CHAPTER I

INTRODUCTION

1
INTRODUCTION

In the modern world technological changes are increasing. So the need

for training is also increasing. This training gives employees keep touch in with new
development. After selecting new employees, the next task of the management is to
give proper training. Not only for the new employees the existing employees also
need training for better production. So training plays a great role in the development
of the organization.

Every organization has to take some kind of training programs for

preparing the workers more skilled in their jobs and keeping them acquainted with
latest technological advancement. The main purpose of the training is to bridge the
gap between job requirements and present competence of an employees. By training
the employees can acquire new manipulative skills, technological knowledge
problems solving abilities etc..

This projects seeks to the effectiveness of training programe in the

organization. This study is mainly conducted to know the level of satisfaction of
employees who got training program and to draw out the impact of the traning
programe in the growth and development of employees in the company and also to
identify the various constraints that affect the process of traning.

SIGNIFICANCE OF THE STUDY

 It conveys the management how efficient their employees are.

 This study help the management to know the level of participation of their
employees.
 This study will boost the employees to work effectively.
 The management can motive the workers for success of the organization

2
STATEMENT OF THE PROBLEM

This study is mainly concerned with the effectiveness of employees training

program in the organization. Training is one of the most important factor affecting
human behavior and performances. Thus identifying the factor affecting the
satisfaction of employees for improving their business activities. So this study is
mainly concerned with effectiveness of training and is impact on employee’s
performance.

OBJECTIVES OF THE STUDY

 To know the level of satisfaction contributed by training programs in an

organization.
 To draw out the impact of training program in the growth and development of
employees
 To identify the various constraints affect the process of training

PERIOD OF THE STUDY

Period of study of this project 1 Weeks

SCOPE OF THE STUDY

This study is mainly concerned with analyzing and evaluating the effectiveness of
training program. It helps to know and understand the effectiveness of training
program better besides evaluating its adequacy and suitability in improving
competence in the employees undertaking. Also to find how training will help the
organization and to find the existing employee training techniques and to make it
more efficient and effective.

3
METHODOLOGY OF THE STUDY

COLLECTION OF DATA

This study is based on the primary data and secondary data.

PRIMARY DATA

The primary data are those which is collected for the first time and they are
close errorless. The modes of collecting primary data are;

 Direct personal interview

 Questionnaire Method

SECONDARY DATA

The secondary data are those data which is already been collected. The modes
of collecting secondary data are:

 Company Records
 Books and journals
 Publications
 Internet

ANALYSIS OF DATA

For the purpose of analysis and interpretation, tabulation and simple

percentage analysis are used. Diagrams table and pie-chart are used for the
presentation of data.

LIMITATION OF THE STUDY

 Respondents are not ready to reveal the true facts.

 Respondents are busy with their work.
 Study is limited only in Kannur District so the findings may not be true for all
over kerala.

4
 CHAPTER II

INDUSTRY PROFILE

5
INDUSTRY PROFILE

INTRODUCTION

Everyone knows how important our daily is. Our body rebuilds itself while we
are sleep. Rubberized coir mattress is a valuable product manufactured from coir fiber
and rubber latex, It has got various other uses like it is used as shock absorbers,
packing material , filters etc. The birth of rubberized coir industry is quite amazing
and interesting. Prior to 1960’s people hardly has an idea of this novel and high utility
product. Non availability of materials necessitated coir fiber; a suitable alternative
product for rubberized. This was the beginning of rubberized coir industry. This
product got some recognition early 70’s. Even though in 60’s there was only handful
mattress units, now including small and big companies there are more than 100 brand
in the market.In kerala 75% of the mattress companies are located in kannur. The
present mattress companies having operations in kerala are sulfex,Rubco,Kuri-
on,Duroflex etc;

Sulfex India Pvt. Limited is a company founded in the year 1994, by

Mr. M.T.P Muhammed kunhi, a prominent NRI business personality. It was set up
with the objective of utilizing the abundant available resources of kerala. Today from
a single unit company Sulfex has grown in to a 30 core conglomerate with well
diversified operation. The various subsidiaries formed by Sulfex include Sulfex India
Pvt. Ltd. Sulfex fiber products, Sulfex Mattress company. India’s second largest and
most sophisticated plant capacity is for rubberized coir Mattress company. The plant
employees 400 highly skilled personnel’s directly and another 2000 indirectly. Its
major product are rubberized product mattresses, pillows,caushions,bolsters etc.
credited with ISO 9001 and BIS certification, the company is exporting its product to
middle east, South Africa and European countries.

6
 The raw materials are 100% natural coir and rubber latex, fully
replenished resources harnessing its technological superiority, product excellence and
care for environment the company has created one of the best scientifically backed
rubberized.

THROUGH THE HISTORY

The typical bed of 1600 in its simplest from was a timber frame with rope or
leather supports. The mattress was a bag of soft filling which was most commonly
straw and sometimes wool that was covered in plain, cheap fabric the more expensive
ones of this period had the same bed frame-perhaps a little sturdier with a lower bag
of wool, and a top bag of feather substituting the uncomfortable plain straw mattress.
This was also covered in plain fabric.

The mattress also became tufted or buttoned to hold the fillings and lover
together, and the edges were stitched and more expensive. Beds were much the same but with
two or more layer of straw horse hair and feather were laid into each other for extra comfort.

The most expensive beds of 1929 were latex rubber mattress produced by the
very successful “Dunio pillow”. Pocket spring mattresses were also introduced. These were
inner springs sewn into mattress and was also producing inner spring divan. The
mattresses which were inner spring units were upholstered and tape-edged with a
machine. Before this all the work was done by hand except sewing in some of the cases.

