EXECUTIVE SUMMARY

As third year students who are following BUSSINESS MANAGEMENT STUDIES Degree
specialization in Human Resource Management, we are liable to consider study of all areas
which is include in HRM. Executive summery is the quick review of whole project report that
is, “A STUDY OF TRAINING & DEVELOPMENT with GWOEM TRAINING EFFECTIVENESS ON
SIYARAM’S ” It provides summarized statement of all concepts include in the report.
Human resource management means employing people, developing their resources,
utilities, maintaining and compensating their services in tune with job and organizational
requirements with a view to contribute to the goals of the organization, individual and the
social.
Training and development is a most important sub-system of the human resource
development. Training is organizational procedure which help people learn knowledge and
skills for the definite purpose. It is all about theory and practical scenario of Training &
Development and its impact on HRM. By having a thorough knowledge and understanding
the about these core area, we will be able to think in a new way in future as a HR
professional.
Since this is an exclusive required area in HRM, I was eager to explore this topic and proceed
with the assignment. The key area and the main objectives of this report is to briefly
introduce the relationship between training and development process with it’s theories and
practical applications.

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 INTRODUCTION OF HUMAN RESOURCE
Human resource management is managing the function of employing, developing
and compensating the Human Resource resulting in creating and developing human
relation and utilization of Human Resources with a view to contribute
proportionately to the individual, social and organization goal. Human resource is a
critical resource, a keyResource for organization performance.
Man is active resource and its mobilizations are passive resource as mentioned in
below figure -

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 INTRODUCTION TO TRAINING AND DEVELOPMENT
Training and development activities are designed in order to impart specific skills,
abilities and knowledge to employees. HR is to identify the training need and then
accordingly to design the suitable training program for that. Employee training aims
to improve the skills or add to the existing level of knowledge so that employee is
better equipped to perform his duty or become competent for a taking up higher
posts with increased responsibilities. Organizational growth need to be measured
along with individual growth.
A Training Program is an important management tool effectively used for motivation
of employees and optimization of the manpower. Training helps to increase the skill
levels and the versatility and adaptability of employee in crunch situations.
Moreover the ongoing trends toward greater work force diversity, flatter
organization, and increased global competition, have increased the significance of
the training and development. Technological development and organizational
changes have gradually led some employers to rely upon the hard skills and the
capabilities of its employees.
HR manager needs to make crucial decision regarding which employee should be
trained, by whom they should be trained, what training method should be used, the
cost incurred in training and what could be the outcome of that training.
Training brings in the employees a relatively permanent change as an individual,
improving his ability to perform a job. Training means enhancing the performance of
the organization through improved performance of the employee.

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 Concept of Training and Development

Definition: -

According to Edwin Flippo, training is the act of increasing the knowledge and skills
of an employee for doing a particular job. The major outcome of training is learning.
A trainee learns new habits; refined skills and useful knowledge during the training
that helps him improve performance. Training enables an employee to do his
present job more efficiently and prepare himself for a higher-level job. Training,
thus, may be defined as a planned programme designed to improve performance
and bring about measurable changes in knowledge, skills, attitude and social
behavior of employees.

Features of Training: -

Increases knowledge and skills for doing a job.

Bridges the gap between job needs and employee skills, knowledge and behavior.

Job-oriented process, vocational in nature.

Short-term activity designed essentially for operatives

Training vs. development: -

Training often has been referred to as teaching specific skills and behavior. Examples
of training are learning to fire a rifle, to shoot foul shots in basketball and to type.
Development, in contrast, is considered to be more general than training and more
oriented toward management people.

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Training and Development Distinctions

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 INTRODUCTION AND OVERVIEW OF SIYARAM

SIYARAM SILK MILLS LIMITED promoted by SIYARAM PODDAR GROUP was

incorporated on 29th June 1978. Initially, company was engaged in trading activity of
suiting and shirting. Over the period of time, the company has expanded, diversified
and integrated its facilities substantially and presently has facilities for
manufacturing and marketing of suiting, shirting, texturizing, dyeing yarn and ready-
made garments.
The company was incorporated as a Private Limited Company and in 1980 it was
converted into a Public Limited company through a Public issue of Rs. 50 Lacs which
was oversubscribed. The proceeds of the issue were utilized for setting up of a
weaving Plant in Tarapur, Maharashtra. The said unit was further expanded in 1984.
In 1985, a texturizing/dyeing/weaving unit was set up at Patalganga in the State of
Maharashtra. The Project was financed by a mixture of foreign currency loan and
issue of Right Equity Shares and Non-Convertible Debentures. The Plant was
equipped with modem twisting and texturizing machineries, including yarn dyeing
facilities. In 1986, the weaving capacity was further expanded by inducting imported
Sulzer Projectile Shuttless Looms at Murbad in Maharashtra.
Other group companies are Balkrishna Industries and Govind Rubber. Siyaram
Finance is SSML's subsidiary. The company manufactures and markets textiles,
cotton, woolen synthetics and synthetic blends, etc. The main product of SSML is
polyester blended worsted fabrics. In Jul.'93, SSML came out with a Rs. 15.37-cr
rights issue of 18% PCDs to part-finance the Rs. 16.56-cr expansion-cum-
modernization project. In 1998-99, the company installed 4 Sulzer Looms at Silvassa
and 8 Dornier Looms at Tarapur Plants at a total cost of Rs. 232 Lacs. During 2000-01
the company has installed 16 Air Jet Looms along with the other preparatory
machines at its Silvassa plant. The total cost of the project is Rs. 35 crores and this
has been partly financed by bank and balance through internal accruals of the
company. The balance 24 looms has commenced its commercial production in 2002-
03.
Siyaram Silk Mills is the market leader in the PV segment, with a reputation of
ushering in the latest fashion trends. It is one of the largest players in the market
with a weaving capacity of over 25 lakh meters every month. With the ever
increasing demand for quality products the focus today is to bring its brand offerings
to the Export, Furnishings and Garment & Fabric Markets.

