SUMMER TRAINING REPORT

On

“Traning of Accounts at Jayshree Polymers”

At
Jayashree polymers

SUBMITTED IN PARTIAL FULLFILLMENT OF THE REQUIREMENTS OFMASTER

OF BUSINESS ADMINISTRATION

UNDER GUIDENCE OF: SUBMITTED BY: ASHISH

DR. MANYATA MEHRA Roll No.

ASSISTANT PROFESSOR Reg.

RollNo.1612252125
No.
DEPARTMENT OF BUSINESS ADMINSTRATION

WCTM, Farrukh Nagar,

GURUGRAM MBA 3RD SEMESTER

1
 CERTIFICATE OF GUIDE

ASHISH , Reg. No.1612252125 a bonafide student of Master of Business Administration,

World College of Technology & Management, Gurugram, an affiliated Institute of Maharshi
Dayanand University, Rohtak has carried out the Project Report on “Traning of Accounts at
Jayshree Polymers” in partial fulfillment of the requirements for the Degree of Master of Business
Administration under my supervision and guidance.

I certify that this project report is a record of the work done by the candidate herself
and that to the best of my knowledge the contents of this project did not form a basis of
award of any previous degree of anybody else.

Signature of supervisor:
DR. MANYATA MEHRA

World College Of Technology and Management,

Date:
Place: Gurugram

2
 STUDENTS DECLARATION

I ASHISH , Reg. No. 1612252125 , M.B.A. (3th Semester) of World College

of Technology and Management, Farrukh Nagar, Gurugram, hereby declare that the
Project Report entitled “Traning of Accounts at Jayshree Polymers” is my original work and the
same has not been submitted to any other institute for the award of any other degree.

Signature of student
ASHISH
Roll No.:
MBA 3rd Semester

3
 ACKNOWLEDGEMENT

A Project Report is never a sole product of one person, whose name appears on the
cover. I consider it a privilege to acknowledge the contribution of all helping
hands for their cooperation and guidance that enabled me to dedicate time and
effort in framing my analysis in conceivable system.

I extend my deepest thanks to my faculty guide Dr. Himani Avasthi, World

College of Technology and Management, for giving me the opportunity to
understand the project and for providing me the necessary information
whenever required. Without her constant guidance and feedback, I would have
never been able to complete this project. A Special thanks to all faculty
members, World College of Technology and Management, whose consistent
support and cooperation showed the way towards the successful completion of
the project.

ASHISH

4
 CERTIFICATE OF HOD

ASHISH , Reg. No.1612252125 a bonafide student of Master of Business

Administration, World College of Technology & Management, Gurugram, an affiliated Institute
of Maharshi Dayanand University, Rohtak has carried out the Project Report on
“Traning of Accounts at Jayshree Polymers” in partial fulfillment ofthe requirements for the
Degree of Master of Business Administration under my supervision and guidance.

I certify that this project report is a record of the work done by the candidate herself
and that to the best of my knowledge the contents of this project did not form a basis of
award of any previous degree of anybody else.

Dr. Himani Avasthi

HOD
Department Of Management
WCTM, Gurugram

5
 Beyond The products with you.

Plot No.-176-177, Sector-3, IMT Manesar, Gurgaon, Haryana

BeJlond The products
Ph. : 0124-3256599, 3250163, Telefax: 0124-4369668
withyov. Website : jayashreepolymers.com, e-mail : rahul1@airtelmail.in

To Whom It May Concern

SEP 21, 2023

ASHISH

We are pleased to certify that Mr. Ashish, an enthusiastic and dedicated individual,
successfully completed his internship at JAYASHREE POLYMERS PVT.LTD. Ashish commenced his
internship with us on 20, July 2023 and concluded his internship on 21 Sep, 2023

He has worked as a Accountant Intern under my supervision and guidance. During the internship, he
has demonstrated good skills with self-motivated attitude to learn new things. related to our
insurance operations, bringing fresh insights and a strong commitment to excellence.

We express our sincere appreciation to Ashish for his diligent efforts and for the positive energy
he contributed to our team during his internship. We extend our best wishes to Ashish for his
future endeavors, and we remain open to the possibility of future collaboration.

Warm regards,

JAYASHREE POLYMJMERS PVT.LTD

Authorisb

6
 TABLE OF CONTENT

S.No. TOPICS Page No.

1. Chapter 1 1-7

Introduction of project

2. Industry Profile
8-19

3. Review of Literature 20-24

Objectives

4. Research Methodology
25-28
5. Data Analysis and Interpretation 29-42

6. 43-46
Findings

7. Conclusion and Recommendations 47-49

8. Bibliography 50-52

9. Annexure 53-56

7
 PREFACE

“Theoretical knowledge is pretty thin stuff unless mixed with practical

experience”. Theoretical knowledge stands nowhere and can’t yield positive and
concrete result, until or unless supplemented with the real practice of business
environment. Actually, it is the implementation of the theory in practice that
makes real meaning what exactly management is. It was really a great opportunity
for me of getting practical insight into the business world.

During my summer training period a specific project was assigned to me which

allowed me to have full market exposure. This project helped me to understand
how the people interact with technology products.

It also helped me to come up with different types of people and their diversified need
and satisfaction level.

The project is on the topic “Traning of Accounts at Jayshree Polymers”.

8
 Chapter - 1
Introduction

1
 Industry Profile

1.1.1 Trading Companies

Trading companies are specialists that cover all export and import operations and
procedures. A trading company buy products in one country and sold them in different
countries where it has its own distribution network. This kind of companies mostly work
with high production volumes of products such as raw materials, chemicals, generic
pharmaceuticals, etc. The activities of a trading company include:

Identification of suppliers in different countries with capacity to supply large volumes of

generic products at competitive prices.

Negotiating the terms of sale and delivery of products.

Financing and assurance of payment to the supplier-exporter.

Managing logistics and transport.

Managing customs and barriers of international trade.

Distribution and sale of the products through its retail network.

