CHAPTER I

INTRODUCTION

The summer training at “HIRANMAYEE RUBBER (P)LTD” Carried out to study the
organizational structure communication channel, span of control, organizational culture, politics
and practices of the organization. The structure of an organization is very important for its
functioning and growth. It provides the basic frame work for its progress and expansion. For
future managers, it is imperative to study the organizational structure and functioning of
successful organizations so that they as future managers may guide organizations towards
success and profitable functioning .Training is the art of increasing the knowledge and skill of an
employee or individual for doing a particular job .It is the learning process, which could improve
the current performance.

The training will be viewed as a short term educational process utilizing a planned,
systematic and organized procedure by which non-managerial personal acquire the technical
knowledge and skills necessary for increased effectiveness in achieving organizational benefits
accrued as a result of systematic planning of training and development need of the organizations
work force. Understand about the production, marketing , sales , and financial management
activities.by these activities they may think about the new approaches in developing the business
in the current scenario . Through this training , practical and technical knowledge. It helps to
increase the self-confidence and it also help for getting the employment opportunities.

1
1.1 OBJECTIVES OF THE STUDY

1. To study about the production process.

2. To know about the organizational structure.
3. To know about the various department activities.
4. To improve the personal skills & management skills of the trainee.
5. To study about the employees working condition.

1.2 SCOPE OF THE STUDY

1. This study learn on the actual equipment’s in use and in the true environment of
the job.
2. This study learns rules and regulations , procedures by observing their day to
day operations in the company.
3. This type of training can increase knowledge with skill in short period.

1.3 LIMITATION OF THE STUDY

1. There Mostly conduct other activities.

2. In some departments the workers did not share the necessary information.
3. The main objectives of training is get first-hand knowledge of the organization.
but the trainers are not permitted to take any problem for this study.

2
 CHAPTER II

INDUSTRIAL PROFILE

2.1 GLOBAL SCENARIO

Natural Rubber is a commercial plantation crop from the tree species, Have a brasiliens is
grown in tropical humid climatic conditions. Thailand, Indonesia, Malaysia, Vietnam, China and
India are the major NR producers globally. The current world production and consumption of
NR is around 12.40 million tonnes and 12.60 million tonnes respectively. The major NR
consumers are China, India, USA, Japan, Thailand, Indonesia and Malaysia. Rubber is largely
perceived as a strategic industrial raw material and accorded special status globally for defense,
national security and industrial development. Major consuming countries keep strategic reserves
of NR. Rubber is an internationally traded commodity and price of rubber is influenced interalia
by trends in economic growth, production in major producing countries and demand in major
consuming countries. Domestic NR prices generally follow the trends in the international market
and is therefore, subjected to fluctuations in price. World rubber market .The future of the
rubber in Industry is tied to the global economy. The consumption of rubber worldwide during
the period 1993 to 2003 was between 3.5 and 4.0% annually and was in line with the increase of
world GDP. The growth rate for rubber should be more than those for motor vehicle production
and motor vehicle registration in the coming years. Non tire applications account for the majority
of usage of rubber at 52 to 54 percent to the total, with little change expected. There are and will
be numerous applications in various sectors like:

o Automotive (belts, hoses, gaskets, MOULDINGs , tyres and tubes)

o Industrial (adhesives, padding, belting, vibration dampening, wire sheathing)
o Consumer (toys, door MOULDINGs)
o Construction (roofing, sealants, MOULDINGs)
o Rubber and canvas footwear
o Sheeting

The US synthetic rubber industry reports more than $4.5 billion in annual shipments, and
it exports substantial amount of these materials. The production and sales of rubber based
products constitute major market changes much in the coming years.

3
WORLD RUBBER SUPPLY

Major producing countries of natural rubber are Malaysia, Indonesia, and Thailand this is
the reason why many of the large tire companies have vast holding in south EAST ASIA. Small
producers equally play an important role. Synthetic rubber is manufactured in various plants to
different specification around the globe. The division between the two source of rubber is about
40 percent for natural and 60 percent for synthetic on a global basis and it is not expected to
change much in the coming years.

