgeting. This is flexible training device due to temporary nature of assignments.
Off-the-job development methods

Off-the-job training means training is not a part of every day job activity. In
these methods the executives have to leave their work place or office and devote their
entire time to the development objective.
Simulation exercise:
Simulations are widely used by the management development. The popularly
used simulation exercises are case studies, business games, role plays, the incident
method and the in-basket method.
Case study:
Case study method is an excellent medium for developing analytical skill.
Under this method a real or hypothetical business problems or situations demanding
solution is presented in writing to trainees. The trainees are required to identify and
analyze the problems, suggest and evaluate alternative coerces of action and choose
the most appropriate solution. By this method the trainees become aware of
managerial concepts and their application to specific situation.
Business games:
In this method the trainees are divided into different groups or teams. They
play the roles of competing firm in a simulated market. In this each team studies,
discuss and arrives at decisions regarding production, advertising, pricing etc. this
method improves interaction and co-operation among the participants.
Role playing:
In this method, participants enact roles to solve problems that are common
in real life situation. Role playing helps to participant to gain better understanding of
people and business situations. It helps to improve human relation skills through
direct experience and practice.

MBA Programme
Incident method
In this method incidents are prepared on the basis of actual situations which
happened in various organizations. Each employee in the training group is asked to
study the incident and to make short-term decision in the role of a person who has a
cope with the incident in actual situation. Later the group studies and discusses the
incident and takes decisions relating to incident based on group interaction and
decision taken by each member. This method aims to develop the trainees in the areas
of intellectual ability, practical judgment and social awareness.
In basket method:
in this method each trainee provided with basket or tray of papers and files
related to his functional area. He is expected to carefully study these and make his
own recommendations on the problem situation. Later the recommendations or
observations of different trainees are compared and conclusions are arrived at. These
are put down in the form of report. For this purpose, such teaching methods, role
playing methods are used.
Sensitivity training
This is method of changing individual behavior through unstructured group
interactions. The main objective of training is to develop among the group members
an understanding of themselves and their relationship with others.
In this method a group of 10-15 employees assemble in an unstructured
manner. A major limitation of sensitivity training is that it does not directly deal with
business and financial goals. It also results in lot of emotional involvement by trainee:
it may result in psychological strain or disturbances. Hence it requires an experienced
trainer, preferably psychologist.
Conference:
A meeting of people to discuss a topic of common interest is referred to as a
conference. The conference leader plays a key role in this method of management
development.
Lectures
A lecture is a simplest technique of presenting and explaining a series of facts,
principles and concepts. The lecture organizes the relevant information and presents it
to the trainees in the form of lecture. It helps the managers to acquire knowledge and
develop their conceptual and analytical skills. These are direct means of
communication and can be used effectively for a large number of people.

MBA Programme
DATA ANALYSIS & INTERPRETATION
1. How long been you are working in ICM ltd.?

TABLE-1
Response No. of Respondents % of Respondents
less than 1year 10 10
1-3 years 30 30
3-5 years 45 45
Above 5 years 15 15
TOTAL 100 100
GRAPH-1
45
45
40
35 30
30
25
20 15
15 10
10
5
0
less than 1 yr 1-3 yrs 3-5 yrs above 5 yrs
INTERPRETATION: The above table shows that 45% of Respondents have

been working since 3-5 years. Remaining 30% of Respondents are working
from 1-3 years. It is to be concluded that majority of the respondents have been
working from 3-5 years.

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2. Do you agree that annual plan is focused on Training Needs identified by the
ICM ltd.?
TABLE-2
Strongly agree 45 45
Agree 30 30
disagree 15 15
Strongly disagree 10 10
TOTAL 100 100
GRAPH-2
45
45
40
30
35
30
25
15
20
10
15
10
5
0
Strongly Agree Agree Disagree Strongly
Disagree
INTERPRETAION: The above table show that 45% of Respondents who

expressed strongly agree towards the Annual plan is focused on Training needs
identified by the company. Remaining 30% expressed Agree regarding the
above statement. It is to be concluded that majority of the respondents satisfied
with annual plans prepared by the Head Department.