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Siyaram is one of the pioneers in the Indian fashion industry and after over 25 years
in theindustry, they are still amongst the top companies. Siyaram is involved in the
manufacture of synthetic yarns and specialized fabrics like Polynosic and Tencel.
Equipped with the state-of-the-art weaving machines, Siyaram ensures that the
fabric produced is flawless. Siyaram has one of the most modern processing and
finishing plants in India. It is equipped with the latest world-class machinery
imported from Europe. Superior quality is the hallmark of Siyaram's fabrics.
The Siyaram's brand retails in over 55,000 outlets all over the country. Its exclusive
retail outlets all offer the entire range of Siyaram’s brands. The 'Come home to
Siyaram’s' positioning has built up an emotional connect with millions of consumers
over the three decades of its operations. At the core of Siyaram’s growth is the
Siyaram's family that comprises every individual that works towards the success of
the group. Siyaram's belief in providing value to its customers is the reason behind it
having the widest range of latest machinery in its eco-friendly plants at Tarapur,
Silvassa, Daman and Mumbai.
The well-equipped plants are a hub of activity, performing quality checks at crucial
points of packaging, thus, ensuring that the entire package matches the customers'
demands and expectations. The Siyaram board brings together a dynamic team of
professionals who provide direction to Siyarams' executive management in a
dynamic economic and business environment. The board consists of all active
founders, along with external members of the board who are high achievers in
business and society.

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 NEEDS FOR TRAINING AND DEVELOPMENT
Specifically the needs training arise following points,
A) To match the employee specifications with the job requirement and
organizational needs:
Management finds deviation between employee’s present specifications and the job
requirements and organizational needs. Training is needs to fill these gaps by
developing and molding the employee’s skill, knowledge, attitude, and behavior, etc.
to the tune job requirements and organizational needs felt in Glaxo India, ICICI, and
Colgate-Palmolive etc.

B) Organizational viability and the Transformation Process:

The primary goals of most of the organizations is that their viability is continuously
influenced by environmental pressure. If the organization does not adapt itself to the
chaining factored to the environment, it will lose its market share. If organization
desire to adapt these changes, first it has to train the employee to import specific
skills and knowledge in order to enable them to contribute the organizational
efficiency and cope with the chaining environment. Core health care, InfoTech
enterprise and Polaris software Lab provided training in order to ensure a smooth
transformation process.

C) Technological Advancement:
Every organization in order to survive and to be effective should adopt the lasted
technology i.e. mechanization, computerization and automation. Adoption of latest
technology means and methods will not be complete until they are manned by
employee possessing skills to operate them. So, the organization should train the
employee enrich them in the areas of chaining technical skills and knowledge from
to time.

D) Organizational Complexity:
With the emergence of increased mechanization, and automation, manufacturing of
multiple products and by-products or dealing in services of diversified Lines extortion
of operations to various regions of the country or in oversea countries, organization
of most of the companies it become complex. This create a complex problem of
coordination this situation calls for and adaptable to the expanding and diversifying
situations. This situations calls for training in the skills of co-operation integration
and adaptability to the requirements of growth, diversification and expansion.

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E) Human relations:
Trend in approach towards personnel management has change from the commodity
approach to partnership approach, crossing the human relation approach. So today
management most of the organizations has to maintain human relation besides
maintaining sound industrial relation although hitherto the managers are not
accustomed to deal with the workers accordingly. So training is necessary to
understand human problems & maintain human relation.

F) Change in the job assignments:

Training is also necessary when the existing employee is promoted to the higher
level in the organization and there is some new job or occupation due to transfer.
Training is also necessary to equip old employee with the advice discipline,
techniques or technology.

G) The needs training is also arises to:

- Increased productivity.
- Improve quality of product or services.
- Help a company to fulfill future personnel needs.
- Improve organizational needs.
- Prevent obsolescence.
- Effect personal growth.
- Minimize the resistance to change and
- To act as mentor.

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BENEFITS OF TRAINING
How Training Benefited to the Organization
• Leads to improve profitability and more positive attitude toward profits
orientation.
• Improves the job knowledge and skills at all levels of the organization
• Improves the moral of the workforce
• Helps people identity with organizational goals
• Helps to create a better corporate image
• Foster authencity, openness and trust
• Improve the relationship between employee and employer
• Aids in organization development
• Tears from the trainee
• Help prepare guideline for work
• Helps to understanding and caring out organizational policy
• Organization gets more effective in decision making and problem solving
• Aids to developing leadership skills, motivation, loyalty, better attitude and other
aspects that successful workers and managers usually display
• Help to keep cost down in many areas for example, production, personnel,
administration, etc.
• Develop sense of responsibility for organizations to increase its knowledge and
competent
• Improve labour management relation
• Create appropriate climate for growth and communication
• Help employee adjust to change
• Aide to improve organizational communication
• Aides in handling conflicts.

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ADVANTAGES OF TRAINING AND DEVELOPMENT
ADVANTAGES TO THE COMPANY:
A. Increased efficiency of employees:
An effective training programme can make the employees of the company work in
an effective manner. With training people gain confidence and this confidence is
seen in the output and results.

B. Reduced supervision:
An employee needs to be supervised when he works. When the employee has got
sufficient training the amount of supervision required is less as mistakes are less.
This reduces the workload of the supervisor.

C. Less amount of wastage:

The amount of wastage by an employee is reduced a lot due to training and
therefore if we take an account of the amount of wastage we find that the company
has saved a lot of money.

D. Reduced turnover:
Proper training improves chances of obtaining promotions and employees are happy
because they have better opportunities Due to this their chances of leaving their
current job reduces greatly thereby reducing labor turnover in the company.

E. Helps new employees in the organization:

Training always benefits employees whether old or new. In case of new employees,
training helps them a lot. This is because new employees may not be aware of the
functioning of the organization and training helps them to gain knowledge and
insight into the working of the company.

F. Better labour–management relations:

Labour–management relations are very essential for any organization. When
companies introduce training programmers and prepare employees for future jobs
and promotions they send out a message to the unions that they are interested in
employee welfare. Due to this the unions also adopt a positive attitude and labour-
management relations improve.

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ADVANTAGES TO THE EMPLOYEE:
a) Self-confidence:
Training leads to increase in employee self-confidence. The person is able to adjust
to his work environment and doesn’t feel humiliated in front of his seniors. This
confidence leads to chances of better efforts in the future from the employees.
Increased motivation levels: Training brings positive attitude among employees and
increases the motivation levels of the employees in the organization, thereby
improving the results of the organization.
b) High rewards:
An effective training programme helps an employee to take the benefit of the
rewards systems and incentives available in the company. Thus the employee is able
to get these rewards, which in turn increases his motivation levels.
c) Group efforts:
An effective training programme not only teaches an employee how to do his work
but also trains him to work as a part of the group. Thus training programs improve
group efforts
d) Promotion:
Effective training programme increase performance and increase the chances of
obtaining promotions. Many employees even opt for certain programs so that they
can help the employee to improve his chances of promotions and obtaining higher
positions in the organization.