World rubber demand

Demand for natural rubber is always greater than synthetic rubber because it is
considered superior to synthetic rubber. As a result of its high quality, natural rubber is the
preferred choice when making surgical gloves and drapes, contraceptives, shoe soles, nipples on
baby bottles, rubber bands, even carpet backing, in radial tires and in blends with various
synthetic elastomers, where its use improves weathering qualities.

4
2.2 NATIONAL SCENARIO
Indian rubber industry is characterized by the co-existence of a well-established rubber
production sector and a fast growing rubber products manufacturing and consuming sector. The
Rubber Industry value chain begins from NR plantations and ends with a huge range of dry
rubber and latex based products. Historically, NR was a regulated commodity with strong tariff
protection and domestic market regulations. The key factors which have contributed to the
growth of Indian rubber industry are positive intervention of institutional agencies aiming at self-
sufficiency and import substitution.

Most of the rubber products including tyres require blends of NR and SR. Consumption
of SR is mainly determined by end product composition, technological change and relative
prices. Consumption of SR in India in rubber products manufacturing sector increased from
411,830 tonne in 2010-11 to 633,975 tonne in 2017-18. Currently, there are four companies
producing SR and production increased from 110,340 tonne in 2010-11 to 331,221 tonne in
2017-18. Styrene Butadiene Rubber and Poly Butadiene Rubber accounted for 63% and 34% of
SR production in the country. Import of SR amounted to 338,189 tonne in 2017-18.
Consumption of SR in India is projected to reach 1.2 million tonne by 2025.

RUBBER PRODUCTION IN INDIA

Here are some facts regarding rubber industry in India.

o India is the third largest producer of rubber in the world.

o It is the fourth largest consumer of natural rubber.
o It is the fifth largest consumer of natural rubber and synthetic rubber together in
the world.
o India is the world's largest manufacturer of reclaim rubber.

5
RUBBER CONSUMPTION IN INDIA

The following industrial sector consumes most of the rubber products.

o AUTOMOTIVE TYRE SECTOR: 50% consumption of all kinds of rubbers

o BICYCLES TYRES AND TUBES: 15%
o FOOTWEAR: 12%
o BELTS AND HOSES: 6%
o OTHER PRODUCTS: 10%
o CAMEL BACK and LATEX PRODUCTS : 7%

INDIAN RUBBER MARKET

India’s production varies between 6 and 7 lakh tons annually which amounts to Rs. 3000
crores. Seventy percent of the total rubber production in India is in the form of Ribbed Smoked
Sheets (RSS). This is also imported by India accounting for 45% of the total import of rubber.
The Indian rubber industry has a turnover of Rs 12000 crores. Most of the rubber production is
consumed by the tyre industry which is almost 52% of the total production of India. Among the
states, Kerala is the leading consumer of rubber, followed by Punjab and Maharashtra. The
exports of Indian natural rubber have increased tremendously over the years and have reached
76000 tons in 2003-04. Though, India is one of the leading producers of rubber but it still
imports rubber from other countries. At present, India is importing around 50000 tons of rubber
annually.

6
2.3 COMPANY PROFILE

It is a private limited company ISO 9001-2008 / TS16949 – 2009 Certified Reputed Unit
Engaged in the Manufactures of Industrial and Automobile Oil seals & O Rings.

Hiranmayee rubber Private Limited is a private incorporated on 12 February 2016.It is

classified as Non-govt company and is registered at Registrar of companies Chennai. Its
authorized share capital is Rs.1,000,000 and its paid-up capital is Rs.1,000,000.It involved in
Manufacture of plastic products.

Hiranmayee rubber Private Limited’s Annual General Meeting (AGM) was last held on
29 September 2018,and date of latest balance sheet available from Ministry of Corporate Affairs
(MCA) is 31 March 2018.