At present, trading companies specialize in emerging countries in areas of Asia, Africa

or Latin America. Its function is to identify competitive suppliers, negotiate and purchase
their products and sell them through a distribution network in its country or neighbouring
countries. From a contractual point of view a trading company can act in four different
ways:

2
 Sales agent for those exporters that are domestic. The trading company establishes the
marketing presence in foreign markets soliciting orders from foreign customers in the
name of the manufacturer. Invoicing is done on the name of the manufacturer and helps
the exporter with all details of the export transaction. The trading company may suggest
the export price, but this principal has the final say on even whether to accept the order.
The relationship with its clients is established through a International Commercial
Agency Contract.

Buying agent for importers that want to buy a specific kind of products within a specific
territory that can be a country or multiple countries well known by the trading company.
The responsibilities of the trading company may include, among others: identifying
manufacturers and suppliers of products within the described territory; negotiating
prices, terms of delivery and payment; and managing the international transport of
documents which comply with export and import procedures. The relationship with its
clients is established through a International Buying Agent Contract.

Exclusive distributor on a buy-sell basis. The trading company buys a manufacturer at a

set price and resells to foreign customers at a price established by itself. When the
trading company is acting as a distributor, the manufacturer may have no control over
the export price and not even know the foreign clients are. The relationship with its
clients is established through an International Distribution Contract.

Intermediary in specific trade operations in which does not act as a buyer or seller but
as an intermediary that charges a commission on export and import operations. The
relationships with its clients (usually the exporter/sellers) are established through an
Intermediary Contract for Trade Operations.

There are thousands of companies and professionals doing this international trading
activity. In the GlobalTrade Directory there are over 3.500 international trade
intermediaries classified by country and sector.

Trade is a basic economic concept involving the buying and selling of goods and
services, with compensation paid by a buyer to a seller, or the exchange of goods or
services between parties. Trade can take place within an economy between producers
and consumers. International trade allows countries to expand markets for both goods
and services that otherwise may not have been available to it. It is the reason why an
American consumer can pick between a Japanese, German, or American car. As a
result of international trade, the market contains greater competition and therefore,
more competitive prices, which brings a cheaper product home to the consumer.

3
 In financial markets, trading refers to the buying and selling of securities, such as the
purchase of stock on the floor of the New York Stock Exchange (NYSE).

How Trade Works?

Trade broadly refers to transactions ranging in complexity from the exchange of

baseball cards between collectors to multinational policies setting protocols for imports
and exports between countries.

Trading globally between nations allows consumers and countries to be exposed to

goods and services not available in their own countries. Almost every kind of product
can be found on the international market: food, clothes, spare parts, oil, jewelry, wine,
stocks, currencies, and water. Services are also traded: tourism, banking, consulting,
and transportation. A product that is sold to the global market is an export, and a
product that is bought from the global market is an import. Imports and exports are
accounted for in a country's current account in the balance of payments.

International trade not only results in increased efficiency but also allows countries to
participate in a global economy, encouraging the opportunity of foreign direct investment
(FDI), which is the amount of money that individuals invest into foreign companies and
other assets. In theory, economies can, therefore, grow more efficiently and can more
easily become competitive economic participants. For the receiving government, FDI is
a means by which foreign currency and expertise can enter the country. These raise
employment levels, and, theoretically, lead to a growth in the gross domestic product.
For the investor, FDI offers company expansion and growth, which means higher
revenues.

INDUSTRY PROFILE:
Polymers are the large molecules composed of repeated chemical units. The
terms polymer is derived from the Greek word’s poly and mers meaning “many
parts”. Polymers are the most rapidly growi ng se ctor of the ma ter i a l s
i ndustr y. Industr i a l pol ymer s, che mi cal co mpounds used i n the
manufacture of synthetic industrial materials. In the industrial polymers,
chemistry of, polymers are categorized according to whether they are formed through
chain growth reactions

4
 Types of polymers are:

 addition polymers

 polyethylene

 polypropylene

 acrylics

 poly (tetrafluoroethylene)

 condensation polymers.

India, currently the third largest consumer of polymers, is about to become a

global polymers powerhouse. According to recent Global data figures, India is already the
World’s third largest consumer of polymers, growth in the polymers really kicked off in India
after the country’s economic

Desp i te the fact that Indi a has one of the hi ghest pl asti cs r ecycl i ng r ate
in the wor l d ( an esti mated 47 % of al l p l asti cs i s recycl ed) the de mand fo r
r ecycl ed p l asti cs i s huge, especi a l l y for commodity plastics such as PP, PET,
PS, LDPE and HDPE.

Plastic industry is significantly contributing to the growth of Indian economy finding its
usage in key industrial sectors- automotive, textile, packaging, irrigation, agriculture, etc. A
wide variety of plastic raw materials is produced to meet the needs of different sectors of
the economy.Polymer rawmaterials a r e c a t e g o r i z e d i n t o a c o m m o d i t y , e
n g i n e e r i n g , a n d s p e c i a l t y p l a s t i c . G r o w i n g industrialization,
increased per capita income and living standard offers a huge opportunity for the
sustained growth of plastic industry in India

NATURE OF BUSINESS:
JAYASHREE POLYMERS the main business is to produce the plastics which
help forest department for their use and, they even supply for the packing industries.TEAM
OF SRI POOVATHAL POLYMERS:

 Product developers

 Thickness

 Quality analysts

 Warehousing personnel

 Packing experts

5
  Sales officials

CUSTOMIZATIONS AVAILABLE:

 Size

 Thickness

 Shapes

 Colors

 Capacity to hold

 Reinforcements

VISION:

 Cr eati ng and manu factur i ng weal th of the co mpany wi th conti nues

expan s i on for a better future of all stake holders. Customer satisfaction is our
number one priority and mission.

 Our mi ssi on state ment i s fur th er e xpanded by our ob jecti ves to ser ve
you as our val ued customer.

 Our objective is to ship quality and reliable products to all of our valued customers.

 We offer timely, flexible service and competitive pricing that deliver the superior
measurable values to all our stakeholders with long time focus.

 JAYASHREEl Polymers exists to help B2B customers from every industry with
the supply of high performance rubber products and assist with its associated problem
solving.

 We are continuously improving the manufacturing process, products, and
service, without compromising quality, to meet or exceed the expectations of our
customers

6
 MISSION:

 T o br i ng to our custo mer s the ben ef i ts of i ndustr y l eadi ng technol ogy

f r o m con cepts t o realization.