KERALA AND COIR INDUSTRY

The history of coir and its association with the state of Kerala dates back to the
19th century. One of the most commonly seen tropical trees in Kerala is the coconut
tree. In fact, even the name Kerala (Kerala in Malayalam) is derived from this tree
(“Kera” in Malayalam language means coconut and “Alam” means land, thus Kerala means
land of coconut). Everything from Kerala’s culture to its dishes is evolved around the coconut tree.

7
 Alleppey (Alappuzha in Malayalam) is the nerve centre of Kerala’s famous coir
industry. Here one can see coconut husks being beaten into fiber for making beautiful mats and other
coir products. Both men and women are actively involved in the production of coir. The women are
mainly involved in the yarn spinning sector and the men in the product weaving sector.

Coir industry enjoys the status as the largest to cottage industry in the state of
Kerala, giving employment to over a million people. Kerala also has a very fine
natural harbor located at Cochin (Kochi). From the ancient time itself Cochin had
found a place in the minds of Europeans as a trading centre because of its port and
spices.

THE FUTURE

As improved technology increases production, industry groups and governmental

agencies are actively promoting new uses for coir fiber. Geotextiles is one promising
area. The Indian state of Kerala designated 2000 as Coir Geotextiles year, which it
observed by increasing marketing efforts and supporting research to improve production. The
annual world demand for geo textiles is 1.2 billion square yards (1 billion square
meters) and growing. Although natural fibers account for only 5% of that, the
proportion is expected to increase as more users turn away from non bio degradable synthetics.

Another new product under development is an alternative to plywood that is made by

impregnating a coir mat with phenol formaldehyde resin and curing it under heat and pressure.

BEDS THROUGH HISTORY

A typical bed of 1600 in its simplest form was a timber frame with rope or
leather supports. The mattress was a “bag” of soft filling which was most commonly straw and
sometimes wool that was covered in plain, cheap fabric. The more expensive ones of this period had
much the same bed frame-perhaps a little sturdier-with a lower bag of wool and a top
bag of feathers substituting the uncomfortable plain straw mattress. This was also
covered in plain fabric.

8
 During the Renaissance the bed structure was much the same, however the
plain fabric used to cover the mattress progressed to being covered in a much better quality
slip cover. In the mid 18th century, changes were made. The cover became made of quality linen or
cotton, the mattress cane box was shaped or bordered and the fillings available were
natural and plenty, including coconut fiber, cotton, wool and horsehair. The
mattresses also became tufted or buttoned to hold the fillings and cover together and the
edges were stitched. More expensive beds were much the same but with two or more layers
of straw, horsehair and feathers were laid onto of each other for extra comfort. Iron and steel
replaced the past timber frames in the late 19th century, and better filling sand fabrics
were used on the mattresses. Reproductions of these were also manufactured by Eric. In
the 1900’s the beds were either as above or divan, which were made of individual springs
tied into a timber frame and covered. The mattresses remained much the same. By this time, both
Eric and Frank were constructing these types of beds and mattresses.

The most expensive beds of 1929 were latex rubber mattresses produced by the very
successful “Dunio pillow”. Pocket spring mattresses were also introduced. These were
individual springs sewn into linked fabric bags. By 1950, Frank was in control of his own
company and was producing innerspring divan bases that were wire units fixed onto timber frames.
The mattresses were also innerspring units that were upholstered and tape-edged with a
machine. The 1970’s saw the invention of the waterbed and the takeover of foam: the
majority of beds were made with this material. Springs, however, still remained
popular yet expensive. In this period, both Geoff and Frank were working on such beds.
Mechanization increased greatly in the 1980’s and mattresses and bases were
constructed with the aid of computer production lines.

REAL BED

Currently, the Real Mattress & Base Co. produce beds that are made with natural fibers
such as those that were used in past periods of time. In each mattress are layers of coconut
coir, cotton, polyurethane foam, wool and spring units. They are covered in damask or a cotton
herring bonnet will cover. Their bases have pin timber frames, coconut coir, cotton,
dense cardboard side panels, foam, wool, and hessian, and are also covered in either damask or

9
cotton covers. Because the Real Mattress & Base Co. frequently reconstructs antique beds, they
are capable of producing mattresses with cut-out corners to cater for four poster beds or
ensembles to fit existing head and footboards.

SULFEX COMPANY / SULFEX UNITS

SULFEX FIBER PRODUCTS

It is a partnership firm. The Sulfex fiber products were the firstly established
unit in the year 1994 with a capital of Rs 400 lakhs. The unit was manufacturing coir
mattress. The unit was situated at industrial development plot. Andoor (P.0)
Parassinikadavu, Kannur.

SULFEX MATTRESS COMPANY

The Sulfex Mattress Company was the secondly established industrial unit at
Elambarampara, Taliparamba. It started its operation in 2002. The unit products not only
mattress but also products like car cushions, quick dry bathroom mat, door curtain, etc. But
Sulfex Mattress Company concentrated to produce only rubberized coir mattress, cushions
and pillows.

SULFEX INDIA PVT.LTD

It is also a private Limited unit. But these unit do not produce anything. This unit will
market the products manufactured by Sulfex Mattress Company. This was strated in the year
2004.

ACHIEVEMENTS OF SULFEX FIBER PRODUCTS

During 1994 to 1995, the marketing was only in the Kerala and turnover was
1.85 cores. In the year 1995 to 1996, the unit could expand its marketing outside
Kerala and the turnover reached Rs 3 cores. The production has increased and a
separate fabricating unit has been started in Kannur.

10
 CHAPTER III

COMPANY PROFILE

11
COMPANY PROFILE

Company Name : Sulfex Mattress company

Place : Elemberampara, Taliparamb

Place : Pallivayal

District :kannur

State :Kerala

Pin :670563

Phone :0497-27080747

Fax :0497-27080848

Website : WWW.Sulfexmatters.com

Email : sulfexmatters@gmail.com

Sulfex mattress is a company founded in the year 1994, by Mr. M.T.P

Muhammed kunhi, a prominent NRI business personality with diverse internet in
Rubberized coir,, plywood’s and Construction India and trading activities in the
middle east, Sulfex group is a fast growing entity, surging ahead various business
interests. Fuelled by an undying passion to purpose excellence on all fronts, Sufex
aim to create lasting value for customers across the world.

