SUMMER INTERNSHIP REPORT

Conducted at
RITA PAD PRINTING SYSTEMS LTD.

On Project
“Study of Training and Development of Employees”
Submitted to
Jhajjar polytechnic collage

Session [2021-2023]
Submitted by
Rohit kandwal
210051700083

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 ACKNOWLEDGEMENT

It is a great opportunity & pleasure for me to express my profound gratitude towards all
the individuals who directly or indirectly contributed towards completion of this report.

Working on this report was a great fun, excitement, challenges and a new exposure in the
field of Engineering

I am greatly indebted to under whose guidance and concern i am able to bring the report
into its real shape.
· Mr. PANKAJ GARG (HRD, RITA PAD PRINTING SYSTEMS LTD.)

I am thankful to all faculty members of management department in providing me useful

guidance for the completion of this report.

I convey my gratitude to all those who are directly or indirectly related in the completion
of this project report.

Finally I would be failing in my duty if I don't express my thanks to the respondents

whom I visited and took their valuable time to answer my questionnaire.

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 DECLARATION

I ROHIT KANDWAL student of JHAJJAR POLYTECHNIC COLLAGE here

by solemnly declare that the project titled ―training and development” is my
original as all the information, facts and figure in this report is based on my own
experience and study during my summer training procedures.

ROHIT KANDWAL

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 PREFACE

Partial knowledge is an impotent suffix to theoretical knowledge; one cannot merely

rely upon the theoretical knowledge. Classroom make the fundamental concept
clear, but practical skill in a firm has significant role to play in a development of
skill in mechanical field, it is necessary that they combine their classroom's learning
with the knowledge mechanical mechine .

I am extremely happy to place before the esteemed Teachers/Management the

Report of the project entitled "Training and Development".

It has not only helped me to enhance my knowledge about various fields of mechine
& Company responsibilities towards their welfare but also gave new dimension to
my knowledge about communication & attitude of the Employees towards the work
& their duties.

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 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 these
requirements, training is not important. When this not the case, it is necessary to raise the
skills 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 today 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 employees training is not only 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 employees and how to know what kind of training he
can go for?

Training being 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 train
and retain the best resource in the world to reap the best out of it.

Development is integral part of training if somebody is trained properly and efficiently the
developments of that individual and the company for whom he is working. Here we discussed
about development of employees, how much to identify the needs, and after developing how
to develop executive skill to sharpen their knowledge. Learning should be continues process
and one should not hesitate to learn any stage. Learning and developing is fast and easy at
LUMAX industries ltd.

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 INDEX

Page
Serial no. Chapters no.

01. Introduction 10

02. Training and Development 13

03. Company profile 25

04. Objective of the project. 45

Training and Development at Rita Pad Printing

Ltd.
05. 47

06. Research Methodology 39

07. Data interpretation and Data analysis. 43

08. Learning during SIP 57

09. Conclusion. 61

10. Recommendation and suggestion. 72

Bibliography. 78
11.

Annexure. 80
12.

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INTRODUCTION

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INTRODUCTION TO MECHANICAL ENGINEERING
Mechanical engineering is a study of physical mechine that may involve
force and movement . it is an engineering branch that combine engineering physics
and mathematic principles with material science ; to design , analyze , manufacture ,
and maintain mechanical system . it is one of the oldest and broadest of the
engineering branches . mechanical engineering requires an understanding of core
areas including mechanics , dynamics , thermodynamics , material science , design ,
structural design , and electricity . in addition to these core principle , mechanical
engineering use tools such as computer – aided design (CAD) , and product lifecycle
management to design and analyze manufacturing plant , industrial equipment and
machinery , heating and cooling system , transport system , aircraft , watercraft ,
robotics , medical device , weapons and other .
Mechanical engineering emerged as a field during the industrial
revolution in Europe in the 18th century , however , its development can be traced
back several thousand years around the world . in the 19 th century , development in
physics led to the development of mechanical engineering science . The field has
continuous envolved to incorporate advancement , today mechanical engineering are
pursing development in such areas as composites , mechatronics and nanotechnology .
It also overlap with aerospace engineering , metallurgical engineering , civil
engineering , structural engineering , electrical engineering , chemical engineering ,
industrial engineering , and other engineering disciplines to varying amounts .
Mechanical engineering may be also work in the field of biomedical engineering ,
specifically with biomechanical engineering , transport phenomena and modelling of
biological system .

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 INTRODUCTION OF THE TOPIC

One of the most talked subjects in corporate circles, in recent times is how
to optimize the contributions of human resources in achieving organizational goals.
An efficient and satisfied workforce is the most significant factor in organizational
effectiveness and marginal excellence. But experiences in business and service
organizations however indicate that management, comparatively speaking, bestow
more time and attention to policies and systems relating to production, technology,
investment, inventory, marketing, etc than to human resources.

Compulsion of modern business environment is however promoting

corporate managements to systematically review their current attitudes, beliefs and
policies towards human resources for they contribute most significantly to the
survival and growth of organization. Enlightened and progressive managements have
therefore come to believe that people are not problems but opportunities. Training and
Development activities are important part of exploring these opportunities.

Training and Development activities are designed to impart specific skills,

abilities and knowledge to employees. Training is a planned effort by an organization
to facilitate employee’s learning of job related knowledge and skills for the purpose of
improving performance. Development refers to learning opportunities designed to
help employees grow and evolve a vision for future.

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TRAINING AND DEVELOPMENT

13
DISTINCTION BETWEEN TRAINING AND DEVELOPMENT

TRAINING DEVELOPMENT

1.Training means learning skills and 1.Development means growth of an

knowledge for doing a specific job. employees in all respects.

2.It is concerned with maintaining and 2.It seeks to develop competence and
improving current job performance. skills for future performance. Thus, it has
Thus, it has short-term perspective. a long-term perspective.

3.It is job-centered in nature. 3.It is career-centered in nature.

4.The executives has to be motivated

4.Role of trainer is very important.
internally for self development.

TRAINING AND DEVELOPMENT

MEANING OF TRAINING AND DEVELOPMENT:-

In simple terms, training and development refer to imparting specific skills, abilities
and knowledge to an employee.

