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TRAINING & DEVELOPMENT IN KS&DL

INTRODUCTION

The history of human resource management is short in one sense, but

long in another. Modern personnel management dates back only to the 1940’s

personnel problems requiring managerial attention data back to the time of

industrial revolution. So HRM in an organization is being felt as a crucial

essence of management in the modern world.

Human resource is paramount importance for the success of any

organization. It is a source of strength and aid. Human resources are the wealth

of an organization, which can help it in achieving its goals. Human resource

management is concerned with the human beings in an organization. It reflects a

new outlook, which views organization’s labor as its resources and assets.

Human resource is the total knowledge, abilities, skills, talents and aptitudes of

an organization’s workforce. The values, ethics, beliefs of the individuals

working in an organization also form a part of human resource. The

resourcefulness of various categories of people and other people available to the

Organization can be treated as human resources. In the present complex

environment, no business or Organization can exist and grow without

appropriate human resources. So human resource has become the focus of

attention of every progressive organization.

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INTRODUCTION TO HUMAN RESOURCES MANAGEMENT

As one has rightly said 1+1 makes an organization, i.e., where

there are two or more persons there is in effect an organization. Some

individuals prefer to work independently in isolated circumstances. But the vast

majority of all work in today’s environment takes place within the context of a

structure organization a grouping of individuals into a unified and common

effort.

An organization may be a manufacturing firm, a business concern, an insurance

company, a governmental agency, social organizations, hospital, a university, a

public school system, or a religious trust, cause-oriented groups and even

families. It may be small or large, simple or complex. An organization is

human groupings in which work is done for the accomplishment of some

specific goals, or mission’s different organization differs in their goals and

missions. However, they definitely are likely to be modified over a period, as

per the changing need and circumstances. Organizational objectives are most

likely to be multiple, as the organizations try to achieve several goals and to

serve a member of different category of people.

Human Resources Management [HRM]:

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Human Resources Management (HRM) means, “Employing people,

developing their resources, utilizing, maintaining and compensating their

services in tune with the job and organizational requirements”.

Human Resources Management can be defined as “that part of

management process which develops and manages the human elements of

enterprise considering the resourcefulness of the organization’s own people in

terms of total knowledge, skills, creative abilities, talents, aptitude and

potentialities for effectively actuating”.

According to Leon C. Megginson, the term human resources is

define as “the total knowledge, skills, creative ability, talents and aptitudes

of an organization’s workforce, as well as the value, attitudes and benefits

of the individuals involved”.

The term human resource can be explained in the sense that it is a source

like any natural resource. It does mean that the management can get and use the

skill, knowledge, ability, etc through the development a positive attitude among

employees. The aspect of attitude among the human resource aspects gained

significance along with globalization.

DIFFERENCE BETWEEN PERSONNEL MANAGEMENT AND

HUMAN RESOURCE MANAGEMENT

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Personnel means person employed .so personnel management views

the man as economic man who for money or salary.

In words of Flippo Personnel management is planning, organizing,

directing and controlling of procurement, development, compensation,

integration and maintenance of people for the purpose of contributing to

organizational, individual and social goals.

Personnel management is mainly concerned with procurement and

development of personnel for the attainment of organization goals.

Human resource management is mainly concerned with people as

human beings having economic, social, and psychological needs. Thus human

resource management in scope is compared to personnel management.

Human resource management philosophy is to develop people as per

their aspiration and individual goals and motivate them to help in achieving

organizational goals. So human resource is considered as an important element

in HRM thinking.

FEATURES OF HRM:-

Human resources management is concerned with employees both as

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individuals and as a group in attaining goals.

It is also concerned with behavior, emotional and social aspects of

personnel.

It is a continuous and never-ending process.

It is concerned with the development of Human resource, i.e. knowledge,

capability, skills, potentialities and achieving employee’s goals, including

job satisfaction.

It is a responsibility of all line managers and a function of staff managers

in an organization.

It is concerned mostly with managing human resources at work.

Human resources management aims at securing unreserved co-operation

from all employees in order to attain predetermined goals.

TECHNIQUES OF HUMAN RESOURCE MANAGEMENT

The numbers of techniques are used in the process of Human resource

management in order to achieve Human resource management strategies. These

techniques are presented here under.

Human resource management

Functions

TECHNIQUES

Engineering approach, human

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Job design approach, job rotation, job

characteristics approach.

Recruitment

Promotions, transfer, present

employees, scouting, advertising,

head hunting, body shopping.

Selection

Application blank, tests,

interviews.

Human resource development

Performance appraisal, training,

management development, career

development.

Performance appraisal

Graphic rating scales, ranking,

paired comparison.

Compensation

Job evaluation, salaries in

comparable organization, ability to

pay, productivity, cost of living.

SCOPE OF HRM

The scope of HRM is indeed very vast and wide. It includes all

activities starting from labor planning until employee leaves the

organization. According to the scope of HRM, it consists of acquisition,

development, maintenance/ retention, and control of human resources in

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the organization.

SCOPE OF HRM

FUNCTIONS

OF HRM

Managerial functions

1. planning

2. organizing

3. directing

4. controlling

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ACQUISITION

Human resource planning

Recruitment, selection

placement.

CONTROL

Human resource audit

Human resource accounting

Human resource information

system

MAINTENANCE

Remuneration

Motivation

Health & safety

Industrial relation

HRM

DEVELOPMENT

Training, career, development

internal mobility.


Operative functions

1. Employment

2. Human resources development

3. Compensation

4. Human relation

5. Industrial relation

OBJECTIVES OF HRM:-

To create and utilize an able and motivated workforce, to accomplish the basic

organizational goals.

To establish and maintain sound organizational structure and desirable

working relationships among all the members of the organization.

To secure the integration of individual and groups within the organization by

co-ordination of the individual and group goals with those of the organization.

To attain an effective utilization of human resources in the achievement of

organizational goals.

MODEL OF HRM

Environment refers to the external source or sources used to identify and

select suitable candidate for recruiting to the job requirements of the

organization. It consists of agencies registered for potential employees or

executives and employment exchanges. It would also include in the present

days, online ‘employment bureau’ or ‘help line’ for ‘job search’.

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After selection and recruitments, employees and executives placed in

their duties and responsibilities. The managers of human resource department to

assess the performance of the recruited employees and executives carry out

periodical monitoring and follow up. Training is very necessary. The training

would be conducted either by an organization or by specific employees or

executives are sponsored by the organization to attend training program relevant

to their activity.

The employees and executives recruited from the competent and willing

workforce striving towards the achievement of the organizational goals.

TRAINING AND DEVELOPMENT

Successful candidate placed on the job to perform their duties

effectively and efficiently. Workers must be trained to operate machines, reduce

scrap and avoid accidents. It is only the workers who need training but

supervisors, executives and managers also need to be developed in order to

enable them to grow and acquire maturity of though and action. Training and

development constitute an ongoing process in any organization.