 We aim to be the first - the preferred – Rubber Manufacturing company & achieve world
class standards in Quality of Products, Services and Human Resource.

 Ever y s i ngl e day,

JAY ASHR E E Pol y mer s, str i ves to mai ntai n a posi t i on wher e cl i ents, part
ners and our suppliers see us as one of the key ingredients to their success.

 Our goal is to foresee their needs and deliver on every commitment that we produce.

 In a world of constant change and technical advancement, we strive to maintain

our status as the experts in rubber.

 W e do thi s by conti nui ng to devel op as a co mpa ny i n al l our pr oduct

sector s, i nvesti ng i n R&D, staff training and keeping up with industry demands

7
 CHAPTER 2

COMPANY PROFILE

8
 Company Profile

SAVI POLYMERS is a partnership firm established in 2015 through its partners Mr.
Rakesh Bahuguna, Mr. Pradeep kumar, Mr. Deven kumar & Mrs. Bhavna kumar
. Savi Polymers is the authorized distributor of Chinese MNC Xuchuan Chemical Co.
Ltd. Savi Polymers deals in PU resins for shoe sole system.

Business Activity

The main business activity of the firm is dealing in Polyurethane Chemicals (PU). Our
main products are :

1) Polyester Polyol
2) Methyl Di Isocynate.
3) Catalyst and Additives

These products purchased directly imported from China and sold to our various
customers in the state of Delhi & Haryana.

Global PU Sole (Footwear Polyurethane) Market is segmented By Raw Material

(Polyols, Methylene Diphenyl Diisocyanate, Toluene Diphenyl Diisocyanate), By
Footwear Type (Slippers & Sandals, Work & Safety, Sports, Leisure, Others), and By
Region (North America, Latin America, Europe, Asia Pacific, Middle East, and Africa).
Market is expected to grow at a CAGR of 5.2%during the forecasting period (2020-
2027).

9
 Polyurethane soles, popularly known as PU Sole (Footwear Polyurethane), are made
from a new kind of organic polymer material. It has been hailed as the fifth big plastic
and is in the process of revolutionizing the shoe industry. PU Sole (Footwear
Polyurethane) has lower density than other soles along with a soft texture and high
elasticity. This makes it perfect for foot comfort. It not only provides great wear and tear
resistance but also has good bending resistance and high hardness along with great
shock absorption. PU insoles provide the user with the flexibility, comfort, and durability
essential for the common daily use of a person.

Increasing growth in footwear sales and production and Superior properties of

polyurethane as shoe sole material are the major driving factors for the growth of the
market.

India is the largest global producer of footwear after China, accounting to approx. 14%
of world footwear production, which is close to 16 billion pairs.

With an estimated global population of 7- 8 billion, India constitutes a share of

approx.14%, which means 1.2 to 1.5 billion feet needs to be covered from heat, cold,
injuries, protection etc. Footwear sector is a very significant segment of Leather and
Non Leather products in India.

Size of Indian Domestic Footwear Industry is estimated to be worth Rs. 20000 -25,000
crores where leather and non-leather Footwear per capital consumption is estimated to
be approx. 1.1 pair.

The shoe sector is a diverse sector which covers a wide variety of materials
(textile,plastics, rubber, leather, PVC, Polyurethane, synthetic leather, EVA, etc.) and
products from different types of men’s, women’s and children’s footwear to more
specialized products like snowboard boots, safety footwear, protective footwear, sports
footwear etc..

Rakesh Bahuguna, Pradeep Kumar and Deven Kumar founded this trading company
“Savi Polymers” in 2015 with an aim to provide top of the line quality, service and cost
effectiveness to its valued customers. With a list of over 50 Manufacturing units as it's
proud customers in Polyurethane segment, Savi Polymers has shown highest level of
ethics and transparency over the last five years to conduct its business while fulfilling
the customer's needs.

The company is committed to reach greater heights while adhering to its basic guiding
principles of "QUALITY ", "SERVICE" & "VALUE FOR MONEY"

10
 Warehouses

Savi Polymers having warehouse at the following location.

Kundli : 12/97/1/1 Village Kundli, Hari Krishna Industrial Area Kundli, Dist. Sonepat,
Haryana

Registered Office

1. Pocket I-27 C Dilshad Garden Delhi-110095

Our Mission:

Savi Polymers was established with a mission to be the leading supplier of PU

Chemicals in Northern India and synonym of trust, values, quality, and ethical practices.
We, at Savi Polymers are sincerely marketing all endeavors to supply a comprehensive
range of PU products. Our mission is to be at the best choice for customers by providing
quality products and best value for money. We are continuously striving to offer
maximum satisfaction to all our customers.

1.2 Training & Development

Training is an educational process. People can learn new information, re-learn and
reinforce existing knowledge and skills, and most importantly have time to think and
consider what new options can help them improve their effectiveness at work. Effective
trainings convey relevant and useful information that inform participants and develop
skills and behaviors that can be transferred back to the workplace.

Organizational Development is a process that “strives to build the capacity to achieve

and sustain a new desired state that benefits the organization or community and the
world around them.”

These two processes, Training and Organizational Development, are often closely
connected. Training can be used as a proactive means for developing skills and
expertise to prevent problems from arising and can also be an effective tool in
addressing any skills or performance gaps among staff. Organizational Development
can be used to create solutions to workplace issues, before they become a concern or
after they become identifiable problem.

Identification of training objectives:

11
 SAVI has to cope with and adopt all the new advancement of and rapid changes in the
technology, demand patterns, customer tastes and competitors’ threats and their
employees also need to learn all about them, the terms, new discoveries, new
breakthroughs, improve their skills and knowledge, and all these are done by providing
needed training to the employees. So to improve their skill and broaden their
knowledge, the HRD of SAVI is working relentlessly on the continuous training,
development and well-being of its members. Both inhouse and outside organization
training of employees are concomitant and ongoing process. It’s actually about to set a
goal for the training program. But as SAVI has been providing training for about 24
years now, so they have pretty much pre-established objectives and measures for each
of their programs that for which purpose which training is appropriate and they are going
to achieve their objectives and how they are going to determine the results. The
company’s Human Resource Department which is responsible for the training and
development program. The training planning for an employee is developed by
immediate superior. At the beginning of the year superiors develop plans for their
subordinates that what trainings are necessary immediately and what trainings can be
given later and then they pass their decision to the HR department.
Finally, after getting the requirements, the department goes for the necessary steps.

