CHAPTER-I

INTRODUCTION AND DESIGN OF THE STUDY

1.1 INTRODUCTION OF TRAINING AND DEVELOPMENT

Training and development play an important role in the effectiveness of organisations

and to the experiences of people in work. Training has implications for productivity, health and
safety at work and personal development. All organisation employing people need to train and
develop their staff. Most organisations are cognisant of this requirement and invest effort and
other resources inn training and development. Such investment can take the form of employing
specialist training and development staff and paying salaries to staff undergoing training and
development. Investment in training and development entails obtaining and maintaining space
and equipment. It also means that operational personnel, employed in the organisation’s main
business functions, such as production, maintenance, sales, marketing, and management
support, training development and delivery. This means they are required to give less attention
to activities that are obviously more productive in terms of the organisation’s main business.
However, investment in training and development is generally regarded as good management
practice to maintain appropriate expertise now and in the future.

Training and Development is a structured program with different methods designed by

professionals in particular job. It has become most common and continuous task in any
organisation for updating skills and knowledge of employees in accordance with changing
environment. Optimisation of cost with available resources has become pressing need for every
organisation which will be possible only by way of improving efficiency and productivity of
employees, possible only by way of providing proper employee training and development
conditioned to that it should be provided by professionals.
MEANING OF TRAINNINNG AND DEVVELOPMENT
A Program of upgrading of employee’s skills, knowledge and competencies is known as
training. The job related training is often provided to the employee to ensure they can well
perform on the assigned tasks and contribute to the success of the organization. The
development program on the other hand is often preparation to perform the future job. Human
Resource Training Development provides a learning opportunity to the employee to increase
their work capacities and get ready for the future challenges.

Training and development in HRM are two different activities which goes hand-in-hand for
the overall betterment of the employee. The short term and reactive process is training which is
used for operational purpose while the long term process of development is for executive
purpose. The aim of training & development is improvement of required skills in the employee
whereas aim of development is to improve overall personality of the employee. Management
takes the initiative to choose right training methods to fill up the skill gap in the organization;
the development initiative is generally taken with the objective of future succession planning.

DEFINTION

Armstrong
“Training is the formal and systematic modification of behaviour through learning which
occurs as a result of education, instruction, development and planned experience.
Development is improving individual performance in their present Roles and preparing them for
greater responsibilities in the future”.

Katz & Kahn

“Training and development is described as a maintenance subsystem, intended to

improve organizational efficiency by increasing routinization and predictability of behaviour.”
Lussier

“Training is a process of acquiring the skills necessary to perform a job and development
is the ability to perform both present and future jobs”. Skills,

Kllatt, Murdick & Schuster

“Training is a systematic way of altering behaviour to prepare an employee for a job or

to improve the employee’s performance on the present job, and development is preparing an
employee for improving the conceptual, decision-making, and interpersonal skills in complex, in
structured situation”

Kirkpatrick

“Training refers to the teaching of specific knowledge and skills required on the
individual’s present job. The term development refers to the growth of the individual and
preparations for higher-level jobs”.

NEEDS

SET CLEAR EXPECTATIONS FOR EACH ROLE

 To identify training and development needs, you must first set clear expectations
for each role within your business. This creates a benchmark to monitor

performance against.
MONITOR EMPLOYEE PERFORMANCE

 Measuring and monitoring performance should be embraced as a means of

supporting employees (not penalising them) and can be a valuable tool in
identifying development opportunities.
 Conversely, if an employee continuously over delivers, you could work with them
to set more challenging goals to stretch their abilities.

ASK AWAY

 Now this may seem obvious, but employee feedback can be a valuable addition
to your SMEs training and development plan.
 This will create helpful dialogue about career development and help you identify
specific training requirements.

ANALYSIS (AND LOTS OF IT)

 Tapping into what’s going on under the surface will help you spot gaps in your
training and development schedule.

It’s likely that training and development needs will into one of three categories:

 Improving staff knowledge about your industry

 Job-related needs
 Personal development

MAKE THE MOST OF PERSONAL DEVELOPMENT PLANS

 Giving employees the opportunity to lead their personal development can have
a profound effect on their motivation and their engagement in your business.

USE FOCUS GROUP TO UNDERSTAND TRAINING AND DEVELOPMENT NEEDS

 They are a useful way of gathering employees’ views and opinions about current
training and how to improve what is on offer.
SET UP A SYSTRM OF MENTORING AND COACHING

 Closely aligning staff with a mentor will help develop skills while identifying
additional training and development needs.
 Mentoring programmes are a great way of helping employees succeed in their
careers and be as powerful for the mentors as they are for the mentees.

ADVANTAGES IF TRAINNG AND DEVELOPMENT

INCREASE IN PRODUCTIVITY

The foremost benefit of training and development is an increase in productivity.

Companies and organizations work over-time to be the best in the business. Also with a surge in
competition in the market now, there’s more responsibility to perform better than the rest. In
order to do that, one must adequately prepare their workforce. Employee training and
development hones and nurtures individual skills and experiences for this purpose. This is
important because the quality of employees translates to quality in work.

BULIDS SKILL

Technological advancement has provided us the instrument for continuous innovation.

Now there are many ways of building skills and gaining knowledge. Oftentimes, companies hire
fresh graduates and inexperienced employees who lock the technical know-how of workings of
a business. Therefore, training and development activities are especially helpful in forming new
ideas and encouraging creativity. And at the end of the day, the collective skills of a company
improves manifold because of this.
EMPLOYEES SATISFACTION

When a company invests in training and development, it is invariably investing in their

employees. Employees have a chance to expand their knowledge base and gain access to skills
they otherwise would not get.

COMPANY REPUTATION

Training and development furthers the cause of making businesses do better. Mentoring
schemes, in-house training, presentations, seminars are all methods and programs that help in
enhancing the reputation of a company.

Having new skill sets and training may even create new and improved positions within
the company. Apart from the success it has within the organization, it also helps the company
stay ahead of its competitors.

DISADVANTAGES OF TRAINING AND DEVELOPMENT

EXPENSIVE

A major drawback of training and development is definitely the costs borne by the
organization. When it is done internally, you pay for something without any tangible results.
And if it is a big organization with a big workforce, the training is outsourced to a firm that
specialized in this.

MAY NOT GET THE DESIRED RETURNS

As much as these developmental activities guarantee, it may not always give the
expected or desired results. The employers spend money, time, and resources on these courses
and programs with the intention of getting skilled employees as the end of it
THEORETICAL

Simulations and educational programs are important to facilitate the overall growth of a
professional. But it cannot replace practical experience which is only attained with actual
working. Training activities can improve one’s knowledge about a particular subject.

NO CONTROL OF THE TRAINING

Another disadvantage of training and development is that the company may not have
complete control of these trainings. It is a process that is either internally conducted or
outsourced. In other words, there are people in=change of overlooking the said programs

In conclusion, one can agree that training and development is important for a
company’s growth. But it is not the end of it.
 SCOPE OF TRAINING DEVELOPMENT

The scope of training depends upon the categories of employees to be trained. As we

all know that training is a continuous process and not only needed for the newly selected
personnel but also for the newly selected personnel but also for the existing personnel at all
levels of the organisation.

 Offering the employees’ performance counselling and performance interviews from the
superiors.
 Career planning and development programmes for the employees.
 Development of employees through succession planning.
 Workers’ participation and formation of quality circles.
 Employee learning through group dynamics and empowerment.
 Learning through job rotation and job enrichment.
 Learning through social and religious interactions and programmes.
 Development of employees through managerial and behavioural skills.

STATEMENT OF THE PROBLEM

Training and development is very important for an organization development. It

provides the employees with necessary skill to perform the work efficiently. The study is about
“significance of training and development programme of training and development towards
enhancing employee”.
OBJECTIVES OF THE STUDY

 To measure the satisfaction level of employees regarding training and development.