Beginning as the manufactures of exceptional quality Rubberized coir

mattress, the sulfex group has come a long way, today. Together to the state-of-art
manufacturing plants, via sulfex fiber products and sulfex mattress company and
strategically situated at parasinikadavu and Thaliparamba,Kannur,Northern part of
kerala state, account for a mammoth 8000 metric tons annual production capacity
billed has having India’s second largest and most sophisticated plant capacity for
rubberized coir mattress as well as allied products like carpets under lies, packing

12
pads and Air- condition filters and companion products like pillows, cushions and
bolsters. The high density rubberized coir bare blocks that we produce are highly
recommended as layer for spring matters worldwide.

The plant employ 400highly skilled personal directly and another 2000
indirectly. Credited with ISO 9001 and BIS certification, the plants follow all the
globally accepted policies from HACCP norms to environment care to the of never
resorting child labor to the last world.

The row material is 100% natural coir fiber and rubber latex fully replenish
able resources. Harnessing its technologies superiority, products excellence and care
for environment, the company has created one of the best scientifically baked
rubberized coir mattress brand sulfex.

A brand that is going places . Not only in India, but in highly discerning ,
value conscious global market as well. With a turn over that is rising past 400 billion
in India currencies, the brand and the company are formidably hoisted to soar heir. To
take a full advantage of future possibilities, the company is expanding its core
competencies consolidating its strengths further from its stronghold, the state of
kerala. Beginning as the manufacturers of exceptional quality rubberized coir
mattress, the Sulfex group has come a long way today. Together, the two state of the
art manufacturing plant, via Sulfex fiber situated in northern part of kerala state,
account for a mammoth 800 metric tons annual production capacity which means over
2500 matters a day.

The plant employees 400 highly skilled personnel’s directly, and another 2000
HACCP norms to environment care to the custom of never resorting to child labor to
the last world. To take full advantage of future possibilities, the company is
expanding its core competencies by consolidating its strength further from its strong
hold, the state of kerala. Though a wide network of over 2000 dealers, Sulfex is
expanding from its south Indian markets to the whole of India. Backed by a mammoth
production capacity and proactive logistics capability, Sulfex is positioning itself as a
front line players in the whole country, besides a fully dedicated marketing division,

13
with its base in Bangalore, the software haven, he company is making strategic in
roads into more potential market.

Sulfex mattress and allied products like pillows, bolsters and mats are selling
amidst their segments, today, thanks to the single-minded dedications behind. Sulfex
mattress are crafted precisely, as per customer preference. They provide a
scientifically tested back support and soothing comfort a sleeping body needs. In the
entire segment, perhaps Sulfex is the only brand, which has struck the “optimum price
quality” right. By providing more mattress they ensure full value for money. The
unique side blanketing prevents sagging and keeps dimensional stability in fact, in
spite of long use for the critical tape edging process.

The company relies on imported machineries and highly skilled manpower.

Continuous quality upkeeps and an attention to detail ensure that each mattress
provide maximum sleeping comfort and extra long life. The two critical bench marks,
for any mattress. Little surprise, many quality and Disposal, Ministry of commerce
and industry, Government of India, Directorate General of Quality Assurance,
Ministry of Defense. Internationally reputed pilgrim centers and the like.

VISION

 High quality and reliability

 Good and efficient service to customers
 To reduce cost and fix a reasonable price for the product.

MISSION

 To innovate new technology.

 To produce high quality product reasonable price.
 To help enrich the quality of community.
 To help the employees to improve their standard of living.

14
OBJECTIVES OF THE COMPANY

 To produce eco-friendly products.

 To maintain relationship between management and employees.
 To increase productivity.
 To increase profit through maximization of sales.
 To solve problems of the employees.
 To produce quality products.
 To satisfy the customer by providing the right quality product.
 To help the employees to improve their standard of living
 The develop healthy interpersonal relation and discipline in the organization.

15
SULFEX MOTTO

 Our customer is the most important person in our premises.

 Our employees are most workers are not asset.
 We are treating our well wishes with dignity, respect and care.
 We are steered by the needs and requirement of our customers strive to exceed
their expectation every time.
 We responsible to the community in which do business, building their skills
and strength we do our own.
 We generate team spirit and encourage employees participation in the process
improvement.
 We never compromise the quality.
 We search and innovate for ways to improve our skills to serve our customers
better.
 Above all, we never compromise our integrity.

OWNERSHIP AND CAPITAL

 Constitution : Proprietorship
 Year Established :1994
 Business Owner : Mr. TP Mohammed Kunhi
 Legal Representative : Mr. Bupesh Bal

FACTORY INFORMATION

 No Of R&D Staff : 21 ± 30 Persons2.

 Production Capacity : 1500 Nos./ Day3.
 Total Employees : 135 Persons4.
 Working Schedule : 24 Hrs (3 Shift)

16
Awards and achievements of sulfex mattress india(p)ltd

 It is an ISO 9001: 2008 &ISI certified company.

 It is the first company in Kerala which attained both ISO&ISI certification.
 Management system certified company.
 BSI certified company.
 Sulfex is the first and only unit rubberized coir to have DGQA(Director
General Of Quality Assurance)certification.
 The Kerala government “Consumer Award’ for quality, in the year 2000 ,was
achieved by the company.
 Best small scale industry award for the year 1998-’99.