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ON JOB TRAINING METHODS:
1. Job Rotation:
This type of training involves the movement of the trainee from one job to another.
The trainer receives job knowledge and gains experience from his supervisor or
trainer in each of the different job assignments. Though this method of training is
common in training managers for general management positions, trainees can also
be rotated from job to job in workshop jobs. This method gives an opportunity to the
trainee to understand the problems of employees on other jobs and respect
them.Job rotation method has been using in the Indian banking sector mainly by
State bank group for the probationary officers for the period of approximately 2
years to finally post them as assistant bank manager. Under this method of training
candidates are placed in each and every job starts from clerical job, assistant, cashier
and managerial job for the purpose of knowing importance in nature of every job
before handling Asset bank manager position.

2. 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 some suggestions for improvement. Often the trainee
shares some of the duties and responsibilities of the coach and relieves him of his
burden. A limitation of this method of training is that the trainee may not have the
freedom or opportunity to express his own ideas.

3. Job Instruction:
This method is also known as training through step by step. Under this method,
trainer explains the trainee the way of doing the jobs, job knowledge and skills and
allows him To do the job. The trainer apprises the performance of the trainee,
provides feedback information and corrects the trainee.

4. Committee Assignments:
Under the committee assignment, group of trainees are given and asked to solve an
actual organizational problem. The trainees solve the problem jointly. It develops
team work.

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5. Apprenticeship:
Apprenticeship is a formalized method of training curriculum program that combines
classroom education with on-the-job work under close supervision. The training
curriculum is planned in advance and conducted in careful steps from day to day.
Most trade apprenticeship programs have a duration of three to four years before an
apprentice is considered completely accomplished in that trade or profession. This
method is appropriate for training in crafts, trades and technical areas, especially
when proficiency in a job is the result of a relatively long training or apprenticeship
period, e.g., job of a craftsman, a machinist, a printer, a tool maker, a pattern
designer, a mechanic, etc.

6. Internship
Internship is one of the on-the-job training methods. Individuals entering industry in
skilled trends like machinist, electricians, and laboratory technician are provided
with thorough instruction though theoretical and practical aspects.Most of the
universities and Colleges encourage students for internship as part of the curriculum
as it is beneficial to all concerned.

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Off-the-job Methods: -
Under this method of training, the trainee is separated from the job situation and his
attention is focused upon learning the material related to his future job
performance. Since the trainee is not distracted by job requirements, he can place
his entire concentration on learning the job rather than spending his time in
performing it.

. Vestibule training - In this method, actual work conditions are simulated in a

classroom. Materials, files and equipment those are used in actual job performance
are also used in training.

. Role playing - It is defined as a method of human interaction that involves

realistic behaviour in imaginary situations. This method of training involves action,
doing and practice. The participants play the role of certain characters, such as the
production manager, mechanical engineer, superintendents, maintenance
engineers, quality control inspectors, foreman, workers and the like.

. Lecture Method - The lecture is a traditional and direct method of instruction.

The instructor organizes the material and gives it to a group of trainees in the form
of a talk. An advantage of lecture method is that it is direct and can be used for a
large group of trainees. Thus, costs and time involved are reduced.

. Conference/discussion approach - In this method, the trainer delivers a

lecture and involves the trainee in a discussion so that his doubts about the job get
clarified

. 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 from simple to more complex levels of
instructions.
Laboratory training is conducted for groups by skilled trainers. It usually is conducted
at a neutral site and is used by upper- and middle management trainees to develop a
spirit of teamwork and an increased ability to deal with management and peers. It
can be costly and usually is offered by larger small businesses.

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Trainers:
Who actually conducts the training depends on the type of training needed and who
will be receiving it. On-the-job training is conducted mostly by supervisors, off-the-
job training, by either in-house personnel or outside instructors.
In-house training is the daily responsibility of supervisors and employees.
Supervisors are ultimately responsible for the productivity and, therefore, the
training of their subordinates. These supervisors should be taught the techniques of
good training. They must be aware of the knowledge and skills necessary to make a
productive employee. Trainers should be taught to establish goals and objectives for
their training and to determine how these objectives can be used to influence the
productivity of their departments. They also must be aware of how adults learn and
how best to communicate with adults. Small businesses need to develop their
supervisors' training capabilities by sending them to courses on training methods.
The investment will pay off in increased productivity.
There are several ways to select training personnel for off-the-job training programs.
Many small businesses use in-house personnel to develop formal training programs
to be delivered to employees off line from their normal work activities, during
company meetings or individually at prearranged training sessions.
There are many outside training sources, including consultants, technical and
vocational schools, continuing education programs, chambers of commerce and
economic development groups. Selecting an outside source for training has
advantages and disadvantages. The biggest advantage is that these organizations are
well versed in training techniques, which is often not the case with in-house
personnel.

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TRAINING NEEDS OF THE ORGANIZATIONAL LEVEL
The organization has objective to achieve for the benefit of stakeholders,
employee, customers, suppliers etc.
These objectives can be achieved only by harnessing the abilities of its employee
and providing them opportunities to realize their full potential.
Therefore people must know what they need to learn in order to achieve
organizational goals.

Training needs at the organizational level involve study of the entire organization
term of its objective and resources, utilization of various resources, interaction
patterns in the environment etc. Most of the time training needs address-specific
problems in operation and through training programme, solution and obtained.

Such problems are related to productivity, high costs, poor material control, poor
quality, high employee turnover, absenteeism, failure to meet standards and targets
etc. Information about the organization needs can be obtained from organization
policies and discussion with the top management and gaps in the realization of
objectives can be determined by getting feedback from employee and conduction a
surve.

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 A Systematic Approach to Trainings

Training is the most effective when it is planned, implemented and evaluated in a

systematic way.

1. Assessment 2. Implementation 3. Evaluation

• Determine training • Select training methods •Compare training
needs outcomes against
• Identify training • Conduct training
objectives

Training need: -
Training efforts must aim at meeting the requirement of the organization (longterm)
and the individual employees (short-term). This involves finding answers to question
such as: Whether training is needed? If yes, where it is needed? Which training is
needed? Etc.
Once we identify training gaps within the organization, it becomes easy to design an
appropriate training programme.
Training needs can be identified through the following types of analysis –

1. Organizational analysis: -

It involves a study of the entire organization in term of its objectives, its resources,
the utilization of these resources, in order to achieve stated objectives and its
interaction pattern with environment.

•Ornamental scanning,

•Organizational climate analysis.

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2. Task or role analysis: -

This is a detailed examination of a job, its component, its various operation and
condition under which it has to be performed.