 To study the different methods of training programmes conducted in.
 To examine the impact of training on workers.
 To develop the potentialities of people for the next level of job.
 Identify whether employees need farther trainings.
RESEARCH METHODOLOGY
MEANING OF RESERCH
A research methodology is an outline of how a given piece of research is carried out. It
defines the techniques or procedures that are used to identify and analyse information
regarding a specific research topic. The research methodology, therefore, has to do with how a
researcher designs their study in a way that allows them to obtain valid and reliable results and
meet their research objectives.

SIGNIFICANCE OF RESEARCH
“All progress is born of inquiry. Doubt is often better than overconfidence, for it leads to
inquiry, and inquiry leads to invention”. Hudson Maxim.

SAMPLING SIZE
The sample size for study is 100 respondent employees.

DATA COLLECTION
Data collection is a term used to describe a preparing and collecting business data-for
example as a part of process improvement or similar project

Data collection usually takes place early on in Improvement project, and it’s often
formalized through a data collection plan which often contains the following property.
 There are two methods of data collection which are blow:

DATA COLLECTION

PRIMARY DATA SECONDARY DATA

QUSTIONNAIRE INTERVIEW EXTERNAL INTERNET INTERNAL

SOURCE SOURCE

PRIMARY DATA
In primary data collection, you collect yourself using the methods such as interviews and
questionnaires. The key point here is that the data you collect is unique to you and your
research and, until you publish, no one else has access to it.

I have tried to collect the data using methods such as interviews and questionnaires’.
The key point here is that the data collected is unique and research and no one else has access
to it. It is done to get the scenario and get the original data of present.

DATA COLLECTION TECHIQUE:

QUSTIONNAIRE:
Questionnair are a popular means of collecting data, but are difficult to design and often
require may reviews before an acceptable questionnaire is produced. The features included in
questionnaire are:

 Theme and covering letter

 Instruction for completion
 Types of questions
 Length
INTERVIEW:
This technique is primarily used to gain an understanding of underlying reasons and
motivations for people’s attitudes, preferences or behaviour. The interview was done by asking
a general question. I encourage the respondent to talk freely. I have used an unstructured
format, the subsequent direction of the interview being by the respondent’s initial reply and
come to know what is its potential problem is.

SECONDARY DATA

Secondary data is one, which has been already collected by some researcher previously
for their research work, and may be applicable to a researcher in solving his current problem,
the information was collected from the books, journals, articles, magazines, newspapers, etc.

SATATISCAL TOOLS FOR ANALYSIS

The data collected from primary source has been analysis using appropriate statistical
techniques such as:

PERCENTAGE ANALYSIS

Percentage analysis refers to a special kind of rate; percentages are used in making
comparison between two (or) more series of data. Percentage are used to describe
relationship. Since the percentage reduced everything to a common base and there by allow
meaningful to be made.

No. Of Respondents
Percentage of Analysis = -------------------------------------- * 100
Total Respondents
LIMITATION OF THE STUDY
 Due to time limit sample size is limited to only 100 which may affect accuracy of study.
 Reluctance in the part of respondents may affect the accuracy of study.
 Duration of study is limited to 15 days so that an extensive and deep study could not be
possible.
 In view of the limited time available for the study, only the Training and Development
process could be studied.
 The sample size is too small to reflect the opinion of the whole organization.
 The answers given by the respondents have to be believed and have to be taken for
granted as truly reflecting their perception.
CHAPTERISATION SCHMEME:

The presented study being presented in five chapter.

CHAPRER – I: INRODUCTION AND DESIGN OF THE STUDY

This chapter contains introduction, objectives of the study, scope of the study, limitation of the
study, research methodology, statistical tools for analysis.

CHAPRER – II: RECIEW OF LITERATURE

This chapter contains the review of literature.

CHAPRER – III: PROFILE OF THE COMPANY

This chapter deals with analysis, tabulation and interpretation towards Anjana Apparels

CHAPRER – IV: DATA ANALYSIS AND INTERPEETATION

This chapter deals with findings and offer valuable suggestion for improve the Anjana Apparels

CHAPTER – v: FINSING, SUGGESTION AND CONCLUSION

This chapter gives conclusion about the study.

 CHAPTER – II

REVUEW IIF LITERATURE

DevikaChadha(2018)1 in his article the author wrote there is a positive impact of

training, and that more training interventions with integration of latest technology is required for
furthering the progression of the employees and their engagement. The relationship between the
HRM and employee engagement, many researchers have come to different conclusions. The
evaluation of total cost on training must be ascertained so as to assess the total productivity in
regards to both work performance and monetary terms.

SnehLata (2018) in his article the author study on the various public enterprises are
growing interest in the training and development function by which the enterprise is giving
increase level of production and productivity. The various training efforts organized by public
enterprises are supplement by courses offered by management as well as training institute will
also provide specialized training facilities that are available with public enterprise. As by
providing specific object of training and ensure lying down of goals in improving necessary
knowledge to keep with change in the external environment. There is no systematic procedure to
link performance in training and development to the trainee’s future prospects. The objective of
improved public enterprise performance, management training has to be designed in both
organizational and individual.
.
ShouvikSanyal and Mohammed WamiqueHisam (2018) in his article, Training in
these organizations is more or less unplanned and unsystematic. Employees training plays an
important role as it enhances efficiency of an organization and helps employees to boost their
performance in an efficient manner. There exists a strong correlation between Training and
Development practices and Employee Performance in the select banking organizations.
 Krishneduhazra (2017) in his arti-clethe author discussed about importance function of
human resource department that is training and development. Author discusses that by various
training programs increase job satisfaction. By training to the employees it will give growth and
success to the organization. if the employees are not trained according to their work they can’t
help their client and client will be left unsatisfied. As training and development program are very
helpful for the company as it gives a proper impact on employees. The various method that adopt
by company for their employee training is the main responsibility of management. As by training
the employees leads to change in work performance.

OGBU James ogbu (2017) in his article the author wrote it is important that every
organization should have a well-trained and experience workforce to carry out the various tasks
and responsibilities to achieve organizational goals and objectives. Performance of organization
depends on the knowledge and ability of its employees toward understanding the dynamism in
the market. The aim of training is to enable employees to match the organization’s future needs
at expert and management levels so as to achieve the organization’s objectives. The employee
performance is based on their knowledge and skill. The training and development program is
also give them a new side to think about the work and their knowledge and skills are developing
easily.

ParulGarg(2017) in his article the author wrote that the training idea, an essential aid to
efficient operation of the services as well as to attainment of the organizational goals. The
Human Resource Development Institute (HRDI) and other HRD centers of the company help in
not only keeping their skills updated and finely honed but also add new skills when required. of
training programs attended by the executive and non-executive employees the respondents in our
survey were requested to state the number of programs attended by them. A few organizations
are realizing that training and development are Most essential for the profitable of the
organization.
 Stephen Tetteh and et al (2017) in his article the author wrote Training and
development is inevitable in the workplace. Employees without proper training and development
lack a firm grasp on their duties and responsibilities. Training and development helps employees
in making the positive contributions. Training includes but not limited to software training,
management training whereas development focuses primarily on the activities that improve
employee skills for future endeavors. Training must be made in such a way that it is in
accordance with the job descriptions of employees.

NurayAkter (2016) in his article the author wrote that rapidly changing business
environment as well as workplace environment globally, the practices of effective employee
training and their development. the author wrote about the associations of employee training
(ET), employee development (ED) as predictors on employee performance (EP). An exploratory
research design and deductive approach were followed to conduct the study and a questionnaire
survey method was used for collecting primary data. A better understanding of the extensive
employee training and employee development programs for better employee performance.