17
DEPARTMENT OF THE STUDY

PURCHASE DEPARTMENT

Purchasing is the fundamental function performed in a industrial

establishment. Purchase department in Sulfex fiber foam has to roles to play purchase
as well as stores. The main purposes of purchase department is to purchase raw
materials, utilities , spreadparts etc. Atleast cost with required quality and also to
evaluate the suppliers so as to select suppliers on the basis of their ability to supplier
or material. Here purchase departments is responsible for purchasing raw materials as
per the requirements of the production department. The purchase department places a
particular schedule for the purchase of raw material depending upon the requirement
from planning department and stock availability. Procedure for purchasing starts from
inviting quotations from suppliers of raw materials in sulfex fiber foam they mainly
purchases centrifugal latex curled rope, chemicals etc.

ROW MATERIALS

 Rope

An important raw materials which PS used in the production of rubberized

coir mattress is curled coir. Medium and Short fibers there should be minimum 25%
long fibers, 20% medium fibers and maximum 35% of short fibers . The curling effect
of rope is used to bring in a cushioning effect in the rubberized mattresess.

 Latex

It is highest cost incureing raw material. In order to minimize the cost the
company uses the centrifugal and field latex. Centrifugal is a processed rubber and the
field latex is natural which is directly collected from the farms. Latex is locally
available. In field latex there is 25% dry rubber content and in centrifugal latex is
above 60%.

18
  Chemicals

Another raw materials used is chemical, oil and lubricates. They purchase
these from the manufactures their details delears.

 Poly Urethane Foam

PU foam is pasted on the base mattress. It gives softness and cushion effect
to the mattress. As the models very the thickness of foam used also various.

 Cloths

It is used for converting semi-finished mattress. Various types of fabric used

are cotton, polister, handloom etc.

 Polythene Cover

It is used to cover the products at the finishing stage. These are purchased from
Banglore.

 Furnaces Oil

It is used in the boiler and is purchased from cochin.

 Labels / Stickers

It includes ISI stickers, hard board boxes etc.

FUNCTIONS OF PURCHASE DEPARTMENT

 To locate, evaluated and develop source of the materials supplier, and service
that company needs.
 To ensure good working relation with these sources in such matter in quality
delivery, payments exchange as return.
 To intake, if necessary and co operative in cost reduction programme value
analysis market analysis and long range planning.

19
STORE DEPARTMENT

The functions of store department is to carefully store the raw material and
finished products.Sulfex need a large scale raw material to produce mattress and other
products and on the basis of demand or order there for store department is essential so
the Sulfex has a store department.

MAINTENANCE DEPARTMENT

Maintenance is a set of activity, which helps to keep plant, machine and other facility in good
condition. To succeed in the market the company must have reliable equipment. All machineries
perform their work under Indian Machinery Pneumatic System.

Functions of Maintenance department:

 To keep plant and machinery in good condition

 To check plant and machinery periodically
 To repair the equipment when the repair occurs
 To inform the management about the repair.

QUALITY CONTROL DEPARTMENT

The company is committed to manufacture and supply quality rubberized coir products in Indian and
international markets by focusing on the following:

1.Customers statutory and regulatory requirement

2. Upgrading the skills of workers and employee by providing training

3. Continuous up gradation of manufacturing facilities.

Product quality and customer satisfaction are always the priority of the company.
The company has enhanced their manufacturing operations by importing India’s first fully
computerized mattress finishing machine, which adds extra control and perfection to the
mattress while ensuring endless number of design too.

20
Sulfex is an ISO Certified Company. Being an ISO 9001 company Sulfex is giving much emphasis
to certain the quality meetings are held in every month and each department can give suggestion for
improvement. The company conduct internal quality audit every 6 months and discuss
about the quality measures to be implemented. Proper documentations and procedures are exercised
to conform to the ISO started.

PLANT DEPARTMENT

Plant location may be understood as the function of the determining where the plant
should be located for the maximum operating economy and effectiveness. A selection
of pure economic consideration will ensure an easy and regular supply of raw
material, labor force efficient plant layout, reduced cost of production. The Sulfex
mattress co has its office at Parassinikadavu (Kannur) hare may have extent of 2
acres. The main plants start at functioning in the year 2000 at Elembarampara about
10 km from Taliparamba town. It has the extent of 8 acres.

A plant layout refers to the arrangement of machinery, equipment and other industrial
facilities for the purpose of achieving the quickest and smoothest production at least
cost.

The sulfex plant follows product layout, involves the arrangement of machine inure
one line, depending up on the sequence of operations. In between, partly finished
goods travel automatically from machine to machine. It is also called straight-line
layout or sterilized manufacture.

PLANT MAINTAINANCE

The maintenance may refer to a set of activities which helps to keep plant,
machinery and other facilities in good condition.

Objectives of the maintenance

 Proper design and installing of equipment

 To keep all production material in good working condition

21
  Minimizing the lose due to production stoppage
 Periodic inspection of plant and equipment to prevent breakdown before the
occur.
 Minimizing ideal time of equipment due to break down.
 Minimizing repair time and repair cost.

FINANCE DEPARTMENT

Finance is called the lite blood a business organization out of all branches of
management financial management is of highest important. Finance management is
concerned with the planning and controlling of the firm’s financial resources.

The Sulfex fiber form Pvt. Ltd follows double entry system of accounting.
The accountants department and the other department maintain various books of
accounts. For recording the day-to-day transaction cash receipts. Vouchers and rough
cash book are maintained manually. Finally, the fair cash book is prepared based on
these in a computerized method.

The Sulfex fiber form Pvt. Ltd is rising found from Indian Overseas Bank (
IOB ) where financial transaction is done when ever any financial is reassured. Funds
are raised through cash credit account, book debt etc. all accounts are incorporated
maintained and controlled by headoffice. Account work is based on software package
tally, M/S Varma do the company’s statutory audit, half yearly audit is done long term
funds are raised from term loans.

In Sulfex fiber foam, the major portion of working capital is blocked as credit
that is sales are blocked as stock or credit on the hands of distributor or dealer. So the
company needs an additional amount of working capital of operate its normal
running.