A formal definition of training and development is:-

“It is any attempt to improve current or future employee performance

14
by increasing an employee’s ability to perform through learning, usually

by changing the employee’s attitude or increasing his skills and

knowledge.”

15
 The need of training and development is determined by employee’s performance

deficiency, compute as follows:-

Training and development need = Standard performance – Actual

performance.

Training is an organised activity for increasing the knowledge and skills of people for
a definite purpose. It involves systematic procedure for transferring technical know-
how to employees so as to increase their knowledge and skills for doing specific jobs
with proficiency.

According to Edwin B. Flippo, “Training is the act of increasing the knowledge And
skills of an employee for doing a particular job.”

Training involves the development of skills that are usually necessary to perform a
specific job. Its purpose is to achieve a change in the behavior of those trained and to
enable them to do their jobs better. It makes newly appointed workers fully productive
in the minimum of time. It is equally important for the old employees due to frequent
changes in technology.

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PROCESS OF TRAINING AND DEVELOPMENT

Process of training and development is a well planned process. The following graph
represents this in a graphical manner:-

TRAINING AND DEVELOPMENT PROCESS

ORGANISATIONAL
OBJECTIVES AND
STRATEGIES

ASSESSMENT OF
TRAINING NEEDS

ESTABLISHMENT OF
TRAINING AND
DEVELOPMENT GOALS

DEVISING TRAINING
AND DEVELOPMENT
PROGRAMME

IMPLEMENTATION OF
TRAINING AND
DEVELOPMENT
PROGRAMME
EVALUATION OF
RESULTS

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 NEED OF TRAINING AND DEVELOPMENT

Training is important not only from the point of view of organization ; but also for the
employees. Training is valuable to the employees because it will give them greater job
security and opportunity for advancement.

The need of training arises in an enterprise due to following reasons:-

CHANGING TECHNOLOGY:-Technology is changing at a fast pace. The

workers must learn new techniques to make use of advanced technology. Thus,
training should be treated as a continuous process to update the employees in new
methods and procedures.

QUALITY CONSCIOUS CUSTOMERS:-Customers have become quality

conscious and their requirements keep on changing. To satisfy the customers, quality
of products must be continuously improved through training of workers.

GREATER PRODUCTIVITY:-It is essential to increase productivity and Reduce

cost of production for meeting competition in the market. Effective training can help
increase productivity of workers.

STABLE WORKPLACE :-Training creates a feeling of confidence in the minds of

the workers. It gives them a security at the work-place. As a result, labor turnover and
absenteeism rates are reduced.

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TRAINING AND DEVELOPMENT OBJECTIVES

· Training objectives are formed keeping in view company’s goals and

objectives.

· To prepare the employee [both new and old] to meet the present as well as

changing requirements of job and organization.

· To impart to the new entrants the basic knowledge and skill needed for the

performance of a definite job.

· To assist employees to function more effectively in their present positions by

exposing them to latest concepts, information and techniques and developing

the skill sets that may need further.

· To develop the potentialities of people for the next level of job.

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· To ensure smooth and efficient working of department.

· To bridge the gap between “existing performance ability” and “desired

performance”.

· To improve organizational climate since an endless chain of positive reactions

can result from a well planned training programme.

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 IMPORTANCE OF TRAINING AND DEVELOPMENT

Training plays an important role in human resource department. It is necessary,

useful and productive for all categories of workers and supervisory staff. The

importance of training and development in an enterprise are:-

· OPTIMUM UTILIZATION OF RESOURCES :-Training and development

helps in optimizing the utilization of human resources that further helps the
employees to achieve the organizational as well as their individual goals.

· 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 human intellect and an overall personality of

the employees.

· PRODUCTIVITY :-Training and development helps in increasing productivity

of the employees that helps organization to achieve its long-term goals.

· TEAM SPIRIT:-Training and development helps in inculcating the sense of

team-work, team spirit, and inter-team collaborations.

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· QUALITY :-Training and development helps in improving upon quality of

work and work-life.

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 TYPES OF TRAINING

On the basis of purpose, several types of training programmes are offered to

employees. The important types of training programmes are as follows:

INDUCTION TRAINING:-Induction is concerned with introducing a new employee to

the organization and its procedures, rules and regulations. When a new employee
reports for work, he must be helped to get acquainted with the work environment and
fellow employees.It is better to give him a friendly welcome when he joins the
organization, get him introduced to the organization and help him to get a general idea
about rules and regulations, working conditions, etc of the organization.

JOB TRAINING:-Job training relates to specific job which workers has to handle. It
gives information about machines, process of production, instructions to be followed,
methods to be used and so on. It develops skills and confidence among the workers
and enables them to perform the job efficiently. It is the most common of formal in-
plant training programmes.It helps in creating interest of the employees in their jobs.

APPRENTICESHIP TRAINING:-Apprenticeship training programmes tend more

towards education than merely on vocational training. Under this, both skills and
knowledge in doing a job or a series of related jobs are involved. The government of
various countries have passed laws which make it obligatory on certain classes of
employers to provide apprenticeship training to young people. The usual
apprenticeship programmes combine on the job training and experience with class
room instructions in particular subjects. This training is desirable in industries which
requires a constant flow of new employees expected to become all round craftsmen. It
is very much prevalent in printing trades, building and construction and crafts like
mechanics, electricians, welders, etc.

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INTERNSHIP TRAINING:-Under this method, the educational and vocational institute
enters into arrangement with an industrial enterprise for providing practical
knowledge to its students. This training is usually meant for such vocations where
advanced theoretical knowledge is to be backed up by practical experience on the

job. For instance, engineering students are sent to big industrial enterprises for gaining
practical work experience and medical students are sent to hospitals to get practical
knowledge. The period of such training varies from six months to two years.

REFRESHER TRAINING:-As the name implies, the refresher training is meant for the
old employees of the enterprise. The basic purpose of this training is to acquaint the
existing work-force with the latest methods of performing their jobs and improve their
efficiency further. In the words of Dale Yoder, “Retraining programmes are designed
to avoid personnel obsolescence.” The skills with the existing employees become
obsolete because of technological changes and of the human tendency to forget.