Levels of need assessment:

The need assessment is done to check whether the employees need the training or not.
In the need assessment there are three steps which make the design and delivery of
training near about perfect and the mistakes or bad outcomes from the training reduces
a lot which on the other hand saves a lot of cost of the organization. Three steps of
need assessment are:

• Organization analysis
• Task analysis
• Individual analysis
The organizations are different from one another. Performance, management, cultures,
motives etc. nothing is same. SAVI Polymers determine the best suited and preferable
training methods for the workers. SAVI hires the international HR for the organization
analysis.

In organizational level, the company prefers the most suitable training which is related
with the organization’s ultimate motive in example, the main motive is to maximize the
company’s labor productivity and that is why workers are trained on how to increase the
number of output by reducing the number of inputs.

12
 In task level, the HR manager always focus specifically on which skills are demanded
by the workers for performing the particular jobs. It also takes care that how much
involvement is there of the worker of making mistakes in the work. According to that, it
designs the training program by the help of other experts both national and international
so that the employees do not make those mistakes while performing their assigned
jobs. The company thinks about the direct feedback of the job to the employees in
example, learning setting is the actual job setting or not.

In individual level, SAVI emphasizes on the learning style of the workers because what
is good to someone may not be preferable to the other. Everyone cannot go maintaining
the same pace. Due to this they divide the group of workers into categories and provide
training styles according to the category needs. It is costly and simultaneously time
consuming but the outcome is larger enough compared to the average cost.

Designing and delivering training materials:

Training materials are designed according to the needs of the employee deficiency.
SAVI mostly provides mostly the job training in example, apprenticeship, job rotation,
and job instructions. On-the-job training is the most dominant form of training in the
world today: not because it is safe or economical but because in many instances it is
the only practical way of learning a job. It is a traditional and proven methodology;
numerous studies indicate that it is the most effective form of job training possible. New
employees are basically provided with the job instructions while performing the
particular job. It is basically done by the senior worker to the juniors. It is almost like the
apprenticeship training. Workers learn the activities from the mentors or seniors. Here,
the company gets another benefit because the relation between the senior and junior
employees become close enough which makes the work place suitable for everyone. If
the workers are happy with the working conditions then they are willing to provide their
best performances.

Training room along with the training schedules is organized inside the organization. A
certain amount of budget has been fixed for the workers of the organization which are
invested on the workers to make them appropriate for the required tasks. The budget is
around 35 to 40 percent of the company retained earnings.

On the other hand, job rotation is done by SAVI where workers inter change their
departments.The organization mostly focuses on the training of the existing and
especially of the new comers as they feel reluctant to deny their product quality
compared with the competitors.

Beside the training program, workshops and seminars are arranged for the workers
which motivate them thinking critically, innovative and mostly it helps to increase the
level of their commitment towards the organization. The more the workers will be

13
 motivated the more the labor productivity will go up. For the seminars big expertise both
national and international is invited by SAVI. Overall, the company does not negotiate
with the proper training of their employees.

Process of training evaluation:

Good modern personal development and evaluation extend beyond the obvious skills
and knowledge required for the job or organization or qualification. Effective personal
development must also consider: individual potential (natural abilities often hidden or
suppressed); individual learning styles; and whole person development (life skills, in
other words).Workers’ performances are recorded in SAVI Polymers which give a clear
idea at a glance that who needs training to improve or who are performing the best. I
have discussed earlier that the company provides workshops and seminars to every
employees who requires it. After providing with the training for a certain period of time,
the managers then check out their performances again to evaluate whether the training
was successful or not. The evaluation is basically made through observation and
interview. As producing the clothes is something very physical so, they prefer mostly for
the direct observation. The managers look at some of the vital points while evaluating
and they are:

• Is the unit better because of training?

• Are trainees behaving on the job after training?
• To what extent trainees have greater knowledge after the training program?
• What are the trainees’ reactions about the overall training program?

The evaluated performances are then recorded again to update the previous
performance data. If the training program really improves the performances and can
obtain a great success then it is continued for the upcoming groups and if this does not
bring any success to the organization then the whole program is restructured. However
training sometimes fails because of program mentality, duration fixation and wrong
assumption.

Integration of training outcomes with other HR practices:

Training outcomes integrate with the other HR practices in SAVI Polymers. It integrates
with the best HR practices of the company and they are:

• Training helps achieving organizational goals every year.

• Delight employees with unexpected things i.e. rewards. It is mainly o motivate the
workers.

14
 • Recognizes employee talents by public appreciation i.e. colleagues.
• Highlight the best performers and make them visible so that the others put their
best and the environment becomes pure competitive.

• Systematic knowledge sharing that supports the strategy.

• Performance linked bonuses which increase the motivation, productivity and the
competition.

Training

Performance
Compensation
Management

15
 1.3 Performance Management System

Performance management system is designed to manage employee’s performance. It is

a review for each employee that identifies the strengths and weaknesses. SAVI
Polymers does this in both manual and digital way.

Performance appraisal is a part of performance management system. Performance

Appraisal is a process through which a manager evaluates and examines an
employee’s behavior by comparing it with the standard or performance of others. Every
successful organization has to evaluate their performance to find out organizational
progress. This evaluation process varies from company to company.

Performance management system has to go through four steps to get the best result.
First of all, the organization must determine the purpose of the system and how it will be
used. A performance management system may have several purposes and the
organization has to design that in such a way that goes with their objectives. SAVI
Polymers’s purpose is mainly to develop employees, enhance motivation and facilitate
human resource planning.

Second step of the system is to decide who will be responsible for this performance
management system. According to senior executive of HR, three participants are
involved in their PMS- Supervisor, employee himself and subordinates. First they do the
self assessment, then subordinates give their opinion and supervisor plays the most
important role by updating their appraisal form.
Next step is to find how to evaluate - absolute or relative. Absolute is comparing one’s
performance with the standard and relative is to compare with other employee’s
performance. SAVI Polymers never does the absolute process. Instead they compare
their performance with pre decided standard.