22
STRUCTURE OF FINANCE DEPARTMENT

FIGURE NO 3.1

Deputy finance manager

Assistant accounts manager Assistant finance manager

MARKETING DEPARTMENT

Marketing is the management process responsible for identifying, anticipating

and satisfying the customers requirements profitably. It is the art of identifying the
needs and aspiration of consumers, producing and distributing the goods and services
and satisfying customer needs and desires with a view to attain certain objectives like
customer retention, increased market share, goodwill, larger profit etc.

Marketing is a comprehensive term and it includes all resources and a set of

activities necessary to direct and facilitate the flow of goods and services from
procedure to consumer in the process of distribution.

Marketing department is headed by marketing manager. He is responsible for

achievement of target fixed for division. Marketing and sales functions are under
effectiveness management and control.

The term market can be mathematically defined as;

Market= people + purchasing power + persuasion

23
 Thus market consists of people with wants purchasing power, and the
willingness to utilize the purchasing power. The ultimate purpose of production is the
satisfaction of human wants. Production of goods has no meaning unless they are
distributed consumers. Consumers can satisfy their wants only when the goods reach
in their hands. Marketing helps in doing so.

MARKETING MIX

In marketing planning we use marketing information to access the situation.

We have to select specific marketing target in the form of market segments. For each
segments or sub division of the market we formulate a combination of device or types
particular or market segments. The combination of these marketing methods or
devices is known as the marketing mix.

Marketing manager is a mixer of all marketing ingredients and he creates a

mix of all the marketing elements and resources. A successful marketing strategy
must have an efficient marketing mix.

Sulfex has an optimum marketing mix which helps them to attain their
marketing goals. The structure of their marketing mix is as follows.

HUMAN RESOURCE DEPARTMENT

Human resources are considered as the most important resources of any

organization because it can function only through people. The success of an organization
depends on the ability of its Human Resource. The importance of Human Resource Management is
to help every person to grow in such a way that he will have a fair chance to develop
his potentialities at the fullest level and facilitate him to work together with others to
achieve the desired goal.

Human Resource Management is the process of acquiring, training, apprising and compensating
employees and attending to their labour relations, health, and safety and fairness concerns

Recruitment: In Sulfex recruitment takes place due to vacancies created by various causes
like retirements, promotion, etc. The nature of recruitment includes both internal and
external sources.

24
Training: Training refers to any effort to advance the present or prospected workers'
performance, by increasing an employee's capability through learning. In Sulfex new
employees are given 6 months training. The company mainly provide on the job training. Only after 6
months, they are made permanent based on the performance during the training period. Initial 6
months are probation period for them. Stipend is given the employees during training
period.

Wage and salary: Wage and salary provided to employees is fair and reasonable. In
Sulfex, the Managers analysis and interpret the needs of the employees so that reward can
be individually designed to satisfy their needs. Here, the workers are paid wages and the
staff, Officers, Managers, etc. are paid salary. The main purpose of salary administrations to
establish and maintain equitable wage and salary.

Trade unions: An organization whose membership consists of workers and union

leaders, united to protect and promote their common interest.

Welfare: Welfare are washing toilet and bathroom, for dry clothing, facilities for
sitting, first aid equipment, canteen.

Orientation: The orientation period will be three to six month. The induction process is carried
by plant in-charger.

Performance appraisal: It is proposed to carry out the annual performance appraisal

of staff and managerial personnel.

Motivation: It is an important function which every Manager performs for actuating the
employees to work.

OBJECTIVES

 Evaluate and select the right personnel.

 Provide carrier plan for employees.
 Providing welfare scheme to employees.
 Identity training needs and provide them.
 Protection and safety of employees.

25
 STRUCTURE OF HUMAN RESOURCE DEPARTMENT

FIGURE NO 3.2

Managing director

General Manager

Personal manager

Assistance manager
Receptionist-cum-

Administrative manger

Receptionist-cum-tele Attenders
phone operator

26
Human Resource Management
Human Resource Management or HRM is the process of managing people in a
company as well as managing the existing inter-personal relationships. These two
processes are key in the success and growth of a business.

Human resource management is the management of an organization's workforce,

or human resources. It is responsible for the attraction, selection, training, assessment,
and rewarding of employees, while also overseeing organizational leadership and
culture and ensuring compliance with employment.

Human resource development

Human Resource Development (HRD) is the frame work for helping employees
develop their personal and organizational skills, knowledge, and abilities. Human
Resource Development includes such opportunities as employee training, employee
career development, performance management and development, coaching,
mentoring, succession planning, key employee identification, tuition assistance, and
organization development.

Need For HRD

 Growth of organization.
 Development of work culture.
 Developing potentialities.
 Growth of employees

Human resource policy

Human Resources policies and procedures establish a framework and set

standards that guide how we should conduct ourselves as employees and members of
the broader Princeton community. This includes how we perform our jobs, make
decisions, interact with one another and manage the business operations of the
University. Human resource policies lay down the criteria for decision making in the
field of personnel management.

27
PRODUCTION DEPARTMENT

Production department in order to ensure that there is no over and under

production, As we all know planning is very much essential for the success of each
and every activity. Production planning of each month is done on 25th previous
month. It is done in accordance with the market demand or order requirements. The
deputy manager prepares monthly production plan daily production program is sent to
the production department.

PRODUCT PROFILE

The rubberized mattresses introduce by Sulfex compromises of unique

combination of 100% natural coir and latex and the advanced manufacturing
technology. The mattresses conform to international standards in finish and durability.
Thanks to the company insight in to the Indian sleep habits and the dedicated research
efforts by the experts. This result in the creation of a scientifically correct mattress.
This offers maximum comfort and right support for the body while you are fast
asleep.