PhilipinaAmpomah (2016) in his article he wrote the effect of training and development
on employee performance in a private tertiary institution in Ghana. The study also found out that
employees are motivated through training; and training and development results into higher
performance. Training and development is a very important component of human resource
administration and management. Personal management operations be extended to include
personnel support to management in the form of recruitment and selection, basic training and
record keeping. Training can be used as 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.

R. AnbuRanjith Kumar (2016) in his article the author gives their attention and
discussed on the opinion and attitude of employees of Ashok Leyland ltd. Towards the
effectiveness of training provided by company. The author study about the effectiveness of
training on employees by collected data through questionnaires. The training provide to the
employees of company should provide support to their employees in implementing their learning
on the work place. Employee training and development programs help them to increase their
knowledge by which employee do his job with increasing responsibility. By various methods of
training and development programs that company provide to their employee give improvement
on workplace.

Ganesh M. (2015) in his article he wrote Training is said that both physically, socially,
intellectually and rentally are very essential in facilitating the level of productivity, Training can
take place by number of ways, on the job on the job. Training should provide a systematic
approach to human being. It clearly focuses on the importance and effectiveness of training and
development. Training is essential for everyone, for successful completion of job. Training is
necessary to the institute. Training makes us organization value and commitment. Training
makes our organization to enable us in a process and fruitful way. Training good resource
person, hence it makes training success.

BrijmohanVyas and Chandrika K Mistry (2015) in his article he wrote that the
effectiveness of training in cement industry as it is a critical aspect of development of knowledge
of organization. As in this article the author discussed about the different methods of training
programs conducted in cement industry .and the main effectiveness of training program and the
satisfaction level of employees towards training programs. In this article the industry is providing
training to workers effectively the training programs helps to industry to increase the knowledge,
skill and ability of their employees.

R. Suhasini (2015) in his article the author discussed about the evolution of training in
present days. In present days’ various type soft technologies trends in training. Employees get
training through various type sometime it is beneficial sometimes its rather not working at all.
Organization become more open about their training and development policies and practices they
provided to their employees. As the training programs renewed design to make communication
skills in employees that they can make critical thinking and creativity in their workplace. The
corporate training technology are change day to day. Computer training are becoming faster,
smarter, and invisible.
 Tarunsingh (2015) in his article the author wrote that Training is equipping the
employees with the required skill to perform the job. Development is the growth of employees at
every level of management by planned and organized processes. The impact of training and
development programs on employee’s efficiency appears to be good. To measure the employees’
efficiency questionnaire was administered to the selected respondents. Interview and discussion
with some employees was another tool for study. The way of supervision by the superiors is
lined by the employees.

Aliya sultana and et al (2014) in his article the author wrote that in now a days training
and development is essential for employees in any organization as by training programs
employees can improve their potential skills and knowledge. There are various kinds of training
provided to employees in any organization that is beneficial for employee’s workplace and
organization growth. Trainers should understand the need of their customers. The trainer should
focus on the training process. the trainer follows the training and development cycle need for
change in the workplace. Training and development program is on continuous basis to achieve
management goals
.
S. ShahulHameed and et al (2014) in his article the author wrote training and
development is helpful for bank employees to develop their personal and organization skills and
knowledge. Bank employees’ feedback can be obtained about the training given by the banks. To
improve the efficiency of employee in the present job and prepare himself for the higher level
job, the effective training programsare necessary. Training and development programs help
remove performance deficiencies in employees. The bank employees given a motivation on how
important training is in order to meet the routine problems and rewards can be given to the
person who attendsthe training.

Happiness ozioma obi-anike and et al (2014) in his article the author wrote about the
impact of training and development on organization. As in this article the author sought the
relationship between training & development and organization effectiveness. The author used
data from the administered. From finding indicated that is positive relationship between training
and development and organizational effectiveness. The study discussed that effective training is
an investment in human resource of an organization and this give the organization increase in job
satisfaction and reduce employee turnover. the author study recommends that organization
should take different methods of training and development programs of their employee’s time to
time.

P. Nischithaa and et al (2014) in his article the author wrote that employees need
training and development no matter what industry they are in other industries’ insights may offer
new perspectives to the hotel industry. Training has been shown to improve knowledge and in
turn knowledge improves the delivery of hospitality business- related activities. Training and
learning development includes aspects such as: ethics and morality; attitude and behavior;
leadership and determination, as well as skills and knowledge. A need of training always results
from the difference between an ideal expect for employees’ performances and the actual
performances.

Vinesh (2014) in his article the author wrote Training is a very commonly used word, it
traditionally ‘belongs’ to the trainer or the organization, Organizations which approach training
and development from this stand point inevitably foster people who perform well and progress,
and importantly, stay around for long enough to become great. Training and development is an
essential element of every business if the value and potential of its people is to be harnessed and
grown. training and development goals identified will depend on the personal and organizational
objectives identified through the strategic planning process. Training and development provide
for the development of managers and supervisors capable of organizing and developing effective
management systems.

Amir Elnaga and et al (2013) in his article he wrote any failure in business is totally
depend on the performance of employees. So every organization think to invest in training and
development programs for improving employee’s performance. So the author discussed about
the employee’s performance is the effect of training and development programs provide by
business. The training and development provide the direction and improvement skill to the
employee to give the better performance. The author also found some problems in research as
many organizations seeks to cuts in their training budgets, which leads to high job turnover then
increase the cost

refercence
 CHAPTER – III
PROFILE OF THE INDUSRTY

3.1 HISTORY OF COMPANY

ABOUT THE INDUSTRY

Anjana apparels Pvt. Ltd. is a Private incorporated on 30 January 1990. It is

classified as Non-govt company and is registered at Registrar of Companies,
Ahmedabad. Its authorized share capital is Rs. 2,500,000 and its paid up capital is Rs.
2,360,200. It is inolved in Manufacture of wearing apparel, except fur apparel [this class
includes manufacture of wearing apparel made of material not made in the same unit.
Bothregularandcontractactivitiesareincluded]

Anjana apparels Pvt. Ltd.'s Annual General Meeting (AGM) was last held on 31
December 2020 and as per records from Ministry of Corporate Affairs (MCA), its
balancesheetwaslastfiledon31March2020.

Introduction

Wet processing of garments is gaining popularity now-a-days. Apart from washing and
cleaning, it can impart artistic and innovative look to the garments especially denim fabric. It is
being considered as value addition element to the garments. Various finishings like anti-
microbial, wrinkle-free, water resistant, moisture management, laser coating etc. can be achieved
through wet processing of garments. The compass of fashion is directed towards denim,
therefore innovative visual and wash effects are experimented on this fabric. Many variations in
washes have been witnessed since the last decade in the segment of denim apparels.
Definition of garments processing
Out of four types of textile processing viz.- fibre processing, yarn processing, fabric
processing and garment processing, the last option garment processing has gained momentum in
past few years due to denim garments which is the largest garment segment being processed by
this method. There are many advantages of wet processing of denims like it give softness to the
garments, eliminates sizing problems, bleaching could be done at preferred parts of the garments,
over dyeing could also be done, and so on. There are mainly two sub-segments of garment
processing:-

1)Garment finishing
Garments finishing through wet processing is responsible for adding beauty to the
garment. Proper finishing could provide better look to the garment, change the feel of the fabric
and bring about a change to the texture of the fabric. There are various types of finishes like
peach finish, anti-microbial finish, wrinkle free finish, aroma finish, UV guard finish, acid wash,
enzyme wash, etc.

