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CHAPTER-1
INTRODUCTION
Employee training tries to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities. However individual growth is not and ends in itself. Organizational growth need to be measured along with individual growth.
Training refers to the teaching /learning activities done for the primary purpose of helping members of an organization to acquire and apply the knowledge skills, abilities, and attitude needed by that organization to acquire and apply the same. Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job.
In today’s scenario change is the order of the day and the only way to deal with it is to learn and grow. Employees have become central to success or failure of an organization they are the cornucopia of ideas. So it high time the organization realize that “train and retain is the mantra of new millennium.”
SCOPE OF THE STUDY
The scope of the study covers in depth, the various training practices, modules, formats being followed and is limited to the company Reliance Money and its employees. The different training programmes incorporated/facilitated in Reliance Money through its faculties, outside agencies or professional groups. It also judges the enhancement of the knowledge & skills of employees and feedback on its effectiveness.
OBJECTIVE OF THE STUDY
The broad objective of the study of training policies in Reliance Money is to study the impact of training on the overall skill development of workers. The specific objectives of the study are:
1. To examine the effectiveness of training in overall development of skills of workforce.
2. To examine the impact of training on the workers.
3. To study the changes in behavioral pattern due to training.
4. To measure the differential change in output due to training
5. To compare the cost effectiveness in implanting training programmes.
EXECUTIVE SUMMARY
Every organization needs to have well trained and experienced people to perform the activities that have to be done. If current or potential job occupants can meet this requirement, training is not important. When this not the case, it is necessary to raise the skill levels and increase the versatility and adaptability of employees.
It is being increasing common for individual to change careers several times during their working lives. The probability of any young person learning a job to day and having those skills go basically unchanged during the forty or so years if his career is extremely unlikely, may be even impossible. In a rapid changing society employee training is not only an activity that is desirable but also an activity that an organization must commit resources to if it is to maintain a viable and knowledgeable work force.
The entire project talks about the training and development in theoretical as well as new concepts, which are in trend now.
Here we have discussed what would be the input of training if we ever go for and how can it be good to any organization in reaping the benefits from the money invested in terms like (ROI) i.e. return on investment. What are the ways we can identify the training need of any employee and how to know what kind of training he can go for? Training being covered in different aspect likes integrating it with organizational culture. The best and latest available trends in training method,
the benefits which we can derive out of it. How the evaluation should be done and how effective is the training all together.
Some of the companies practicing training in unique manner a lesson for other to follow as to how to train and retain the best resource in the world to reap the best out of it.
Development is integral part of training if some body is trained properly and efficiently the developments of that individual and the company for whom he is working. Here we discussed about development of employee, how to identify the needs, and after developing how to develop executive skill to sharpen there knowledge. Learning should be the continuous process and one should not hesitate to learn any stage. Learning and developing is fast and easy at Reliance Money.
CHAPTER-2
INTRODUCTION TO AGRA SHOE INDUSTRY
Introduction to Agra Shoe Industry
It may be producing more than 150,000 pairs of shoes every day, but to stand firmly against the competition being posed by China in the Agra footwear industry is still not ready to handle the volume of world market, he said. export orders that the US market is generating, because of lack of infrastructure and an insufficient availability of export-ready high-grade raw leather.
According to footwear industry sources, there are about 60 footwear exporting units functioning in Agra at present, though this number is less than half the number of footwear-exporting units that existed in the early 1980s, before the fall of the Soviet Union. Pegged at almost Rs 1,100 crore at present, the export potential of Agra footwear exporters is expected to grow by 20-25 per cent this year with rising labour prices in European countries, though the Indian share in the world footwear market is still less than 3 per cent, while China stands strongly poised at 29 per cent.