TRAINING FOR PROMOTION:-The talented employees may be given adequate

training to make them eligible for promotion to higher jobs in the organization.
Promotion means a significant change in the Responsibilities and duties. Therefore, it
is essential that employees are provided sufficient training to learn new skills to
perform their jobs more efficiently. The purpose of training for promotion is to
develop the existing employees to make them fit for undertaking higher job
responsibilities. This serves as a motivating force to the employees

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 METHODS OF TRAINING

The various methods of training may be classified into the following categories:

On-the-job training

Vestibule training

Off-the-job training

ON-THE-JOB TRAINING:-On-the-job training is considered to be the most effective

method of training the operative personnel.Under this method, the worker is given
training at the work place by his immediate supervisor. In other words, the worker
learns in the actual work environment.It is based on the principle of “learning by
doing”.

There are four methods of on-the-job training described below:-

COACHING:-Under this method, the supervisor imparts job knowledge and skills to
his subordinate.The emphasis in coaching the subordinate is on learning by
doing.This method is very effective if the superior has sufficient time to provide
coaching to his subordinates.

UNDERSTUDY:-The superior gives training to a subordinate as his assistant. The

subordinate learns through experience and observation.It prepares the subordinate to
assume the responsibilities of the superior’s job in case the superior leaves the
organization. The purpose of understudy is to prepare someone to fill the vacancy
caused by death, retirement, transfer, or promotion of the superior.

POSITION ROTATION: The purpose of position rotation is to broaden the

background of the trainee in various positions. The trainee is periodically rotated from

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job to job instead of sticking to one job so that he acquires a general background of
different jobs. However, rotation of an employee from one job to another should

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not be done frequently. He should be allowed to stay on a job for sufficient period so
that he may acquire the full knowledge of the job.

JOB ROTATION:-Job rotation is used by many firms to develop all-round workers.

The employees learn new skills and gain experience in handling different kinds of
jobs. They also come to know interrelationship between different jobs. It is also used
to place workers on the right jobs and prepare them to handle other jobs in case of
need.

VESTIBULE TRAINING
The term ‘vestibule training’ is used to designate training in a class-room for semi-
skilled workers. It is more suitable where a large number of employees must be
trained at the same time for the same kind of work. Where this method is used, there
should be well qualified instructors in charge of training programmes.Here the
emphasis tends to be on learning rather than production. It is frequently used to train
clerks, machine operators, typists, etc.

Vestibule training is adapted to the general type of training problem that is faced
by on-the-job training. An attempt is made to duplicate, as nearly as possible, the
materials, equipments and conditions found in real work place. The human resources
department makes arrangements for vestibule training when the training work exceeds
the capacity of the line supervisors. Thus, in vestibule training, the workers are trained
on specific jobs as they would be expected to perform at their work place.

Vestibule training has certain demerits also. The artificial training atmosphere may
create adjustment problem for the trainees when they are sent to their actual work
place. It is relatively expensive as there is duplication of materials, equipments and
conditions found in the real work place.

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OFF-THE-JOB TRAINING:-It requires the workers to undergo training for a specific
period away from the work place. Off-the-job methods are concerned with both
knowledge and skills in doing certain jobs. The workers are free of tension of work
when they are learning.

There are several off-the-job methods of training as described below:-

SPECIAL LECTURE CUM DISCUSSION:-Training through special lectures is also

known as “class-room training”. It is more associated with imparting knowledge than
skills. The special lectures may be delivered by some executives of the organization
or specialists from vocational and professional institutes. Many firms also follow the
practice of inviting experts for special lectures for the staff on matters like health,
safety, productivity, quality, etc.

CONFERENCE TRAINING:-A conference is a group meeting conducted According

to an organised plan in which the members seek to develop Knowledge and
understanding by oral participation. It is an effective training device for persons in the
positions of both conference member and conference leader. As a member, a person
can learn from others by comparing his opinions with those of others. He learns to
respect the viewpoints of others and also realizes that there is more than one workable
approach to any problem.

CASE STUDY:-The case method is a means of stimulating experience in the

classroom. Under this method, the trainee are given a problem or case which is more
or less related to the concepts and principles already taught. They analyze the problem
and suggest solutions which are discussed in the class. The instructor helps them
reach a common solution to the problem. This method gives the trainee an opportunity
to apply his knowledge to the solution of realistic problems.

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COMPANY
PROFILE

29
30
COMPANY
PROFILE

MISSION STATEMENT & GUIDING PRINCIPLES

To provide cost effective solutions of the highest quality standards to the

industrial marking & decorating industry worldwide to create & develop long
term partnerships with our valued customers

To promote interactive management with integrity, corporate, social &

environmental responsibility

COMPANYBACKGROUND

The Rita Pad group was started to manufacture pad printing machines in india
for the german market. with it"s commitment towards customer satisfaction and
quality, the company today is the undisputed market leader with over 2500
installations in india & internationally & over 1000 customer-partners.
continuous r & d efforts have lead to a range of over 50 cost-
effective machines with infinite options for customisation to suit individual
needs, a complete range of accessories & Consumabless; and several global &
national patents

QUALITY EMPHASIS

The company has an independent quality assurance department headed by a

senior level manager, who reports directly to the managing director. most
modern norms of quality assurance & management are followed.

PRODUCT OFFERING

Pad printing & laser marking machines & systems.

specialised machines and automatic systems built around these technologies

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LOCATION

the head office, works, marketing office & training centre are strategically
located in gurgaon, near the capital new delhi on over 12ooo square feet area,
with the most modern and state of the art facilities

BRANCH NETWORK

From a full fledged office in mumbai, to various distributors all over the
country, you are never far from your friendly rita pad representative

International tie-ups exist in several countries and more country distributors are
being appointed in unrepresented areas.