2) Garment Dyeing
The garments are dyed to provide the color to them. Various types of dyes are available
in the market like reactive dyes, sulphur dyes, direct dyes, pigments, vat dyes and natural dyes.
The worn out look in the garment can be attained by using sulphur dyes and pigments, whereas
tie and dye effect through reactive, direct and vat dyes. There are many factors based on which
dyes are chosen like- color fastness, smoothness of its application and its shade.

Difficulties faced

SThe main challenge in garment processing is the inadequately organized garment sector.
Drawbacks like lack of technical know-how, scarcity of trained labor, unavailability of superior
machineries etc. becomes a hindrance in garment processing. The types of dyes and auxiliaries
used are according to the garment type. Mostly the chemicals used in the garment sector are
initially made for the fabric sector. But this is a time consuming procedure, therefore research
shouldbecarriedtomakechemicalsexclusivelyforgarmentsector.
Garment processing is highly dependent on manual operations, which affect its production, labor
cost and more importantly, quality standards. Many problems like batch-to-batch variations,
garment-to-garment variation, etc. are mainly attributed to lack of processing How To, poor
process control, prioritizing the cost over quality, low training imparted to workforce and poor
quality standards been adopted.

GARMENT MANUFACTURING PROCESS FLOW CHART

The garment manufacturing process involved a number of processes from order
receiving to dispatching shipment of the finished garments. A process flow chart helps to
understand how raw materials are moved from one process to another process until raw
materials are transformed into the desired product (garments).

Cutting Room Process Flow Chart

GARMENT MANUFACTURING

Garment is known as a piece of clothing. Garment design and manufacturing is the

combination of art and technology.

Garment manufacturing has seen several advancements in design development,

computer-aided manufacturing (CAD), and automation. However, the older version of garment
manufacturing process is still the main theme today—that is, the cutting and joining of at least
two pieces of fabric. The sewing machine has the function of joining woven or cut-knitted
fabrics. Garments are mostly produced by sewing the pieces of fabric using a sewing machine.
These machines are still based on the primary format used.

Today the important topics in the current garment manufacturing industry range over
product development, production planning, and material selection. The selection of garment
design, including computer-aided design, spreading, cutting, and sewing; joining techniques; and
seamless garment construction are beneficial in meeting the consumer needs. The development
in finishing, quality control, and care-labeling of garment are meeting the point-of-sale
requirements.
DESIGNING DEPARTMENT
The concept is the most important part of the design process. It is the point from where
the ideas start and the basic shape of the design conceptualize. Our creative, artistic and talented
designers give highly enhanced outcome.

CUTTING DEPARTMENT

The cutting section is equipped with the latest start of the art machineries such as band
knife and vertical fabric cutters handled by highly skilled professionals ensuring all quality and
security measures.
SEWING UNIT
We have the most modern machinery from Juki & Jack used in our manufacturing plants
which includes sewing machines i.e. a mix of Single stitch, double stitch, 5-thread over locks,
flat locks and a number of special operation machines which give every garment that perfect cut,
corner & finish which it deserves
 YGBGUHY
JHIIKJKKLKKHMJHHHIFFIJHBBBBBBBBHJGI
PACKAGING
We ensure the packing department is always a metal-free, dust-free and mosquito-free
zone. We ensure that the products are packed and dispatched with the utmost level of
satisfaction and requirements to our various clients.

We have full fledged modern finishing unit which has the capacity of delivering 250
+pieces daily. The finishing unit is equipped with vacuum and steam pressing station, thread
sucking machines, and a host of other finishing equipment which ensure that our clients get
garments only with right feel & finish.
 COMPANY DETAILS
CIN UI8100GJ1990PTC013310

Company name ANJANA APPAELS PVT LTD

Company States Active

Registration no 13310

Company Category Company limited by shares

Company sub category Non-govt Company

Class of Company Private

Date of Incorporation 30 January 1990

Age of company 32 Years, 3 moth, 13 days

Activity Manufacture of wearing apparel, except fur

Apparel (this class includes manufacture of

Wearing apparel made of material not made

In the same unit. Both regular and contract

Activities are included)

Product We make T shirts, polo shirts, ladies tops, cardigans,

sweatshirts, jumpers, pajamas, shorts, and cropped pants.
 Sample Bill of Lading

76 shipment records available

Date 2022-04-29

Shipper Name Anjana Apparels

Shipper Address NO.5, J.S.HOSERY PARK, AVINASHI ROAD, ANAIPUDUR,

TIRUPUR TAMIL NADU

Consignee Name Asos Us Sales Llc

Consignee Address 4505 DERRICK INDUSTRIAL ATLANTA GA 30249 US

Notify Party Name Dhl Global Forwarding,

Notify Party Address AMERICAS GATEWAY MIA,1801 NW 82ND, AVENUE

MIAMI FL 33126 , USA.,

Weight 609

Weight Unit LB

Weight in KG 276.23776

Quantity 51

Quantity Unit CTN

Measure 1
Measure Unit CM

Shipment Origin India

Details 276.23776 kg
From port: Mina Raysut, Oman
To port: Service Port-Atlanta, Atlanta, Georgia
Via port: The Port of Charleston, Charleston, South Carolina

Place of Receipt Ennore Chennai

Foreign Port of Lading Mina Raysut, Oman

U.S. Port of Unlading The Port of Charleston, Charleston, South Carolina

U.S. Destination Port Service Port-Atlanta, Atlanta, Georgia

Commodity READY MADE GARMENTS

Container CAIU6263351

Carrier Name MAERSK DENVER

Voyage Number 212W

Bill of Lading Number MAEU217328222

Lloyd’s Code 9332999

HTS Codes HTS 6203.42

SHARE CAPITAL & NUMBER OF EMPLOYEES

Authorised capital $2,500,000

Paid up capital $ 2,360,200

LISTING AND ANNUAL COMPLIANCE DETAILS

Listing status Unlisted

Date of last annual general meeting 31 December 2020

Date of latest balance sheet 31 March 2020

MANUFACTURER

1. Kidswear

2. Menswear

3. Womenswear

4. Sportswear

5. T-Shirt

STYLE CLLESS AND FABRICE:

We make T shirts, polo shirts, ladies tops, cardigans, sweatshirts, jumpers, pajamas,
shorts, and cropped pants.

Our fabric range encompasses jerseys, rib fleece, French and American terry on cotton
and polycotton. Any design on viscose, polyester, modal, slub, lycrabslub, injuecslub and cotton
fabrics can be done with perfection.
EXPORT SHIPMENTS

Anjana Apparel is a leading exporter of RMG MADE OTR OF INDIAN

POLY/VISCO/MMF./DYED WVN HAND EMBD LADIES SHARARA 2PCS SUIT
(CHOLI/GHAGRA,RMG MADE OF INDIAN COTTON MMF P/L DYED WVN.HAND
EMBD.FOR LADIES : DUPATTA (P/A), RMG MADE OUT OF INDIAN
POLY./VISC./MMF. P/L DYED WVN. HAND EMBD. GENTS ANGARAKHA, “INDIA
ITEM”. INDUIAN COTTON/POLYESTER/VISCOSE/MMF.POWERLOOM DYED WOVEN
HAND EMBD,READYMADE GAR, having HS codes 62113200. The company has its head
office address: 323, jaygopal Ind. Est bhavani shanker cross Rg dadar (w),, city: Mumbai
Maharashtra, pin: 400028

The company primarily exports products to Canada and ship its consignments mainly to Toronto.
DEPARTMENTS OF INDUSTRY

This department develops and executes overall business strategies. It is

responsible for the entire organization. General management deals with determining
overall business strategies, planning, monitoring execution of the plans, decision
making, and guiding the workforce, and maintaining punctuality and disciplinary issues.

Marketing Department

The workforce in this department is responsible in identifying customer needs and

creating tourism products to satisfy them. The marketing managers mainly are involved
in the following activities −

 Market Research − It includes understanding the environment, staying tuned

with the economic developments, knowing customer needs, and strengths and
weaknesses of peer competitors.