Following are the various rangers of products offered by sulfex:

1. Sulfex mattresses.
2. Sulfex cushions, pillows and bolsters.
3. Sulfex quick dry mats.

1.SULFEX MATTRESSES

Sulfex mattresses provides scientifically tested back support and smoothing

comfort. The main objective of the company is more mattresses per mattress. (More
cubic area by giving more thickness than what is listed) The unique side blanketing,
only mattresses to have the this specialty prevents sagging and help keep dimensional
stability in fact, inspire of long use. For the critical tape-edging process, the company
imported machinery and skilled manpower. Continuous quality up keeping and an
attention to details ensure that each mattress provides maximum sleeping comfort and

28
extra long life, the 2 critical bench marks for any mattress. Sulfex produces 3 different
grade of mattress namely- soft grade, medium grade and firm grade.

The mattress comes in varied size, length, width and density.

Size varies from length common size 72 inches, 75 inch and 78 inch. Width verify
from 24 ‘,30’,33’,36’,42’,48’,60’,72’. Thickness from 1 inch to 12 inches.

Density of mattress is 80. According to the order the length and width varies.

Mattress ranges offered by sulfex are:

 Sulfex president Mattress.

 Sulfex fantasy plus mattress.
 Sulfes Heritage mattress.
 Sulfex Excelsior mattress.
 Sulfex Tranquil mattress.

 SULFEX PRESIDENT
Sulfex president is designed especially
for the most luxurious experiences. Exudes
elegance and indulgence, every inch. Super
thick, with rich rubber tapping to sink in softly.
Strong inner backing to help your body retain on
the natural contours. A wide range to pick your
right president.

29
 SULFEX FANTASY PLUS

Offer plush, but firm backing for your

fan-filled indulgences. It’s the ideal comfort
those newlywed’s years for it is also the choice
mattress for hoteliers to pamper their chicest
guests. Wide range to satisfy every taste.

 SULFEX HERITAGE

A top of the line economy mattress offers

you soft comfort and firm backing looks plush
lukury, with superb finishing, tape edging and
trendy cover design. A rich collection of
pastel/floral designs to choose firm.

 SULFEX EXCELSIOR

Exquisite elegance takes the shape of

mattress.sulfex excelsior has majestic quitting
and the superior quality of the cloth and the
finest shades and design. As for its comfort, sure
to surrender, the wide range offer you a lotto
indulge in.

30
 SULFEX TRANQUIL

The perfect hospital mattress designed

and made carefully, taking into account the
demanding needs of the hospital wards and
operating tables. the unique combination of coir
and latex helps patients relax in comfort. The
high quality rexine covering lends softness and
prevent any kind of moisture sleeping down to
the insides. Wash able,untearable,easy to carry
and foldable.

A. SULFEX CUSHIONS, PILLOWS AND BOLSTER

pillows & bolsters a range of exquisite

pillows, cushions and bolsters. Available in
matching color and designs. When you choose
the best mattress, complement them with the
best sulfex pillows, cushions and bolsters.

B. SULFEX QUICK DRY MAT

sulfex introduces a range of finely
crafted mats. For entrances, kitchens &
bathrooms. The quick dry bathroom mats have
excellent moisture-absorption capacity. And
dries well in normal room temperature. Easy to
clean and lasts long.

31
2. SULFEX CUSHIONS, PILLOWS AND BOLSTERS

Sulfex provides a range of exquisite pillows cushions and bolsters. They are
available in matching color and designs. When you choose the best mattress,
complements them with the best sulfex pillows, cushions and bolsters.

3.SULFEX QUICK DRY MATS

Sulfex introduce a range of finally crafted mats. For entrances, kitchens and
bathrooms the quick dry bathrooms mats have excellent moisture absorption capacity
and dries well normal room temperature. It is easy to clean and last long.

The sulfex company provides one year guarantee for each products the price
are fixed on the base of size, quality, type etc of the product of the company has
credited on the best scientifically backed rubberized coir mattress brand sulfex.

32
 CHAPTER –IV

DATA ANALYSIS AND INTERPETRATON

OF TRAINING

33
INTRODUCTION

Training constitutes a basic concept in human resource development. It is

concerned with developing a particular skill to a desired standard by instruction and
practice. Training is a highly useful tool that can bring and employee in to a position
where they can do their job correctly, effectively and conscientiously. Training is the
act of increasing the knowledge and skill of a employee for doing a particular job.

According to Edwin B Flippo, ‘Training is the act of increasing the skills of an

employee for doing a particular job.

NEED FOR TRAINING

Every organization should provide training to all the employees irrespective of

their qualification and skills. Specifically the need for training arises because of the
following reasons:

1. Environmental changes
Mechanization, computerization and automation have resulted in many
changes that require trained staff possessing enough skills. The organization
should train the employees to enrich them with the latest technology and
knowledge.
2. Organizational complexity
With modern inventions, technological up gradation and diversification most
of the organization have become very complex. This has aggravated the
problems of co-ordination. So in order to cope up with the complexities,
training has become mandatory.
3. Human Relation
Every management has to maintain very good human relations, and this has
made training as one of the basic conditions to deal with human problems.

34
 4. To match employee specification with the job requirements and
organizational needs
An employee’s specifications may not exactly suit to the requirements of the
jobs and the organization irrespective of past experience and skills. There is
always a gap between an employee’s present specification and the
organization requirements. For filling this gap training is required.
5. Change in the job assignment
Training is also necessary when the existing employee is promoted to the
higher level or transferred to another department. Training is also required to
equip the old employees with new techniques and technologies.

IMPORTANCE OF TRAINING

Training of employees and managers are absolutely essential in this changing

environment. It is an important activity of HRD which help in improving the
competency of employees. Training gives a lot of benefits to the employees such as
improvement in efficiency and effectiveness, development of self confidence and
assists everyone in self management.