STAFFING

The group employs over 60 people; the majority of whom are well qualified
engineers with specific skills in customer support, manufacturing, development
& quality

R&D

A significant part of the company's revenues are ploughed back in the form of
research & development. this has lead to increased product evolution &
development, new technology & process development, eventually leading to a
better, more reliable and cost effective offering to the end-user

PARTIAL LIST OF CUSTOMERS

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 Mahindra Sona MK Electic
Honeywell International (I)
Limited Munjal
Ltd.
Moser Baer India Ltd. Showa
Romsons Scientific
Microtek International Electrolux
ROOTS Auto. Products
Ltd. ABB
Sundaram Fastners Ltd.
Liberty Footwear Ltd. Groz Net
Cooper Bussmann
Bharat Electronics Ltd.
Havell's India Ltd.
Shriram Pistons Ltd.
Phoenix Lamps India Ltd.
SPEL Semiconductors
Premier Instruments &
Ltd.
Control Ltd.
Sundaram Clayton
Minda Group of Industries
Ltd.
Ltd.
Whirlpool of India Ltd.

INTRODUCTION
TO PAD PRINTING
Pad printing is an easy to operate, user friendly advanced technology especially suited
to printing on surfaces of any shape, with precise registration and high speed. Printing can be
accomplished on surfaces of any textures or composition at a fraction of the time and cost required by
other printing methods.

MTM 60GF MTM 150

Our state of the art standard open and sealed ink cup pad printing machines, have a wide range of
image capabilites and multi-color configurations. The modular design of Rita Pad Printing
Machines facilitates customization to your needs. Take a look at our gallery for some examples of
our specialised industrial systems.

Please see Demo of our MTM 100 Pad Printing Machine.

PAD PRINTING
APPLICATIONS

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34
35
CONSUMABLE

Printing pads of various shapes, sizes and hardness to suit your requirement, a variety of long-life

36
Cliche Plates which give up to 10 million impressions are available from our plate etching
department assuring precise registration and excellent print quality. An extensive range Proll Inks
from Germany are available, Rita Pad has an ink whatever the product surface or shape. Training,
after sales, customised machines etc., to suit individual needs.

Pads Cliche Plates

Printing Inks

Round Pads
Rectangular Pads
Square Pads
Special Pads Additives & Solvent
Longitudinal Pads

Pads
Rita Pad offers more than hundred of standard shape pad, available in different qualities and
hardness to suits industrial pad printing applications. Special pads for specific requirement can be
developed and manufactured on request. The pad is certainly an important and critical element in
pad printing. It takes the ink from plate and deposits it on the object to be printed. It is
recommended for printing graphics with particularly precise printing.
The ideal contact angle between object and pad surfaces lies between 20 ° and 50 ° . The point of
the pad is always critical area, especially where engraving is not screened. In general the point of
the Pad must always find itself outside engraving.
New pad need to be tamped. This can be done by using Acetone dampened cotton and tamping 100-
200 strokes (up down) of pad. Now the pad is activated and ready for use. Do not use any other
thinner for tamping of pad because other thinner will rapidly damage the pad surface. Pads should
be always stored far from heat sources and in closed cabinet in order to avoid contact with dust and
light.
Cliché Plates
To enable you to meet the high quality criteria in printing, we have developed a range of Cliché
Plates suited to the various applications in pad printing. Our in-house artwork and plate making
experts assure top quaility plates. Be sure too profit from the plus features of this high quality
precise material (HCHCr) with the hardness of 58~62 HRC even in long run. It reproduces perfectly
sharp solid images and all of it from the first label to the last, even in the long runs.
For durability, when it is not used the plate must be covered in polythene with the coating of anti
rust oil.
We also deal in thin steel cliché, photo-polymer plates.
Pad printing Inks
RPPSL provides a range of standard, highly opaque inks, plus additives and solvents specially made
for the product decorating industry. These top class pad printing inks are available in single or two
component forms, UV curing type enabling adhesion to various types of materials. All the inks
supplied are non-toxic with reduced levels of heavy duty metal as per DIN71 standard. Inks are
available in various shades.
For general ink colour reference, please see the standard shade card. The colours shown here are
apparent only.
We have two types of universal inks systems produced by Wiederhold, Coates Screen, German and

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Proll, German.
Thinners & Retarders
These auxiliary agents are used to adjust the viscosity of ink to the proper printing consistency in
different type of environment and requirements. Its type and amount depends on speed of machine,
environment, cliche depth etc.
Retarders are used for slow printing speeds . In many applications it is better not to use them alone
but add them to universal thinners. Evaporation rate of the thinner/ retarder depends on the
solubility of the ink. Thinners with good solubility are retained in the ink for a longer period of time
than thinner with a low solubility.
Higher the amount of solvent added to the ink, longer it takes to evaporate and subsequently air
drying of the ink will be slower

LASER
PRODUCT
LINE

20 W, Pulsed Fiber
Laser
Nd : YAG Laser
Marker
SICS OF LASER MARKING &
APPLICATIONS

Optical Characteristics of CO 2 & Nd:YAG Lasers

Electro-magnetic Spectrum: Nd:YAG and Carbon Dioxide lasers emit radiation at different
wavelengths. Fundamentally, the 1.064 micron wavelength of the Nd:YAG is an order of magnitude

38
shorter than the 10.6 micron radiation from a Carbon Dioxide laser. In materials processing, the
shorter wavelength of the Nd:YAG couples better to metal while the longer Carbon Dioxide
wavelength is more suitable for cutting plastics, ceramics and other organic materials. The electro-
magnetic spectrum below shows where the Nd:YAG and CO2 laser emissions are located relative to
other lasers and radiation sources.

The fundamental wavelength of the Nd:YAG laser is 1.064 microns while the carbon dioxide laser
emits at 10.6 microns. Most industrial laser markers use either the fundamental output of
these lasers. The Nd:YAG laser wavelength can also be shifted into the green at 0.355 micron or the
UV at 0.266 microns using non linear optics. These shorter wavelengths are now being adopted for
very small (micro-marking) applications in a broad range of materials. The shorter wavelength of the
Nd:YAG laser couples to metal better than the CO2 laser. However, for many marking applications
on plastics or painted objects, the CO2 laser is equally as practical as the Nd:YAG laser and may be
somewhat less costly. Nd:YAG laser beams also have the advantage of focusing to a smaller spot
diameter, with higher power density. As a result, they produce a smaller heat affected zone and less
thermal distortion. Nd:YAG laser energy may also be delivered via a fiber optic cable which allows
for greater flexibility in the factory environment.