MBA Programme
3. To whom your organizations provide training?
TABLE-3
Response No. of Respondents % of
Respondents
existing employees 25 25
New employees 30 30
Both 45 45
TOTAL 100 100
GRAPH-3
45
45
40
30
35
25
30
25
20
15
10
0
existing employees new employees both
INTERPRETATION: The above table shows that 45% of the respondents

agree that their organization provide training to both new and existing
employees. Remaining 30% agree that their organization provide to only new
employees. It is to be concluded that majority of the respondents believe that
the training program was given to both new and existing employees.

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4. How often is the training programme conducted?

TABLE-4
Respondents
Fortnightly 10 10
Monthly 45 45
Quarterly 30 30
Half yearly 15 15
TOTAL 100 100
GRAPH-4
45
45
40
30
35
30
25
15
20
10
15
10
5
0
Fortnightly Monthly Quarterly Half yearly
INTERPRETATION: The above table shows that 45% of Respondents

believe that the training classes have been conducting monthly once.
Remaining 30% expressed Agree that classes are conducting quarterly per year.
It is to be concluded that majority of the respondents obey that the training
classes are been conducting monthly wise.

MBA Programme
5. Do you think that the Training programme will help you in improving your
knowledge for higher position?
TABLE-5
Respondents
Agree 30 30
disagree 15 15
TOTAL 100 100
GRAPH-5
45
45
40
30
35
30
25
15
20
10
15
10
5
0
Strongly Agree Agree Disagree Strongly Disagree

strongly agree that Training program will help them in improving their
knowledge for higher jobs. Remaining 30% expressed only Agree for
improving their knowledge. It is to be concluded that majority of the
respondents obey that the training program will help them to improve their
knowledge.

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6. What are the training methods followed by the ICM ltd.?

TABLE-6
Respondents
On-the-job 25 25
Off-the-job 30 30
Both 45 45
TOTAL 100 100
GRAPH-6
45
45
40
30
35
25
30
25
20
15
10
5
0
on-the-job off-the-job both

believe that the training classes have been conducting by using the both
methods i.e. on-the-job and off-the-job . Remaining 30% expressed Agree that
classes are conducting by using only off-the-job method. It is to be concluded
that majority of the respondents obey that the training classes are been
conducting by using both on-the-job and off-the-job.

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7. What are the on-the job methods used in training programme?

TABLE-7
Respondents
Job rotation 5 5
Coaching 45 45
Job instruction 10 10
Committee assignment 10 10
All of the above 30 30
TOTAL 100 100
GRAPH-7
45
45
40
35 30
30
25
20
10 10
15
5
10
5
0
job rotation coaching job committee all of the
instruction assignment above

agree that the coaching method is used in on-the-job method. Remaining 30%
expressed agree that all the above on-the-job methods. It is to be concluded that
majority of the respondents obey that coaching method is used as on-the-job
method in training classes.

MBA Programme
8. What are the off- the- job methods used in training programme?
TABLE-8
Role playing 5 5
Lecture method 10 10
Conference 10 10
Programmed instruction 30 30
All of the above 45 45
TOTAL 100 100
GRAPH-8
% of respondents
50
45
45
40
35
30
30
25
20
15
10 10
10
5
5
0
Role playing Lecture method Conference Programmed All of the above
instruction

believe that the all the off-the-job methods are used in training classes.
Remaining 30% expressed Agree that training classes are conducted by using
programmed instruction. It is to be concluded that majority of the respondents
obey that the training classes are been conducting by using all off-the-job
methods.

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9. What are the sources of trainers?
TABLE-9
Respondents
External faculty 45 45
Internal faculty 30 30
Both 25 25
TOTAL 100 100
GRAPH-9
45
45
40
30
35
25
30
25
20
15
10
5
0
external faculty internal faculty both

believe that the training classes have been conducting monthly with the help of
external faculty. Remaining 30% expressed Agree that classes are conducting
by using internal faculty. It is to be concluded that majority of the respondents
obey that the training classes are been conducting with the help of external
faculty.

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10. Your opinion on supply of reading material during training programme?
TABLE-10
Respondents
15 15
Excellent
30 30
Very good
45 45
Good
10 10
Average
TOTAL 100 100
GRAPH-10
45
45
40
35 30
30
25
20 15
15 10
10
0
excellent very good good average

obeyed that the training material is good for them. Remaining 30% expressed
Agree that the training material is very good for them. It is to be concluded that
majority of the respondents obey that the training material is not up to their
satisfaction.

