SUMMER PROJECT REPORT

ON
“TRAINING AND DEVELOPMENT”

IND-SWIFT LABORATORIES LIMITED SAMBA

SUBMITTD IN PARTIAL FULFILLMENT OF

DEGREE OF

MASTERS OF BUSINESS ADMINISTRATION

SESSION (2018-2020)

SUBMITTED BY:BHARAT BHUSHAN SUBMITTED TO:

CENTRAL UNIVERSITY JAMMU

1
 DECLARATION

I hereby declare that, the project entitled “TRAINING AND DEVELOPMENT” assigned to
me for the partial fulfillment of MBA degree from CENTRAL UNIVERSITY JAMMU.The
work is originally completed by me and the information provided in the study is authentic to the
best of my knowledge.

This study has not been submitted to any other institution or university for the award of any other
degree.

BHARAT BHUSHAN

MBA 3RD SEM

UNIVERSITY ROLL NO.

0601618

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 ACKNOWLEDGEMENT

“Gratitude is the hardest of emotions of express and one often does not find adequate
words to convey what one feels and trying to express if”

The present project file is an amalgamated of various thoughts and experiences. The successful
completion of this project report would have not been possible without the help and guidance of
number of people and especially to my guide in the company. MR. Ramesh Bhardwaj,
Head-HR&Admn.

I take this opportunity to thank all those who have directly and indirectly inspired, directed and
helped me towards successful completion of this project report

There are several other people who also deserve much more than a mere acknowledgement at
their exemplary help. I also acknowledge with deep sense for gratitude and wholehearted help
and cooperation intended to me by them.

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 PREFACE

Summer Training is the bridge for a student that takes him from his theoretical knowledge world
of practical industry world. The main purpose of industrial visit is to expose for industrial visit is
to expose for industrial and business environment, which cannot be possible in the classroom.

The advantage of this sort of integration, which promotes guided to corporate culture, functional,
social and norms along with teaching are numerous.

1) To bridge the gap between theory and practical.

2) To install the feeling of belongingness and acceptance.

The present report gives a detailed view of the TRAINING AND DEVELOPMENT. The research is definitely
going to play an important role in developing an aptitude for hard self-confidence.

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 CONTEXT

1) CHAPTER-1 INTRODUCTION TO
 INDUSTRY
 COMPANY
 PROJECT

2) CHAPTER – 2
OBJECTIVES
3) CHAPTER – 3
RESEARCH METHODOLOGY
4) CHAPTER – 4
ANALYSIS AND INTERPRETATION

5) CHAPTER – 5
FINDINGS

6) CHAPTER – 6
LIMITATIONS
7) CHAPTER - 7
SUGGESTIONS
8) CHAPTER - 8
CONCLUSION

 QUESTIONAIRE

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 CHAPTER 1

INTRODUCTION
TO
INDUSTRY

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THE CHEMICAL INDUSTRY IN INDIA

The chemical industry comprises the companies that produce that produce industrial chemicals, it
converts raw materials oil, natural gas, air, water, metals, and minerals) into more than 70,000 different
products. Chemicals industry is one of the oldest industries in India. The Indian chemical industry is an
integrated part of the Indian economy in contributing around 6.7% of GDP. It is estimated that the size of
Indian chemical industry is around US $ 30 billion. Volume of production in chemical industry positions
India as third largest producer in Asia (next to China and Japan, and twelfth largest in the world. The
industry, comprising both small scale and large units (including MNCs) produces several thousands of
products and bi-products and bi-products, ranging from plastics and petro-chemicals to cosmetics and
toiletries. A significant share (around one-third) of production by chemical industry is consumed by itself.
The chemical industry accounts for about 13% share in the manufacturing output and around 5% in total
exports of the country. The chemical industry produced around 8 million metric tonnes each of basic
chemicals and basic petrochemicals, and around 10 million metric tonnes of petrochemical intermediaries
in 2005-06. Gujarat is the major contributor to the basic chemical as well as petrochemical production
with 54% and 59% share in all India production, respectively. Other major states producing
petrochemicals include Maharashtra (18), West Bengal (12%), Uttar Pradesh (4%), and Tamil Nadu (3%).
The Indian chemical industry has been receiving significant investment intention, including foreign direct
investment (FDI). The Chemical Industry in India which generates almost 13% of country’s total export is
growing annually at a growth rate anywhere between 10% and 12%. Now we can discuss the growth rates
and other important things of Chemical Industry in India Sector wise.

The Chemical Industry in India is based on the idea of Diversification. The industry is a multiproduct and
multi-faceted one. Depending on these product categories we can divide the Chemical Industry in India in
following sectors.

 Inorganic Chemicals: - Inorganic chemistry is the branch of chemistry

concerned with the properties and behavior of inorganic compounds. This field covers all
chemical compounds except the myriad organic compounds. In this sector the growth rate is near
about 9% and the chemicals produced in this sector are mainly used in alkalis, fertilizers,
detergents and glass. Some of the major products of the inorganic chemical segment are sulphuric
acid, chlorine calcium carbonate, soda ash, hydrogen peroxide, caustic soda, lead phosphorus,
carbon black, titanium dioxide, aluminum fluoride, and potassium chlorate. These inorganic
chemicals are mainly used in detergents, soaps, paper, fertilizers, alkalis and glass manufacturing.