Hiranmayee Rubber Private Limited company registered number is 104142 and its
Corporate Identification Number(CIN) provided from MCA is U25200TN2016PTC104142.

Current status of Hiranmayee Rubber Private Limited company is Active.

PRODUCTS RANGE

 OILSEALS, O Rings and MOULED Rubber Products

 Available in a wide range to match application in Trucks, LCVS, Tractors, Tiller,
Stationary Engineers, Pumps, Grinders, Gear Boxes.
 Bicycle tubes and motor cycle tubes
 Rubber compounding for automobile industry, Rubber auto parts.
 Rubber sheet , Rubber Gaskets.

7
VISION
1. To achieve 100% customer satisfaction
2. To improve profitability by adopting higher productivity methods, wastage
modernization / automation
3. To upgrade employee welfare activities
4. To placed BRPL in the world map as a global supplier of rubber products.
5. To excel in a global environment, HIRANMAYEE will supply value added quality
products. Their customers are dealt with high degree of integrity and a environmentally
friendly responsible manner. Statement at a HIRANMAYEE it is promise, a promise that
rules every moment of their lives.

MISSION
1. To fully understand client’s requirements and meet their schedule on time at a
competitive price with consistent quality.
2. To be the best employer and with industry level recognition.
3. To participate in the social activities and help need based people on specific budgetary
limit.

8
ORGANIZATIONAL STRUCTURE

9
 CHAPTER III

DEPARTMENTAL ANALYSIS

3.1 PURCHASE DEPARTMENT

Purchase Management is a function of materials management in a company. Their basic

function is procuring the inputs for production function. This function encompasses suppliers in
the market external to the organization and several internal to the organization.

Till recently, the purchasing process simply involved placing an order with the supplier
who offered the lowest price. Nowadays, increase in competition and market demand and
scarcity of resources have forced organizations to reexamine their purchasing activities. The
purchasing department functions have expanded considerably and include activities such as
verifying the credentials of suppliers, inspecting the quality of the material to be purchased,
ensuring the timely delivery of the material, etc.

While the value of purchased items varies from industry to industry, it adds up to more
than fifty percent of sales in all industries. Purchase management is regarded as a significant
activity in many organizations because of the high cost involved in carrying out purchasing
activities, increasing quality benchmarks, and increasing global competition. Purchase
departments buy raw materials, parts, machinery, and services used by production systems. The
objective of purchase management is to procure the right equipment, materials, supplies and
services in the right quantity, of the right quality, from the right suppliers, at the right time, at the
lowest price.

10
DEPARTMENTAL CHART

Purchase Department Head

Purchase officer

Assistant

OBJECTIVES OF PURCHASE DEPARTMENT:

 To ensure uninterrupted flow of materials to support operation

 To ensure cost, quality & delivery across all production function
 To develop & maintain buyer and seller relationship to become preferred buyer in the
market

FUNCTIONS:

POLICY COMPLIANCE:

The purchasing department also must ensure that it is complying with all company
policies. They communicate with the purchasing department about purchasing needs for things
such as office suppliers or computers. Before making a purchase, the purchasing department
must ensure that it needs the proper protocols for purchase and budget approval and must ensure
that any items are purchased in accordance with the overall purchasing policy of the
organization.

11
VENDOR’S LIST:

A vendor or a supplier list, is a list of individual or enterprise that contributes goods or

services to an organization.

 Suguna motors and pumps

 VST tillers
 Ashok leyland
 Pricol
 beston

12
 3.2 PRODUCTION DEPARTMENT
Production management deals with converting raw materials into finished goods or
products. It brings together the 6M's i.e. men, money, machines, materials, methods and
markets to satisfy the wants of the people.