In general, RITA LASER produced Nd:YAG lasers at the fundamental 1.064 wavelength are best
suited for marking metals while the CO2 laser is more suited for plastics, painted or
organic marking. This is the Global Standard.

Carbon
Nd:YAG Met Dioxide
als Plastic/Organic
s

Laser markers are used to produce alpha-numeric characters, bar codes, serial numbers, logo's,
artwork and other graphic images using a non-contact thermal process. Beam characteristics of
Nd:YAG laser markers are classified according to their mode structure. For applications requiring
higher average power, the multi-mode output is most desirable. Multi-mode output spot diameters are
typically 30 to 60 microns. TEMoo or End Pumped by Diode Array (DPSS) Systems use much
substantially lower powers to get comparative Outputs as compared to Lamp Pumped Systems due to
superior Beam Characteristics. Fixed or fiber optic beam delivery may be employed from the
resonator to the scanning assembly.

LASER BEAM GENERATION

ND:YAG LASER

39
Note : This is the system followed by Rita Laser , and all topmost global companies. The flash lamp
used is a Krypton Lamp.

ACOUSTO -OPTIC Q SWITCHING (PULSING THE LASER BEAM)

When an RF signal is applied to the transducer an acoustic wave is projected through the quartz
which momentarily compresses the material and changes its index of refraction. Some of the light
passing through the Q-switch is diffracted to a small angle and misses the rear mirror momentarily,
causing the lasing action to cease. During this phase, the atoms in the laser rod gain energy which is
stored until the RF signal is removed. The resulting burst of laser energy may be several kilowatts of
peak power, significantly more peak power than the laser would emit without the Q-switch. Q-
switching is the most common means of producing very short pulse widths and very high peak power
from a relatively low power Nd:YAG laser. Q-switches at Rita Laser and globally typically operate
at frequencies from 1 to 50 kHz.

LASER POWER - A MACHINE SPECIFICATION

Average Power and Power Density: A continuous wave (CW) Nd:YAG laser marker rated at 50
watts produces the same average power as a 50 watt light bulb. The difference is the light bulb
projects white light of all wavelengths in all directions. The laser emission is coherent (traveling in
one direction), mono-chromatic (of one wavelength) and in phase. The power density, expressed in
watts/cm2 tells us how concentrated the laser energy is at the point of focus. A laser producing 50
watts of power in a 0.005" diameter spot will produce considerably higher power density than the
same laser with a 0.500" spot diameter. The effective marking power of the laser is the net power
density produced at the point of focus or where the best laser mark is achieved . Rita Laser produces
Marking Lasers with Powers ranging from 30 to 150 Watts, with the highest Flux Ratings for Longest
Possible Machine Life (LPML)

GALVANOMETER SCANNING (BEAM STEERING) - HOW A MARKING LASER

"WRITES"

Galvanometer or XY Scanner: The output of the laser marker is typically directed by moving
mirrors operating in both the X and Y planes. The XY mirror sets are each independently connected
to highly accurate, repeatable and extremely fast galvanometer drivers (motors). Precision beam
steering, and thus the laser mark, in both the X and Y axis is controlled by the software and control

40
electronics.

MARKINGFIELD

Flat Field Lens: The most common method to focus the laser beam in a laser marker is after it is
positioned by the XY galvanometer mirrors by using a flat field lens. Typical flat field lens sets
provide marking areas from 60 mm to over 300 mm in diameter. These flat field lenses provide a
relatively large marking area and permit fast, high quality laser marks and distortion free pictures to
be made on a broad range of metals and other materials.

SOME FAQS

1. What Materials Can Be Marked?

CO2 : Suitable materials include: engraving plastic, acrylic, coated metal, wood, glass, stone, leather
and rubber. Most organic materials mark well.

Nd:YAG Suitable Materials include : Hardened and non-hardened Steels; Aluminum; Stainless
Steels; Gold, Silver, Copper, Invar; Coated & Plated Metals; Nylon, ABS, PES, Polycarbonate, PVC,
Styrene, Resins. Most metallic materials mark well.

2. How Fast Are The Machines?

Speed varies depending on whether you are engraving or cutting, the detail required and the material.
Top Line Speeds are in the region of 5000 mm/second

3. What Else Is Needed To Operate The Machines?

In addition to the machine you need:

Computer (IBM PC or Compatible running WindowsT 95/98.) Rita Laser normally provides this
with preloaded Marking Software

41
Graphics program (CorelDraw and AutoCAD are popular programs)

Exhaust system (to safely evacuate engraving chamber of any smoke or odors generated in the
engraving or cutting process and expel it.) This is not normally needed when marking Metals with an
Nd: YAG Laser.

Chiller Rita Laser provides this. De-ionized water is needed as cooling medium for initial Charge and
Top-up
Voltage Stabilizer Where Power Fluctuations are common
Air Conditioning Where ambients exceed 30 o C and/or Dusty Conditions prevail

4. Are The Machines Safe?

All Rita Laser Systems' platforms contain a CO 2 laser in a class 1 enclosure (Class I is the safest
laser rating) or an Nd:YAG Laserin a safe Housing. Rita Laser voluntarily follows the Safety
Recommendations laid out in ANSI Z 316. Safety Glasses are provided as Standard Equipment with
the machine, and it is common sense for the Operator not to look continuously at the emitted Laser
Beam. During the Laser Marking Process, no effluents or other Pollutants are produced.

5. Are The Machines Easy To Use?

All Rita Laser's systems are designed for ease of use. Following are the basic setup steps:

1. On your computer, prepare the graphics to mark or engrave - just as you would do for a
standard printer
2. Load the material to be engraved or cut into the machine
3. Use the "mark" command in the graphics software to mark on the work piece.

6. How Much Maintenance Is Required?

Periodic cleaning is the most common general maintenance on a Rita Laser Machine. It is desirable
to clean the two exposed mirrors and lens in the same way one would clean a camera lens. The
moving parts and engraving table should also be wiped down. Periodic cleaning requires less than 5
minutes.

With periodic cleaning, most potential problems are eliminated. Other maintenance such as part
replacements and adjustments have been minimized, but when necessary can be accomplished by the
machine operator on site with minimal down time.