The whole exercise is meant to find out how the various tasks have to be performed
and what kind of skills, knowledge, attitude are needed to meet the job needs.
Questionnaires, interviews reports, tests, observation and other methods are
generally used to collect job related information time to time.

3.Manpower analysis: -

Here the focus is on the individual in a given job.

• We try to find out one whether performance is satisfactory and training is

required.

•Whether the employee is capable of being trained and the specific areas in which
training is needed.

• We need to state whether poor performances (who can improve with requisite
training inputs) on the job need to be replaced by those who can do the job.

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The Importance of Training & Development at Workplace
The importance of training and development are as follows
A. Improved employee performance –
The employee who receives the necessary training is more able to perform in their
job. The training will give the employee a greater understanding of their
responsibilities within their role, and in turn build their confidence. This confidence
will enhance their overall performance and this can only benefit the company.
Employees who are competent and on top of choosing industry standard help your
company hold position as a leader and storing competitor within the industry.

B. Improved employee satisfaction and morale –

The investment in training that a company makes shows employees that they are
valued. The training creates a supportive workplace. Employees may gain access to
training they wouldn’t have otherwise known about or sought out themselves.
Employees who feel appreciated and challenged through training opportunities may
feel more satisfaction towards their job.

C. Addressing weaknesses –
Most employees will have some weaknesses in their workplace skills. A training
program allows you to strengthen those skills that each employee needs to improve.
A development program brings all employees to a higher level so they all have
similar skills and knowledge. This helps reduce any weak links within the company
who rely heavily on others to complete basic work tasks. Providing the necessary
training creates an overall knowledgeable staff with employees who can take over
for one another as needed, work on teams or work independently without constant
help and supervision From others. A robust training and development program
ensures that employees have a consistent experience and background knowledge.
The consistency is particularly relevant for the company’s basic policies and
procedures. All employees need to be aware of the expectations and procedures
within the company. Increased efficiencies in processes Result in financial gain for
the compact.

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D. Increased productivity and adherence to quality standards –
Productivity usually increases when a company implements training courses.
Increased efficiency in processes will ensure project success which in turn will
improve the company turnover and potential market share.

E. Increased innovation in new strategies and products –

Ongoing training and up skilling of the workforce can encourage creativity. New
ideas can be formed as a directed result of training and development.

F. Reduced employee turnover –

Staff are more likely to feel valued if they are invested in and therefore, less likely to
change employers. Training and development is seen as an additional company
benefit. Recruitment costs therefore go down due to staff retention.

G. Enhances company reputation and profile –

Having a strong and successful training strategy helps to develop your employer
brand and make your company a prime consideration for graduates and mid-career
changes. Training also makes a company more attractive to potential new recruits
who seek to improve their skills and the opportunities associated with those new
skills. Training can be of any kind relevant to the work or responsibilities of the
individual ,and can be delivered by any appropriate method.
For example, it could include:
On-the-job learning, Mentoring schemes, In-house training, Individual study,
Blended learning is becoming more and more popular and as a company we have
seen a definite increase in this method of training over the last year. Blended
Learning is the effective combination of online learning and classroom learning.
Many of 20|20’s clients prefer their staff to learn on-site rather than attend off-site
training programs – especially in industries like oil and gas where it is often very
impractical to attend off-site courses. On-site learning programs like the blended
learning approach, allow 20|20 to train more people working across a larger
international footprint than just the UK. This makes it much more cost-effective and
allows for greater process consistency. The importance of training your employees –
both new and experienced – really cannot be overemphasis

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RESEARCH METHODOLOGY
OBJECTIVES OF RESEARCH
1. To study of Training & Development programs and how it works in SIYARAM.
2. To study of Training needs for employees and workers at corporates.
3. To study the Training Process in SIYARAM.
4. To study of the Training Methods which followed by SIYARAM.
5. To study about training programs which conducted in SIYARAM.

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METHODS OF DATA COLLECTION
Data collection
The data collected was primary as well as secondary in nature
• Sources of primary data: questionnaire, in depth discussions
• Sources of of secondary data: company websites, published magazines, induction
manual, company database, books.

Primary Data:
Primary sources are original source from which the researcher directly collects data
that has not been previously collected. A primary source reflects the individual
viewpoint of a participant or observer. Primary data are first-hand information
collected through various methods such as observation, interviewing, mailing etc.

Secondary Data:
These are sources containing data which have been collected and compiled for
another purpose. The secondary sources consists of readily compendia and already
compiled statistical statements and reports whose data may be used by researcher
for his/her studies e.g., census reports, annual reports and financial statements of
companies. Secondary sources consist of not published records and reports, but also
unpublished records.I have used both primary data collection method and secondary
data collection method for this project.

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TYPE OF RESEARCH
Research is of various types. In this project I have used the Descriptive Research
Method. A descriptive research is the one which is description of the state of affairs
as it exists at present. It includes survey and facts finding enquiries of different kinds.
There searcher has no control over the variables. The researcher uses this research
design to find out the respondents’ attitude and opinion about the various training
methods and there processes. Descriptive research, also known as Statistical
Research Method, describes data and characteristics about the population or
phenomenon being studied. Descriptive research answers the questions who, what,
where, when, and how. In short descriptive research deals with everything that can
be counted and studied.

Sample size:
The number of employee working in SIYARAM. is nearly 650 employees and it is still
expanding. Out of which the sample size of 100 employees was taken

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LIMITATIONS OF THE STUDY
• Due to large number of employees it was difficult to contact more employees as
most of them work in shifts.

• The sample size is too small to reflect the opinion of all the employees

• Most of employees were not able to converse the English language.