DEPARTMENTAL CHART

Production Department Head

Production Department
officer

assistant

FUNCTIONS:

1)Manufacturing Process of oil Seals

Each radial shaft seal is made for an application, which uses a particular fluid, runs at a pre-
Determined speeds, have certain temperature and pressures, and is in a specific environment, In
general the seal consists of three main components, a rubber portion, a metal can and a spring of
which the rubber and can are bonded together and the spring is gambled to the rubber portion.

There are the three methods that can be used to mold radial shaft seals they are:

a) Compression Molding

b) Transfer Molding

c) Injection Molding

13
2)Rubber compound mixing

Rubbers are the major raw materials used for the production of HTA products, Nitride rubber,
Viton Rubber, Poly acrylic rubber and HNBR rubber are used in HTA. These products are
weighted in definite proportions and they are mixed in the rubber mill.

3)Shell treatment:

Shell treatment is a surface treatment process carried out in the metal shells so that the rubber
materials after molding will bounded firmly to the shells. But for aluminum shells shot blasting
method is carried out. [T1, T2, T3, T4, T5, T7], [T1, T2, T4, T6 – water] [T3, T5, T7 –Chemical]
Products Technical Information.

Oil seals act as essential and vital protectors, effectively taking care of numerous vulnerable
points against oil leaks. Oil seals act as complete protection prevents breakdown and costly
overhauling.

Metal components bonded with rubber eliminate possibility of leakage between sealing
member and outside shell portion in metal. Centre less ground seals make assembly easier ensure
less loading on the shaft but increased seal life.

Rubber oil seals

Description:

They manufacture and supply RUBBER OIL SEALS that are essential protectors to solve the
problem of oil leakage. They manufacture best quality rubber oil seals with tough polymers such
as NBR/BUMA N, EPDM, silicon, FKM, POLY acrylic, etc… their rubber oil seals offer total
protection against leakage and they also enhance the functioning of automobiles their wide range
of rubber oil seals is suitable for LCVS, stationary engineers, trucks, etc.

Prevent costly overhauling

Prevent leakage of oil
Enhance working of the engine
Made will best quality polymer

14
RUBBER O RINGS

Description:

They are prominent O Rings manufacturer and supplier, rubber O rings are made with the
best polymers, NBR/BUMA N, EPDM, Silicon, FKM, Poly acrylic, etc… they offer premium
Rubber O Rings to various automobile companies.

Rubber O Rings are perfectly suited to be installed in various trucks, gear boxes, tractors, etc,
as they are manufactured by them in compliance with the clients specifications.

ATTRIBUTES

Made with best quality polymers

Offer trouble free performance
Long lasting
Suitable for any kind of vehicle model

MACHINES

Compression type molding machine

Centre less grinding
Milling machine
Kneeder
Extruder, bore well
Trimming machine
Lathe

15
3.3 FINANCE DEPARTMENT
The part of an organization that manage it money. The business functions of a finance
department typically include planning, organizing, auditing, accounting for and controlling its
company's finances. The finance department also usually produces the company's financial
statements.

DEPARTMENTAL CHART

ACCOUNTS
MANAGER

Astt . Accounts manager

Accounts executive

Accounts officer

OBJECTIVES:

 To facilitate the finance policy which supports the organizational policy

 Reduce overall cost in objective
 Improve income efficiency the organization
 Property maintenance and regular the financial obligation

16
FUNCTIONS:

SOURCES OF FUNDS:

Source of funding donations, savings, subsidies and taxes and other major sources are
reserves that are made to meet the future fund requirement and also from banks.

CAPITAL STRUCTURE:

Capital structure of the company includes debts and equity. The Hiranmayee rubber
private limited capital structure is formed by the equity of the owners own capital amount and
also the debt include the secured loan and unsecured loan.

BUDGETS:

Each department of an organization will have a separate budget for a year. Based on
budgets of each department a master budget is prepared for a year. The budget is mainly
prepared of the purpose of forecasting the future.

