Training &Development

A SUMMER TRAINING REPORT ON (Training And Development) (In partial fulfillment of the requirement of paper M-301 of MBA III Sem. examination.) Session 2008-10 Supervised by: Submitted by: Gunjan Shrivastav Naveen Malik MBA III SEM. Faculty of management studies Department of Management Studies Siddhi Vinayak College of Science & Hr. Education B-1, E-1, M.I.A. (Extn.), ALWAR -301030(Raj.) India (Affiliated to Rajasthan Technical University, Kota) TABLE OF CONTENTS 1 S.NO. 1. TITLE CERTIFICATE PAGE NO. 2. DECLARATION 3. ACKNOWLEDGEMENT 4. PREFACE 5. EXECUTIVE SUMMARY 6. ABOUT THE TOPIC 6.1 Introduction 6.2 Reason for Selecting the Topic 6.3 Importance of Training and Development 7. COMPANY PROFILE 7.1 Historical Perspective 7.2 Business Philosophy 7.3 Product Range 7.4 AWARDS & ACHIVEMENT 7.5 POWER PLANT 7.6 INFRASTRUCTURE 7.7 DEEALER NETWORK 2 7.8 HR Philosophy 7.9 Management and workers in LCAL 7.10 Wages and salary 7.11 Organization Chart 7.12 Introduction of HR Department 8. THEORITICAL FRAMEWORK OF TRANING AND DEVELOPMENT 8.1 Introduction 8.2 Objective of training and development 8.3Methods of training and development 8.4 training and development procedure in lords chloro alkali 9. RESEARCH METHODOLOGY 9.1Introduction 9.2 Research methodology (Sample size) 9.3 Limitation 10. QUESTIONNAIR DESIGN 11. QUESTIONNAIR WITH DATA INTER PRETATION 12. FINDINGS 13. SUGGESTION 3 14. CONCLUSION 15. BIBLOGRAPHY 4 DECLARATION I hereby declare that this project work entitled “A STUDY OF TRAINING AND DEVELOPMENT PROGRAM OF LORDS CHLORO ALKALI Ltd.”, Alwar is my work, carried out under the guidance of Dr. S.P. Jalan and my Company Guide Mr. Mahesh yadav. This report neither full nor in part has ever been submitted for award of any other degree. NAVEEN MALIK (M.B.A.III SEM.) 5 ACKNOWLEDGEMENT I express my heartfelt thanks to Mr. Ashok Kumar, Managing Director, LORDS CHLORO ALKALI LTD.For his direction, help and motivation. Many people who have been enormously helpful in the preparation of this Project of Financial operation of LORDS CHLORO ALKALI LTD., Alwar, I am especially thankful to Institute of Siddhi Vinayak College of Science & Hr. Education as they have permitted me to join such an auspicious organization to have my management training, and I want to convey my best heartily thankfulness to the staff at LORDS CHLORO ALKALI LTD Alwar as they have given me the opportunity to work under a organization which proves to be the best place to work at. I would like to express my gratitude to Mr. Mahesh yadav For giving me suggestions every time I needed not only in making me having different experience at work but for motivating me also at the time I felt the work stress. I acknowledge the great assistance and support of entire team of professionals who allowed me to pursue this project, despite an already crowded and over loaded work schedule. Finally I would like to give very special recognition to other members who contributed in completing my training successfully at LORDS CHLORO ALKALI LTD., Alwar. Last and not least I would like to thank my family members without their support it was impossible to go for the project. 6 PREFACE Some one has rightly said that practical knowledge is far better than classroom teaching. And success in any project is the result of hard work, right opportunity at right time and proper guidance. Every nice work begins with systematic approach towards reaching successful completion. Our work was not at all exception. A fresh graduate would have absolutely no idea of the functioning of the industry. He would probably be unaware about the departments and their functioning. He would completely ignorant of the working condition and the environment. Before joining my summer training at LORDS CHLORO ALKALI LTD., I thought that Six-week training is futile academic requirement. By the time I completed my training I understood how important was for an MBA student to do a vocational training. I thought that six-week training is futile academic requirement. By the time I completed my training I understood how important was for an MBA student to do a vocational training. EXECUTIVE SUMMARY 7 TITEL OF THE PROJECT: “TRAINING AND DEVELOPMENT PROGRAM OF LORDS CHLORO ALKALI LTD.” ORGANIZATIONAL GUIDE Mr. Mahesh yadav (HR Manager) AREA OF STUDY Alwar (Rajasthan) MAJOR OBJECTIVE 1. To find out create a system to evaluate the effectiveness of training and development program. 2. To find out the benefits of training and development program. 3. To find out the role of training and development program. 4. To find out need, criteria, techniques and methods of training and development program. 5. To find out the process of training and development program. 