 Understanding Market Segments − It includes dividing the total tourism market

into smaller market segments. It also involves targeting particular markets,
creating separate appealing tourism products for different market segments, and
positioning those products to draw consumers. For example, Kesari Tours offers
different products for Students, honeymooners, women, and senior citizens.

 Product Decisions − It is about deciding about addition or removal of a product

feature in an offering, deciding about development of new product, manipulating
product features.

 Promotion Decisions − It includes informing the target market about various

products they would find interesting. Marketing department joins hands with
publicity agencies such as radio, television, and website management agency to
promote the product package.

 Price Decisions − It involves decisions about the selling cost of product as well
as discount rates.
  Product Distribution − It pertains to which intermediary to employ and where to
place the promotional material.

Operations Department

The Operations Department combines two or more tourism components (among

attractions, transportation, intermediaries, destination, accommodation, and activities) to
create a package and sell it to the consumer.

 It organizes and conducts a tour within or out of the country and ensures that it
turns out successful.

 It prioritizes customer preferences and supplier offerings to determine the best

tour arrangements.

 It plans the tour itinerary and informs the customers about the schedule of the
tour and details such as how to reach the destination, what to see and do there.

 It contacts relevant agencies for making arrangements of accommodations and

bookings travel tickets.

Finance Department
 The Finance Department is responsible for acquiring and utilizing money for
financing the activities of the tourism business. The finance people assess short term
and long term capital requirements.

Long term capital requirements in tourism are maintenance of office building,

vehicles, office infrastructure, and business equipment. Short term capital
requirements involve labor and staff payments, providing communication facility,
payment of electricity and other resources.

A large number of tourism businesses need to invest initial amount for hotel, lodges,
and airline bookings. The owners of tourism business invest their money with the sole
purpose of getting high returns out of the investment. Hence the head of the finance
department is obliged for achieving the organization objectives by using the finances
wisely.

Sales Department

This department is solely responsible for selling the relevant tourism products to the
consumers. The sales person in the tourism business is the first link between the
tourism business itself and the consumer. The staff must have deep knowledge of the
product and strong communication skills to convince the consumers. The sales person
also promotes the destination.

 The sales staff identifies and cultivates new customers.

 The sales staff recommends best suited products to the customer by assessing
their needs.

 They sell a tourism product successfully by approaching, presenting key

features, resolving customer queries, and closing the sell.

 The sales staff maintains cordial relationship with the customers.

Human Resource Department

This department is responsible for recruiting skilled, and experienced manpower
according to the positions at vacancies of different departments. It is also responsible
for conducting orientation programs and trainings for new staff, recognizing the best
facets of staff and motivating them to achieve organization objectives.

Purchase Department

By following a standard procedure of procurement, this department ensures the

enterprise has appropriate and timely supply of all the required goods and services. The
purchasing department procures the goods and services to be consumed by other
departments in the business organization.

Departments of a garment factory

Here is the list of garment factory departments. These departments include the pre-
production departments, production, and post-production departments. The supporting
departments are also listed here.

         Merchandising department

         Marketing department

         Exports department

         Finance department

         Materials department

         Production department

         Finishing department

         Sampling department

          HR department

         Quality control department

         Production planning department

         Maintenance department

The functions of these departments are described below:

Merchandising department:

The various job responsibilities of this department include receiving or making

the purchase order sheet, tracking the order, making the time and action calendar,
getting and giving approvals, cost finalisation, pricing finalisation, supervising sampling,
sourcing, vendor development, vendor selection, communication and coordination etc.

Marketing department:

The major responsibilities of this department include sales and promotion,

advertising, visual merchandising, organising special events, public relation etc.
Export department

The responsibility of this department include the making the export

documentation, shipping the product, dealing with various government bodies, getting
various licences, getting custom clearances etc.

Finance department

Credits, payments, inventory control is the major responsibility of this

department.

Material department

The major job responsibility of this department includes material management,

fabric ordering and receiving, trims ordering and receiving, keeping inventory record etc.

Production department

The responsibility of this  department include order processing, line balancing,

production planning, setting production floor, ordering machine and equipment,
maintaining optimum output, ready the production order time, getting the quality check
done and shipping on time , control the cost etc.
Finishing department:

The function of the department includes pressing, tagging, packing, putting

shipment stickers etc.

Sampling department:

The job responsibility of this department includes making samples on time,

pattern making, marker making, calculating the consumption of material for various
garments, new design development etc.

Quality control department:

The major job responsibilities of the department includes understand buyer’s

quality specification, ensure the required quality is achieved and maintained, do the
quality audits, quality inspection, shipment inspection, final inspection, online inspection,
check size sets, check sealer samples, check the specification sheet etc.

Production planning department

The job responsibility of this department includes floor planning, line planning,
order planning etc.
Maintenance department

The job responsibility of this department includes maintain various machines and
equipment’s, plant maintenance, store maintenance, servicing, repairs etc.

HR department

Hiring new personnel, salaries, wages distribution, training of the workforce,

record keeping etc. is done by this department.

Design department

The main objective of this department includes designing new product and
developing the product.

VISION AND MISSION STATEMENTS

A mission statement is a literal quote stating what a brand or company is setting out to
do. This lets the public know the product and service it provides, who it makes it for, and why
it’s doing it. A vision statement is a brand looking toward the future and saying what it hopes to
achieve through its mission statement. This is more conceptual, as it’s a glimpse into what the
brand can become in the eyes of the consumer and the value it will bring in longevity.

In summary, the main differences between a mission and vision statement are:
 Mission statements describe the current purpose a company serves. The company's function,
target audience, and key offerings are elements that are often mentioned in a mission statement.

 Vision statements are a look into a company’s future or what its overarching vision is. The same
elements from the mission statement can be included in a vision statement, but they'll be
described in the future tense.

Vision
We strive to be a global leader in fashion-knit and fashion outerwear by empowering
innovation and design to provide total customer satisfaction.

We strive to be a caring and well-managed organization for our business

partners ,customers and employees, and a responsible corporate citizen to our society.
Mission

To innovate, to lead, to enhance, to provide best-value products and services to global

customers.

To make a difference through our branding to stay ahead of fashion trends, market
changes and the latest technology.

To enhance the quality of life for our business partners,customers and employees.
 CHAPTER-IV

DATA ANALYSIS AND INTERPRETATION

INTRODUCTION

To study employee welfare towards ANJANA APPAREL PVT LTD in Tirupur district a
sample of hundred respondents has been selected and their opinions about the various aspects
are obtained.

The data collection from the employees were systematically applied and presented as
table under various heading in the following pages.

They were also arranged in such a way that detailed analysis can be made as the present
suitable interpretation.
4.1 AGE OF THE RESPONDENTS

The below table shows the number of respondents who are all belongs to the categories
of age.

TABLE 4.1

AGE GROUP OF RESPONDENTS

S.NO AGE NO.OF RESPONDENTS PERCENTAGE %

1 20-30 40 40

2 30-40 30 30

3 40-50 20 20

4 Above-50 10 10

TOTAL 100 100%

SOURECE: PRIMARY DATA

INTERPRETATION

Above table 4.1 shows that 40% respondents belongs to 20-30, 30%belongs to 30-40,
20% belongs to 40-50, 10% belongs to above 50.

Majority of respondents of 20-30 years at 40%

 TABLE 4.1

AGE GROUP OF RESPONDENTS

200

180

160

140

120

100 PERCENTAGE
NO.OF RESPONDENTS
80

60

40

20

0
20-30 30-40 40-50 Above-50 TOTAL
1 2 3 4
 TABLE 4.2

GENDER OF THE RESPONDENTS

S.NO GENDER NUMBER OF RESPONDENT PERCENTAGE

1 Male 75 75%

2 Female 25 25%

3 TOTAL 100 100%

Source: Primary Data

INTERPRETATION

It clear from the Table 4.2 that maximum 75% of the respondents are male, 25% of the
respondents are female.