In HIRANMAYEE rubber private limited the budget is prepared by the managing

director and department heads.

SALES TURNOVER:

The sales turnover of the HIRANMAYEE rubber private limited is Rs. 500 lacks (0.75
million us $)in the year 2013 and it is estimated: 1000 lacks (1.6 million on us$)by the year of
2018.

17
3.4 HUMAN RESOURCE DEPARTMENT

This department assigned to human resources managers. They are responsible for
designing and implementing a recruitment program that will meet the tea industry’s personnel
needs while complying with all legal requirements. This responsibility includes finding sources
of applicants. Writing and placing advertisements. Contacting college; agencies and lobar
unions; establishing procedures to guarantee equal employment opportunity; and administering
the funds the firm HR budgeted for recruitment.

DEPARTMENTAL CHART

HR Head

HR officer

Assistant Assistant

18
OBJECTIVES OF HR DEPARTMENT:

To facilitate the HR policy which suits the organization policy.

To co-ordinate both employees and employers.

To avoid grievances, conflicts, and stress among employees.

To find out the requirements of employees and to fulfill it.

FUNCTIONS:

RECRUITMENT PROCESS:

HR practices its function in each and every stages of recruitment. The process comprises
five interrelated stages.

1. Planning

2. Strategy development

3. Searching

4. Screening

5. Evaluation and control

METHODS OF SELECTION:

Selection is a process of picking individuals with requisite qualification and competence

to fill jobs in the organization. Different company apply different methods and procedure for
selection. It basically depends on the management policies and the size of operation.

19
SELECTION PROCESS:

Selection is a long process, commencing, from the preliminary interview of the applicants
and ending with the contract of employment. Selection process differs among organizations and
between two different jobs within the same organization. Selection procedure for senior
managers will be long-drawn and rigorous, but it is simple and short while hiring shop-floor
workers. HIRANMAYEE the company, the different types of test taken is knowledge test, trade
test, interviews, and managerial grid for executive.

PAY ROLE PROCESSING:

1. Time & attendance management

2. Compensation & benefits processing

3. Reimbursement processing

4. Payroll reports & MIS

5. Interface with legacy systems

6. Web based delivery

7. Statutory compliance

8. Query management

9. Retrials management

Practices and technologies include:

1. Internet and intranet employee services

2. Strategic human resources

3. Centralized HR departments and call centers

20
4. 360-desgree performance appraisals

5. HRIS systems

6. Employee self-service

7. Voice response systems(VRUs)

8. Automated time and attendance systems

9. Resume scanning and internet recruitment

10. Team policies and development

11. Outsourcing

12. Business process reengineering(BPR)

PAY ROLE PROCESSING:

1. Time & attendance management

2. Compensation & benefits processing
3. Reimbursement processing
4. Payroll reports & MIS
5. Interface with legacy systems
6. Web based delivery
7. Statutory compliance
8. Query management
9. Retrials management

HR POLICIES & FRAME WORKING:

A framework for human resources management. It was developed by members and its
representative of the organizations common system and representative of the staff. The purpose
of the framework is to enable the organizations common system to manage their human
resources effectively. The philosophy underlying it is grounded in the principles emanating from

21
the provisions and the need for the organization to recruit staff with the highest standards of
efficiency. Competence and integrity, with due regard to the importance of recruiting the staff on
as wide a geographical basis as possible and to the equal participation of men and women in the
work of the organization. Avoid any competition in the employment of staff that may result from
fundamental differences in the compensation package. Facilitate mobility of staff across the
system.

The innovative practices in human resources process uncovered 12 practices that are
reducing costs and improving service quality to employees. Key findings from this research
included need for HR managers to streamline processes, lower overhead costs, and enable their
departments to advance from transactional organizations to strategic partners in the business.