6. To find out the result of training and development program. RESEARCH METHODLOGY Research methodology is a systematic process, where collection, analysis 8 and the interpretation of the data so collected from the survey must be interpreted. DATA SOURCES: 1 Primary Data 2 Secondary Data 1 Primary data Profile of data collection as under:  Sample profile: company employees which includes supervisors and Workmen. Sample size: 120 Employees 2 Secondary data  Company record  Industrial directory ABOUT THE TOPIC 1. INTRODUCTION:- Training and development is such an important in every kind of organization. In every organization many number of people work and they work in order to earn money, gain respect and to reach to a new level and status. So in order to know the efficiency, knowledge about work, diligence, reliability an employee has to be appraised and if one has perform well in his work or the project or assignment submitted to him or her then he or she has to be rewarded for the performance. 9 This is not motivate an employee to work harder but also the organization can retain these well trained and experienced people if they are appraised properly and rewarded for it. So training and development program is a very sensitive and important topic and subject from everyone’s point of view. 2. REASON FOR SELECTING THE TOPIC:- Training and development program covers one of the important areas of Human Recourse Development, and Human Recourse can be defining as the total knowledge, aptitude, skills and telnet available in a total population. So training and development program is very important and this in turn helps the employee to perform the task more comfortable and helps in the proper utilization of resources. Thus, I have selected the topic of training and development program because it is one of the core areas where organization success depends and the optimization of the recourses can be obtained in more effective in efficient way. 3. IMPORTANCE OF TRAINING AND DEVELOPMENT:The importance of training and development program to business firm or for any organization is obvious. The importance of training and development program can be visualized from the following given below: a) TO RISE THE PRODUCTIVITY: Increased human performance often directly leads to increased operational productivity and increase company profit because training and development are most evident on the part of new employees who are not yet fully aware of the most efficient and effective ways of performing their jobs. 10 b) TO IMPROVE QALITY IN WORK: Better inform workers are less likely to make operational mistake. Improvement in quality may be in relation to company’s product or employment atmosphere. c) TO IMPROVE ORGANIZATIONAL CLIMATE: A sound of training program helps to improve the climate of an organization. Industrial relation and discipline are improved. There for, decentralization relation of authority and participative management can be introducing. Resistance to change is reduced. Organization having regular training programs can fulfill there future needs for personal from internal sources. d) PERSONAL GROWTH: Training and development programs seem to give participants a wider awareness, an enlarge skill, and enlightened altruistic philosophy, and make enhanced personal growth possible. [LCAL ]PROFILE:Historical Perspective: Lords Chloro Alkali Ltd. (LCAL) was incorporated in 1979, for producing and exporting a wide range of chemicals, which commanded the market in North India. LCAL has built sophisticated manufacturing facilities at Alwar (Rajasthan), having location advantage in chloro-alkali deficit region. A well integrated Caustic-Soda Plant is presently upgraded to 100 t.p.d. Laden, with a production potential to tap by-products, both functional and non-functional. . The company is strategically located in the heart of North India where the demand is always more than the supply. We supply our products to most of the paper, soap, dyes, chemicals and plastic industries based at the western part of 11 UP, Haryana, Punjab & Delhi. Besides this, there is also in-house consumption of Chlorine. As far as the disposal and utilization of chlorine by-products is concerned we have earned a very satisfactory position We are capable of supplying 49 ancillary units of CPW chlorine within a radius of 1 KM. Rest of the chlorine is consumed by various paper mills and other industries from western UP and Rajasthan, which is in a radius of 60 KM from our manufacturing unit. Our wide array of chemicals finds acceptance all over the country, which is sold directly and through our wide dealer network, outspread across the country. The company has attained expertise in handling bulk quantity orders within well stipulated time frame. After being recognized as a prominent exporter, the export capabilities of the LCAL have been increased substantially. The company has already exported large quantity of CSF and SBP to over 30 countries all across the world. Our Mission:To provide customer with innovative chemical products and services through sustained progress in technology and knowledge, to achieve improved profitability coupled with sustained growth. 