 Drugs and Pharmaceuticals: - A pharmaceutical drug, also referred

as to as medicine, medication or medicament, can be loosely defined as any chemical substance
intended for use in the medical diagnosis, cure, treatment, or prevention of disease. The drug &
pharmaceutical industry in India meets around 70% of the country’s demand for bulk drugs, drug
intermediates, pharmaceutical formulations, chemicals, tablets, capsules, orals and injectibles.

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 There are about 250 large Pharmaceuticals manufacturers and suppliers and about 8000 Small
Scale Pharmaceutical & Drug Units which from the core of the pharmaceutical industry in India.
This sector of Indian chemical Industry holds the 4th place in the world in terms of volume.
Export led growth is the characteristics of this sector.

 Plastics and Petrochemicals: - Petrochemicals are chemical products

derived from petroleum. Some chemical compounds made from petroleum are also obtained from
other fossil fuels such as coal or natural gas, or renewable sources such as corn or sugar cane. The
plastic industry of India has a big market potentiality and is gradually prospering. This
potentiality of the market will surely actuate the entrepreneurs to invest in this industry.
Entrepreneurs are trying to provide high quality plastic products, so that It becomes a booming
industry. This sector of the Indian Chemical Industry is the fastest growing one among all the
sectors. Reliance Petrochemical is the company which dominates this sector.

 Pesticides, Fertilizers and other Agro-chemical products: - Agro-

chemical is a contraction of agricultural chemical, is a generic term for the various chemical
products used in agriculture. India is the fourth largest producer of agrochemicals globally, after
United States, Japan and China. The agrochemicals industry is a significant industry for the
Indian economy. In India, there are about 125 technical grade manufacturers, 800 formulators,
over 145,000 distributors, 60 technical grade pesticides are being manufactured indigenously.
This sector of the Chemical Industry in India account for almost 2.5% of the global market. It
possesses an impressive domestic market growth rate of 10%.

 Specialty and Fine Chemicals like Dyes and Paints: - A variety of

chemicals have been used to treat fabric after they are cleaned. These chemicals perform different
functions such as flame retardants, waterproofing, deodorizing, stain repellents, refurbishing and
pest control. By applying different chemical processes to a fabric, its durability can be enhanced.
This sector is characterized by high level of fragmentation. The sector is involved in production
of paints, dyes, inks, polymers and a lot of the chemical products. The sector has a growth rate of
near about 12%.

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INTRODUCTION

TO

COMPANY

9
COMPANY PROFILE

Established in 1995 Ind-Swift has evolved towards a business model that is focused on deep-rooted
domestic presence and leveraged on high-value mature regulated markets along with considerable growth
in emerging markets:

 Ind-Swift Laboratories Ltd. (Manufacturer of APIs)

 Ind-Swift Limited ( Finish Dosages)

With manufacturing sites at 6 different locations across India and an independent State-of-the-Art R&D
Centre in Mohali (Punjab) the Group has embarked upon a journey to establish itself as reliable partner in
the Global Pharmaceutical Industry. In house capabilities for Development of APIs, Finished Dosage
forms, Non-Infringing Process & World Class facilities for Contract Manufacturing are the inherent
strengths.

IND-SWIFT GROUP: -

 ESTABLISHED IN 1986.
 ISL: PHARMACETUAL FORMULATIONS.
 ISLL: ACTIVE PHARMACETUAL INGREDIENT (API).

AN ISO 9001:2008 CERTIFIED COMPANY

HISTORY OF THE COMPANY:

Ind-Swift Laboratories is a part of the Ind-Swift Group and is based at Chandigarh. It has been
promoted by Ind-Swift Limited in joint venture with the Punjab state Industrial Development
Corporation Limited (PSIDC). The group has established a strong reputation as innovators in the
Indian Pharmaceutical industry.

IND-SWIFT LABORATORIES LIMITED, SAMBA.

 PROJECT STARTED IN THE YEAR 2004

 COMMERCIAL PRODUCTIONS STARTED IN THE YEAR 2005

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Ind-Swift Laboratories has nine manufacturing plants at Derabassi and Jammu. Chandigarh based Ind-
Swift group has export oriented unit near Derabassi and research and development centre at Mohali.

Ind-Swift laboratories limited concentrated on the manufacturing of Active Pharmaceutical Ingredient

(API). Its strength in the organic synthetic chemistry resulted in the company emerging as the pioneer for
the number of products both in the National and International market. As the company built up vast skills
in the area of research and development, quality system as well regulated markets of the world. Over a
short period of time, Ind-Swift Laboratories Ltd. has emerged as a respectable and dependable supplier of
bulk-actives in more than 40 countries.

ISLL business encompasses six main regions around the world.

 North America Operation.

 Middle East
 East Europe/West Operation.
 Asian/Latin/America/CIS Countries
 Australia/New Zealand.
 Africa.