Finally organization decides the method to be used in the system. Many methods are
available including Graphic rating scale, Behaviorally Anchored rating scale ,
Management by objectives, Forced distribution etc. SAVI Polymers basically follows
MBO where they have corporate goal, individual employee has a goal, supervisor
monitors the progress, and then evaluates the performance and finally department
heads decide the reward. SAVI Polymers keeps computerized document for each
employee which is being updated after every appraisal.

16
 SAVI Polymers has its own style to assess and manage performance. Their
performance management is directly related with training program. They first examine
the performance and on the basis of that they decide whether training is needed or not.
After providing training to weaker employees they again do the performance appraisal
to find out if training was effective or not. Finally they determine the salary contingent on
performance.

Even though they do this appraisal semiannually or twice a year, they keep updating
their performance appraisal form every day. They never compare one employee’s
performance with others. They have a pre settled standard and they compare the
performance with that. This is the general process of performance management
system.

Reasons behind using performance management system:

• They do this PMS to find out what kind of training is needed for individual
employee
• By updating the performance management form to adjust compensation
• SAVI Polymers believes if the leader is not cooperative, subordinates will not give
their best. That is why they take their opinion in performance management
system.

• Supervisor knows his employees, their nature, skill very well. So the main
responsibility of updating the performance document is given to him. He decides
which employee needs training, after training their changes in performance etc

17
 Structure of the Company
The structure of the company that the chairman/CEO has decisive authority in business operation of
the company. Also the finance and admin manager’s part of the company is very significant the role
has to play three types of operation accountant, finance manager and admin manager of the company.
Factory manager deals with all the factory and machinery and production related operation under him
there number production staffs allocated to the raw material collection and production. Also the
marketing manager of the company plays key role in the company everyone know that without the
marketing there is no to do according this the company

CEO/Chairman

Board of
Directors

Finance &
Factory Marketing
Admin Manager Manager
Manager

Admin Finance
Assistant Assistant

18
 FINANCIAL DEPARTMENT
A finance department is the unit of a business responsible for
obtaining and handling
any m on i es on b eh a l f of t h e or g a n i za t i o n . Th e d ep a r t me
nt c o n t r o l s t h e i n c o m e a n d e x p en d i t u r e in addition to
ensuring effective business running with minimum
disruptions.B es i d es t h e t r a d i t i on a l r o l e s of h a n d l i n g t h e
p a yr o l l , i n c o m e a n d e x p en s e s , f i n a n c e
d ep a r t m en t r es p on s i b i l i t i es a l s o i n c l u d e ec on o mi c a n a l
ys i s to i mp r o v e k e y b u s i n e s s s t r a t e g i e s

Accounting:
Daily account record keeping is a finance department function
that entails reconcilinga company's financial registers to make
suitable business decisions. Through book keeping and income
statement preparations, the unit supports the management in
filing requisite financial data that's useful in managing funds.

Examiningfinancialstatementsandreporting:
By analyzing a company' s f inancial s tate ments, the f inance depart
ment evaluates economic trends, identifies its future investment and
cultivates long-term business plans. Ituses and synthesizes financial analysis
information to assist in business decision-making

19
 Chapter –3

Review of Literature

20
 Introduction
Research which is undertaken systematically to increase the stock of knowledge
including knowledge of humanity, culture and society and the use of this stock of
knowledge to devise new applications. It is used to establish or confirm facts, reaffirm
the results of previous work, solve new or existing problems, support theorems, or
develop new theories. A research project may also be an expansion on past work in the
field. To test the validity of instruments, procedures, or experiments, research may
replicate elements of prior projects, or the project as a whole. The primary purposes of
basic research (as opposed to applied research) are documentation, discovery,
interpretation, or the research and development of methods and systems for the
advancement of human knowledge. Approaches to research depend on epistemologies,
which vary considerably both within and between humanities and sciences. There are
several forms of research: scientific, humanities, artistic, economic, social, business,
marketing, practitioner research, etc.

Research is a process of steps used to collect and analyse information to increase our
understanding of a topic or issue". It consists of three steps: Pose a question, collect
data to answer the question, and present an answer to the question.
The process used to collect information and data for the purpose of making business
decisions. The methodology may include publication research, interviews, surveys and
other research techniques, and could include both present and historical information.
This section of the report will explain the methodology used for conducting the research.

21
 Research design: Descriptive.

Data: Primary and Secondary data.

Research: Survey method

Research Instrument: Questionnaire

Sample Size: 25

2.1 Objectives

1. The objectives was to know whether the new employees were onboard in
a planned manner and they have a basic understanding of the business
prior to the practical implementation.
2. To know whether the training provided to the new joiners was sufficient
with respect to their personal growth.
3. To know the different training methods of Savi Polymers.

2.2 Research Design

The research design refers to the overall strategy that you choose to integrate the
different components of the study in a coherent and logical way, thereby, ensuring you
will effectively address the research problem; it constitutes the blueprint for the
collection, measurement, and analysis of data. Research design is of three types:

Exploratory research
Descriptive research

22
 Explanatory research

2.2.1 Explanatory Research

Exploratory research is defined as the initial research into a hypothetical or theoretical
idea. This is where a researcher has an idea or has observed something and seeks to
understand more about it. An exploratory research project is an attempt to lay the
groundwork that will lead to future studies or to determine if what is being observed
might be explained by a currently existing theory.

Most often, exploratory research lays the initial groundwork for future research.
Exploratory research can come in two big forms: either a new topic or a new angle. A
new topic is often unexpected and startling in its findings. For example, American
psychologist John Watson really began his behaviourism research with a new topic on
the study of human behaviours and learning: rats! Because humans have brains and
rats have brains, it makes a certain kind of sense. There was an attempt to find the
universal laws of learning in all brains.

2.2.2 Descriptive Research

Once the groundwork is established, the newly explored field needs more information.
The next step is descriptive research, defined as attempts to explore and explain while
providing additional information about a topic. This is where research is trying to
describe what is happening in more detail, filling in the missing parts and expanding our
understanding. This is also where as much information is collected as possible instead
of making guesses or elaborate models to predict the future - the 'what' and 'how,' rather
than the 'why.'