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Meaning of the Training:-

Training refers to the teaching and learning activity carried on the

primary purpose of helping members of organization to acquire and apply the

knowledge, skills and attitude needed for a particular job in the organization.

Definition of training:-

According to Micas Armstrong defines, “training is the systematic

development of knowledge, skills and attitude required by an individual to

perform adequately given task or job”.

According to Michael j. jucius, “The term training is used here to

indicate only process by which the aptitudes, skills and abilities of

employees to perform specific jobs are increased.”

According Advice saint, “Training includes any efforts within the

organization to teach, instruct, coach, develop employees in technical skills,

knowledge, principles, and techniques and to provide insight into and

attitudes towards the organization.

NATURE OF TRAINING AND DEVELOPMENT:-

In simple terms training and development refers to the imparting of

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specific skills, abilities and knowledge to an employee. A formal definition of

training and development is:

It is an attempt to improve current or future advisor’s performance

by increasing an employee’s ability to perform, through learning, usually by

changing the employee’s attitude or increase his/her skills and knowledge.

The advisors performance deficiency computed as follows

determine the needs of training and development.

Training and development need = “standard performance – actual performance”

DIFFERENCE BETWEEN TRAINING & DEVELOPMENT

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Area Training Development

Content Technical skills and

knowledge

Managerial and

behavioral skills and

knowledge

Purpose Specific job-related Conceptual and

general knowledge

Duration Short-term Long-term

For-whom Mostly technical and

non-managerial

personnel

Mostly for managerial

personnel


NEEDS FOR TRAINING:-

To increase productivity.

To improve quality.

To help an organization fulfill its future personnel needs.

To improve organizational climate.

To improve health and safety.

To obsolescence prevention.

To personal growth.

OBJECTIVE OF THE TRAINING :-

To prepare the employee, both new and old to meet the present as well as

the changing requirements of the job and the organization.

To prevent obsolescence.

To impart the new entrant the basic knowledge and skills they need for an

intelligent performance of a definite job.

To prepare employees for high-level tasks.

To build up a second line of competent officers and prepare them to

occupy more responsible positions.

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To develop the potentialities of people for the next level job.

To ensure smooth and efficient working of a department.

To ensure economical output of required quality.

To promote individual and collective morale, a sense of responsibility,

co-operative attitudes and good relationship.

IMPORTANCE OF TRAINING AND DEVELOPMENT

Importance of training to the organization

It leads to improve profitability and more positive attitudes towards profit

orientation.

It improves the job knowledge and skill at all levels of the organization.

Training improves the morale of the workforce.

It helps people to identify with organizational goals.

It helps create a better corporate image.

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It improves relationship between boss and subordinate.

Training Aids in organizational development.

It helps to prepare guidelines for worker.

Training Aids in understanding and carrying out organizational policies.

Training Aids in development for promotion from within the

organization.

It provides information for future needs in all areas of the organization.

Training Aids in increasing productivity and quality of work.

It improves labors management relations.

Training helps employees adjust changes in job.

It aids in improving organizational communication.

Importance of training to individuals

Training helps the individual in making better decisions and effective

problem salving.

Through training and development, motivational variables of recognition,

achievement, growth, responsibilities and achievements are internalized.

Training Aids in encouraging and achieving self-development and self-

confidence.

It helps a person handle stress, tension, frustration and conflict.

It provides information for improving leadership, knowledge,

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communication skills and attitudes.

Training increases job satisfaction and recognition.

It moves a person towards personal goals while improving interactive

skills.

It satisfies personal needs of the trainer and the trainee.

Training provides the trainer an avenue for growth and a say in his/her

future.

It develops a sense of growth in learning.

It helps a person develop speaking and listening skills, also writing skills

when extra amount required.

Importance of training as a whole [personnel & human relation, intra-

group relations and policy implementation]

Training improves communication between group and individuals.

It Aids in orientation for new employees and those taking new jobs through

transfer or promotion.

Training provides information on equal opportunity and affirmative action.

It provides information on other government laws and administrative

policies.

It improves interpersonal skills.

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Training makes organizational policies, rules and regulations viable.

It Improves employees morale.

Training helps to build cohesiveness in groups.

It provides a good climate for learning, growth and co-ordination.

It makes the organization a better place to work and line.

STEPS IN TRAINING PROCESS:-

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Organizational objectives

& strategies

Assessment of training

needs

Establishment of training goals


INGREDIENTS OF SATISFACTORY TRAINING PROGRAM: -

Related and relevant course design and material.

Specified time schedule and well planned.

Capable resource persons.

Application oriented.

Mode of effective implementation.

INPUTS IN TRAINING & DEVELOPMENT PROGRAMME:-

Skills :

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Devising training programme

Implementation of training programme

Evaluation of results


Training as stated earlier is imparting skills to employees.

These skills involve learning to move various parts of one’s body in response to

certain external and internal stimuli. Employees, particularly supervisors and

executives need interpersonal skills popularly known as people’s skills.

Interpersonal skills are needed to understand one and others better and act

accordingly. Example for interpersonal skills is listening, persuading and

showing understanding of others feelings.

Education :

The purpose of education is to teach theoretical concepts develop sense of

reasoning and judgment. That any training and development program must

contain an element of education is well understood by HR specialist. Any such

program as university professors as resource persons to enlighten participants

about theoretical knowledge of the topics proposed to be discussed.

In fact, organization deputes or encourages employees to do course on a

part time basis. Education is more important for managers and executives than

for lower cadre workers.

Development :

It is a component of training and development program is

development, which is less skill oriented but stress on knowledge. Knowledge

about business environment, management principles and techniques, human

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relations, specific industry analysis and the like is useful for better management

of the company.

ATTITUDINAL CHANGES: -

Attitudes represent feeling and belief of individuals towards others.

Attitude affects motivation, satisfaction and job commitment. Negative attitude

need to be converted into positive attitude.

Changing negative attitude is difficult because

1. Employee’s refuses to change.

2. They have prior commitments.

3. Information need to change attitudes may not be sufficient.

Attitudes must be changed because of the following reasons:

So that employees:

1. Feel committed to the organization

2. Are motivated for better performance and

Derive satisfaction from the work environment.

ADVANTAGES OF TRAINING:-

Increased in productivity :-

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An increase in skill usually results in an increment in both quality and

quantity of output. However, the increasingly technical nature of modern job

demands systematic training to make possible even minimum levels of

accomplishment.

Heightened morale :-

Collaborate personnel and human relations programmes can contribute

towards morale, but they are hollow shells if there is no solid core of

meaningful work down with knowledge, skill and pride.

Reduced supervision :-

The trained employee is one who can perform with limited

supervision. Both employee and supervision want less supervision but

greater independence is not possible unless the employee is adequately

trained.