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 API Products

ACTIVE PHARMACEUTICAL INGREDIENTS (API) PRODUCT LIST

Therapeutic Category Product Name

Macrolide Antibiotic
Atorvastatin Calcium Crystalline/Amorphous
Clopidogrel Hydrogen Sulphate
Clopidogrel Camphor Sulphonate
Cardiovascular Clopidogrel HCL
Ivabradine HCL

Anthihistaminic Fexofenadine HCL

Antidiarrhoeal (antiprotozoal) Nitazoxanide

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 INTRODUCTION TO
PROJECT
HUMAN RESOURCE MANAGEMENT:
Human resource management is defined as the set of activities, programs, and functions that are designed
to maximize both organizational as well as employee effectiveness.

Human Resource Management is a management function that helps an organization selects, Recruit, train
and develops.

Payroll Management, Retention, Industrial Relation, etc are also the other work come under the HRM.

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 TRAINING AND DEVELOPMENT:
In simple terms, training and development refers to the imparting of specific skills, abilities and
knowledge to an employee. A formal definition of training & development is… it is any attempt to
improve current of future employee performance by increasing an employee’s ability to perform through
learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge. The
need for training & developing is determined by the employee’s performance deficiency, computed as
follows:

Training & Development need = Standard performance – Actual performance.

In the field of human resources management, training and development is the field concerned with
organizational activity aimed at bettering the performance of individuals and groups in organizations
settings. It has been known by several names, including employee development, human resource
development, and learning and development.

Training and development encompasses three main activities: training, education, and development.

 Training: This activity is both focused upon, and evaluated against, the
ob that an individual currently holds.
 Education: This activity focuses upon the jobs that an individual may
potentially hold in the future, and is evaluated against those jobs.
 Development: This activity focuses upon the activities that the
organization employing the individual, is part is part of, may partake in the future, and is almost
impossible to evaluate.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVELOPMENT:

Traditional Approach: -Most of the organizations before never used to believe in training. They were
holding the traditional view that managers are born and not made. There were also some views that
training is a very costly affair and not worth. Organizations used to believe more in executive more in
executive pinching. But now the scenario

The modern approach of training and development and development is that Indian Organizations have
realized the importance of corporate training. Training is now considered is that Indian Organizations
have realized the importance of corporate training. Training is now considered as more of retention tool

14
than a cost. The training system in Indian Industry has been changed to create a smarter workforce and
yield the best result.

Methods of Training
There are various methods of training, which can be divided in to cognitive and behavioral methods.
Trainers need to understand the pros and cons o each method, also its impact on trainess keeping their
background and skills in mind before giving training.

Cognitive methods are more of giving theoretical training to the trainees. The various methods under
Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate
relationships among concepts, etc. These methods are associated with changes in knowledge and attitude
by stimulating learning.

CONGITIVE METHODS:
1. Lecture – A Method of Training: -

It is one of the oldest methods of training. The method is used to create understanding of a topic or to
influence behavior, attitudes through lecture. A lecture can be in printed or oral form. Lecture is telling
someone about something.

Straight Lecture: Straight lecture method consists of presenting information, which the trained attempts to
absorb. In this method, the trainer speaks to a group about a topic.

2. Demonstration Training Method: -

This method is a visual display of how something works or how to do something. As an example, trainer
shows the trainees how to perform or how to do the task of the job. In order to be more effective,
demonstration method should be should be accompanied by the discussion or lecture method.

3. Discussion Training Method

This method uses a lecturer to provide the learners with context that is supported, elaborated, explains, or
expanded on through interactions both among the trainees and between the trainer and the trainees.

4. Computer Based Training (CBT)

With the worldwide expansion of companies and changing technologies, the demands for knowledge and
skilled employees have increased more than ever, which in turn, is putting pressure on HR department to
provide training at lower costs. Many organizations are now implementing CBT as an alternative to
classroom based training to accomplish those goals.

5. Intelligent Tutorial System (ITS)

This intelligent Tutorial system uses artificial intelligence to assist in training or tutoring the participants.
This system learns through trainee responses.

6. Programmed Instruction (PI)

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Programmed Instruction is a Computer-based training that comprises of graphics, multimedia, text that is
connected to one another and is stored in memory.

7. Virtually Reality (VR)

Virtual Reality is a training method that puts the participant in 3D environment. The three dimensional
environment stimulates situations and events that are experienced in the job.

BEHAVIORAL METHOD OF TRAINING

1. GAMES AND SIMULATIONS

2. BEHAVIOUR-MODELING
3. BUSINESS GAMES
4. CASE STDIES
5. EQUIPMENT STIMULATORS
6. IN-BASEKET TECHNIQUE
7. ROLE IN PLAYS

The following details are as under: -

1. Games and Simulations: -

Games and Simulations are structured and sometimes unstructured, that are usually played for enjoyment
sometimes are used for training purposes as on educational tool. Training games and simulations are
different from work as they are designed to reproduce or simulate events, circumstances, processes that
take place in trainees’ job.

A Training Game is defined as spirited activity or exercise in which trainees compete with each other
according to the defined set of rules.

2. Behaviour Modeling: -

Behaviour Modeling uses the innate inclination for people to observe others to discover how to
do something new. It is more often in combination with some other techniques.