7. What If There Was A Problem With A Machine?

All Rita Laser System machines are designed to be field serviceable. If a problem is noted, please
contact the nearest Service Point for assistance.

8. Who's Laser Modules Does Rita Laser Systems Install Into Their Laser Systems?
Rita Laser Systems manufacture their own laser modules within their state-of-the-art facility. The
key advantages are serviceability and cost savings for the end-user. Key Components like Lenses,
YAG Rods, CO2 Laser Cartridges; Galvanometer Scanners, Accousto-Optic Q Switches etc. are
imported from Global Leaders in their Specialized Fields.

APPLICATIONS DEVELOPMENT LABORATORY

Our state-of-the-art applications lab is located at our Gurgaon, Haryana Plant. Our technicians are
able to accumulate valuable data pertaining to various jobs that can be accomplished using Rita Laser
Marking Systems. After a period of testing, our technicians furnish a complete report of their

42
findings, outlining the machine used for the particular process, the optimum power and speed settings
and the time it took to accomplish the final result.

This feature is very useful to those who are requested to take on a specific job by their customer. The
material may be unfamiliar or even dangerous to work with, the customer may have many questions
as to how to achieve success or whether the material can even be used in conjunction with
a laser beam. Sometimes the Customer may need to run a short/medium batch for approvals before
finalizing the Equipment Purchase Decision.

The Applications Lab is another helpful feature that defines Rita Laser Marking Systems as the
industry leader when it comes to laser technology. It is proposed to expand this concept to various
other locations in India & Overseas.

LASER
APPLICATION
S

43
LASER
ACCESSORIE
S

FLASH LAMPS
A wide variety of Krypton Arc Lamps are
available.
SAFETY EYEWEAR
Safety Eyewear for both Nd:YAG & CO 2
Laser Wavelengths, in Various Styles and in
Prescription Lenses

LASER VIEWING ACRYLIC

Workstation viewing ports
Durable and scratch resistant
Impact resistant
Requires no sandwiching
Meets ANSI Z136.1 and Z87.1
Custom cut to your specifications

44
 LASER SAFETY WARNINGS AS PER
ANSI Z 316

LASER POWER METERS

Hand Held Portable Power Meters in Different
Power & Frequency/Wavelength Ranges

ORGANISATION STRUCTURE

TOP MANAGEMENT LEVEL AT RITA PAD

CHAIRMAN (RITA GROUP)

MANAGING DIRECTOR (RITA)

PRESIDENT (RITA)
(POLY)

VP

45
 VP
VP
VP Asst. VP
(ENGI) (MATERIAL)
(FIN. & ACC.)
(PER&ADMIN)

Sr. VP
(MKTG.)

46
MANAGEMENT HIERARCHY

MANAGING DIRECTOR

PRESIDENT

Sr. VICE PRESIDENT

GENERAL MANAGER

Dy. GENERAL MANAGER

Sr. MANAGER

MANAGER

Dy. MANAGER

Asst. MANAGER

SHIFT In- CHARGE

SUPERVISOR

WORKMEN

47
 HIERARCHY OF PERSONAL DEPARTMENT

HR (VP)

D.G.M.

PERSONAL SECURI
ADMINISTRATION IR TY

Manage Manage
r Manage r
r

Asst. Officer Officer

Manager
Asst.
Manager Asst.
Contract Manage
Attendance r
mgt. mg
.. t. Salary

mgt.

Officer
Officer Officer

48
 Manager

Asst.
Asst.Manager Asst.Manager Asst.Manager Manager
Recurt/sel/
T&D app Tick/Hosp Gover/liesce

Officer Officer Officer

49
OBJECTIVES

50
 OBJECTIVES OF THE PROJECT

The project is entitled as, “Study of Training and Development of employees in

RITA PAD PRINTING SYSTEMS LTD.”So, the basic objectives of the project is as
follows:-

· To acquire a thorough knowledge base on subject of Training and Development.

· To study how Training and Development programmes are undertaken in the

organization.

· To know process of Training and Development at Indorama synthetics RITA

PAD PRINTING SYSTEMS LTD.

· To study the induction programme at RITA PAD PRINTING SYSTEMS LTD.

51
· To study the effectiveness of Training and development in the organization.

· To measure the satisfaction level of employees regarding training and

development.

52
 TRAINING AND DEVELOPMENT

AT RITA PAD PRINTING SYSTEMS

LTD.

53
The vision is to, “THINK GLOBAL GROW GLOBAL”

Training is the process of increasing the knowledge and skills for doing a particular
job. It is organized procedure by which people learn knowledge and skill for a definite
purpose. The purpose of training is basically to bridge the gap between jobs basically
to bridge the gap between job requirement and present competence of an employee.
Training is closely related with the education and development.

Employee Training is distinct from management development. Training is

the short term process utilizing a systematic & organized procedure by which non –
managerial personnel learn technical and mechanical operations of machines. It for
short duration and for specific job related purpose.

Development is the long term process utilizing a systematic and organized

procedure by which managerial personnel learn conceptual and theoretical knowledge
for general purpose. It involves philosophical and theoretical educational concept and
it is designed for manager.

The IRSL provides the training session to the every level of employee in the
organization. It begins from manager level to the worker level.

Even the new fresher including Management trainee (MT’s) and General engineering
trainee (GET’s) gets the training.

54
55
TRAINING PROGRAME

The training program is given at RITA PAD PRINTING SYSTEMS LTD. at every month
according to the training calendar is being schedule. The induction program at RITA PAD
PRINTING SYSTEMS LTD. is normally of 6 month. It is designed as per the departmental
requirements.

In the beginning of this program, the employee is required to fill a particular form.
This form contains his basic information. The induction program for the employee is
designed after studying this form, taking into consideration his background, areas of
interests, weaknesses, strengths etc.

Normally, Butibori is the only centre for induction at RITA PAD PRINTING SYSTEMS
LTD. Employees from different place are trained at Butibori plant. To begin with the
induction the very first thing is to develop amongst these employees, a feeling of
togetherness. For this, these employees are given classroom training for about a
month. Various departments come to the class room to deliver lecture. During these
classrooms training the employees get familiar & friendly with each other. To
strengthen the feeling of togetherness &develop a sense of belonging groups are
formed in the classroom. These groups are given various tasks and intergroup
competitions are conducted. Thus they are kept busy all the time.