12 Business Philosophy:• • • • Respect for the environment. To promote sustainable use of earth's resources. Business based on ethical values. Well informed and qualitative business decisions. Product Range:A leading manufacturer of rayon grade caustic soda and caustic concentration in North India. With the technological support of Japanese company, M/s. Asahi Kasei Chemical Corporation, we have established a professionally managed set up, comprising of professionals in technical, financial and commercial segments of the business. Besides rayon grade caustic soda, LCAL also produces liquid chlorine, trichloroethylene hydrochloric acid, calcium hypo-chloride (bleach liquor) stable bleaching powder and hydrogen gas. We have always been on a constant growth track having taken various diversification projects. Our Product Unit Fabricates: Products Installed Capacity (MT) 84,150 50,300 39,600 - Caustic Soda Liquid Chlorine Hydrochloric Acid Calcium Hypo chloride - (Bleach Liquor) Stable Bleaching Powder (SBP) Trichloroethylene (TCE) 5,000 13 Hydrogen Gas - BOARD OF DIRECTORS:- Shri Ravi Kathpalia Shri Ashok Kumar Shri Rakesh Ahuja Shri Pawan Nayyar Shri Gautam Dhananjay Chairman Managing Director Director Director Director (Business ordination) Co- Shri Jeevesh Kumar Shri Nilesh Sharma Shri Jagtar Singh Director (Corporate Strategy) Director Director (Tech.) Team:Our team comprises of highly qualified professionals from technical and commercial segments of the business. We have employed more than 1,000 workers and staff directly and indirectly in our manufacturing units. Our business approach is directed towards better interactions with the labor and development of human resources. Our sales team is always there to help our customers to find the right kind of products. With our wide spread dealer network we reach to our customers faster to meet all their requirements just in time. Our large range of chemical products like caustic soda lye, chlorine and hydrochloric acid are mainly sold in northern region of India, namely - Delhi, Punjab, Rajasthan, Haryana, Himachal Pradesh and Uttar Pradesh through our well established dealership network. 14 We are selling our products to many institutes, Government organizations, thermal power stations and state governments of Rajasthan, Uttar Pradesh and Punjab from India. Achievement & Awards:With continual focus on dependability and credibility in the chemical industry, we have garnered some of the major achievements, as underlined below:  ISO 9002 Certification in recognition of all round excellence in maintaining     highest quality standards in every sphere of activity. Honored with the CITD Gold Udyog Patra Award for over-all performance. Winner of Jawaharlal Nehru Memorial National Award for Pollution Control and Energy Conservation. As one of the largest exporter of Caustic Soda from India, we were honored with The CHEMEXCIL Export Award for the year 1992-93 The Company was accorded the status of Export House during the year 1994-95. For environmental protection measures taken by the us, we have been awarded by several governmental forums as mentioned below: • • • • • State Government Central Government Rajasthan State Pollution Control Board Rajasthan Productivity Council Alwar District Administration Social Concerns:We have adopted appropriate measures for environment protection, which are mentioned below: » Scrapped its mercury cell plant of 200 TPD which posed hazard to the environment by liberating harmful mercury in the water cycle. » Hydrogen is being used as a clean fuel for generating energy and LCAL has been entitled under the Kyoto Protocol, which prohibits releasing more Carbon- 15 Dioxide into the environment which leads to global warming and climatic imbalances. » R&D efforts to develop in-house fuel cells which would utilize nascent Hydrogen and Oxygen to generate electricity. Our policy is to conduct all business activities in a responsible manner that is free from recognized hazards to respect the environment, to foster the sustainable use of the earth's resources. We are specially awarded by various government forums for our environment protection practices. Some of those awards are listed as recognition from: • • • • • State Government Central Government Rajasthan State Pollution Control Board Rajasthan Productivity Council Alwar District Administration Apart from these awards we also won the Jawaharlal Nehru Memorial National Award. Power Plant:- Specifications: : We have sufficient power back in our unit due to our in-house power plant of 12 MW ( 6x2 ) power plant ( KEC ). With Wartisila Engines & Kirlosker make alternator, which is complemented by HRSG boilers, each having capacity of 5 tones per hour. Caustic Soda Flakes (99.9%) We are manufacturer of caustic soda lye and caustic soda flakes. Caustic Soda is a versatile basic chemical with a wide range of industrial applications. It is highly soluble is water and is practically insoluble in most organic solvents except alcohols. It is available n the from of lye (solution in water), as solid and as flakes. 