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11. What is the technique used in the training classes?
TABLE-11
10 10
Lectures
15 15
Demonstrations
45 45
Coaching
30 30
All of the above
TOTAL 100 100
GRAPH-11
45
45
40
35 30
30
25
20 15
10
15
10
5
0
lectures demonstration coaching all of the above

believe that the training classes have been conducting by using coaching
technique. Remaining 30% expressed Agree that classes are conducting by
using different techniques. It is to be concluded that majority of the
respondents obey that the training classes are been conducting by using
coaching technique.

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12. How do you feel about training Environment?

TABLE-12
Respondents
15 15
Excellent
30 30
Very good
45 45
Good
10 10
Average
TOTAL 100 100
GRAPH-12
45
45
40
30
35
30
25
15
20
10
15
10
5
0
excellent very good good average

believe that the training environment. Remaining 30% expressed Agree that
training environment feels average. It is to be concluded that majority of the
respondents obey that the training environment feels good for them.

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13. Which aspect troubled you very much while training period?
TABLE-13
Respondents
30 30
Communication
15 15
Timing problem
45 45
Lack of coordination
10 10
All of the above
TOTAL 100 100
GRAPH-13
45
45
40
35 30
30
25
20 15
10
15
10
5
0
communication Timing problem lack of all of the above
coordination

believe that they face the problem of lack of coordination. Remaining 30%
faces the problem of bad communication. It is to be concluded that majority of
the respondents obey that they face the problem of lack of coordination while
training classes.

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14. Is there any feedback collected after the training programme?
TABLE-14
Yes 75 75
No 25 25
Total 100 100
GRAPH-14
75
80
70
60
50
40 25
30
20
10
0
YES NO
INTERPRETATION: The above table shows that 75% of Respondents say

yes for getting the feedback after the training program. Remaining 25% said no
for getting the feedback. It is to be concluded that majority of the respondents
obey that they receive the feedback after training program.

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15. Do you agree that the training helps to do your job more effectively?
TABLE-15
Agree 30 30
disagree 15 15
TOTAL 100 100
GRAPH-15
45
45
40
30
35
30
25
15
20
10
15
10
5
0
Strongly Agree Agree Disagree Strongly Disagree
INTERPRETATION: The above table show that 40% of Respondents who

expressed agree towards the Performance Appraisal is focused on Training
needs identified by the company. Remaining 33%expressed strongly agree
regarding the above statement. It is to be concluded that majority of the
respondents satisfied with Training needs by the company.

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16. Do you agree that training helps to acquire knowledge?

TABLE-16
Respondents
Agree 30 30
disagree 13 13
TOTAL 100 100
GRAPH-16
60
50
50
40
30
30
20
13
10 7
0
Strongly agree Agree Disagree Strongly disagree

expressed agree towards Training is focused on Training needs identified by
the company. Remaining 30% expressed strongly agree regarding the above
statement. It is to be concluded that majority of the respondents satisfied with
Training needs by the Company to acquire Knowledge.

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17. Do you agree that the training is not necessary to improve your skills?
TABLE-17
Agree 10 10
disagree 44 44
TOTAL 100 100
GRAPH-17
50
44
45
40
35 33
30
25
20
15 13
10
10
5
0

expressed strongly disagree towards Training is not necessary to improve their
skills. Remaining 33% expressed strongly agree regarding the above statement.
It is to be concluded that majority of the respondents satisfied with Training
needs helps them to improve their skills.

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18. Will you agree that training helps you to increase the productivity?
TABLE-18
Agree 13 13
disagree 47 47
TOTAL 100 100
GRAPH-18
50 47
45
40
35
30
30
25
20
15 13
10
10
5
0
INTERPRETATION: The above table express that 47% of Respondents

who expressed disagree towards won't helps to increase the productivity.
Remaining 30% strongly disagree regarding the above statement. It is to be
concluded that majority of the Respondents are agree that the training helps
you to increase the productivity.