Majority 75% of the respondents are male.

 TABLE 4.2

GENDER OF THE RESPONDENTS

120

100

80

60 NUMBER OF RESPONDENT
PERCENTAGE
40

20

0
Male Female TOTAL
1 2
 TABLE 4.3

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

S.NO QUALIFICATION NUMBER OF RESPONDENT PERCENTAGE

1 HSC 60 60%

2 Diploma 15 15%

3 PG 15 15%

4 UG 10 10%

TOTAL 100 100%

Source: Primary Data

INTERPRETATION

It understood from the Table 4.3 that 60% of the respondents come from HSC degree
holder, 15% of the respondents come from diploma department,15% of the respondent belong
to UG, and 10% of the respondents come under PG degree holder.

Most 60% of the respondents were belongs to HSC degree.

 TABLE 4.3

EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

NUMBER OF RESPONDENT

1 HSC
2 Diploma
3 UG
4 PG
4 TOTAL
 TABLE 4.4

MARITAL STATUS OF THE RESPONDENT

S.NO MARITAL STATUS NUMBER OF RESPONDENT PERCENTAGE

1 Married 70 70%

2 Unmarried 30 30%

TOTAL 100 100%

Source: Primary Data

INTERPRETATION

It is clear from the Table 4.4 that 70% of the respondent were belong to married,30% of
the respondent belong to unmarried.

Majority 70% of the respondents are married status.

 TABLE 4.4

MARITAL STATUS OF THE RAPONDENTS

1 Married
2 Unmarried
2 TOATAL
 TABLE 4.5

MONTHLY INCOM OF THE RESPONDENTS

S.NO MONTHLY INCOM NUMBER OF RESPONDENTS PERCENTAGE

1 5,000-10,000 20 20%

2 10,000-15,000 60 60%

3 15,000-20,000 10 10%

4 20,001 and above 10 10%

TOTAL 100 100%

Source: Primary Data

INTERPRETATION

It could be observed from the Table 4.5 while 20% of the respondents surveyed had up
to Rs5000-10000, 60% of the respondents surveyed had up to Rs 10000-15000, 10% of the
respondents surveyed had Rs 15000-20000 and 10% of the respondents surveyed had
Rs5000=10000.

Majority 60% of respondents are earning income up to 7000.

 TABLE 4.5

MONTHLY INCOME OF THE RESPONDENTS

120

100

80

60
Number of Respondents
Percentage
40

20

0
5,000- 10,000- 15,000- 20,000 and TOTAL
10,000 15,000 20,000 above
1 2 3 4
 TABLE 4.6

ENHACING PRODUCTIVITY OF THE RESPONDENTS

S.NO ENHONCING PRODUCTIVITY NO.OF RESPONDENTS PREENTAGE

1 Completely agree 45 45%

2 Partially agree 10 10%

3 Disagree 05 5%

4 Unsure 40 40%

TOTAL 100 100%

Source: Primary Data

INTERPRETATION

It understood from the Table 4.6 that 45% of the respondent were belong to completely
agree, 10% of the respondents were belong to partially agree, 05% of the respondents were
belong to disagree, 40% of the respondents were belong to unsure.

Majority 45% of the respondents are completely agree.

 TABLE 4.6

ENHANACING PRODUCTIVITY OF THE RESPONDENTS

250

200

150

100

PERSONTAGE
50
NO.OF RESPONDENTS

0
Base on requirement

TOTAL
New staff
Senior staff

Junior staff

1 2 3 4
 TABLE 4.7

NEED OF TRAINING TO RESPONDENTS

S.NO NEED OF TRAINING NO.OF RESPONDENTS PERCENTAGE

1 Strongly agree 55 55%

2 Neither agree nor disagree 10 10%

3 Agree 30 30%

4 Disagree 05 5%

TOTAL 100 100%

Source: Primary Data

INTERPPRETATION

It could be observed from the Table 4.7 that 55% of the respondents were belong to
strongly agree, 10% of the respondents were belong to neither agree nor disagree, 30% of the
respondents were belong to agree, 5% of the respondents were belong to disagree.

Majority 55% of the respondents are strongly agree.

 TABLE 4.7

NEED OF TRANING TO RESPONDENTS

200
180
160
140
120
100
80
60 PERSONTAGE
NO.OF RESPONDENTS
40
20
0
Base on requirement

TOTAL
Senior staff

Junior staff

New staff

1 2 3 4
 TABLE 4.8

IDENTIFY TRAINING NEEDS

S.NO IDENTIFY TRAINING NEEDS NO.OF RESPONDENTS PRECENTAGE

1 Interview 20 20%

2 Other 30 30%

3 Group Discussion 40 50%

TOTAL 100 100%

Source: Primary Data

INTERPERTATION

It clear from the Table 4.8 that 20% of the respondents belong to Interview, 30% of the
respondents belong to other, 50% of the respondents belong to group discussion.

Majority 50% of the respondents are belongs to the group discussion.

 TABLE 4.8

IDENTIFY TRAINING NEEDS

70

60

50

40

30

20 NO.OF RESPONDENTS
PERSONTAGE
10

0
Base on requirement
Senior staff

Junior staff

New staff

1 2 3 4
 TABLE 4.9
COMPLAINS RECORDING TRAINING OF THE RESPONDENTS

S.NO COMPLAINS RECOEDING NO.OF RESPONDENTS PERCENTAGE

TRAINING

1 Takes too much time of employees 35 35%

2 Too many gaps between employees 45 45%

3 Training sessions are unplanned 10 10%

4 Boring and not useful 10 10%

TOTAL 100 100%

SOURCE: Primary Data

INTERPERTATION
It understood from the Table 4.9 that 35% of the respondents belong to takes too much
time of employees, 45% of the respondents belong to too make gaps between employees, 10%
of the respondents belong to training sessions are unplanned, 10% of the respondents belong
to boring and not useful.

Majority 45% of the respondents are belongs to too many gaps between employees.
 TABLE 4.9
COMPLAINS RECORING TRAINING OF THE RESPONDENTS

120

100

80

60

40
NO.OF RESPONDENTS
PERSONTAGE
20

0
TOTAL
Base on requirement
New staff
Senior staff

Junior staff

1 2 3 4
 TABLE 4.10
TRAINING PROGRAMMES OF THE RESPONDENTS

S.NO TRANING PROGRAMMES NO.OF RESPONDENTS PERCENTAGE

1 2 Years 70 70%

2 2 to 3 Years 15 15%

3 3 to 4 Years 10 10%

4 More than 5 years 05 5%

TOTAL 100 100%

Source: Primary Data

INTERPERTATION
The training year of the respondents is shown in Table 4.10 70% of the respondents
were belong to 2 years, 15% of the respondents were belong to 2 to 3 years, 10% of the
respondents were belong to 3 to 4 years, 10% of the respondents were belong to more than 5
years.

Most 70% of the respondents were belongs to 2 years.

 TABLE 4.10
TRAINING PROGRAMMES OF THE RESPONDENTS

100
90
80
70
60
50
40
30 NO.OF RESPONDENTS
PERSONTAGE
20
10
0
Base on requirement

TOTAL
Senior staff

Junior staff

New staff

1 2 3 4
 TABLE 4.11
OPENION ABOUT TRAINING OF THE RESPONDENTS

S.NO OPENION ABOUT NO.OF RESPONDENTS PERCENTAGE

TRAINING
1 Job rotation 20 20%

2 External tracing 25 25%

3 Conference discussion 40 40%

4 Programmed instruction 15 15%

TOTAL 100 100%

Source: Primary Data

INTERPRETSTION
It clear from the Table 4.11 20% of the respondent belong to job rotation, 25% of the
respondent belong to external tracing, 40% of the respondent belong to conference discussion,
15% of the respondent belong to programmed instruction.

