Synopsis: Gandhi Institute of Technologyand Management (Gitam) Visakapatnam

CENTRE FOR DISTANCE LEARNING
GANDHI INSTITUTE OF TECHNOLOGYAND

MANAGEMENT (GITAM)
VISAKAPATNAM
SYNOPSIS
A STUDY ON TRAINING AND DEVELOPMENT

AT
SUPER SPINNING GROUP OF MILLS LTD.,
HINDUPUR
NAME: KARANAM HEMANTH

HALL TICKET NO: A18MH0890010
INTRODUCTION
The study is on Training and Development. Once the employees have been
selected for various positions in an organization training them for specific tasks to
which they have been assigned assumes great importance.
It is true in many organizations that before an employee is fitted into a
harmonious working relationship with other employees, he is given adequate training.
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 and useful knowledge during the training that helps him to improve
performance. It enables to do his present job more effectively and prepare himself for
higher job.
INDUSTRY PROFILE
The cotton textile industry is going through a severe Crisis following a stump
in exports of cotton textiles, yarn and garments to the ASIAN and other countries.
Yarn exports particulars have been severely affected by the development in the
ASIAN Region and there is as yet no indication of a recovery in these exports.
The Indian Textile Industry is one of the largest segments of Indian Economy
Accounting for over one fifth of the industrial production. The winds of change
have transformed a traditional art to a modern industry , employing state of the
art technology and providing employment to around 15 million people. This
combination of traditional art and contemporary design has produced a variety
of yarn, fabric, home textiles and other textile products sought after the world
over. With over 9 million hectares under cotton cultivation and an annual crop
of around 3000 million Kegs., Indian is amongst the worlds largest reservoirs of
this popular fiber. In addition the 80 odd cotton varieties of different
descriptions being grown in India, enables the industry’s produce cover almost
every conceivable count and construction of fabrics in a width of choice.
COMPANY PROFILE
SUPER SPINNING GROUP OF MILLS CONSTITUTES FOUR UNITS
Unit Super – A
Kirikera – 515 211
Hindupur
Ananthapur District
Andhra Pradesh
: (08556) 220522 /
Tel
220194
Fax : (08556) 220997
Emai [email protected]
l i.com
AN OVERVIEW OF SUPER SPINNING GROUP OF MILLS

Super spinning mills is one of the largest group of spinning mills of south
India. The super spinning mills limited was incorporated on 6 th June of the same year
1962. The corporate office of super spinning group of mills is located at Coimbatore,
Tamilnadu. The corporate manager takes all financial decisions of the super-
spinning group of mills. It enjoys taking crucial decisions of these super-spinning
mills. It has authority to appoint to various auditors managers etc. and also deals with
export spinning group of mills managers flow top to bottom to top. The company
mangers and auditors must be responsible to the all activities of super spinning group
of mills. The must submit quarterly and annual reports to the corporate office.
REVIEW OF LITERATURE
On the Job Training Methods
This type of training also known as job instruction training is the most
commonly used methods under this method the individual is placed on regular jobs and
fetch the skills necessary to perform the job.
On the job-training has the advantage of giving firsthand knowledge and
experience under the actual working conditions. The problem of transfer of trainee is
also minimized as the person learns on the job. The emphasis is placed the job.
This type of training involves the movement of the training from one job to
another. The trainee receives job knowledge and gains experience for is supervisor are
trainee each of the different job assignment. Though this method of training is
commonly in training managers for general managers trainee can also rotated for job to
job in workshops jobs.
NEED FOR THE STUDY
As employees are the most valuable assets of an organization, the sharing and
learning of information through training is a most valuable tool to develop, upgrade
the skills and enhance the productivity of an employee.
 Job requirements
 Technological changes
 Internal mobility.
SCOPE OF THE STUDY
Training is the corner stone of sound management for it makes employees
more effective and productive. It is actively connected all personnel and management
activity.
Training is most helpful in improving technical knowledge and mechanical

knowledge to personnel involved. The study is confined to NCCL (India) Pvt.Ltd,
Chittoor. The being conducted for the period of one month since time is limited.
Nearly 100 employees are considered for the study.
OBJECTIVES OF THE STUDY

 To study about the Training and Development programmes.
 To evaluate the method of teaching programmes in Nutrine confectionary
company ltd.
 To study the effectiveness of Training and Development programs carried out
in Nutrine confectionary company ltd.
 To understand the method of Training program.
 To study the factors necessary for providing the training.
RESEARCH METHODOLOGY
Source of Data
The source for collecting the data is form both
 Primary Method
 Secondary Method
Primary Data
The primary data are those which are collected afresh and for the first time,
and thus happen to be original in character. The tools for collecting this primary data
are by two types namely Interview Methods and Questionnaire Method.
Secondary Data
The Secondary data are those which have already been collected by someone
else and which have already been passed through the statistical process in the
company.
LIMITATIONS OF THE STUDY
 Time is major constraint for conducting study.
 The sample is limited and also due to time constraint.
 The scope of the questionnaire was limited.
 Employees feel fear of management, to reveal facts related to the
organization there is a lot of scope for bias from the respondents.
 Employee belongs to various shifts and it is difficult to gather information.
FINDINGS
 It was found that all the respondents have under gone training.
 Management is evaluating the Training Progammes from time to time.
 76% of the respondents says that the training is useful for the career
development.
 90% of the respondents were satisfied with the level of training.
 88% of the employee are satisfied with the topics discussed at the training
programs.
 Training decreases tension and stress at work.
SUGGESTIONS
 Sufficient Training frequency must be given to employees.
 The trainees must be selected on the basis of their own interest and not for
the benefit of the organization.
 Management should see that Training & Development programs should
cultivate competitiveness among employees.
 The company has to reduce gap between seniors and subordinates, should
conduct a formal function.
 The management should give enough freedom to the employees for their
creativity.
 The company has recognized the efficiency of the employees so as to
reward properly.
CONCLUSION
From study made in assessing the effectiveness of training and development
methods, the organization has certainly tried its level best to impart training and
development which makes the employees acquire skills and knowledge about their
job and importance which results in their job satisfaction. The organization has a
strong linkage with the Training & Development programs and these programs are
helpful in their self development and the organizational development.

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CENTRE FOR DISTANCE LEARNING

GANDHI INSTITUTE OF TECHNOLOGYAND

A STUDY ON TRAINING AND DEVELOPMENT

NAME: KARANAM HEMANTH

AN OVERVIEW OF SUPER SPINNING GROUP OF MILLS

Training is most helpful in improving technical knowledge and mechanical

OBJECTIVES OF THE STUDY

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