In the evening these employees are taken for plant visits. Outing is also planned to
frame people in the area. During this one month training examinations business
games, presentations are taken after this 1 month.

Here the GET’s and MT’s are taken to different units. In this training they learn the
setup of the company. Until this rotational training the placements of the candidates
are not disclosed. Placements are decided on completion of the rotational training. At
placement branch again the candidate is sent to different department. This may take 2-
4 months. Then they are back to their respective departments. No leaves are allowed

56
during the 6 months of induction period. After the completion of induction period a
week’s leave is permitted before joining.

57
The difference between the induction of GET’s and MT’s is that the MT’s have to go
deeper into the management part than the technical part.

At the end of the induction a report and feedback s has to be submitted by the
employee.

Induction of the GM and above level includes only the visit to different department
people. Induction program for workers is restricted to his department & place at work.

58
59
FLOWCHART OF TRAINING PROCEDURE

Identify training needs

Training needs assessment forms

F
il
Employ-ee Identify employees for training e

tanning Program

record

Design training program

Program schedule

Prepare training calendar

Training calendar

60
 A

Send nomination

Nomination letter

F
il
e
Organize training program

s
Collect feedback assess competency

Prog. Feedback
from Mgt. and
above

F
il
File e

Prog. Feedback Prog. Feedback

from below from worker

training Mgt.

61
File

62
Follow up action on feedback

Follow up action

Update employee training record

File

Employee training record

File

63
 BEHAVIOURAL TRAINING IN RITA PAD PRINTING SYSTEMS LTD.

The procedure for imparting training based on organizational needs to employees in

Indorama are as follows:-

Organisational training needs:- Training needs based on organizational needs will be

identified by the manager using training needs identification form. The base for such
training is organizational requirements, change in system, procedure.

Planning and Organising Training programmes :- The HRD will make plan for
training programme based on needs of the firm. This may include training related to
product image, process change, fire and safety, environmental change, etc.

Specific Training Needs Through Respective Departmental Heads:- Based on

Training plan, training programmes will be organised in-house or outside Faculty.
Participant may also be sent for outside training programmes for Specific training
needs through respective departmental head. For the Purpose of organizing in-house
training programme, the department can Maintain a list of faculties available in the
company. This list will serve as a Guideline documents. Records of training
programmes conducted will be Maintained.

Evaluation of Training programmes:- The HRD will monitor progress on training

needs collected with respect to plan. The evaluation will be done and record will be
maintained for each employee to whom training has been imparted.

Measure of Effectiveness:- The measure of effectiveness of training programmes is done

in following ways: Overall improvement of individual. Fulfillment of firm’s goals.
Knowledge Enrichment. Enhancement in Employee Satisfaction Index. Feedback
obtained from the employees.

64
 RESEARCH METHODOLOGY

65
RESEARCH METHODOLOGY

Research in common parlance refers to the search for knowledge. It can be also
defined as a scientific and systematic search for pertinent information on specific
topic. Infact, search is an art of scientific investigation. In simple terms, research
means, ‘ a careful investigation or enquiry especially through search for new facts in
any branch of knowledge.’

LOGICAL FLOW OF RESEARCH IS AS FOLLOWS

Identification of problem

Research objective

Sources of data

Data collection

Sample

Sample Size

Data interpretation

Data analysis

Finding and observation

Conclusion

Recommendation

66
RESEARCH DESIGN

Research design can be thought of as the structure of research. It is the glue that holds
all the elements in a research project together. Research design is a vital part of the
research study. It is the logical and systematic planning and directing of piece of
research. It is the master plan and blue print of the entire study.

SOURCES OF DATA

The sources of the data are as follows:-

PRIMARY DATA:-

· Internal data about working of HR department gathered from organization.

· Interview.

· Observation.

· Sufficient data collected through feedback forms by the employees.

[ Questionnaires ].

SECONDRAY DATA:-

· Magazines, journals, brochures , etc.

· Website of the company. [www.ritapad.com ].

67
· Books.

· Earlier researches on similar topic.

68
 SAMPLES

We always have to work with a sample of subjects rather than the full population. But
people are interested in the population, not the sample. To generalize from the sample
to the population, the sample has to be representative of the population. The safest
way to ensure that it is the representative is to use a Random selection procedure.

METHOD OF SAMPLING USED: “ RANDOM SAMPLING METHOD”

In the random sampling method, all items have some chance of selection that can be
calculated. Random sampling technique ensures that bias is not introduced regarding
who is included in the survey.

SAMPLE SIZE

The sample size taken is 20 employees from the Human Resource Department of
RITA PAD PRINTING SYSTEMS LTD.

DATA COLLECTION

Survey-questionnaire:- Behaviors, beliefs and observations of specific groups are

identified, reported and interpreted.

69
DATA ANALYSIS /
INTERPRETATION

70
DATA ANALYSIS AND DATA

INTERPRETATION
Q 1. Your organization considers training as a part of organizational strategy. Do

you agree with this statement?

No of Strongly Somewhat
agree Agree Disagree
employees agree
20 08 10 01 01

According to the above data, it is clear that out of 100% employees of RITA PAD LTD.:

50% of employees consider training as a part of firm’s strategy.

40% of employees strongly agree with the statement.

5% of employees disagree with the statement.

71
Q.2 To whom training is given more in your organization?

No.of New staff Junior staff Senior staff Based on

employees requirement
20 8 2 8 2

According to the above data, out of 100% employees in RITA:

40% of new staff are given training.

10% of junior staff are given training.

40% of senior staff are given training.

10% of employees are given training based on requirements.

72
Q.3 What are the barriers to training and development in your firm?

o o Non
No f Time Lack f Money availability
employee skille
s interest of d
train
er
20 07 08 03 02

According to above data, out of 100% employees of RITA:

35% of employees consider time as a barrier in their training.

40% of employees consider lack of interest as a barrier.

15% of employees consider money as a barrier.

10% of employees consider non availability of skilled trainer as a barrier.