3. Business Games Training: -

Business games are the type of simulators that try to present the way an industry, company
organization, consultancy, or subunit of a company functions. Basically they are based on the set
of rules, procedures, plans, relationships, principles derived from the research. In the business
games, trainees are given some information that describes a particular situation and are then
asked to make decision that will best suit in the favour of the company. And then the system
provides the feedback about the impact of their decisions.

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4. Case Study Training Method: -

Case Studies try to simulate decision making situation that trainees may find at their work place.
It reflects the situations and complex problems faced by managers, staff, HR, CEO, etc.

5. Equipment Simulators: -

Equipment simulators are the mechanical devices that necessitate trainees to use some actions,
plans, measures, trials, movements, or decision processes they would use with equipment back to
their respective work place.

6. In Basket Technique: -

In-Basket Technique – It provides trainees with a log of written text or information and requests,
such as memos, messages, and reports, which would be a handled by mangers, engineer,
reporting officer, or administrator.

7. Role Play Training Method: -

Role play is a simulation in which each participant is given a role in to play. Trainees are given
with some information related to description of the role, concerns, objectives responsibilities
emotions, etc.

DEVELOPMENT

Management development is all those activities and programme when recognized and controlled
have substantial influence in changing the capacity of the individual to perform his assignment
better and in going so all likely to increase his potential for future assignments.

Thus, management development is a combination of various training programmed, though some

kind of training is necessary, it is the overall development of the competency of managerial
personal in the light of the present requirement as well as the future requirement.

Development an activity designed to improve the performance of existing employees and to provide for a
planned growth of the organizations and the overall employees. Management development is based on
following on assumptions.

1. Management development is a continuous process. It is not one shot

programme but continues though out the career of a manager.
2. Management development is any kind of learning, is based on the
assumption that there, always existing a gap between an individual’s performance and his
potential for the performance.
3. Management development seldom takes place in completely peaceful
and relaxed atmosphere.

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 4. Management development requires clear setting of goals.
5. Management development required conductive environment.

6. Management Development Program (MDP):

Management Development has become very important in today’s competitive environment.
According to a survey, those companies that align their management development with tactical
planning are more competitive than the companies who are not. It has also been indicated that
80% of the companies report MDP, compared with 90% that provide executive leaderships
training. For most of the companies 37% of the training budgets go to management development
and learning programs. Therefore, it is important to consider management development as an
important part of organizational competitiveness.

ON THE JOB TRAINING OFF THE JOB TRAINING

1. COAHING 1. SENSTITIVITY TRAINING

2. MENTORING 2. TRANSACTIONAL ANALYSIS
3. JOB RATATION 3.SIMULATION EXERCIESES
4. JOB INSTRUCTION TECHNIQUE 4. STRAIGHT LECTURES

ON THE JOB TRAINING: - The following details are as under: -

1. COACHING: -

Coaching is one of the training methods, which is considered as a corrective method for inadequate
performance. According to a survey conducted by International Coach Federatin (IFC), more than 4,000
companies are using coach for their.

2. Mentoring: -
Mentoring is an ongoing relationship that is developed between a senior and junior employee.
Mentoring provides guidance and clear understanding of how the organization goes to achieve its
vision and mission to the junior employee.
3. Job Rotation: -

For the executive, job rotation takes on different perspectives. The executive is usually not simply going
to another department. In some vertically integrated organizations, for example, where the supplier is
actually part of same organization or subsidiary, job rotation might be to the supplier to see how the
business operates from the supplier point of view. Learning how the organization is perceived from the
outside broadens the executive’s outlook on the process of the organization. Or the rotation might be to a
foreign office to provide a global perspective.

4. Job Instruction Technique (JIT): -

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Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and procedural), skills
and attitudes development.

Procedure of Job Instruction Technique (JIT)

JIT consists of four steps:

PLAN, PRESENT, TRAIAL, FOLLOW-UP.

OFF THE JOB TRAINING

There are many management development techniques that an employee can take in off the job. The few
popular methods are:

 Sensitivity Training: -

Sensitivity training is about making people understand about themselves and others reasonably, which is
done by developing in them social sensitivity and behavioral flexibility.

 Transactional Analysis: -

Transactional Analysis provides trainees with a realistic and useful method for analyzing and
understanding the behavior of others. In every social interaction, there is a motivation provided by one
person and a reaction to that motivation given by another person. This motivation reaction relationship
between two persons is a transaction.

 Lecture – A Method of Training: -

It is one of the oldest methods of training. This method is used to create understanding of a topic
or to influence behavior, attitudes through lecture. A lecture can be in printed or oral form.
Lecture is telling someone about something. Lecture is given to enhance the knowledge of
listener or to give him the theoretical aspect of a topic.

The training system at Ind-Swift Laboratories Limited, Samba is categorized as follows:

1. Induction training
2. Global training
3. Departmental training
4. Safety training
5. Behavioural training

1. Induction training:

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Every new joinee at Ind-Swift Laboratories Limited Samba shall be imparted induction
raining based upon whether the new joinee is an experienced person of a fresher. The
induction training should also include training regarding Personnel Hygiene and basic
GMP (To be imparted by HR representative) and safety aspects (To be imparted by safety
representative).