16 Applications: • • • • • • • Digestion of wood and bagasse for manufacture of pulp and paper. Digestion of wood for manufacture of viscose staple fiber, viscose filament yarn and rayon tyre cord. Manufacture of soaps and detergents. Digestion of aluminum ore to make alumina as an intermediate in the production of aluminum. Detaching & processing of cotton textiles. Regeneration of ion-exchanger sins in water treatment plants. Quality: Rayon Grade Caustic Soda Lye is manufactured in technical collaboration with UHDE GmbH of Germany, world leaders in chloro-alkali technology. Caustic Soda Flakes are produced using the latest technology and plant of Bertrams, Switzerland. Rigid quality control on inputs, process and outputs lead to high purity and consistent quality that permit standardization of its use in industry. Properties: 1. Specific gravity 2. Odour 3. Melting (calcinations) 2.13 Odourless point 320°C 1390°C Hygroscopic and deliquescent Highly soluble Soluble in ethanol, methanol, glycerol etc but insoluble in ether and benzene 4. Boiling point 5. Hygroscopicity 6. Solubility in water 7. Solubility in organic solvents 17 Specifications:- Property Rayon GradeCaustic Soda as per Lye Flakes IS:252:1991 Clear, Free from colourless foreign matter liquid White Flakes General appearance Sodium Hydroxide concentratio n - 47.5 + 0.2% 98% Purity (on dry 99.5% min basis) Sodium Carbonate content 0.40% max. 99.6% 99.6% 0.30% 0.35% - 0.30% Chloride content (as 0.10% max. NaCl) Sulphate content (as 0.10% max. Na2SO4) Iron (as Fe) 20 max. ppm Copper (as 2 max. Cu) ppm Manganese (as Mn) ppm Matter insoluble water % 1 max. 0.03% 0.03% Traces Traces 10 max Not detectable Not detectable Nil 10-15 Not detectable Not detectable Nil in 1% max. Packaging:18 Caustic Soda (Lye) is supplied in lorry tankers, Caustic Soda Solid is packaged in MS drums, and Caustic Soda Flakes are marketed in 50 Kg HDPE bags. Handling and Storage:Caustic Soda is a highly corrosive substance and requires careful handling. There should be no contact with bare skin. Caustic Soda flakes should be stored under dry conditions away from acids, organic chemicals, metals such as aluminum, tin, zinc, lead etc. and their alloys. Infrastructure:Our manufacturing units are set up in the developed industrial area at SP-460, MIA, and Alwar in the colorful state of Rajasthan, India. The plant is fully mechanized with the latest state-of-the-art technology machineries from: • • • M/s. Asahi Kasei Chemicals Corporation, Japan M/s. Bertrams A.G., Switzerland M/s. KREBS. The plant's configurations are done in a manner to produce qualitative range of products. The raw material used in the production plant conforms to the international quality standards. We have also developed 43 ancillary units in and around Alwar. Our production unit fabricates: To maintain consistency in quality of our products, technological developments and energy conservation together have become the priority at our unit. Our manufacturing unit is also capable of producing bulk quantity orders in a stipulated time frame. To safe guard against power cuts, we have installed 2 DG sets each of 6 MW. We have taken various measures to keep our plant pollution free... With our ISO 9002 certification in the year 1993-94 as we are identifying attractive business opportunities for continuous growth and profitability in this chemical industry. The following year 1994-95, we were accorded the status of one of the leading “Export House" in India. Business We Serve / Application Areas Industries We Serve:- 19 Each industry has its own unique requirements and challenges. The priorities of each of these companies are completely different. We have team of experts from each industry who devote 100% of their time to solving industry-focused requirements. We provide our products to various industries such as:  Paper Industry  Soap manufacturing industry  Dyes Chemical industry  Plastic industry  Vegetable Oil manufacturing plants Quality:We have always endeavored for attaining impeccable quality and excellence in providing high quality chemicals. Our quality professionals have served as a beacon not only for us but also for the entire industry in establishing top-notch quality standards. With our international standards products we have been awarded the ISO-9002 certification. Our ISO 9002 certification signifies that we conform the entire internal requirement. Consistency in quality is our main concern. Our team of experts monitors each stage of the manufacturing process for updates and innovations, thereby reducing the production cost and enhancing the standard quality of the products. Raw materials, intermediate production sampling as well as finished product are tested by latest techniques using accurate instrumentation control. It assures that all our products are manufactured as per international standards with respect to efficacy, packing etc. LCAL has framed a quality management policy, which is adhered to by our production and other teams. Dealer Network:Over the years, Lords Chloro Alkali has built up a dealership network that extends to every part of India. From our manufacturing base in the base in the town of Alwar in Rajasthan, our reach extends to every state of India: from Jammu & Kashmir in the north to Kerala in the south; to Gujarat in the west to Assam in the East. We have also had a well established corporate office in Delhi. 20 This wide network empowers us to provide our wide range of products and service to customers around the country. 