Reduced accidents :-

More accidents are caused by deficiencies in people than by

deficiencies in equipment and working conditions. Proper training in both

job and skills and safety attitudes should contribute towards a reduction in

the accident rate.

Increased organizational stability :-

The outcomes of training help for organizational stability by

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enhancing organizations human capital. The ability of an organization to

sustain its effectiveness despite the loss of key personnel can developed only

through creation of a reservoir of employees.

METHODS OF TRAINING

1. On the job training.

2. Off the training.

On the job trainings are ,

Job rotation:-

This type of training involves the movement of the trainee from

one job to another. The trainee receives the knowledge and gains experience

from his supervisor or trainer in each of the different job assignments.

Coaching:-

The trainee is placed under a particular supervisor who functions as

a coach in training the individual. The supervisor provides feedback to the

trainee on his performance and offers him for suggestions for improvement.

Job instruction:-

This method is also known as training through step by step. Under

this method, the trainer explains to the trainee the way of doing the job, job

knowledge and skills and allows him to do the job.

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Committee assignments:-

Under the committee assignment, a group of trainees are given and

asked to solve an actual problem. The trainees solve the problem jointly it

develop teamwork.

Induction

Orientation

Apprentice

Internship

Management trainee

Off the job trainings are:-

Vestibule training:-

In this method, actual work conditions are simulated in a

classroom. Materials, equipments, files & equipment that are used in actual job

performance are also used in training. This type of training is commonly used

for training personnel for clerical & semi skilled jobs.

Role-playing:-

It is defined as a method of human interaction that involves

realistic behavior in imaginary situations. This method of training involves

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action and doing practice.

Lecture method:-

The lecture is a traditional and direct method of instruction. The

instructor organizes the material and gives it to a group to trainees in the form

of a talk. To be effective, the lecture must motivate and create interest among

the trainees.

Conference method:-

It is a method in training the clerical, professionals and

supervisory personnel. This method involves a group of the people who pose

ideas, examine and share facts, ideas and data, test assumptions and draw

conclusions, all of which contribute to the improvement of job performance.

Programmed instruction:-

In recent years, this method has become popular. The subject

matter to be learned is presented in a series of carefully planned sequential

units. These units are arranged for simple to more complex levels of

instructions.

Case study:-

The cases are prepared based on actual business situation that

happen various organizations. Cases are given for discussing up to the case and

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are ask to suggest solution.

Business games:-

The trainees are divided into groups or different teams, each team

as to discuss and arrive at discussion concerning subject as production, pricing,

expenses etc… the other team assumes them self as a competitor and to the

decisions.

Simulation

Computer based training

EVALUATION OF TRAINING PROGRAM: -

1. Reactions :-

Training program is evaluation based on the trainee’s reaction to the

usefulness of coverage of the matter, depth of the course content, method of

presentation teaching methods etc…

2. Learning :-

Training program, trainer’s ability & trainee ability are evaluated on the

basis of quantity of content learned & time in which it is learned & the learner’s

ability to use or apply the content he learned.

3. Job Behavior : -

This evaluation includes the manner & extent to which the trainee has

R.I.S.M 24


applied his learning to his job.

4. Organization : -

This evaluation measures the use of training, learning & change in the job

behavior of the department/ organization in the form of increased productivity

quality morale, sales turnover & the like.

5. Ultimate value : -

It is the measurement of the ultimate results of the contributions of the

training program to the company goals like survival, growth, profitability etc…

RESEARCH DESIGN OF THE STUDY

INTRODUCTION: -

According to THOMAS LINNER, “It is a basic plan, which guides the data

collection and analysis. It is the framework, which specifies the type of

information to be collected, the resources of data collection procedures”.

A research design is a market plan or model for the conduct of formal

investigation. It is a specification of methods and procedures for acquiring the

information needed for solving a problem. Research design is the arrangement

of conditions for collection and analysis of data in a manner that aims to

combine relevance to the research purpose with economy in procedure. A

research design minimizes the danger of haphazard collection of information

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and ensures that the researcher’s needs are served.

TITLE OF THE STUDY

A study on importance of TRAINING & DEVELOPMENT in KARNATAKA

SOAPS AND DETERGENT LIMITED, Bangalore.

STATEMENT OF THE PROBLEM: -

Employees are the real assets of the company & the task of management

is to arrange organizational conditions & methods of operation so that

employees can achieve their own goals best by directing their own efforts

towards organizational objectives. The goals of the individuals & the

organization can be achieved through motivation process. It is a process of

arousing action, sustaining the activity in progress, and regulating the pattern of

activity until objectives have been attained.

OBJECTIVES OF STUDY:-

This study was carried out with the following objectives:

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To analyze training needs of employees at different levels.

To find out the nature of training program conducted in the organization.

To determine the degree of awareness among employees regarding

training and development objectives.

To analyze the importance of training and development programs in work

life of employees.

To identify the expectation of employees regarding training programs.

SCOPE OF THE STUDY: -

The scope of the study is limited to various elements that make up the

workers attitude and perception towards “TRAINING AND DEVELOPMENT”

for overall development i.e., individual, organizational. The study benefits by

way of suggestion for further changes in the programme, which will ultimately

result in improved efficiency.

STUDY AREA:-

The research study was conducted at KARNATAKA SOAPS AND

DETERGENT LIMITED. [BANGALORE]

DATA COLLECTION:-

(Primary & secondary sources of data collection were used)

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PRIMARY SOURCES:

Primary data was collected by distributing questionnaires to the

employees in KS&DL.

SECONDARY SOURCES:

Secondary data was collected from internal records of the company

such as library records, trade journals and various manuals of the company.

It was also collected from the officials of the human resource department at

KS&DL. Secondary data provides a better view of the problem study. Many

books and magazines were also referred.

Tools For Data Collection :-

Questionnaires were the major tool used for data collection. Personal interviews

with company personnel also helped.

SAMPLING TECHNIQUES:-

The sampling technique adopted was random sampling.

SAMPLE SIZE: -

This refers to the numbers of items selected from the unversed to constitute

a sample. The sample size in this case was 50 workers. It consisted of

employees of KS&DL, Bangalore who were mostly workers from the human

resource department, public relationship department, materials department and

Marketing department.

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LIMITATIONS OF STUDY: -

Study was limited to KS&DL Bangalore unit only. Therefore, the result

may not be capable of universal application.

Interaction with employees/executives was very limited because of their

busy work schedule.

Study was conducted under the assumption that the information given by

the respondents are all correct.

The information responses may be subject to personal bias of the

respondent.

INDUSTRY PROFILE

INTRODUCTION TO SOAP INDUSTRY:-

Soap is one of the commodities, which have become an indispensable

part of life of the modern fantasy world. Since it is non-durable consumer

goods. There is a large market for it. The whole soap industry is experiencing

changes due to innumerable reasons such as government relations.

Environment, toxicological allergy problems, increases in cost of raw material

etc.