Majority 40% of the respondents were belong to conference discussion.

 TABLE 4.11
OPENION ABOUT TRAINING OF THE RESPONDENTS

250

200

150

100

PERCENTAGE
50
NUMBER OF RESPONDENT

0
TOTAL
External tracing
Job rotation

Programmed of instruction
Conference discussion

1 2 3 4
 TABLE 4.12
BARRIERS TO TRAINING OF THE RESPONDENTS

S.NO BARRIERS TO TRAINING NO.OF PERCENTAGE

RESPONDENTS
1 Time 40 40%

2 Money 30 30%

3 Lack of interest by the staff 20 20%

4 Non-availability of skilled trainers 10 10%

TOTAL 100 100%

Source: Primary Data

INTERPERTATION
It understood from the Table 4.12 that 40% of the respondents belong to time, 30% of
the respondents belong to money, 20% of the respondents belong to lack of interest by the
staff, 10% of the respondents belong to non- availability of skilled trainers.

Majority 40% of the respondents are belongs to time.

 TABLE 4.12
BARRIERS TO TRAINING OF THE RESOPDENTS

NO.OF RESPONDENTS

1 Senior staff
2 Junior staff
3 New staff
4 Base on requirement
4 TOTAL
 TABLE 4.13
STAFF BENEFIT FROM TRAINING OF THE RESPONDENTS

S.NO STAFF BENEFIT FROM NO.OF PERCENTAGE

TRAINING RESPONDENTS

1 Senior staff 60 60%

2 Junior staff 20 20%

3 New staff 0 0%

4 Base on requirement 20 20%

TOTAL 100 100%

Source: Primary Data

INTERPRETATION
It is clear from the Table4.13 60% of the respondent were belong to senior staff, 20%
of the respondents were belong to junior staff, 0% of the respondents were belong to new
staff,20% of the respondent were belong to base on requirement.

Majority 60% of the respondents are senior staff.

 TABLE 4.13
STAFF BENEFIT FROM TRAINING OF THE RESPONDENTS

100%
90%
80%
70%
60%
50%
40%
30% PERSONTAGE
NO.OF RESPONDENTS
20%
10%
0%
Base on requirement

TOTAL
Senior staff

Junior staff

New staff

1 2 3 4
 TABLE 4.14
WORKER PARTICIPATION IN TRAINING

S.NO WORKER PARTICIPATION NO.OF RESPONDENTS PRECENTAGE

IN TRAINING
1 Strongly agree 55 55%

2 Moderately agree 25 25%

3 Can’t say 8 8%

4 Strongly Disagree 12 12%

TOTAL 100 100%

Source: Primary Data

INTERPRETATION
It clear from the Table 4.14 55% of the respondent belongs to strongly agree, 25% of
the respondent belongs to moderately agree, 8% of the respondent belongs to can’t say, 12% of
the respondent belongs to strongly disagree.

Majority 55% of the respondent are belongs to the strongly agree.

 TABLE 4.14
WORKER PARTICIPATION IN TRAINING

250

200

150

100
PERCENTAGE
NO.OF RESPONDENTS

50

0
Not at all true

Very true

TOTAL
To some extent

1 2 3
 TABLE 4.15
NEED OF TRAINING PROGRAM OF THE RESPONDENTS

S.N O NEED OF TRAINING NO.OF RESPONDENTS PERCENTAGE

PROGRAM
1 Fully necessary 65 65%

2 Necessary to some extent 20 20%

3 Not necessary 10 10%

4 Not all 5 5%

TOTAL 100 100%

Source: Primary Data

INTERPRETATION
It stated from the Table 4.15 65% of the respondent belongs to fully necessary, 20% of
the respondent belong to necessary to some extent, 10% of the respondent belong to not
necessary, 5% of the respondent belong to not all.

Majority 65% of the respondents are belongs to fully necessary.

 TABLE 4.15
NEED OF TRAINING PROGRAM OF THE RESPONDENTS

120

100

80

60

NO.OF RESPONDENTS
40 PERCENTAGE

20

0
Very true

TOTAL
Not at all true

To some extent

1 2 3
 TABLE 4.16
MAN POWER SKILL OF THE RESPONDENTS

S.NO MAN POWER SKILL NO. OF RESPONDENTS PERCENTAGE

1 Lack of planning 10 10%

2 Lack of support from senior staff 10 10%

3 Lack of proper guidance and 35 35%

training at workplace
4 Lack of quality education at 45 45%
primary and secondary level

TOTAL 100 100%

Source: Primary Data

INTERPRETATION
It is identified from the Table 4.16 10% of the respondent were belongs to lack of
planning , 10% of the respondent were belong to lack of support from senior staff, 35% of the
respondent were belong to lack of proper guidance and training at workplace, 45% of the
respondents were belong lack of quality education at primary and secondary level.

Majority 45% of the respondents were belong to lack of quality education at primary
and secondary level.
 TABLE 4.16
MAN POWER SKILL OF THE RESPONDENTS

70

60

50

40

IMPORTANT OF TRAINING
PERCENTAGE
30

20

10

0
0.5 1 1.5 2 2.5 3 3.5
 TABLE 4.17
TRAINING METHODS OF THE RESPONDENTS

S.NO TRAINING METHODS NO.OF RESPONDENTS PERCENTAGE

1 On the job training method 10 10%

2 Off the job training method 10 10%

3 Audio visuals 10 10%

4 All the above 70 70%

TOTAL 100 100%

Source: Primary
INTERPRETATION
It understood from the Table 4.17 10% of the respondents belong to on the job training
method, 10% of the respondents belong to off job training method, 10% of the respondents
belong to audio visuals, 70% of the respondents belong to all the above.

Majority 70% of the respondents are belongs to all the above.

 TABLE 4.17
TRAINING METHODS OF THE RESPONDENTS

200

180

160

140

120

100
PERCENTAGE
NO.OF RESPONDENTS
80

60

40

20

0
Not at all To some Very true TOTAL
true extent
1 2 3

.
 TABLE 4.18
OPINION ABOUT TRAINING PLACE OF THE RESPONDENTS

S.NO OPINION ABOUT TRAINING PLACE NO.OFRESPONDENTS PERCENTAGE

1 Excellent 40 40%

2 Good 30 30%

3 Fair 20 20%

4 Poor 10 10%

TOTAL 100 100%

Source: Primary Data

INTERPRETATION
It understood from the Table 4.18 40% of the respondent were belong to excellent, 30%
of the respondent were belong to good , 20% of the respondent were belong to fair , 10% of
the respondent were belong to poor.

Majority 40% of the respondents were belong to excellent.

 TABLE 4.18
OPINION ABOUT TRAINING PLACE OF THE RESPONDENTS

200
180
160
140
120
100
80
PERCENTAGE
60 NO.OF RESPONDENTS

40
20
0
Not at all true

Very true

TOTAL
To some extent

1 2 3
 TABLE 4.19
OPINION ABOUT TRAINING OF THE RESPONDENTS

S.NO OPINION ABOUT NO.OF RESPONDENTS PERCENTAGE

TRAINING
1 Challenging 35 35%

2 Satisfactory 20 20%

3 Good 45 45%

TOTAL 100 100%

Source: Primary Data

INTERPRETATIOM
It is clear from the Table 4.19 35% of the respondents belong to challenging, 20% of the
respondents belong to satisfactory, 45% of the respondents belong to good.