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COMPANY PROFILE
SIYARAM SILK MILLS LIMITED is a part of the SIYARAMPODDAR GROUP OF COMPANIES was
incorporated on 29th June1978. The group, founded in 1954, was into the textile (yarns,
fabrics andgarments), paper/paperboards and tyre (rubber tyres and tubes)
businesses.While Govind Rubber Ltd. (GRL) was into the auto and bicycle tyres and tubes
business, Balkrishna Industries Ltd. (BIL) was into the manufacturing of paperboards,
tyres/tubes and synthetics.Initially, Siyaram Silk Mills Ltd. was engaged in trading activity of
suiting and shirting. Over the period of time, the company has expanded,diversified and
integrated its facilities substantially and presently has facilitiesfor manufacturing and
marketing of suiting, shirting, text rising, dyeing yarnand ready-made garments.Its popular
brands included Oxemberg (shirts, trousers and jeans),J.Hampstead (wool fabric), MSD &
many more. Siyaram was incorporated inJune 1978 as a private limited company and was
converted into a publiclimited company in 1980.Siyaram had a strong presence in the lower
and medium segment of the situated at Thane and Raigad in Maharashtra and Silvassa in
the union territoryof Dadra & Nagar Haveli, producing over 27.5 million meters of fabrics
annually & having a 4% market share in the Rs 50 billion suiting's and shirting's market.
Siyaram Silk operates through divisions like fabrics, yarn, garments, furnishings, and exports.
It offers textile brands like Siyaram’s, Mistair, J. Hampstead, Oxemburg, Miniature and
Featherz. The company operates four weaving plants, two yarn plants, and a readymade
garment plant spread across Maharashtra and Gujarat. It has an installed capacity of 367
looms, 439 stitching machines, and 4,500 tons of yarn dyeing capacity, of which 1,500 tons
were installed in FY07. Siyaram Silk has also ventured into retail, opening a few shops where
all its brands will be under one roof. Siyaram Silk exports to countries in Europe, the Middle
East, Africa, Australia, America, Latin and America.
In FY12, the sale of readymade garments grew by around 32%, whereas the sale of yarn
grew by around 28%. For the same period, the company installed 99 looms, which increased
fabric-weaving capacity by 5 MMPA. In FY12, it formed two subsidiaries namely Siyaram
Polycote Ltd and Oxemberg Clothing Ltd.

Vision
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To be a global leader in fashion fabrics and delight the customer by creating products that
offer Products that offer unmatched superiority.

MISSION

• To Achieve Total Customer Satisfaction

• To Remain Globally Competitive by

• Focused Attention in Conversion Cost

• Attaining International Productivity Levels

• Minimizing Wastage

• Leveraging Economies of Scale

• To continuously invest in Human Resource Development .

• To continue to invest in technologies to keep ourselves future ready

Twenty years and counting... that's how long Siyaram’s Suitings has been at it, coaxing
Indians abroad to return home to their roots. Indeed, Siyaram's tune and slogan – ‘Coming
Home to Siyaram's' – has lasted well ' over two decades and is still going steady.
The company has shown uninterrupted growth in sales as well as in profitability. The
company enjoys excellent reputation in the fiercely competitive textile market and it has a
proven track record of continuous growth, so far untouched by recession and intense
competition.
Stringent quality norms and an eye for detail is what make Siyaram products unique.
Produced in its eco friendly high-tech plants at Tarapur and Silvassa where a configuration
of Shuttleless Dornier Rapier, Sulzer Projectile & Toyoda Air Jet weaving machines create the
fabric, the world-class processingcum-finishing plant at Tarapur is one-of-its-kind with its

27
machinery imported from Japan, Italy, U.K., Germany and Switzerland. This is the only plant
in India which can process various blends like polyester-viscose, poly-wool, polyester-cotton,
all under one roof.
Having a strong team of qualified chemical, electronics and mechanical engineers, Siyaram's
put emphasis on talented manpower to ensure timely delivery and skill to produce tailor-
made products. Manpower across functions, have been nurtured over the years and have
remained with the company in a mutually satisfying relationship and today Siyaram's is one
of the few remaining branded textile companies that can boast of low employee turnover
ratios.
The vision is to translate the domestic leadership to global levels by ensuring customer
delight by catering to their every need and be a global leader in the textile and fashion
industry. Growth translates to added responsibility and Siyaram’s have opened its doors to
young professionals today to work in a thriving environment that encourages freedom as
well as experimentation. Siyaram's new crop of managers have begun laying the foundation
for the company to reach unprecedented heights. Being the leaders, this difficult part of this
task is building inroads into largely unchartered territory and we need enthusiastic
individuals with conviction and passion to join us in this task across all functions.

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PRODUCTS

FABRIC & BRANDS

Siyaram's is home to some of the country's leading textile brands. It is one of our most
prestigious brands, and has been leading the fashion revolution for over two decades.

1. OXEMBERG
Oxemberg, a 12 year old brand from the Siyaram Plodder Group and a trusted name in
textiles launches their formal and casual wear at the 48th National Garment Fair in Mumbai.
It is a readymade line of shirts in cottons, rayon's, poly-blends, terry cots and woolen blends.
The product range comprises of formal shirts and trousers, casual shirts and trousers,
Jeanswear and accessories viz., handkerchiefs and socks.
Oxemberg has always taken great pride in being the trend setters in men's fashion. A part of
the Siyaram Poddar Group, Oxemberg is a multiproduct men's wear wardrobe brand that
offers contemporary clothing options, which exemplify excellent quality and genuine value.
The range is right for the pocket too.
In view of these latest fashion trends, Oxemberg has enabled the common man to
constantly upgrade his look right where he is. Men's wear will never be the same again. Its
only natural, therefore, that Oxemberg epitomizes this single most quintessential attribute-
Style. This is a brand that personifies the modern man whose wit, versatility and ingenuity
make him ready for anything.
Each aspect of Oxemberg garments go through international standards of quality inspection.
Every detail in the fabric is woven to perfection, an end product that accentuates the style
icon in You.
The last 12 years has seen Oxemberg make a successful foray into the global a markets and
has received enthusiastic response in Germany, United Kingdom, Australia, Switzerland,
New Zealand, Middle East, Spain and Sri Lanka.

2. J.HAMPSTEAD

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J.Hampstead one of India's most premium brands showcases range of wool and woolen
blends for those who seek high quality fabrics.
J.Hampstead was a very popular suiting brand in Europe, renowned for its premium 100%
wool suiting's woven from rich natural fibers like merino wool, cashmere and wool silk. In
1995, Siyaram tied up with J.Hampstead for marketing its suiting's in India. The company
imported the fabric from Italy. It was priced in the range of Rs 1,500-1,600 per meter. In
September 1997, Siyaram decided to begin manufacturing the brand at its plants with
technical assistance from J.Hampstead. The product was slightly different from the
imported version and was priced in the range of Rs 275-1000 per meter. J.Hampstead also
provides interesting blends and designs. J.Hampstead had been rated the top Suiting Brand
as per the report published in the Economic Times, Mumbai.
Siyaram earmarked around Rs 50 million for the marketing, sales and promotion of J
Hampstead. The first phase of this promotion was in the form of commercials featuring
Indian tennis superstars Leander Paes and Mahesh Bhupati. These commercials with the
positioning line, ‘The finest fabric in the world,'were aimed at positioning the brand in the
premium segment.