The changing technology and even existing desire by the individuals and

the organization to produce a better product at a mere economical rate has also

acted as Catalyst for the dynamic process of change, more and more Soap

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manufactures are trying to capture a commanding market share by introducing

and maintaining acceptable products. The soap industry in India faces a

cutthroat Competition while multinational companies dominate the market.

They are also facing severe threat from dynamic and enterprising new entrances

especially during 1991-92.

Looking back at the history of soaps and detergents. Human kind

knew about the soap 2000 year ago. Roman was known to have been

considerable users of soaps and during the period of Roman Empire state right

was collected as sources of ammonium carbonate for cleaning purpose.

In 17 AD when pliancy and Elder accidentally discovered the soap, when

roasted meat over flowed on the glow of ashes, this lump like product was soap

that has forming and cleaning character. Since then, the first commercial batch

has made and marketed by M/s Bristol soap marketers and had on in 1192 AD.

Then from 1662 AD the first patent for making soap was taken in London

and old consumption of Soap was said 2 Lakes tons per annum and it was in the

year that even the field in a big way.

Indian Soap industry has seen several ups and downs in the last 30 to 40

years in the year 1964, during the China was India faced severe shortage of fats

due to foreign exchange crisis again in the year 1975 due to severe crunch in

India northwest soap, company established first soap industry in 1887 at Merit.

Following the Swedish movement in 1905, few more factories set up and

they were: 1.Mysore Government factory at Bangalore.

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2. Gore Soaps in Bombay.

THE INDIAN SOAP INDUSTRY SCENARIO: -

The Indian soap industry has long been dominated by hand full of

companies such as

1. Hindustan Levers Limited.

2. Tate Oil Mills (Taken over by HLL)

3. Godrej Soaps private Limited.- proctor& gamble ltd,

- Nirma soap works,

- Wipro ltd,

The Indian Soaps industry continued to flourish very well until 1967-68.

However, began to stagnate and soon it started to recover and experienced a

short upswing in 1974. This increase in demand can be attributed due to

1. Growth of population.

2. Income and consumption increase.

3. Increase in urbanization

4. Growth in degree of personal hygiene.

Soap manufacture has two Classification, Organized and unorganized

sector.

KSDL carries under organized Sector.

PRESENT STATUS: -

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MARKET SCENARIO

India is the ideal market for cleaning products. The country’s Precipitate

consumption of detergent powders and bars stands at 1.6 Kg and soap at 543

GM. Hindustan Liver, which towers over the cleaning business, sells in all over

the cleaning business but the tiniest of Indian settlements.

The u.4 lakes tons per annum soap market in India is crawling along at

4%. The hope lies in raising Rupee worth, the Potential for which has high

because the Indian soap Market is pseudo in nature and it is amazingly.

Complex being segmented not only based on prices benefits. However, even a

range of emotions within that is outlining framework

PROBLEMS OF SOAP INDUSTRY

Soap industry faces some problems increase of Raw Materials. The

major ingredients like soap ash, Linear alkyl, benzene and Sodium. Tripoli

Phosphate posse is number of serious problems in terms of availability. The

demand supply gap vegetables oil is 1.5 to 2 Lakes tons and is met through

imports. In recent times, price of caustic soda has shown ashes in the cheaper

verities of Soaps are quite high.

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COMPANY PROFILE

Karnataka produces 701 of the World’s sandal wood oil. The maharaja

of Mysore then realizing this fact was inspired to start a factory producing soap

which could be made out of plenty available sandal wood oil. In the year of

1918, the Company came into existence under the name Government Soap

Factory.

The inspiration for the establishment of this factory is from “Sir

M.Visveswaraiah” of Mysore, but the actual credit goes to Mr.S.G.Shastry who

prepared to perfect sandal wood oil that is also initiative and enterprising

Scientist.

Shri S.G.Shastry a science student went to England for higher studies in

oil technology. After returning, he conducted several experiments. He evolved

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with a soap perfume blend using sandal wood oil as the main base to

manufacture the toilet soap and thus the famous Mysore sandal soap, which

took birth in the year 1918.

This factory started at a moderate scale in year 1916 the first produced by

this was washing soap in addition to this Viz. also produced the toilet soap in

the year 1918. The toilet soap of the company was made up of sandal wood oil.

In 1950, Government decided to expand the factory in two stages. The

first stage to expansion done to increase the output to 700 tons per year and was

completed in the year 1952 in the old premises.

The next stage of expansion implemented in 1954 to meet growing

demand for Mysore sandal soap and for this purpose, Government of India

sanctioned license to manufacture 1500 tons and 75 tons of glycerin per year.

The expansion project worth of 21 lakhs includes the shifting of the factory to a

newly laid industrial suburban of Bangalore.

The factory started functioning in this new premise from 1st July, 1957

from this year onwards the tills date the factory had never looked back it has

achieved growth and development in production scales and profits.

The industry has two more division one at Shivmoga and another at

Mysore where sandal wood oil is extracted. These two units are functioning

from 1970 and only during 1984 manufacturing of perfumed and premiere

quality Agarbathies at Mysore division were started. Right from the first log of

sandalwood that rolled in to the boiler room in 1916, the company has been

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single – minded pursuit of excellence. The project takes place with a lot

engineering skill and expertise of top-level team under the leadership of Sir.

M.Visveshwaraiah, Prof. Warson and Dr.Subrough like this soap factory was

started as a small unit and now it has grown up to a giant sizes.

RENAMING: -

On 1st October 1980, the “Government Soap Factory” renamed as

“Karnataka Soaps & Detergent Limited” The Company was registered as a

public limited company. Today Company produces varieties of products in the

toilet soaps detergent, Agarbathies and talcum powder.

OBJECTIVES OF KS & DL COMPANY: -

To serve the national economy

To attain self – reliance.

To promote uphold its image as symbol of traditional products.

To promote purity and quality products and thus enhance age old –

charm sandal oil.

To build upon the reputation of Mysore soap based on pure sandal oil.

To maintain the brand loyalty of its customer.

To supply the products mentioned above at most reasonable and

competitive rate.

COMPETITORS OF KS&DL PRODUCTS AND SERVICES

KS&DL is facing cutthroat competition in national and international

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market. Some of its main competitors are.

M/S. Hindustan uni lever ltd,

M/S. Godrej soaps private ltd,

M/S. Proctor & Gambel,

M/S. Wipro.

KS&DL HAS THE FOLLOWING DEPARTMENTS;

1. Finance and accounts

2. Human resources development & administration

3. Research and development

4. Quality assurance

5. Materials & stores

6. Production & maintenance

7. Marketing & business group

8. Projects & management information services.

HRD DEPARMENT;

Importance of HRD department;

1. Management of human resources.

R.I.S.M 36


2. Co-operation

3. Assisting the management in hr matters

4. Development of work force

5. Work together to achievement organization goals and

6. Profit and growth.

KEY FUNCTIONS OF THE HRD;

1. Recruitment and selection

2. Training and development

3. Promotion and transfer

4. Wages and salary administration

5. Performance appraisal

6. Industrial relations

7. Disciplinary action

8. Welfare measures

TRADEMARK OF KS & DL

R.I.S.M 37


“The SHARABHA

The carving on the cover is the sharabha; the trademark of KS & DL.