21 Career:At Lords Chloro Alkali, we aim to build an organization spread across the world with focused business interests. Building an organization of this scale requires a culture centered on quality, initiative and competitiveness. This in turn can only be brought about by skilled and highly motivated individuals working together as a team. Creating a fertile environment for excellence and encouraging achievement is the key to our organizational efficiency and productivity. We have cultivated a great working environment, with an open and vibrant atmosphere, where individuals are able to contribute their best every time. Our HR Philosophy: Human Capital : Leveraging on our core values of people development, and integrating it into the larger organizational framework, has helped us in our quest for excellence. Sustaining organizational growth is a direct result of developing human resources and nurturing its infinite potential. Processes: As a progressive and fast developing organization, we understand the need to develop and retain the finest talent available. We have fortified our processes and systems in in the vital areas of recruitment and selection, as well as benefits & compensation, and other areas that play a significant role in organization development. Skill Development: We understand the importance of employees as the chief resource base that should be developed consistently for sustained growth. Therefore, we take proactive measures to develop and upgrade the diverse skill sets they require for enhancing their capabilities over the long term. Training programs, internal and external; as well as participation in seminars, and workshops, ensure that the best practices and knowledge is inculcated in our employees. Industrial relation: We have had a record of maintaining excellent 22 labor relations over the years. This has been the guiding light for our growth and success. Student & New Graduates: Our various schemes for trainees has led to the creation of a pool of talented and motivated managers. We have had an excellent track record of helping trainees to grow and take up managerial responsibilities. This is a testament to the opportunities we provide to young professionals looking to explore their potential. professionals. We offer diverse employment programs and trainee schemes to nurture the talents of our young professionals emerging from various institutions and different disciplines. We ensure that there great attention is paid to address the professional and career needs of our employees. Some of our key trainee programs include management trainee schemes, graduate trainee schemes, graduate engineer trainee scheme, executive trainee (et) scheme, finance and accounts trainee schemes. Experienced Professionals: If you believe that you possess the experience, expertise and the drive for growth and success, and that you have the capability and commitment to be part of a growing team, then please submit your resume using the fields given below. Once you resume has been short listed, we shall be getting back to you. Management and Worker in lords chloro ltd.:- MANAGER STAFF SKILLED WORKER SEMI – SKILLED OTHER : : : : : 72 11 366 110 23 23 Shift Timing General Shift Morning Shift Evening Shift Night Shift : : : : 09:00 am to 05:00 pm 06:00am to 02:00 pm 02:00 pm to 10:00 pm 10:00pm to 6: 00 am Leave facilities:- Introduction: Leave is a general beneficiary given to any employee. Employee can make use of the leave allocated to them for their well being of social life. Entertainment and nature request like during their medical problem. Leave-card: The PARRY WARE ROCA issues the two type of leave card for the every employer or employee. 1. PINK LEAVE CARD ( For employers ) 2. WHITE LEAVE CARD ( For employees) 24 Rules of Leave in LCAL: 1. The employer or employee must apply for a leave before two or thee days. 2. In case of emergency the employer or employee should attest in term the HR department on phone attests two hour before to the shift time. Wages and salary:- Introduction: An important part of administration dealer’s wages and salary. A company has specific wages policies, which translate to action through the number of programmer for gathering detail information about wages in an industry locality the method usually employed is the wages survey. Employee association can provide very useful data for the purpose. Wages: The method of wage payment play present one of the most crucial problem in wage and salary administration. Wages can be based on quantitative measurements work. Salary: Salaries are paid for fixed period irrespective of quantitative of work. The must be paid reasonable wages so that hey get job satisfaction and put maximum efficiency. 25 Wages and Salary Structure in LCAL: The wage and salary structure in LCALis much generalized. The structure is fixed and the payments defined in their joining letter or appraisals. EARNING Basic salary HRA TA Education Allowance Over Time Incentive TOTAL EARNING DEDUCTION Provident Fund ESI LWP Loans TOTAL DEDUCTION TOTAL EARNING - TOTAL DEDUCTION = NET SALARY 26 Organization chart:- 27 INTRODUCTION OF HR DEPARTMENT:- Introduction: The HR / personnel manager must be fair and firm, tactful and resource-full, sympathetic and considerate, knowledgeable about labor law, have a board social outlook and have competence and confidence. Academic qualification will also be desirable. This quality will make him successful in his profession. In LORDS CHLORO ALKLImust have set