Analyzing training needs

1,632 views

Published on

0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
1,632
On SlideShare
0
From Embeds
0
Number of Embeds
3
Actions
Shares
0
Downloads
47
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Analyzing training needs

  1. 1. Analyzing training needs of employees of corporate office of Vardhman Textiles Ltd. Presented by: Neha Sahi
  2. 2. <ul><li>Largest industry when it comes to employment </li></ul><ul><li>Contributes about 34% of total exports </li></ul><ul><li>India is the second largest producer of cotton yarns and fifth in production of synthetic fibres and yarns. </li></ul>
  3. 3. <ul><li>Segments of Textile Industry </li></ul><ul><li>Processes used in Textile Industry </li></ul><ul><li>Leading Textile mills </li></ul>
  4. 4. <ul><li>Set up: 1965 </li></ul><ul><li>Steel:1973 </li></ul><ul><li>Sewing thread:1982 </li></ul><ul><li>Fabric weaving:1990 </li></ul><ul><li>Acrylic fibre: 1999 </li></ul>
  5. 5. <ul><li>Rooted in Values, </li></ul><ul><li>Creating World Class Textiles. </li></ul>
  6. 6. <ul><li>Vardhman aims to be world class textile organization producing diverse range of products for the global textile market. Vardhman seeks to achieve customer delight through excellence in manufacturing and customer service based on creative combination of state-of-the-art technology and human resources. Vardhman is committed to be responsible corporate citizen. </li></ul>
  7. 8. <ul><li>Largest exporter of cotton yarns. </li></ul><ul><li>Largest range of textile products. </li></ul><ul><li>Second largest producer of sewing thread in the country. </li></ul><ul><li>First in Indian textile industry to get ISO certification in yarns and sewing thread. </li></ul>
  8. 9. State Number of units Punjab 8 Himachal Pradesh 9 Madhya Pradesh 5 Gujarat 1 Tamil Nadu 1
  9. 10. <ul><li>Yarn </li></ul><ul><li>Fabric </li></ul><ul><li>Sewing thread </li></ul><ul><li>Acrylic fibre </li></ul><ul><li>Steel </li></ul>
  10. 12. <ul><li>MIS </li></ul><ul><li>Exports </li></ul><ul><li>Finance </li></ul><ul><li>Marketing </li></ul><ul><li>HR </li></ul><ul><li>Taxation </li></ul><ul><li>EDP & IT </li></ul><ul><li>Projects & Planning </li></ul>
  11. 14. 2007-08 2008-09 2009-10 Current assets (Rs. Lac) 153628.45 161172.29 203654.93 Current liabilities (Rs. Lac) 26204.85 24142.11 26702.47 Current ratio 5.86 6.67 7.62
  12. 15. 2007-08 2008-09 2009-10 Quick assets (Rs. Lac) 66592.12 99162.24 92909 Current liabilities (Rs. Lac) 26204.85 24142.11 26702.47 Quick ratio 2.54 4.1 3.47
  13. 16. 2007-08 2008-09 2009-10 Debt (Rs. Lac) 239123.43 394594.29 262079.79 Shareholders’ fund (Rs. Lac) 117213.90 127275.03 145584.96 Debt-Equity ratio 2.04 1.95 1.8
  14. 20. <ul><li>Training refers to the process of imparting specific skills. </li></ul><ul><li>Development refers to the learning opportunities designed to help employees grow </li></ul>
  15. 22. <ul><li>Observation </li></ul><ul><li>Interviews </li></ul><ul><li>Questionnaires </li></ul><ul><li>Job Descriptions </li></ul><ul><li>The Difficulty Analysis </li></ul><ul><li>Appraisal Reviews </li></ul>
  16. 23. <ul><li>Managerial skill development </li></ul><ul><li>Quality improvement </li></ul><ul><li>Computer skills </li></ul><ul><li>Team building and synergy </li></ul><ul><li>Training for new recruits </li></ul><ul><li>Functional programmes </li></ul><ul><li>CSR programme </li></ul>
  17. 24. <ul><li>To find training requirement spheres for employees at various levels of corporate office of Vardhman Textiles Ltd. </li></ul><ul><li>To identify dimensions of training needs according to various departments of corporate office of Vardhman Textiles Ltd. </li></ul>
  18. 25. <ul><li>To know the gap between the expected and actual training program for employees of corporate office of Vardhman Textiles Ltd. </li></ul><ul><li>To know the satisfaction level of employees regarding training programs of corporate office of Vardhman Textiles Ltd. </li></ul>
  19. 26. <ul><li>Research design : Descriptive </li></ul><ul><li>Sampling </li></ul><ul><li>Target population </li></ul><ul><li>Sampling unit </li></ul><ul><li>Sample size </li></ul><ul><li>Sampling technique: stratified and convenience </li></ul>
  20. 27. <ul><li>Data collection : primary and secondary </li></ul><ul><li>Limitations </li></ul><ul><li>Reluctance of senior post employees to fill questionnaires </li></ul><ul><li>Lukewarm response of employees </li></ul><ul><li>Constrain from organization’s side </li></ul><ul><li>Generalization of result </li></ul>
  21. 29. Chart 4.1 Necessity of training (N=100)
  22. 30. Chart 4.2 Requirement of training per year by employees (N=100) Chart 4.3 Training provided to employees per year (N=100)
  23. 31. Chart4.4 Gap in expected & actual number of training programs provided. (N=100)
  24. 32. Chart 4.5 Selection of correct training program by head of department. (N=100)
  25. 35. Department First preference Second preference Accounts Job related skills Cross functional training Commercial Cross functional training Personality development EDP & IT Job related skills Personality development Export Job related skills Managerial skills Finance Cross functional training Job related skills HR Cross functional training Managerial skills Internal Audit Job related skills Managerial skills
  26. 36. Department First preference Second preference Law Job related skills Personality development Marketing Personality development Managerial skills MIS Job related skills Managerial skills Projects and Planning Job related skills Cross functional training Raw material Job related skills Managerial skills Secretarial Job related skills Managerial skills Taxation Job related skills Personality development
  27. 37. Level in organization First preference Second preference Staff level Job related skills IT skills Officer level Job related skills Personality development Executive level Cross functional training Managerial skills Manager level Personality development Managerial skills
  28. 47. <ul><li>All employees require training </li></ul><ul><li>Gap exists in actual and expected training system </li></ul><ul><li>Selection of candidate is not always right </li></ul><ul><li>Satisfaction level of employees is near neutral or little bit satisfied </li></ul>
  29. 48. <ul><li>Increase the number of training programs. </li></ul><ul><li>Nomination of employee should not only be dependent on head of department. </li></ul><ul><li>Using mix of theoretical and practical training techniques. </li></ul><ul><li>Increasing quality of training program. </li></ul><ul><li>New training areas should be added to schedule. </li></ul>

×