The sharabha is a mythological creation from the pureness and embodies

the combined virtues of wisdom, courage and strength. While is illustrated in

its unusual from the body of a (on with the head of an elephant. It was adopted

as an official emblem of KS& DL to symbolize the philosophy of the company.

The sharabha is a symbolized power that removed imperfections and

impurities. The maharaja of Mysore has his official emblem adopted it. Soon

took its pride of place as the symbol of the government soap factory of quality

that reflect a standard of excellence of Karnataka soaps and detergent limited.

SLOGAN: -

“NATURAL PRODUCTS WITH EXOTIC FRAGRANCES.”

KS & DL has a long tradition of maintaining the highest quality standard,

right from the selection of raw materials to processing and packing of the

product. The reasons why its products are much in demand globally and are

exported regularly to UAE, Brahmin, Saudi-Arabia, Kuwait, Qatar, South

America. The sandalwood oil of course, is much sought after by the leading

perfume houses of the world.

R.I.S.M 38


POLICY OF KS & DL

Communicate its environment policy and best practices to all its

employee implications.

Set targets and monitor progress through internal and external

audits.

Strive to design and develop products, which have friendly

environmental impact during manufacturing.

Reuse and recycle materials wherever possible and minimize energy

consumption and waste.

BIRDS EYE VIEW OF KS&DL [IMPROVEMENTS] :-

1918 – Government soap factory started by Maharaja of Mysore and the

Mysore Sandal soap was introduced into the market for the first time.

1950 – The factory output rose to find terms

1. Renovating the whole premises.

2. Installing new boiler soap building plant and drying chamber.

1954 – Received license from government to manufacture 1500 tons of soap

In addition, 75 tons of glycerin per year.

R.I.S.M 39


1957 – Factory shifted its operation to Rajajinagar industrial area.

1974 – Mysore sale international limited was appointed as the sole selling

Agent.

1975 – The RS 3 Crores synthetic detergent plant was installed based on

Ballestra SPA (Italy) technology.

1980 – On 1st October 1980 the government soap factory a public sector

Enterprise was renamed by “Karnataka soap $ Detergent Limited”

1981 – A) Production capacity was increased to 6000 tons

B) Rs.5 Crores fatty acid plant was installed with the technical

Collaboration from Europe.

1984 – Manufacturing of Perfume and premium quality at Mysore division.

1985 – Production capacity was raised to 26000-tone pa. A large variety of

Toilet soap at attractive shapes and colors introduced to meet the

Variety of tastes of consumes.

1992 – The Board for industries and financial reconstruction (BIFR), New

Delhi in December for rehabilitation.

1996 – The BIFR approved the rehabilitation scheme in September.

1999 – ISO 9002 Certificate for quality assurance in production, installation

And Servicing.

2000 – ISO 14001 certificate pertaining to environmental management

System.

2003 – In the BIFR, New Delhi declared the company to be out of the

Purview.

R.I.S.M 40


2004 – The company launched herbal care soap.

PRESENT STATUS OF THE ORGANIZATION :-

It is said that the popular has drastically dropped bolt in quality and value

terms in spite of the fact that the market for the popular segment is growing.

However, this appears to be very peculiar phenomenon, but that really happened

in application of limited working capital. Availability of amount for the

products, which have the higher contribution. In the process, the company is

suffered heavily in terms of its market presence particular for popular soaps.

The company has adopted some of trade push method for growth during the last

three years and judiciously applied its funds fixed advertising, as there was a

severe cash crunch. The above strategy proved rude from the company because

trade push methods gives certain guarantee has consumed off take through the

working capital requirement.

The company is heavily dependent on southern market founded by

Bombay and Calcutta branches. The product availability in retail outlets

particularly far Mysore sandal soap is almost comparable to other similar

products in the premium segment in south, where as in other branches in

penetration of one product is relatively poor, which depends on the company’s

distribution structure stockiest and field personnel strength.

With increased trust on distribution, the company does not for see any

problems to achieve the projected sales through in the redistribution package.

R.I.S.M 41


Further, the policy of Indian government also sees the public sector

enterprises enter the industry in a large way there by making the products

available to the consumes at a reasonable price.

Being located in the center of southern part of India the Government soap

factory claims preferential treatment for expansion program natural availability

of sandalwood oils extra oil etc.

AN ISO 9002 COMPANY: -

KS & DL with a tradition of excellence of over eight decades is

committed customer delight, through total quality management and continuous

improvement through the involvement of all employees. KS&DL has ISO 9002

certificate.

To improve the quality management system and to facilitate TQM in the

process of soap and detergent. To management took decision to obtain ISO

9002 by end of March 1999. Accordingly, action play has drawn up to

contribution, the committee for the purpose during October 1998 with a mission

statement.

According to the company, constitution of officers goes for the formation

in all the area of the company’s operation. Particularly production, procurement,

quality assurance, store maintenance. The company gives initial training

inclosing conducting employee’s awareness program document quality manual

R.I.S.M 42


and quality system procurement of presumes approach of ISO 9002.

In this direction, company obtained the guidance from gualgi

Consultancies, Bangalore and Bureau of Indian Standards, Bangalore.

Accordingly, company standards registered for ISO 9002 by the end of March

to the Bureau of Indian Standards. Obtain the certificate by the end of the

March 1999 itself.

This is to project in the national and international market and also to

improve quality of products offered to the consumers with the assurance of

quality in the message.

ISO 14001: -

The company is being in the facts of moving goods, company being

located in the heart of the Bangalore city. The top management of the company

took the decision to get the ISO 14001 and become model to other public sector

for the techniques used and to other government units to spread the message of

maintenance.

The clean and green objectives 14001, the constitutes core committee of

officers of 6 months to study the impact of various processes during

manufacturing covering the Bangalore complex for soap detergent in this

R.I.S.M 43


direction. Company gave program of the awareness of 14001.

As per the time schedule can be able to register by the end of February to

meet the entire objectives and target by completing all the stages recommended

for certification. On March 2000, ISO 14001 with tandem complied with ISO

9002 will facilitate to improve the corporate brands in the global market it will

help the company to improve the profits. Year after Year long-term basis. The

environment management system adopted in the company as follows:

1 Conservation of energy

2 Conservation of Surrounding

3 Conservation of resources

Equipped with latest technology and backed by full-fledged control and R&D

support, KS&DL is marching confidentially a head in the new millennium;

constantly developing new products, KS&SL meets the changing preferences of

its customers.