policies, define procedure and well define principle relate to its personnel. These contribute to the effectiveness continuity and stability of an organization. Function Of HR In LACAL: 1. Legal Compliance 2. Benefit 3. Human Research Planning 4. Employee Relation 5. Training And Development 6. Appraisal 7. Compensation HR Department Chart: Director – Personnel / HRM 28 Personnel Manager Administration Manager HRD Manager IR Manager Appraisal Training and Development Transport Canteen Medical Welfare PR Human Resource Planning Hiring Grievance Handling Compensation THEORETICAL FRAMEWORK OF TRAINING AND DEVELOPMENT:- 29 Introduction: In simple terms, training and development refer to the imparting of specific skills, abilities and knowledge to an employee. A formal definition of training and development is. . . … 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 attitude or increasing his or her skills and knowledge. The need for training and development is determined by the employee’s performance deficiency, computed as follows: Training and Development = standard performance – actual performance. Objective of Training and Development: 1. The objective of training and development is to impart to new entrants the basic knowledge and skill they need for an intelligent performance of definite tasks. 2. To assist employee’s to function more effectively in their present positions by exposing then to the latest concepts, information and techniques and developing the skills they will need in their particular fields. 3. To broaden the minds of senior managers by providing them with opportunities for an inter-change of experiences within and outside with a view to correct the narrowness of the outlook that may arise from over specialization. 4. To build-up of a second line of competent officers and prepare then to occupy more responsible position. 5. To impart customer education for the purpose of meeting the training needs of corporation which deal mainly with the public. 30 Methods of Training and Development: The different methods of training and development are: 1 On-the-job-training 2 3 4 Apprenticeship Demonstration and example Simulation 5 Classroom method 1. On-the-job-training: Almost every employee, from the clerk to president get some “on the job training” when he join the firm thus’ this is the most common, widely used, accepted and necessary method of training employees in the skill essential for acceptable for the job performance. 2. Apprenticeship: Apprenticeship training is an oldest and most commonly used method. It is training in craft, trade and technical areas. Apprenticeship training for the job or a draughts man, a machinist, a printer, a mechanic, jewelers, electrician etc. a major part of training time is spend on the job production work. Each apprenticeship is given are program of assignment according to a pre determined scheduled, which provides for efficient training in trade skills. 3. Demonstration and example: Demonstration are effective techniques in teaching as it is easier to show a person how to do a job 31 then to tell him or ask him to gather instruction from the reading material. Demonstration is often used in combination with lectures, pictures, text materials, discussion. 4. Simulation: Simulation method has been widely used in aeronautical industry. It is a method which duplicates the actual conditions encountered on a job. This method is essential in cases in which actual on the job practice might result in a serious injury, a costly error. 5. Classroom method: Under this method, training is providing in company classroom or in educational institutions. Lectures, case studies, group discussion, and audio visual aids are use to explain knowledge and skills to the trainees. Classroom training is suitable for teaching concepts and problem solving skills. Training and Development Procedure in Lords chloro alkali: Training as was stated earlier, is importing skill to employee. Workers need to operate to machine and use other equipments with teats damages and scrap. This is basic skill without which the operator will not be able to function. There is also the need for motors skills. Motor skill refers to performance of specific physical activities. Employee particularly supervisor and executive, need interpersonal skill popularly known as the people skill. Interpersonal skills are needed to understand one and others better and act accordingly in lords chloro alkali ltd. 1. Improve the moral of the workforce. 2. Improves relationship between boss and subordinate. 32 3. Learns from trainee. 