The stability and progress of the organization always depends on the training
imported to the employees. Training becomes mandatory under each and every step of
expansion and diversification. Only training can improve the quality and reduce the
wastage to the minimum. Training and development is also very essential to adapt
according to changing environment.

TYPES OF TRAINING

Various type of training can be given to the employees such as induction

training, refresher training on the job training, vestibule training and training for
promotions.

35
 Some of the commonly used training programs are listed below.

1. Induction training
It is also known as orientation given for the new recruits in order to
make them familiarize with the internal environment of an organization. It
helps the employees to understand the procedures, code of conduct, policies
existing in that organization.
2. JOB INSTRUCTION TRAINING
This training provides an overview about the job and experienced trainers
demonstrates the entire job.Addition training is offered to employees after
evaluating their performance if necessary.
3. VESTIBULE TRAINING
It is the training on actual work to be done by an employee but
conducted away from the work place.
4. REFRESHER TRAINING
This type of training is offered in order to incorporate the latest
development in a particular field. This training is imported to upgrade the
skills of employees. This training can also be used for promoting an
employing.
5. APPRENTICESHIP TRAINING
Apprentice is a worker who spends a prescribed period of time under a
supervisor.

METHODS OF TRAINING

The most widely used methods of training used by organizations are classified
in to two categories. They are on-the-job training and off-the-job training.

(1)On-The-Job Training

This is given at the work place by superior in relatively short period of time.
This training is cheaper and less time consuming. This training can be
impacted by basically three methods:-

36
 (a) Coaching:
Coaching is learning by doing. In this, the superior guides his
subordinates give him/her job instructions. The superior point out the
mistakes and gives suggestion for improvement.
(b) Job Relation
In this method, the trainees one job to another, so that he/her should be
able to perform all type of jobs. In banking industry employees are trained
for both backend and front-end jobs. In case of emergency (absenteeism or
resignation) any employee would be able to perform any type of jobs.
(c) Under Study
The subordinate learns through experience and observation. The trainees
work as an assistant to a superior. So the assistant can assume full
responsibility of the job held by superior later.

(2)Off-The-Job Training

This type of training is conducted by the organization within the premises

or by external agencies. Generally this method is adopted by government and public
undertakings. The employees has to leave his work place and devote his entire time
for training at a place away from his job.

(a)Lectures/Conferences

This approach is well adapted to convey specific information, rules, procedure

or methods. This method is usefull, where the information is to be shared among a
large number of trainees. The cost per trainee is low in this method.

(b)Films

It can provide information and explicitly demonstrate skills that are not easily
presents by other techniques. Motion pictures are often used in conjunction with
conference, discussion to clarify and amplify those points that the film emphasized.

(c)Simulation Exercises

37
 Any training activity that explicitly places the trainee in an artificial
environment that closely mirrors actual working condition can be considered a
simulation. Simulation activities include case experience, experimental exercises,
vestibule training etc.

(d)Laboratory Training

It is a group training techniques. It is useful to improve mutual understanding

human relationship and interpersonal skills. It involves sharing of experiences and
experiences of behavior, feeling and reaction on them.

(e)Special Courses

Special courses are conducted by an organization with the help of experts.

Experts conduct a series of lectures. These lectures are meant for importing special
skills and knowledge about performing special tasks.

38
DATA ANALYSIS AND INTERPRATAIONS

This data has been tabulated and the percentage of the respondents for cash
factor has been calculating using tally mark operation. The data collected has been
converter in to quantitative figure. The percentage of analysis has been to draw the
conclusion.

STATISTICAL ANALYSIS

Percentage refers to the special kind of ration. The percentage is used in

marking comparison between two or more series of data. For easy and simplicity of
calculating the general understanding of its purpose and the universal applicability of
the present static have made it mostly wide and standardized in researchers. The
percentage analysis is done by diving number of respondents with total population of
sample.

39
RESPONDENTS CLASSIFICATION

ACCORDING TO THEIR GENDER

TABLE NO. 4.1

Category Frequency Percentage

Male 30 60%
Female 20 40%
Total 50 100%

GRAPH 4.1

frequency

female
40%

male
60%

INTERPRETATION

From the above table out of 50 people, the majority of the respondents (60%)
to the study where male and female were (40%) .

40
RESPONDENTS CLASSIFICATION

ACCORDING TO THEIR AGE

TABLE NO 4.2

Category Frequency Percentage

Below 30 26 52
31-40 10 20
41-50 9 18
Above 50 5 10
Total 50 100

GRAPH 4.2

Frequency

30

25

20

15 Frequency

10

0
Below 30 31-40 41-50 Above 50

INTERPRETATION

The above table shows that 52% of the respondents were below the age of 30.
This is because the company wants young energetic employees to work on their
machineries and 31-40 were 20%. Then the rest were 18% and 10% respectively for
the age group 41-50 and above 50.

41
LEVEL OF SATISFACTION CONTRIBUTED BY TRAINING

TABLE NO 4.3

Category Frequency Percentage

Highly satisfied 6 12
Satisfied 25 50
Neutral 15 30
Dissatisfied 4 8
Total 50 100

GRAPH NO 4.3

Highly satisfied
Satisfied
Neutral
Dissatisfied

INTERPRETATION

The above graph and table shows the level of satisfaction contributed by the
training given to the employees. Only 12% are highly satisfied with the training and
50% are satisfied and 30% are in neutral stage and 8 % are dissatisfied with the
training.

42
CLASSIFICATION ACCORDING TO

THE MODE OF TRAINING PROGRAM

TABLE NO 4.4

Category Frequency Percentage

On the job 30 60
Off the job 20 40
Total 50 100

GRAPH NO 4.4

Percentage

On the job
Off the job

INTERPRETATION

While analyzing the mode of training 60% are evolved in on the job training
and 40% are evolved in off the job training.