1.1 After completing formalities, HR personnel shall explain company objectives,

policies and procedures to new joinee.
1.2 HR personnel will send one intimation from for induction of new joinee
(Annexure – I) to all department heads and shall introduce new joineee to them
and other senior officials of departments.
1.3 Duration of Induction Training

Executive and Managers – 1 Day

Below Executives and Managers – 2 Days

Fresher 5 Days
1.1 Induction training for Experienced (as designated by HR department)
1.1.1 Experienced persons (Managers and above)
After Introduction in different departments, the concerned department shall
explain the responsibility of the concerned and departmental procedures to the
new joinee. The detailed responsibility matrix shall be made and shall get involved
in the work

1.1.2 Experience persons (Below Manager Level)

The new joinee shall to different departments as mentioned in the induction

intimation form on the first 2 working days. After induction in different
departments, the responsibility matrix for all the new joinnees shall be made on 3rd
working day. Training Matrix (including details of SOPs and topics on which
training needs to be provided) of the New Joinee shall also be prepared on the 3rd
working day, based on his/her responsibility matrix. Head of the concerned
department/department representative shall arrange the training of new joinee as
per the training matrix. Induction training of New joinee shall not be limited to
Departmental SOPs, however training can also be provided on the global topics of
QA, HR and any other Deptt. (If Required).

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1.1.3 The new joinee shall record the observations in the Induction Training Record as
per Annexure-II.
1.1.4 For experienced persons joining in quality control new joinee for QC department
shall complete the induction training record and sample along with analyst
qualification sheet be given to the analyst by HOD/department representative and
they shall complete the induction training record with respect to the date of joining.

1.4 After completing Induction Training, Concerned HOD shall issue certificate of
Induction Training after review in the induction raining record and interview the
new joinee. If required, induction training shall be extended.
However for persons (fresher/experience) joining in the quality control department
following methodology shall be followed.
a) The person joining in the quality control department shall be qualified as below
before being involved in routine testing.
b) Quality control head shall give a sample along with “Analyst qualification sheet
to the analyst for recording the result. The test parameter selected for testing
shall be done for single analysis.
c) The pre analyzed sample shall be analyzed by the new joinee as per standard
testing procedure.
d) The analyst shall be considered qualified if the results reported are within the
acceptance criteria as per mentioned in the table below from initial results:
Test Acceptance criteria

Assay (Chemical & The maximum diference between results of analysis performed shall be
Instrumental) within 1.0%
Chromatographic Purity
Water, loss on drying In case the specification limit is below 1.0 %, maximum difference
residue on ignition between results of analysis performed shall be within 2 %.
In case the specification limit is above 1.0%, the maximum difference
between results of analysis performed shall be within 10%.
SOR, pH, melting range, The result should be within the limit and comparable with that initial
qualitative analysis, analysis

% Variation shall be calculated as = (High Value – Low Value)/ High Value

e) In case the results obtained do not meet the acceptance criteria, new joinee
analyst shall be given training and is required to perform analysis again on the
different sample.
2. Global Training

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 2.1 oGMP training as a refresher training shall be imparted at least once in a year.
Ne joinee who join at the end of the year will be either covered In the schedule
of same year or will be covered is the schedule of next year within 6 months of
date of joining.
2.2 Training needs shall be identified by concerned departments half yearly
depending upon the performance, new concepts/updates, previous training
records and internal and external audit reports to improve working skills &
overcome their identified deficiencies.
2.3 In-charge of concerned department shall identify the training needs of his
personnel in consultation with them as per annexure-III.
2.4 The identification of training needs shall be done for the areas mentioned below
but not limited to:
 Basic training on GMP/cGMP regulations.
 Training on regulatory guidelines.
 Training on validation and qualification.
 Training on do’s and don’ts.
 Training on personal development.
 Training on quality management system.
 Training on quality improvement programme.
 Training on system related SOPs.
 Training on any other specific subject
 Training on General Safety in the plant
 Training on Fire fighting.
 Training On House-Keeping.
2.5 Training need identification form for every department shall be forwarded to
HR upto 20th of the end/last month i.e. June and December of the previous half
yearly training period. Training need identification form shall also cover global
training to be conducted by QA, HR and other concerned departments. In case
of global training, only related departments and topic of training may be
identified initially.
2.6 On receipt of the training need identification form, HR Department shall
prepare a consolidated half yearly training calendar within 07 days as per
annexure-IV for the subjects as recommended by all the departments. HR
department shall collate the common subjects among all the training needs so
that maximum number of employees can be covered in common training
programme.