2.2.3 Explanatory Research

23
 Explanatory research is conducted in order to identify the extent and nature of cause-
and-effect relationships. Causal research can be conducted in order to assess impacts
of specific changes on existing norms, various processes etc. Causal studies focus on
an analysis of a situation or a specific problem to explain the patterns of relationships
between variables. Experiments are the most popular primary data collection methods
in studies with causal research design.
Research design selected for this project is Descriptive Research.

24
 CHAPTER4
RESEARCH METHODOLOGY

25
 TYPES OF DATA

PRIMARY DATA
SECONDARY DATA

Are those which are collected a fresh and Are those which have been collected by
for the first time and thus happen to be someone else and which have already
original in character been passed through the statististical

26
 TYPES OF
DATA
COLLECTION

COLLECTION OF PRIMARY DATA COLLECTION OF

There are several methods of collecting primary
data, particularly in surveys and descriptive
reasearch, we obtain primary data either
through observation or through direct
communication with respondents in one form
or another or through personal interviews.
SECONDARY DATA
These are already available i.e they refer to
the data which have already been collected
and analyzed by somepone else.

I had been following two main ways while working on this report.

2.2.4 Primary data:

Primary data are those which are gathered directly through questionnaire and it is my
original sources of data collection method. Primary data is collected with the help of
structured questionnaire following Purposeful random sampling method in the
managerial group of Savi Polymers.

27
 2.2.5 Secondary data

My secondary source is the company’s website. I mainly use their website for general
information and also some of the documents provided by the department such as books
and some reports based on Training and Development.

28
 Chapter-5
Data Analysis and Interpretation

29
 1. How long have you been employed at Savi
Polymers?

Employed at Savi
S.No. Respondents Percentage
Polymers

1 Less Than 1 Year 10 40.0

2 1-3 Years 5 20.0

3 3-5 Years 5 20.0

4 More Than 5 Years 5 20.0

Total 25 100.0

Interpretation-
According to the above data, there are 10 employees who have been working for less
than 1 year at Savi Polymers and there are 5 employees who have been working for 1-3
years, 3-5 years and more than 5 years at Savi Polymers.

30
 2. Do you agree that training is well planned?

Training is Well
S.No. Respondents Percentage
Planned

1 Strongly Agree 7 28.0

2 Agree 11 44.0

Neither Agree
3 7 28.0
Nor Disagree

4 Disagree 0 0.0

Strongly
5 0 0.0
Disagree

Total 25 100.0

Interpretation-

According to the above data, there are 7 employees who strongly agree that the training
is well planned, 11 employees who just agrees, 7 employees who neither agree nor
disagree and there is no one who disagrees or strongly disagrees.

31
 3. Do you agree that training is of sufficient duration?

S.No. Training Duration Respondents Percentage

1 Strongly Agree 5 20.0

2 Agree 10 40.0

Neither Agree Nor

3 7 28.0
Disagree

4 Disagree 3 12.0

5 Strongly Disagree 0 0.0

Total 25 100.0

Interpretation-
According to the above data, there are 5 employees who strongly agrees for training
duration, there are 10 employees who agree, there are 7 employees who neither agree
nor disagree, there are 3 employees who disagree and there is no employee who
strongly disagree for training duration.

32
 4. Are t raining program helpful in long run?

Training Program
S.No. Respondents Percentage
Helpful

1 Strongly Agree 10 40.0

2 Agree 9 36.0

Neither Agree Nor

3 6 24.0
Disagree

4 Disagree 0 0.0

5 Strongly Disagree 0 0.0

Total 25 100.0

Interpretation-

According to the above data, there are 10 employees who strongly agrees that training
program is helpful, there are 9 employees who agrees, there are 6 employees who
neither agree nor disagree and there is no employee who disagree or strongly disagree.

33
 5. Was the training program helpful in personal growth?

S.No. Personal Growth Respondents Percentage

1 Yes 22 88.0

2 No 3 12.0

Total 25 100.0

Interpretation-

According to the above data, there are 22 employees who said yes for
personal growth and there are 3 employees who said no for personal growth.

34
 6. What is your opinion about present training system?

Opinion About
S.No. Respondents Percentage
Training

1 Excellent 6 24.0

2 Good 13 52.0

3 Average 6 24.0

4 Below Average 0 0.0

Total 25 100.0

Interpretation-

According to the above data, there are 6 employees who have excellent opinion about
training, there are 13 employees who have good opinion, there are 6 employees who

35
 have average opinion and there is no one who have below average opinion about
training.

7. Do you agree that instructor responses to trainees doubts?

Response To
S.No. Respondents Percentage
Doubts

1 Strongly Agree 3 12.0

2 Agree 14 56.0

Neither Agree Nor

3 2 8.0
Disagree

4 Disagree 6 24.0

5 Strongly Disagree 0 0.0

Total 25 100.0

Interpretation-
According to the above data, there are 3 employees who strongly agrees for doubt
response, there are 14 employees who agrees, there are 2 employees who neither

36
 agrees nor disagrees, there are 6 employees who disagrees and there is no employee
who strongly disagrees for doubt response.

8. What are the different training methods Savi Polymers follows for their
Employees?

S.No. Different Methods Respondents Percentage

1 Cognitive Approach 3 12.0

Behavioral
2 8 32.0
Approach

On the Job
3 8 32.0
Approach

Off the Job

4 6 24.0
Approach
Total 25 100.0

Interpretation-
According to the above data, there are 3 employees who chose cognitive approach,
there are 8 employees who chose behavioral approach, there are 8 employees who
chose on the job approach and there are 6 employees who chose off the job approach
in different training methods used.

37
 9. What are some of the barriers employees face when it comes to
participating in our training program?

S.No. Barriers They Face Respondents Percentage

1 Too busy at work 10 40.0

2 Lack Of Employer 8 32.0

3 Inconvenient 3 12.0

4 Lack Of Confidence 4 16.0

Total 25 100.0

Interpretation-
According to the above data, there are 10 employees who chose too busy at work, there
are 8 employees who chose lack of employer, there are 3 employees who chose
inconvenient and there are 4 employees who chose lack of confidence in the barriers
they face.

38
 10. What are the important parameters considered for selection of
trainer?