4. Helps prepare guidelines for work. 5. Help employee adjust to change etc. Research Methodology:- Introduction: Research mean scientific and systematic search for any information on a specific topic. Research is a careful investigation or analyses especially through search for new facts in any branch of knowledge. Research comprise defining and redefining problem, formulating hypothesis for suggest solution; collecting, organizing and evaluating data; making detection and reaching conclusion; and at last carefully testing the conclusion to determine whether fit the formulating hypothesis. Research Methodology: (sample method sample size) Introduction: Every aspect of the project, is deigned on the bases of some observation and research, it is made by adopting particular methods and technique. While doing a research it necessary that the information collected should be unbiased and not prejudiced based on truth and veracity. Primary Data Sources: 33 • Questionnaire: I prepared the questionnaire in relation to the topic Training and development, which was approve by Mr. Mahesh yadav (HR Manager) who was my guide. • Interview: I had a talk with various department employees. Also I had a talk with the executive, workmen and supervisor from different department who gave information about the topic and also gathered information by conducting interviews with the many of the employees. Secondary Data Sources • Library: I also collected some valuable information for the topic Training and development from the book human recourses and personal management written by K. Aswathappa and me also collected some of the data from the Lords chloro alkalivouchers and quarterly journal. • Observation: I had gone through the questionnaire forms that ware fill by every employee or workers of the organization. • Sample size: an important decision has to be taken in adopting a sample technique about the size of sample. I had distributed about 120 questionnaire out of which I got the feedback report from the employees. So my sample size was 120 employees of the organization. 34 Limitations: There were various kinds of limitations or problems that I had to face while collecting the data information from the various employees.  Most of the workers are illiterate, and they are not able to fill questionnaire.  Not much information was available with the organization about how the training system worked, for example little theoretical material was available about the system.  Most of the employees had different views and suggestion about the subject that would some time cause confusion while preparing data and findings.  The organization being a public unit so the people working there were not too bothered about the outcome of the result from my project.  Most of the employees were not eager or prepared to fill the questionnaire. 35 Questionnaire Design A questionnaire is a set of questions to be asked from respondents in an interview, with appropriate instructions indicating which questions are to be asked, and in what order. Questionnaires are used in various fields of research like survey research and experimental design. Questionnaire design is a vital issue in interviewing. A properly designed questionnaire can tap the necessary information from the respondent. Therefore, researchers always design a tactful set of questions to probe and prompt the interviewee to give useful answers. Questionnaires fall under various categories, such as structured, unstructured, disguised and undisguised In the questionnaire I have used two types of questions: Open Ended Questions In open ended question design each question has a series of lines (or a blank space) in which the respondents are encouraged to write, in their own words, how they feel about the topic in question. Close Ended Questions Closed question provide a set of answers that the designer of the survey (based on prior experience and responses in the pilot survey) considers will accommodate the majority of potential responses. The strategies and plans adopted during the training period to complete the assigned tasks are: 1) The satisfaction level of employees of LCAL Ltd., Alwar was judged through a well planned questionnaire. The questionnaire consisted of many questions covering nearly all aspects required to judge the satisfaction level of employees. 2) The feedback from customers and general public was taken with the help of a well designed questionnaire consisting of questions that nearly covered every aspect of testing customer satisfaction. 36 QUESTIONNAIR WITH DATA INTERPRETATION 1. Is training program carried out in your organization? RESPONSE Yes No No. OF RESPONDENT 120 0 PERCENTAGE 100 0 37 Interpretation: with the reference above chart 100٪ of the respondent say that training and development program is carried out in the organization. 3. What are the criteria of providing training and development program? CRITERIA OF T& D Lack of skill Lack of knowledge Provide special technique Other No. OF RESPONDENT 34 22 44 20 PERCENTAGE 28.33 18.33 36.6 16.6 38 Interpretation: according to the above data, 37٪ of the respondent are saying special technique, 28٪ saying lake of skill, 18٪ saying lake of knowledge and whereas 17٪ say other criteria of training and development program. 3. What is the main objective of organization to provide training and development program? OBJECTIVE Raise the productivity Improve quality in work Improve org. climate No. OF RESPONDENT 26 32 23 PERCENTAGE 21.66 26.66 19.16 39 Personal growth 39 32.50 Interpretation: according to the above data, 21.6٪ of the respondent are saying rise of the productivity, 26.6٪ say improve quality in work, 19.1٪ say improve organization climate and whereas 32.5٪ say personal growth is the objective of training and development program. 