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 2.7 Training shall be selected by HR Department in consultation with QA and other
concerned departments.
2.8 Training shall be imparted by in-house trainers or by external agencies.
2.9 Based on the consolidated half yearly training calendar, a monthly Training
calendar shall be prepared by Hr as per annexure-V mentioning names/
departments of the personnel already identified for training. Same shall be
circulated to all concerned departments up to first week of every month after
mentioning the names of person identified for training.
2.10 After the training has been conducted, it shall be recorded in the Training
Feedback Form as per Annexure-VI and actual training date shall be mentioned
in half yearly training calendar and person shall enter the same in his personnel
training record.
2.11 After every training, the names of the personnel recommended for training
shall be cross checked against the name of the personnel who actually attend the
training. In case somebody has missed th training, it shall be recorded in
training identification gap analysis from annexure-VIII. This gap analysis form
shall be circulated in concerned departments. Absentees will contact the trainer
themselves and arrange to get the training. The retraining conducted shall be
recorded as per Annexure VI and name of the person shall be entered in the
personnel training record.
2.12 In case the training has not been conducted, the reason for the same shall be
mentioned and training shall be included in the next calendar. HR/QA personnel
can also visit individuals departments for checking the training record of my
department.
3. Safety Training
3.1 Monthly training calendar (for global training) shall be prepared by safety
department as per Annexure-VII (upto 1st week of every month).
3.2 After each training, the names of the personnel recommended for training shall
be cross checked against the name of the personnel who actually attended the
training. Same shall be recorded in training identification gap analysis form
annexure-VII. This gap analysis form shall be circulated to all concerned.
Absentees will contact the trainer themselves and arrange to get the training.
3.3 In case the training has not been conducted, the reason for the same shall be
mentioned and training shall be included in the next calendar.

Note: Basic GMP training for on Roll workers (Helpers & Operators) shall be conducted
separately once in year as per requirements.

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4. Departmental training
4.1 Departmental training includes training which needs to be provided to its
department only such as on job training, training on standard procedures,
trainings on guidelines.
4.2 Monthly training calendar (for departmental training) shall be prepared (upto 1st
week of every month).
4.3 In case the training has not been conducted, the reason for the same shall be
mentioned and training shall be included in the next calendar.
5. Effectiveness of training
5.0 After completion of each training except induction training, evaluation of
training shall be done.
5.1 From the topic of training evaluation paper shall be prepared by trainer in which
questions shall be prepared and their answer shall be mentioned as objective this
evaluation sheet shall be filled by each trainee and shall be attached with
attendance sheet.
5.2 Question shall be selected as per content of topic, minimum five question shall
be prepared for each topic, evaluation shall be done by trainer after training and
result shall be evaluated minimum 70% mark shall be required as passing mark,
if any participant gets less than passing marks. He/she shall be recommended
for re-training.
6. Personnel training record:
Personnel training record shall be maintained by individuals in respective
departments and shall be responsibility of the concerned department head. When the
employee leaves the organization the personnel training record of the employees
shall be kept in HR.
7. Selection of Trainer:
7.1 Selection of trainer shall be done on the basis of experience, educational
qualification and knowledge level.
7.2 All the department level training shall be given by the concerned department
head or designee who is capable of training people and having adequate
knowledge.
7.3 A list of company level trainer (for cGMP/other training) shall be prepared and
maintained by the HR Department in consultation with Quality Assurance
department. The list shall be approved by unit Head.

TRAINING IMPLEMENTATION

24
To put training program into effect according to definite plan or procedure is called training
implementation. Training implementation is the hardest part of the system because one wrong
step can lead to the failure of whole training program. Even the best training program will fail
due to one wrong action.

Practical administrative arrangements

Carrying out of the training

Implementing Training
Once the staff, course, content, equipments, topics are ready, the training is implemented.
Completing training design does not mean that the work is done because implementation phase
requires continual adjusting, redesigning, and refining. Preparation is the most important factor
to taste the success. Therefore, following are the factors that are kept in mind while
implementing training program:
The trainer – The trainer need to be prepared mentally before the delivery of content. Trainer
prepares materials and activities well in advance. The trainer also set grounds before meeting
with participants by making sure that he is comfortable with course content and is flexible in his
approach.

Physical set-up – Good physical set up is pre requisite for effective and successful training
program because it possible. This will bring people together both physically and psychologically.
Also, right amount of space should be allocated to every participant.

Establishing rapport with participants – There are various ways by which a trainer can
established good rapport with trainees by:

 Greeting participant’s simple way to ease those initial tense

moments.
 Encouraging informal conversation.
 Remembering their first name.

TRAINING EVALUATION
The process of examining a training program is called training evaluation. Training evaluation
checks whether training has had the desired effect. Training evaluation ensures that whether
candidates are able to implement their learning in their respective workplaces, or to the regular
work routines.
Purposes of Training Evaluation the five main purposes of training evaluation are:
Feedback: It helps in giving feedback to the candidates by defining the objectives and liking it to
learning outcomes.

25
Research: It helps in ascertaining the relationship between acquired knowledge, transfer of
knowledge at the work place, and training.