KS&DL AT GLANCE: -

Incorporated Name - Karnataka soaps and Detergents limited.

Address - Karnataka soaps and detergents limited

Bangalore Pune High Way

Post Box No.5531

Rajajinagar, Bangalore – 560 055

Ph: 080-3377691/3370469/23371103 to 06

22376922 to 24

Emali : Mysoresandal @ vsnl.com

R.I.S.M 44


Website : www.mysoresandal.com.

Year of Establishment - 1918

Constitution - Wholly owned by Govt. of Karnataka

undertaking

Management - Govt. of Karnataka & Financial Institution

Nominates Board of Director.

Chairman & MD with IAS Cadre

Rename - 1980

Trademark - The trademark is SHARABHA. It is

Body of lion with the head of an elephant

Means blending the majesty of lion with

Strength of an elephant.

Process know how - The facility is a pioneer in the manufactures of

various soaps and technology

Imported from Italy.

R.I.S.M 45


Capacity of the Unit - Licensed capacity is title 26000 metric tons

Per annum

Cost of the project - Rs.22.94 Crores.

Sources of Finance - Loans from IDBI, IFCI, ICICI, Corporation

Bank, Canara Bank, SBM.

Plants - At Bangalore

Soap Plant

Detergent Plant

Fatty Acid Plant

- At Mysore

Sandal wood Oil

Agarbathies

- At Shivmoga

Sandal Wood

PRODUCT MANUFACTURED BY KS&DL: -

AGARBATHIES

Names of the products

Mysore Sandal Premium

Mysore Sandal

R.I.S.M 46


Mysore Rose

Nagachampa

Suprabhatha

Mysore Jasmine

Parijatha

Sir M.V.100

Bodhisathva

Venkateshwara

Durga

Ayyappa

Alif Laila

TOILET

SOAP

R.I.S.M 47

Names of the products Units of grams

Mysore Sandal Soap 75

Mysore Sandal Classic Soap 75

Mysore Sandal Gold Soap 125

Mysore Sandal Baby Soap 75

Mysore Special Sandal Soap 75

Mysore Rose Soap 100

Mysore Sandal Herbal Care Soap 100

Mysore Jasmine Soap 100 & 75

Mysore lavender Soap 150

Mysore Sandal bath tablet 150

Mysore Sandal classic bath tablet 150

Mysore Jasmine bath tablet 150

Mysore Special Sandal tablet 150

Mysore Sandal rose tablet 150

Mysore Sandal Guest tablet 17


DETERGENTS

R.I.S.M 48

Mysore detergent powder 1000

Mysore detergent powder 500

Mysore detergent Cake 125

Mysore detergent 250


TALCUM POWDERS

Mysore Sandal Talc 20, 50, 100, 300

Mysore Sandal Baby Talc 100, 200, 400

MYSORE SANDAL BATH TABLET TRIO

R.I.S.M 49


Contains pure natural Mysore sandal wood oil along with skin conditioners and

moisturizers. The all time favorite Mysore sandal soap, the beauty secret of

millions, gift packet in a set of 3 bath tablets.

MYSORE SANDAL GOLD

The glamorous entrant to the sandal family. The result of intensive research by

the company to bring out the best soap in the country. Mysore sandal soap is

made with pure sandalwood oil, almond oil. Keeps the skin blemish free

bringing a radiant glow to the skin.

MYSORE SANDAL CLASSIC SOAP

R.I.S.M 50


This soap contains skin conditioners, moisturizers and pure natural sandal wood

oil based fragrance with therapeutic and antiseptic properties, which nourishes

the skin soft, smooth and glowing forever.

3-IN -1 GIFT PACK

The luxury bath soaps with the traditional fragrances of natural sandal, jasmine

and rose specially gift- wrapped in one single pack for family use for all

occasions.

R.I.S.M 51


MYSORE ROSE SOAP

Guest the dew- drop freshness of just plucked roses captured in soap form to

give a feeling of a shower with rose petals.

MYSORE SANDAL’S AGARBATHIES

Exotic agarbathies available in wide range of fragrances for all preferences,

chandan, rose, jasmine.

R.I.S.M 52


ORGANISATION STRUCTURE

R.I.S.M 53

MD

Executive Director

Marketing Director

G.M. Finance

A.G.M. (H.R.D)

Chairman


SWOT ANALYSIS OF KS&DL

STRENGTHS:

Only soap in India that contains pure sandal and almond oil.

Certified by ISO.

World’s largest production of sandal wood oil.

Brand name form decades in soap market.

R.I.S.M 54

G.M. Production

D.G.M. (S.O.D)

G.M R&D/QAD

A.G.M (Stores)

A.G.M (C&S)

D.G.M (P&M)

A.G.M (U&T)

D.G.M (D&M)

D.G.M (M.TL)


WEAKNESSES:

Distribution network weak in north and east.

Pursued as summer soap

Absence of television advertisement

Neglecting freshness aspect.

OPPORTUNITIES:

1. Traditional benefits that sandal is good for skin

2. Skin care is just gaining importance among consumers

3. As a soap attribute.

4. Back to natural trends.

THREATS:

Other competitors such as Rexona, Santoor etc.

CLASSIFICATION OF EMPLOYEES AT KS&DL

1. PERMANENT EMPLOYEES: one who has been engaged for work on a permanent

a permanent basis.

2. TEMPORARY EMPLOYEES: one who has been engaged for work, which is

essentially of temporary nature and likely to be finished within a limited period.

3. PROBATIONARY EMPLOYEE: one who is provisionally employed to fill a

R.I.S.M 55


permanent vacancy.

4. CASUAL WORKEMEN: one who is engaged on day to day basis, for casual or

non recurring work.

5. TRAINEE: is a learner who may or may not be paid stipend during of training.

MAN POWER DETAILS:

GROUP BANGALORE

SOD

MYSORE

MARKETING

BRANCHES

DUTY

PAID

GODOWN

SHIMOGA

TOTAL

Executives 78 09 37 03 127

Supervisors 49 08 22 - 79

Workers 568 32 48 13 6611

Total 696 49 107 16 867

DATA ANALYSIS & INTERPRETATION

TABLE NO.1

R.I.S.M 56


1) Table showing the type of training programme followed by KS&DL.

SL.No Type of training

programme

No of

respondents

Percentage

1 Apprenticeship

training

10 20%

2 Job Instruction 40 80%

3 Induction training 0 0

Total 50 100%

Analysis: 20%of the respondents have undergone apprenticeship training, 80%

have under gone job instruction.

R.I.S.M 57


Graph:1

Interpretation: It can be interpreted that most of the respondents are trained on

job instruction method; few of them are trained on apprenticeship training

method.

R.I.S.M 58


2) Table showing which type of off job training the respondents have

undergone.