43
LEVELS OF MOTIVATION GOT THROUGH TRAINING

TABLE NO 4.5

Category Frequency Percentage

High 15 30
Above average 25 50
Average 10 20
Below average 0 0
Total 50 100

GRAPH NO 4.5

30

25

20

15
Frequency

10

0
High Above average Average Below average

INTERPRETATION

When evaluating the level of motivation, people of 30% lies in high. 50% are
in above average and 20% are of average.

44
CLASSIFICATION ACCORDING TO THE TRAINING SCHEDULE

TABLE NO 4.6

Category Frequency Percentage

Quarterly 20 40
Every six months 10 20
Once in a year 5 10
Every two year 0 0
No specific schedule 15 30
Total 50 100

GRAPH NO 4.6

25

20

15

Frequency
10

0
Quarterly Every six Once in a year Every two No specific
months year schedule

INTERPRETATION

Through the above table we can find out that 40% training is conducted
quarterly and 20% training is conducted every six months for the better performance
Likewise 10% training is conducted once in a year and the company provides 30% of
training whenever it is needed.

45
CLASSIFICATION ACCORDING TO THE QUALITY OF TRAINING
PROGRAM

TABLE NO 4.7

Category Frequency Percentage

Poor 3 6
Average 17 34
Good 25 50
Excellent 5 15
Total 50 100

GRAPH NO 4.7

Poor
Average
Good
Excellent

INTERPRETATION

This graph shows the quality of training program given to the employees. 60%
training programs evaluate as poor and 34% of training quality comes to average level
and 50% mentioned as good and 10% of respondents sats that it is very excellent.

46
CLASSIFICATION ACCORDING TO THE IMPROVEMENT OF
KNOWLEDE AND SKILLS FOR THE PERFORMING OF THE JOB

TABLE NO 4.8

Category Frequency Percentage

Strongly Agree 15 30
Agree 20 40
Neither agree nor disagree 10 20
Disagree 5 10
Total 50 100

GRAPH 4.8

Frequency
25

20

15

10 Frequency

0
Strongly agree Agree Neither agree nor Disagree
disagree

INTERPRETATION

According to this graph we have conclude that 30% of peoples strongly agree that the
training is helpful for the improvement of knowledge and skills for the performance
of the job and 40% of the people agrees to this opinion and 20% of people neither
agree nor disagree. But 10% of people disagree to this opinion.

47
CLASSIFICATION ACCRODING TO THE QUALITY OF TRAINING
PROGRAMME

TABLE NO 4.9

Category Frequency Percentage

Poor 3 6
Average 17 34
Good 25 50
Excellent 5 10
Total 50 100

GRAPH 4.9

Percentage Poor
6%
Excellent
10%

Average
34%

Good
50%

INTERPRETATION

This graph shows the quality of training program given to the employees.6%
training programs evaluate as poor and 34% of training quality comes to average level
and 50% mentioned as good and 10% of respondents says that it is very excellent.

48
THE GENERAL COMPLAINTS ABOUT THE TRAINING SECTION

TABLE 4.10

Category Frequency Percentage

Take away the precious time of employees 13 26
Too many time gap between the section 15 30
Training section as unplanned 14 28
Boring and not useful 8 16
Total 50 100

GRAPH 4.10

Frequency
16
14
12
10
8
6
4
2
0
Take away the Too many time gap Training section as Boring and not useful
precious time of between the section unplanned
employees

INTERPRETATION

From the above table it is clear that 25% of the employees complain that training
section take away their precious time and 30% of employees complain that too many
time gap between the section and 28% complain that the training is unplanned and left
16% complain that the training is boring and not useful.

49
 CHAPTER V

FINDING, SUGGESTIONS AND CONCLUSION

50
FINDINGS

 The majority of workers in the sulfex are male.

 About 52% of employees in the sulfex in the belong to the age group below
30%
 This study show that 56% of employees are technically skilled.
 The majority of employees are receiving salary in between 4000-8000.
 About 50% of employees are satisfied with their training program.
 About 60% of training programs provided by the organization is on the job
training.
 About 50% of employees got above average level of motivation through
training.
 Most of the training programs are conduct on quarterly basis.
 The 40% of employees to the statement that training helps to the improvement
of knowledge and skills for performing the job.
 The half of the employees agrees to the statement that “ training programs is
good “.
 Most of the training programs is link with carrier development.
 About 60% of employees agree to the statement that time is the main constrain
that effect the training process.
 About 52% agree to the statement that there is improvement of morals after
training.
 About 30 % of employee’s complaint that there is too many time gap between
training section.
 Sulfex have wide variety of sleeping bed.

51
SUGGESTIONS

 Training should be given to the employees for developing their inter-personal

skill.
 Motivational training should be implemented to create self consciousness and
responsibilities and there by conducting the best to the employees.
 The training procedures should not be made rigid but it should be made
flexible and interest to every employees.
 The employees should be given more training for their career development.
 It would be better if employees were given face to face communication
training.
 Too much training should not be given to the employees because it may result
is boring.
 The company must gives a control implements competition skill in between
employees, the company can increase its turnover.
 The company can prefer more outside trainees for improving the employee’s
efficiency.

52
CONCLUSION

The purpose of the study is to examine the effectiveness of the training given to
the employees in the Sulfex Ltd. 50 respondents were selected as sample size. Data
collection procedure had done by both questionnaire method and Direct Interview
Method. Sample Random Sampling Techniques were used for the study. The research
information was based on the training. ( That is the type of training, the effectiveness
of training, principles of training etc. )

So as conclusion every organization need the services of trained persons for

performing the day-to-day activities in a systematic way. The fast changing
technological development makes the knowledge of employees absolute. They require
constant training to cope up with latest technological advancement. The findings
reported in the study suggest that training and development have an impact on the
performance of employees with regards to their jobs.

53
CHAPTER VI

BIBLOGRAPHY

54
BIBLOGRAPHY

55