Majority 45% of the respondents were belong to good.

 TABLE 4.19
OPINION ABOUT TRAINING OF THE RESPONDENTS

200

180

160

140

120

100
PERCENTAGE
80 NO.OF RESPONDENTS

60

40

20

0
Not at all true
1 To some extent
2 Very true
TOTAL
3
 TABLE 4.20
IMPORTANT OF TRAINING OF THE RESPONDENTS

S.NO IMPROTANT OF NO.OF RESPONDENTS PERCENTAGE

TRAINING
1 Not at all true 20 20%

2 To some extent 20 20%

3 Very true 60 60%

TOTAL 100 100%

Source: Primary Data

INTERPRETATION
It is identified from the Table 4.20 20% of the respondent were belong to not at all true,
20% of the respondent were belong to some extent, 60% of the respondent were belong to
very true.

Majority 60% of the respondent were belong to very true.

 TABLE 4.20
IMPORTANT OF TRAINING OF THE RESPONDENTS

200
180
160
140
120
100
80
60 PERCENTAGE
40 NO.OF RESPONDENTS

20
0
Not at all true

To some extent

Very true

TOTAL

1
2
3
 CHAPTER V
FINDINGS, SUGGESSION AND CONCLUSION

FINDINGS:

 Majority of respondents of 20-30 years at 40%

 Majority 75% of the respondents are male.

 Most 60% of the respondents were belongs to HSC degree.

 Majority 70% of the respondents are married status

 Majority 60% of respondents are earning income up to 7000.

 Majority 45% of the respondents are completely agree Enhacing productivity.

 Majority 55% of the respondents are strongly agree Need of training.

 Majority 50% of the respondents are belongs to the group discussion.

 Majority 45% of the respondents are belongs to too many gaps between employees
Complains recording training.

 Most 70% of the respondents were belongs to 2 years training programmes.

 Majority 40% of the respondents were belong to conference discussion.

 Majority 40% of the respondents are belongs to time Barrievs of training.

 Majority 60% of the respondents are senior staff benefit from training.

 Majority 55% of the respondent are belongs to the strongly agree Worker participation
in training.

 Majority 65% of the respondents are belongs to fully necessary need of training
program.

 Majority 45% of the respondents were belong to lack of quality education at primary
and secondary level.

 Majority 70% of the respondents are belongs to all the above Man power skill.

 Majority 70% of the respondents are belongs to all the above Training methods.

 Majority 40% of the respondents were belong to excellent opinion about training place.

 Majority 45% of the respondents were belong to good opinion about training.

 Majority 60% of the respondent were belong to very true important of training.
SUGGETIONS:

 The company can improve training facilities to employees for promote companies
growth.

 The company can offer training before and during the working period.

 The company can be provide training through well qualified personnel.

 The company can arrange training sessions to new incomer for improving their man
power.

 The company can provide practical and non practical training to their employees.
CONCLUSION
In this chapter the concepts of Human Resource Management, Training and
Development needs and methods, executive development programmes were discussed. The
systematic approach training by identifying needs, setting objectives, designing policy and
conducting training in an effective way with follow up and evaluation was discussed. In the last
section, needs, criteria and methods of evaluating effectiveness of training and development
programmes were discussed in detail.

The future of employees training and development is not completely known and difficult
to predict because of the vast changes that occur within technology and how training and
development is viewed from organization to organization. What can be said about the future of
training and development is that it is changing and will continue to change. Development in
technology can be proven to be the best adaptation towards training and development because
of the changes in technology and the ways that training and development will be able to be
delivered through technology being both cost effective and effective towards the results
towards goals and missions of organization.
 BIBLOGRAPHY

BOOKS REFERRED
1 .Human Resource Management by T.N. Chhabra.

2 .Aquinas P.C, ‘’Human Resource Management: Principles and Practice”, Vikas

Publishing House India PVT.LTD, New Delhi, 2013

3. Personnel Management by C.B.Mamoria.

4. Training and development : A Better way: Robert Hayden : Volume 52

5. Human Resource Management by L.M. Prasad.

6.Guptha C.B, ‘’Human Resource Management”,sultan chand & sons, New Delhi 2005.

MAGAZINES, JOURNALS, NEWSPAPERS AND WEBSITES

1. www.vkegroup.com
2. www.goggle.com
3. www.wikipedia.org
4. htt://www,Mondovi.org
5. http://traininganddevelopment.naukrihub.com/
6. THE HINDU
 APPENDIX
A STUDY ON EMPLOYEES ON TRAINING AND DEVELOPNMENT
SELECTED TEXTILE INDUSTRIES IN ANJANA APPARELS PRIVATE LIMITED
TIRUPUR DISTRICT
INTERVIEW
SOCIO ECONOMIC PROFILE:
1. Employee Name:

2. Age:

3. Gender

Male [ ] Female [ ]

4. Educational Qualifications
HSC [ ] Diploma [ ]
UG [ ] PG [ ]

5. Experience
Below 5 years [ ] 6-10 years [ ]
11-20 ears [ ] Above 20 years [ ]

6. Marital status

Married [ ] Unmarried [ ]

7. Monthly income
Below 5000 [ ] 5,001 to 10,000 [ ]
 1,001 to 15,000 [ ] 15,001 to 20,000 [ ]

EMPLOYEES WELFARE FACILITIES:

8. Training in must for enhancing productivity and performance?

Completely agree [ ] Partially agree [ ]

Disagree [ ] Unsure [ ]

9. Do you feel training program is compulsory for the employees?

Yes [ ] No [ ]

10. Do you agree that training helps to understand the job clearly?

Strongly agree [ ] Neither agree nor Disagree [ ]

Agree Disagree [ ]

11. What method according to you must be used to identify training needs?

Interview [ ] Other [ ]

Group disagree [ ]

12. What are general complains about the training session?

Takes too much time of employees [ ]

Too many gaps between employees [ ]

Trainning sessions are unplanned [ ]

Basing and not useful [ ]

13. How many training programmes are conducted in a year?

2 year [ ] 2 to 3 year [ ]

3 to 4 year [ ] More than 5 [ ]

14. Enough practice is given for us during training session?

Job rotation [ ] External trating [ ]

Conference discussion [ ] Programmed discussion [ ]

15. What are the important barriers to training and development in your organization?

Time [ ] Money [ ]

Lack of interest by the staff [ ]

Non- availability of skilled trainers [ ]

16. To whom the training is given more in you organization?

Senior staff [ ] Junior staff [ ]

New staff [ ] Base on required [ ]

17. The participation of works in training programme would help increase its effectiveness?

Strongly agree [ ] Moderately agree [ ]

Can’t say [ ] Moderately disagree [ ]

Strongly disagree [ ]
18. It training programme necessary?

Fully necessary [ ] Necessary to some extent [ ]

Not necessary [ ] Not at all [ ]

19. Reason for shortage of skilled man power at work place are?

Lack of planning [ ]

Lack of support from senior staff [ ]

Lack of proper guidance and training at workplace [ ]

Lack of quality education at primary and secondary level [ ]

20. You organization considers training as a part of organizational strategy. Do you agree
with this statement?

Strongly agree [ ] Agree [ ]

Some what agree [ ] Disagree [ ]

21. What kind of training methods does the organization provide to train the employees?

On the job training method [ ]

Off the job training method [ ]

Audio visuals [ ]

Lectures [ ]

All the above [ ]

What is your opinion on the training environment and infrastructure available at training
centre?

Excellent [ ] Good [ ]

Fair [ ] Poor [ ]

22. After the training program how do you fee nature of the job?

Challenging [ ] Satisfactory [ ]

Good [ ]

23. Training of employees is given adequate importance in your organization?

Not at all true [ ] To some extent [ ]
Very true [ ]