4. Which method used in training needs assessment? METHODS Group Individual No. OF RESPONDENT 120 0 PERCENTAGE 100 0 40 Interpretation: with the reference above chart 100٪ of the respondent say that group training needs assessment method is used in training and development program in the organization. 5. Which techniques are you preferred in training and development program? TECHNIQUES Leadership games No. OF RESPONDENT 45 PERCENTAGE 37.5 41 Communication games Team building games Others 38 21 16 31.6 17.5 13.3 Interpretation: according to the above data, 37.5٪ of the respondent are saying leadership games, 31.6٪ say communication game, 17.5٪ say for team building games and whereas 13.3٪ are in a fever of other techniques of the training and development program. 42 6. Which classroom method you preferred in training and development program? CLASSROOM METHODS Lectures Conferences Group discussion Others No. OF RESPONDENT 37 34 32 17 PERCENTAGE 30.8 28.3 26.6 14.1 Interpretation: according to the above data, 30.8٪ say lectures, 28.3٪ say conference, 26.6٪ say group discussion and whereas 14.1٪ are in the fever of other classroom methods of the training and development program. 43 7. How often is it done? TIMING OF T&D Ones in a year No. OF RESPONDENT 120 PERCENTAGE 100 Ones in six months Ones in a month Not a specify time 0 0 0 0 0 0 Interpretation: with the reference above chart 100٪ of the respondent say that it is done once in year 8. Employee is aware about the training and development program? 44 RESPONSE Yes No No. OF RESPONDENT 120 0 PERCENTAGE 100 0 Interpretation: with the reference above chart 100٪ of the respondent are aware about training and development program. 45 9. Has the training and development program been able to motivate or improve your performance? RESPONSE Yes No No. OF RESPONDENT 109 11 PERCENTAGE 90.83 9.16 Interpretation: with the reference above chart 90.8٪ of the respondent say that training and development program improve performance and 9.16٪ say no change in performance. 46 10. Are you given training session or classes according to the suggestions in training and development program to improve your performance? RESPONSE Yes No No. OF RESPONDENT 116 04 PERCENTAGE 96.6 3.33 Interpretation: with the reference above chart 96.6٪ of the respondent say that training a session or classes are improves performance and 3.3٪ say no change in performance. 47 11. Is the training system helpful in the overall productivity and performance of your organization? RESPONSE Yes No No. OF RESPONDENT 101 19 PERCENTAGE 84.16 15.83 Interpretation: with the reference above chart 84.16٪ of the respondent say that training helpful in improve over all productivity and 15.83٪ say no change in performance. 48 12. Is training and development program are same for all category of employee? RESPONSE Yes No No. OF RESPONDENT 116 04 PERCENTAGE 96.6 3.33 . Interpretation: with the reference above chart 100٪ of the respondent say that training and development program same for all category of employee. 49 FINDINGS  Training and development program is carried out ones in a year in Lords chloro alkali.  Most of the employee is know about the training and development program in the Lords chloro alkali.  Lots of the employee says that training and development program is really helpful to improve performance and productivity.  Most of the employee in the fever of leadership technique in training and development program.  Training and Development program is not same for all the employees. 50 SUGGETIONS  Training and Development program should carry out twice in a year in the. LORDS CHLORO ALKALI LTD.  The LORDS CHLORO ALKALI LTD. should utilize those methods and techniques of Training and development, which closely useful to illiterate workers or employees.  The LORDS CHLORO ALKALI LTD. should stress on effective training as it help the management to allocate the resources and adequate time of training.  The LORDS CHLORO ALKALI LTD.should stress on physical part of the work, as the physical work should be studies scientifically in order to determine the optimal method of performing a job.  Effectiveness of welfare must be assessed periodically, and should give proper feedback to the worker at the work place and it has breathed impact on the worker work behavior. 51 CONCLUSIONS After completion of my fieldwork on The LORDS CHLORO ALKALI LTD.I have detail knowledge about the “Training and Development” program in the company, career-planning opportunities of the employee, their general activity and the brief knowledge about the company. The company has wide of product catering to various requirement of the sanitary ware market and produce quality sanitary ware and they always look durability, reliability and the cost effective ness. The company’s entire resources and expertise are dedicated to benefit of the custom 52 BIBLIOGRAPHY 1 TEXT BOOKS: Tata Mc Graw- Hill Publishing Company Limited. Third Reprint 2006 (edition) K. Aswathappa, Human Resource and Personnel Management, Delhi. Dr.C.B. Gupta,Human Resource Management, New Delhi. 2 WEBSITE VISITED www.Lords chloroalkali.com www.murugappa.com 3 OFFICE VISITED LORDS CHLORO ALKALI LTD. SP-460,MATSAY INDUSTRIAL AREA, ALWAR-301030(RAJASTHAN) 53 54 55 56 57 58