73
 Q.4 What mode of training method is used in your firm?

o Job Conference/
No f relation Discussion External Programmed
employe
es training instruction
20 06 08 03 03

According to the above data, out of 100% employees in Indorama:

30% of employees said job relation is used as a mode of training.

40% of employees said conference/discussion is used as mode of training.

15% of employees said external training is done.

15% of employees said programmed instruction is used as a mode of training.

74
Q.5 “ Training and development sessions conducted in your firm are useful.”

Do you agree with this statement?

o Strongly
No f agree Agree Disagree Somewhat
employee
s Agree
20 05 13 01 01

According to above data, out of 100% employees in Indorama:

25% of employees strongly agree with the statement.

65% of employees agree with the statement.

5% of employees disagree with the statement.

5% of employees somewhat agree with the statement.

75
Q.6 How long does it take to implement the trained process?

o
No f Less than one 1-2 months 2-4 months More than 4
employee
s month months.
20 05 12 03 00

According to above data, out of 100% employees in RITA:

25% of employees said it took less than one month.

60% of employees said it took 1-2 months.

15% of employees said it took 2-4 months.

76
Q.7 How well the workplace of the training is physically organised?

o
No f Excellent Good Bad Average
employee
s
20 13 O5 01 01

According to the above data, out of 100% employees in RITA:

65% employees said that workplace of training is organised excellently.

25% employees said workplace is good organised.

5% employees said workplace is badly organised.

77
Q.8 What are the conditions that have to be improved during training sessions?

o Re-design
No f the Remove Re organise Up grade the
emlpoyee the work
s workplace interference place information
20 11 03 02 04

According to the above data, out of 100% employees in RITA:

55% employees needs re-design of job.

15% of employees needs removal of interferences during training.

10% of employees needs re-organisation of the work place.

20% of employees needs up graded information during training sessions.

78
Q.9 What are the general complaints about training sessions?

o Time Gaps Session ar

No f Wastage between Training s e
employee ar
s the sessions sessions e boring.
unplanne
d
20 14 04 01 01

According to the above data, out of 100% employees in RITA:

70% of employees have a complaint of time wastage during training.

20% of employees have a complaint of too many gaps between the sessions.

5% of employees said training sessions are unplanned and are boring.

79
80
LEARNINGS DURING SIP

81
Selection of the Project
I am a student of MBA (2nd year) 3rd sem and have taken Human Resource
Management as my specialization subject.

While doing Summer Internship in RITA PAD PRINTING SYSTEMS LTD. I studied the
HR activities and functions carried out in RITA during my SIP training &
development came up as a topic of interest while it is not easy to understand all the
parameters it is still required by all the Organizations.
Training is a learning process that involves the acquisition of knowledge, sharpening
of skills, concepts, rules, or changing of attitudes and behaviours to enhance the
performance of employees.

The Project Focus On:

How training & development is an antecedent of job involvement and what should
company do to make the company to improve employees performance.

LESSONS LEARN DURING SIP:

1. Selection of the Company for Sip Should Be Done Carefully.

2. Team work is very important for HR manager.

3. Networking and Communication skills need to be very good.

4. Need to know Excel Sheet for office work.

5. How the training and development of employees done in Industries.

6. Safety measure should be taken into consideration during training.

7. Time motion study plays a key role in the process of training.

82
CONCLUSIONS

83
CONCLUSIONS

On the basis of the analysis made, the following conclusions are drawn:

· Maximum number of the employees finds healthy environment at the

work place.

· Lack of interest in employees act as a barrier in training programmes.

· Maximum employees said that they get help whenever they require.

· Employees are satisfied with the training and development programmes given

to them.

· The training programmes has helped in developing skills of the employees.

· After attending the training programme most of the workers find their attitude

better towards the job.

· Most of the employees wants to the workplace to be redesigned where the

training sessions are been conducted.

· Employees felt the time wastage during training session. But trainees were
satisfied with activities conducted during training program because it was
related to their job.

84
RECOMMENDATION

85
 RECOMMENDATIONS AND SUGGESTIONS

· Some advanced training is required in technology department.

· The company should adopt some other ways for nominating the trainees like

training need identification survey, self nomination, personal analysis,

organisational analysis, etc.

· Training should be a continuous process i.e., it should be imparted at regular

intervals.

· The duration of training program should be less and details should be precise

and accurate.

· HR department should conduct seminars on some vital topics so that

employees are always motivated and encouraged to work.

86
BIBLIOGRAPHY

87
BIBLIOGRAPHY

BOOKS REFERRED:

Personnel and Human Resource Management by P. Subba Rao.

Personnel Management by C. B. Mamoria.

Human Resource and Personnel Management by K. Aswathappa.

Human Resource Management by Anjali Ghanekar.

Human Resource Management by T. N. Chhabra.

WEBSITES:

www.goggle.com

www.wikipedia.org

www.ritapad.com

88
ANNEXURE

89
 ANNEXURE

RITA PAD PRINTING SYSTEMS LTD. GURGAON

QUESTIONNAIRE

PERSONAL DETAILS:

NAME: Rohit kandwal

AGE: 18

GENDER:
MALE

Q.1 Your organisation considers training as a part of organisational strategy.Do

You agree with this statement?

Strongly agree

Agree

Disagree

Somewhat agree

Q.2 To whom is training given more in your organisation?

New staff

Junior staff

Senior staff

Based on requirement

90
Q.3 What are the barriers to training and development in your organisation?

Time

Lack of interest

Money

Non availability of skilled trainer

Q.4 What mode of training is normally used in ypur organisation?

Job relation

Conference/Discussion

External training

Programmed instruction

Useful.”
Q.5 “ Training and Development sessions conducted in your firm are Do
you agree with this statement?

Strongly agree

Agree

Disagree
Somewhat agree

Q.6 How long does it take to implement the trained process?

Less than one month

1-2 months
2-4 months

91
More than 4 months

92
Q.7 How well the work place of training is organised?

Excellent Good Bad Average

Q.8 . What are the conditions that have to be improved during training

sessions?

Re organise the job

Remove interference

Re organise the work- place

Up grade the information of material

given during training.

Q.9 . What are the general complaints about training sessions?

Take away precious time of workers

Too many gaps between the sessions.

Training sessions are unplanned.

Boring and not useful.

93
94
95