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19. Are you implementing the innovative ideas, techniques you have learnt in
training programme in your job?
TABLE-19
Yes 75 75
No 25 25
Total 100 100
GRAPH-19
75
80
70
60
50
25
40
30
20
10
0
YES NO

say yes to implement innovative ideas, techniques. Remaining 25% say no for
implementing innovative ideas, techniques. It is to be concluded that majority
of the respondents agree that there is a chance to implement innovative ideas,
techniques after training program.

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20. Do you think that training for employees of all departments helps to have
healthy Industrial Relations.?
TABLE-20
Agree 57 57
Disagree 13 13
TOTAL 100 100
GRAPH-20
57
60
50
40
30 20
20 13
10
10
0
strongly agree agree disagree strrongly disagree
INTERPRETATION: The above table evident that 57% of Respondents

who expressed agree towards the training for employees of all departments
helps to have healthy IR. Remaining 20% strongly disagree regarding the
above statements. It is to be concluded that majority of the respondents are
agree that the training for employees of all departments helps to have healthy
IR.

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FINDINGS
 Most of the workers are from over and above 5 years and very less are
recently joined.
 The organization promote training programmes for employees.
 The training programme will be conducted for the most of the employees
when they are joined.
 The training programme became compulsory for every employee for
improving their skills and knowledge
 80% of the respondents have been attend for the job training.
 The training programme conducted by the involvement of HR and other
related professionals
 Training programme facilitates the employees to improve their performance
time to time
 More improvement is observed in employees performance after attending the
training programme
 Yes there are training councils or committies in the organization
 Feedback of any training programme is compulsory objective of the company
 84 % of the employees responded that the training programme is useful at the
job
 The training is essential for improve the skills and knowledge of the
employees
 On the basis of performance most of the employees are promoted for higher
position
 Yes most of the employees are satisfied by the training programme facility
provided by the company.

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SUGGESTIONS
 At the present the company giving training for new employees only. It is better to
consider all the employees to provide proper training to improve their capabilities
and skills time to time to get their work efficiency.
 Training is given to the employees not only to the present requirements but also
the future requirements.
 It is suggested to the company conduct more training sessions for employees

improve their skills and talent.
 It is suggested to the company to include practical training method like role play,
committee assignments in order to improve interpersonal skills of the employees.
 The company may be suggested to under taken off- the- job training like vistible
training, ,lecture method to certain areas along with on-the-job training and also
improve the industrial relations.
 Training period should be measurable with timing of trainee arranged as for the
convinced of trainee with regular intervals.
 As the company follows employees are promoted for higher levels by considering
employees performance and seniority. This procedure has to be implemented for
all levels of the employees.

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CONCLUSION
After the findings have been enumerated the following conclusions have been
drawn. By these findings we can say that Idupulapadu cotton mills pvt.ltd. is
definitely providing better training process. But in some areas it cannot satisfy
employees and their needs. Managers should concentrate and work on those areas
which the employees as assets of the company. So employer should always interact
with the employees.

MBA Programme
ANNEXURE
Name
1. How long have you been working in this organization?

a) Less than 1year b) 1-3 years
c) 3-5 years d) Above 5 years
2. Do you agree that annual plan is focused on Training Needs identified by the
Company?
a) Strongly agree b) Agree
c) Disagree d) Strongly Disagree
3. To whom your organization provides training?
a) Present employees b) new Employees c) Both
4. How often is the training programme conducted?
a) Fortnightly b) Monthly
c) Quarterly d) half yearly
5. Do you think that the Training programme will help you in improving your
knowledge for higher jobs?
c) Neutral d) Disagree
6. What are the training methods followed by the organization?
a) On-the-job b) Off- the- job c) Both
7. What are the on-the job methods used in training programme?
a) Job Rotation b) Coaching
c) Job instruction d) Committee assignment
e) All of the above
8. What are the off- the- job methods used in training programme?
a) Role playing b) lecture method
c) Conference d) programmed instruction
e) All of the above
9. What are the sources of trainers?
a) External faculty b) Internal faculty c) Both

MBA Programme
10. Your opinion on supply of reading material during training programe?

a) Excellent b) very good
c) Good d) average
11. What is the technique used in the training classes?
a) Lectures b) demonstrations
c) Coaching d) all of the above