3. MSD - MONDAY to SUNDAY DRESSING

New Ready-to-wear brand: MSD - Monday to Sunday Dressing (For Men Only). Recognizing
the increasing role that retail plays in the country and with a clear focus to tap into this
trend, Siyaram's is now getting into the RTW sector with a view to capture the ever changing
fashion trends.
The company is now forward integrating itself from fabric manufacturing to a designer of
readymade garments and accessories for men. The Company plans to get into the
readymade sector with their new brand "Siyaram's MSD" incorporating the latest design
trends.
The "Siyaram's MSD" (an acronym of Monday to Sunday Dressing) range is a complete range
of garments and accessories catering to the lifestyle, aspirations and tastes of the neo-
Indian. With a guiding philosophy of - One Man, One
Brand, Many Moods, Many Occasions – the Siyaram's MSD brand has an offering that is
multi-faceted and diverse.
Targeted at the core target segment of 20-35yr olds, the range will comprise of formals,
semi formals, casuals and club wear. Starting with shirtings in the initial stages, the brand
will offer Complete Wardrobe Solutions to the young Indian male.

The two greatest USPs of the Siyaram's MSD Brand would be the extensive 30,000-odd retail
outlets from where its fabrics are already sold (no other brand in the country has such a

30
wide penetration) and secondly, the Fabric Expertise that Siyaram's has, which would
ensure that the consumer gets the best quality at an affordable price.
Siyaram's MSD is targeted at today's youth and aims to provide its customers the best
product quality at the most affordable prices. Shirts would priced between Rs. 600-Rs. 1200
and trouser between Rs. 500-Rs. 1400. Every product will carry the new 'flarrow' as the
symbol of style, passion, dynamism and timelessness.
The Siyaram’s MSD brand has ambitious plans to become the largest ready-towear men's
brand within the next 5-years and an aggressive marketing plan has been put in place to
achieve the same.

4. MISTAIR
Mistair is the fabric for the new age man who his young at his heart. Innovative finishes,
classic feel and a stamp of luxury is the hallmark of Mistair. Having a range of fashion fabrics
of its own, Mistair has two categories of fabrics one is Work wear and the other luxury wear.
Mistair fabric is for Bickers and Rockers for a young energetic relaxed look.

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Company history
The Company manufactures synthetic fibres. The Company was incorporated on 29th June,
1978 as a Private Limited Company and was converted into a Public Limited Company on
16th April 1980. It was promoted by Mahabir Prasad Poddar, Dhara Prasad Poddar and
Purushottamdas S.Mahasaria.
The Company commenced manufacturing activities in November, 1978. Siyaram Finance
Limited is a subsidiary of the company.

2000 - Oxemberg, the readymade garment division of Siyaram Silk Mills Ltd, the flagship
company, Siyaram Poddar group, has set up a research and development laboratory
equipped with state-of-art technology and imported machinery.
The Board has approved the issue of 11,20,368 No. of equity shares at Rs 49 per share
aggregating Rs 5.48 crore on preferential allotment basis to the promoters, their relatives,
friends and their group as per the SEBI guidelines and subject to the approval of members.

2001 - The Company has opened 216 fashion galleries in the Telangana region of Andhra
Pradesh.

2006-Siyaram Silk Mills has given the Bonus in the Ratio of 1:2

2009 - Siyaram Silk Mills Ltd has informed BSE that the Board of Directors of the Company at
its meeting held on January 30, 2009, inter alia, has appointed Shri. Dileep H Shinde and
Shri. Pramod Jalan as Additional Directors of the Company in the capacity of Non Executive
and Independent Directors.

2010 -The Company has declared Interim Dividend of Rs. 6/- per share on the Equity shares
of Rs. 10/- each (face value) for the financial year 2009-10.

2011 -Company has achieved Rs.100 crore turnover in FY 2010-11.

2012 - Remuneration Committee have re-appointed Shri Ashok Jalan as Senior President
cum Director.

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Products
Yarn - It has a production capacity of 700 metric tonnes of yarn per month in a wide range of
compositions ranging from polyester, cotton, viscose, wool and linen. It produces dyed yarns
such as space dyed yarns, heavy denier multicolour fancy yarns, embroidery and selvedge
yarns, fancy dyed knitting yarns and microfilament dyed yarn.

• - Fabrics - The company is acknowledged for the production of the largest variety of
fabrics and is recognised as the country's leading blended fabric manufacturer. Under this
segment, it manufactures premium suiting, workwear fabrics and shirting fabrics.
•Ready to wear garments - It owns well established brands such as MSD (Monday to Sunday
Dressing), Oxemberg and J Hampstead Apparels.
• Home textiles. -

About Oxemberg
Oxemberg is a formal and semi-formal apparel brand from Siyaram Silk Mills, which are
country's most sought after and trusted fabric brands. The brand offers a complete range of
formal and casual shirts, t-shirts, denims and accessories. The brand has emerged as one of
the most sought after brands in Men's fashion by constantly innovating the latest trends,
styles, manufacturing methods and quality standards. The brand has given a modern twist
to the classic designs. Oxemberg uses the best technology, designing, processes etc. to
develop cutting edge designs. Each garment undergoes an in-depth quality check, so that
only the best comes out for the customers. The brand is known for combining the style with
comfort. If you are someone who like to wear only the best apparels, then, this is the brand
for you.
You can also shop for the Oxemberg shirts online from Yebhi.com, one of the most popular
online shopping sites in India. Oxemberg offers a range of formal, semi-formal and casual
shirts for men, in a variety of colours and designs. Yebhi has an amazing collection of
apparels, footwear and accessories from the best brands. Buy Oxemberg online from Yebhi
and save a lot of your considerable time and effort. You are sure to get the products at the
best prices from Yebhi.

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Oxemberg launches 'Opulento'
Oxemberg, India's popular ready-to-wear formal/semi-formal brand, launched 'Opulento'
during the All India Retailer Conference meet in Malaysia in December 2012. Opulento is a
new collection of shirts made out of 100 per cent cotton imported fabric. It ensures that the
best of cottons are used for manufacturing. Its impeccable craftsmanship provides a rich
Italian experience and a true combination of the classic and contemporary.
Gaurav Poddar – director (Siyaram Silk Mills Ltd), said, "Opulento by Oxemberg is a
commitment to providing the best of quality and style. We have used 38 mm long staple
cotton which makes the fabric smoother. We have put the fabric through various
treatments like liquid ammonia finish and silk protein finish. This gives the shirts a silkier and
a very rich feel. The collection also boasts of a unique 'easy-to-iron' finish not seen so far in
the current price bracket in the industry. Currently, we have around 150 designs of
Opulento which are developed by our in-house R&D team that anticipates the dynamic
fashion trends in the Indian market."
The Opulento range is available pan India across the exclusive Siyaram's Fashion Avenue
stores and leading MBOs at MRP of Rs 1,099 onwards.
Oxemberg is a part of Siyaram Apparels Initiative and Siyaram Silk Mills Ltd is the largest
producer of blended, high-fashion suitings shirtings and apparels.