SL.No Type of off job

training

No of

respondents

Percentage

1 Class

room/Lecture

0 0%

2 Vestibule

training

0 0%

3 Conference or

Seminar

50 100%

Total 50 100%

Analysis: 100% of the respondents have attended the training in Conference or

Seminar hall.

Graph:2

R.I.S.M 59


Interpretation: It can be interpreted that all the respondents have attended the

training programmes.

3) Table showing the number of training programmes that the respondents have

R.I.S.M 60


attended.

SL.No No of training

programmes

No of

respondents

Percentage

1 1-3 0 0%

2 3-6 20 40%

3 More than 6 30 60%

Total 50 10%

Analysis: 60% of the respondents have attended more than six training

programmes, 40% of the respondents have attended 3 to 6 training programmes.

R.I.S.M 61


Graph:3

Interpretation: It can be interpreted that most of the respondents have attended

six training programmes and others have attended 3-4 training programmes.

4) Table showing if the respondent wants any change in the training

R.I.S.M 62


Programmes.

SL.No Opinions if

change

required

No of

respondents

Percentage

1 Yes 10 20%

2 No 40 80%

Total 50 100%

Analysis: 80% of the respondents agree to have a change in the training

programme method, 20% of the respondents are satisfied with the present

training programme method.

R.I.S.M 63


Graph:4

Interpretation: It can be interpreted that most of the respondents like to have

change in the training method followed by KS&DL.

R.I.S.M 64


5) Table showing how often training is conducted in KS&DL.

SL.No Period No of

respondents

Percentage

1 Weekly 0 0%

2 Monthly 20 40%

3 Quarterly 30 60%

4 Yearly 0 0%

Total 50 100%

Analysis: 60% of the respondents say that they attend the training programme

quarterly, 40% of the respondents say that they attend the training programme

monthly.

R.I.S.M 65


Graph:5

R.I.S.M 66


Interpretation: It can be interpreted that more than sixty percent of the

respondents attend the training programme six months once in year and others

attend the training programme every month.

6) Table showing how the respondents have rated the facilities provided by

KS&DL during the training period.

SL.No Opinions No of

respondents

Percentage

1 Excellent O 0%

2 Very Good 5 10%

3 Good 40 80%

4 Average 5 10%

Total 50 100%

R.I.S.M 67


Analysis: 80% of the respondents rate their company’s training programme as

good, 10% rate it as very good, 10% rate it as average.

Graph:6

Interpretation: It can interpreted that most of respondents agree that the

training programme conducted in there company is very beneficial & good.

R.I.S.M 68


7) Table showing the satisfaction of respondents, regarding the material provided

during.


respondents

Percentage

1 Satisfied 37 72%

2 Un-satisfied 13 27%

Total 50 100%

R.I.S.M 69


Analysis: 72% of the respondents are satisfied with material provided to them by

the company during the training period & 27%of the respondents are not

satisfied.

Graph:7

R.I.S.M 70


Interpretation: It can be interpreted that most of respondents agree that they are

satisfied with the material given to them at the time of training period, others i.e.

27% of the respondents are not satisfied.

8) Table showing whether the training is educating the respondents.

SL.No Opinions on

satisfaction

No of

respondents

Percentage

R.I.S.M 71


1 Yes 40 80%

2 No 10 20%

Total 50% 100%

Analysis: 80% of the respondents have agreed that the training programme is

educating them & 20% say that they do not get any benefit from the training

programme.

Graph:8

R.I.S.M 72


Interpretation: It can be interpreted that most of respondents agree that the

training programme is really educating them a lot and a few disagree for the

same.

R.I.S.M 73


9) Table showing how the company will check the efficiency of the respondents.

SL.No The way

checking

No of

respondents

Percentage

1 Oral test 5 10%

2 Evaluation 5 10%

3 Observation 40 80%

Total 50 100%

Analysis: 80% of the respondents say that the company undergoes an

observation process after the training programme is conducted & 20% of the

respondents say that the company goes under a process of oral test and

evaluation.

R.I.S.M 74


Graph:9

Interpretation: It can be interpreted that most of respondents say that the

company undergoes an observation process after the training programme is

conducted and few say the company undergoes a process of oral test and

evaluation.

R.I.S.M 75


10) Table showing the opinion of respondents on the trainee’s or teaching staff

in the company.


respondents

Percentage

1 Efficient and

tolerant

50 100%

2 Not

emphasizing

0 0%

R.I.S.M 76


key points

3 Inefficient 0 0%

Total 50% 100%

Analysis: 100% of the respondents say that the trainee’s or teaching staff

in the company are very efficient and tolerant.

Graph:10

R.I.S.M 77


Interpretation: It can be interpreted that all most all the respondents say

of the respondents say that the trainee’s or teaching staff in the company are

very efficient and tolerant.

R.I.S.M 78


11) Table showing the area in which the respondents have undergone in

training programme.


respondents

Percentage

1 Finance 5 10%

2 Production 40 80%

3 H.R 0 0%

4 Marketing 5 10%

Total 50 100%

Analysis: 80% of the respondents say that they have undergone training under

production sector & rest other 20% say that they have undergone training under

finance & marketing sector.

R.I.S.M 79


Graph:11

Interpretation: It can be interpreted that most of respondents say that they are

trained in the field of production and a few respondents say that they have

undergone training under finance & marketing sector.

12) Table showing if the respondents agrees that “Training & Development”

helps to adapt a change in the working environment.

R.I.S.M 80


SL.No Opinions on

adapting of

change

No of

respondents

Percentage

1 Yes 40 80%

2 No 10 20%

Total 50 100%

Analysis: 80% of the respondents agree that they can adopt a change after the

training programme & rest 20% do not agree for the same.

Graph:12

R.I.S.M 81


Interpretation: It can be interpreted that most of respondents say that they can

adopt a change in there working method after the training programme and a few

disagree for the same.

R.I.S.M 82


13) Table showing the opinion of respondents on the information given in

training period.


respondents

Percentage

1 Sufficient 25 50%

2 In sufficient 0 0%

3 Average 25 50%

4 Poor 0 0%

Total 50 100%

Analysis: 50% of the respondents agree that the information given during the

training is sufficient & rest 50% of the respondents say it is not sufficient.

R.I.S.M 83


Graph:13

Interpretation: It can be interpreted that 50% of the respondents agree that the

information given during the training is sufficient & rest 50% of the respondents

say it is not sufficient.

14) Table showing up to what extent the training environment is similar to

working environment to the respondents.

SL.No Opinion’s in No of Percentage

R.I.S.M 84


% respondents

1 30% 5 10%

2 50% 5 10%

3 70% 40 80%

4 Others 0 0%

Total 50 100%

Analysis: 80% of the respondents agree that the training information is 70%

same to the working environment & rest 20% of the respondents agree that the

training information is 30-50% same to the working environment.

Graph: 14

R.I.S.M 85


Interpretation: It can be interpreted that most of the respondents agree that the

training information is 70% same to the working environment & rest a few of the

respondents agree that the training information is 30-50% same to the working

environment.