Puran Dawar, managing director, Dawar Footwear Industries, a prominent footwear-exporting company of Agra, said in the early 1980s, the Soviet Union was the single-largest importer of footwear from Agra, buying shoes worth more than Rs 1,200 crore from nearly 150 shoe exporters of the town, but after the fall of the Soviet Union, this export was reduced to less than Rs 100 crore, leading to the shutdown of almost 60 per cent of the shoe-exporting units of Agra.
Now, he said, after almost 20 years' dry spell in exports, the footwear
industry of Agra was slowly regaining its footing and due to the low priced but high-quality shoes produced here, the local units were receiving orders from multinationals like Bata and Lumberjack, though the industry was still vying for orders from US majors like Wal-Mart. Also, the Agra footwear industry had not been able to establish any indigenous brand of its own in the world market while shoes of multinational brands like Reebok and Woodland were selling well in Agra itself. According to Dawar, the reason behind the US companies neglecting Agra footwear companies is that a majority of the Agra shoe manufacturing companies were mid-level units incapable of producing shoe pairs in bulk, as required by the US market.
According to Dawar, the standard supply deadline of a US order was 90 days and the volume of orders reached more than 500,000 pairs of shoes in a single batch, which was a tremendous target to achieve for any Agra footwear unit because the availability of high-quality raw leather in Agra was rather scarce and the production cost of a single pair of shoes in Agra was almost 2-3 times in comparison with China, raising the overall initial investment, which the Agra footwear industry could ill-afford at this moment. He said the Agra Footwear Manufacturers and Exporters Chamber had asked the Centre to place a check on the export of raw leather in the form of livestock to neigh Agra shoes miss US orders bouring countries like Bangladesh and Pakistan, if the Agra shoe industry was assured of regular supplies of raw leather it would be able It may be producing more than 150,000 pairs of shoes every day, but to stand firmly against the competition being posed by China in the the Agra footwear industry is still not ready to handle the volume of world market,
The Germany-based Ara Shoes AG, the sixth largest branded footwear house in the world and the largest in Europe, is learnt to have finalized plans to enter India. Tata International, the $1 billion trading outfit of the Tata group, is believed to have struck arrangements with the $780 million German giant to market the latter’s high-end shoe brand Lloyd in India.
Lloyd shoes are available overseas ranging from $40 to $2,500. An exclusive Lloyd showroom will be opened in the city shortly. Sources
close to the development said the Tata firm would announce the tie-up next week. Maxmilian Mueller, managing director, Lloyd would be in Mumbai mid-next week to announce the venture, they added.
Nearly two months ago, Ara Shoes had entered into an understanding with the Hong Kong-based Tata South East Asia to jointly manufacture up to 1.5 million pairs of footwear per year in China for five years. In addition to Lloyd, other brands of Ara are Ara, Think, Legero, A & W. Ara sells close to 14 million pairs per annum.
Tata International is India’s largest exporter of leather and leather products and has manufacturing facilities at Dewas. The units are complemented by supply-chain operations at various locations in India and in countries such as China and Bangladesh. The company exports to 110 countries and has a presence in 25 nations.
The ailing footwear industry of Agra may at last see better days. With foreign footwear importers beginning to show interest in the old leather industry of this town, the shoe manufacturing and exporting companies of Agra are busy setting ambitious export targets for the years.
In an effort to attract foreign buyers, the footwear manufacturers of Agra are now preparing to participate in a footwear expo to be held in September in Milan under the aegis of the Indian Trade Promotion Organization and the Union ministry of small-scale industries under its Export Promotion & Marketing scheme.
This is not the first of Agra’s Italy connections. Earlier it had been reported in this paper a footwear components park would be set up in Agra by the Council of Leather Exports, government of India, at over Rs 16 crore. Work is in progress. Sources said Italian companies had agreed to buy out a significant part of the park. In the first phase, 58 domestic footwear units had proposed to set up units in the park and efforts were also under way to get this park classified as a special export park with the ministry of commerce giving the shoe manufacturers the advantage of duty draw backs and tax rebates on footwear export.