22
3.5 MARKETING DEPARTMENT

Marketing is made up of four elements: product, place, promotion and price. The
elements must be used in a cohesive plan to effectively target the consumer. A product can be
either a physical product or service. Place is where the product is purchased. Price is the amount
a consumer pays for the product and promotion consists of the communication tools used to
effectively get the company's message out.

DEPARTMENTAL CHART

Marketing Department

Marketing Department
officer

assistant

OBJECTIVES:

 To facilitate the marketing policy which supports organization policy

 To make 100% sales in competitive price.
 To suit the consumer requirements on time without any delay.

FUNCTIONS OF MARKETING DEPARTMENT:

• To attract the customers and make them buy the product produced.

• The product should reach the customer on time.

• To ensure a 100% sales of a product.

23
 • To analysis the demand of the products and communicating it to the other departments as
and when it is required.

• Carrying out the required promotional activities.

DISTRIBUTION CHANNELS:

• The company has the well structured distribution channel. Hiranmayee rubber private
limited all suppliers directly to ESP International USA and some products through their
Chennai office to Indian Tractor Manufacturer.

• Hiranmayee rubber private limited exports their product to UK, USA, SAUDI ARABIA
through merchant exporter.

PRICING STRATEGIES:

Most of the oil seals, o –rings sold in local are sold in the average price range of Rs.10 to
125. The oil seals, O-Rings is dependent on rubber price. When the rubber price is high then it
will have cascading effect on the oil seals, O-Rings. Then the price is also dependent on the
production cost. The company is following a cost plus pricing strategy.

24
3.6 TECHNICAL DEPARTMENT

The Technical Department also strives to enhance the performance of the DCI
Dredgers/Crafts by following the planned maintenance schedules for all machineries and
equipment , as well as timely completion of scheduled dry dock repairs. The Technical
Department to meet any critical gaps in technological needs, it identifies and arranges to extend
services and material support from original equipment manufacturers. The other important
functions of the Technical Department are arranging supplies of spares, stores and fuels to the
dredgers including routine inspection, defect reporting and defect rectification.

DEPARTMENTAL CHART

Technical Department
Head

Technical Department
Officer

assistant

FUNCTIONS:

DEVELOPMENT OF NEW PRODUCTS:

 The new product is developed by the organization is the 3year

 Get the core design from the consumer and then develops a new product
 Innovation of new design for consumer
 Combining the idea of both customer and designer and then develops a new product

25
TECHNICAL TEAM:

This team consists of 5 technician and 2 supervisors who works to develop the new product
design for the customer satisfaction. Creativity plays an important role in this department.

PROCESS:

This department develops the new product design and it is enquired and checked by the
director of the organization.

After the confirmation of the design by the top management the production process starts.

26
3.7 QUALITY CONTROL DEPARTMENT

Every organization can improve the processes it utilizes to provide products and services.
Such improvement will result in more satisfied customers, lower operating costs, faster product
deliveries..

DEPARTMENTAL CHART

Head of department

Assistant manager

Senior lab assistant

Lab assistant

Checker

FUNCTIONS:

Incoming Material Inspection:

Quality controller and supervisor checks the quality of the raw material received from the
suppliers. They inspect the raw materials based on the technical specification & machines and if
passes in the test, it is stored in the storage area. If not, then the materials are returned back to the
suppliers.

27
Outgoing Material Inspection:

Each and every product is made unique from another product. It is only possible by
giving unique identification code to the and they are classified into three types. They are,

1) Part Number

2) Cavity Number

3) Identification Code

The part number and Cavity number is used by company to identify where the product
was made. Identification Code is for customer purpose, to identify for which customer the
product was produced.