R.I.S.M 86


15) Table showing the opinions of the respondents, whether training leads to

growth and co-ordination.


respondents

Percentage

1 Always 40 80%

2 Sometimes 5 10%

3 Not at all 5 10%

Total 50 100%

Analysis: 80% of the respondents agree that training leads to growth &

co-ordination inside the organization & rest 20% say that it sometimes or not at

all.

R.I.S.M 87


Graph:15

Interpretation: It can be interpreted that most of the respondents agree that

training leads to growth & co-ordination inside the organization & rest a few say

that it sometimes or not at all.

R.I.S.M 88


Findings,suggestions&conclussion

FINDINGS

100% of the employees have attended for training programmes, which is

conducted by the company.

It is clear that 88% of the employees are aware that the training needs &

objectives.

The study shows that 100% of the employees have interest in acquiring

new knowledge and skills.

The study state that is the organization they are providing both the

training methods on-the-job & off-the-job methods.

100% of the employees told that the training helps an individual to

perform the job efficiently.

96% of the respondents state that the training program is necessary for

each employee.

It is clear that the training program is organized monthly, half-yearly and

yearly for different departments (work).

64% of the employees are satisfied with the training duration of training

programmes which is given by the company.

The study says that the training is given by both the internal & external

faculties.

For the training program, each employee will be encouraged by the H.R

R.I.S.M 89


department or by immediate Superiors choice.

It is clear that the training program is helps to achieve organizational

goals & to improve quality of work.

56% of the respondents say that the training program should be

conducted on the basis of both skills & knowledge.

96% of the respondents state that the company is taking feedback from

the participants.

88% of the employees are clear that safety training is must to prevent

industrial accidents.

80% of the employees say that the training programme is adequate for

better understanding.

The study says that the training programmes conducted by the company

are good.

60% of the employees told that the training program is very important in

technical area.

72% of the employees are satisfied with the overall Training &

Development programmes organized in that company.

60% of the employees say that in future they need different types of

training programmes.

SUGGESTIONS

R.I.S.M 90


Training program should be conducted very often.

Duration of the training program should be increased if possible.

The company should preferably conduct computer training programs to

all the employees.

Training can be more practical which will help in problem solving. Also,

interesting games can be adopted in training methods which helps in

breaking the monotony.

Training should be provided to each and every employee whenever

necessary.

Constant upgradration of training methods is desirable.

CONCLUSION

R.I.S.M 91


Training is an activity where we impart knowledge, skills and attitude to the

people. Training programme is very important for an organization to increase

profitability, quality of work, morale of work force, job knowledge and skill at

all the levels. Training improves organizational efficiency and helps in creating

positive attitude towards profit orientation. It helps an individual to perform the

job efficiently by taking better decision and problem solving.

Training programme in KS&DL helps the employees to have a

better understanding of their job . The company is offering both training

methods on the job and off the job which is much essential for the company to

maintain better quality of work and to reduce industrial accidents.

The role of training and development consists in determining the

training needs of various groups of employees, designing and organizing the

suitable training program and constant follow up measures thereby the

employees of the origination are been fitted to a considerable . Overall the

“Training and Development Programme” in KS&DL is satisfactory.

QUESTIONNAIRE

R.I.S.M 92


Respected Sir/ Madam,

I Bhushan .S Student of Reva College of Science and Management

Studying in 6th sem BBM As a part of the academic curriculum, I’ am

Carrying out a survey on “ STUDY ON TRAINING AND DEVELOPMENT”

Of Employees at KS & DL. Kindly give some information regarding the

following question as it would help me to prepare a project report.

I hereby request you to lend your kind co-operation by answering the questions

accurately as possible for which I will be grate full.

Thanking you,

Yours faithfully,

Bhushan.S

Employee Details:

NAME :

R.I.S.M 93


AGE :

QUALIFICATION :

DEPARTMENT :

1) Which of the following training programmes have you undergone?

a)Apprenticeship training ( )

b)Job Instruction ( )

c) Induction training ( )

2) Which of the following off job training programmes have you undergone?

a)Class room/Lecture ( )

b)Vestibule training ( )

c)Conference or Seminar ( )

3) How many training programmes have you attended during your

service period?

a)1-3 ( )

R.I.S.M 94


b)3-6 ( )

c)More than 6 ( )

d) None ( )

4) Do you feel any changes should be made in the training

programmes?

a) YES ( )

b) NO ( )

If yes, based on which type of the following programmes?

a) Teaching methodology ( )

b) Course material ( )

c) Time schedule ( )

d) Training ( )

5) How often training programmes are conducted?

a) Weekly ( )

b) Monthly ( )

c) Quarterly ( )

d) Yearly ( )

6) Facilities provided during the training period are?

a) Excellent ( )

R.I.S.M 95


b) Very Good ( )

c) Good ( )

d) Average ( )

7) Are you satisfied by the material provided during the training?

a) YES ( )

b) NO ( )

If no why?

a) No Logic ( )

b) Large extent ( )

c) Not simple ( )

d) Others specify…

8) Do you get knowledge benefits from training?

a) YES ( )

b) NO ( )

If yes, to what extent?

a) Large extent ( )

b) Short extent ( )

c) Same ( )

d) Nil ( )

R.I.S.M 96


9) Will the company check your efficiency during training

a) YES ( )

b) NO ( )

If yes how?

a) Oral test ( )

b) Evaluation ( )

c) Observation( )

10) What do you feel about faculty members of the training?

a) Efficient and tolerant ( )

b) Not emphasizing key points ( )

c) Inefficient

11) Please specify in which area you have undergone training?

a) Finance ( )

b) Production ( )

c) Research & Development ( )

d) H.R ( )

e) Marketing ( )

f) Others ( )

12) Do you agree that training and development helps you to adapt

change?

R.I.S.M 97


a) Yes ( )

b) No ( )

13) Information given during the training period is

a) Sufficient ( ) b) In sufficient ( )

c) Average ( ) d) Poor ( )

14) To what extent is the training environment similar to working

environment?

a) 30% ( ) b) 50% ( )

c) 70% ( ) d) others -------------------

15) Does training lead to growth and co-ordination?

a)Always ( )

b)Sometimes ( )

c) Not at all. ( )

BIBLOGRAPHY

R.I.S.M 98


BOOKS AUTHORSHuman Research Management : ASWATHAPPA

GEEORGE SIRUSS

Personnel Human Resource management : USA RICHAR. D. TRWIN.D

Personnel Management of people : MIRAZA SAIYADIN

Human Resource Management : MICHAEL ARMASTRONG

WEBSITES

www.hrm.com

www.google.com

www.mysoresandal.com

www.wikipedia.com

R.I.S.M 99

http://www.mysoresandal.com/

http://www.google.com/

dog's project by a genuis

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