Control: It helps in controlling the training program because if the training is not effective,
then it can be dealt with accordingly.
Power games: At times, the top management (higher authoritative employee) uses the evaluative
data to manipulate it for their own benefits. Intervention: It helps in determining that whether the
actual outcomes are aligned with the expected outcomes. Process of Training Evaluation before
Training: The learners’ skills and knowledge are assessed before the training program. During
the start of training, candidates generally perceive it as a waste of resources because at most of
the times candidate are unaware of the objectives and learning outcomes of the program. Once
aware, they are asked to give their opinions on the methods used and whether those methods
confirm to the candidates preferences and learning style.
THE TRAINING PROCESS: -
The training process is a step by step method. If involves following steps: -
Organizational objectives Assessment of Training goals
Establishment of training needs
& Strategies

Evaluation of Implementation Revising

Training Programme of your training
Programme programme

INENTIFYING TRAINING NEEDS: -

Training needs can be assessed by analyzing three major human resource areas: the organization
as a whole, the job characteristics and the needs of the individuals. This analysis will provide
answers to the following questions:

26
  Where is training needed?
 What specifically must an employee learn in order to be more
productive?
 Who needs to be trained?
Also, in today’s market-driven economy, you would be remiss not to ask your customers what
they like about your business and what areas they think should be improved. In summary, the
analysis should focus on the total organization and should tell you (1) where training is needed
and (2) where it will work within the organization.
Once you have determined where training is needed, concentrate on the content of the program.
Analyze the characteristics of the job based on its description, the written narrative of what the
employee actually does. Training based on job descriptions should go into detail about how the
job is performed on a task-by-task basis. Actually doing the job will enable you to get a better
feel for what is done.

Training Goals: -

The goals of the training program should relate directly to the needs determined by the
assessment process outlined above. Course objectives should clearly state what behavior or skill
will be changed as result of the training and should relate to the mission and strategic plan of the
company. Goals should include milestones to help take the employee from where he or she is
today to where the firm wants him or her in the future. Setting goals helps to evaluate the
training program and also to motivate employees. Allowing employees to participate in setting
goals increases the probability of success.

OBJECTIVES OF THE STUDY TRAINING AND DEVELOPMENT:

The quality of employees and their development through training and education are major factors
in determining long-term profitability of a small and long business. If you hire and keep good
employees, it is good policy to invest in the development of their skills, so they can increase their
productivity. Training often is considered for new employees only. This is a mistake because
ongoing training for current employees helps them adjust to rapidly changing job requirements.
The main Purpose of training and Development are as follows: -

 Optimum Utilization for Human Resources: - Training and

Development helps in optimizing the utilization of human resources that further helps the employee to
achieve the organization goals as well as their individual’s goals.

 Development of Human Resources: - Training and Development helps to

provide an opportunity and broad structure for the development of human resources’ technical and
behavioral skills in organization. It also helps the employees in attaining personal growth.

 Development of skills of employees: - Training and Development helps in

increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of

27
Human intellect and an overall personality of the employees.

Productivity – Training and Development helps in increasing the productivity of the employees that
helps the organization further to achieve its long goal.

Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and
inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

Organization Culture – Training and Development helps to develop and improve the organizational
health culture and effectiveness. It helps in creating the learning culture within the organization.

Organization Climate: - Training and Development helps building the positive perception and feeling
about the organization. The employees get these feelings from leaders, subordinates, and peers.

Quality – Training and Development helps in improving upon the quality of work and work-life.
Healthy work environment – Training and development helps in creating the healthy working
environment. It helps to build good employee, relationship so that individual goals aligns with
organizational goal.

Health and Safety – Training and Development helps in improving the health and safety of the
organization thus preventing obsolescence.

Morale – Training and Development helps in improving the morale of the work force.
Image – Training and Development helps in creating a better corporate image.
Profitability – Training and Development leads to improved profitability and more positive attitudes
towards profit orientation.

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CHAPTER-2

OBJECTIVES

29
 OBJECTIVES OF STUDY
Primary Objectives: -
 To know the flaws in training and development program so that
improvement can be made in identifying problems.

 Ensure value addition through training to the overall business

process.

 To know the satisfaction level of employees with regard to their

training conditions.

 Institutionalize learning opportunities that supplement work

experience.

 Integrate organizational and individual development needs.

Secondary Objectives: -
 Enable employees to keep abreast with the latest knowledge and
skills and enable them to undertake current and future responsibilities in a more effective
manner.

 Provide linkages between the different functionaries of training

activity.

 Provide linkages of training activity with overall Human

Resource.

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 CHAPTER – 3

RESEARCH METHOLOGY

31
RESEARCH METHODOLOGY ADOPTED FOR THE STUDY
The finding, conclusion, suggestion, analysis of the report is based on the primary data collected
through survey method and the secondary data collected by me.
For the survey of “Training and development programmes to employees in IND – SWIFT
LABS LIMITED. SAMBA”, the methodology adopted is of “Personal Interview &
Scheduling”.
For the purpose of survey, interviews were taken personally of the employees both on the basis
of structures & unstructured from. Then further analysis & interpretation of collected data were
made & finally report is being prepared.
The secondary data is collected through various magazines, books, company’s personnel manual,
annual reports and the calendar of event published by the various training agencies.
1. RESEARCH DESIGN:
It is arrangement of conditions for collection and analysis of data in a manner that aims to
combine relevance to the research purpose with economy in procedure.

2. SAMPLE DESIGN:
A sample design is a definite plan for obtaining a sample from a give population. It refers to the
techniques or the procedure the researcher would adopt in selecting items for the sample. Sample
design is determined before data are collected.
 SAMPLES SIZE:
During study I have taken 50 employees as the size of sample.
 SAMPLE POPULATION:
IND-SWIFT LABS. LIMITED SAMBA
 SAMPLE UNIT:
In my study I took IND-SWIFT LABS. SAMBA unit.