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Siyaram plans extensive expansion of oxemberg brand
Siyaram Silk Mills Limited, one of the leading vertically integrated textile companies in India,
plans to extensively expand its menswear brand Oxemberg pan India. The company also
envisages having a significant presence in the overseas market in the coming years.
Speaking to fibre2 fashion, Mr. Gaurav Poddar, Director, Siyaram Silk Mills, said, “We
envision that Oxemberg will cement its leadership position in the middle segment of the
branded men's ready-to-wear market in India and also have a significant presence in the
overseas market in the coming years. We aim at making Oxemberg the most aspirational
brand in this segment for our consumers.”
Oxemberg provides excellent quality fabric, stitch, fit, finish and embellishments – thus
providing comfort at a genuine value. It makes the wearer feel stylish, contemporary and
confident and always creates the right impression.
“The main USP of Oxemberg clothing is that it provides menswear fashion with attitude and
value for money. The goal of the brand is to meet the
desires and aspirations for lifestyle elevating products that reflect the self assurance of
young professionals in India today,” avers Mr. Poddar.
Oxemberg clothing consists of formal shirts and trousers, fashion formal shirts, semi-formal
trousers, Beach Pebble - a range of washed formal shirts, and Opulento – a true
combination of the classic with the contemporary.
The brand targets a relatively younger audience group, the range being 23-35 years, with a
monthly household income of Rs. 20,000-Rs.50,000.
Currently Oxemberg is sold through 105 franchises and 15 companyowned Siyaram's
Fashion Avenue outlets. Oxemberg is also selling in around 150 point of sale in large format
stores and approximately 2000 MBOs.
“Earlier our MBOs were concentrated mostly in South India, but now we have a pan India
presence and all zones are contributing substantially for the brand's growth,” informs Mr.
Poddar.
“We will extensively expand on pan India level through the increase in retail, MBO and large
format stores across India and reach out more easily to our customers. In the near future,
we are also planning to open exclusive Oxemberg outlets,” he reveals.
Overseas, Oxemberg is already present in Sri Lanka and the Middle East. “We are looking at
opportunities in other international markets to partner with local associates who can help
us to develop distribution network and at
the same time we can leverage their knowledge and contacts to establish the brand,” says
Mr. Poddar.

35
“As a brand, Oxemberg has carved a niche for itself in the apparel industry. Our clothes are
designed keeping in mind the customer's comfort with his inner rhythm and music, rather
than just putting a series of apparel for him to chose from. Our customers are today's
ambitious and status conscious youth who want contemporary styling and excellent quality
at a 'value for money' price tag,” he exclaims.
“Being a part of Siyaram, we are in a unique position to provide a range of apparel which
shall satisfy both the customers' demand for attractive clothing as well as their value for
money consciousness, which shall drive the brand strongly in the future. We are also aiming
to bring in innovation in our product category,” he adds.

36
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39
PRODUCT PROFILE:

Siyaram's, India's largest manufactures of suitings and shirtings and the undisputed leader in
the fashion fabric industry, has stayed ahead of times with its robust vision and focus on the
future. A part of the SiyaramPoddar Group (SPG), it is one of the largest producers of
exquisite blended Suitings&Shirtings in India, producing thirty million meters of fabric
annually. Siyaram’s is one of the very few fabric companies in the world today that's
available in over 50000 retail outlets across the country.

The company's acclaimed brands such as Siyaram's, Oxemberg, J. Hampstead, MSD and
Mistair consistently come out with innovative promotional campaigns, which has taken
these quality products to every nook and corner of the nation. With the changing market
scenario worldwide and in India, the business dynamics has also been changing and every
business activity has to accept and incorporate these changes. To adapt to the sea of change
that the retail industry of India has undergone, Siyaram's has already entered the Retail
Industry with close to 100 exclusive outlets country wide at present.

40
The Net Tumover and Other Income of Siyaram's Silk Mills Ltd. (SSML) for the year ended
31st March, 2005 is at Rs.306.81 Cr as compared to Rs. 287.63 Cr last year. Correspondingly,
the Gross Profit is Rs. 22.79 Cr as compared to Rs. 21.12 Cr in the previous year and the
Profit after depreciation, current and deferred tax is placed at Rs. 844 Or as against Rs. 7.72
Cr in the previous year. They have been able to marginally improve the operations and
maintain the profitability. The Company's operations at Murbad and Masat continue to
remain suspended. Siyaram's is home to some of the country's leading textile brands. Each
of our brands caters to the taste and style of highly evolved customer today.

Sivaram'sis one of our most prestigious brands, and has been leading the fashion revolution
for over two decades.

41
MiSTAIR has a refreshingly new range of fashion fabrics in speciality weaves, finishes and
textures, created specially for the new generation.

J. Hampstead one of India's most premium brands showcases range of wool and woolen
blends for those who seek high quality fabrics.

Oxemberg is a readymade line of shirts in cottons, rayon, poly-blends, terry cots and woolen
blends. Oxemberg is a result of the forward Integration of the SiyaramPoddar Group. The
division is geared towards achieving all round

[2:17 pm, 24/02/2022] Om: excellence through consistent innovation, expertise in sourcing,
quality benchmarks against international parameters with a committed team of specialized
skill-holders for the key focus areas. The product range comprises of formal shirts and
trousers, casual shirts and trousers, jeans wear and accessories viz., handkerchiefs and
socks. Oxemberg's competitive advantage in quality is due to the state of the art technology
adopted at the in house manufacturing intrastructure equipped with sophisticated and
specialized machines from reputed companies across the world. Oxemberg has established
itself as a londing brand in the mens Ready Made Garment industry and is omerging as a
favorite choice of the fashion conscious male in the Indian market who also seeks quality
and value in his purchase.

42
Miniature is Siyaram's offering to enable customers to enjoy hassle free shopping through its
pre-cut trouser and shirt lengths, individually packaged in see-through packaging.