Parameters For
S.No. Respondents Percentage
Trainer

1 Cultural Fitness 8 32.0

2 Course Material 6 24.0

3 Relevant 5 20.0
4 Expense 6 24.0
Total 25 100.0

Interpretation-

According to the above data, there are 8 employees who chose cultural fitness, there
are 6 employees who chose course material, there are 5 employees who chose relevant
and there are 6 employees who chose expense as a parameter for selection of trainer.

39
Features
• We havea full service custom Injection moulding supplier •
Manufacturing Plastic Components weight ranging from 0.5g to
1000g
• Component Size 500mm x 500mm maximum
• Minimum wall thickness 0.5mm
• Manufacturing High-performance gears and high aesthetic
premium consumer electronic parts
• stabilized, FR (Flame Retardant), heat stabilized, GF up to 60%,
Glass beads up to 50%
Our Capability in Injection Moulding
• One-stop solution provider for custom Injection moulding
• Horizontal and vertical Moulding Machine
• Over Moulding, Insert Moulding, Valve gate, and hot runner
moulding
• Materials ranging from commodity resins to highly engineered
resins& thermosets
• High volume, fully automated work cells to low volume prototype
run
• Post moulding operations like pad printing, Ultrasonic welding,
coil winding, soldering, barcoding, and assembly operation OUR
PRODUCTS
• Disposable Plastic Recycling Water Cups
• Disposable Plastic Food Containers
• Engineering Plastic Components Manufacturers
• Jute Bag Sticks.
MOLD CHANGE
Mold Changes refers to the act of altering a current mold used in
product manufacturing. Any time the design of a product changes,
whether just a component of the product or a mold of the entire
product, the mold used must be changed. Here's how mold
changes is used on plastic machine operator resumes:
• Mold setting required the use of forklifts, hoists, connecting water
lines, and the use of mechanical hand tools.
• Mold changes, secondary set-up, and start of run on change
overs.
• Assist in operation and set up of rotational molding equipment
including mold changes, filling, and part removal
. • Job entailed mold changes and machine adjustments.
• Mold changes, material changes, organize parts, packaging,
machine setup.
40
RAW MATERIAL
Here's how raw materials is used on plastic machine operator
resumes:
• Mixed and loaded plastic raw materials.
• Identified, verified proper raw material, or ingredients, and
lifted/positioned/loaded/unloaded raw materials to staging and
storage areas.
• Loaded and unloaded pallets and containers with
finished/unfinished product and raw materials to other areas.
• Handled shipping and receiving responsibilities for finished
manufactured goods and for incoming raw materials.
• Manufactured walk-off mats from raw materials to finished
product, to customer specifications.
PP Plastic-Polypropylene (PP) is the Raw Material
Introduction:
Because the price is cheap, plastic injection molding companies
often try to avoid large-scale production while looking for ways to
reduce the price of single products and processing costs. Simply
put, it is to find a product that is not only suitable for mass
production; use mass production to reduce unit cost, and at the
same time, it does not need to meet mass production for high
investment and high output.
Features:
colorless and translucent thermoplastic lightweight general-
purpose plastic. It has chemical resistance, heat resistance,
electrical insulation, high-strength mechanical properties and good
high wear-resistant processing properties.
Applications: Furniture, packaging, lighting equipment, food
packaging, table mats, folders, etc.
Main process: injection molding.
INJECTION MOLDING
Injection molding is that the plastic is heated and melted in the
heating barrel of the injection molding machine, and then the melt
is pushed into the cavity of the closed mold by the plunger or
reciprocating screw. It not only can produce high-precision, high-
quality products under high productivity, but also has a wide
variety of processed plastics and wide uses. Therefore, injection
molding is one of the important molding methods in plastic
processing. Plastic molding is achieved by injection molding
machines.

41
The basic functions of the injection molding machine are:
① heat the plastic to reach a molten state.
② ②apply high pressure on the melt to inject it and fill the cavity

42
 Chapter 6
Finding

43
 Findings:
• We saw that there are five employees in Savi polymers who have been working
over there for more than five years.
• There are 7 respondents who strongly agrees that training is well planned.
• There are 5 respondents who strongly agrees that training is of sufficient
duration.
• 10 re spo nden t s stro ngl y ag re e th at t rai nin g pro gra ms are
h el p fu l i n lo n g ru n .
• 22 respondents think training program are helpful in personal growth.
• 6 respondents think training program is excellent.
• 3 respondents strongly agree that instructor responses to trainees’ doubts.
• 8 respondents think On the Job Approach training method is used while other 8
think Behavioral Approach is used and rest think Cognitive Approach and off the
job approach training methods is used by Savi Polymers for their Employees.
• 10 employees think that too busy at work is one of the barriers that hindrance
their training program.
• According to 8 respondents’ cultural fitness is one of the most important
parameters considered for selection of trainer.

44
 KnowledgeandSkillsAcquired
Knowledge
I acquired knowledge of doing the following;

I have mastered how to use ERP software for Accounts operations of maintaining stock cards,
supplier reconciliation among others.

I have gained knowledge on how Accounts operations are carried out in a profit making
company. Additionally I have gained immense knowledge on the acceptable code of conduct
and dressing code in an office environment in order to be presentable and not to offend any
colleagues.

I have gained knowledge on haw bid evaluation is managed and executed in a profit making
company where the focus is on reducing bureaucracy while leveraging benefit to the company.

Skills
I learn the following skills during:

Computer skills on Microsoft packages of excel, word, internet skills the operations of the
different applications within Microsoft ERP and in addition how to operate other office
equipment like photocopying machines among others.

Relationship-wise, I have gained interpersonal skills that have enhance the completion of my
practicum.

In all the tasks I performed upon completion I had to report on the final output hence availing
me with the platform of developing my Reporting skills.

During the course of the exercise, I was able to take accurately ethical decisions

Arrangement and Filing of taxes like VAT; Withholding Tax and PAYE based on Bill payment
number (BPs) and at the end I learn filing skills.

How IIntendTo Utilize What IHave LearntForMyProfessionalDevelopment.

I was better prepared for the since the following course units were related to the
field of work namely ; foundation of finance , principles of management , in formation
technology, business communication skills , business law and company law. These course
Units helped me in easing my work for example in carrying out Party reconciliation statements,
Balance salary payable

accounts, and Passing purchase bills. This will help me to favorably compete on the labor
market in the country due to different skills and knowledge acquired from internship and this
will help me to develop my professional more.