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COLLECTION OF THE DATA
There are two main sources of the data, namely Primary source and Secondary source.
PRIMARY DATA:
Primary data is that data which is collected very first time or Primary data is when is collected
personally i.e. first had having established the specific attribute for consumer took up a policy a
closed end questionnaire is designed for collecting the information gain a deeper insight into
problem, the investigation is restored to sampling i.e. the information is collected from a sample
group of the employees IND-SWIFT LABS. LIMITED with a request to fill on the sport.

SECONDARY DATA: -
Secondary data is that data which has been used by another researcher before or data which has
already collected by other researchers.
Secondary source is when data is collected from published documents and other pre-searched
sources.
In this study the main source of the data is from the PUBLISHED POLICIES and data
collected from persons related to personnel management in IND-SWIFT LABS.

 Books

 Magazine

 Internet

Sampling Technique: -
Random & Convenience Sampling

33
 CHAPTER-4

Analysis and
Interpretations

34
Analysis and graphical representation of the collected data. The total strength of this organisation
is 200 approx including all rides.

Sample of respondents were asked written question .it contains 10 question .20 person were
selected on random sampling method out of the total strength of 250; employees of IND-
SWIFIT LABS LIMITED consisting of worker and administrative staff.

35
CHAPTER -5

FINDINGS

36
 FINDINGS

 There appears to be on fixed schedule for training programmes for the employees.
 All the employees said the training programmes said the training programmes lead to
improvement in their performance
 About 30% of employees said there a lot of scope for improvement in training
programmes of the company
 Most of the training programs are in the form of job instruction, lectures etc,
 Regular feedback is given by the company so as to keep the tab on the results of training
programmes
 Supervisor takes the employees feedback on training programme

37
Chapter -6
LIMITATION

38
 Limitation of study

While making this project following

 A period of 45 days is a very short period to know completely about training and

development programmes of a big organization like IND-SWIFIT LABS. LIMITED.

 While some data is collected through interviews , it may be possible that the employees

may have reacted over enthusiasistically

 The project work contains details of IND-SWIFIT LABS.LIMITED While what other

IND-SWIFIT LABS. in the country are conducting for training and development is not

known.

 The data obtain consists of personal biases of the respondents and even the non-response

was observed.

39
 Chapter -7
SUGGESTIONS

40
 Suggestions for effective training and
development

 There is vast scope for improvement in the training programmes.

 The company should provide training to its entire employees on a regular basis so that

their performance level improves at every time.

 As most of the training programmers revolve round oral instruction lectures, the

employees are not able to get result in the market .There should be practical

demonstration in front of them

 Most stress should be given on communication skill so that employees are able to

communicate with customers.

41
 Chapter-8

CONCLUSION

42
 CONCLUSION

Each employees in the organization is self contained and inseparable unit and his work also
separate . There are different aspect of work in the organization and each and every individual
preference for various aspects

Some employees have favourable attitude towards training because they want to enhance their
skill opportunities to use and develop human capacity career growth, social relevance of work
while some have unfavourable attitude as they do not want to take any initiatives .after it was
found that employees are highly satisfied with the work environment existing in the organization.

All the employees of the company are quite satisfied with the polices and practices of the
company

And it turn company is also satisfied with service of its employees which is also clear from the
previous year’s and this year’s progress figures.

One of the best features of this organization which I noticed is that use to celebrate

Each and every occasion very nicely which helps the employees to reduce their burden and stress
level. It also entertains them and energizes them.

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 QUESTIONNAIRE

HI , i am BHARAT BHUSHAN ’ student of CENTRAL UNIVERSITY JAMMU

as a part of my MBA I am conducting a research survey on ‘‘ Training and
Development’’ in please help me while filling up this questionnaire and providing
me the required information. The information by you will be kept confidential and
would be used only for the academic purpose

Personal details

 Name.......................................

 Gender

1. Male
2. Female
3. Prefer not to answer

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  Age (yrs)
1. Less than 20
2. 21-40
3. 41-60
4. Above 60

 Education qualification
1.Under graduate
2.Graduate
3.Post graduate
4.Professional

45
1 Are there any trouble makers in your company?

1. Yes
2. No
3. Can’t say

2 How often these training programmes are conducted?

1. Usually
2. Some time
3. Annually

46
3 What is the quality of those training programmes?

1. Excellent
2. Very good
3. Good
4. Insufficient

4 how do you rate the training facilities?

1. Satisfied
2. Dissatisfied
3. Partially satisfied

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5 What types of training method is being used by company to train you?

1. Job instruction
2. Role playing
3. Lectures
4. Conferences

6 Do you find the improvement in your skill after the training programme?

1. Yes
2. No
3. Can’t say

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7 Does the quality of training material provided to you is good?

1. Good
2. Unsatisfactory
3. Satisfactory

8 Are regular feedback and suggestion taken from you after each training
program?

1. Yes
2. No
3. Can’t say

49
9 Is there any improvement in your personality after the training programme?

1. Yes
2. No
3. Can’t say

10 How do you rate the overall training programme?

1. Satisfactory
2. Good
3. Outstanding
4. Poor

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