Featherz is the world's first "All in One" fabric. It is soft on the skin and easy to maintain.
Featherz has the comfort of cotton, the fall of wool and the lustre of silk. It also offers
advanced suppleness and superior crease recovery.

Garment:

Siyaram has a wide range of garments-Suitings, shirtings, trousers and more. Only the finest
of the fabrics are selected to make the garments. The garments are made keeping in mind
the current fads and trends and the comfort of the customer. The company has also
ventured into the global markets through Australia, UK,Germany, Switzerland, Spain, Middle
East and Sri Lanka has received enthusiastic response.

Siyaral . Siy: Siyase

43
Objectives of Training:

Generally the HR manager at the request of line mangers formulates the training policies.
The training objectives are Inid down keeping in view the company's goals and objectives.
But the general objectives of any training programme are:

To impart the basic knowledge and skills to the new entrants and enable them to perform
their jobs well.

• To equip the employce to meet the changing requirements of the job and the organization

• To teach the employees the new techniques and ways of performing the job or operations.

. To prepare employees for higher level tasks and build up a second line of competent
managers.

. Maintains qualified products / services

Achieves high service standards

. Provides information for new comers

Refreshes memory of old employees

Achieves learning about new things; technology, products / service delivery

Reduces mistakes - minimizing costs

Opportunity for staff to feedback / suggest improvements .

Improves communication & relationships - better teamwork

44
NEED OF TRAINING

Training is mainly job-oriented it aims at maintaining and improving current job

performance. The need for a training programme may arise due to the following:

> Entry of new recruits:

New entrants need training to attain clarity in job responsibility, nature of the job and other
organizational matters so that person-hours are not wasted.

> Promotions:

Preparation of employee for higher level job like promotions requires skill up gradation or
competency building.

45
To improve quality:

With globalization, increased competitiveness has resulted in greater emphasis on producing

goods and service. Hence training quality maintenance and quality management becomes
essential.

To improve organizational climate:

Organizational climate refers to the overall relations and effective orientations may be
positive or nogative. Positive orientation will result in increased productivity and employee
morale. Training is essential to maintain and sustain positive orientations to handle crises.

> To prevent accident:

Training can create awareness about safety hazards and accident proneness and may equip
the individuals with better orientations to handle crises.

46
FLOW CHART OF TRAINING PROCESS

47
Assessing Training Needs Preparing the Training Plan Specifying Training Objectives
Designing the Training Programs Selecting the Instructional Faculties Evaluating the Training

Conducting the

Training

Executing the Training Plan

TRAINING PROCESS

• Assessing the training needs – JSW conducts training and development for all the
employees. The training and development is conducted according to the needs of the

48
employees. Observation and analysis of job performance. Observation and analysis of job
performance. Management and staff conferences and recommendation.

Preparing the training Plan After accessing the training needs of the employees a training
plan is conducted. It includes all the activities which are to be conducted during the training
program.

Specify the training objectives- It specifies the objective of conducting the training program.
On the objectives the training and development program is conducted.

Designing the training Program- a training program is designed considering the objectives of
the training.

• Selecting the instrumental methods- after designing the training program a good
instrumental method is selected to conduct the program. JSW conducts training on power
point presentations.

[2:23 pm, 24/02/2022] Om: Completing the training plan- Here the training plan is
completed and ready to implement.

Conducting the training- After all such planning now the training is conducted. The training is
conducted within the company premises with all the facilities.

Evaluating the training- After the training is conducted the program is evaluated. Employees'
feedback is collected after every three months

EVALUATION OF TRAINING:

49
Training like any other organizational endeavor, requires time, energy and money. Therefore
the organization needs to know whether their investment is being spent effectively and if it
is worth the effort. The top management may be primarily concerned with evaluation as a
process by which the effectiveness of the organization's programs and operation procedure
may be demonstrated. Supervisors may be more concerned with evaluating the specific
result of the training as measured by improvements in the workers on-the-job performance.
The training institute and staff may be wish to evaluate the training process itself, the
degree to which current spending priorities in the training budget are justified or the
performance of the instructional staff.

What is Evaluation?

Evaluation is the systematic appraisal by which an organization determines the worths,

value, meaning of something to someone. In the case training the HR is concerned with
providing information on the effectiveness of the training activity to decision makers who
will make decision based on the information:

To increase effectiveness of the training programme while it is going on.

To increase the effectiveness of the programmes to be held next time.

In evaluating the effectiveness of any training programme whatever be the method used,
the following criteria should always be kept in mind:

Objective

. Cost benefit analysis

Flexibility

Result obtained

Staff required

.THE BENEFITS OF EMPLOYEE TRAINING

50
Leads to improved profitability toward profit orientation. Improves the job knowledge and
skills at all levels of the organization.

. Improve the moral of workforce.

• Helps create a better corporate image. • Improves the relationship between superiors and
subordinates.

Helps prepare guidelines for work. • Provides information for future needs in all areas of the
organization. • Organization benefits from more effective decision making and problem
solving. • Improves labor management relation.

Reduce outsides consulting cost by utilizing competent internal consulting. Helps improves
organization communication. .

Helps employee to handle conflict and thereby helps them to overcome stress and tension.

Improves moral.

Builds cohesiveness in groups. .

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Training Methods

Training methods are usually classified by the location of instruction. Depending on that,
training methods are of two types, - on the job training and off-the-job training,

On-the-job Method: -

It is provided when the workers are taught relevant knowledge, skills and abilities at the
actual workplace,

Job Instruction Training (JIT) - It is a four step instructional process involving preparation,
presentation, performance try out and follow up. It is used primarily to teach workers how

52
to do their current jobs. A trainer, supervisor or co-worker acts as the coach. It has some
demerits also. The trainee should be as good as the trainer, Trainee while learning may
damage equipment, waste materials, cause accidents frequently,

Coaching and mentoring - Coaching is a one-on-one relationship between trainees and

supervisors which offers workers continued guidance and feedback on how well they are
handling their tasks. Mentoring is a particular form of coaching used by experienced
executives to groom junior employees, until the individual is eventually capable of replacing
the mentor,

Job Rotation - This kind of training involves the movement of trainee from one job to
another. This helps him to have a general understanding of how the organization functions.
Apart from releasing boredom, job rotation allows workers to build rapport with a wide
range of individuals within the organization, facilitating future cooperation among
departments,

Apprenticeship Training - Most craft workers such as plumbers and carpenters are trained
through formal apprenticeship programmes.

Apprentices are trainees who spend a prescribed amount of time working with an
experienced guide, coach or trainer. It is similar to internship and assistantship

53