45
 PersonalContributionto the Organization
I was able to increase on the efficiency and effectiveness in the execution of company work as
well as meeting the required deadline in areas of making salary reports, making payroll and
tax process. This came when I serve to increase on the manpower available the Accounts Unit.

ChallengesNoticedDuring InternshipThat Are Affecting;

The Company
Lack of enough working space in most departments which hinders employees in performing
well certain activities. .
Competition from other sugar producing companies such as kinyara sugar, Kaliro sugar.

The passwords given to the accounts staff are given restrictively which restricts their work.

Fraud committed by untrustworthy employees like recording wrong figures intentionally.

The Workers:

Low salaries to causal workers such as cleaner, cane cutter and security providers

Poor accommodation characterized of old building.

Poor feeding of workers mainly workers of the organisation feed on Posho and Beans.

Language barrier is also another problem facing the accounts due many tribes in thecompany

The Internee:

The time period for which I was accepted to do the practicum at SCOUL was quite short(6
weeks) for me to be able to understand all the processes, procedures on operations of the
Accounts function

I also encountered constant challenging circumstances mainly during data entry, there was no
standard format of Entering transaction vouchers.

Some of the doors to some offices had security control installations that required swiping a
security access card for the doors to open and yet as an intern I was not issued with this
access card

Language barrier since the company is multinational

I also faced a problem of getting where to carry out this exercise.

Sometimes there is network failure which results in pending of my assignments.

46
 CHAPTER7
CONCLUSION & RECOMMENDATION

47
 Conclusion:

It was a great opportunity for me to work on this company and acquire a wider view on
the reality. I learned a lot regarding how this business sector operates and how this
company managed to gain its position in all these years.. It has access to foreign
market and is gaining a global market penetration through its quality of product.

One of the strongest factors of this company is they focus highly on quality
management and not only that, they are also up to date. They use latest technologies
on requirement which is very good. Overall, this company is in a stable position, its
market hold is also very strong; the business is in growth stage. In conclusion, Savi
Polymers has a long way ahead and with the vast knowledge of their HR professionals,
if they can maintain their wide range of workers properly with right managerial skills and
maintain the standard they set, soon they will shift from growth stage to maturity stage.

48
 Recommendations

• Savi Polymers can go for anonymous evaluation paper for training which will be
provided to all the trainees who will be selected to be provided with the training
program. There, they will provide their own learning styles and methods which will help
them to catch all the new ideas and learning immediately on spot of the workshops or
seminars.

• The company should maintain the updated mentors or the most recent trainee to be the
mentor of the immediate upcoming batch so that the ideas and techniques are also
updated and latest. The same mentor or senior may give the monotonous and non-
updated skills to the upcoming juniors.

• Savi Polymers should think about the factors that create barriers when it comes to
participating in training program from the employee part.

• Savi Polymers can give more focus on time management, leadership and business
communication skills of employees.

• Savi Polymers think about the performance appraisal of employees so that employees
feel motivated towards work and give their best effort to achieve company goals.

49
 BIBLIOGRAPHY

50
 Bibliography

Books:

1. Managing Accounts: Productivity, Quality of Work Life, Profits.

Pg. No. (44-47)

2. Employee Training and Development by Raymond A. Noe

Pg. No. (124)

3. Business studies by Subhadh Dey

Pg. No. (71-78)

4. Business studies by Poonam Gandhi

Pg. No. (131)

5. Personnel Management by Dr. C B Mamoria

Pg. No. (86-91)

6. Personal growth and training and development by Madhurima Lall and Sheetal Sharma

Pg. No. (19)

Websites:

1. https://panjiva.com/Savi-Polymers/43406234

2. https://en.m.wikipedia.org/wiki/Human_resource_management

3. https://www.inc.com/encyclopedia/human-resource-management.html

4. https://www.managementstudyguide.com/training-development-hr-function.htm

51
 5. http://www.whatishumanresource.com/training-and-development

6. https://www.getsmarter.com/blog/employee-development/employee-training-and-
development-the-benefits-and-why-its-important/

7. https://www.economicsdiscussion.net/human-resource-management/employee-
training/importance-of-training-and-development/31637

8. https://en.m.wikipedia.org/wiki/Training_and_development

9. https://content.wisestep.com/importance-of-professional-development-in-the-workplace/

10. https://www.humanresourcesedu.org/what-is-human-resources/

52
ANNEXURE

Details of the Organization Name:

Location:

How long are you there in Business? Years

Q1. Occupation of the respondents

Q2. DEMOGRAPHIC CHARACTERISTICS

Q3. AGE

Below 30
31-45
46-60
60 above

Q4. INCOME LEVEL

10000-20000
21000-50000
51000-80000
81000 ABOVE

Q5. OCCUPATION

BUSINESS
SERVICES
RETIRED
STUDENT
OTHER
Q6 INSURANCE POLICY

YES
NO
MAYBE

Q7. AWARNESS OF INVESTMENT PLAN

YES
NO
MAYBE

Q8. AWARNESS OF EDELWEISS TOKIO LIFE INSURANCE COMPANY

YES
NO
MAYBE

Q9. EXPECTATION FROM INSURANCE COMPANY/AGENT

TAX SAVING
SAVING TOOL
RETURNS
PROTECTION

Q10. AUTHENTICITY OF ONLINE INFORMATION

Do you think agent/online portal gives authentic information about the policy?

YES
NO
MAYBE
Q11. COVID-19 BENEFIT BY INSURANCE COMPANY

Is Insurance company Gives You a Covid-19 Benefit

YES
NO

Q12. KIND OF BENEFITS

If yes, How are they providing Benefit

EASY PREMIUM
SCHEME
RETURNS
OTHER BENEFIT

Q13. MODE OF PREMIUM PAYMENT

How do you Pay your premium?

YEARLY
HALF-YEARLY
QUARTERLY
MONTHLY

Q14. CLARIFY QUERY

How do you Clarify your quary

Advisor
Customer care
Website
Branch
Agent
Q15. SATISFACTION WITH SERVICE

Rate your Overall Experience with present Insurance Company?

1
2
3
4
5