28
 CHAPTER IV

4.1 SWOT ANALYSIS

STRENGTHS:

1. Strong security system

2. More than loyal customer
3. Strong management team
4. Latest mechanized machinery

WEAKNESS:

1. The employees are very bad communication

2. Lack of benefits and reward for the employees
3. Not a lot of brand recognition
4. Low energy level

OPPORTUNITIES:

1. Emerging markets and expansion abroad

2. Favorable economic condition
3. Can adopt high technology based networking system

THREATS:

1. Poor infrastructure
2. Entrance of a new competitors
3. Shortage of skilled workforce
4. Increase in prices of raw materials

29
 4.2 MANAGERIAL SKILLS LEARNT

Management is a challenging job. It requires certain skills to accomplish such a

challenge. Thus, essential skills which every manager needs for doing a better management are
called as managerial skills.

I can develop some managerial skills through this organization study. The skills are as
follows

1. COMMUNICATION SKILLS

1. This is sufficient for effective interaction with higher officials and others in spoken

and written English.

2. Communication skills are required equally at the levels of management.

2. LEADERSHIP SKILLS

1. They strictly follow the timing process, because timing is required in order to
execute the customer’s satisfaction.

2. I have how to handle rural peoples and resolve their conflicts and how to motivate
their employees like, they provide comfortable environment, separate cabin to them.

3. PROBLEM SOLVING SKILLS

1. In this metal forms when arise the problems, they using the brain storming method.

2. I have learnt how to tackle the problems in organization.

3. I understand how to convince their customer’s dissatisfaction or difficulties.

30
4 .TECHNICAL SKILLS

1. They maintain their accounts in systematically through TALLY software.

2. They using separate procedures and techniques for loans and deposit.

5. CRITICAL THINKING SKILLS

1. This ability sufficient for diagnosis of automotive failures.

2. Ability to think clearly and rationally, understanding the logical connection

between ideas.

3. This might be described as the ability to engage in reflective and independent

thinking.

6 . INTERPERSONAL SKILLS

It is sufficient to interact the customers, supervisor, and fellow employees from a variety of
social, emotional, culture and intellectual background.

31
 CHAPTER V

5.1 FINDINGS
The usefulness if internships for students to get a job. Summer internships play
an important role for business. Networking. Internships during the summers are more preferred
than the internships during the semester. The highest percentage has been given to “summer
time in an easy way to get the experience”.

5.2 SUGGESTIONS
Training should be given in such a way to increase personal development of the
employees .The workers should be give proper training so that performance on is still better.
Efficient worker’s are to be encouraged with promotions and subsidies and the employees are to
be properly monitor. According to this survey the major factors that influences the employees
like dust and noise.so the organization must control heavy noise and dust. The safety
equipment’s like car plugs mask and glove are provided in the company. But the employees are
not ready to take safety measures. The organization take necessary action.

5.3 CONCLUSION
The study on training and development provided in HIRANMAYEE rubber
Private Ltd levels the scope of HR indeed vast. All major activities of training and development
include checking the effectiveness of training program in HIRANMAYEE Private Ltd.

The project done at “HIRANMAYEE RUBBER PRIVATE LIMITED” has

helped trainee a lot to gain knowledge on various activities and operation’s undergone in the
overall organization. The trainee is very happy and excited on twenty days, to spend and learned
a lot at the time of training. Trainee is able to develop the skills only at the time of this training.
The entire employees in the organization were very helpful, friendly and cooperative. Trainee
thanks the institution for giving this opportunity.

32
BIBLIOGRAPHY

BOOKS
1. Aswathappa, 2006, Human Resource Management, published by TATA MC Graw Hill, 4 th
Edition.

2. M. Govindharajan, S. Nadarajan,2012, Principle Of Management, PHL Learning Private

Limited, New Delhi, 5th Edition.

3. L.M. Pandey,2011, Financial Management, Vikas Publishing House Private Limited, New
Delhi, 10th Edition.

4. Richard I Henderson, 1984, Performance Appraisal, Second Edition.

5. Dr. S .N Maheswari, Financial Management Principles and Practices.

WEBSITES

1. www.hiranmayeerubberindustry.com
2. www.rubberindustry.com
3. www.yahoofinance.com
4. www.managementparadise.com
5. www.slideshare.com

33