12. How do you feel about training Environment?
a) Excellent b) Very good
c) Good d) Average
13. Which aspect troubled you very much while training period?
a) Communication b) timing problem
c) Lack of coordination d) all of the above

14. Is there any feedback collected after the training programme?
a) Yes b) No
15. Do you agree that the training helps to do your job more effectively?
16. Do you agree that training helps to acquire knowledge?
17. Do you agree that the training is not necessary to improve your skills?
18. Will you agree that training helps you to increase the productivity?
19. Are you implementing the innovative ideas, techniques you have learnt in
training programme in your job?
a) Yes b) no c) some extent
20. Do you think that training for employees of all departments helps to have
healthy Industrial Relations.?
21. Suggestions if any improvement of training and development
programs_

MBA Programme
BIBLIOGRAPHY
Authors
Referred Books :
Human Resource Management And P. Subba Rao

Industrial Relations
Human Resource and Personnel

Aswathappa
Management
Performance Management and Appraisal Davendra Sharma
Performance Management System A.M. Sarma
Research Methodology Ch. Kotari
Websites:
www.humanresource.com
www.icmtex.com

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A STUDY ON TRAINING AND DEVELOPMENT

Project guide Head of the Department

I hereby declare that the project work entitled “A STUDY ON

Devarasetty Seetha maha lakshmi

Principal, Narasaraopeta Engineering College (Autonomous), for permitting me to do my

I express my sincere gratitude to Dr. S. Venkata Ramana, M.B.A, M.Phil, Ph.D.,

Devarasetty Seetha maha lakshmi

CHAPTER NONAME OF THE CHAPTER PAGE NO

 NEED OF THE STUDY

 OBJECTIVES OF THE STUDY

CHAPTER – 2 INDUSTRY PROFILE 09-31

CHAPTER – 3 THEORETICAL FRAMEWORKS 32-49

CHAPTER – 4 DATA ANALYSIS 50-69

CHAPTER – 5 FINDINGS, SUGGESTIONS, 70-75

HUMAN RESOURCE MANAGEMENT

Human resource management is rather difficult to say spontaneously what

TRAINING & DEVELOPMENT INTRODUCTION

Narasaraopeta Engineering College Page 1

NEED OF THE STUDY

 Training and development can be initiated for a variety of reasons for an

Narasaraopeta Engineering College Page 3

OBJECTIVES OF THE STUDY

 To know the effectiveness of training and development programmes.

Narasaraopeta Engineering College Page 4

METHODOLOGYOF THE STUDY

A study on training and development in Idupulapadu Cotton mills pvt limited

 Responses through questionnaires.

Secondary data is collected through the

Narasaraopeta Engineering College Page 5

Narasaraopeta Engineering College Page 6

SOCPE OF THE STUDY

 Training and development programs in the organization relating to only

Narasaraopeta Engineering College Page 7

LIMITATIONS OF THE STUDY

 Sample size is restricted to only certain limited employees

Narasaraopeta Engineering College Page 8

KAPAS TO LINT: Kapas (also known as raw cotton or seed cotton) is

Narasaraopeta Engineering College Page 9

SILVER TO ROVING: The silver is then sent to combing machine. Here,

ROVING TO YARN (SPINNING) : Spinning is the last process in yarn

II. Production of Cotton Seed Oil

Processing of cottonseed in modern mills involves a number of steps. They are as

Narasaraopeta Engineering College Page 10

III. Production of Cotton seed Meal/Cake/Kapaskhalli

 Kapaskhalli (cottonseed extraction/meal) is a byproduct of the cottonseed

Source: The Cotton Corporation of India Ltd.

Narasaraopeta Engineering College Page 11

Cotton Varieties in India

Role of Cotton Industry in Indian Economy

Narasaraopeta Engineering College Page 12

Contribution of Cotton industry for Textile Industry

Steps taken by the Cotton Producers in India

Policy of Government of India towards Cotton Industry

Narasaraopeta Engineering College Page 13

Markets for Indian Cotton

Narasaraopeta Engineering College Page 14

The Current Scenario of Cotton Industry (2015-16)

Since launch of "Technology Mission on Cotton" by Government of India in

Narasaraopeta Engineering College Page 15